INTERNATIONAL COLLEGE BEIJING, CAU

FINAL EXAMINATION
MODULENAME
INSTRUCTOR(S)

FundamentalsofManagement
Peter

L.

JUNE, 2014

LEVEL

TOOLSALLOWED

DURATION

1
2 hours

Srmack

Marks in different parts (Total Points 40 Marks)

Part One

Part Two

Part Three

Total

( ) marks

( ) marks

( ) marks

40 marks

GRADE

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1) The lengthy process by which a job is examined in detail to identify the

skills, knowledge, and behaviors necessary to perform the job is known as a
________.
A) job description
B) job specification
C) job definition
D) job analysis
E) job profiling
2) Recruitment is most accurately defined as the process of __________.
A) hiring employees from competitors
B) locating, identifying, and attracting potential employees
C) screening job applicants to ensure that the best candidates are hired
D) hiring job candidates from outside the organization
E) reducing the organization's workforce
3) Health insurance is an example of which of the following?
A) variable compensation
B) employee benefit
C) salary
D) wages
E) employee service

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4) According to Maslow's theory, when does a need stop motivating?

A) never
B) when an individual cannot satisfy it
C) when it is substantially satisfied
D) when an individual returns to a lower level of need
E) when an individual achieves self-actualization
5) Philip is strongly motivated by his annual bonus and other tangible remuneration
and gifts known as __________ rewards.
A) work-related
B) job performance
C) intrinsic
D) organizational
E) extrinsic
6) According to McGregor's Theory X perspective, employees __________.
A) like work
B) want to avoid responsibility
C) are trying to satisfy their need for esteem
D) consider work a natural activity
E) can exercise self-direction
7) According to Herzberg, salary, working conditions, and security are all examples
of __________.
A) Theory X
B) Theory Y
C) motivators
D) hygiene factors
E) physiological needs
8) In the __________ stage, high levels of task performance are no longer the
group's top priority.
A) storming
B) adjourning
C) forming
D) norming
E) conforming
9) __________ teams use technology to link physically dispersed members to achieve a
common goal.
A) cross-functional
B) matrix
C) problem-solving
D) virtual
E) self-managed

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10) High-performance teams tend to have __________ goals.

A) clear
B) difficult
C) public
D) multiple
E) flexible
11) All of the following are steps in Kurt Lewin's change process except ________.
A) unfreezing the status quo
B) changing to a new state
C) refreezing the status quo
D) unfreezing the existing equilibrium
E) refreezing the new change
12) Effective leaders, as defined in your text, share seven key traits. Which
of the following traits is NOT commonly found in effective leaders?
A) job-relevant knowledge
B) honesty and integrity
C) shyness
D) intelligence
E) self-confidence
13) Behavioural theories of leadership focused on ________.
A) who effective leaders were
B) what characteristics effective leaders had
C) how to identify effective leaders
D) what effective leaders did
E) predicting who would be a good leader
14) Human resource management is concerned with ________ competent
employees.
A) obtaining
B) obtaining, training, motivating, and keeping
C) obtaining, training, and motivating
D) training and keeping

15) According to Herzberg, which of the following is a motivator?

A) relationship with supervisor
B) relationship with peers
C) job security
D) salary
E) the work itself

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1) Define and explain motivation.

Motivation is the process by which a persons efforts are energized,
directed, and sustained toward attaining a goal. The energy element is a
measure of intensity or drive. The high level of effort needs to be directed in
ways that help the organization achieve its goals. Employees must persist in
putting forth effort to achieve those goals.

2) Discuss trust as the essence of leadership

using the five dimensions of trust.
The five dimensions of trust include integrity, competence, consistency,
loyalty, and truthfulness. Integrity refers to ones honesty and truthfulness.
Competence involves an individuals technical and interpersonal knowledge
and skills. Consistency relates to an individuals reliability, predictability, and
good judgment in handling situations. Loyalty is an individuals willingness to
protect and save face for another person. Openness means that you can
rely on the individual to give you the whole truth.

Define group and describe the stages of

group development.
A group is two or more interacting and interdependent individuals who come
together to achieve specific goals. Formal groups are work groups that are
defined by the organizations structure and have designated work
assignments and specific tasks directed at accomplishing organizational
goals. Informal groups are social groups.
The forming stage consists of two phases: joining the group and defining the
groups purpose, structure, and leadership. The storming stage is one of
intra-group conflict over who will control the group and what the group will
be doing. The norming stage is when close relationships and cohesiveness
develop as norms are determined. The performing stage is when group
members began to work on the groups task. The adjourning stage is when
the group prepares to disband.

Discuss techniques for stimulating

innovation.
Creativity is the ability to combine ideas in a unique way or to make unusual
associations between ideas. Innovation is turning the outcomes of the
creative process into useful products or work methods. An innovative
environment encompasses structural, cultural, and human resource
variables. Important structural variables include an organic-type structure,
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abundant resources, and frequent communication between organizational

units, minimal time pressure, and support. Important cultural variables
include accepting ambiguity, tolerating the impractical, keeping external
controls minimal, tolerating risk, tolerating conflict, focusing on ends not
means, using an open-system focus, and providing positive feedback.
Important human resource variables include high commitment to training
and development, high job security, and encouraging individuals to be idea
champions.

Discuss the tasks associated with identifying

and selecting competent employees.
The HRM process consists of eight activities that will staff an organization
with competent, high-performing employees who are capable of sustaining
their performance level over the long term.
The first three HR activities involve employment planning and include
recruitment, downsizing, and selection. The next two steps involve helping
employees adapt to the organization and ensuring that their skills and
knowledge are kept current, and include the HR activities of orienting and
training. The last steps involve identifying performance goals, correcting
performance problems, and helping employees sustain high levels of
performance. These are done using the HR activities of performance
appraisal, compensation and benefits, and safety and health. The main
influences on the HRM process are legal although other environmental
conditions such as restructuring, downsizing, diversity, and so forth can
impact it as well.

Explain the role that attitudes play in job

performance.
Attitudes are evaluative statements concerning people, objects, or events.
The cognitive component of an attitude refers to the beliefs, opinions,
knowledge, or information held by a person. The affective component is the
emotional or feeling part of an attitude. The behavioral component refers to
an intention to behave in a certain way toward someone or something. Four
job-related attitudes include job satisfaction, job involvement, organizational
commitment, and employee engagement. Job satisfaction refers to a
persons general attitude toward his or her job. Job involvement is the
degree to which an employee identifies with his or her job, actively
participates in it, and considers his or her job performance to be important to
his or her self-worth. Organizational commitment is the degree to which an
employee identifies with a particular organization and its goals, and wishes
to maintain membership in that organization. Employee engagement is
when employees are connected to, satisfied with, and enthusiastic about
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their jobs. According to cognitive dissonance theory, individuals try to

reconcile attitude and behavior inconsistencies by altering their attitudes,
altering their behavior, or rationalizing the inconsistency.

Discuss how groups are turned into effective

teams.
Effective teams have common characteristics. They have adequate
resources, effective leadership, a climate of trust, and a performance
evaluation and reward system that reflects team contributions. These teams
have individuals with technical expertise as well as problem-solving,
decision-making, and interpersonal skills and the right traits, especially
conscientiousness and openness to new experiences. Effective teams also
tend to be small, preferably of diverse backgrounds. They have members
who fill role demands and who prefer to be part of a team. And the work that
members do provides freedom and autonomy, the opportunity to use
different skills and talents, the ability to complete a whole and identifiable
task or product, and work that has a substantial impact on others. Finally,
effective teams have members who believe in the teams capabilities and
are committed to a common plan and purpose, specific team goals, a
manageable level of conflict, and a minimal degree of social loafing.

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