Chapter 6 new part 1

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Chapter 6 new part 1
2012-03-18 23:50:52
Chapter new part

Chapter 6 new part 1
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  1. 31) After interviewing a candidate for a job, the interviewing manager decides that he likes the candidate. He finds his personality exceptional. When the manager refers to the candidate's personality, to what is he referring?
  2. 32) Aptitude is (1) the native skills and abilities a person brings to the job, (2) the physical and mental capabilities of a person, and (3) the personality characteristics a person has for people-oriented jobs. Which statements are correct?
    All three statements are correct.
  3. 33) You have observed Sally's performance for a few months. There is no doubt about her effort; it is evident she tries very hard. However, there doesn't appear to be any improvement in her performance since you have been watching. What should you conclude?
    This is an ability issue.
  4. 34) When asking if an employee's poor performance is due to lack of ability or lack of motivation, a supervisor should consider (1) the difficulty of the task, (2) whether the employee is trying or not, and (3) how the employee's co-worker, who has similar ability and motivation, is doing on the job. Which statements are correct?
    Only statements 1 and 2 are correct.
  5. 35) If you are trying to determine whether a person's performance is related to a lack of ability or motivation, what should you be concerned about?
    Be concerned with how much improvement the individual has made over time
  6. 36) If you saw your manager retreat to his technical specialty and continually focus on how things were done in the past, what would this signal
    The manager's ability has deteriorated.
  7. 37) Having determined that June's poor work performance is related to a lack of ability, what is the first question you should ask?
    Does June have the resources to do the job?
  8. 38) Once a manager has determined that the reason for the poor performance is due to a lack of ability, in what order should the manager explore options?
    (1) Determine if the resources are adequate, (2) retrain the individual, and (3) redesign the job.
  9. 39) When poor performance is due to an employee's lack of ability, what is the least threatening option?
  10. 40) Assume George is a poor performer. You have already provided the necessary resources and training he needs to do the job, yet his performance continues to decline. What is the next step?
    Redesign the job
  11. 41) Assume Carrie is a poor performer. You have already provided the necessary resources, redesigned her job, and provided her with training, yet her performance is lacking. What is the next step?
    Reassign Carrie to another position
  12. 42) Your boss tells you, "People want to do a good job. Think about this. Do you know anyone who takes a career job and says, 'I think I'll just sit here and not do any work until they tell me what to do'? No, most people want to work and assume responsibility. So, why is it that people become unmotivated?"
    Your boss has a Theory Y outlook.
  13. 43) Your boss remarks, "The key to an effective motivational program is that it must increase both job satisfaction and work productivity. How should you respond?
    "Yes, I agree."
  14. 44) You have recently noticed that your employees seem to be either requesting or demanding favors from management. More importantly, performance has been flat during that same time. Potentially, which style of management has been employed?
  15. 45) What is a management style that offers no direction or priorities for the employees?
  16. 46) The book lays out a step-by-step program for an effective motivational program. If a manager has a Theory X outlook, would he/she buy into this program?
  17. 47) Assumptions underlying the elements of an effective motivation program are (1) employees don't want to work hard or assume responsibility, (2) establish easy goals first, and (3) make sure the program discriminates between high performers and low or average performers. Which statements are correct?
    Only statement 3 is correct.
  18. 48) Mary has decided to set the following goal: To do the best she can in her management class this semester and to keep up with the readings. Mary's goal satisfies which criteria?
    Being consistent
  19. 49) Morgan has decided to set the following goals: To earn an A in her management course this semester, to make the dean's list, and to not only keep up with the readings but to contribute something to the class discussion each time. What criteria have Morgan's goals satisfied?
    All the answer choices are correct.
  20. 50) You received your Ph.D. from a prestigious state university that had competitive admissions, where students graduated in the top 10 percent of their high school class, and where both students and teachers had high expectations for the student. You now teach at an open admissions school. Students here graduated anywhere from the bottom 10 percent to the top 10 percent. What expectations should you have for these students?
    The same as, the past is the pasthigh expectations generate high performance
  21. 51) An effective goal program has goals that are specific, consistent, and appropriately challenging. What is missing?
  22. 52) What is the management philosophy the textbook promotes?
    The manager is a facilitator, much like an offensive lineman who clears obstacles away that confront employees.
  23. 53) You paint the eyes on Barbie dolls, a job you have performed for three years. The task is fairly easy and very structured (only three colors and there is only one place to paint them). What do you need from management?
    Very little advice and instruction
  24. 54) According to the path-goal theory of leadership, the level of involvement by a manager is dependent on (1) the subordinate's desire for autonomy, (2) how structured the task is, and (3) how much help is already available from the organization. Which statements are correct?
    A) All three statements are correct.
  25. 55) According to the path-goal theory of leadership, if the task structure is low, what should management involvement with employees be?
    High, because management involvement will be seen as both constructive and satisfying.
  26. 56) The situation has high task structure, the employees have experience, and there are strong group norms. What would be the appropriate management involvement?
    Less involved high involvement is not necessary or expected.
  27. 57) You are a sales manager. One of your salespeople is named Reggie. He has 10 years of experience and appears to be very capable. He rarely calls you, and sales in his district are always good. You know sales lacks routine and one could say the tasks change from day to day. What type of management involvement does Reggie need?
    Low involvementReggie's desire for autonomy, his experience, ability, and task mastery are all high.
  28. 58) According to the path-goal theory of leadership, the level of involvement a manager utilizes should (1) be the same for all employees in the department, (2) be either low or high management involvement regardless of the circumstances, and (3) not be influenced by subordinates' expectations. Which statements are correct?
    None of the statements is correct.
  29. 59) Three simple questions that a manager should ask his or her employees periodically are (1) What are you doing and why? (2) What do you enjoy the most/least? and (3) What can I do to help you do your job better? Which statements are correct?
    Questions 2 and 3 are correct.
  30. 60) What should effective motivational programs do in terms of offering rewards?
    Make a distinction between workers based on performance regardless of effotr