MGMT 2500 EXAM 3 QUESTIONS
AND ANSWERS 100% CORRECT
Define 'organizational behavior' - ANSWER-the study of what people think, feel, and
do
contrast theory x and y views of human behavior - ANSWER--if you don't supervise
employees they won't work: people don't like work, avoid responsibility
-work is natural and we like to do it: self directed, imaginative, creative, "distant
vision" for most managers
MARS model - ANSWER-Motivation-internal force that gives you direction, drive and
intensity (everyone is always motivated to do something
Ability-your natural and learned skills
Role Perception-what is your job? what do you need to do to be successful? gives
description, priorities, evaluation
Situational Factors-conditions beyond the employees control
espoused vs enacted values - ANSWER--what a company/person says/proclaims
they will do
-what a company/person actually does
what is ethnocentrism - ANSWER-the belief that one's native country, culture,
language, and modes of behavior are superior to all others
describe the perceptual process - ANSWER-the world around us, environmental
stimuli
-comes through five senses
--selective attention filters out info
---we organize and interpret
----we act/think accordingly
what is 'self fulfilling prophecy' - ANSWER-a belief that leads to its own fulfillment
ex: teacher forms expectation, expectation affects teachers behavior, teacher's
behavior affects student's behavior, student's behvior matches teacher's
expectations
define fundamental attribution bias - ANSWER-people attribute another person's
behavior to his or her personal characteristics rather than to situational factors
define the self-serving bias - ANSWER-The tendency for people to take personal
credit for success but blame failure on external factors
like me, primacy, and recency errors - ANSWER--more in common=higher rating
-first impression is lasting
-most recent info dominates perception
, what is emotional intelligence? - ANSWER-(people skills) ability to perceive and
express emotions. understand and regulate emotions in self and others
what is 'job involvement'? - ANSWER-when you are immersed in or absorbed by
your work; you love it-time flies; you get into a "flow' this lowers turnover
what is 'job satisfaction' - ANSWER-when you asses the factors that make up your
job and decide how much you like the job. if it is high, turnover is low. should monitor
for it through surveys. (50% in Americans)
how do job involvement and job satisfaction impact employee turnover and job
performance? - ANSWER--higher customer satisfaction
-better service
-lower turnover
-managers get better performance reviews
-higher pay
-greater employee satisfaction
what is organizational commitment? - ANSWER--emotional attachment to work
-financial attachment to work
can tell if it's high if employees are willing to represent you outside of the work place.
if you have low turnover
define 'stress' - ANSWER-response to a perceived threat. fight, flight, freeze
describe Maslow's Hierarchy of Needs w examples - ANSWER-can't move up until
lower needs are met.
-physiological: food, water, air (cafeteria)
-safety: security, freedom from pain (safe equipment)
-belonging: love, friendship, family (family leave, time with coworkers)
-esteem: respect for yourself and others (recognition, raise)
-self actualization: fulfilling your dreams (tuition reimbursement)
goal setting--what is it? what are good goals like? - ANSWER-clarifies role
perception and helps set performance obstacles. increases intensity, perception,
helps to better understand role perception. Need to be specific, measurable,
attainable, result oriented, and time bound
what is 360 degree feedback? - ANSWER--info on performance from a circle of
sources. this is mainly used for managers
-should be anonymous and not linked to money
equity theory--including what we do when under rewarded - ANSWER-perception of
fairness based on outcome/input ratio
-people can be under rewarded, at equity, or over rewarded
-people who are under rewarded have low motivation. tend to quit, slack off, not
show up, or ask for a raise
distributive vs. procedural justice - ANSWER--how fair is the outcome?
-how fair is the decision process?
AND ANSWERS 100% CORRECT
Define 'organizational behavior' - ANSWER-the study of what people think, feel, and
do
contrast theory x and y views of human behavior - ANSWER--if you don't supervise
employees they won't work: people don't like work, avoid responsibility
-work is natural and we like to do it: self directed, imaginative, creative, "distant
vision" for most managers
MARS model - ANSWER-Motivation-internal force that gives you direction, drive and
intensity (everyone is always motivated to do something
Ability-your natural and learned skills
Role Perception-what is your job? what do you need to do to be successful? gives
description, priorities, evaluation
Situational Factors-conditions beyond the employees control
espoused vs enacted values - ANSWER--what a company/person says/proclaims
they will do
-what a company/person actually does
what is ethnocentrism - ANSWER-the belief that one's native country, culture,
language, and modes of behavior are superior to all others
describe the perceptual process - ANSWER-the world around us, environmental
stimuli
-comes through five senses
--selective attention filters out info
---we organize and interpret
----we act/think accordingly
what is 'self fulfilling prophecy' - ANSWER-a belief that leads to its own fulfillment
ex: teacher forms expectation, expectation affects teachers behavior, teacher's
behavior affects student's behavior, student's behvior matches teacher's
expectations
define fundamental attribution bias - ANSWER-people attribute another person's
behavior to his or her personal characteristics rather than to situational factors
define the self-serving bias - ANSWER-The tendency for people to take personal
credit for success but blame failure on external factors
like me, primacy, and recency errors - ANSWER--more in common=higher rating
-first impression is lasting
-most recent info dominates perception
, what is emotional intelligence? - ANSWER-(people skills) ability to perceive and
express emotions. understand and regulate emotions in self and others
what is 'job involvement'? - ANSWER-when you are immersed in or absorbed by
your work; you love it-time flies; you get into a "flow' this lowers turnover
what is 'job satisfaction' - ANSWER-when you asses the factors that make up your
job and decide how much you like the job. if it is high, turnover is low. should monitor
for it through surveys. (50% in Americans)
how do job involvement and job satisfaction impact employee turnover and job
performance? - ANSWER--higher customer satisfaction
-better service
-lower turnover
-managers get better performance reviews
-higher pay
-greater employee satisfaction
what is organizational commitment? - ANSWER--emotional attachment to work
-financial attachment to work
can tell if it's high if employees are willing to represent you outside of the work place.
if you have low turnover
define 'stress' - ANSWER-response to a perceived threat. fight, flight, freeze
describe Maslow's Hierarchy of Needs w examples - ANSWER-can't move up until
lower needs are met.
-physiological: food, water, air (cafeteria)
-safety: security, freedom from pain (safe equipment)
-belonging: love, friendship, family (family leave, time with coworkers)
-esteem: respect for yourself and others (recognition, raise)
-self actualization: fulfilling your dreams (tuition reimbursement)
goal setting--what is it? what are good goals like? - ANSWER-clarifies role
perception and helps set performance obstacles. increases intensity, perception,
helps to better understand role perception. Need to be specific, measurable,
attainable, result oriented, and time bound
what is 360 degree feedback? - ANSWER--info on performance from a circle of
sources. this is mainly used for managers
-should be anonymous and not linked to money
equity theory--including what we do when under rewarded - ANSWER-perception of
fairness based on outcome/input ratio
-people can be under rewarded, at equity, or over rewarded
-people who are under rewarded have low motivation. tend to quit, slack off, not
show up, or ask for a raise
distributive vs. procedural justice - ANSWER--how fair is the outcome?
-how fair is the decision process?
