Test bank for organizational behavior key concepts skills and best practices 4th edition kinicki

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Chapter 01
Needed: People-Centered Managers and Workplaces
TEST PLANNING TABLE FOR CHAPTER 1
Learning Goal

Easy

Medium

Hard

1. Identify at least four of Pfeffer’s
people-centered practices, and define
the term management.

2, 3, 7, 27, 29,
36, 61

1, 4, 5, 6, 25,
26, 30, 31, 32,
35, 37, 62

8, 9, 28, 33,
34, 60

2. Contrast McGregor’s Theory x
and theory Y assumptions about
employees.

11, 15, 38, 41,

42

13, 14, 39, 40,
63, 64

10, 12, 43, 44

3. Explain the managerial
significance of Deming’s 85-15 rule,
and identify the four principles of
total quality management (TQM).

17, 45, 47, 52,
53

16, 18, 46, 49,
50, 65, 66

48, 51

4. Contrast human and social capital,
and identify five measurable
outcomes when building human
capital.

20, 54

19, 55, 56, 67

68

5. Explain the impact of the positive
psychology movement on the field of
organizational behavior (OB).

21

57

69

6. Define the term e-business, and
explain at least three practical lessons
about effective e-leadership in a
virtual organization.

22, 23, 58

24, 59

70

Total number of test items: 70
True/false questions are in plain text.
Multiple choice questions are in bold text.
Short answer questions are in bold underlined text.

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True / False Questions
1. (p. 4) According to Pfeffer's research, one of the people-centered practices in successful
companies is to emphasize short-term profits.
FALSE

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 1

2. (p. 5) The 4-P cycle of continuous improvement focuses on product, price, promotion and
people.
FALSE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 1

3. (p. 5) Management is the process of working with and through others to achieve
organizational objectives in an efficient and ethical manner.
TRUE

AACSB: Group-individual dynamics; Other
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 1

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4. (p. 6) Observational studies by Mintzberg and others have found the typical manager's day to
be a fragmented collection of brief episodes.
TRUE

AACSB: Group-individual dynamics; Other
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 1

5. (p. 6) According to the Wilson managerial skill research, effective male and female managers
have a significantly different skill profile.
FALSE

AACSB: Group-individual dynamics; Multicultural-diversity
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 1

6. (p. 6) According to Clark Wilson's research, effective managers recognize good performance
with rewards and positive reinforcement.
TRUE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 1

7. (p. 6) According to the Wilson approach, the effective manager's profile is a result of skill
mastery.
FALSE

AACSB: Group-individual dynamics; Other
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 1

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8. (p. 7) In today's workplace, individuals are becoming the primary building block of
organizations.
FALSE

AACSB: Group-individual dynamics; Other
Bloom's: Knowledge
Difficulty: Hard
Learning Objective: 1

9. (p. 7) For future managers, ethical considerations will be a forethought rather than an
afterthought.
TRUE

AACSB: Ethical understanding; Reasoning
Bloom's: Knowledge
Difficulty: Hard
Learning Objective: 1

10. (p. 8) By definition, organizational behavior is research-oriented, and not applicationoriented.
FALSE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Hard
Learning Objective: 2

11. (p. 8) Three basic levels of analysis in OB are group, team, and organization.
FALSE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 2

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12. (p. 8) OB is a horizontal discipline that cuts across virtually every job category, business
function, and professional specially.
TRUE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Hard
Learning Objective: 2

13. (p. 8) Many of the Hawthorne plant findings have turned out to be more myth than fact.
TRUE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 2

14. (p. 9) Mayo advised managers to attend to employees' emotional needs in her 1933 classic,
The Human Problems of an Industrial Civilization.
TRUE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 2

15. (p. 9) Theory Y assumptions, according to McGregor, are pessimistic and negative and
representative of how managers traditionally view employees.
FALSE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 2

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16. (p. 11) TQM is customer-centered and manager-driven.
FALSE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 3

17. (p. 11) One of Deming's most enduring lessons for managers is his 85-15 rule.
TRUE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 3

18. (p. 12) The contingency approach discourages managers from viewing OB within a
situational context.
FALSE

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 3

19. (p. 13) The field of OB is in static and final form.
FALSE

AACSB: Group-individual dynamics
Bloom's: Comprehension

Difficulty: Medium
Learning Objective: 4

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20. (p. 14-15) Human and social capital cannot be built; they are inherent qualities.
FALSE

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Easy
Learning Objective: 4

21. (p. 16) POB stands for Permanent Organizational Behaviors.
FALSE

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 5

22. (p. 17) E-business refers to using the Internet to facilitate every aspect of running a
business.
TRUE

AACSB: Information technology; Other
Bloom's: Knowledge
Difficulty: Easy

Learning Objective: 6

23. (p. 17) An e-corporation is one that relies primarily on the internet to buy and sell things.
FALSE

AACSB: Information technology; Other
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 6

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24. (p. 18) E-business has significant implications for management, but not for organizational
behavior.
FALSE

AACSB: Group-individual dynamics; Information technology
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 6

Multiple Choice Questions
25. (p. 4) According to Pfeffer's research, successful companies employed all of these peoplecentered practices except:
A. Power to the people
B. Careful hiring
C. Job security
D. Emphasis on status
E. Trust building

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 1

26. (p. 4) Jeremy, CEO of JNJ Computers, wants to build his company around the peoplecentered practices. Based on Pfeffer's research, which of these practice(s) should he adopt?
A. Less emphasis on status
B. Generous pay for performance
C. Power to the people
D. Job security
E. Emphasize short-term profitability

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 1

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27. (p. 5) The 4-P cycle of continuous improvement includes all of these except:
A. People
B. Promotion
C. Products
D. Productivity
E. Processes

AACSB: Group-individual dynamics; Other

Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 1

28. (p. 5) Which of these is a component of productivity in the 4-P cycle of continuous
improvement?
A. System flexibility
B. Organizational learning
C. Reduced waste and rework
D. Technological advancement
E. Readiness to change and adapt

AACSB: Group-individual dynamics; Other
Bloom's: Knowledge
Difficulty: Hard
Learning Objective: 1

29. (p. 5) _____ is the process of working with and through others to achieve organizational
objectives in an efficient and ethical manner.
A. Organizational manner
B. Sociology
C. Organization theory
D. Management
E. Anthropology

AACSB: Other
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 1

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30. (p. 6) Clark Wilson's managerial skills profile includes all of these except:
A. Control details
B. Provides feedback
C. Applies reasonable pressure for good accomplishment
D. Facilitates work
E. Possesses monocultural orientation

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 1

31. (p. 6) According to Wilson's research, if Monica wants to be an effective manager, she
should focus on developing _____________.
A. Vertical communication
B. A monocultural orientation
C. Develop narrow specialty
D. Empowerment and delegation
E. Competitive interpersonal relationships

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 1

32. (p. 7) According to the Wilson managerial skills research, dealing effectively with _____ is

what management is all about.
A. People
B. Products
C. Processes
D. Productivity
E. Skills

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 1

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33. (p. 7) The Wilson managerial skills research yields which of these following lessons?
A. Dealing effectively with productivity is what management is all about.
B. Effective female and male managers do not have significantly different skills profiles.
C. Managers with high skill mastery tend to have poorer subunit performance than managers
with low skill mastery.
D. Dealing effectively with products is what management is all about.
E. All of these.

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Hard
Learning Objective: 1

34. (p. 7) Future managers will tend to use _________ as criterion for determining

compensation.
A. Status
B. Time
C. Results
D. Effort
E. Rank

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Hard
Learning Objective: 1

35. (p. 7) The nature of interpersonal relationships for 21st century managers should be
___________.
A. Win-lose
B. Competitive
C. Judicial
D. Neutral
E. Cooperative

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 1

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36. (p. 7) In today's workplace, ______ are becoming the primary building block of

organizations.
A. Teams
B. Suppliers
C. Contingent employees
D. Individuals
E. Middle managers

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Easy
Learning Objective: 1

37. (p. 7) Managers of the 21st century will engage in all of these roles except:
A. Sponsor
B. Controller
C. Teacher
D. Facilitator
E. Advocate

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 1

38. (p. 8) Which of these is an interdisciplinary field dedicated to better understanding and
managing people at work?
A. Anthropology
B. Sociology
C. Organizational Behavior
D. Psychology

E. Economics

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 2

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39. (p. 8) Which of these is not a landmark in the evolution of understanding and managing
people?
A. The human relations movement
B. The total quality management movement
C. The glass ceiling movement
D. The contingency approach to management
E. All of these are landmarks the evolution of understanding and managing people

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 2

40. (p. 8-9) All but one of these factors was responsible for high output in the relay assembly test
room experiences of the Hawthorne findings. Which one?
A. Money
B. Fear of unemployment during the Great Depression
C. Managerial discipline
D. Supportive supervision

E. High-quality raw materials

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 2

41. (p. 10) Which of these is a Theory X assumption about people at work?
A. Work is a natural activity.
B. People are capable of self-direction if they are committed to objectives.
C. The typical employee can learn to accept and seek responsibility.
D. People generally become committed to objectives if they are rewarded for doing so.
E. Most people prefer to be directed.

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Easy
Learning Objective: 2

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42. (p. 10) Which of these is a Theory Y assumption about people at work?
A. The typical employee can learn to accept and seek responsibility.
B. Most people dislike work.
C. Most people actually prefer to be directed.
D. People require close direction when they are working.
E. People are interested only in security.

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Easy
Learning Objective: 2

43. (p. 10) As a production manager of Great Golf Products (GGP), Hansa believes that her
employees are capable of self-direction and self-control. She also believes that they are
committed to GGP's objectives since they are rewarded for doing so. Hansa can be described
as a:
A. Theory X manager
B. Theory Z manager
C. Futuristic manager
D. Theory Y manager
E. Hawthorne manager

AACSB: Group-individual dynamics
Bloom's: Application
Difficulty: Hard
Learning Objective: 2

44. (p. 10) James has always believed that his employees are lazy and they dislike work. He is
afraid that if he does not provide close direction and supervision, they will goof off. James can
be described as a:
A. Theory Y manager
B. Hawthorne manager
C. Theory Z manager
D. Human relations manager
E. Theory X manager

AACSB: Group-individual dynamics

Bloom's: Application
Difficulty: Hard
Learning Objective: 2

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45. (p. 11) ____ refers to a organizational culture dedicated to training, continuous
improvement, and customer satisfaction.
A. Management by objectives
B. Theory X management
C. Total quality management
D. Theory Y management
E. Job design

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 3

46. (p. 11) In a recent survey of chief financial officers, meeting customer demands placed
second only to _________ as the companies' biggest challenge.
A. Profitability
B. Stock price
C. Fuel prices
D. Finding skilled staff
E. Legal restrictions

AACSB: Group-individual dynamics

Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 3

47. (p. 11) The pioneering work on TQM was done by:
A. Mayo
B. Deming
C. Follett
D. McGregor
E. Schronberger

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 3

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48. (p. 11) Regarding the human side of quality improvement, Deming called for all of these
except:
A. Elimination of formal training in statistical process control techniques
B. Elimination of fear
C. Teamwork
D. Emphasis on continuous process improvement rather than numerical quotas
E. Elimination of barriers to good workmanship

AACSB: Group-individual dynamics
Bloom's: Comprehension

Difficulty: Hard
Learning Objective: 3

49. (p. 11) One of Deming's most enduring lessons for managers is his:
A. Passion for quotas
B. 85-15 rule
C. Japanese Philosophy at work
D. All of these

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 3

50. (p. 12) Deming believed that when thing go wrong, about what percent of the time is the
individual employee at fault?
A. 85 percent
B. 40 percent
C. 15 percent
D. 60 percent
E. 100 percent

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 3

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51. (p. 12) Which of these is NOT identified as a common TQM principle?
A. Do it right the first time to eliminate costly rework.
B. Listen to and learn from customers and employees.
C. Focus on numerical quotas to make productivity gains.
D. Build teamwork, trust, and mutual respect.
E. Make continuous improvement on everyday matter.

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Hard
Learning Objective: 3

52. (p. 12) Which approach calls for using management concepts and techniques in a
situationally appropriate manner?
A. One best way approach
B. Human relations approach
C. Theory X management approach
D. Contingency approach
E. Theory Y management approach

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 3

53. (p. 13) All of these are new directions for OB except:
A. Globalization
B. Human capital
C. Positive organizational behavior

D. Impacts of the Internet revolution
E. Social capital

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Easy
Learning Objective: 4

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54. (p. 14) Which of these is NOT human capital?
A. Knowledge
B. Skills
C. Motivation
D. Teamwork
E. The productive potential of an individual's knowledge and actions

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 4

55. (p. 14) _________ is the productive potential of an individual's knowledge and actions.
A. Social capital
B. Skills
C. Motivation
D. Teamwork
E. Human capital

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 4

56. (p. 15) Which of the following refers to the productive potential of strong, trusting, and
cooperative relationships?
A. Social capital
B. Skills
C. Motivation
D. Teamwork
E. Human capital

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 4

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57. (p. 17) Luthans' CHOSE model of key POB Dimensions includes all of these behaviors
except:
A. Pessimism
B. Emotional intelligence
C. Hope
D. Confidence (self-efficacy)
E. Subjective well-being

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 5

58. (p. 17) Which of these refers to using the Internet to facilitate every aspect of running a
business?
A. E-mail
B. E-commerce
C. Networking
D. E-business
E. TQM

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Easy
Learning Objective: 6

59. (p. 17-18) An e-corporation uses the internet to:
A. Buy supplies
B. Sell its products
C. Build partnerships with outsiders
D. Only a and b, but not c
E. All of the above

AACSB: Group-individual dynamics; Information technology
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 6

Essay Questions

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60. (p. 4-5) Describe the findings of Pfeffer's research about the importance of people in
organizations. What do these findings say about how managers should manage?
The seven people-centered practices that Pfeffer identified are: job security, careful hiring,
power to the people, generous pay for performance, lots of training, less emphasis on status,
and trust building.

AACSB: Group-individual dynamics; Other
Bloom's: Comprehension
Difficulty: Hard
Learning Objective: 1

61. (p. 5-6) Briefly describe the 4-P mode cycle of continuous improvement.
The 4-P mode focuses on people, products, processes, and productivity. See figure 1-1 for
details.

AACSB: Group-individual dynamics; Other
Bloom's: Comprehension
Difficulty: Easy
Learning Objective: 1

62. (p. 7) Identify at least five skills for managers and three useful lessons from the Wilson
managerial skills research.
Wilson's managerial skills profile focuses on eleven observable categories of managerial

behavior.
See the box "Skills and Best Practices: The Effective Manager's Skill Profile" for these skills.
The Wilson research yields three useful lessons:
1) Dealing effectively with people is what management is all about.
2) Managers with high skills mastery tend to have better sub unit performance and employee
morale than managers with low skills mastery.
3) Effective female and male managers do not have significantly different skill profiles.

AACSB: Group-individual dynamics; Other
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 1

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63. (p. 10) Contrast McGregor's Theory X and Theory Y assumptions about employees.
See Table 1-2 for McGregor's Theory X and Theory Y assumptions about people at work.

AACSB: Group-individual dynamics
Bloom's: Analysis
Difficulty: Medium
Learning Objective: 2

64. (p. 11) Describe Deming's principles for the human side of quality improvement.
Deming called for: helpful leadership, elimination of fear, emphasis on continuous process
improvements, teamwork, and elimination of barriers to good workmanship.

AACSB: Group-individual dynamics

Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 3

65. (p. 12) Identify the four common TQM principles.
1. Do it right the first time to eliminate costly rework.
2. Listen to and learn from customers and employees.
3. Make continuous improvement an everyday matter.
4. Build teamwork, trust, and mutual respect.

AACSB: Group-individual dynamics
Bloom's: Knowledge
Difficulty: Medium
Learning Objective: 3

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66. (p. 12) What is the "contingency approach to management"? What does it tell managers
about what they should do?
The contingency approach calls for using management concepts and techniques in a
situationally appropriate manner, instead of trying to rely on "one best way."

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 3

67. (p. 13-17) Briefly describe any two of the new directions in OB and how they affect

managers.
Three general new directions for OB are: human and social capital, positive organizational
behavior, and impacts of the Internet revolution.

AACSB: Group-individual dynamics
Bloom's: Comprehension
Difficulty: Medium
Learning Objective: 4

68. (p. 13-15) Define and contrast human and social capital.
Human capital is the productive potential of an individual's knowledge and actions. Social
capital is productive potential resulting from strong relationships, goodwill, trust, and
cooperative effort. Figure 1-2 contrasts the two.

AACSB: Group-individual dynamics
Bloom's: Analysis
Difficulty: Hard
Learning Objective: 4

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69. (p. 16-17) Define POB, and explain Luthans' CHOSE Model. Why should managers pay
attention to this topic?
POB (positive organizational behavior) is the study and improvement of employees' positive
attributes and capabilities. The CHOSE model identifies five key dimensions of POB:
confidence/self-efficacy, hope, optimism, subjective well-being, and emotional intelligence.

AACSB: Group-individual dynamics

Bloom's: Comprehension
Difficulty: Hard
Learning Objective: 5

70. (p. 17-18) What is e-business? What implications does e-business have for managers in
working with their subordinates?
E-business is using the Internet to facilitate every aspect of running a business. Implications
for managers include the ability to link to the Internet with small, portable devices; the ability
to make quicker and better decisions because of speedy access to vital information; the use of
virtual teams, virtual organizations, email, and e-learning.

AACSB: Group-individual dynamics
Bloom's: Application
Difficulty: Hard
Learning Objective: 6

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