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CLEP Principles Of Management

Subjects : clep, business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Maslow's idea of a pyramid of human needs; physiological needs (ex. hunger) must first be satisfied - then safety needs (ex. security) - then belonging needs (ex. love) - then esteem needs (ex. respect) - and last is self-actualization needs (ex. ach






2. Groups in which the members are attached to each other and act as one unit






3. Provides a means for evaluating leadership styles and then training managers to move towards an ideal style of behavior






4. Forming - Storming - Norming - Performing






5. Planning - Controlling - Leading - Organizing






6. There are no predefined criteria or priorities. Instead they are set by the group when making the decision






7. Alderfer proposed that motivation is a function of three basic needs (listed from lowest to highest): existence needs (the desire for physiological and materialistic well-being) - relatedness needs (the desire to have meaningful relationships with si

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8. The tendency to assign internal attributes to successes and external factors to failures.






9. Assumes that - given challenge and freedom - workers are motivated to achieve self-esteem and to demonstrate their competence and creativity.






10. American mechanical engineer - who wanted to improve industrial efficiency. He is known as the father of scientific management - and was one of the first management consultants






11. Provides the right people to fill the structure designed by the organizing function. human resources (personnel) mgmt






12. Power derived through one's position - such as a police officer or elected official.






13. Different people have different needs based on their early childhood experiences.

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14. Motivation based on ideas of right and wrong






15. The ability to use influence to achieve results






16. Assumes that workers are basically lazy - error-prone - and extrinsically motivated by money - and should be directed from above.






17. Hierarchy of needs






18. The management function that determines how the firm's human - financial - physical - informational - and technical resources are arranged and coordinated to perform tasks to achieve desired goals.






19. Someone does not have 'official' authority but is recognized as a leader by the group






20. Uses natives of the host country to manage operations within their country and parent-country natives to manage at headquarters.






21. A mechanism for gathering information about performance deficiencies after they occur






22. Assumes that the manager will operate an make decisions based on the best economic interest of the company






23. Choosing an option that is acceptable - although not necessarily the best or perfect.






24. Determined by factoring the machine set up costs as well as the cost of operating the production equipment.






25. When a company or organization does the bare minimum required to meet a requirement or responsibility






26. Leadership that - enabled by a leader's vision and inspiration - exerts significant influence






27. Provides managment with detailed implementation guidance based on stratgy to help with objectives






28. Plan reflecting decisions about resource allocations - company priorities - and steps needed to meet strategic goals. LONG TERM GOALS






29. Adj. using threats or orders to make someone do something - the capacity to punish or withhold positive outcomes as a means of influencing other people






30. 1. Expectancy: Effort ? Performance (E?P) belief that one's effort (E) will result in attainment of desired performance (P) goals 2. Instrumentality: Performance ? Outcome (P?O)belief that a person will receive a reward if the performance expectation






31. The management function that assesses the management environment to set future objectives and map out activities necessary to achieve those objectives - and To be effective - the objectives of individuals - teams - and management should be coordinate






32. The value or importance an individual places on a reward






33. Assumes that managers will not search for the optimal solution to an issue - but will instead settle for the first available solution that meets their needs.






34. Control that allows managers to anticipate problems before they arise






35. Temporary allocation of personnel and resources for the accomplishment of a specific objective






36. A form of social control characterized by strict obedience to the authority of a state or organization - often maintaining and enforcing control through use of oppressive force. 'The Ends Justify the Means'






37. The process of comparing a practice or process to an alternate - existing practice or process in order to gain insights and make improvements






38. Degree to which decision-making authority is given to lower levels in an organization's hierarchy






39. A one-time plan specifically designed to meet the needs of a unique situation. 'visit of official'






40. Tests ending condition in middle of loop






41. Staffing means seeking the best people for key jobs throughout the entire organistaion irrespective of nationality






42. Group performance is dependent upon the interaction between leadership style and situational favorableness

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43. A plan that deals with organizational issues and problems that recur frequently. 'sexual harassment policy'






44. The phenomenon that people often pay the most attention to things they already agree with and interpret them according to their own predispositions






45. Motivation has two factors: satisfiers and dis-satisfiers.

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46. Holder's ability to give something of value - like $ - responisbility - or praise; Ex: boss - teachers - etc.






47. Links production rate to demand - keeps any step from producing too much inventory - refills needed parts at every stage to minimize waste time - used in time production of multi-step process to keep each step producing proper quantity in time frame






48. An informal - person-to-person communication network of employees that is not officially sanctioned by the organization






49. A decision-making method that begins and ends by having group members quietly write down and evaluate ideas to be shared with the group. This ensures weaker voices have a chance to speak.






50. An approach that fills key managerial positions abroad with persons from headquarters- that is - with parent-country nationals (PCNs); used at internationalization stage