Chapter 01 - Needed: People-Centered Managers and Workplaces
Chapter 01
Needed: People-Centered Managers and Workplaces
TEST PLANNING TABLE FOR CHAPTER 1
Learning Goal / Easy / Medium / Hard1. 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.
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
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
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 application-oriented.
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
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
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
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
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 people-centered 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 people-centered 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
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
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
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
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
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
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
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
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
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
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
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
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
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
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."