Quiz 1

Question 1

Does Maslow’s hierarchy of needs outline 5 levels of human needs that motivate behaviour?

Answer 1

Yes

Question 2

What is the most basic need of the hierarchy?

Answer 2

Physiological needs

Question 3

Without Physiological needs would the human body be able to operate properly?

Answer 3

No

Question 4

Where does the focus shift after physiological needs are met?

Answer 4

Safety and security

Question 5

What is the third need of the hierarchy?

Answer 5

Love and belongingness

Question 6

What does esteem needs involve?

Answer 6

Respect from others, and a sense of accomplishment

Question 7

What is the highest need that is required to be met to reach optimal behaviour?

Answer 7

Self-actualisation

Question 8

Is self-actualisation the desire to achieve personal goals, creativity, and realising one’s abilities?

Answer 8

Yes

Question 9

What does Maslow’s hierarchy of needs suggest?

Answer 9

People are motivated to fulfil lower-level needs before progressing to higher levels. However, individuals can move around the hierarchy depending on life circumstances

Question 10

Are good human relations and workplace effectiveness essential for fostering a productive and positive workforce?

Answer 10

Yes

Question 11

State two reasons why good human relations and positive relationships are important

Answer 11

Improved communication, and increased motivation/morale

Question 12

Can effective human relations enhance collaboration and teamwork?

Answer 12

Yes

Question 13

How does good human relations skills help conflict resolution?

Answer 13

Employees know how to avoid escalating the situation ay further

Question 14

What kind of workplace would cause better employee retention?

Answer 14

A positive workplace culture

Question 15

Can supportive relationships continue to foster personal growth and development?

Answer 15

Yes

Question 16

Who create the human relations theory?

Answer 16

Elton Mayo

Question 17

What are the 4 elements of the Human Relations Theory?

Answer 17

Focus on employee needs, importance of communication, social environment at work, and job satisfaction and motivation

Question 18

Who is Mary Parker Follet?

Answer 18

She introduced several contributions which have led more effective management. She mainly focused on finding new ways to deal with leadership, conflict resolution, and organisational behaviour

Question 19

Name 8 of her key contributions

Answer 19

“Power with” instead of “power over”
Integration as a conflict resolution method
Importance of human relations
Decentralised control and participation
Circular response (reciprocal influence)
Leadership as a dynamic process
“Law of the Situation”
Community and Organisations

Question 20

What does the “power with” instead of “power over” mean?

Answer 20

Collaborating with employees rather than dominating them

Question 21

Did using integration as a conflict resolution model mean opposing parties coming together to create a win-win solution?

Answer 21

Yes

Question 22

What does circular response (reciprocal influence) mean?

Answer 22

Managers and employees continually influence each other, rather than a one-way direction of authority

Question 23

What does the “law of the situation” mean?

Answer 23

Decisions and actions should be based on the specific situation at hand, rather than rigid rules or hierarchial authority

Question 24

What kind of decision-making approach is evidence-based management?

Answer 24

Uses the best available evidence to guide managerial actions and strategies

Question 25

May even high quality evidence need to be adapted to suit the specific needs of the organisation?

Answer 25

Yes

Question 26

Is the evidence used in evidence-based management tested in empirical research?

Answer 26

Yes

Question 27

Why did behavioural viewpoint emerge?

Answer 27

Due to classical management theories not understanding the importance of human behaviour and social factors in the workplace

Question 28

What are the three phases of behavioural viewpoint?

Answer 28

Early behaviourism, human relations and movement, behavioural science approach

Question 29

What did early behaviourism contribute?

Answer 29

Individual differences influence work performance, and emphasised understanding worker behaviour and role of psychology on improving productivity

Question 30

What did the human relations movement find?

Answer 30

Social factors, such as employee recognition and attention from management had a greater effect on productivity than physical working conditions

Question 31

What is the behavioural science approach?

Answer 31

Applied research-based, scientific methods to understand and improve workplace behaviour

Question 32

What does contingency viewpoint mean?

Answer 32

There is no single best way to manage an organisation, as it depends on the specific circumstances that an organisation faces

Question 33

Is contingency viewpoint associated with all parts of an organisation being interdependent?

Answer 33

Yes

Question 34

What is the Hawthorne effect phenomenon?

Answer 34

Where individuals modify their behaviour in response to being observed or receiving attention form others

Question 35

Where did the study take place?

Answer 35

Western Electric Hawthorne Works

Question 36

Is Peter Drucker often considered the father of modern management?

Answer 36

Yes

Question 37

Was Drucker the first person to treat management as a distinct discipline, separate from other business functions?

Answer 37

Yes

Question 38

What is management by objectives (MBO)?

Answer 38

Emphasises the importance of setting clear, measurable goals for both managers and employees

Question 39

Did Drucker recognise knowledge workers?

Answer 39

Yes

Question 40

State two other contributions that Drucker discovered

Answer 40

Decentralisation and empowerment, and the concept of the corporation

Question 41

How did Drucker believe organisations needed to measure success?

Answer 41

On outcomes and impacts on stakeholders, rather than by the amount of effort used

Question 42

Did Drucker believe that innovation is a big part of a company's survival?

Answer 42

Yes

Question 43

Why did Drucker think that non-profit organisations were so important?

Answer 43

Because he believed they had a vital role in addressing social challenges

Question 44

Did Drucker believe that managers should focus on what's best for the organisation as a whole rather than just individual departments?

Answer 44

Yes

Question 45

Did Drucker encourage strategic thinking?

Answer 45

Yes

Question 46

What does the behavioural science approach involve?

Answer 46

Emphasises understanding human behaviour within organisations

Question 47

Does the behavioural science approach recognise that humans are not solely motivated by monetary incentives?

Answer 47

Yes

Question 48

What are the two theories associated with understanding what drives employee satisfaction and performance?

Answer 48

Maslow Hierarchy of Needs, and Herzberg's Two-Factor Theory

Question 49

Does it determine that participative management and democratic leadership as ways to enhance employee engagement?

Answer 49

Yes

Question 50

Does this approach highlight the importance of communication?

Answer 50

Yes

Question 51

Does this approach believe group work improves morale and productivity

Answer 51

Yes

Question 52

When using this approach how are smooth transitions made?

Answer 52

Through developing strategies to manage resistance and change

Question 53

What are subsystems?

Answer 53

Smaller, interdependent parts or components of a larger system

Question 54

Does a subsystem contribute to the overall functioning of the whole system?

Answer 54

Yes

Question 55

Do subsystems have to work together?

Answer 55

Yes

Question 56

Are subsystems permeable?

Answer 56

Yes