Study Guides (248,317)
Canada (121,484)
MHR 405 (105)
Final

SAMPLE_FINAL_EXAM.doc

7 Pages
263 Views
Unlock Document

Department
Human Resources
Course
MHR 405
Professor
Frank Miller
Semester
Fall

Description
CMHR 405 Sample Final Exam 1. According to McClelland, achievement, affiliation, and power needs are: A. instinctive. B. genetic. C. non-existent. D. learned. 2. Alex demands loyalty from employees and gains satisfaction from controlling people. His actions don't seem to benefit the organization; rather, he does this to advance his own career and for the enjoyment of influencing others. Based on this information, it is most accurate to say that Alex has a: A. high need for affiliation. B. high need for socialized power. C. high need for personalized power. D. low need for personalized power. 3. According to expectancy theory, a skill-development training program would: A. have no effect on employee motivation. B. mainly increase the effort-to-performance expectancy. C. mainly increase the performance-to-outcome expectancy. D. mainly increase the valence of pay increases and other organizational outcomes. 4. Which of the following is an example of punishment? A. The organization takes away some of your pay cheque to cover the cost of a machine that you carelessly broke. B. Your boss doesn't say anything after you have the highest sales of the month. C. Your boss stops complaining about your late arrival at work after you arrive early for several weeks. D. After signing a contract with an important client, the company announces its appreciation of your work. 5. Which drive in four-drive theory is reactive rather than proactive? A. Drive to acquire B. Drive to learn C. Drive to defend D. Drive to bond 6. Goal setting is most effective when: A. the supervisor sets the goals before discussing them with the employee. B. the goals stretch the employee's abilities and motivation. C. the goal statements are general rather than specific. D. the supervisor sets the goals before discussing them with the employee and the goals stretch the employee's abilities and motivation. CMHR 405 SAMPLE EXAM PAGE 1 7. Employees who receive a fixed amount of pay each week and who feel underrewarded are likely to: A. reduce their work effort. B. increase their work effort. C. change their perceptions, thinking that they work harder than they really do. D. encourage the comparison other to reduce his or her work effort. 8. Goal setting is most effective when: A. the supervisor sets the goals before discussing them with the employee. B. the goals stretch the employee's abilities and motivation. C. the goal statements are general rather than specific. D. the supervisor sets the goals before discussing them with the employee and the goals stretch the employee's abilities and motivation. SCENARIO 1 America’s longest-running T.V. family, the Simpsons of Springfield, have just appeared on the 500 episode of their show. As you can imagine, the grind is getting to them. In addition, after talking to some friends, Fred and Wilma Flintstone and Hank and Peggy Hill, they realize a T.V. career is not forever, so they have decided to try out some new career possibilities. Unfortunately, these don’t seem to be working out the way they had hoped. 9. In SCENARIO 1 Bart took a job as a stock clerk. His boss told him that if he does his job well, he could get his picture and name posted in the store as the Employee of the Month. Bart's hunch is that if his friends see his picture on the wall of the store, he'll get razzed about it mercilessly, so he does not perform very well. This is most likely because of ___________ A. low effort-performance expectancy. B. low performance-outcome instrumentality. C. low outcome valence. D. Bart’s poor self-esteem. 10. In SCENARIO 1 Lisa accepted a job with a large software development firm in part because the company offered plenty of opportunity for promotion. Lisa's feeling bitter, though. She's noticed that the best workers aren't getting promoted-it's the "networkers" who are and her performance has suffered. This is most likely because of ___________ A. low effort-performance expectancy. B. Lisa over-valuing extrinsic motivation. C. low performance-outcome instrumentality. D. low outcome valence. 11. In SCENARIO 1, Maggie is new to her company and is hoping to get the respect of her boss, Mr. Burns. She knows that he compliments other people for a job well done, but all he ever seems to do is criticize her. She feels like she doesn't even know what he is looking for. Her work performance has declined. This is most likely because of ___________ A. the fact that she can’t smoke in her office, which she took up after outgrowing her pacifier. B. low effort-performance expectancy. C. low performance-outcome instrumentality. D. low outcome valence. CMHR 405 SAMPLE EXAM PAGE 2 12. An employee has power in the organization only when he or she: A. possesses all five sources of power. B. has one or more contingencies of power. C. has one or more sources of power. D. possesses one or more sources of power, and the contingencies that support that power base. 13. Jason is effective at forming friendships with other people in the organization. Over time, he becomes well known and respected by numerous people in key positions in the organization. Through his social networking, Jason has: A. increased his level of Machiavellianism. B. reduced his centrality. C. increased his coercive power. D. increased his referent power. 14. A senior executive wants to introduce a new reward system for salespeople. To support this change, the executive retained a consultant to determine the benefits of the reward system for salespeople in this organization. However, the consultant's report determined that the reward system would not work well for a variety of reasons. When the executive received the report, she discarded it without notifying others of its existence. Meanwhile, the executive continued to push for the reward system. What political tactic did the executive use? A. Controlling information B. Exchange C. Cultivating networks D. Persuasion 15. Which of the following is an example of the influence tactic of forming coalitions? A. A group of employees band together to show management that they collectively demand that the company purchase new computer equipment. B. Airline employees threaten to go on strike just a few weeks before the company begins its busiest season and most profitable part of the year. C. A new executive immediately posts her diplomas and awards on the office wall for others to see. D. To demonstrate that cost overrun errors aren't due to production employees, the production manager privately shows senior executives examples of how the marketing manager makes mistakes on orders. 16. Constructive conflict: A. is the opposite of task-related conflict. B. encourages participants to re-examine their basic assumptions about a problem and its possible solution. C. is the most common outcome of arbitration. D. sometimes replaces manifest conflict in the conflict process. 17. Ambiguous rules, scarce resources and task interdependence are: A. structural sources of potential conflict B. strategies used in the inquisition approach to third-party conflict resolution C. interpersonal sources of potential conflict. D. indicators of effectiveness in third-party conflict resolution CMHR 405 SAMPLE EXAM PAGE 3 18. Employees in engineering and marketing often disagree with each other, mainly because they hold divergent beliefs and attitudes due to their unique backgrounds, experiences, and training. The most apparent source of conflict here is: A. differentiation. B. goal incompatibility. C. scarce resources. D. ambiguity. 19. Maintenance employees and drivers at ABC Bus Company were constantly bickering with each other. However, the conflict subsided when another bus company opened for business to compete with ABC and ABC executives warned employees that the competitor could force lay-offs at ABC if productivity and customer service didn't improve. Which of the following conflict management strategies was operating here? A. The company clarified rules and procedures. B. The company reduced differentiation between the part
More Less

Related notes for MHR 405

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit