Deck 5: A: Individuals in Organizations

Question 1

Herzberg describes status,interpersonal relations,supervision,policies,working conditions,and salary as environmental or hygiene factors.

Answer 1

True

Question 2

According to Maslow,love and social belonging needs are met through family affiliations,friendships,and a variety of peer groups that provide social support and affection.

Answer 2

True

Question 3

An individual's relationship with his or her supervisor is one of the most important of the primary communication experiences in organizational life.

Answer 3

True

Question 4

The Motivation-Hygiene theory of Frederick Herzberg emphasizes the influence of both internal and external factors in explaining human behavior.

Question 5

Maslow described esteem and prestige needs as the desire for self respect and the respect of others.

Question 6

According to Abraham Maslow,individuals focus attention on needs that are not met and are motivated to seek satisfaction of those needs.

Question 7

Herzberg's theory proposes that satisfaction and dissatisfaction are polar opposites.

Question 8

An individual's organizational experiences result from the attitudes,beliefs,preferences,and abilities the individual brings to the organization,how the organization seeks to influence the individual,and what types of organizational relationships the individual develops.

Question 9

Organizational influences on individuals include organizational goals,culture,task requirements,policies and procedures,and reward systems.

Question 10

Safety and security needs,according to Maslow,are the basic body needs of food,sleep,sex,and survival.

Question 11

Maslow's theory suggests that if communication behavior in the organization does not meet the perceived needs of the individual,the individual will continue to seek need satisfaction.

Question 12

Maslow described esteem and prestige needs as the belief that one has satisfied his or her full potential.

Question 13

Maslow's theory implies it is motivational to communicate about needs that are reasonably well met.

Question 14

Organizational outcomes for individuals include personal needs,predispositions for behavior,communication competencies,and skills.

Question 15

An individual's organizational experiences result primarily from the specific organization in which he or she is employed.

Question 16

Maslow described his concept of self-actualization as the belief that one has satisfied his or her full potential.

Question 17

Abraham Maslow is famous for his Motivation-Hygiene theory.

Question 18

Intrapersonal experiences that influence behavior can be described as motivation.

Question 19

The individual characteristics we possess can be described as our interpersonal experience.

Question 20

According to Herzberg,hygiene factors influence dissatisfaction.

Question 21

Salancik and Pfeffer suggest the individual's perception of job/task characteristics influences their basic attitudes or needs.

Question 22

Few links have been found between motivation and communication.

Question 23

The factors Herzberg found to be motivational were status,interpersonal relations,supervision,policies,working conditions,and salary.

Question 24

According to Skinner,the paycheck is a form of feedback that reinforces behavior but is not motivational.

Question 25

The factors Herzberg found to be motivational were work itself,achievement,growth and responsibility,recognition,and advancement.

Question 26

Salancik and Pfeffer propose that a person's needs and attitudes are determined by the information available to them at any given time.

Question 27

F.Skinner proposed that human behavior can be motivated and is influenced by rewards in the environment.

Question 28

Herzberg's theory suggests motivational communication is more likely to be effective when directed to achievement,recognition,challenging work,increased responsibility,and growth and development.

Question 29

Predispositions are personally held preferences for particular types of communication situations or behaviors.

Question 30

Predispositions or preferences for organizational communication behaviors are an important part of an individual's intrapersonal experiences.

Question 31

Skinner's theory suggests communication about rewards will be motivational only as long as rewards are linked to specific behaviors.

Question 32

Skinner,Maslow,and Herzberg contend motivation results from essentially the same events for all individuals.

Question 33

The Social Information Processing theory challenges notions that individuals have stable,relatively unchanging internal needs.

Question 34

Salancik and Pfeffer suggest information in the social environment does not provide the individual with information about appropriate attitudes.

Question 35

Salancik and Pfeffer suggest that it is impossible to understand the basic determinants of attitudes or needs.

Question 36

Salancik and Pfeffer conceptualize needs as the results or outcomes produced by an individual's perceptions and by the social information available in the work environment.

Question 37

Communication apprehension is one of the least understood of predispositions for communication behavior.

Question 38

Predispositions for oral communication have not been related to occupation choice,job satisfaction,productivity,advancement,or job retention.

Question 39

Gerald Salancik and Jeffrey Pfeffer are responsible for the Needs Hierarchy theory of motivation.

Question 40

Predispositions for organizational communication are a result of a variety of past experiences and perceptions.

Question 41

Gatekeepers rarely receive information which requires them to determine whether or not to transmit that information to the next link or links in the chain.

Question 42

Individuals perform only one role within a communication network.

Question 43

A symmetrical network link is present when persons unequally exchange information during an interaction.

Question 44

A communication network isolate is an individual with little or no communication links throughout the organization.

Question 45

Reciprocity,when applied to communication networks,refers to the level of disagreement among organizational members about their network links.

Question 46

Managers are gatekeepers in relation to their employees.

Question 47

Individuals' perceptions of their communication competencies generally do not influence their organizational experiences.

Question 48

Network isolates often are high communication apprehensives and deliberately avoid interactions with others.

Question 49

Individuals with high communication apprehension are more likely than others to be in jobs with high communication requirements.

Question 50

Leadership and conflict preferences help us understand individual preferences but have not been related to actual choices of communication strategies and tactics in leadership and conflict situations.

Question 51

Various predispositions for leadership and conflict behaviors are generally described as preferences for collaboration,compromise,avoidance,competition,or accommodation.

Question 52

Administrative assistants are rarely gatekeepers.

Question 53

Gatekeepers are positioned in communication networks to control the flow of information through a communication chain.

Question 54

Communication apprehension is generally defined as an individual's level of fear or anxiety associated with either real or anticipated communication with others.

Question 55

An asymmetrical link is present when one individual gives more information than another.

Question 56

High communication apprehensives are more likely than others to believe themselves less competent than others,to exhibit lower job satisfaction than their counterparts,and to not advance in their organization as their technical skills might suggest they could.

Question 57

Reciprocity,when applied to communication networks,refers to the level of agreement among organizational members about their network links.

Question 58

Communication apprehension has been found to be meaningfully associated with such important organizational outcomes as occupation choice,perception of competence,job satisfaction,advancement,and job retention.

Question 59

Leadership and conflict predispositions or preferences are frequently described as an individual's combined concern for tasks/goals and people relationships.

Question 60

Individuals perform diverse roles in communication networks.

Question 61

Waldron and Hunt's research suggests employees who report high-quality relationships with supervisors do not accept criticism well from these same supervisors.

Question 62

Nonparticipants are formal members of groups who participate in linked communication behaviors but who are not usually in liaison or bridge roles.

Question 63

Numerous studies report that supervisors who are high in communication apprehension are as well-liked as those lower in apprehension.

Question 64

The supervisory-employee relationship can be described as the primary interpersonal relationship structured by the organization.

Question 65

LMX theory suggests leaders have limited time and resources,and as a result,share their personal and positional resources fairly among their employees.

Question 66

Research has found that the credibility of the supervisor is secondary to organizational status in determining who is approached for task,political,and social information.

Question 67

An individual fulfilling a bridge communication role is a member of one group and transmits information from that group to another,actually forming a bridge between the two.

Question 68

Research on supervisor-employee communication reports a positivity bias in upward communication.

Question 69

Liaisons link or connect groups with common information while being a member of one group.

Question 70

Liaisons link or connect groups with common information without being a member of either group.

Question 71

Employees tend to pass accurate information to their supervisors even if it reflects negatively on themselves.

Question 72

Employees tend to distort upward information,saying what they think will please their supervisors.

Question 73

Riley and Eisenberg's concept of advocacy emphasizes the importance of employee compliance and making your boss look good.

Question 74

Network participants are individuals who participate in linked communication behaviors but who are not usually in liaison or bridge roles.

Question 75

Both liaisons and bridges can engage in boundary spanning.

Question 76

Nonparticipants more than network isolates demonstrate more communication and relationship ability.

Question 77

Nonparticipants refrain from communication out of inability and fear.

Question 78

A supervisor who thinks an employee shares similar values is more likely to view that employee as competent.

Question 79

Bridges link groups together by having membership in two or more groups.

Question 80

An employee is more likely to be satisfied with both work and supervision if they perceive a high degree of communication competency in the relationship with a supervisor.