Test Bank For Contemporary Management 11Th Edition By Gareth Jones

Contemporary Management, 11e (Jones) Chapter 3 Values Attitudes, Emotions, and Culture: The Manager as a Person 1) In order to complete projects quickly, Bennett, a hard worker, prefers not to spend work time chatting with coworkers or attending social gatherings with them. Bennett is high in extraversion. Answer: FALSE Explanation: People who are low in extraversion may be highly effective and efficient, especially when their jobs do not require much social interaction. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 2) The employees of Burger Prince enjoy their work very much. This is largely due to their manager, Violet, who is always sympathetic to the needs of her employees and is seldom uncooperative. Violet can be said to be low on the agreeableness continuum. Answer: FALSE Explanation: Managers who are high on the agreeableness continuum are likable, tend to be affectionate, and care about other people. Managers who are low on agreeableness may be somewhat distrustful of others, unsympathetic, uncooperative, and even at times antagonistic. Difficulty: 2 Medium Topic: Agreeableness Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 1 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 3) Carlos, a manager at Carz Autobody, always appears to be happy. He rarely exhibits negative emotions and moods and is always optimistic about himself and others. If you were his manager, you would tell Carlos that he needs to reduce his negative affectivity. Answer: FALSE Explanation: Managers who are low on negative affectivity do not tend to experience many negative emotions and moods and are less pessimistic and critical of themselves and others. Difficulty: 2 Medium Topic: Negative affectivity Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 4) Successful managers who take chances and use new methods in their planning and decision making are likely low on openness to experience. Answer: FALSE Explanation: Managers who are high on openness to experience may be especially likely to take risks and be innovative in their planning and decision making. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 5) Joleen has just been promoted to president of her company. It is likely that she has a high need for power, which is an important trait in high-level managers. Answer: TRUE Explanation: The need for power is the extent to which an individual desires to control or influence others. Research suggests that high needs for achievement and for power are assets for first-line and middle managers and that a high need for power is especially important for upper- level managers. Difficulty: 2 Medium Topic: Need for power Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 2 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 6) The need for affiliation is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. Answer: FALSE Explanation: The need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. Difficulty: 1 Easy Topic: Need for achievement Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 7) A personal belief or opinion about lifelong goals or objectives is a terminal value. Answer: TRUE Explanation: A terminal value is a personal conviction about lifelong goals or objectives. Difficulty: 1 Easy Topic: Values Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 8) Organizational citizenship behaviors (OCBs) are required behaviors of organization members that contribute to organizational efficiency and effectiveness. Answer: FALSE Explanation: Organizational citizenship behaviors (OCBs) are behaviors that are not required of organization members but that contribute to and are necessary for organizational efficiency, effectiveness, and competitive advantage. Difficulty: 2 Medium Topic: Behaviors Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 3 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 9) Emotional intelligence helps managers understand and relate well to subordinates and to energize them to aid the organization in attaining its goals. Answer: TRUE Explanation: Emotional intelligence helps managers understand and relate well to other people. It also helps managers maintain their enthusiasm and confidence and energize subordinates to help the organization attain its goals. Difficulty: 1 Easy Topic: Emotional intelligence Learning Objective: 03-04 Describe the nature of emotional intelligence and its role in management. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 10) As CEO of a conservative company, Rashid is likely to emphasize a top-down approach to planning, which can slow down decision making. Answer: TRUE Explanation: Top-down planning may require a formal review process of suggestions from lower-level managers, slowing down the decision-making process. Managers in an organization with an innovative culture have a more flexible approach to planning. Difficulty: 2 Medium Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 4 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 11) Managers who are low on extraversion tend to A) experience positive moods and emotions frequently. B) be friendly, affectionate, and highly social. C) be highly ineffective and inefficient in jobs that require little social interaction. D) view the world and their life with little optimism. E) always feel good about themselves and other people. Answer: D Explanation: Extraversion is the tendency to experience positive emotions and moods and feel good about oneself and the rest of the world. Managers who are low on extraversion (often called introverts) tend to be less inclined toward social interactions and to have a less positive outlook. Difficulty: 1 Easy Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 12) As a manager who is high on the extraversion continuum, Farid is likely to A) have a less optimistic outlook on life. B) feel good about himself and other people. C) be socially inept and avoid interacting with other people. D) be ineffective in situations which call for high levels of social interaction. E) be less outgoing and friendly than other people. Answer: B Explanation: Extraversion is the tendency to experience positive emotions and moods and feel good about oneself and the rest of the world. Managers who are high on extraversion (often called extraverts) tend to be sociable, affectionate, outgoing, and friendly. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 5 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 13) Marco is the product manager at Lawns R Us. He is sociable, affectionate, outgoing, and friendly with his employees and clients. How would you rate him on the Big Five personality traits? A) Marco is low on conscientiousness. B) Marco is low on openness to experience. C) Marco is high on introversion. D) Marco is high on extraversion. E) Marco is low on agreeableness. Answer: D Explanation: Extraversion is the tendency to experience positive emotions and moods and to feel good about oneself and the rest of the world. Managers who are high on extraversion tend to be sociable, affectionate, outgoing, and friendly. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 14) George is an effective and efficient manager. However, he tends to be pessimistic and avoids social interactions. How would you categorize him using the Big Five personality traits? A) low on extraversion B) high on negative affectivity C) low on organizational commitment D) low on introversion E) low on conscientiousness Answer: A Explanation: Managers who are low on extraversion (often called introverts) tend to be less inclined toward social interactions and to have a less positive outlook. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 6 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 15) ________ is the tendency to experience negative emotions and moods. A) Extraversion B) Agreeableness C) Negative affectivity D) Affiliation E) Openness to experience Answer: C Explanation: Negative affectivity is the tendency to experience negative emotions and moods, to feel distressed, and to be critical of oneself and others. Difficulty: 1 Easy Topic: Negative affectivity Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 16) ________ is the tendency to be highly critical of oneself and of others. A) Agreeableness B) Extraversion C) Negative affectivity D) Affiliation E) Openness to experience Answer: C Explanation: Negative affectivity is the tendency to experience negative emotions and moods, to feel distressed, and to be critical of oneself and others. Difficulty: 1 Easy Topic: Negative affectivity Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 7 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 17) Emily is seldom in a bad mood and is always optimistic about herself and others. It can be said that Emily is low on A) negative affectivity. B) agreeableness. C) affiliation. D) positive affectivity. E) extraversion. Answer: A Explanation: Managers who are low on negative affectivity do not tend to experience many negative emotions and moods and are less pessimistic and critical of themselves and others. Difficulty: 2 Medium Topic: Negative affectivity Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 18) When Marta encounters a problem in her work, she is determined to find a way to solve it. Marta is A) high on conscientiousness. B) low on competence. C) low on perseverance. D) high on negligence. E) low on openness to experience. Answer: A Explanation: Managers who are high on the conscientiousness continuum are organized and self-disciplined, and their persistence and determination help them overcome obstacles and turn their ideas into successful new ventures; those who are low on this trait might sometimes appear to lack direction and self-discipline. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 8 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 19) Delilah is an efficient manager who is on very good terms with her employees. She is known for taking risks and being innovative in her planning and decision making. Delilah is A) high on introversion. B) low on agreeableness. C) high on openness to experience. D) low on positive affectivity. E) low on conscientiousness. Answer: C Explanation: Managers who are high on openness to experiences may be especially likely to take risks and be innovative in their planning and decision making. Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 20) Jim has been employed at Fortis Services for nearly 15 years in the same job. He has been offered promotions, but he likes what he does. Which statement would imply that Jim is low on openness to experience? A) Jim is known for being unconventional and daring in his business plans. B) Jim is not conservative in his decision-making approaches. C) Jim often comes up with and implements radical ideas. D) Jim is not open to a wide range of stimuli. E) Jim does not have narrow, conservative interests. Answer: D Explanation: Openness to experience is the tendency to be original, have broad interests, be open to a wide range of stimuli, be daring, and take risks. Managers who are low on openness to experience may be less prone to take risks and more conservative in their planning and decision making. Difficulty: 3 Hard Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 9 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 21) Cheng is a district manager for a health insurance company. Recent reports indicated that Cheng's district was not performing as well as other districts in his region. Cheng thinks he has been a poor leader and blames himself for the decline in performance in his district. Cheng's view of the situation is an example of A) tolerance of failure. B) low self-esteem. C) need for affiliation. D) external locus of control. E) internal locus of control. Answer: E Explanation: People with an internal locus of control believe they themselves are responsible for their own fate; they see their own actions and behaviors as being major and decisive determinants of important outcomes such as attaining levels of job performance, being promoted, or being turned down for a choice job assignment. Difficulty: 3 Hard Topic: Internal locus of control Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 22) Dwight was working with two of his colleagues to create a marketing plan for his company's new product. The team was scheduled to meet with their manager on Monday to present the plan, but the plan wasn't final when the team met with the manager. Instead of accepting any responsibility, Dwight told the manager that the plan was not final because the profile of the geographical area was inaccurate. Dwight's view of the situation is an example of A) external locus of control. B) internal locus of control. C) high self-esteem. D) tolerance of failure. E) need for affiliation. Answer: A Explanation: People with an external locus of control believe that outside forces are responsible for what happens to and around them; they do not think their own actions make much of a difference. As such, they tend not to intervene to try to change a situation or solve a problem leaving it to someone else. Difficulty: 3 Hard Topic: External locus of control Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 10 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 23) Karly is a real estate agent. She has an outgoing and friendly personality, and she has strong networking skills that help her gain referred clients. Karly builds a rapport with her clients and they are very satisfied because she is sensitive to their needs. This implies that Karly is high on which Big Five personality trait? A) intelligence B) openness to experience C) conscientiousness D) agreeableness E) introversion Answer: D Explanation: Agreeableness is the tendency to get along well with others. Managers who are high on the agreeableness continuum are likable, tend to be affectionate, and care about other people. Being high on agreeableness may be especially important for managers whose responsibilities require that they develop good, close relationships with others. Difficulty: 2 Medium Topic: Agreeableness Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 24) People with an internal locus of control A) believe that outside forces are responsible for events in their life. B) do not make attempts to solve problems or change situations. C) tend to be highly unethical and unhelpful. D) see their own actions and behaviors as being major and decisive determinants of important outcomes. E) believe that their actions make no difference to the events around them. Answer: D Explanation: People with an internal locus of control believe they themselves are responsible for their own fate; they see their own actions and behaviors as being major and decisive determinants of important outcomes such as attaining levels of job performance, being promoted, or being turned down for a choice job assignment. Difficulty: 2 Medium Topic: Internal locus of control Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 11 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 25) People with an external locus of control A) tend not to intervene to try to change a situation or solve a problem, leaving it to someone else. B) believe that their actions always make a difference. C) believe that they themselves are responsible for the events in their life. D) tend to solve problems easily. E) tend to be highly ethical and extremely helpful. Answer: A Explanation: People with an external locus of control believe that outside forces are responsible for what happens to and around them; they do not think their own actions make much of a difference. Difficulty: 2 Medium Topic: External locus of control Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 26) Marjorie has high self-esteem, so she is likely to A) be frequently unsure of herself. B) be insecure and often feel incompetent. C) believe that she is capable of handling most situations. D) be timid and afraid to take on new tasks. E) have low confidence in her abilities and understanding. Answer: C Explanation: People with high self-esteem believe they are competent, deserving, and capable of handling most situations. Difficulty: 2 Medium Topic: Self-esteem Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 12 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 27) According to McClelland, the need for ________ is exemplified by people who set clear goals for themselves and like to receive performance feedback. A) affiliation B) achievement C) power D) acceptance E) solidarity Answer: B Explanation: According to McClelland, the need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. Difficulty: 1 Easy Topic: Need for achievement Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 28) According to McClelland, the need for ________ is the extent to which a person is concerned with being liked and having others get along well with one another. A) power B) control C) independence D) achievement E) affiliation Answer: E Explanation: According to McClelland, the need for affiliation is the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with one another. Difficulty: 1 Easy Topic: Need for affiliation Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 13 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 29) According to McClelland, the need for ________ reflects the extent to which a person has a strong desire to control and to influence others. A) affiliation B) agreeableness C) power D) conscientiousness E) achievement Answer: C Explanation: According to McClelland, the need for power is the extent to which an individual desires to control or influence others. Difficulty: 1 Easy Topic: Need for power Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 30) Caleb, the CEO of Doberry Edibles, is very particular about establishing and maintaining good interpersonal relations with his employees. He also has high standards for personal excellence and works hard to accomplish his goals. According to McClelland, this indicates that Caleb has a A) high need for power and low need for affiliation. B) high need for control and low need for affiliation. C) high need for power and low need for achievement. D) high need for affiliation and high need for achievement. E) low need for power and low need for achievement. Answer: D Explanation: According to McClelland, the need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. A person with a high need for affiliation is concerned about establishing and maintaining good interpersonal relations and being liked. Difficulty: 3 Hard Topic: Need for affiliation Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 14 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 31) Siena, an employee of Scarlet Stone Inc., is extremely ambitious and insists on working on important projects by herself. According to McClelland, she has a high need for A) affiliation. B) power. C) agreeableness. D) socialization. E) achievement. Answer: E Explanation: According to McClelland, a high need for achievement indicates a strong desire to perform challenging tasks well. Difficulty: 2 Medium Topic: Need for achievement Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 32) Managers who are high in ________ are likely to be successful in positions that require high levels of social interaction with other employees. A) the need for affiliation B) the need for power C) organizational skills D) negative affectivity E) extraversion Answer: E Explanation: Recent studies suggest that personality traits may even predict job performance in certain situations. For example, researchers found that extraversion better predicted performance in jobs requiring social skills, while agreeableness was less positively related to job performance in competitive environments Difficulty: 2 Medium Topic: Big Five personality dimensions Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 15 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 33) Sergeant Miller, an army drill instructor, needs to train his new recruits on their first day in camp. He will likely be low in A) extraversion. B) power. C) organization. D) negative affectivity. E) agreeableness. Answer: E Explanation: Being high on agreeableness may be especially important for managers whose responsibilities require that they develop good, close relationships with others. Nevertheless, a low level of agreeableness may be an asset in managerial jobs that actually require that managers be antagonistic, such as drill sergeants and some other kinds of military managers. Difficulty: 2 Medium Topic: Managerial skills Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 34) Catherine was nervous on her first day on the job. She convinced herself that they had made a mistake hiring her because she was concerned she might not do the work well. Catherine is low in A) extraversion. B) locus of control. C) need for achievement. D) affiliation. E) self-esteem. Answer: E Explanation: People with low self-esteem have poor opinions of themselves, are unsure about their capabilities, and question their ability to succeed at different endeavors. Difficulty: 2 Medium Topic: Self-esteem Learning Objective: 03-01 Describe the various personality traits that affect how managers think, feel, and behave. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 16 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 35) When Luana is nervous about a particular project, her ________ affect(s) her ability to creatively solve problems. A) terminal values B) instrumental values C) abilities and capabilities D) need for power E) mood and emotions Answer: E Explanation: Moods and emotions encompass how managers actually feel when they are managing. Difficulty: 2 Medium Topic: Emotional stability Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 36) A(n) ________ value is a personal belief or opinion about desired modes of conduct or ways of behaving. A) terminal B) strategic C) nominal D) extrinsic E) instrumental Answer: E Explanation: An instrumental value is a personal conviction about desired modes of conduct or ways of behaving. Difficulty: 1 Easy Topic: Values Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 17 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 37) A(n) ________ is what a person is striving to achieve in life and how he or she wants to behave. A) terminal value B) value system C) instrumental value D) attitude E) need for affiliation Answer: B Explanation: A value system is a combination of the terminal and instrumental values that are guiding principles in an individual's life. By rank ordering the terminal and instrumental values, people can give good pictures of their value systems—what they are striving to achieve in life and how they want to behave. Difficulty: 1 Easy Topic: Value systems Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 38) Norms are A) standards for personal excellence set by people with a high need for achievement. B) formalized codes of conduct that govern the behavior of employees in corporate organizations. C) ever-changing rules that govern the daily activities of organizations. D) unwritten codes of conduct considered important by most members of a group. E) laws set down by the government that affect the way nongovernmental organizations function. Answer: D Explanation: Unwritten, informal codes of conduct that prescribe how people should act in particular situations and are considered important by most members of a group or organization are called norms. Difficulty: 1 Easy Topic: Norms Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 18 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 39) Value systems are defined as A) the terminal and instrumental values that are guiding principles in an individual's life. B) reward systems that encourage valued employees to set high standards for themselves. C) valuable contributions employees have made toward organizations in the past. D) the rules valued by organizations by which employees are expected to abide. E) the personality traits of employees valued by organizations. Answer: A Explanation: A value system is a combination of the terminal and instrumental values that are guiding principles in an individual's life. Difficulty: 1 Easy Topic: Value systems Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 40) The most widely used personality instrument is the A) DiSC Inventory Profile. B) Rorschach. C) Myers-Briggs Type Indicator. D) 16Personalities. E) Strengths Finder. Answer: C Explanation: The Myers-Briggs Type Indicator (MBTI) is the most widely used personality instrument around the world—an estimated 3.5 million assessments are administered annually. Difficulty: 1 Easy Topic: Personality inventories Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 19 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 41) The MBTI measures a person's preference for A) thinking versus acting. B) feeling versus needing. C) introversion versus extraversion. D) experience versus intuition. E) judging versus understanding. Answer: C Explanation: MBTI measures a person's preferences for introversion versus extraversion, sensation versus intuition, thinking versus feeling, and judging versus perceiving. Difficulty: 2 Medium Topic: Personality inventories Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 42) In the DiSC inventory, a person's behavioral style may be described in terms of A) determination. B) imagination. C) conscientiousness. D) cooperativeness. E) diligence. Answer: C Explanation: Behavior style is described in terms of dominance, influence, steadiness, and conscientiousness (DiSC). Difficulty: 2 Medium Topic: Personality inventories Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 20 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 43) An example of a terminal value that is important to managers is A) ambition. B) competence. C) equality. D) self-discipline. E) responsibility. Answer: C Explanation: Several terminal values seem to be especially important for managers, such as a sense of accomplishment, equality, and self-esteem. Difficulty: 2 Medium Topic: Values Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 44) An example of an instrumental value that is important to managers is A) self-esteem. B) a sense of accomplishment. C) social recognition. D) responsibility. E) freedom. Answer: D Explanation: Rokeach's instrumental values that are important modes of conduct for managers include being ambitious, open minded, competent, responsible, and self-disciplined. Difficulty: 2 Medium Topic: Values Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 21 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 45) Job ________ is the collection of feelings and beliefs that managers have about their current jobs. A) affiliation B) satisfaction C) agreeability D) acceptance E) evaluation Answer: B Explanation: Job satisfaction is the collection of feelings and beliefs that managers have about their current jobs. Difficulty: 1 Easy Topic: Affective attitude Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 46) The 2017 Conference Board's annual survey of employee satisfaction found that more than half of U.S. workers indicated they were satisfied with their jobs. This is mostly due to A) employee recognition. B) low layoff rates. C) the performance review process. D) training programs. E) salary increases. Answer: B Explanation: The increase in job satisfaction is largely due to the improving labor market in which layoff rates were at an all-time low. Difficulty: 1 Easy Topic: Affective attitude Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 22 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 47) Which employee best exhibits organizational citizenship behavior? A) Greyson: an efficient manager who doesn't work beyond the minimum hours stipulated by his company B) Moses: an efficient manager who, as a matter of principle, never consents to work on weekends C) Kara: a hardworking employee who is willing to work overtime for her company if a project necessitates it D) Seth: an astute employee who is always on the lookout for better jobs E) Vicky: an agreeable manager who has a high need for affiliation and a low need for achievement Answer: C Explanation: Behaviors that are not required of organization members but that contribute to and are necessary for organizational efficiency, effectiveness, and competitive advantage are called organizational citizenship behaviors. Difficulty: 3 Hard Topic: Affective attitude Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Analyze AACSB: Knowledge Application Accessibility: Keyboard Navigation 48) Organizational ________ is the collection of feelings and beliefs that managers have about their organization as a whole. A) culture B) commitment C) structure D) emotion E) citizenship behavior Answer: B Explanation: Organizational commitment is the collection of feelings and beliefs that managers have about their organization as a whole. Difficulty: 2 Medium Topic: Affective attitude Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 23 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 49) Which statement about organizational commitment is true? A) It is the process by which individuals enter, advance within, and leave organizations. B) It helps managers perform their figurehead and spokesperson roles. C) It is of the same intensity across all countries and is unaffected by sociocultural factors. D) It is the process by which newcomers internalize an organization's values and norms. E) It contributes little toward the formation of a strong organizational culture. Answer: B Explanation: Organizational commitment is likely to help managers perform some of their figurehead and spokesperson roles. It is much easier for a manager to persuade others both inside and outside the organization of the merits of what the organization has done and is seeking to accomplish if the manager truly believes in and is committed to the organization. Difficulty: 3 Hard Topic: Affective attitude Learning Objective: 03-02 Explain what values and attitudes are, and describe their impact on managerial action. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 50) People who are high on negative affectivity A) frequently experience positive moods. B) are very optimistic and friendly. C) are incapable of feeling happy. D) frequently experience negative moods. E) are incapable of being pessimistic. Answer: D Explanation: People who are high on negative affectivity are especially likely to experience negative moods. Difficulty: 1 Easy Topic: Negative affectivity Learning Objective: 03-03 Appreciate how moods and emotions influence all members of an organization. Bloom's: Remember AACSB: Analytical Thinking Accessibility: Keyboard Navigation 24 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 51) ________ are intense and relatively short-lived feelings. A) Moods B) Emotions C) Attitudes D) Norms E) Values Answer: B Explanation: Emotions are more intense feelings than moods. They are often directly linked to whatever caused the emotion and are more short-lived. Difficulty: 1 Easy Topic: Affective attitude Learning Objective: 03-03 Appreciate how moods and emotions influence all members of an organization. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 52) Some research suggests that moods and emotions A) are essentially the same thing. B) persist over long periods of time. C) never linger after they are acknowledged. D) may play important roles in ethical decision making. E) do not affect judgment. Answer: D Explanation: Research suggests that moods and emotions may play an important role in ethical decision making. For example, researchers at Princeton University found that when people are trying to solve difficult personal moral dilemmas, the parts of their brains that are responsible for emotions and moods are especially active. Difficulty: 2 Medium Topic: Affective attitude Learning Objective: 03-03 Appreciate how moods and emotions influence all members of an organization. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 25 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 53) In what way do moods differ from emotions? A) Unlike emotions, moods are extremely intense and are directly linked to a cause. B) Unlike emotions, moods do not affect ethical decision making. C) Unlike moods, emotions are relatively short-lived. D) Unlike moods, emotions don't linger after being acknowledged. E) Unlike moods, emotions can result in increased creativity, whether positive or negative. Answer: C Explanation: Emotions are more intense feelings than moods, are often directly linked to whatever caused the emotion, and are more short-lived. Difficulty: 2 Medium Topic: Affective attitude Learning Objective: 03-03 Appreciate how moods and emotions influence all members of an organization. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 54) When people are in negative moods, they A) are less likely to resign and leave the organization. B) often feel elated. C) are focused on the facts at hand. D) feel fearless. E) tend to be less detail-oriented. Answer: C Explanation: When people are in negative moods, they tend to be more detail-oriented and focused on the facts at hand. Additionally, when people are in a negative mood, they feel distressed, fearful, scornful, hostile, jittery, or nervous. Difficulty: 2 Medium Topic: Negative affectivity Learning Objective: 03-03 Appreciate how moods and emotions influence all members of an organization. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 26 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 55) ________ helps managers maintain their enthusiasm and confidence and energize subordinates to help the organization attain its goals. A) Negative affectivity B) Introversion C) An external locus of control D) A high need for power E) Emotional intelligence Answer: E Explanation: Emotional intelligence helps managers understand and relate well to other people. It also helps managers maintain their enthusiasm and confidence and energize subordinates to help the organization attain its goals. Difficulty: 1 Easy Topic: Emotional intelligence Learning Objective: 03-04 Describe the nature of emotional intelligence and its role in management. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 56) Tanya is a manager who has the ability to understand and gauge the moods and feelings of her employees with little difficulty. Tanya displays high A) emotional intelligence. B) negative affectivity. C) organizational socialization. D) introversion. E) organizational integration. Answer: A Explanation: Emotional intelligence is the ability to understand and manage one's own moods and emotions and the moods and emotions of other people. Difficulty: 2 Medium Topic: Emotional intelligence Learning Objective: 03-04 Describe the nature of emotional intelligence and its role in management. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 27 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 57) George is an efficient and effective manager who has a hard time managing his own moods and understanding those of his employees. This shows that he is low on A) introversion. B) conscientiousness. C) negative affectivity. D) emotional intelligence. E) organizational citizenship behavior. Answer: D Explanation: Emotional intelligence is the ability to understand and manage one's own moods and emotions and the moods and emotions of other people. Difficulty: 2 Medium Topic: Emotional intelligence Learning Objective: 03-04 Describe the nature of emotional intelligence and its role in management. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 58) Amanda, the general manager of Wikiworld, has high emotional intelligence, as evidenced by the fact that she A) has trouble handling her own moods satisfactorily. B) is able to interpret the moods of her employees with no difficulty. C) cannot identify or manage the moods of her employees. D) lets her emotions often interfere with her decision making. E) cannot understand the frustrations and challenges her employees sometimes face. Answer: B Explanation: Emotional intelligence is the ability to understand and manage one's own moods and emotions and the moods and emotions of other people. Difficulty: 2 Medium Topic: Emotional intelligence Learning Objective: 03-04 Describe the nature of emotional intelligence and its role in management. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 28 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 59) Jonathan, the general manager of Dawsen and Co., has low emotional intelligence. He A) has no trouble handling his own moods. B) is able to understand the challenges and frustrations faced by his employees. C) cannot identify or interpret the moods of his employees. D) keeps his emotions from interfering with his decision making. E) has the ability to empathize with his employees, resulting in strong interpersonal ties. Answer: C Explanation: Emotional intelligence is the ability to understand and manage one's own moods and emotions and the moods and emotions of other people. Difficulty: 2 Medium Topic: Emotional intelligence Learning Objective: 03-04 Describe the nature of emotional intelligence and its role in management. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 60) When organizational members are not strongly committed to a shared system of values, beliefs, and routines, organizational ________ is/are weak. A) culture B) tradition C) relations D) routines E) socialization Answer: A Explanation: When organizational members are not strongly committed to a shared system of values, beliefs, and routines, organizational culture is weak. Difficulty: 2 Medium Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 29 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 61) A manager who encourages risk taking and creativity would most likely be in a(n) ________ organizational culture. A) innovative B) traditional C) conservative D) democratic E) instrumental Answer: A Explanation: Managers who encourage risk taking, creativity, and innovation recognize that there are multiple potential paths to success and that failure must be accepted for creativity to thrive. Managers in innovative cultures are also more concerned about long-term performance than short-term targets because they recognize that real innovation entails much uncertainty that necessitates flexibility. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Analytical Thinking Accessibility: Keyboard Navigation 62) ________ reflects the distinctive ways in which organization members perform their jobs and relate to others to achieve organizational goals. A) Organizational culture B) Emotional intelligence C) Organizational control D) Negative affectivity E) Conscientiousness Answer: A Explanation: Organizational culture is the shared set of beliefs, expectations, values, norms, and work routines that influence how members of an organization relate to one another and work together to achieve organizational goals. It reflects the distinctive ways in which organization members perform their jobs and relate to others inside and outside the organization. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 30 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 63) ________ is when people belong to the same organization, tending to share certain beliefs and values that lead them to act in similar ways. A) Organizational socialization B) Organizational culture C) Emotional intelligence D) Conscientiousness E) Emotional integration Answer: B Explanation: When people belong to the same organization, they tend to share certain beliefs and values that lead them to act in similar ways. The shared set of beliefs, expectations, values, norms, and work routines that influence how individuals, groups, and teams interact with one another and cooperate to achieve organizational goals collectively is called organizational culture. Difficulty: 2 Medium Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Understand AACSB: Knowledge Application Accessibility: Keyboard Navigation 64) Schneider's attraction-selection-attrition framework suggests that the founders of organizations tend to be attracted to and select employees A) with similar educational qualifications. B) with diverse interests and skills. C) whose personalities are similar to theirs. D) whose need for power is high. E) whose need for achievement is low. Answer: C Explanation: The attraction-selection-attrition framework suggests that the founders of organizations tend to be attracted to and select employees whose personalities are similar to theirs. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 31 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 65) The ________ framework is the model developed to explain the role that the founders' personal characteristics play in determining organizational culture. A) avoidance-selection-attribution B) attraction-selection-attrition C) aptitude-strategy-attitude D) ability-skills-attitude E) attitude-socialization-assimilation Answer: B Explanation: Benjamin Schneider, a well-known management researcher, developed a model that helps to explain the role that founders' personal characteristics play in determining organizational culture. This model is called the attraction-selection-attrition (ASA) framework. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 66) Why can hiring people through the attraction-selection-attrition (ASA) framework be disadvantageous? A) Like-minded employees may be resistant to change. B) Like-minded employees prefer working in dynamic ever-changing environments. C) Like-minded employees do not have an external locus of control. D) Like-mindedness prevents the emergence of a dominant personality profile. E) Like-minded employees are the least likely to stay in an organization for a long period of time. Answer: A Explanation: While people tend to get along well with others who are similar to themselves, too much similarity in an organization can impair organizational effectiveness. That is, similar people tend to view conditions and events in similar ways and thus can be resistant to change. Difficulty: 3 Hard Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Analyze AACSB: Analytical Thinking Accessibility: Keyboard Navigation 32 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 67) Attraction-selection-attrition (ASA) processes are MOST evident in A) small firms. B) medium-sized firms. C) large domestic firms. D) large multinational firms. E) government agencies. Answer: A Explanation: Although ASA processes are most evident in small firms, they also can operate in large companies. Difficulty: 3 Hard Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Analyze AACSB: Analytical Thinking Accessibility: Keyboard Navigation 68) ________ values signify what an organization and its employees are trying to accomplish. A) Instrumental B) Terminal C) Intrinsic D) Nominal E) Extrinsic Answer: B Explanation: Terminal values signify what an organization and its employees are trying to accomplish, and instrumental values guide how the organization and its members achieve organizational goals. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 33 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 69) Organizational ________ is the process by which newcomers internalize an organization's values and norms and behave in accordance with them. A) commitment B) socialization C) attribution D) extrication E) enhancement Answer: B Explanation: Organizational socialization is the process by which newcomers learn an organization's values and norms and acquire the work behaviors necessary to perform jobs effectively. As a result of their socialization experiences, organization members internalize an organization's values and norms and behave in accordance with them not only because they think they have to but because they think these values and norms describe the right and proper way to behave. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 70) Franny's Flowers encourages new employees to learn the company's values and norms and why these direct them to act in a right and proper way. This company's process is organizational A) facilitation. B) socialization. C) attribution. D) enhancement. E) commitment. Answer: B Explanation: Organizational socialization is the process by which newcomers learn an organization's values and norms and acquire the work behaviors necessary to perform jobs effectively, not only because they think they have to but because they think these values and norms describe the right and proper way to behave. Difficulty: 2 Medium Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 34 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 71) Preparing people for promotion or retirement relates to rites of A) passage. B) integration. C) inclusion. D) acceptance. E) enhancement. Answer: A Explanation: The ways in which an organization prepares people for promotion or retirement are rites of passage. Difficulty: 1 Easy Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Remember AACSB: Knowledge Application Accessibility: Keyboard Navigation 72) The U.S. Army develops socialization programs to determine how individuals enter, advance within, and leave the organization. This relates to rites of A) passage. B) integration. C) celebration. D) ceremony. E) enhancement. Answer: A Explanation: Rites of passage determine how individuals enter, advance within, and leave the organization. The socialization programs developed by military organizations (such as the U.S. Army) or by large accountancy and law firms are rites of passage. Difficulty: 2 Medium Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Understand AACSB: Analytical Thinking Accessibility: Keyboard Navigation 35 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 73) Hiroshi wants his employees to have stronger common bonds. You would advise him to use a rite of integration by A) hiring from a more diverse employee pool. B) encouraging his employees to get together socially, perhaps arranging a group outing to a concert. C) asking his employees to have a day in which they switch jobs to learn all the workings of the organization. D) requiring employees to review the company guidelines and employee handbook rules together. E) demanding that all employees work after hours to complete a project together. Answer: B Explanation: Rites of integration, such as shared announcements of organizational successes, office parties, and company cookouts, build and reinforce common bonds among organization members. Difficulty: 3 Hard Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Apply AACSB: Analytical Thinking Accessibility: Keyboard Navigation 74) Susan is a sales representative for Larco Car Master, a car dealership. Larco reinforces the organization's values and norms through bonding members of the organization at quarterly regional meetings. In a rite of ________, last year at a national conference, Susan received an award for best salesperson of the year. A) passage. B) integration. C) celebration. D) enhancement. E) ceremony. Answer: D Explanation: Rites of enhancement, such as awards dinners, newspaper releases, and employee promotions, let organizations publicly recognize and reward employees' contributions and thus strengthen their commitment to organizational values. By bonding members with the organization, rites of enhancement reinforce an organization's values and norms. Difficulty: 3 Hard Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 36 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 37 Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 75) Wesley runs a printing company in a small community. The editor of the local newspaper told him that the paper would like to publish an article about the company's history and recent growth. Wesley feels he would like to use this opportunity to strengthen the employees' commitment to the company. He uses a rite of enhancement by A) taking the opportunity to talk about how he worked hard to make the company a success, using his father as an inspiration. B) talking about the how the community had helped support the business, even in its darkest days. C) refusing the editor's offer to comment about the company, feeling that it would be inappropriate. D) discussing how technology has enhanced the quality of printing products. E) telling the editor about several employees he credits with contributing to the company's success. Answer: E Explanation: Rites of enhancement, such as awards dinners, newspaper releases, and employee promotions, let organizations publicly recognize and reward employees' contributions and thus strengthen their commitment to organizational values. Difficulty: 3 Hard Topic: Organizational culture Learning Objective: 03-05 Define organizational culture, and explain how managers both create and are influenced by organizational culture. Bloom's: Apply AACSB: Knowledge Application Accessibility: Keyboard Navigation 76) An organization that considers and analyzes the ideas and suggestions of all employees regardless of their hierarchical position has a(n) ________ culture. A) strong B) innovative C) conservative D) traditional E) instrumental Answer: B Explanation: Top managers in an organization with an innovative culture are likely to encourage lower-level managers to participate in the planning process and develop a flexible approach to planning. They are likely to be willing to listen to new ideas and to take risks involving the development of new products. Difficulty: 2 Med