Mgmt301 Exam 3 Final

Front 1

refers to the design and application of formalsystems to ensure the effective and efficient use of human talent to accomplishorganizational goals._________ includes activitiesundertaken to attract, select, develop, and maintain an effective workforce.

Back 1

Human resource management (HRM)

Front 2

refers to the economic value of the combined knowledge,experience, skills, and capabilities of employees.

Back 2

Human capital

Front 3

An ______________ is similarto a product brand except that it promotes the organization as a great place towork, rather than promoting a specific product or service.

Back 3

employer brand

Front 4

__________ are people who work for an organization, but not on a permanentor full-time basis, including temporary placements, independent contractors,freelancers, and part-time employees.

Back 4

Contingent workers

Front 5

______________ means buying an early-stage start-up (and usually shutting itdown) in order to obtain the creative talent.

Back 5

Acqui-hiring

Front 6

Finding the right peoplestarts with ___________,which refers to the forecasting of HR needs and the projected matching ofindividuals with anticipated job vacancies.

Back 6

human resource planning

Front 7

The __________ is an HRapproach in which the organization and the individual attempt to match eachother’s needs, interests, and values.

Back 7

matching model

Front 8

__________ refers to activities or practices that define the desiredcharacteristics of applicants for specific jobs.

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Recruiting

Front 9

_____________ is the systematic process of gathering and interpretinginformation about the essential duties, tasks, and responsibilities of a job."

Back 9

Job analysis

Front 10

Managers prepare a _____________ foreach open position, which is a concise summary of the specific tasks andresponsibilities of that job.

Back 10

job description

Front 11

A _____________ outlinesthe knowledge, skills, education, physical abilities, and other characteristicsneeded to perform a specific job adequately.

Back 11

job specification

Front 12

____________ inrecruiting to give applicants all pertinent and realistic information—bothpositive and negative—about a job and the organization."

Back 12

realistic job previews (RJPs)

Front 13

An _________ is an arrangement whereby an intern(usually a high school or college student) exchanges his or her services forthe opportunity to gain work experience and see whether a particular career isappealing.

Back 13

internship

Front 14

___________ is the process of assessing the skills, abilities, and otherattributes of applicants in an attempt to determine the fit between the job andeach applicant’s characteristics.

Back 14

Selection

Front 15

The _______________ is aselection device that collects information about the applicant’s education,previous work experience, and other background characteristics.

Back 15

application form

Front 16

A _________________ uses aset of standardized questions that are asked of every applicant so thatcomparisons can be made easily.

Back 16

structured interview

Front 17

In a _____________, theinterviewer asks broad, open-ended questions and permits the applicant to talkfreely with minimal interruption in an attempt to bring to light information,attitudes, and behavioral characteristics that might be concealed whenanswering structured questions

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nondirective interview

Front 18

A _____________ is aninterview in which the candidate meets with several interviewers who take turnsasking questions.

Back 18

panel interview

Front 19

________________ assess candidates on various factors considered important forthe job to be performed; they include cognitive ability tests, physical abilitytests, and personality tests.

Back 19

Employment tests

Front 20

The most common method oftraining is _________________,in which an experienced employee is asked to teach a new employee how toperform job duties.

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on-the-job-training (OJT)

Front 21

_______________ refers to using social media tools to network and learninformally.

Back 21

Social learning

Front 22

A ________________ is anin-house training and development facility that offers broad-based learningopportunities for employees.

Back 22

corporate university

Front 23

A recent trend is __________________, which uses multiple raters, including self-rating, toappraise employee performance and guide development.

Back 23

360-degree feedback

Front 24

_____________ is a performance-evaluation error that occurs when a managerplaces an employee into a class or category based on one or a few traits orcharacteristics.

Back 24

Stereotyping

Front 25

The ______________ occurswhen a manager gives an employee the same rating on all dimensions of the job,even though performance may be good on some dimensions and poor on others.

Back 25

halo effect

Front 26

One way to overcomeevaluation errors is to use a ____________________,which is a performance evaluation technique that relates an employee’sperformance to specific job-related incidents.

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behaviorally anchored rating scale (BARS)

Front 27

__________ refers to all monetary payments and all non monetary goods orbenefits used to reward employees.

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Compensation

Front 28

____________ is the process of determining the value of jobs within anorganization through an examination of job content.

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Job evaluation

Front 29

______________________ show what other organizations pay incumbents in jobs that matcha sample of key jobs selected by the organization.

Back 29

Wage and salary surveys

Front 30

__________________, also called incentivepay, means tying at least a portion of compensation to employeeeffort and performance.

Back 30

Pay-for-performance

Front 31

___________, also called downsizing,refers to reducing the company’s workforce intentionally to the point where thenumber of employees is deemed right for the company’s current situation.

Back 31

Rightsizing

Front 32

An _______________ is aninterview conducted with departing employees to determine reasons for theirdeparture and learn about potential problems in the organization.Campbell Soup Company andsome other organizations let people complete an online exit questionnaire sothey can express their complaints or ideas freely, without having to talk faceto face with a manager.

Back 32

exit interview

Front 33

is defined as all the ways in which employeesdiffer.

Back 33

Diversity

Front 34

________ is the degree to which an employee feels likean esteemed member of a group in which his or her uniqueness is highlyappreciated.

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Inclusion

Front 35

_______________ is achieved when a manager creates aheterogeneous team made up of individuals with diverse backgrounds and skillsets.

Back 35

Diversity of perspective

Front 36

__________________, whichmeans creating a climate in which the potential advantages of diversity fororganizational performance are maximized while the potential disadvantages areminimized, is a key management skill today.

Back 36

Managing diversity

Front 37

__________ occurs when someone acts out their negativeattitudes toward people who are the targets of their prejudice.

Back 37

Discrimination

Front 38

___________ threat occurs when a person who, when engaged in atask, is aware of a stereotype about his or her identity group suggesting thathe or she will not perform well on that task.

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Stereotype

Front 39

___________ is the belief that one’s own group isinherently superior to other groups.

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Ethnocentrism

Front 40

_____________ is the belief that groups and subcultures areinherently equal.;

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Ethnorelativism

Front 41

_____________ describes an environment in which theorganization accommodates several subcultures, including employees who wouldotherwise feel isolated and ignored.

Back 41

Pluralism

Front 42

The ___________ is aninvisible barrier that separates women and minorities from senior managementpositions.

Back 42

glass ceiling

Front 43

The ________________ refersto a female boss who not only has no interest in fostering the careers of otherwomen but might even actively undermine them.a

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queen bee syndrome

Front 44

A ___________ is a higher-ranking senior member ofthe organization who is committed to providing upward mobility and support to aprotégé’s professional career.

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mentor

Front 45

___________ are based on social identity, such as genderor race, and are organized by employees to focus on the concerns of employeesfrom that group.

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Employee affinity groups

Front 46

_____________ is an individual’s strongbelief that he or she can successfully accomplish a specific task or outcome.

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Self-efficacy

Front 47

Self-efficacy is related to ___________, which meansgeneral assurance in one’s own ideas, judgment, and capabilities.

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self-confidence

Front 48

_____________ means being conscious ofthe internal aspects of one’s nature, such as personality traits, beliefs,emotions, attitudes, and perceptions, and appreciating how your patterns affectother people.

Back 48

Self-awareness

Front 49

· A positive feeling about one’s job is called ____________

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job satisfaction.

Front 50

_____________ refers to loyalty to andengagement with one’s work organization.

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Organizational commitment

Front 51

__________ is the cognitive processthat people use to make sense out of the environment by selecting, organizing,and interpreting information.

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Perception

Front 52

___________ are errors in perceptualjudgment that result from inaccuracies in any part of the perception process.

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Perceptual distortions

Front 53

____________ refers to the tendency toassign an individual to a group or broad category and then attributegeneralizations about the group to the individual.

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Stereotyping

Front 54

The _____________ occurs when a perceiver develops an overallimpression of a person or situation based on one characteristic, eitherfavorable or unfavorable.

Back 54

halo effect

Front 55

____________ are judgments about whatcaused a person’s behavior—either characteristics of the person or of thesituation.

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Attributions

Front 56

The _____________________ is a tendency tounderestimate the influence of external factors on another person’s behaviorand to overestimate the influence of internal factors.

Back 56

fundamental attribution error

Front 57

The ____________ is the tendency to overestimate thecontribution of internal factors to one’s successes and the contribution ofexternal factors to one’s failures.

Back 57

self-serving bias

Front 58

_________ is the set ofcharacteristics that underlie a relatively stable pattern of behavior inresponse to ideas, objects, or people in the environment.

Back 58

Personality

Front 59

The ______________ are dimensions thatdescribe an individual’s extroversion, agreeableness, conscientiousness,emotional stability, and openness to experience.

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Big Five personality factors

Front 60

___________ defines whether anindividual places the primary responsibility for his successes and failureswithin himself or on outside forces.

Back 60

Locus of control

Front 61

____________ is the belief that powerand status differences should exist within an organization.

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Authoritarianism

Front 62

__________ refers to a tendency todirect one’s behavior toward the acquisition of power and the manipulation ofother people for personal gain.

Back 62

Machiavellianism

Front 63

______________ assessment measuresa person’s preferences for introversion versus extroversion, sensation versusintuition, thinking versus feeling, and judging versus perceiving.

Back 63

The Myers-Briggs Type Indicator (MBTI™)

Front 64

An _________ is a mental state that arises spontaneously,rather than through conscious effort, and is often accompanied by physiologicalchanges.

Back 64

emotion

Front 65

______________ is the ability to engage inself-regulating thoughts and behavior to accomplish all your tasks and handledifficult or challenging situations.

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Self-management

Front 66

________ is a physiological andemotional response to stimuli that place physical or psychological demands onan individual and create uncertainty and lack of personal control whenimportant outcomes are at stake.

Back 66

Stress

Front 67

The behavior pattern referred to as ______________ is characterized by extreme competitiveness, impatience, aggressiveness, anddevotion to work.

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Type A behavior

Front 68

______________ is a behavior pattern thatreflects few of the Type A characteristics and includes a more balanced,relaxed approach to life.

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Type B behavior

Front 69

____________ refers to uncertainty aboutwhat behaviors are expected of a person in a particular role.

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Role ambiguity

Front 70

_____________ refers to incompatibledemands of different roles, such as the demands of a manager’s superiorsconflicting with those of the manager’s subordinates.

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Role conflict

Front 71

__________ is the arousal of enthusiasm and persistenceto pursue a certain course of action.

Back 71

Motivation

Front 72

are the satisfactions that a person receivesin the process of performing a particular action.

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Intrinsic rewards

Front 73

are given by another person, such as amanager, and include pay increases, promotions, and praise.

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Extrinsic rewards

Front 74

________ theories emphasize the needs that motivate people.

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Content

Front 75

The most well-known content theoryis __________________,which proposes that people are motivated by five categories ofneeds—physiological, safety, belongingness, esteem, and self-actualization—thatexist in a hierarchical order.

Back 75

Maslow’s hierarchy of needs theory

Front 76

__________ is a modification of the needs hierarchy andproposes three categories of needs: existence, relatedness, and growth.

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ERG theory

Front 77

The _________________ is theidea that failure to meet a high-order need may cause a regression to analready satisfied lower-order need; thus, people may move down as well as upthe needs hierarchy.

Back 77

frustration-regression principle

Front 78

One element of Herzberg’stwo-factor theory, __________, focuseson lower-level needs and involves the presence or absence of job dissatisfiers,including working conditions, pay, and company policies.

Back 78

hygiene factors

Front 79

Herzberg’s second factor, ________,influences job satisfaction based on fulfilling higher-level needs such asachievement, recognition, responsibility, and opportunities for personalgrowth.

Back 79

motivators

Front 80

___________,including goal-setting theory, equity theory, and expectancy theory, explainhow people select behaviors with which to meet their needs and determine whethertheir choices were successful.

Back 80

Process theories

Front 81

_______________ proposes thatspecific, challenging goals increase motivation and performance when the goalsare accepted by subordinates and these subordinates receive feedback toindicate their progress toward goal achievement.51.1ʚQK(,

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Goal-setting theory

Front 82

__________ focuses on individuals’ perceptions of howfairly they are treated relative to others.

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Equity theory

Front 83

A situation of _______ exists when the ratio of one person’soutcomes to inputs equals that of another’s.

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equity

Front 84

________ theory proposes that motivation depends onindividuals’ expectations about their ability to perform tasks and receivedesired rewards.-

Back 84

Expectancy

Front 85

A person’s ____________ isthe expectancy that putting effort into a given task will lead to highperformance.

Back 85

E → P expectancy

Front 86

_____________ is the expectancy that high performance of atask will lead to the desired outcome.

Back 86

P → O expectancy

Front 87

________ is the value of outcomes (rewards) to theindividual.

Back 87

Valence

Front 88

__________ theory is based on the relationship between a givenbehavior and its consequences.

Back 88

Reinforcement

Front 89

________________ refers to the set of techniques by whichreinforcement theory is used to modify human behavior.Qp-

Back 89

Behavior modification

Front 90

The _______________ assertsthat positively reinforced behavior tends to be repeated, and unreinforced ornegatively reinforced behavior tends to be inhibited.

Back 90

law of effect

Front 91

___________ is anything that causes a certain behavior tobe repeated or inhibited.

Back 91

Reinforcement

Front 92

______________ is the administration of a pleasant andrewarding consequence following a desired behavior.

Back 92

Positive reinforcement

Front 93

Managers apply __________, called negative reinforcement, whenthey remove an unpleasant consequence once a behavior is improved.

Back 93

avoidance learning

Front 94

__________ refers to the imposition of an unpleasantoutcome following an undesirable behavior.

Back 94

Punishment

Front 95

__________ refers to withholding positive rewards andessentially ignoring undesirable behavior.

Back 95

Extinction

Front 96

___________ theory proposes that an individual’s motivation canresult not just from direct experience of rewards and punishments, but alsofrom thoughts, beliefs, and observations of other people’s behavior.

Back 96

Social learning

Front 97

__________ occurs when an individual sees others performcertain behaviors and get rewarded for them.

Back 97

Vicarious learning

Front 98

________ refers to applying motivational theories tothe structure of work to improve motivation, productivity, and satisfaction.

Back 98

Job design

Front 99

____________ refers to incorporating high-level motivators,such as achievement, recognition, and opportunities for growth, into the work.

Back 99

Job enrichment

Front 100

___________ means altering jobs to increase both thequality of employees’ work experience and their productivity.

Back 100

Work redesign

Front 101

The _______________ isa model of job design that considers core job dimensions, individuals’ criticalpsychological states, and employee growth-need strength.

Back 101

job characteristics model

Front 102

_____________ is the delegation of power and authority tosubordinates in an organization.

Back 102

Empowerment

Front 103

______________ is an emotional and mental state in whichemployees enjoy their work, contribute enthusiastically to meeting goals, andfeel a sense of belonging and commitment to the organization.

Back 103

Engagement

Front 104

The _____________ isthe idea that the single most important factor that can boost motivation,positive emotions, and perceptions during a workday is making progress towardmeaningful goals.o:p>

Back 104

making progress principle

Front 105

A ___________ is a unit of two or more people whointeract and coordinate their work to accomplish a goal to which they arecommitted and hold themselves mutually accountable.

Back 105

team

Front 106

____________ is the tendency for the presence of otherpeople to influence an individual’s motivation and performance.

Back 106

Social facilitation

Front 107

A ____________ is composedof a manager and his or her subordinates in the formal chain of command.

Back 107

functional team

Front 108

A __________ is made upof employees from about the same hierarchical level, but from different areasof expertise.

Back 108

cross-functional team

Front 109

A _____________ is a teamcreated outside the formal structure to undertake a project of specialimportance, such as developing a new product.

Back 109

special-purpose team

Front 110

A _____________ consists ofmultiskilled employees who rotate jobs to produce an entire product or service,often led by an elected team member.

Back 110

self-managed team

Front 111

A _________is a personwho benefits from team membership but does not make a proportionatecontribution to the team’s work.

Back 111

free rider

Front 112

A _____________ is a teammade of members who are geographically or organizationally dispersed, rarelymeet face to face, and interact to accomplish their work primarily usingadvanced information and telecommunications technologies.

Back 112

virtual team

Front 113

A __________ is a groupmade of employees who come from, and whose activities span, multiple countries.

Back 113

global team

Front 114

The ______________ isa team role in which an individual devotes personal time and energy to helpingthe team accomplish its activities and reach its goal.

Back 114

task specialist role

Front 115

The ______________ is a teamrole in which an individual provides support for team members’ emotional needsand helps strengthen social unity.

Back 115

socioemotional role

Front 116

The ______________ isa team role in which an individual devotes personal time and energy to helpingthe team accomplish its activities and reach its goal.

Back 116

task specialist role

Front 117

The ______________ is a teamrole in which an individual provides support for team members’ emotional needsand helps strengthen social unity.

Back 117

socioemotional role

Front 118

The ___________ stage of team development is a periodof orientation and getting acquainted.

Back 118

forming

Front 119

_________ is the stage of team development in whichindividual personalities and roles emerge, along with resulting conflicts.

Back 119

Storming

Front 120

____________ refers to the stage of development in whichconflicts are resolved and team harmony and unity emerge.

Back 120

Norming

Front 121

The __________ stage is the stage in which membersfocus on problem solving and accomplishing the team’s assigned task.

Back 121

performing

Front 122

___________ is the stage during which members of temporaryteams prepare for the team’s disbanding.

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Adjourning

Front 123

______________ refers to the extent to which team members areattracted to the team and motivated to remain a part of it.

Back 123

Team cohesiveness

Front 124

A ____________ is aninformal standard of conduct that is shared by team members and guides theirbehavior.

Back 124

team norm

Front 125

___________ refers to antagonistic interaction in whichone party attempts to block the intentions or goals of another.

Back 125

Conflict

Front 126

__________ is conflict that results from disagreementsabout the goals to be achieved or the content of the tasks to be performed.

Back 126

Task conflict

Front 127

___________ results from interpersonal incompatibilitythat creates tension and personal animosity among people.

Back 127

Relationship conflict

Front 128

__________ is a conflict management strategy wherebypeople engage in give-and-take discussions and consider various alternatives toreach a joint decision that is acceptable to both parties.

Back 128

Negotiation

Front 129

____________ is a collaborative approach that is based on awin-win assumption, whereby the parties want to come up with a creativesolution that benefits both sides of the conflict.

Back 129

Integrative negotiation

Front 130

______________ is a competitive and adversarial approach inwhich each party strives to get as much as it can, usually at the expense ofthe other party.

Back 130

Distributive negotiation

Front 131

_______________ is the systematic process through whichmanagers regulate organizational activities to meet planned goals and standardsof performance.

Back 131

Organizational control

Front 132

A _____________ is acomprehensive management control system that balances traditional financialmeasures with measures of customer service, internal business processes, andthe organization’s capacity for learning and growth.

Back 132

balanced scorecard

Front 133

____________ involves monitoring and influencing employeebehavior through extensive use of rules, policies, hierarchy of authority,written documentation, reward systems, and other formal mechanisms.

Back 133

Hierarchical control

Front 134

With _____________, the organization fosters compliance withorganizational goals through the use of organizational culture, group norms,and a focus on goals rather than rules and procedures.

Back 134

decentralized control

Front 135

______________ allows employees to see for themselves thefinancial condition of the organization and encourages them to think and act likebusiness owners.

Back 135

Open-book management

Front 136

_______________ is an organization-wide effort to infusequality into every activity in a company through continuous improvement.

Back 136

Total quality management (TQM)

Front 137

____________ offer one technique for implementing TQM andinclude groups of 6 to 12 volunteer employees who meet regularly to discuss andsolve problems affecting the quality of their work.

Back 137

Quality circles

Front 138

Another option for trackingquality is ___________, the continuousprocess of measuring products, services, and practices against majorcompetitors or industry leaders.

Back 138

benchmarking

Front 139

____________ is a quality control approach that emphasizesa relentless pursuit of higher quality and lower costs.

Back 139

Six Sigma

Front 140

____________ involves assigning dedicated personnel withina particular functional area of the business to identify opportunities forimprovement throughout the work process.

Back 140

Quality partnering

Front 141

______________, or kaizen, is the implementation of a largenumber of small, incremental improvements in all areas of the organization onan ongoing basis.

Back 141

Continuous improvement

Front 142

A ___________ is anyorganizational department or unit under the supervision of a single person whois responsible for its activity.

Back 142

responsibility center

Front 143

An ___________ outlinesthe anticipated and actual expenses for a responsibility center.

Back 143

expense budget

Front 144

A ______________ listsforecasted and actual revenues of the organization.

Back 144

Revenue budget

Front 145

The _____________ estimatesreceipts and expenditures of money on a daily or weekly basis to ensure that anorganization has sufficient cash to meet its obligations.

Back 145

cash budget

Front 146

A budget that plans and reportsinvestments in major assets to be depreciated over several years is called a ___________.

Back 146

capital budget

Front 147

______________ is an approach to planning and decision makingthat starts at zero and requires a complete justification for every line itemin a budget, instead of carrying forward a prior budget and applying apercentage change.

Back 147

Zero-based budgeting

Front 148

Many companies use ______________, which means that the budgeted amounts for the comingyear are literally imposed on middle- and lower-level managers.

Back 148

top-down budgeting

Front 149

On the other hand, ____________ involveslower-level managers anticipating their department’s budget needs and passingthem up to top management for approval.

Back 149

bottom-up budgeting

Front 150

The _________ shows thefirm’s financial position with respect to assets and liabilities at a specificpoint in time.

Back 150

balance sheet

Front 151

The _________ summarizesthe firm’s financial performance for a given time interval.

Back 151

income statement

Front 152

The _________________ indicatesthe organization’s ability to meet its current debt obligations.

Back 152

liquidity ratio

Front 153

The _______________ measuresthe organization’s internal performance with respect to key activities definedby management.

Back 153

activity ratio

Front 154

The _____________ describesthe firm’s profits relative to a source of profits, such as sales or assets.

Back 154

profitability ratio

Front 155

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Back 155

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