Spring 2011 MGT 3013: Quiz 4 Chapters 10, 11 & 12

Multiple Choice Identify the choice that best completes the statement or answers the question. ____ 1. Successful change requires that organizations be capable of both creating and implementing ideas, which means the organization must learn to be a. cordial. b. rightsized. c. ambidextrous. d. compliant. e. intra-focused. 2. The generation of novel ideas that may meet perceived needs or respond to opportunities for the organization is called a. a search initiative. b. creativity. c. an ideal champion. d. a great idea. e. strategic analysis. 3. Which of the following is NOT a characteristic of a creative individual? a. Conceptual theory b. Undisciplined exploration c. Persistence and focused approach d. Authorization and dependent e. all of these are characteristic of a creative individual 4. Organizational development specialists identify three distinct steps for achieving behavioral and attitudinal changes. These are a. freezing, changing, and intervention. b. unfreezing, change agent, and freezing. c. unfreezing, changing, and refreezing. d. intervention, refreezing, and change agent. e. none of these. 5. Which of the following creates a sense of urgency so that others in the organization will recognize and understand the need for change? a. A critical incident b. A performance gap c. An environmental factor d. A behavioral occurrence e. An OT analysis 6. What is force field analysis? a. The analysis of the forces that drive customers to a certain organization b. The analysis of the forces that drive the organization of a company c. The process of determining which forces drive and which resist a proposed change d. The process by which an organization forces changes to occur e. none of these 7. Which approach to change implementation should be used when a crisis exists?

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a. b. c. d. e. ____

Education Participation Coercion Top management support None of these

8. Which of the following symbolizes to all employees that the change is important for the organization? a. Education b. Coercion c. Participation d. Negotiation e. Top management support 9. The strategic approach to human resource management recognizes key elements. Which of the following is NOT an ingredient in successful human resource management? a. All managers are human resource managers. b. Employees are viewed as assets. c. Human resource management is a matching process. d. Only top-line managers are predominantly human resource managers. e. All of these are examples of key ingredients in human resource management.

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____ 10. Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of a. equal employment opportunity. b. affirmative action. c. cultural bias. d. employment-at-will. e. sexual harassment. ____ 11. ____ is part of the new social contract for employees. a. Job security b. A cog in the machine c. Knowing d. Employability, personal responsibility e. Routine jobs ____ 12. ____ is the first step in attracting an effective work force. a. Selecting the candidate b. Choosing recruiting sources c. Applying the matching model d. Human resource planning e. Initiating change ____ 13. ____ generates higher employee commitment, development, and satisfaction than does ____. a. External recruiting, internal recruiting b. External selection, internal selection c. Internal recruiting, external recruiting d. Internal recruiting, internal selection e. Downsizing, monetary rewards ____ 14. While interviews are ____, they are generally ____ predictors of subsequent job performance. a. rarely used, not valid b. widely used, not valid

c. rarely used, excellent d. widely used, valid e. painful, excellent ____ 15. Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities for employees. Pizza Deluxe University would be considered to be a(n) a. assessment center. b. on-the-job training center. c. orientation center. d. corporate university. e. learning community. ____ 16. Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to reward employees? a. Bonus b. Compensation c. Wages d. Incentive Pay e. Point System ____ 17. Which of the following group of men is expected to grow the most in employment from 2006 to 2016? a. Hispanic b. Asian c. African American d. European e. White ____ 18. Which of the following group of women is expected to grow the most in employment from 2006 to 2016? a. Hispanic b. African American c. White d. Asian e. Native American ____ 19. Traditional dimensions of diversity include a. income. b. race. c. parental status. d. education. e. religious beliefs. ____ 20. Inclusive dimensions of diversity include a. income. b. geographic location. c. education. d. family status. e. all of these. ____ 21. Inclusive dimensions of diversity a. have a greater impact than do primary dimensions. b. are inborn. c. can change throughout one's lifetime. d. include such factors as gender.

e. none of these. ____ 22. ____ reflects the belief that one's own group is superior to other groups. a. Ethnorelativism b. Ethnocentrism c. Pluralism d. Geocentricism e. Regiocentrism ____ 23. A culture that accepts only one way of doing things and one set of values and beliefs is referred to as a(n) a. primary culture. b. preferred culture. c. dominating culture. d. monoculture. e. pluralism. ____ 24. ____ is(are) categories of sexual harassment. a. Inappropriate/offensive b. Coercion with threat of punishment c. Solicitation with promise of reward d. Generalized e. All of these ____ 25. Research has shown that network groups a. create divisions in the workplace b. are bad experiences for minority employees c. help retain minority employees d. reduce creativity by being homongeneous e. none of these

Spring 2011 MGT 3013: Quiz 4 Chapters 10, 11 & 12 Answer Section
MULTIPLE CHOICE 1. ANS: NAT: 2. ANS: NAT: 3. ANS: NAT: 4. ANS: NAT: 5. ANS: NAT: 6. ANS: NAT: 7. ANS: NAT: 8. ANS: NAT: 9. ANS: NAT: 10. ANS: NAT: 11. ANS: NAT: 12. ANS: NAT: 13. ANS: NAT: 14. ANS: NAT: 15. ANS: NAT: 16. ANS: NAT: 17. ANS: NAT: 18. ANS: NAT: 19. ANS: NAT: 20. ANS: NAT: 21. ANS: NAT: 22. ANS: C PTS: 1 AACSB Analytic | Strategy B PTS: 1 AACSB Analytic | Strategy D PTS: 1 AACSB Analytic | Strategy C PTS: 1 AACSB Analytic | Strategy B PTS: 1 AACSB Analytic | Strategy C PTS: 1 AACSB Analytic | Strategy C PTS: 1 AACSB Analytic | Strategy E PTS: 1 AACSB Analytic | Strategy D PTS: 1 AACSB Analytic | HRM B PTS: 1 AACSB Analytic | HRM D PTS: 1 AACSB Analytic | HRM D PTS: 1 AACSB Analytic | HRM C PTS: 1 AACSB Analytic | HRM B PTS: 1 AACSB Analytic | HRM D PTS: 1 AACSB Analytic | HRM B PTS: 1 AACSB Analytic | HRM A PTS: 1 AACSB Diversity | HRM D PTS: 1 AACSB Diversity | HRM B PTS: 1 AACSB Diversity | HRM E PTS: 1 AACSB Diversity | HRM C PTS: 1 AACSB Diversity | HRM B PTS: 1 DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: TYP: DIF: 2 F 1 F 2 F 2 F 1 F 2 F 2 F 1 F 2 F 2 F 2 F 1 F 2 F 2 F 2 A 1 F 2 F 2 F 1 F 1 F 2 F 2 REF: 278 REF: 279 REF: 280 REF: 290 REF: 291 REF: 293 REF: 295 REF: 295 REF: 308 REF: 311 REF: 314 REF: 316 REF: 318 REF: 321 REF: 325 REF: 329 REF: 345 REF: 345 REF: 347 REF: 347 REF: 347 REF: 352

NAT: 23. ANS: NAT: 24. ANS: NAT: 25. ANS: NAT:

AACSB Diversity | HRM D PTS: 1 AACSB Diversity | HRM E PTS: 1 AACSB Diversity | HRM C PTS: 1 AACSB Diversity | HRM

TYP: DIF: TYP: DIF: TYP: DIF: TYP:

F 1 F 1 F 2 F

REF: 352 REF: 361 REF: 363