C715 Exam 3 Questions With Correct Answers!!
distributive bargaining
negotiation that seeks to divide up a fixed amount of resources; a win-lose situation
divisional structure
An organizational structure that groups employees into units by product, service, customer, or
geographical market area.
equity theory
A theory that says that individuals compare their job inputs and outcomes with those of others
and then respond to eliminate any inequities.
expectancy theory
A theory that says that the strength of a tendency to act in a certain way depends on the
strength of an expectation that the act will be followed by a given outcome and on the
attractiveness of that outcome to the individual
extraversion
A personality dimension describing someone who is sociable, gregarious, and assertive.
fiedler contingency model
the theory that effective groups depend on a proper match between a leader's style of interacting
with subordinates and the degree to which the situation gives control and influence to the leader
fixed pie
The belief that there is only a set amount of goods or services to be divvied up between
the parties.
forced comparison
, method of performance evaluation where an employee's performance is made in explicit
comparison to others
full range of leadership model
A model that depicts seven management styles on a continuum: laissez-faire, management by
exception, contingent reward leadership, individualized consideration, intellectual stimulation,
inspirational motivation, and idealized influence.
functional conflict
Conflict that supports the goals of the group and improves its performance.
fundamental attribution error
The tendency to underestimate the influence of external factors and overestimate the influence
of internal factors when making judgments about the behavior of others.
goal setting theory
a theory that says that specific and difficult goals, with feedback, lead to higher performance
group order ranking
an evaluation method that places employees into a particular classification, such as quartiles
groupshift
A change between a group's decision and an individual decision that a member within the group
would make; the shift can be toward either conservatism or greater risk but it generally is
toward a more extreme version of the group's original position.
groupthink
A phenomenon in which the norm for consensus overrides the realistic appraisal of
alternative courses of action.
halo effect
the tendency to draw a general impression about an individual on the basis of a single
characteristic
distributive bargaining
negotiation that seeks to divide up a fixed amount of resources; a win-lose situation
divisional structure
An organizational structure that groups employees into units by product, service, customer, or
geographical market area.
equity theory
A theory that says that individuals compare their job inputs and outcomes with those of others
and then respond to eliminate any inequities.
expectancy theory
A theory that says that the strength of a tendency to act in a certain way depends on the
strength of an expectation that the act will be followed by a given outcome and on the
attractiveness of that outcome to the individual
extraversion
A personality dimension describing someone who is sociable, gregarious, and assertive.
fiedler contingency model
the theory that effective groups depend on a proper match between a leader's style of interacting
with subordinates and the degree to which the situation gives control and influence to the leader
fixed pie
The belief that there is only a set amount of goods or services to be divvied up between
the parties.
forced comparison
, method of performance evaluation where an employee's performance is made in explicit
comparison to others
full range of leadership model
A model that depicts seven management styles on a continuum: laissez-faire, management by
exception, contingent reward leadership, individualized consideration, intellectual stimulation,
inspirational motivation, and idealized influence.
functional conflict
Conflict that supports the goals of the group and improves its performance.
fundamental attribution error
The tendency to underestimate the influence of external factors and overestimate the influence
of internal factors when making judgments about the behavior of others.
goal setting theory
a theory that says that specific and difficult goals, with feedback, lead to higher performance
group order ranking
an evaluation method that places employees into a particular classification, such as quartiles
groupshift
A change between a group's decision and an individual decision that a member within the group
would make; the shift can be toward either conservatism or greater risk but it generally is
toward a more extreme version of the group's original position.
groupthink
A phenomenon in which the norm for consensus overrides the realistic appraisal of
alternative courses of action.
halo effect
the tendency to draw a general impression about an individual on the basis of a single
characteristic
