MGMT 100 Final Test Questions and Answers
/. The evolution of HR work can be described terms of waves where wave 1 focused on
the integration of HR strategy with the overall business strategy. - Answer-✅False
/.The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who
are 30 years of age or older from employment discrimination based on age. - Answer-
✅False
/.In 1981, _____ championed the forced-ranking system. - Answer-✅Jack Welch
/.The drive to acquire (what is primary lever?) - Answer-✅describes the notion that we
are all driven to acquire scarce goods that bolster our sense of well-being. This drive
also seems to be relative (we compare ourselves to others in what we have) and
insatiable (we always want more). Within an organization, the primary lever to address
this drive is the reward system, and the actions are to differentiate levels of
performance, link performance to rewards, and pay competitively.
/.The drive to bond (what is primary lever?) - Answer-✅The drive to bond describes the
idea that humans extend connections beyond just individuals, to organizations,
associations, and nations. In organizations, this drive is fulfilled when employees feel
proud to be a part of the company and enjoy being a member of their team. Within an
organization, the primary lever to address this drive is culture, and the actions are to
foster mutual reliance and friendships, to value collaboration and teamwork, and to
encourage best practice sharing.
/.The drive to comprehend (primary lever?) - Answer-✅The drive to comprehend is the
concept of all of us wanting to make sense of the world around us and producing
different theories and accounts to explain things. People are motivated by the idea of
figuring out challenges and making a contribution. In organizations, the primary lever to
address this drive is job design, and the actions are to design jobs that have distinct and
important roles in the organization, as well as jobs that are meaningful and foster a
sense of contribution.
/.The drive to defend (primary lever?) - Answer-✅The drive to defend is our instinct to
defend ourselves, our families, and our friends, and it describes our defensiveness
against external threats. This drive also tells us a lot about our level of resistance to
change, and why some employees have especially guarded or emotional reactions. In
organizations, the primary levers that address this drive are performance management
and resource-allocation processes, and the actions are to increase process
, transparency and fairness, and to build trust by being just in granting rewards,
assignments, and other recognition.
/.Within an organization, the primary lever to address the drive to _____ are
performance management and resource-allocation processes, and the actions are to
increase process transparency and fairness, and to build trust by being just in granting
rewards, assignments, and other recognition. - Answer-✅Defend
/.According to the evolution of HR work, the administrative work of HR personnel, such
as the terms and conditions of work, delivery of HR services, and regulatory compliance
were the focus of which of the following? - Answer-✅Wave 1
/.According to the evolution of HR work, in _____, HR continues to be a partner to the
business, but has also become a competitive practice for responding to external
business conditions. - Answer-✅Wave 4
/.At BAC Toys, employees go through hiring and onboarding, to performance
management and talent development, all the way through to transitions such as job
change and promotion, to retirement and exit. This is called ______. - Answer-
✅Employee life cycle
/.All of the following would be considered a substitute for leadership EXCEPT: - Answer-
✅low position power
/.When people surrender their power to define reality for themselves to individuals
whom they believe are capable of making meaningful contribution to those needs, they
have surrendered their power because of:
A critical contingencies
B informal leadership
C idiosyncrasy credits
D formal power
E the initiating structure relationship - Answer-✅C idiosyncrasy credits
/.Research evidence suggests that which one of the following bases of power is the
most effective in terms of its impact upon follower commitment, motivation,
performance, satisfaction, and group effectiveness?
position
expert
legitimate
reward
coercive - Answer-✅Expert
/.Fielder's Contingency model states that situational factors are important when
considering the relative importance of leader behaviors. He also stated that certain
/. The evolution of HR work can be described terms of waves where wave 1 focused on
the integration of HR strategy with the overall business strategy. - Answer-✅False
/.The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who
are 30 years of age or older from employment discrimination based on age. - Answer-
✅False
/.In 1981, _____ championed the forced-ranking system. - Answer-✅Jack Welch
/.The drive to acquire (what is primary lever?) - Answer-✅describes the notion that we
are all driven to acquire scarce goods that bolster our sense of well-being. This drive
also seems to be relative (we compare ourselves to others in what we have) and
insatiable (we always want more). Within an organization, the primary lever to address
this drive is the reward system, and the actions are to differentiate levels of
performance, link performance to rewards, and pay competitively.
/.The drive to bond (what is primary lever?) - Answer-✅The drive to bond describes the
idea that humans extend connections beyond just individuals, to organizations,
associations, and nations. In organizations, this drive is fulfilled when employees feel
proud to be a part of the company and enjoy being a member of their team. Within an
organization, the primary lever to address this drive is culture, and the actions are to
foster mutual reliance and friendships, to value collaboration and teamwork, and to
encourage best practice sharing.
/.The drive to comprehend (primary lever?) - Answer-✅The drive to comprehend is the
concept of all of us wanting to make sense of the world around us and producing
different theories and accounts to explain things. People are motivated by the idea of
figuring out challenges and making a contribution. In organizations, the primary lever to
address this drive is job design, and the actions are to design jobs that have distinct and
important roles in the organization, as well as jobs that are meaningful and foster a
sense of contribution.
/.The drive to defend (primary lever?) - Answer-✅The drive to defend is our instinct to
defend ourselves, our families, and our friends, and it describes our defensiveness
against external threats. This drive also tells us a lot about our level of resistance to
change, and why some employees have especially guarded or emotional reactions. In
organizations, the primary levers that address this drive are performance management
and resource-allocation processes, and the actions are to increase process
, transparency and fairness, and to build trust by being just in granting rewards,
assignments, and other recognition.
/.Within an organization, the primary lever to address the drive to _____ are
performance management and resource-allocation processes, and the actions are to
increase process transparency and fairness, and to build trust by being just in granting
rewards, assignments, and other recognition. - Answer-✅Defend
/.According to the evolution of HR work, the administrative work of HR personnel, such
as the terms and conditions of work, delivery of HR services, and regulatory compliance
were the focus of which of the following? - Answer-✅Wave 1
/.According to the evolution of HR work, in _____, HR continues to be a partner to the
business, but has also become a competitive practice for responding to external
business conditions. - Answer-✅Wave 4
/.At BAC Toys, employees go through hiring and onboarding, to performance
management and talent development, all the way through to transitions such as job
change and promotion, to retirement and exit. This is called ______. - Answer-
✅Employee life cycle
/.All of the following would be considered a substitute for leadership EXCEPT: - Answer-
✅low position power
/.When people surrender their power to define reality for themselves to individuals
whom they believe are capable of making meaningful contribution to those needs, they
have surrendered their power because of:
A critical contingencies
B informal leadership
C idiosyncrasy credits
D formal power
E the initiating structure relationship - Answer-✅C idiosyncrasy credits
/.Research evidence suggests that which one of the following bases of power is the
most effective in terms of its impact upon follower commitment, motivation,
performance, satisfaction, and group effectiveness?
position
expert
legitimate
reward
coercive - Answer-✅Expert
/.Fielder's Contingency model states that situational factors are important when
considering the relative importance of leader behaviors. He also stated that certain
