MGMT 311 EXAM 3 QUESTIONS WITH ANSWERS
AND EXPLANATIONS
| American Public University
1. An interviewer is so impressed by a candidate's confident speaking style that the interviewer rates the candidate
highly on unrelated technical skills without evidence. What bias is this?
A. Negative reinforcement.
B. Availability bias.
C. Halo effect.
D. Role ambiguity.
Correct Answer: C. Halo effect.
Explanation: The halo effect occurs when an overall positive impression on one characteristic spills over into
judgments about other characteristics.
2. A company changes its reporting structure and then measures whether decision speed improves across divisions.
Which level of analysis is most directly involved?
A. Dyadic level only.
B. Organizational level.
C. Individual level only.
D. Customer level.
Correct Answer: B. Organizational level.
Explanation: Formal structure is an organization-level characteristic. Studying its effect across divisions examines how
organizational design influences outcomes.
3. A job requires writing, data analysis, negotiation, and presentation rather than repeating one narrow activity.
Which job characteristic is high?
A. Skill variety.
B. Coercive power.
C. Role conflict.
D. Task identity only.
Correct Answer: A. Skill variety.
Explanation: Skill variety is the extent to which a job requires different activities, abilities, or talents.
4. An employee feels a moral obligation to remain because the employer funded extensive professional education.
Which form of commitment is most relevant?
A. Surface acting.
B. Continuance commitment only.
C. Procedural justice.
D. Normative commitment.
Correct Answer: D. Normative commitment.
Explanation: Normative commitment reflects a felt obligation to remain with an organization, often connected to norms
of reciprocity or loyalty.
, 5. An employee intentionally softens bad news while sending it upward because the employee fears the manager's
reaction. What barrier is this?
A. Filtering.
B. Affective commitment.
C. Media richness.
D. Job crafting.
Correct Answer: A. Filtering.
Explanation: Filtering occurs when a sender manipulates information so it appears more favorable or acceptable to the
receiver.
6. New employees learn stories about a founder who personally refunded customers after mistakes. What cultural
function can such stories serve?
A. Eliminate all subcultures.
B. Increase role ambiguity.
C. Communicate valued norms and expected behavior.
D. Create only coercive power.
Correct Answer: C. Communicate valued norms and expected behavior.
Explanation: Stories and legends transmit meaning about what the organization admires, rewards, and expects from
members.
7. A leader consistently puts followers' growth, service, and long-term well-being ahead of personal status. Which
approach fits best?
A. Laissez-faire leadership.
B. Purely bureaucratic control.
C. Coercive leadership.
D. Servant leadership.
Correct Answer: D. Servant leadership.
Explanation: Servant leadership emphasizes serving and developing followers, stewardship, and attention to others'
growth and needs.
8. An R&D employee actively seeks unfamiliar ideas, enjoys experimentation, and adapts quickly to novel
approaches. Which trait is most strongly indicated?
A. High power distance.
B. Openness to experience.
C. Low conscientiousness.
D. Low emotional stability.
Correct Answer: B. Openness to experience.
Explanation: Openness is associated with curiosity, imagination, and receptiveness to new ideas and experiences,
which can support creativity and adaptation.
AND EXPLANATIONS
| American Public University
1. An interviewer is so impressed by a candidate's confident speaking style that the interviewer rates the candidate
highly on unrelated technical skills without evidence. What bias is this?
A. Negative reinforcement.
B. Availability bias.
C. Halo effect.
D. Role ambiguity.
Correct Answer: C. Halo effect.
Explanation: The halo effect occurs when an overall positive impression on one characteristic spills over into
judgments about other characteristics.
2. A company changes its reporting structure and then measures whether decision speed improves across divisions.
Which level of analysis is most directly involved?
A. Dyadic level only.
B. Organizational level.
C. Individual level only.
D. Customer level.
Correct Answer: B. Organizational level.
Explanation: Formal structure is an organization-level characteristic. Studying its effect across divisions examines how
organizational design influences outcomes.
3. A job requires writing, data analysis, negotiation, and presentation rather than repeating one narrow activity.
Which job characteristic is high?
A. Skill variety.
B. Coercive power.
C. Role conflict.
D. Task identity only.
Correct Answer: A. Skill variety.
Explanation: Skill variety is the extent to which a job requires different activities, abilities, or talents.
4. An employee feels a moral obligation to remain because the employer funded extensive professional education.
Which form of commitment is most relevant?
A. Surface acting.
B. Continuance commitment only.
C. Procedural justice.
D. Normative commitment.
Correct Answer: D. Normative commitment.
Explanation: Normative commitment reflects a felt obligation to remain with an organization, often connected to norms
of reciprocity or loyalty.
, 5. An employee intentionally softens bad news while sending it upward because the employee fears the manager's
reaction. What barrier is this?
A. Filtering.
B. Affective commitment.
C. Media richness.
D. Job crafting.
Correct Answer: A. Filtering.
Explanation: Filtering occurs when a sender manipulates information so it appears more favorable or acceptable to the
receiver.
6. New employees learn stories about a founder who personally refunded customers after mistakes. What cultural
function can such stories serve?
A. Eliminate all subcultures.
B. Increase role ambiguity.
C. Communicate valued norms and expected behavior.
D. Create only coercive power.
Correct Answer: C. Communicate valued norms and expected behavior.
Explanation: Stories and legends transmit meaning about what the organization admires, rewards, and expects from
members.
7. A leader consistently puts followers' growth, service, and long-term well-being ahead of personal status. Which
approach fits best?
A. Laissez-faire leadership.
B. Purely bureaucratic control.
C. Coercive leadership.
D. Servant leadership.
Correct Answer: D. Servant leadership.
Explanation: Servant leadership emphasizes serving and developing followers, stewardship, and attention to others'
growth and needs.
8. An R&D employee actively seeks unfamiliar ideas, enjoys experimentation, and adapts quickly to novel
approaches. Which trait is most strongly indicated?
A. High power distance.
B. Openness to experience.
C. Low conscientiousness.
D. Low emotional stability.
Correct Answer: B. Openness to experience.
Explanation: Openness is associated with curiosity, imagination, and receptiveness to new ideas and experiences,
which can support creativity and adaptation.
