Test Bank For Human Relations: Principles and Practices
Chapter 1
CHAPTER 1—INTRODUCTION TO HUMAN RELATIONS
MULTIPLE CHOICE
1. The study of human relations broadly analyzes
a. workplace relations, dilemmas, and strategies.
b. human behavior, prevention strategies, resolution of behavioral problems, and
self-development.
c. the relationship between human behavior and technological advances.
d. individual behavior patterns.
ANS: B PTS: 1 REF: p. 3
2. One reason that the importance of interpersonal relations in business is increasing is
a. organizations' ability to demonstrate bottom-line results.
b. the increasing isolation of the work through the use of computer technology.
c. organizations' increasing customer service orientation.
d. the decreasing costs of implementing human relations programs.
ANS: C PTS: 1 REF: p. 4
3. Many companies are improving interpersonal relations by
a. attempting to establish a strong financial structure to ensure employee satisfaction.
b. using technology to enhance employee involvement in management decisions.
c. organizing their workers into teams in which each employee plays a part.
d. offering more services to stockholders.
ANS: C PTS: 1 REF: p. 5
4. Individuals can achieve greater satisfaction from their careers and personal lives when they are
supported and strive to manage
a. the relationships with their personal selves.
b. their one-to-one relationships.
c. their group member relationships.
d. all of these.
ANS: D PTS: 1 REF: p. 6
5. Peter's workplace contains a gym and on-grounds day care service. The company also offers employees
monthly seminars on a wide range of topics such as stress management and living on a budget. Peter's
employer demonstrates an appreciation for developing the concept of
a. the total person.
b. diversity.
c. group membership.
d. values.
ANS: A PTS: 1 REF: p. 7
1
, Test Bank For Human Relations: Principles and Practices
Chapter 1
6. From an interpersonal relations perspective, major forces that influence work behavior include
a. the general state of the economy.
b. the organizational culture, supervisory-management personnel, and group cohesiveness.
c. the physical characteristics of the workplace environment.
d. the technological methods and infrastructure used to accomplish an organization's work
processes.
ANS: B PTS: 1 REF: p. 8
7. In Whole Foods Market, the organization and employees value their customers and consistently strive to
provide service that "satisfies and delights." In return, employees' efforts are valued and their results are
rewarded. In this example, work behavior is influenced by
a. organizational culture.
b. job influence.
c. family influence.
d. motivation.
ANS: A PTS: 1 REF: p. 8
8. Christine is a manager at a consumer electronics retailer. She often works 12-15 hour days and pushes
herself and the employees she oversees to work towards perfection. They feel that in order to succeed,
they must adopt the same work behaviors, despite feeling stressed and burnt out. Work behavior of the
employees is most influenced by
a. their personal characteristics.
b. the organizational culture.
c. supervisory-management personnel.
d. work group membership.
ANS: C PTS: 1 REF: p. 9
9. Over time, the human relations movement
a. focused more on plant layout and mechanical processes
b. had little effect on improvements in productivity.
c. offered a simplified perception of employees.
d. reflected a shift in values and concerns, from things to people.
ANS: D PTS: 1 REF: p. 12
10. Frederick Taylor's scientific management theory basically argued that
a. productivity could be improved by breaking jobs into isolated specialized tasks and
assigning workers to each task.
b. the informal organization that workers formed through their relationships was the key to
productivity.
c. there were other ways besides human relations to humanize the workplace.
d. organizations needed to determine how to tap workers' desire to perform.
ANS: A PTS: 1 REF: p. 12
11. The Hawthorne studies contributed to the development of interpersonal relations through the discovery
2
, Test Bank For Human Relations: Principles and Practices
Chapter 1
a. of the characteristics of effective managers.
b. that breaking jobs into isolated specialized tasks increased worker productivity.
c. of the informal organization network that exists among workers.
d. that workers need training to be effective in their jobs.
ANS: C PTS: 1 REF: p. 13
12. In general, the means by which we come to an understanding of ourselves and others is
a. organizational culture.
b. trust.
c. self-acceptance.
d. communication.
ANS: D PTS: 1 REF: p. 15
13. The major theme of interpersonal relations that deals with an individual understanding of how his/her
behavior affects others is
a. communication.
b. self-awareness.
c. motivation.
d. trust.
ANS: B PTS: 1 REF: p. 15
14. The flow of information in a company declines when human relations is lacking
a. conflict resolution.
b. self-disclosure.
c. trust.
d. self-assessment.
ANS: C PTS: 1 REF: p. 16
15. Self-disclosure is considered a major theme of interpersonal relations because
a. the ability to express anger is the best way to resolve conflicts.
b. it helps stop rumors in the workplace.
c. the opportunity to express frustration will result in improved customer service.
d. it helps eliminate unnecessary guessing games.
ANS: D PTS: 1 REF: p. 17
TRUE/FALSE
1. The quality of one's work is related to one's ability to cope with family problems.
ANS: T PTS: 1 REF: p. 11
3
, Test Bank For Human Relations: Principles and Practices
Chapter 1
2. A major source of frustration for workers in an information economy is the fact that they can process
information much more quickly than the information typically is available and become bored in the
resulting idle time.
ANS: F PTS: 1 REF: p. 3
3. Employees rather than organizations benefit from a commitment to total person development.
ANS: F PTS: 1 REF: p. 7
4. Career success is often a reflection of the strength in one's interpersonal skills.
ANS: T PTS: 1 REF: p. 3
5. A major function of group membership is that it satisfies social needs.
ANS: T PTS: 1 REF: p. 10
6. Organizational culture is the collection of shared beliefs, values, rituals, stories, and myths that foster a
feeling of community among organizational members.
ANS: T PTS: 1 REF: p. 8
7. Worker behavior on the job is frequently a reflection of how well the work environment accommodates
each worker's unique characteristics.
ANS: T PTS: 1 REF: p. 11
8. Scientific management worked in theory, but in some cases it dehumanized the workplace.
ANS: T PTS: 1 REF: p. 12
9. Elton Mayo discovered in the Hawthorne studies that employees create their own informal networks.
ANS: T PTS: 1 REF: p. 13
10. Managing healthy, effective interpersonal relationships requires that we also manage the relationship
with our personal selves.
ANS: T PTS: 1 REF: p. 6-7
11. The psychologist who developed the often-used "hierarchy of needs" was Abraham Maslow.
ANS: T PTS: 1 REF: p. 13
12. Working in an organization with diverse employees does not require strong interpersonal skills since
you should relate to people as if differences don't exist.
4
Chapter 1
CHAPTER 1—INTRODUCTION TO HUMAN RELATIONS
MULTIPLE CHOICE
1. The study of human relations broadly analyzes
a. workplace relations, dilemmas, and strategies.
b. human behavior, prevention strategies, resolution of behavioral problems, and
self-development.
c. the relationship between human behavior and technological advances.
d. individual behavior patterns.
ANS: B PTS: 1 REF: p. 3
2. One reason that the importance of interpersonal relations in business is increasing is
a. organizations' ability to demonstrate bottom-line results.
b. the increasing isolation of the work through the use of computer technology.
c. organizations' increasing customer service orientation.
d. the decreasing costs of implementing human relations programs.
ANS: C PTS: 1 REF: p. 4
3. Many companies are improving interpersonal relations by
a. attempting to establish a strong financial structure to ensure employee satisfaction.
b. using technology to enhance employee involvement in management decisions.
c. organizing their workers into teams in which each employee plays a part.
d. offering more services to stockholders.
ANS: C PTS: 1 REF: p. 5
4. Individuals can achieve greater satisfaction from their careers and personal lives when they are
supported and strive to manage
a. the relationships with their personal selves.
b. their one-to-one relationships.
c. their group member relationships.
d. all of these.
ANS: D PTS: 1 REF: p. 6
5. Peter's workplace contains a gym and on-grounds day care service. The company also offers employees
monthly seminars on a wide range of topics such as stress management and living on a budget. Peter's
employer demonstrates an appreciation for developing the concept of
a. the total person.
b. diversity.
c. group membership.
d. values.
ANS: A PTS: 1 REF: p. 7
1
, Test Bank For Human Relations: Principles and Practices
Chapter 1
6. From an interpersonal relations perspective, major forces that influence work behavior include
a. the general state of the economy.
b. the organizational culture, supervisory-management personnel, and group cohesiveness.
c. the physical characteristics of the workplace environment.
d. the technological methods and infrastructure used to accomplish an organization's work
processes.
ANS: B PTS: 1 REF: p. 8
7. In Whole Foods Market, the organization and employees value their customers and consistently strive to
provide service that "satisfies and delights." In return, employees' efforts are valued and their results are
rewarded. In this example, work behavior is influenced by
a. organizational culture.
b. job influence.
c. family influence.
d. motivation.
ANS: A PTS: 1 REF: p. 8
8. Christine is a manager at a consumer electronics retailer. She often works 12-15 hour days and pushes
herself and the employees she oversees to work towards perfection. They feel that in order to succeed,
they must adopt the same work behaviors, despite feeling stressed and burnt out. Work behavior of the
employees is most influenced by
a. their personal characteristics.
b. the organizational culture.
c. supervisory-management personnel.
d. work group membership.
ANS: C PTS: 1 REF: p. 9
9. Over time, the human relations movement
a. focused more on plant layout and mechanical processes
b. had little effect on improvements in productivity.
c. offered a simplified perception of employees.
d. reflected a shift in values and concerns, from things to people.
ANS: D PTS: 1 REF: p. 12
10. Frederick Taylor's scientific management theory basically argued that
a. productivity could be improved by breaking jobs into isolated specialized tasks and
assigning workers to each task.
b. the informal organization that workers formed through their relationships was the key to
productivity.
c. there were other ways besides human relations to humanize the workplace.
d. organizations needed to determine how to tap workers' desire to perform.
ANS: A PTS: 1 REF: p. 12
11. The Hawthorne studies contributed to the development of interpersonal relations through the discovery
2
, Test Bank For Human Relations: Principles and Practices
Chapter 1
a. of the characteristics of effective managers.
b. that breaking jobs into isolated specialized tasks increased worker productivity.
c. of the informal organization network that exists among workers.
d. that workers need training to be effective in their jobs.
ANS: C PTS: 1 REF: p. 13
12. In general, the means by which we come to an understanding of ourselves and others is
a. organizational culture.
b. trust.
c. self-acceptance.
d. communication.
ANS: D PTS: 1 REF: p. 15
13. The major theme of interpersonal relations that deals with an individual understanding of how his/her
behavior affects others is
a. communication.
b. self-awareness.
c. motivation.
d. trust.
ANS: B PTS: 1 REF: p. 15
14. The flow of information in a company declines when human relations is lacking
a. conflict resolution.
b. self-disclosure.
c. trust.
d. self-assessment.
ANS: C PTS: 1 REF: p. 16
15. Self-disclosure is considered a major theme of interpersonal relations because
a. the ability to express anger is the best way to resolve conflicts.
b. it helps stop rumors in the workplace.
c. the opportunity to express frustration will result in improved customer service.
d. it helps eliminate unnecessary guessing games.
ANS: D PTS: 1 REF: p. 17
TRUE/FALSE
1. The quality of one's work is related to one's ability to cope with family problems.
ANS: T PTS: 1 REF: p. 11
3
, Test Bank For Human Relations: Principles and Practices
Chapter 1
2. A major source of frustration for workers in an information economy is the fact that they can process
information much more quickly than the information typically is available and become bored in the
resulting idle time.
ANS: F PTS: 1 REF: p. 3
3. Employees rather than organizations benefit from a commitment to total person development.
ANS: F PTS: 1 REF: p. 7
4. Career success is often a reflection of the strength in one's interpersonal skills.
ANS: T PTS: 1 REF: p. 3
5. A major function of group membership is that it satisfies social needs.
ANS: T PTS: 1 REF: p. 10
6. Organizational culture is the collection of shared beliefs, values, rituals, stories, and myths that foster a
feeling of community among organizational members.
ANS: T PTS: 1 REF: p. 8
7. Worker behavior on the job is frequently a reflection of how well the work environment accommodates
each worker's unique characteristics.
ANS: T PTS: 1 REF: p. 11
8. Scientific management worked in theory, but in some cases it dehumanized the workplace.
ANS: T PTS: 1 REF: p. 12
9. Elton Mayo discovered in the Hawthorne studies that employees create their own informal networks.
ANS: T PTS: 1 REF: p. 13
10. Managing healthy, effective interpersonal relationships requires that we also manage the relationship
with our personal selves.
ANS: T PTS: 1 REF: p. 6-7
11. The psychologist who developed the often-used "hierarchy of needs" was Abraham Maslow.
ANS: T PTS: 1 REF: p. 13
12. Working in an organization with diverse employees does not require strong interpersonal skills since
you should relate to people as if differences don't exist.
4
