CH 17 – Building a New Venture Team and Planning Flashcards
(95 cards)
1
Q
1) \_\_\_\_\_\_\_\_ is the process of influencing and inspiring others to work to achieve a common goal and then giving them the power and the freedom to achieve it. A) Management B) Organizing C) Leadership D) Coordination
A
C
2
Q
2) Leadership is \_\_\_\_\_\_\_\_. A) essential to a company's success B) not an easy skill to learn C) influencing and inspiring others to work to achieve a common goal and then giving them the power and the freedom to achieve it D) All of the above
A
D
3
Q
3) Which of the following pairs describing leadership (first column) and management (second column) is not accurate?
A
C) Involves doing things right Involves doing the right things
4
Q
4) Which of the following is not a behavior typically exhibited by effective leaders?
A) Define and constantly reinforce the vision they have for the company.
B) Respect and support their employees.
C) Require employees to gather necessary resources to complete their tasks; they will be more likely to “feel ownership” than if you did it for them.
D) Create an environment in which people have the motivation, the training, and the freedom to achieve the goals they have set.
A
C
5
Q
5) Which of the following is not one of the vital tasks small business leaders must perform?
A) Hire the right employees to the team and constantly improve their skills.
B) Create a culture for retaining employees.
C) Plan for “passing the torch” to the next generation of leadership.
D) Keep flexible and do not be concerned about preparing for the next generation of management.
A
D
6
Q
6) A leadership style in which a leader takes on the role of a servant first and the role of a leader second is referred to as a \_\_\_\_\_\_\_\_ leader. A) servant B) passive C) managerial D) subservient
A
A
7
Q
7) Questions like "What are you deeply passionate about?", "What can you be the best in the world at?" and "What drives your economic engine?" are important to define your \_\_\_\_\_\_\_\_, according to the work of Jim Collins. A) hedgehog concept B) core competencies C) critical strategies D) keys to success
A
A
8
Q
8) Both leadership and management are essential to a small company’s success, but leadership comes first.
A
TRUE
9
Q
9) Leadership deals with doing things right; management deals with doing the right things.
A
FALSE
10
Q
10) Although a small business manager must assume a wide range of ideas, tasks, and responsibilities, none is more important than the role of leader.
A
TRUE
11
Q
11) Leadership gets a small business going; management keeps it going.
A
TRUE
12
Q
12) Management and leadership are essentially the same.
A
FALSE
13
Q
13) A strong leader does not share aspects of his or her company’s financial health, its future plans, or her vision for it with employees.
A
FALSE
14
Q
14) Effective leaders know they must punish workers who take risks and fail so that other workers do not make the same mistakes.
A
FALSE
15
Q
15) Effective leaders know that what they do is more important than what they say because they set the example for their employees.
A
TRUE
16
Q
16) Today’s workforce responds best to a leadership style based on instilling fear and intimidation.
A
FALSE
17
Q
17) Effective leaders make sure that workers have both the tangible and the intangible resources they need to do their jobs well.
A
TRUE
18
Q
18) Effective leaders recognize that money is not the only reward that motivates workers.
A
TRUE
19
Q
19) Questions like “What are you deeply passionate about?”, “What can you be the best in the world at?” and “What drives your economic engine?” are important to define your hedgehog concept, according to the work of Jim Collins.
A
TRUE
20
Q
25) List at least ten of the seventeen behaviors that effective leaders exhibit.
A
Effective leaders exhibit many of the following characteristics:
1. Create a set of values and beliefs for employees and passionately pursue them.
2. Establish a culture of ethics.
3. Define and then constantly reinforce the vision they have for the company.
4. Develop a strategic plan that gives the company a competitive advantage.
5. Respect and support their employees.
6. Set the example for their employees.
7. Are authentic.
8. Create a climate of trust in the organization.
9. Build credibility with their employees.
10. Focus employees’ efforts on challenging goals and keep them driving toward those goals.
11. Provide the resources employees need to achieve their goals.
12. Communicate with their employees.
13. Value the diversity of their workers.
14. Celebrate their workers’ successes.
15. Are willing to take risks.
16. Encourage creativity among their workers.
17. Maintain a sense of humor.
18. Create an environment in which people have the motivation, training, and freedom to achieve
the goals they have set.
19. Create a work climate that encourages maximum performance.
20. Become a catalyst for change.
20. Develop leadership talent.
21. Keep their eyes on the horizon.
21
Q
27) Is Norm Schultz correct in his attitude about workers not wanting recognition?
A
Answer: No, Norm is correct in saying that “Recognition won’t put bread on the table,” but he fails to see that recognition can be a primary source of motivation for many employees. Some workers strive for a “pat on the back” from the boss, and, in some cases, recognition can be just as important as money.
22
Q
28) What do you think about Norm Schultz’s attitudes toward employees?
A
Answer: While “treat people fairly and never cheat them” is good advice, Norm could go one step further and become a more effective manager by offering praise and recognition more often.
23
Q
29) Which of the following is true regarding hiring mistakes?
A) Hiring mistakes are expensive.
B) Companies’ informal processes may lead to unpredictable outcomes.
C) Small businesses are most likely to make hiring mistakes because they lack the human resources experts and the disciplined hiring procedures large companies have.
D) All of the above
A
D
24
Q
30) One of the best sources for prospects for new positions may come from \_\_\_\_\_\_\_\_. A) colleges and universities B) the Internet C) current employees D) employment advertisements
A
C
25
31) Which of the following techniques would you not recommend to a company desiring a stronger recruiting strategy?
A) Look inside the company first — a promotion-from-within policy serves as an incentive for existing workers to upgrade their skills.
B) Encourage employee referrals — reward employees for successful referrals.
C) Ensure that your recruitment efforts are known — whether in traditional media, the Internet, or on college campuses.
D) Avoid hiring retired workers — they too often fail to have anything to offer.
D
26
32) Posting job openings on the Internet has proven to be ________.
A) a relatively ineffective method of recruiting
B) a cost-effective method to attract candidates from other areas
C) an effective method to attract candidates and is relatively expensive
D) problematic for entrepreneurial businesses
B
27
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33) A ________ is the process by which a company determines the duties and the nature of the jobs to be filled and the skills and experience required of the people who are to fill them.
A) job analysis
B) job description
C) job specification
D) management audit
```
A
28
```
34) Luisa, the director of human resources, is discussing the duties and responsibilities of a new position and its working conditions with Delmar, the supervisor of the position. Luisa and Delmar are discussing a ________.
A) job description
B) management audit
C) job specification
D) job analysis
```
A
29
```
35) Burt is applying for a position as a staff accountant. The job specification for the position might list all of the following items except ________.
A) BBA in Accounting
B) 3 years of experience
C) prepare daily sales reports
D) knowledge of QuickBooks
```
C
30
```
36) A job ________ identifies the duties and responsibilities of a position and its working conditions, while a job ________ identifies the qualifications required of the job candidate in terms of skills, education, and experience needed.
A) specification; description
B) description; specification
C) analysis; specification
D) analysis; description
```
A
31
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37) The ________, published by the Department of Labor, lists more than 20,000 job titles and descriptions and serves as a useful tool for getting a small business owner started when writing job descriptions.
A) Title IX Handbook
B) Team Handbook
C) Job Listing Directory
D) Dictionary of Occupational Titles
```
D
32
38) Which of the following types of questions should a business owner ask a candidate in a job interview?
A) Questions calling for "yes or no" answers.
B) Questions about the candidate's religious beliefs.
C) Questions based on on-the-job scenarios that require open-ended answers.
D) Questions about the candidate's physical traits, characteristics, and family life.
C
33
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39) A ________ interview is where the interviewer gives candidates a typical job-related situation to assess how they respond.
A) situational
B) puzzle
C) circumstantial
D) exploratory
```
A
34
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40) A ________ interview involves offbeat questions to determine how job candidates think and reason, allowing the interviewer to assess their capacity for creativity.
A) situational
B) puzzle
C) circumstantial
D) game-based
```
B
35
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41) Effective interviewers spend about ________ percent of the interview talking and ________ percent listening.
A) 25; 75
B) 50; 50
C) 75; 25
D) 90; 10
```
A
36
42) Which of the following is not a recommended guideline for developing questions to ask candidates in job interviews?
A) Develop a series of core questions and ask them of every candidate.
B) Ask only questions calling for "yes or no" answers to avoid any controversy regarding the direction the job interview took; this way, you have better control of the situation.
C) Create hypothetical situations candidates would likely encounter on the job and ask how they would handle them.
D) Ask candidates to describe a recent success and a recent failure and how they dealt with them.
B
37
43) Which of the following best represents the three phases of an effective job interview?
A) Breaking the ice, asking informative questions, and providing as much information about the company (good and bad) as possible.
B) Breaking the ice, asking informative questions, and selling the candidate on the company.
C) Breaking the ice, asking informative questions, and selling the candidate on the company regardless of their potential fit.
D) Breaking the ice, asking questions in an interrogative manner, and selling the candidate on the company.
B
38
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44) Successful interviewers always listen for these in an interview to see whether it matches the candidate's words. This interviewer is referring to the candidate's ________.
A) work experience
B) job-related skills
C) nonverbal clues or body language
D) nervousness
```
C
39
45) Which government agency is responsible for enforcing employment laws?
A) The Fair Labor Standards Commission
B) The National Labor Relations Board
C) The Equal Employment Opportunity Commission
D) The Justice Department
C
40
46) If a job candidate files charges of employment discrimination against a company, the burden of proof in the case falls on ________.
A) the employer to prove that all pre-employment questions are job-related and nondiscriminatory
B) the candidate to prove that some pre-employment questions and actions were discriminatory
C) the Equal Employment Opportunity Commission representing the job candidate in the lawsuit
D) None of the above
A
41
47) Although many business owners see checking references as a formality and pay little attention to it, the process is ________.
A) expensive and often meaningless
B) necessary and often invaluable
C) optional, based on the position's salary and relative importance
D) a questionable practice that may bias the hiring process
B
42
```
48) According to a survey by CareerBuilders, almost ________ of candidates either exaggerated or falsified information about their previous employment on their resumes.
A) one-third
B) three-fourths
C) half
D) two-thirds
```
C
43
49) Every new employee a business owner hires determines the heights to which the company can climb or the depths to which it will plunge.
TRUE
44
50) Business owners must recognize that what they do before they start interviewing candidates for a position determines to a great extent how successful they will be in the hiring process.
TRUE
45
51) Companies desiring to improve their recruitment efforts are finding that the Internet offers tremendous reach at a relatively low cost and is very effective.
TRUE
46
53) A job analysis describes what the job is, what its duties and responsibilities are, and what work conditions are involved.
FALSE
47
54) A job analysis describes the process by which a firm determines the duties and nature of the jobs to be filled and the skills and experience required of the people who are to fill them.
TRUE
48
55) A job description sets forth a job's duties and responsibilities; a job specification translates these duties into the qualifications needed for that job.
TRUE
49
56) The Dictionary of Occupational Titles, a listing of more than 20,000 job titles and descriptions, is a useful tool for getting a small business owner started when writing job descriptions.
TRUE
50
58) Small companies are least likely to make hiring mistakes because most owners have developed clearly defined job specifications and job descriptions.
FALSE
51
59) To give the interviewing process more consistency, a business owner should develop a series of core questions and ask them of every candidate.
TRUE
52
60) The most effective job interviews are unplanned, unstructured interactions between the small business owner and the job applicant.
FALSE
53
61) A situational interview gives the candidate a typical job-related situation to see how they respond.
TRUE
54
62) The intent of a situational interview is to make the interviewee as uncomfortable as possible without violating legal or ethical standards.
FALSE
55
63) In the breaking-the-ice phase of the interview process, skilled interviewers often use the job description to explain the nature of the job and the company's culture to candidates.
TRUE
56
64) Effective interviewers ignore candidates' nonverbal clues (i.e., body language) in interviews because they know that most candidates are so nervous that their nonverbal communication is meaningless.
FALSE
57
65) Effective interviewers spend about 75 percent of the interview talking and about 25 percent listening.
FALSE
58
66) Effective interviewers skip the breaking-the-ice phase of a job interview and immediately start asking candidates tough questions so they can see how the candidates respond under stress.
FALSE
59
67) An effective job interview contains three phases: breaking the ice, asking questions, and selling the candidate on the company.
TRUE
60
68) Interviewers should avoid asking job candidates questions based on hypothetical on-the-job scenarios and how the candidate would handle them because the Equal Employment Opportunity Commission considers such questions to be illegal.
FALSE
61
69) The Equal Employment Opportunity Commission (EEOC) supplies employers with a list of questions it considers illegal in interviews.
FALSE
62
70) In addition to contacting the references a job applicant provides, experienced employers also call an applicant's previous employers to attempt to get a clear picture of the applicant's job performance, character, and work habits.
TRUE
63
71) Small business owners should take the time to check every candidate's
TRUE
64
72) Assume the role of a consultant to a small business owner who is about to conduct a job interview for the first time. Identify the guidelines that will help him develop interview questions. Also, explain the three phases of an effective interview.
Answer:
The guidelines for developing interview questions include:
∙ Develop a series of core questions and ask them of every candidate.
∙ Ask open-ended questions (including on-the-job scenarios) rather than questions calling for yes or no answers.
∙ Create hypothetical situations candidates would be likely to encounter on the job and ask how they would handle them.
∙ Probe for specific examples in the candidate's past work experience that demonstrate the necessary traits and characteristics.
∙ Ask candidates to describe a recent success and a recent failure and how they dealt with them.
An effective interview consists of three phases:
1. Breaking the Ice
The first phase is used to set the interviewee and the interviewer at ease.
2. Asking Questions
In the second phase, the interviewer asks questions and listens to the candidate's responses and body language. Effective interviewers spend about 25 percent of the time talking and listen the remaining 75 percent.
3. Selling the Candidate on the Company
In the final phase, the employer tries to sell the candidate on her/his company. Usually in this phase, the interviewee asks several questions about the company, the job itself, and other relevant issues.
65
```
8) ________ is the distinctive, unwritten code of conduct that governs the behavior, attitudes, relationships, and style of an organization.
A) Organizational structure
B) Company culture
C) Hierarchy of command
D) Formal organization
```
B
66
```
79) A company's culture manifests itself in ________.
A) how workers dress
B) the language workers use
C) the way workers behave
D) All of the above
```
D
67
80) Company culture has a powerful impact on ________.
A) the way people work together in a business
B) how people in a company do their jobs
C) how people in a company treat their customers
D) All of the above
C
68
81) Which of the following statements about a company's culture is false?
A) Company culture manifests itself in a variety of ways, from how workers dress and act to the language they use.
B) As a company grows larger, its culture tends to remain constant.
C) Culture arises from an entrepreneur's consistent and relentless pursuit of a set of core values that everyone in the company can believe in.
D) All of the above
B
69
82) Successful organizational culture supports exceptional performance and is compatible with the firm's stated values and beliefs. Which of the following best illustrates this concept?
A) A "do what is needed regardless" attitude, diversity, respect for work and life balance, a sense of purpose and a sense of fun, and participative management in a learning environment.
B) Honesty and integrity, diversity, respect for work and life balance, a sense of purpose and a sense of fun, and dictatorial management in a learning environment.
C) Honesty and integrity, diversity, respect for work and life balance, an appreciation for career limitations, and participative management in a learning environment.
D) Honesty and integrity, diversity, respect for work and life balance, a sense of purpose and a sense of fun, and participative management in a learning environment.
D
70
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83) The type of job design that breaks work down into its simplest form and standardizes tasks is known as ________.
A) job simplification
B) job enlargement
C) job rotation
D) horizontal job loading
```
A
71
```
84) The classic auto assembly line is based on which job design principle?
A) Job enlargement
B) Job enrichment
C) Job simplification
D) Job rotation
```
B
72
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85) The job ________ design strategy adds more tasks to a job to broaden its scope.
A) simplification
B) enlargement
C) enrichment
D) rotation
```
B
73
86) The advantages of job rotation include ________.
A) the ability to move from one job to others
B) a greater number and variety of tasks
C) additional flexibility for the company
D) All of the above
D
74
```
87) The type of job design that adds more tasks to a job to broaden its scope is known as ________.
A) job rotation
B) job enlargement
C) horizontal job loading
D) Both B and C
```
D
75
```
88) The job ________ design strategy involves cross-training workers so they can move from one job in the company to others, giving them a greater number and variety of tasks to perform.
A) simplification
B) enlargement
C) enrichment
D) rotation
```
D
76
```
90) In job enrichment, ________ is the degree to which a job requires a variety of different skills, talents, and activities from the worker.
A) skill variety
B) task identity
C) task significance
D) autonomy
```
A
77
```
89) The job ________ design strategy involves building motivators into a job by increasing the planning, decision-making, organizing, and controlling functions workers perform.
A) simplification
B) enlargement
C) enrichment
D) rotation
```
C
78
```
91) In job enrichment, ________ is the degree to which a job gives a worker the freedom, independence, and discretion in planning and performing tasks.
A) task identity
B) task significance
C) autonomy
D) feedback
```
C
79
```
92) In job enrichment, ________ is the degree to which a job gives the worker direct, timely information about the quality of her/his performance.
A) task identity
B) task significance
C) autonomy
D) feedback
```
D
80
```
93) In job enrichment, ________ is the degree to which a job substantially influences the lives or work of others (employees or final customers).
A) skill variety
B) task identity
C) task significance
D) autonomy
```
C
81
94) Type of job design that involves building motivators into a job by increasing the planning, decision-making, organizing, and controlling functions workers perform is ________.
A) job enrichment or vertical job loading
B) job enlargement or vertical job loading
C) job enrichment or horizontal job loading
D) job simplification or lateral job loading
C
82
```
95) In job enrichment, ________ is the degree to which a job allows a worker to complete a whole or identifiable piece of work.
A) skill variety
B) task identity
C) task significance
D) autonomy
```
B
83
```
96) An arrangement under which employees work a normal number of hours with options regarding when they start and stop work is ________.
A) hoteling
B) flextime
C) job sharing
D) flexspace
```
B
84
```
97) Cora arrived at work at 7 a.m. today, and she will get off at 4 p.m. so that she can watch her son's soccer game. Her office mate, Emma, is not a "morning person" and usually arrives at the office at 10 a.m. and gets off at 7 p.m. Their company uses ________.
A) job sharing
B) flextime
C) flexplace
D) job enrichment
```
B
85
```
98) Arturo, a sales representative for a small manufacturer, works out of an office in his home, using his laptop computer, a fax machine, and a beeper to communicate with the home office, which is located in a city 58 miles away. Arturo actually goes to the main office, on average, once every 10 to 14 days. His company is using which work arrangement?
A) Job sharing
B) Flextime
C) Flexplace
D) Job enrichment
```
C
86
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99) Maria is excited about the new opportunity her company has offered her — she will be able to work from her home office with a company computer and a high-speed Internet connection while she spends time with her newborn son. This is possible because of the implementation of ________.
A) telecommuting
B) hoteling
C) job sharing
D) job rotation
```
A
87
100) A compensation system in which employees' pay depends on how well they perform their jobs is known as ________.
A) a profit-sharing plan
B) open book management
C) a pay-for-performance compensation system
D) a commission compensation plan
C
88
101) Company culture is the distinctive, unwritten code of conduct that governs the behavior, attitudes, relationships, and style of an organization.
TRUE
89
102) Growth requires changes in a company's management style, organizational strategy, and methods of operations.
TRUE
90
103) Studies comparing large companies to small ones have found that large companies' inability to react quickly is a major barrier to their growth.
TRUE
91
104) An assembly line is based on the principle of job simplification.
TRUE
92
105) Job enlargement is based on the premise that the best way to design a job is to break it down into its simplest form and to standardize each task.
FALSE
93
106) The principle of job enlargement is to make a job more varied and to allow employees to perform a more complete unit of work by broadening its scope.
TRUE
94
108) The concept of empowering employees is based on the principle of job enrichment.
TRUE
95
109) Flextime is a work arrangement in which two or more people share the same 40-hour-a-week job.
FALSE
