Question 1

The long-term, endgame goals of an organization in terms of its overall mission and basic operation are called:
A)Final analysis plan
B)Intermediary goals
C)Organizational objectives
D)Proximal goals

Accepted Answer

Organizational objectives are the long-term, endgame goals of an organization that define its general mission and approach to operation. These objectives are consistently pursued throughout the various projects the organization undertakes throughout its lifespan, and may be the common denominator that unites different eras of the company's lifespan.

Question 2

When the internal structure of an organization changes, thus altering the job responsibilities of members, replacing acts required by the previous structure with acts required by the new structure is called:
A)Role replacement
B)Behavioral substitution
C)Work identity modification
D)Action addendum

Accepted Answer

When the internal structure of an organization changes, workers must practice behavioral substitution, learning to shift their previous operations to meet the needs of the new culture in which they work. This must be performed throughout an organization from top-level managers down to first line laborers.

Question 3

A leader who excels at the mechanics of structuring work for others and communicating effectively with workers is what kind of leader?
A)Career commendation leader
B)Excellence exception leader
C)Superior success strategy leader
D)High-high leader

Accepted Answer

A high-high leader is a person who excels at facilitating structural elements and manpower when holding a position of leadership. They initiate structure and are considerate of behavior in equal measure at a high performance level over a prolonged period of time.

Question 4

When an organization is serving a social goal beyond its basic legal, economic, and ethic responsibility, it is meeting its:
A)Discretionary responsibility
B)Human rights responsibility
C)Responsibility of good faith
D)Public service responsibility

Accepted Answer

An organization's discretionary responsibility is the social goals it meets outside of its basic legal, economic, and ethical responsibilities. The act is voluntary and serves two purposes. It is a means for the company to give back to its community or that of its workforce, and it also builds good will with consumers who generally respond favorably to organizations that invest in people and communities that do not directly serve their purpose.

Question 5

Which of the following was not created through the Civil Service Reform Act of 1978?
A)United States Civil Service Commission
B)United State Merit Systems Protection Board
C)Federal Labor Relations Authority
D)United States Office of Personnel Management

Accepted Answer

The Civil Service Reform Act of 1978 did not create, but instead terminated, the U.S. Civil Service Commission. The Civil Service Commission was created in 1883 to end the spoils system, a social practice that enabled unqualified people to receive government jobs through political patronage. While ending the spoils system was beneficial, the Civil Service Commission also made it difficult to fire civil servants, even if their job performance warranted termination.

Question 6

For which of the following events can an employee not be granted unpaid, job-protected leave under the Family Medical and Leave Act?
A)The birth of a child
B)To attend significant family milestones like weddings and graduations
C)To care for an immediate family member in the armed forces who has become injured or fallen ill
D)The placement of a foster child in the employee's home

Accepted Answer

The Family Medical and Leave Act protects a worker's job in the event of medical emergencies but it does not entitle workers to the same guarantees for non-emergency events like weddings and graduations. The FMLA ensures that employees of covered employers cannot be terminated or lose their benefits for taking leave to handle the birth or adoption of a child, the severe illness of an immediate family member, or the care of an immediate family member on military duty.

Question 7

Which motivational strategy would be most likely to reduce cognitive dissonance in workers when they are asked to perform work-related tasks?
A)Offering a raise to the person who completes the task most efficiently
B)Offering no reward
C)Offering a promotion to the person who completes the task most efficiently
D)Firing the person who completes the task least efficiently

Accepted Answer

Offering no reward for the completion of work-related tasks is the strategy most likely to reduce cognitive dissonance among workers. The paradigm is called "effort justification," and it is a phenomenon in which people subconsciously attribute higher value to acts that are more difficult to accomplish. Working to meet a goal that comes with high extrinsic motivation, like earning a raise or promotion, or keeping one's job, makes the goal harder to achieve in the future unless it is accompanied by a goal of equal or greater worth. Workers develop a higher level of intrinsic motivation for a task to which no reward is directly attached.

Question 8

The desired outcome that compels a person to meet a certain goal is what type of motivation?
A)Extrinsic
B)Exterior
C)Ulterior
D)Outward

Accepted Answer

Extrinsic motivation is the desire to complete a goal in order to achieve a desired outcome. Earning wages, receiving the approval of others, or advancing in status or position are examples of extrinsic motivation. It is the opposite of intrinsic motivation, which is the desire to perform a task simply for the fun of it.

Question 9

To what degree should managers be aware of their employees' personal affairs?
A)Managers should have as little knowledge as possible about the personal lives of their employees.
B)Managers should know relevant emergency contact and taxpayer information, but nothing more.
C)Managers should be familiar with the spouses or domestic partners, children and significant cultural affiliations of their employees.
D)Managers should perform background checks on all employees and keep detailed records of all of their personal information.

Accepted Answer

Managers should be familiar with the key personal details of their employees, such as their family status and of major cultural affiliations. It's important to know the people with whom one works, without being unprofessional. Mutual respect and interest between co-workers is beneficial and gives every member of the organization a better sense of interconnectedness, which, in short, makes their work more personal. Managers should know of significant cultural ties, such as religious affiliation, only to the degree that they are able to remain sensitive to any needs that are connected to that cultural identity. For example, the employee may need to take personal days on certain dates for religious observances.

Question 10

The primary difference between management and leadership is:
A)That management is practiced only by subordinates in an organization, but leadership is practiced by the most senior member of the organization
B)That leadership can occur anywhere within the ranks of an organization, whereas management must come from a superior
C)That management is the supervision or guidance of a group according to already established protocol and goals, whereas leadership is directing a group on a new course for which there is no established protocol
D)That a leader must be actively "doing" something, whereas a manager must avoid doing anything that would disrupt the status quo

Accepted Answer

The primary difference between management and leadership is that management involves maintaining a pre-determined norm while leadership involves moving in a new direction. Managers follow set guidelines in which goals are already determined, and there is a precedent to match or follow for guidance. Leaders choose a new destination for the organization in terms of goals, identity or previously unattained achievement. They often have only a partial model to which they can refer for guidance or no model at all.

Question 11

One of the earliest modern laws pertaining to Equal Employment Opportunity in the United States "prohibits employment discrimination based on race, color, religion, sex, or national origin." This law is part of the Civil Rights Act of:
A)1954
B)1964
C)1968
D)1991

Accepted Answer

Title VII of the Civil Rights Act of 1964, "prohibits employment discrimination based on race, color, religion, sex, or national origin." The Civil Rights Act of 1964 is the most well known of the American Civil Rights Acts, largely because Dr. Martin Luther King Jr. championed the legislation so publicly. The act was signed into law by President Lyndon B. Johnson. There have been seven Civil Rights Acts altogether. However, there was no Civil Rights Act of 1954. The U.S. Supreme Court case Brown v. Board of Education was the 1954 legal milestone regarding racial equality. The Civil Rights Act of 1968 dealt with fair housing. The Civil Rights Act of 1991 pertains to employment issues, as related to the rights of employees who sue their employers for discrimination.

Question 12

One effective delegation tactic is to:
A)Lay out all of the necessary information at the onset of the task so that the delegate can work on their own from that point forward
B)Divide a task among several delegates so the workload is shared and workers can draw from each others' strengths
C)Allow a delegate to step back from the task if they feel overwhelmed or unable to perform to the manager's or their own expectations
D)Maintain a loose expectation of the methods the delegate employs to get the job accomplished

Accepted Answer

One critical aspect of delegation is to allow a delegate to interpret for themself how their task should be accomplished. Delegators should focus on the ends more than the means, as long as the means do not violate legal, ethical or company statutes. Micromanaging a task is essentially the same as performing it. Leaving the task to the delegate demonstrates that trust has been placed in them, inspiring more confidence and dedication on their part. It may even allow for new, more effective strategies to manifest. Laying out all of the necessary information upfront is critical, but not so the delegate can proceed alone. Delegates often invest more in a task when they have sole responsibility for it. And, they should be held accountable throughout the project, be required to see the task through to its conclusion, and be asked to generate solutions when problems arise, rather than receiving detailed direction or terminating their responsibility for the task.

Question 13

Which of the following are attributes of qualitative research?
A)A standard questionnaire used for each respondent, the results of which are used for further decision making
B)Interviews regarding motivation as it relates to the research subject, the product of which is used to make a final decision
C)Randomly-chosen individuals within a carefully selected group that represents a larger population whose responses are used for further decision making
D)Group discussion, the content of which is used for further decision making

Accepted Answer

Less standardized research methods like group discussion are used often in qualitative research for the purpose of further decision making rather than for making a final decision on the research subject. There is little to no statistical information to be gleaned from this research, unlike the results of a standard questionnaire. The respondents are randomly chosen and may or may not be an accurate sample of the entire population concerned. An example might be a focus group discussion, held on behalf of a presidential candidate, about why that candidate is or is not appealing to the voters participating in the discussion. The results will likely not compel a final decision about a significant issue, but will instead guide the candidate and their staff to present their image or message in a certain manner.

Question 14

Power that is correlated with a manager's charisma and their interpersonal skills is what type of power?
A)Positional power
B)Reward power
C)Referent power
D)Persuasive power

Accepted Answer

Referent power is when a leader has the support of their followers because they have charisma or well-developed interpersonal skills. It was identified in an enduring study by sociologists John R.P. French and Bertram Raven, who identified it as one of six types of power. The others are positional power (when a person has legitimate power due to their role in an organization), expert power (based on a field of expertise), reward power (when a person achieves and fortifies power through the ability to reward followers), coercive power (which is acquired and maintained through negative means), and informational power (when access to information or ability to put information to use empowers someone).

Question 15

Dividing members of the marketplace into subgroups based on personality characteristics or social status is called:
A)Categorical segmentation
B)Psychographic segmentation
C)Demographic segmentation
D)Identity segmentation

Accepted Answer

Psychographic segmentation is the division of a group of people into subgroups that are defined by certain hallmarks of a person's identity or social status. They allow advertising groups or other parties to target messages to a portion of the population for maximum effect.

Question 16

Which of the following is an example of quantitative research?
A)An election day exit poll consisting of three simple questions
B)A town hall meeting
C)A PSA viewing discussion group
D)A free-response questionnaire the respondent answers at home then mails to submit it

Accepted Answer

An election day exit poll consisting of three questions is an example of simple quantitative research. Exit polls, particularly short ones, tend to focus on singular, simple concepts from which there are limited number to choose. Even a question in this scenario that is values based (such as "Which issue influenced your vote today the most?") will have a limited number of responses, the sum total of which will be uniform across the sample group.

Question 17

When a manager decides which resources are available to certain workers and the duration of their availability, the manager is fulfilling which role?
A)Resource appropriation
B)Resource allocation
C)Means distribution
D)Resource budgeting

Accepted Answer

A manager is acting as a resource allocator when he or she determines which workers get access to which resources and the time frame during which that will occur. It is one of the more complex decision-making facets of managerial responsibilities and may incur the most significant conflicts within the group.

Question 18

Situational Leadership Theory postulates that:
A)Every leader must take control of the situation in which they are working at the onset of the project or they will ultimately lose control of it.
B)The situation dictates what type of leader a person is rather than choosing or creating a leadership model to follow.
C)There is no "right" way to lead; good leadership requires the leader to adapt to the situation in which they are working and to the personalities of the workers they are leading.
D)Every situation can be controlled by a set standard of leadership conduct and the working environment and workplace manifestations of worker personalities can be managed.

Accepted Answer

Situational Leadership Theory says that there is no single "right" way to lead; effective leaders must adapt to the situation in which they are working and to the personalities of the people they are leading. The personalities of workers and the collective personality all of the workers form together is the biggest variable in group work settings and the most difficult one to account for. Most people can be led effectively, but some require certain "handling" or may foster intra-group dynamics that must be accounted for in addition to the individuals themselves. The workers must be ready for leadership, and the ability of the leader to accommodate to them affects that.

Question 19

The acronym SMART goals stands for which objectives?
A)Goals that are structured, maximize resources, authoritative, rewarding and testable
B)Goals that are specific, measurable, attainable, realistic and timely
C)Goals that are simple, measurable, achievement-driven, renewable and tested
D)Goals that are set, methodical, actionable, rescuable and timely

Accepted Answer

SMART goals are specific, measurable, attainable, realistic, and timely goals for which managers can plan and allocate resources to achieve within a set period of time. The goals must be focused on a clear objective (specific), with recordable data that can be analyzed for future use or improvement (measurable), can actually be achieved (attainable), require resources and means that the manager and/or workers can reasonably provide (realistic), and able to be completed in a reasonable period of time (timely).

Question 20

Which classical writer argued that leaders must be loved and feared by followers in order to reach optimum effectiveness?
A)Niccol? Machiavelli
B)Adam Smith
C)Marquis de Sade
D)Sun Tzu

Accepted Answer

Italian writer and political philosopher Niccol? Machiavelli argued in his 1513 classic The Prince that leaders must be feared and loved by their subjects (or workers) in order to be effective, though fear should trump love if both qualities were not attainable. He took care to note that fear and hatred are distinct qualities and hatred was very undesirable for a leader who wants to endure. Though the brutish nature of his thesis seems out of place in the present day, if it is adjusted to accommodate the nature in which people ascend to contemporary positions of power and the decreasing use of violence in mainstream society, governance and business, the thesis fundamentally holds true. Workers must be sure of their leader or manager's authority over them and, to a certain extent, fear falling short of the leader's expectations. On the other hand, they should have enough esteem or respect for the leader that they happily, or at least without reservation, choose to work for and follow that person each day and trust their guidance.

Quiz 22: Management

The long-term, endgame goals of an organization in terms of its overall mission and basic operation are called:

When the internal structure of an organization changes, thus altering the job responsibilities of members, replacing acts required by the previous structure with acts required by the new structure is called:

A leader who excels at the mechanics of structuring work for others and communicating effectively with workers is what kind of leader?

When an organization is serving a social goal beyond its basic legal, economic, and ethic responsibility, it is meeting its:

Which of the following was not created through the Civil Service Reform Act of 1978?

For which of the following events can an employee not be granted unpaid, job-protected leave under the Family Medical and Leave Act?

Which motivational strategy would be most likely to reduce cognitive dissonance in workers when they are asked to perform work-related tasks?

The desired outcome that compels a person to meet a certain goal is what type of motivation?

To what degree should managers be aware of their employees' personal affairs?

The primary difference between management and leadership is:

One of the earliest modern laws pertaining to Equal Employment Opportunity in the United States "prohibits employment discrimination based on race, color, religion, sex, or national origin." This law is part of the Civil Rights Act of:

One effective delegation tactic is to:

Which of the following are attributes of qualitative research?

Power that is correlated with a manager's charisma and their interpersonal skills is what type of power?

Dividing members of the marketplace into subgroups based on personality characteristics or social status is called:

Which of the following is an example of quantitative research?

When a manager decides which resources are available to certain workers and the duration of their availability, the manager is fulfilling which role?

Situational Leadership Theory postulates that:

The acronym SMART goals stands for which objectives?

Which classical writer argued that leaders must be loved and feared by followers in order to reach optimum effectiveness?