MGMT 311 MIDTERM EXAM QUESTIONS WITH
ANSWERS AND EXPLANATIONS
| American Public University
1. A negotiator knows the best alternative available if no agreement is reached. What is this called?
A. Halo effect.
B. Affective commitment.
C. Task identity.
D. BATNA.
Correct Answer: D. BATNA.
Explanation: BATNA means best alternative to a negotiated agreement. Knowing it helps a negotiator evaluate
whether a proposed deal is preferable to walking away.
2. A new hire expected regular mentoring because recruiters emphasized development, but the organization
provides none. The employee feels the employer broke an unwritten promise. What has likely been violated?
A. The psychological contract.
B. Task identity.
C. A reinforcement schedule.
D. A formal span of control.
Correct Answer: A. The psychological contract.
Explanation: A psychological contract consists of perceived mutual obligations that may not be written into the formal
employment contract. Perceived breach can damage trust and commitment.
3. A manager allows an experienced employee to decide how to sequence tasks and solve routine customer
problems without approval. Which characteristic is being increased?
A. Formalization.
B. Autonomy.
C. Emotional dissonance.
D. Continuance commitment.
Correct Answer: B. Autonomy.
Explanation: Autonomy is the degree of discretion employees have in scheduling and carrying out work. It can increase
felt responsibility for outcomes.
4. A manager increases a bonus but motivation barely changes because employees believe favoritism determines
who receives it. Which intervention is most important?
A. Increase valence while ignoring the reward process.
B. Make goals less clear.
C. Strengthen the credible performance-to-reward connection.
D. Lower employees' ability.
Correct Answer: C. Strengthen the credible performance-to-reward connection.
Explanation: When employees doubt that performance produces rewards, instrumentality is low. Making reward
contingencies transparent and reliable can improve motivation.
, 5. Employees must follow detailed written procedures for most recurring tasks. Which structural characteristic is
high?
A. Referent power.
B. Formalization.
C. Autonomy.
D. Affective commitment.
Correct Answer: B. Formalization.
Explanation: Formalization is the degree to which jobs and procedures are standardized through rules, documentation,
and prescribed methods.
6. A hiring committee searches only for evidence that supports its favorite candidate and ignores conflicting
information. Which bias is most evident?
A. Positive reinforcement.
B. Availability heuristic.
C. Confirmation bias.
D. Role clarity.
Correct Answer: C. Confirmation bias.
Explanation: Confirmation bias is the tendency to seek and interpret information in ways that support an existing belief
or preference.
7. Management explains clearly why a reorganization occurred and provides timely, truthful details. Which
dimension of justice does this most directly strengthen?
A. Informational justice.
B. Continuance commitment.
C. Social loafing.
D. Centralization.
Correct Answer: A. Informational justice.
Explanation: Informational justice concerns the adequacy, truthfulness, and timeliness of explanations provided about
decisions and procedures.
8. A selection panel notices that informal “gut fit” judgments consistently favor candidates similar to current
managers. Which intervention is best?
A. Make interviews less structured.
B. Hide the job requirements from interviewers.
C. Rely more heavily on similarity.
D. Use structured job-relevant criteria and standardized evaluation processes.
Correct Answer: D. Use structured job-relevant criteria and standardized evaluation processes.
Explanation: Structured criteria and standardized evaluation reduce opportunities for similarity bias and inconsistent
judgment.
ANSWERS AND EXPLANATIONS
| American Public University
1. A negotiator knows the best alternative available if no agreement is reached. What is this called?
A. Halo effect.
B. Affective commitment.
C. Task identity.
D. BATNA.
Correct Answer: D. BATNA.
Explanation: BATNA means best alternative to a negotiated agreement. Knowing it helps a negotiator evaluate
whether a proposed deal is preferable to walking away.
2. A new hire expected regular mentoring because recruiters emphasized development, but the organization
provides none. The employee feels the employer broke an unwritten promise. What has likely been violated?
A. The psychological contract.
B. Task identity.
C. A reinforcement schedule.
D. A formal span of control.
Correct Answer: A. The psychological contract.
Explanation: A psychological contract consists of perceived mutual obligations that may not be written into the formal
employment contract. Perceived breach can damage trust and commitment.
3. A manager allows an experienced employee to decide how to sequence tasks and solve routine customer
problems without approval. Which characteristic is being increased?
A. Formalization.
B. Autonomy.
C. Emotional dissonance.
D. Continuance commitment.
Correct Answer: B. Autonomy.
Explanation: Autonomy is the degree of discretion employees have in scheduling and carrying out work. It can increase
felt responsibility for outcomes.
4. A manager increases a bonus but motivation barely changes because employees believe favoritism determines
who receives it. Which intervention is most important?
A. Increase valence while ignoring the reward process.
B. Make goals less clear.
C. Strengthen the credible performance-to-reward connection.
D. Lower employees' ability.
Correct Answer: C. Strengthen the credible performance-to-reward connection.
Explanation: When employees doubt that performance produces rewards, instrumentality is low. Making reward
contingencies transparent and reliable can improve motivation.
, 5. Employees must follow detailed written procedures for most recurring tasks. Which structural characteristic is
high?
A. Referent power.
B. Formalization.
C. Autonomy.
D. Affective commitment.
Correct Answer: B. Formalization.
Explanation: Formalization is the degree to which jobs and procedures are standardized through rules, documentation,
and prescribed methods.
6. A hiring committee searches only for evidence that supports its favorite candidate and ignores conflicting
information. Which bias is most evident?
A. Positive reinforcement.
B. Availability heuristic.
C. Confirmation bias.
D. Role clarity.
Correct Answer: C. Confirmation bias.
Explanation: Confirmation bias is the tendency to seek and interpret information in ways that support an existing belief
or preference.
7. Management explains clearly why a reorganization occurred and provides timely, truthful details. Which
dimension of justice does this most directly strengthen?
A. Informational justice.
B. Continuance commitment.
C. Social loafing.
D. Centralization.
Correct Answer: A. Informational justice.
Explanation: Informational justice concerns the adequacy, truthfulness, and timeliness of explanations provided about
decisions and procedures.
8. A selection panel notices that informal “gut fit” judgments consistently favor candidates similar to current
managers. Which intervention is best?
A. Make interviews less structured.
B. Hide the job requirements from interviewers.
C. Rely more heavily on similarity.
D. Use structured job-relevant criteria and standardized evaluation processes.
Correct Answer: D. Use structured job-relevant criteria and standardized evaluation processes.
Explanation: Structured criteria and standardized evaluation reduce opportunities for similarity bias and inconsistent
judgment.
