21.)To increase subordinates commitment to goals, managers should:

a. involve subordinates in goal setting

b. set goals only for subordinates with high needs for achievement

c. make all goals private

d. just make goals for their subordinates and tell them what they are

22.) What is the advantage of assessing behavior (as an indicator of performance at work) as opposed to using objective measures, such as sales revenue?

a. Considering behavior ensures that the value of performance is taken into account

b. Behavior is easier to measure than are objective measures of performance

c. Considering behavior reduces the likelihood that situational factors will affect performance evaluations

d. Considering behavior eliminates the influence of skill or ability on performance

23.) ____ variables generally show stronger relationships with task performance, whereas __________ are generally better predictors of contextual performance.

a. Emotional intelligence; personality

b.Cognitive ability; personality

c. Emotional intelligence; cognitive ability

d. Personality; cognitive ability

24.) Youve just started your own company that will provide temporary employees to organizations and you need to pick a personality dimension that will best predict task performance across a wide range of jobs, some stressful, some not so stressful. Which should you pick?

a. openness to experience

b.emotional stability

c. conscientiousness

d. extroversion

25.) People with a hostile attribution bias tend to believe that ______ and thus engage in ______ counterproductive behavior at work.

a. the behavior of others is intended to harm them; less

b. the behavior of others is intended to harm them; more

c. the behavior of others is generally evil; less

d. their own behavior will hurt others; more

26.) Ashley, manager of a sales department, is a big component of Skinners reinforcement theory she believes that connecting pay and performance are critical to maximizing employee effort. As a result, the pay of her employees is based entirely on commission. A possible problem with this approach is that employees will:

a. will not understand how their performance is related to their pay

b. not be motivated by money

c. will engage in unethical behavior towards customers in order to maximize their pay

d.spend so much time trying to help their coworkers that they will not meet their own sales goals

27.) Which of the following statements is true about the amount of research support that exists for Maslows Hierarchy of Needs?

a. there is a low level of research support

b. there is a great deal of research support

c. there is support, mainly in self-actualizing jobs

d. there is a moderate amount of research support

28.) The process of getting detailed information about the tasks that make up a job for the purpose of evaluating performance, creating a job description, and developing interview questions is known as:

a. validity

b. industrial engineering

c. work flow analysis

d. job analysis

29.)During class discussion on goal setting, we talked about the importance of ______to employee motivation. ______ gives employees a better understanding of how well they are performing and what they can do to improve.

a. autonomy

b. task significance

c. feedback

d.skill variety

30.) Using a forced distribution or forced ranking performance evaluation system (in which 10% of employees are rated as poor, 20% are rated as fair, 40% are rated as average, 20% are rated as above average, and 10% are excellent) in an organization would likely in high levels of:

a. none of these

b. organizational citizenship behavior

c. task performance

d. counterproductive work behavior