Question 1

The dramatic rise in technology is one of the reasons behind disappearance of many long term jobs in the US.

Accepted Answer

Technological advancements have automated many tasks previously done by humans, leading to the decline of job opportunities in some sectors.

Question 2

A Theory Y manager tends to assume that work is innately unpleasant and that people have a strong desire to avoid it.

Accepted Answer

A Theory Y manager believes that work can be enjoyable and fulfilling, and that people are motivated by more than just financial rewards. They are likely to trust their employees and give them autonomy and responsibility to achieve their goals.

Question 3

Affective commitment is either unrelated or negatively related to job performance and citizenship behaviors.

Accepted Answer

Affective commitment has been found to be positively related to job performance and citizenship behaviors in multiple studies.

Question 4

Individuals with strong continuance commitment feel loyalty to the organization because they want to.

Accepted Answer

Continuance commitment refers to an individual's perceived cost of leaving an organization, not loyalty. It is based on the need to stay due to potential losses or lack of alternatives, rather than a desire to remain.

Question 5

While Mayo focused on human relations in the workplace and Deming on quality control,both had very similar opinions regarding the emphasis on efficiency and scientific management in the American workplace.

Accepted Answer

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Question 6

A company whose management hoped to increase productivity selected two groups of employees to participate in a workplace study.One group was subjected to background music while it worked and the other was not subjected to any music.The results showed that productivity increased equally in both groups,but did not increase in other workers who were not included in the study.This result is most likely an example of the Hawthorne effect.

Accepted Answer

The Hawthorne effect refers to the phenomenon where people modify their behavior or performance in response to being observed or studied. In this case, the employees who were included in the study may have been motivated to work harder or more efficiently due to the attention they received from being part of the study, rather than the background music itself.

Question 7

Explain the four elements of transformational leadership.

Accepted Answer

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Question 8

List the four characteristics of work settings that are linked with employee stress and health problems.

Accepted Answer

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Question 9

The 360-degree feedback method of performance appraisal reflects a general impression about the employee being rated.

Accepted Answer

The 360-degree feedback method involves collecting performance feedback from multiple sources, such as peers, subordinates, supervisors, and sometimes customers, to provide a comprehensive view of an employee's performance, rather than a general impression from a single source.

Question 10

The advent of the assembly line demonstrates the spirit of scientific management and its emphasis on efficiency.

Accepted Answer

The assembly line was a key development in scientific management, which aimed to increase efficiency and productivity through the application of scientific principles in the workplace. The assembly line allowed for the division of labor, specialization of tasks, and the use of standardized processes, all of which were key components of the scientific management approach.

Question 11

Although organizational citizenship behavior may appear to be altruistic,it might be engaged in as a way to compete with others or to get ahead in an organization.

Accepted Answer

Research has shown that some individuals may engage in organizational citizenship behavior as a way to gain favor with their supervisors or to enhance their own career prospects. In this sense, it is not always purely altruistic behavior.

Question 12

Transformational leaders work within the context of a workplace culture,whereas transactional leaders seek to define and redefine it.

Accepted Answer

Transformational leaders seek to change the workplace culture to inspire and motivate their followers, while transactional leaders rely on existing cultural norms and seek to maintain or improve efficiency within that culture. Therefore, transactional leaders may adjust their leadership style to fit the current workplace culture rather than redefine it.

Question 13

Differentiate between quid pro quo sexual harassment and hostile work environment sexual harassment.

Accepted Answer

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Question 14

When a potential candidate for a job opening is identified through current or former employees' social networks,the referring employee receives a bonus whether or not the candidate is hired.

Accepted Answer

Typically, employee referral bonuses are given only if the referred candidate is successfully hired and sometimes after they have completed a certain period of employment.

Question 15

What is organizational culture and what are the elements of a positive organizational culture?

Accepted Answer

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Question 16

Employers are not permitted to administer integrity tests during the hiring process of job candidates.

Accepted Answer

Employers are permitted to administer integrity tests during the hiring process, but they must adhere to certain guidelines to ensure the tests are non-discriminatory and not overly invasive.

Question 17

A Theory X manager recognizes that people seek out responsibility and that motivation can come from allowing employees to suggest creative and meaningful solutions.

Accepted Answer

Theory X managers believe that employees are inherently lazy and need to be closely managed and directed. The idea that employees seek out responsibility and can be motivated by meaningful solutions aligns more closely with Theory Y management.

Question 18

Halo effect refers to a bias,common in performance appraisals,that occurs when a rater gives an employee different ratings on all of the items being evaluated,even though the individual shows consistency across the dimensions being assessed.

Accepted Answer

The definition of halo effect is incorrect. Halo effect occurs when a rater gives an employee the same rating across the board, even though the individual may have different levels of performance on the different dimensions being assessed.

Question 19

An executive who earns a six-figure salary is likely to be more satisfied at work than a janitor who earns minimum wage.

Accepted Answer

Job satisfaction is influenced by various factors beyond salary, such as work environment, job role, personal values, and work-life balance.

Question 20

Employee development programs are not beneficial to individuals who have a great deal of expertise.

Accepted Answer

Employee development programs can still benefit individuals with expertise by providing opportunities for learning new skills, networking, and staying current with industry trends and advancements. Continuous learning is important for all individuals, regardless of their level of expertise.

Quiz 14: Industrial and Organizational Psychology