Question 1

What is the crucial final step to the appreciative inquiry process?

Accepted Answer

A)  management follow-up on employee recommendations 
B)  written codification of vision and image 
C)  making recommendations for organizational improvement 
D)  drafting a new organizational mission statement 
A)  management follow-up on employee recommendations 
B)  written codification of vision and image 
C)  making recommendations for organizational improvement 
D)  drafting a new organizational mission statement

Question 2

In the appreciative inquiry process, which of the following is a criterion that must be met for the employee's new one-sentence mission statement to be valid?

Accepted Answer

A)  The mission is achievable. 
B)  The mission improves the ecological profile of the company. 
C)  The mission will increase company profits. 
D)  The mission statement is approved by a majority of team members. 
A)  The mission is achievable. 
B)  The mission improves the ecological profile of the company. 
C)  The mission will increase company profits. 
D)  The mission statement is approved by a majority of team members.

Question 3

In which of the following ways does Maslow's conceptualization of hierarchy of needs differ from Lawrence's four drives?

Accepted Answer

A)  It is less applicable to life in organizations. 
B)  It places less of a priority on defensive needs like shelter and food. 
C)  It does not consider social fulfillment to be a part of human need. 
D)  It prioritizes physical needs before other emotional or intellectual needs. 
A)  It is less applicable to life in organizations. 
B)  It places less of a priority on defensive needs like shelter and food. 
C)  It does not consider social fulfillment to be a part of human need. 
D)  It prioritizes physical needs before other emotional or intellectual needs.

Question 4

Bullying affects organizational performance by causing ______.

Accepted Answer

A)  higher absenteeism 
B)  lower turnover 
C)  higher levels of organizational commitment 
D)  highly unethical company leadership 
A)  higher absenteeism 
B)  lower turnover 
C)  higher levels of organizational commitment 
D)  highly unethical company leadership

Question 5

In what structural way do profit-sharing plans increase organizational loyalty?

Accepted Answer

A)  Employees must have high performance evaluations to participate in profit sharing. 
B)  Employees will stay on to seek management positions because only managers participate in profit sharing. 
C)  Employees must stay with the company a certain amount of time to access the funds. 
D)  Only employees who contribute the most in terms of work receive funds through profit sharing. 
A)  Employees must have high performance evaluations to participate in profit sharing. 
B)  Employees will stay on to seek management positions because only managers participate in profit sharing. 
C)  Employees must stay with the company a certain amount of time to access the funds. 
D)  Only employees who contribute the most in terms of work receive funds through profit sharing.

Question 6

How does text define "meaningful work"?

Accepted Answer

A)  having a career that gives one both financial and emotional success 
B)  spending time at work to achieve something that is personally desirable 
C)  pursuing work that contributes to the health of others or the Earth 
D)  being part of a collective of workers who care deeply about the product of their labor 
A)  having a career that gives one both financial and emotional success 
B)  spending time at work to achieve something that is personally desirable 
C)  pursuing work that contributes to the health of others or the Earth 
D)  being part of a collective of workers who care deeply about the product of their labor

Question 7

The achievement of what component makes it possible for team members to be held accountable to a goal?

Accepted Answer

A)  goal commitment 
B)  willingness to express disagreement 
C)  collective trust 
D)  collective achievement of tasks 
A)  goal commitment 
B)  willingness to express disagreement 
C)  collective trust 
D)  collective achievement of tasks

Question 8

An employee likes to be in charge of his own work and to delegate work to others as he sees fit, but he prefers not to interact with others and can be hostile to collaboration. He also rarely seeks promotion, content to stay in the same job. How would David McClelland describe him?

Accepted Answer

The employee has a high need for power b

Question 9

Choa has evaluated her subordinates and feels she has adequately identified which ones are go-getters, fence-sitters, and adversarials. What should she do to motivate, manage, or empower each?

Accepted Answer

Go-getter need little motivation, so Cho

Question 10

If a manager is going to try to improve the performance of an adversarial employee, what is the recommended method of experimentation?

Accepted Answer

A)  Supervise them less closely. 
B)  Give them more responsibility. 
C)  Put them in close contact with fence-sitters. 
D)  Reduce the amount of work assigned to them. 
A)  Supervise them less closely. 
B)  Give them more responsibility. 
C)  Put them in close contact with fence-sitters. 
D)  Reduce the amount of work assigned to them.

Question 11

Describe the link, if one exists, between employee engagement and organizational performance.

Accepted Answer

Employee engagement occurs when employee

Question 12

Which of the following statements about bullying is accurate based on the Workplace Bullying Institute's 2014 survey of 1,000 employees?

Accepted Answer

A)  Roughly half of bulling incidents are perpetrated by managers. 
B)  More than half of employees reported being bullied. 
C)  Hurtful jokes cannot be considered a form of bullying. 
D)  Most victims reported ignoring or being unaffected by the bullying. 
A)  Roughly half of bulling incidents are perpetrated by managers. 
B)  More than half of employees reported being bullied. 
C)  Hurtful jokes cannot be considered a form of bullying. 
D)  Most victims reported ignoring or being unaffected by the bullying.

Question 13

In which of the following ways does David McClelland's needs conceptualization differ from both Lawrence's four needs and Maslow's hierarchy of needs?

Accepted Answer

A)  He does not specifically consider power or domination as a core need. 
B)  He has a wider range and bigger variety of needs. 
C)  He does not specifically consider physical or tangible needs like safety or possessions. 
D)  He believes all employees have roughly the same needs in the same intensities. 
A)  He does not specifically consider power or domination as a core need. 
B)  He has a wider range and bigger variety of needs. 
C)  He does not specifically consider physical or tangible needs like safety or possessions. 
D)  He believes all employees have roughly the same needs in the same intensities.

Question 14

What happens to employees' participation in an ESOP plan if/when they leave the organization?

Accepted Answer

A)  They lose their accumulated value. 
B)  They can purchase their vested shares (to be sold back later). 
C)  They sell their shares back to the company. 
D)  They can cash out their vested share value. 
A)  They lose their accumulated value. 
B)  They can purchase their vested shares (to be sold back later). 
C)  They sell their shares back to the company. 
D)  They can cash out their vested share value.

Question 15

Under an employee stock option plans, a new hire does not have to wait to get a stake in the company.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is a commonality among Fortune magazine's "100 Best Companies to Work For"?

Accepted Answer

A)  seeking to hire employees that rate very low on McClelland's power need 
B)  seeking to hire employees that rate very high on McClelland's power need 
C)  eliminating all of Herzberg's job dissatisfaction factors 
D)  addressing Lawrence's conception of employee drives and McClelland's three needs 
A)  seeking to hire employees that rate very low on McClelland's power need 
B)  seeking to hire employees that rate very high on McClelland's power need 
C)  eliminating all of Herzberg's job dissatisfaction factors 
D)  addressing Lawrence's conception of employee drives and McClelland's three needs

Question 17

What is the "positive core" of an organization with respect to the appreciative inquiry process?

Accepted Answer

A)  the organization's specific ethical behaviors 
B)  the organization's ethical mission statement and plan for implementation 
C)  the main aspects of the organization that support the organization's mission and superior service 
D)  the group of employees that most represent the positive aspects of the organization 
A)  the organization's specific ethical behaviors 
B)  the organization's ethical mission statement and plan for implementation 
C)  the main aspects of the organization that support the organization's mission and superior service 
D)  the group of employees that most represent the positive aspects of the organization

Question 18

Karin is a new hire at her company and is told the company has a stock option plan. Which of the following is likely TRUE of her options?

Accepted Answer

A)  She is now fully vested. 
B)  After ten years, her right to purchase shares through the stock option program will increase. 
C)  She can purchase as many shares as she wants through the program. 
D)  Her newly hired supervisor will have the right to purchase more stock options than she will. 
A)  She is now fully vested. 
B)  After ten years, her right to purchase shares through the stock option program will increase. 
C)  She can purchase as many shares as she wants through the program. 
D)  Her newly hired supervisor will have the right to purchase more stock options than she will.

Question 19

If applying the lessons of Maslow's hierarchy, what would a manager first need to do if that manager wanted her employees to forge an emotional bond to their work?

Accepted Answer

A)  Hold employees accountable for pursuing social engagement. 
B)  Give the employees very high material comfort. 
C)  Improve the employees' self-esteem. 
D)  Make the employees feel safe. 
A)  Hold employees accountable for pursuing social engagement. 
B)  Give the employees very high material comfort. 
C)  Improve the employees' self-esteem. 
D)  Make the employees feel safe.

Question 20

How are solutions initially presented in the team problem-solving process?

Accepted Answer

A)  by a nominated leader of the group with input by the solution writer 
B)  by each team member individually, followed by commentary after reading 
C)  by each team member individually without comment from others 
D)  anonymously, by a nominated leader 
A)  by a nominated leader of the group with input by the solution writer 
B)  by each team member individually, followed by commentary after reading 
C)  by each team member individually without comment from others 
D)  anonymously, by a nominated leader

What is the crucial final step to the appreciative inquiry process?

In the appreciative inquiry process, which of the following is a criterion that must be met for the employee's new one-sentence mission statement to be valid?

In which of the following ways does Maslow's conceptualization of hierarchy of needs differ from Lawrence's four drives?

Bullying affects organizational performance by causing ______.

In what structural way do profit-sharing plans increase organizational loyalty?

How does text define "meaningful work"?

The achievement of what component makes it possible for team members to be held accountable to a goal?

An employee likes to be in charge of his own work and to delegate work to others as he sees fit, but he prefers not to interact with others and can be hostile to collaboration. He also rarely seeks promotion, content to stay in the same job. How would David McClelland describe him?

Choa has evaluated her subordinates and feels she has adequately identified which ones are go-getters, fence-sitters, and adversarials. What should she do to motivate, manage, or empower each?

If a manager is going to try to improve the performance of an adversarial employee, what is the recommended method of experimentation?

Describe the link, if one exists, between employee engagement and organizational performance.

Which of the following statements about bullying is accurate based on the Workplace Bullying Institute's 2014 survey of 1,000 employees?

In which of the following ways does David McClelland's needs conceptualization differ from both Lawrence's four needs and Maslow's hierarchy of needs?

What happens to employees' participation in an ESOP plan if/when they leave the organization?

Under an employee stock option plans, a new hire does not have to wait to get a stake in the company.

Which of the following is a commonality among Fortune magazine's "100 Best Companies to Work For"?

What is the "positive core" of an organization with respect to the appreciative inquiry process?

Karin is a new hire at her company and is told the company has a stock option plan. Which of the following is likely TRUE of her options?

If applying the lessons of Maslow's hierarchy, what would a manager first need to do if that manager wanted her employees to forge an emotional bond to their work?

How are solutions initially presented in the team problem-solving process?

Unethical Behaviors in Organizations and Human Nature

The Evolution of Business Ethics

Hiring Ethical People

Codes of Ethics and Codes of Conduct

Ethical Decision Making

Ethics Training

Respecting Employee Diversity

Ethics Reporting Systems

Managers As Ethical Leaders and Performance Asessments

Environmental Management

Community Outreach and Respect

Filters

Exam 10: Ethically Engaging and Empowering Employees

What is the crucial final step to the appreciative inquiry process?

In the appreciative inquiry process, which of the following is a criterion that must be met for the employee's new one-sentence mission statement to be valid?

In which of the following ways does Maslow's conceptualization of hierarchy of needs differ from Lawrence's four drives?

Bullying affects organizational performance by causing ______.

In what structural way do profit-sharing plans increase organizational loyalty?

How does text define "meaningful work"?

The achievement of what component makes it possible for team members to be held accountable to a goal?

An employee likes to be in charge of his own work and to delegate work to others as he sees fit, but he prefers not to interact with others and can be hostile to collaboration. He also rarely seeks promotion, content to stay in the same job. How would David McClelland describe him?

Choa has evaluated her subordinates and feels she has adequately identified which ones are go-getters, fence-sitters, and adversarials. What should she do to motivate, manage, or empower each?

If a manager is going to try to improve the performance of an adversarial employee, what is the recommended method of experimentation?

Describe the link, if one exists, between employee engagement and organizational performance.

Which of the following statements about bullying is accurate based on the Workplace Bullying Institute's 2014 survey of 1,000 employees?

In which of the following ways does David McClelland's needs conceptualization differ from both Lawrence's four needs and Maslow's hierarchy of needs?

What happens to employees' participation in an ESOP plan if/when they leave the organization?

Under an employee stock option plans, a new hire does not have to wait to get a stake in the company.

Which of the following is a commonality among Fortune magazine's "100 Best Companies to Work For"?

What is the "positive core" of an organization with respect to the appreciative inquiry process?

Karin is a new hire at her company and is told the company has a stock option plan. Which of the following is likely TRUE of her options?

If applying the lessons of Maslow's hierarchy, what would a manager first need to do if that manager wanted her employees to forge an emotional bond to their work?

How are solutions initially presented in the team problem-solving process?

Unethical Behaviors in Organizations and Human Nature

The Evolution of Business Ethics

Hiring Ethical People

Codes of Ethics and Codes of Conduct

Ethical Decision Making

Ethics Training

Respecting Employee Diversity

Ethics Reporting Systems

Managers As Ethical Leaders and Performance Asessments

Environmental Management

Community Outreach and Respect

Filters