Question 1

The two major types of psychological contracts are transactional and relational.

Accepted Answer

A) True 
 B)False

Question 2

A psychological contract is an employee's perception of his or her exchange relationship with an organization.

Accepted Answer

A) True 
 B)False

Question 3

A ________ is a type of schema built around some distinguishing, often highly visible characteristic of the person being evaluated.

Accepted Answer

A)  stereotype 
B)  tendency bias 
C)  primacy effect 
D)  halo effect 
A)  stereotype 
B)  tendency bias 
C)  primacy effect 
D)  halo effect

Question 4

Effectively managing the careers of its members helps an organization motivate them to achieve individual and organizational goals and to perform at high levels.

Accepted Answer

A) True 
 B)False

Question 5

Manufacturing jobs continue to be outsourced, but white-collar jobs have remained in the USA.

Accepted Answer

A) True 
 B)False

Question 6

During the achievement phase of the early career stage, newcomers are motivated to learn how to perform their jobs, what is expected of them, and how to fit in.

Accepted Answer

A) True 
 B)False

Question 7

Discuss the two types of psychological contracts. Provide an example of each.

Accepted Answer

There are two major types of psychologic

Question 8

Explain the difference between profit sharing and gain sharing.

Accepted Answer

Profit sharing is a kind of gain-sharing

Question 9

Managers fear that 360-degree appraisals ________.

Accepted Answer

A)  will replace them in the appraisal process 
B)  will turn into popularity contests at the workplace 
C)  will provide a limited perspective amongst appraisers 
D)  will discourage potential employees from working at the company 
A)  will replace them in the appraisal process 
B)  will turn into popularity contests at the workplace 
C)  will provide a limited perspective amongst appraisers 
D)  will discourage potential employees from working at the company

Question 10

Pay is NOT a(n) ________ between employees and an organization.

Accepted Answer

A)  central aspect of psychological contracts 
B)  key component of the exchange relationship 
C)  powerful motivational tool 
D)  input into the production process 
A)  central aspect of psychological contracts 
B)  key component of the exchange relationship 
C)  powerful motivational tool 
D)  input into the production process

Question 11

Describe each of the following rating methods and review the advantages and disadvantages of each one: the graphic rating scale, behaviorally anchored rating scale (BARS), and the behavioral observation scale (BOS).

Accepted Answer

A graphic rating scale assesses the perf

Question 12

Juan Regales works as a repair technician for the telephone company. Juan's primary job is to fix the equipment at the top of utility poles. He spends 95 percent of his time working alone. One of the reasons Juan enjoys his job is that he can count exactly how many repairs he has completed in one day. Juan's company is promoting teamwork and has proposed replacing the current individual performance assessment plan with a plan basing pay on team performance. If such a plan were implemented, Juan's motivation would MOST LIKELY ________.

Accepted Answer

A)  increase because of the opportunity to have a sense of camaraderie 
B)  decrease because Juan obviously lacks social skills 
C)  increase because he could complete more calls, which is the source of his extrinsic motivation 
D)  decrease because Juan's individual output may not be accurately assessed 
A)  increase because of the opportunity to have a sense of camaraderie 
B)  decrease because Juan obviously lacks social skills 
C)  increase because he could complete more calls, which is the source of his extrinsic motivation 
D)  decrease because Juan's individual output may not be accurately assessed

Question 13

Equity theory indicates that outcomes (pay) should be distributed in proportion to inputs (performance).

Accepted Answer

A) True 
 B)False

Question 14

All of the following are choices managers need to make when developing an effective performance appraisal system EXCEPT ________.

Accepted Answer

A)  what to evaluate 
B)  whether to use formal or informal appraisals 
C)  which methods of appraisal to use 
D)  how to appraise the quality of outputs 
A)  what to evaluate 
B)  whether to use formal or informal appraisals 
C)  which methods of appraisal to use 
D)  how to appraise the quality of outputs

Question 15

Bud Lewis is a toolmaker for Precision, Inc. He started as a toolmaker when he was 18 and has worked as a toolmaker and at Precision, Inc. for the past 22 years. Bud enjoys his work and is skilled at it. This type of career is known as a(n) ________.

Accepted Answer

A)  steady-state career 
B)  linear career 
C)  spiral career 
D)  transitory career 
A)  steady-state career 
B)  linear career 
C)  spiral career 
D)  transitory career

Question 16

During ________, managers can provide feedback right after the desired or undesired behavior has occurred.

Accepted Answer

A)  a Scanlon session 
B)  an informal performance appraisal 
C)  a formal performance appraisal 
D)  a behavioral observation cycle 
A)  a Scanlon session 
B)  an informal performance appraisal 
C)  a formal performance appraisal 
D)  a behavioral observation cycle

Question 17

________ suggests that the methods used to evaluate performance and distribute pay must be fair.

Accepted Answer

A)  Equity theory 
B)  Need theory 
C)  Expectancy theory 
D)  Procedural justice theory 
A)  Equity theory 
B)  Need theory 
C)  Expectancy theory 
D)  Procedural justice theory

Question 18

A career can be defined as the sum of work-related experiences throughout one's lifetime.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is LEAST LIKELY one of the reasons why midcareer workers often experience career plateaus?

Accepted Answer

A)  Hierarchical organizations have fewer promotion opportunities for workers as workers move up the organizational ladder. 
B)  Competition for promotion opportunities is intense and has been made more so by many corporate downsizing and the offshoring of jobs. 
C)  Changes in technology or the lack of important new skills and abilities may limit the opportunity to be promoted. 
D)  Workers in this stage are no longer interested in career development and promotion due to a growing focus on personal endeavors. 
A)  Hierarchical organizations have fewer promotion opportunities for workers as workers move up the organizational ladder. 
B)  Competition for promotion opportunities is intense and has been made more so by many corporate downsizing and the offshoring of jobs. 
C)  Changes in technology or the lack of important new skills and abilities may limit the opportunity to be promoted. 
D)  Workers in this stage are no longer interested in career development and promotion due to a growing focus on personal endeavors.

Question 20

According to expectancy theory, employees are likely to have high levels of expectancy, instrumentality, and motivation ONLY if ________

Accepted Answer

A)  they like their supervisors and coworkers 
B)  they have received high quality education and continue to learn 
C)  managers can accurately evaluate their performances 
D)  managers are motivated to achieve as much as possible 
A)  they like their supervisors and coworkers 
B)  they have received high quality education and continue to learn 
C)  managers can accurately evaluate their performances 
D)  managers are motivated to achieve as much as possible

The two major types of psychological contracts are transactional and relational.

A psychological contract is an employee's perception of his or her exchange relationship with an organization.

A ________ is a type of schema built around some distinguishing, often highly visible characteristic of the person being evaluated.

Effectively managing the careers of its members helps an organization motivate them to achieve individual and organizational goals and to perform at high levels.

Manufacturing jobs continue to be outsourced, but white-collar jobs have remained in the USA.

During the achievement phase of the early career stage, newcomers are motivated to learn how to perform their jobs, what is expected of them, and how to fit in.

Discuss the two types of psychological contracts. Provide an example of each.

Explain the difference between profit sharing and gain sharing.

Managers fear that 360-degree appraisals ________.

Pay is NOT a(n) ________ between employees and an organization.

Describe each of the following rating methods and review the advantages and disadvantages of each one: the graphic rating scale, behaviorally anchored rating scale (BARS), and the behavioral observation scale (BOS).

Equity theory indicates that outcomes (pay) should be distributed in proportion to inputs (performance).

All of the following are choices managers need to make when developing an effective performance appraisal system EXCEPT ________.

Bud Lewis is a toolmaker for Precision, Inc. He started as a toolmaker when he was 18 and has worked as a toolmaker and at Precision, Inc. for the past 22 years. Bud enjoys his work and is skilled at it. This type of career is known as a(n) ________.

During ________, managers can provide feedback right after the desired or undesired behavior has occurred.

________ suggests that the methods used to evaluate performance and distribute pay must be fair.

A career can be defined as the sum of work-related experiences throughout one's lifetime.

Which of the following is LEAST LIKELY one of the reasons why midcareer workers often experience career plateaus?

According to expectancy theory, employees are likely to have high levels of expectancy, instrumentality, and motivation ONLY if ________

Introduction to Organizational Behavior

Individual Differences: Personality and Ability

Work Values Attitudes and Moods and Emotions

Perception Attribution and the Management of Diversity

Learning and Creativity

The Nature of Work Motivation

Creating a Motivating Work Setting

Managing Stress and Work Life Balance

The Nature of Work Groups and Teams

Effective Work Groups and Teams

Leaders and Leadership

Power, Politics, Conflict, and Negotiation

Communicating Effectively in Organizations

Decision Making and Organizational Learning

Organizational Design and Structure

Organizational Culture and Ethical Behavior

Organization Change and Development

Filters

Exam 8: Pay Careers and Changing Employment Relationships

The two major types of psychological contracts are transactional and relational.

A psychological contract is an employee's perception of his or her exchange relationship with an organization.

A ________ is a type of schema built around some distinguishing, often highly visible characteristic of the person being evaluated.

Effectively managing the careers of its members helps an organization motivate them to achieve individual and organizational goals and to perform at high levels.

Manufacturing jobs continue to be outsourced, but white-collar jobs have remained in the USA.

During the achievement phase of the early career stage, newcomers are motivated to learn how to perform their jobs, what is expected of them, and how to fit in.

Discuss the two types of psychological contracts. Provide an example of each.

Explain the difference between profit sharing and gain sharing.

Managers fear that 360-degree appraisals ________.

Pay is NOT a(n) ________ between employees and an organization.

Describe each of the following rating methods and review the advantages and disadvantages of each one: the graphic rating scale, behaviorally anchored rating scale (BARS), and the behavioral observation scale (BOS).

Equity theory indicates that outcomes (pay) should be distributed in proportion to inputs (performance).

All of the following are choices managers need to make when developing an effective performance appraisal system EXCEPT ________.

Bud Lewis is a toolmaker for Precision, Inc. He started as a toolmaker when he was 18 and has worked as a toolmaker and at Precision, Inc. for the past 22 years. Bud enjoys his work and is skilled at it. This type of career is known as a(n) ________.

During ________, managers can provide feedback right after the desired or undesired behavior has occurred.

________ suggests that the methods used to evaluate performance and distribute pay must be fair.

A career can be defined as the sum of work-related experiences throughout one's lifetime.

Which of the following is LEAST LIKELY one of the reasons why midcareer workers often experience career plateaus?

According to expectancy theory, employees are likely to have high levels of expectancy, instrumentality, and motivation ONLY if ________

Introduction to Organizational Behavior

Individual Differences: Personality and Ability

Work Values Attitudes and Moods and Emotions

Perception Attribution and the Management of Diversity

Learning and Creativity

The Nature of Work Motivation

Creating a Motivating Work Setting

Managing Stress and Work Life Balance

The Nature of Work Groups and Teams

Effective Work Groups and Teams

Leaders and Leadership

Power, Politics, Conflict, and Negotiation

Communicating Effectively in Organizations

Decision Making and Organizational Learning

Organizational Design and Structure

Organizational Culture and Ethical Behavior

Organization Change and Development

Filters