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Question
Should managers rely on intuition in problem solving?
A. Yes. Most people systematically apply intuition to problem solving.
B. No. Feelings have no place in management decision making.
C. Yes. Those who track what they learn can effectively replicate the process in future.
D. No. Those who use an inference ladder are more effective decision makers.
E. Yes. Unconscious biases help people hasten their decision-making process.
Answer
This answer is hidden. It contains 121 characters.
Related questions
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In an effective planned change process, collecting data is essentially always the first step.
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Which of the following is true about the fundamental lessons of change?
A. Change for change's sake.
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C. Ignore customers. Focus on the organization.
D. Focus on the change, not on future organizational state.
E. Go for big wins.
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A. education and communication
B. manipulation and co-optation
C. facilitation and support
D. implicit and explicit coercion
E. negotiation and agreement
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A. strategic
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Which of the following generations focuses on loyalty not to the company but to relationship with others?
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B. Traditionalists
C. Generation Y
D. Xers
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An adhocracy culture is the opposite of a hierarchical culture.
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In order to build common norms and values, a company adopts the rites of integration.
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Carl, a manager at Aim & Dart, wants to test job candidates for their ability to learn and acquire cognitive skills. Given that increasing the minority representation at Aim & Dart is a top priority, what predictor(s) should Carl adopt and why?
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Managers are better recruiters than human resource and corporate recruiters. Present supporting claims to this statement.
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Good recruiters "sell" their organizations to good candidates. Contradict the statement.
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During an interview, Graham asks the applicant, Jack, "Do you believe you are too honest to steal at work?" What test is Graham using?
A. Personality-based integrity test
B. General mental ability test
C. Psychometric test
D. Overt integrity test
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Which of the following is an example of a performance test?
A. Cognitive ability test
B. Overt integrity test
C. Work sample
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Which of the following is an example of adverse impact?
A. A company isolating an employee because of his sexual orientation.
B. A company rejecting applications from people with disabilities on the assumption that they cannot adequately do the job.
C. Evaluating an employee less favorably because the recruiter disapproves of his cultural beliefs.
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Since companies are obliged to be discrete about their standardized selection processes, applicants must not be informed about the process.
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List down three positive and three negative effects of conflict in an organization.
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Which of the following indicators shows that a party will be competitive, rather than cooperative, during negotiations?
A. Negotiating issues are primarily financial.
B. They have a pattern of being cooperative in past negotiations.
C. They want to maintain a good relationship with the other party.
D. This negotiation is part of a long-term ongoing negotiation process.
E. They trust the other parties involved and freely share information.
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Carl decided that the conflict situation he faces with his fellow department heads at a remote location is not that important. The issue is trivial, and he rarely works with anyone from that location. The issue should be resolved soon. What conflict management style should he use?
A. Avoidance
B. Accommodation
C. Competition
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Which of the following is a disadvantage of employing the collaborative conflict management style?
A. It does not take relationships into account.
B. It does not save time.
C. There is no commitment to reach a solution under which everyone benefits.
D. Perspectives from different groups cannot be merged.
E. People do not feel committed to the agreed upon solution.