Question 1

A supervisor cannot order an employee to improve his or her morale.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is NOT a common reason for the formation of work groups?

Accepted Answer

A)  Problem solving 
B)  Social loafing 
C)  Companionship 
D)  Labor union mandates 
A)  Problem solving 
B)  Social loafing 
C)  Companionship 
D)  Labor union mandates

Question 3

Members of a cohesive work group enjoy their group affiliation.

Accepted Answer

A) True 
 B)False

Question 4

A group that organizes a company softball tournament is an example of a special-interest group.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is another term for organizational development (OD)?

Accepted Answer

A)  Counseling 
B)  Guiding 
C)  Process consultation 
D)  Surveying 
A)  Counseling 
B)  Guiding 
C)  Process consultation 
D)  Surveying

Question 6

Allison, an HR manager at I.E. Inc., closely monitors job performance, tardiness, absenteeism, and employee complaints among the staff as a way to gauge employee morale. Which method of assessing morale does she rely on most?

Accepted Answer

A)  Interviewing 
B)  Observation and study 
C)  Attitude surveys 
D)  Journal findings 
A)  Interviewing 
B)  Observation and study 
C)  Attitude surveys 
D)  Journal findings

Question 7

The HR department at Allied Manufacturing started a lunchtime walking club for its employees. This is an example of a wellness program that helps employees stay healthy and reduce employer health costs.

Accepted Answer

A) True 
 B)False

Question 8

When employee morale is high:

Accepted Answer

A)  Teamwork may still be absent. 
B)  Collaboration among employees will always exist. 
C)  Productivity will be lower because employees will not feel "driven" to perform. 
D)  None of the above. 
A)  Teamwork may still be absent. 
B)  Collaboration among employees will always exist. 
C)  Productivity will be lower because employees will not feel "driven" to perform. 
D)  None of the above.

Question 9

In recent years, employee morale is believed to have risen due to employers becoming increasingly trustworthy and loyal to their employees.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is a technique for assessing employee morale?

Accepted Answer

A)  Supervisory training 
B)  Employee exams 
C)  Studying patterns of employee behavior 
D)  Workplace theories 
A)  Supervisory training 
B)  Employee exams 
C)  Studying patterns of employee behavior 
D)  Workplace theories

Question 11

What is synergistic effect?

Accepted Answer

Synergistic effect takes place

Question 12

Geographically dispersed team is another name for which of the following?

Accepted Answer

A)  Virtual team 
B)  Demographic team 
C)  Cross-functional team 
D)  Social network team 
A)  Virtual team 
B)  Demographic team 
C)  Cross-functional team 
D)  Social network team

Question 13

Strong's Bakery has seven employees; therefore, the provisions of the Family Medical Leave Act (FMLA) do not apply to this company.

Accepted Answer

A) True 
 B)False

Question 14

An exit interview is an interview conducted with individuals when they leave a firm. Its purpose is to assess morale and reasons for employee turnover.

Accepted Answer

A) True 
 B)False

Question 15

Aside from referring an employee to some source of assistance there is nothing else the supervisor can do to cope with the factors affecting an employee's morale.

Accepted Answer

A) True 
 B)False

Question 16

Wendy has been designated as group leader of a taskforce at work that just met for orientation last week. During the second meeting, group members began sharing ideas and perspectives about tasks to be accomplished, and Wendy observed that conflict arose among some of the group members. She focused on coaching task force members on use of professional behavior. Wendy's taskforce is currently in which group development stage?

Accepted Answer

A)  Forming 
B)  Storming 
C)  Norming 
D)  Performing 
A)  Forming 
B)  Storming 
C)  Norming 
D)  Performing

Question 17

Yesterday, Susan decided to talk with Jillian about her performance. Jillian has been a good performer, but lately her productivity seems to be slipping. During this talk, Susan should:

Accepted Answer

A)  Tell Jillian to get with it and start producing. 
B)  Meet privately with Jillian in a counseling interview. 
C)  Approach Jillian on the job in front of other workers and shame her into performing. 
D)  Ignore the problem but start looking for Jillian's replacement. 
A)  Tell Jillian to get with it and start producing. 
B)  Meet privately with Jillian in a counseling interview. 
C)  Approach Jillian on the job in front of other workers and shame her into performing. 
D)  Ignore the problem but start looking for Jillian's replacement.

Question 18

Katzenbach and Smith found that small work teams of ten members or fewer are more likely to be effective than larger work teams.

Accepted Answer

A) True 
 B)False

Question 19

In order for an employee assistance program (EAP) to be effective, the supervisor should not get involved once the EAP is handling the situation.

Accepted Answer

A) True 
 B)False

Question 20

In a collaborative workplace:

Accepted Answer

A)  Individuals, not work teams, are paramount. 
B)  Management alone has decision-making authority. 
C)  Teamwork processes are used to promote trust and to build consensus. 
D)  All of the above. 
A)  Individuals, not work teams, are paramount. 
B)  Management alone has decision-making authority. 
C)  Teamwork processes are used to promote trust and to build consensus. 
D)  All of the above.

A supervisor cannot order an employee to improve his or her morale.

Which of the following is NOT a common reason for the formation of work groups?

Members of a cohesive work group enjoy their group affiliation.

A group that organizes a company softball tournament is an example of a special-interest group.

Which of the following is another term for organizational development (OD)?

Allison, an HR manager at I.E. Inc., closely monitors job performance, tardiness, absenteeism, and employee complaints among the staff as a way to gauge employee morale. Which method of assessing morale does she rely on most?

The HR department at Allied Manufacturing started a lunchtime walking club for its employees. This is an example of a wellness program that helps employees stay healthy and reduce employer health costs.

When employee morale is high:

In recent years, employee morale is believed to have risen due to employers becoming increasingly trustworthy and loyal to their employees.

Which of the following is a technique for assessing employee morale?

What is synergistic effect?

Geographically dispersed team is another name for which of the following?

Strong's Bakery has seven employees; therefore, the provisions of the Family Medical Leave Act (FMLA) do not apply to this company.

An exit interview is an interview conducted with individuals when they leave a firm. Its purpose is to assess morale and reasons for employee turnover.

Aside from referring an employee to some source of assistance there is nothing else the supervisor can do to cope with the factors affecting an employee's morale.

Yesterday, Susan decided to talk with Jillian about her performance. Jillian has been a good performer, but lately her productivity seems to be slipping. During this talk, Susan should:

Katzenbach and Smith found that small work teams of ten members or fewer are more likely to be effective than larger work teams.

In order for an employee assistance program (EAP) to be effective, the supervisor should not get involved once the EAP is handling the situation.

In a collaborative workplace:

Supervising in Uncertain Times

The Managerial Functions

Communication: the Key to Effective Supervisory Management

Principles of Motivation

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Principles for Organizing

The Supervisors Role in Preparing Employees for Success

Supervisory Leadership and the Management of Change

Supervising a Diverse Workforce

Fundamentals of Controlling

Performance Management

Resolving Conflicts in the Workplace

Filters

Exam 11: Managing Work Groups: Teamwork, Morale and Counseling

A supervisor cannot order an employee to improve his or her morale.

Which of the following is NOT a common reason for the formation of work groups?

Members of a cohesive work group enjoy their group affiliation.

A group that organizes a company softball tournament is an example of a special-interest group.

Which of the following is another term for organizational development (OD)?

Allison, an HR manager at I.E. Inc., closely monitors job performance, tardiness, absenteeism, and employee complaints among the staff as a way to gauge employee morale. Which method of assessing morale does she rely on most?

The HR department at Allied Manufacturing started a lunchtime walking club for its employees. This is an example of a wellness program that helps employees stay healthy and reduce employer health costs.

When employee morale is high:

In recent years, employee morale is believed to have risen due to employers becoming increasingly trustworthy and loyal to their employees.

Which of the following is a technique for assessing employee morale?

What is synergistic effect?

Geographically dispersed team is another name for which of the following?

Strong's Bakery has seven employees; therefore, the provisions of the Family Medical Leave Act (FMLA) do not apply to this company.

An exit interview is an interview conducted with individuals when they leave a firm. Its purpose is to assess morale and reasons for employee turnover.

Aside from referring an employee to some source of assistance there is nothing else the supervisor can do to cope with the factors affecting an employee's morale.

Yesterday, Susan decided to talk with Jillian about her performance. Jillian has been a good performer, but lately her productivity seems to be slipping. During this talk, Susan should:

Katzenbach and Smith found that small work teams of ten members or fewer are more likely to be effective than larger work teams.

In order for an employee assistance program (EAP) to be effective, the supervisor should not get involved once the EAP is handling the situation.

In a collaborative workplace:

Supervising in Uncertain Times

The Managerial Functions

Communication: the Key to Effective Supervisory Management

Principles of Motivation

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Principles for Organizing

The Supervisors Role in Preparing Employees for Success

Supervisory Leadership and the Management of Change

Supervising a Diverse Workforce

Fundamentals of Controlling

Performance Management

Resolving Conflicts in the Workplace

Filters