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| An organization created a marketing plan designed to increase profits and raise the stock shares for employees. A year later, the employees hadn't seen any improvement. This is an example of |
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| Which type of justice does Equity theory apply most directly to? |
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| An employee learns that a co-worker received a higher annual bonus that he did. The employee believes this outcome is unfair because he has more responsibilities than his co-worker. Which type of justice does this situation refer to? |
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| The concept that every person gets the same share of rewards regardless of effort describes which norm? |
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| Which norm is most common in countries with an individualist culture? |
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| Which type of justice deals with the manner in which rewards are distributed? |
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| The ability to challenge a process or outcome in I-O psychology is called a(n) |
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| The type of justice that deals with the sensitivity in which employees are treated is |
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| _____________ justice is related to the respectfulness and personal tone of the communications surrounding the evaluation. |
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| Informational justice is a type of ______ justice. |
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| Which type of justice deals with the fairness of communication systems and channels? |
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| Moral responsibilities and moral rule are terms most commonly associated with what type of justice? |
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| Which of the following selection devices are candidates not typically in favor of in the selection process? |
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| Which model of applicant decision making is based on the match between the personality and values of the individual and organization? |
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| An employee is offered a promotion. Before accepting the promotion, the employee evaluates how the long hours and increased responsibility will impact her family. Which model best describes this approach? |
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| Before accepting a job offer, an individual considers whether his goals and values are similar to those of the organization that he would be working for. Which model best describes this approach? |
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| Before accepting a promotion, an employee evaluates whether the pay raise would be worth the increased workload. Which model best describes this approach? |
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| The program that helps underrepresented demographic groups in the workplace is called _____ action. |
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| Which of the following is the type of demography that describes the method by which work groups are composed and changed? |
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| All of the following might be reasons why group members appear to value homogeneity over diversity except |
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| difference often result in a strong creative force |
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| Which model for addressing diversity recruits, selects, trains, and motivates employees so that they all share the same values and culture? |
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| Which model for addressing diversity emphasizes that each diverse element of the organization is valued for what it brings to the organization? |
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| Which model for addressing diversity ineffectively deals with diversity because it assumes that there are no advantages for a diverse workforce? |
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| When an individual feels safe, valued, and able to be authentic at work both as individuals and as members of various groups, they are experiencing feelings of: |
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| Which of the following refers to whether or not an individual becomes a leader? |
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| Which of the Big 5 personality traits most consistently correlates with leader emergence and leader effectiveness? |
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| A manager was given a sales quota to meet. The manager created a set of incentives for her employees to help meet the quota. Three months later, the quota was met. This scenario can be best described as which type of leadership? |
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| A manager threatens to terminate any employee who does not meet the monthly sales goal. All employees meet the goal, but they experience stress and dissatisfaction as a result. Which type of leadership is this? |
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| Most leadership training programs concentrate on developing, maintaining, or enhancing individual attributes. This most accurately is an example of |
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| A person who is not impulsive is described as having a high |
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| A person who does not have a great need for other people's approval is described as having a low |
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| Which of the following power motives is characterized by the desire for control? |
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| Which approach attempts to show that leaders possess certain characteristics that non-leaders do not? |
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| Which leadership approach examines different types of authority (e.g., reward, coercive, referent)? |
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| The management of a large company decided to have the marketing and finance departments work more closely together in order to reduce interdepartmental conflict. Which method of the power approach would best describe this? |
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| In the behavioral approach to leadership, consideration is also referred to as |
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| interpersonal orientation |
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| he Michigan studies identified all of the following behaviors except |
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| The basis of the contingency approach to leadership is that |
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| the success of any given tactic depends upon multiple factors or situations |
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| A subordinate's job-related ability, skills, and knowledge together are known as |
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| Which leadership theory deals with the characteristics of the subordinate in addition to the characteristics of the situation? |
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| All of the following are behaviors that transformational leaders use to motivate followers except |
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Definition
| leading followers into unfamiliar situations |
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| According to the “full-range” theory of leadership, ______ is the lowest level of leadership. |
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| Which type of leadership has a tendency to arise after a crisis or emergency situation? |
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| Charismatic leaders have been characterized as all of the following except |
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Definition
| they seek approval from their followers |
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| ________________ leadership emphasizes the genuineness and integrity of the leader. |
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| All of the following are challenges of hiring temporary workers except |
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Definition
| temporary workers are more prone to workplace violence |
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| Which of the following tends to be true of male leaders? |
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| they tend to lead by emphasizing task completion |
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| Which one of the following is consistent with the latest thinking of those advocating the leader-member exchange theory? |
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| leaders should develop high quality relationships with all work group members |
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| All of the following are HR initiatives that support the value model of diversity except |
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| provide training for diverse group members only |
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| Which of the following power motives emphasizes the personal benefits that come with being a leader? |
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