Question 1

Rachel makes $80,000 a year as an accountant.Based on her income,she is trying to figure out how she can build an investment portfolio worth $1 million by the time she retires.Rachel is at which step of the goal-setting process?
A)Evaluate available resources.
B)Determine the goals individually or with input from others.
C)Review the organization's mission.
D)Write down the goals and communicate them.

Accepted Answer

Rachel is currently evaluating her available resources, specifically her income, in order to determine how she can achieve her goal of building a $1 million investment portfolio by the time she retires. She has not yet determined her specific goals, reviewed her organization's mission, or written down and communicated her goals.

Question 2

Stretch goals are goals that ________.
A)stretch over the long term
B)are challenging and unrealistic
C)address the degree of environmental uncertainty
D)stretch across organizational hierarchy

Accepted Answer

Stretch goals are designed to be challenging and somewhat unrealistic to push teams and individuals to extend beyond their normal capacity and achieve extraordinary results. They are not necessarily long-term, related to environmental uncertainty, or spanning organizational hierarchy.

Question 3

When the hierarchy of organizational goals is clearly defined,it forms an integrated network of goals called a ________ chain.
A)hierarchical-link
B)means-ends
C)reporting relationship
D)top-to-bottom

Accepted Answer

The means-ends chain is a series of interconnected goals that are arranged in a hierarchy, with lower-level objectives serving as the means to achieve higher-level goals. This chain links the ultimate goal of the organization with the means necessary for achieving that goal, providing a clear picture of how the organization's strategy aligns with its various functions and activities.

Question 4

A well-designed goal should be ________ but ________.
A)communicated; not written down
B)written in terms of actions; not outcomes
C)challenging; attainable
D)quantifiable; have a flexible time frame

Accepted Answer

A well-designed goal should challenge the individual or team to strive for improvement, but it should also be realistically achievable. The goal should not be impossible to reach or completely out of reach.

Question 5

In a typical MBO program,________.
A)objectives are determined by management
B)goals are only reviewed at the time of completion
C)goals are used primarily as controls
D)progress is periodically reviewed

Accepted Answer

In a typical MBO (Management by Objectives) program, progress towards the objectives/goals is periodically reviewed to track performance and make any necessary adjustments. Option A is partially correct, as management does play a role in determining the objectives, but it is done in collaboration with employees. Option B is incorrect, as goals are reviewed regularly throughout the MBO process. Option C is incorrect, as goals are used not only for control purposes but also for motivating employees and aligning their efforts with organizational objectives.

Question 6

The standard procedure to be followed by the human resources department of a company when initiating disciplinary action against an employee is an example of a standing plan.

Accepted Answer

A standing plan is a pre-established set of procedures or guidelines that can be used repeatedly to handle recurring organizational problems or issues. The standard procedure followed by HR when initiating disciplinary action is a standing plan as it has been pre-established and can be applied repeatedly to handle similar situations.

Question 7

Management by objectives (MBO)is a management system in which specific performance goals are ________.
A)jointly determined by employees and their managers
B)delegated by top managers to lower level managers
C)developed in such a manner that the employees are self-directed and do not need supervision
D)delegated by supervisors to employees

Accepted Answer

Management by objectives (MBO) involves setting specific performance goals that are jointly determined by employees and their managers. This collaborative approach helps to ensure that goals are realistic and achievable and also helps to build commitment and buy-in from employees. Delegating goals solely from top managers to lower level managers (B) or from supervisors to employees (D) does not involve the level of collaboration and joint determination that is characteristic of MBO. While employees may become more self-directed through the MBO process, this is not the primary goal and is not necessarily true in all cases (C).

Question 8

Which of the following is the first step in the goal-setting process?
A)evaluate available resources
B)determine the goals individually or with input from others
C)review the organization's mission
D)write down the goals and communicate them

Accepted Answer

The first step in the goal-setting process is to review the organization's mission, as goals should align with the overall purpose and direction of the organization.

Question 9

Bill has been working on his assigned plan for about three months.He is now discussing his progress with Jim,his supervisor.If Bill and Jim are using the MBO planning process,this discussion is called ________.
A)performance feedback
B)redirection of goals
C)advise and adjust
D)a milestone checkpoint

Accepted Answer

Performance feedback is a key component of the MBO (Management by Objectives) planning process, where employees and supervisors regularly discuss progress towards achieving goals and objectives.

Question 10

Studies of actual MBO programs confirm that MBO ________ employee performance and organizational productivity.
A)depends on
B)is related to
C)is unrelated to
D)increases

Accepted Answer

Studies have found that implementation of MBO programs leads to increased employee performance and organizational productivity. This is because MBO encourages goal-setting, clarifies expectations, and provides regular feedback and communication, all of which contribute to improved performance and productivity.

Question 11

In traditional goal setting,it is assumed that top managers know what's best because they ________.
A)have the most experience
B)are hired to do what is best for the organization
C)have the most at stake if the company fails
D)see the "big picture" for the company

Accepted Answer

Traditional goal setting assumes that top managers see the "big picture" for the company, which means that they have a comprehensive understanding of the organization's strengths, weaknesses, opportunities, and threats. This assumption implies that top managers have the necessary knowledge and expertise to make informed decisions about the company's goals and strategies. However, this assumption can be flawed because it overlooks the importance of involving other stakeholders, such as employees and customers, in the goal-setting process.

Question 12

An integrated network of goals is sometimes called a means-ends chain.

Accepted Answer

An integrated network of goals is indeed called a means-ends chain, which refers to a series of connected goals where each goal is a means to achieve the next higher-level goal until the ultimate end goal is reached.

Question 13

Increasingly in today's world of innovative entrepreneurs we see goals that may not be realistic.These goals are ________.
A)strategic goals
B)long-term plans
C)stretch goals
D)single-use goals

Accepted Answer

The term "stretch goals" refers to goals that may seem unrealistic or difficult to achieve, but are set in order to push individuals or organizations to push themselves to their limits and achieve greater success. This aligns with the language used in the prompt about seeing goals that may not be realistic in the world of innovative entrepreneurs. A and B may also be relevant to some extent, but do not directly address the concept of setting unrealistic goals. D is not applicable as "single-use goals" is a term typically used in reference to goals that are not meant to be ongoing or repeated.

Question 14

An organization is in the process of goal setting.It has finished reviewing the mission statement.What should it do next?
A)Write down the goals and communicate them.
B)Review the organization's mission.
C)Evaluate available resources.
D)Determine the goals individually or with input from others.

Accepted Answer

Evaluating available resources is the next step in the goal-setting process after reviewing the mission statement.

Question 15

MBO programs use goals to ________ employees rather than to ________ them.
A)control; motivate
B)motivate; control
C)reward; punish
D)control; reward

Accepted Answer

MBO programs use goals to motivate employees by giving them clear targets to work towards and a sense of purpose in their work. The focus is on encouraging and inspiring employees rather than controlling them through punishment or rewards.

Question 16

Which of the following goals is most appropriate for an MBO program?
A)increase sales this quarter
B)improve training programs
C)decrease waste by 6 percent over the next six months
D)reduce costs by 4 percent

Accepted Answer

MBO programs typically focus on specific and measurable goals that can be achieved within a certain time frame. Decreasing waste by 6 percent over the next six months is a specific and measurable goal that can be achieved through focused effort and tracking progress. The other options, while important objectives for a business, may be better suited for other types of programs such as training and development or cost-cutting initiatives.

Question 17

In traditional goal setting,what happens to goals as they make their way down from top management to lower levels?
A)They lose clarity and unity.
B)They unite the workforce.
C)They are continually revised and corrected by middle management.
D)They purposely remain vague and nonspecific to provide flexibility.

Accepted Answer

As goals make their way down from top management to lower levels, they can lose clarity and unity as each level interprets the goals differently and adapts them to their specific area of responsibility. This can result in confusion and lack of alignment towards the overall organizational goals.

Question 18

With traditional goal setting,employees' work efforts at their respective levels and work areas are geared to meet the goals ________
A)so that the top management will retain their positions
B)so that their immediate supervisor will retain their position
C)that have been assigned in their specific areas of responsibility
D)using the least amount of resources to meet the goals

Accepted Answer

Traditional goal setting involves assigning specific goals to employees in their respective areas of responsibility. Therefore, employees' work efforts are geared towards meeting these goals. The other options of retaining positions or using the least amount of resources are not the primary focus of traditional goal setting.

Question 19

A ________ is a broad statement of an organization's purpose that provides an overall guide to what organizational members think is important.
A)plan
B)mission
C)proposal
D)goal

Accepted Answer

A mission statement is a broad statement that provides an overall guide to what organizational members think is important. Plans, proposals, and goals are more specific and focused on particular strategies or outcomes.

Question 20

In the traditional approach to planning,planning is done entirely by top-level managers who are often assisted by ________.
A)business-level managers
B)functional-level managers
C)a group of planning specialists
D)external business consultants

Accepted Answer

In the traditional approach to planning, top-level managers are often assisted by a group of planning specialists who help in the formulation and implementation of strategic plans.

Quiz 9: Foundations of Planning

Rachel makes $80,000 a year as an accountant.Based on her income,she is trying to figure out how she can build an investment portfolio worth $1 million by the time she retires.Rachel is at which step of the goal-setting process?

Stretch goals are goals that ________.

When the hierarchy of organizational goals is clearly defined,it forms an integrated network of goals called a ________ chain.

A well-designed goal should be but .

In a typical MBO program,________.

The standard procedure to be followed by the human resources department of a company when initiating disciplinary action against an employee is an example of a standing plan.

Management by objectives (MBO) is a management system in which specific performance goals are ________.

Which of the following is the first step in the goal-setting process?

Bill has been working on his assigned plan for about three months.He is now discussing his progress with Jim,his supervisor.If Bill and Jim are using the MBO planning process,this discussion is called ________.

Studies of actual MBO programs confirm that MBO ________ employee performance and organizational productivity.

In traditional goal setting,it is assumed that top managers know what's best because they ________.

An integrated network of goals is sometimes called a means-ends chain.

Increasingly in today's world of innovative entrepreneurs we see goals that may not be realistic.These goals are ________.

An organization is in the process of goal setting.It has finished reviewing the mission statement.What should it do next?

MBO programs use goals to employees rather than to them.

Which of the following goals is most appropriate for an MBO program?

In traditional goal setting,what happens to goals as they make their way down from top management to lower levels?

With traditional goal setting,employees' work efforts at their respective levels and work areas are geared to meet the goals ________

A ________ is a broad statement of an organization's purpose that provides an overall guide to what organizational members think is important.

In the traditional approach to planning,planning is done entirely by top-level managers who are often assisted by ________.