MGT 330 WEEK 5 FINAL EXAM
COMPREHENSIVE TEST 2026 STUDY GUIDE
SOLVED QUESTIONS
◉ Contingency Theory. Answer: Fiedler's leadership theory that
states that to maximize work group performance, leaders must be
matched to the situation that best fits their leadership style
◉ Transformational Leadership. Answer: Generates awareness and
acceptance of a group's purpose and mission and gets employees to
see beyond their own needs and self interests for the good of the
group
◉ Transactional Leadership. Answer: based on an exchange process
in which followers are rewarded for good performance and
punished for poor performance
◉ visionary leadership. Answer: creates a positive image of the
future that motivates organizational members and provides
direction for future planning and goal setting
◉ Forming. Answer: the first stage of team development, in which
team members meet each other, form initial impressions, and begin
to establish team norms
,◉ Storming. Answer: the second stage of team development,
characterized by conflict and disagreement, in which team members
disagree over what the team should do and how it should do it
◉ Norming. Answer: the third stage of team development, in which
team members begin to settle into their roles, group cohesion grows,
and positive team norms develop
◉ Performing. Answer: the fourth and final stage of team
development, in which performance improves because the team has
matured into an effective, fully functioning team
◉ functional turnover. Answer: loss of poor-performing employees
who voluntarily choose to leave a company
◉ dysfunctional turnover. Answer: loss of high-performing
employees who voluntarily choose to leave a company
◉ Bonafide Occupational Qualification (BFOQ). Answer: an
exception in employment law that permits sex, age, religion, and the
like to be used when making employment decisions, but only if they
are "reasonably necessary to the normal operation of that particular
business"; monitored by the Equal Employment Opportunity
Commission; LIMTITED AND HARD TO BACK UP
, ◉ quid pro quo. Answer: a form of sexual harassment when
employment outcomes, such as hiring, promotion, or simply keeping
one's job, depend on whether an individual submits to sexual
harassment
◉ hostile work environment. Answer: a form of sexual harassment
in which unwelcome and demeaning sexually related behavior
creates an intimidating and offensive work environment
◉ Disparate Treatment. Answer: intentional discrimination that
occurs when people are purposely not given the same hiring,
promotion, or membership opportunities because of their race,
color, sex, age, ethnic group, national origin, or religious beliefs
◉ adverse impact. Answer: unintentional discrimination that occurs
when members of a particular race, sex, or ethnic group are harmed
or disadvantaged because they are hired, promoted, or trained (or
any other employment decision) at substantially lower rates than
others
◉ performance appraisal. Answer: the process of assessing how well
employees are doing their jobs
COMPREHENSIVE TEST 2026 STUDY GUIDE
SOLVED QUESTIONS
◉ Contingency Theory. Answer: Fiedler's leadership theory that
states that to maximize work group performance, leaders must be
matched to the situation that best fits their leadership style
◉ Transformational Leadership. Answer: Generates awareness and
acceptance of a group's purpose and mission and gets employees to
see beyond their own needs and self interests for the good of the
group
◉ Transactional Leadership. Answer: based on an exchange process
in which followers are rewarded for good performance and
punished for poor performance
◉ visionary leadership. Answer: creates a positive image of the
future that motivates organizational members and provides
direction for future planning and goal setting
◉ Forming. Answer: the first stage of team development, in which
team members meet each other, form initial impressions, and begin
to establish team norms
,◉ Storming. Answer: the second stage of team development,
characterized by conflict and disagreement, in which team members
disagree over what the team should do and how it should do it
◉ Norming. Answer: the third stage of team development, in which
team members begin to settle into their roles, group cohesion grows,
and positive team norms develop
◉ Performing. Answer: the fourth and final stage of team
development, in which performance improves because the team has
matured into an effective, fully functioning team
◉ functional turnover. Answer: loss of poor-performing employees
who voluntarily choose to leave a company
◉ dysfunctional turnover. Answer: loss of high-performing
employees who voluntarily choose to leave a company
◉ Bonafide Occupational Qualification (BFOQ). Answer: an
exception in employment law that permits sex, age, religion, and the
like to be used when making employment decisions, but only if they
are "reasonably necessary to the normal operation of that particular
business"; monitored by the Equal Employment Opportunity
Commission; LIMTITED AND HARD TO BACK UP
, ◉ quid pro quo. Answer: a form of sexual harassment when
employment outcomes, such as hiring, promotion, or simply keeping
one's job, depend on whether an individual submits to sexual
harassment
◉ hostile work environment. Answer: a form of sexual harassment
in which unwelcome and demeaning sexually related behavior
creates an intimidating and offensive work environment
◉ Disparate Treatment. Answer: intentional discrimination that
occurs when people are purposely not given the same hiring,
promotion, or membership opportunities because of their race,
color, sex, age, ethnic group, national origin, or religious beliefs
◉ adverse impact. Answer: unintentional discrimination that occurs
when members of a particular race, sex, or ethnic group are harmed
or disadvantaged because they are hired, promoted, or trained (or
any other employment decision) at substantially lower rates than
others
◉ performance appraisal. Answer: the process of assessing how well
employees are doing their jobs
