Anizational Behavior - Exam Focus With Answers-New
Anizational Behavior - Exam Focus With Answers-New
Anizational Behavior - Exam Focus With Answers-New
Organizational Behaviour
MCQ (50 Questions)
1.
Which of the following is one of the steps of the problem-solving model followed by the
typical OB Mod program?
a. identifying critical behaviors
b. reinforcing behavior
c. developing horizontally arrayed data
d. developing vertically arrayed data
e. identifying member barriers
(a; Moderate; OB Mod Steps; p. 62)
7.
Which of the following statements is not true about attitudes in the workplace?
a. Changing employee attitudes is necessary if you are to manage dissonance.
b. High pay alone is not likely to create a satisfying workplace.
c. Generating positive job attitudes helps lower absenteeism and turnover.
d. Attitudes help determine how well employees perform on the job
e. Attitudes give warnings of potential problems
(a; Moderate; Attitudes in the Workplace; pp. 85-90)
8.
Each of the six personality types developed in Hollands personality-job fit theory has a
________.
a. supplemental personality style
b. congruent personality style
c. congruent occupational environment
d. supplemental occupational environment
e. supplemental skill set
(c; Challenging; Personality-Job Fit Theory; p. 122)
11.
13.
What is the segment of the three-component model of creativity that is the foundation for
all creative work?
a. expertise
b. creative thinking skills
c. intrinsic task motivation
d. intuition
e. realization
(a; Moderate; Three-Component Model of Creativity; p. 159)
14.
What is the segment in the three-component model of creativity that turns creative
potential into actual creative ideas?
a. expertise
b. creative thinking skills
c. intrinsic task motivation
d. intuition
e. realization
(c; Moderate; Three-Component Model of Creativity; p. 160)
16.
What is the term used for an individuals personal evaluation of their ability to perform?
a. expectancy
b. autonomy
c. self-efficacy
d. task identity
e. auto-discrimination
(c; Easy; Self-Efficacy; p. 188)
17.
19.
Whether a candidate has high emotional intelligence would not be a significant factor
when considering candidates for which of the following jobs?
a. An interviewer who assesses candidates in an employment agency.
b. An engineer heading up a team designing a complex software/hardware interface.
c. A meeting planner who must set up meetings for candidates around the world.
d. A copy-editor who seeks out spelling errors and grammatical mistakes in manuscripts.
e. A realtor arranging sales between homeowners and potential buyers.
(d; Moderate; Emotional Intelligence and Selection; p. 267)
23.
Studies show that people who are depressed tend to make poorer decisions than those
with a more positive outlook. Why is this thought to be the case?
a. They tend to choose an outcome that will confirm their negative worldview.
b. They search for the perfect solution when rarely is any solution perfect.
c. They rarely weigh up all the options when making a decision.
d. They avoid stereotyping and other behaviors that allow them to come to a rapid
decision.
e. They tend to put too great a value on their own ability to affect outcomes.
(b; Moderate; Emotional Intelligence and Decision Making; p. 268)
24.
Francine is the head of a group at an ad agency working with copywriters, artists, and
designers to come up with effective branding of new products. Why is it particularly
important for her to keep her team happy?
a. People are more conscientious when they are in a good mood.
b. People are more efficient when they are in a good mood.
c. People are more productive when they are in a good mood.
d. People are more cooperative when they are in a good mood.
e. People are more creative when they are in a good mood.
(e; Easy; Emotional Intelligence and Creativity; p. 268)
25.
What term is used for the tendency for individuals to spend less effort when working
collectively?
a. groupthink
b. the rule of diminishing returns
c. social loafing
d. groupshift
e. clustering
(c; Easy; Social Loafing; p. 299)
26.
Which of the following is a phenomenon in which group pressures for conformity deter
the group from critically appraising unusual, minority, or unpopular views?
a. group conformity
b. groupshift
c. groupthink
d. compromise
e. risk transfer
(c; Easy; Groupthink; p. 304)
27.
What is brainstorming?
a. a technique used to build group cohesiveness
b. a technique that tends to restrict independent thinking
c. a process for generating ideas
d. a process used mainly when group members cannot agree on a solution
e. the most effective means of generating answers
(c; Easy; Brainstorming; p. 306)
28.
a. inconsistency
b. incompetence
c. social loafing
d. dysfunction
e. half-focus bias
(c; Easy; Social Loafing; p. 337)
29.
Exercises that help individuals become team players include workshops in _____.
a. negotiation
b. individualism
c. goal setting
d. event planning
e. recruiting
(a; Moderate; Training; p. 338)
31.
Receivers in communication see and hear based on their needs, motivations, experience,
background, and other personal characteristics. This is called _____.
a. communication apprehension
b. filtering
c. selective perception
d. emotional block
e. projection
(c; Moderate; Selective Perception; p. 368)
32.
During the communication process, which of the following is most likely to result in lost
information?
a. information processing
b. information overload
c. information filtering
d. effective communication
e. the maximal effort effect
(b; Moderate; Information Overload; p. 368)
33.
Communication _____ is the tension and anxiety about oral communication, written
communication, or both.
a. obstruction
b. apprehension
c. breakdown
d. block
e. frustration
(b; Moderate; Communication Apprehension; p. 370) {AACSB: Communication}
34.
According to LMX theory, which of the following is not true of those individuals who fall
into the out-group?
a. They receive a disproportionate amount of the leaders attention.
b. They have leader-follower relations based on formal authority interaction.
c. They are less trusted.
d. They receive fewer of the preferred rewards that the leader controls.
e. All of the above statements are true.
(a; Easy; Leader-Member Exchange Theory; p. 399)
35.
Vroom and Yettons leadership theory could also be described as a _____ theory.
a. contingency
b. decision
c. behavioral
d. trait
e. cognitive dissonance
(b; Moderate; Leadership-Participation Model; p. 400)
37.
Organizational characteristics that can be substitutes for leadership include all of the
following except _____.
a. explicit formalized goals
b. rigid rules and procedures
c. cohesive work groups
d. mentor relationships
e. All of the above can be substitutes for leadership.
(d; Easy; Substitutes for Neutralizers of Leadership; p. 435)
38.
According to the text, which of the following skills should be included in leadership
training?
a. vision creation
b. trust building
c. situational analysis
d. all of the above
e. none of the above
(d; Easy; Training Leaders; p. 436)
39.
Reactive and protective behaviors designed to avoid action, blame, or change are termed
_____.
a. political behaviors
b. defensive behaviors
c. protectionism
d. impression management
e. shielding bias
(b; Moderate; Defensive Behaviors; p. 468)
40.
The process by which individuals attempt to control the perceptions that others form of
them is called _____.
a. impression management
b. information management
c. defensive behavior
d. perception management
e. reflection control
(a; Easy; Impression Management; p. 469)
41.
What factor would most likely increase the negative impact of an arbitration session?
a. limited options of the arbitrator
b. heavy-handedness of the arbitrator
c. compulsory nature of the arbitration
d. voluntary nature of the arbitration
e. establishment of an agreement that is non-binding
(b; Moderate; Arbitration; p. 504)
42.
43.
A company oriented around cost minimization is best served by which type of structure?
a. virtual
b. combination
c. mechanistic
d. organic
e. targeted
(c; Moderate; Strategy-Structure Relationship; p. 535)
44.
The _____ of an environment refers to the degree to which it can support growth.
a. capacity
b. qualifications
c. potential
d. capability
e. permeability
(a; Moderate; Capacity; p. 537)
45.
Diversity training programs are generally intended to provide a vehicle for _____.
a. increasing awareness and examining stereotypes
b. focusing on individual differences
c. eliminating group learning
d. balancing work/life conflicts
e. socializing otherwise unmanageable employees
(a; Moderate; Diversity Training; p. 605)
49.
Family issues, economic problems, and personality characteristics are examples of the
_____ factor of potential stress.
a. social
b. environmental
c. personnel
d. psychological
e. personal
(e; Moderate; Personal Sources of Stress; p. 640)
50.
2.
What is self-efficacy?
Self-efficacy refers to an individuals belief that he or she is capable of performing
a task. The higher your self-efficacy, the more confidence you have in your ability
to succeed in a task. Individuals high in self-efficacy seem to respond to negative
feedback with increased effort and motivation, while those low in self-efficacy are
likely to lessen their effort when given negative feedback. (Easy; Self-Efficacy; p.
188)
3.
4.
5.
10
6.
7.
What are the key dimensions that underlie the concept of trust?
The key dimensions that underlie the concept of trust are integrity, competence,
consistency, loyalty, and openness.
a) Integrity refers to honesty and truthfulness.
b) Competence encompasses an individuals technical and interpersonal
knowledge and skills.
c) Consistency relates to an individuals reliability, predictability, and good
judgment in handling situations.
d) Loyalty is the willingness to protect and save face for another person.
e) The final dimension of trust is openness, or the degree to which a person can
be counted on to provide the full truth. (Moderate; Key Dimensions of Trust; p.
424)
8.
9.
Identify the five primary conflict-handling intentions, giving the title of each and the
cooperative and assertiveness dimensions of each.
a) Competing (assertive and uncooperative),
b) Collaborating (assertive and cooperative),
c) Avoiding (unassertive and uncooperative),
d) Accommodating (unassertive and cooperative), and
e) Compromising (midrange on both assertiveness and cooperativeness).
(Easy; Conflict-Handling Intentions; p. 490)
10.
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11.
12.
Explain how Fred Luthans differentiates between successful and effective managers.
Luthans defined successful managers in terms of the speed of their promotions.
Effective managers were defined in terms of the quantity and quality of their
performance and the satisfaction and commitment of their employees. Different
skills were associated with each group. Successful managers used more
networking skills, whereas effective managers used more communication skills.
(Easy; Effective Versus Successful Managers; p. 9)
13.
14.
List and explain the four ways employees can express job dissatisfaction.
Employees can express dissatisfaction by using exit, voice, loyalty, and neglect.
These arise from whether a response is active or passive, and constructive or
destructive.
1) Behavior directed toward leaving the organization is defined as exit
behavior. It is active and destructive.
2) Voice involves actively and constructively attempting to improve conditions,
including suggesting improvements, discussing problems with superiors,
and some forms of union activity.
3) Loyalty involves passively but optimistically waiting for conditions to
improve, so it is passive and constructive.
4) Neglect is passively allowing conditions to worsen, including chronic
absenteeism or lateness, reduced effort, and increased error rate, so it is a
passive and destructive response.
(Moderate; Job Dissatisfaction; p. 87)
15.
12
16.
Identify and briefly describe the five key traits in the Big Five personality model.
The five key traits in the Big Five personality model are extroversion,
agreeableness, conscientiousness, emotional stability, and openness to
experience.
a) Extroversion captures ones comfort level with relationships.
b) Agreeableness refers to an individuals propensity to defer to others.
c) Conscientiousness is a measure of reliability.
d) Emotional stability taps a persons ability to withstand stress.
e) Openness to experience addresses ones range of interests and fascination
with novelty.
(Easy; Big Five Personality Model; pp. 108-109)
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18.
19.
20.
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Case Study
LONG HOURS, HUNDREDS OF EMAILS, AND NO SLEEP
John Bishop, 31, is an investment banker who works for Citigroup's global energy
team in New York. A recent workday for Bishop consisted of heading to the office for
a conference call at 6:00 P.M. He left the office at 1:30 A.M. and had to be on a plane
that same morning for a 9:00 A.M. presentation in Houston. Following the
presentation, Bishop returned to New York the same day, and by 7:00 P.M., he was
back in his office to work an additional 3 hours' Says Bishop, "I might be a little
skewed to the workaholic, but realistically, expecting 90 to 100 hours a week is not at
all unusual."
David Clark, 35, is the vice president of global marketing for MTV. His job often
consists of travelling around the globe to promote the channel as well as to keep up
with the global music scene. If he is not travelling (Clark typically logs 200,000 miles
a year), a typical day consists of waking at 6:30 A.M. and immediately responding to
numerous messages that have accumulated over the course of the night. He then
goes to his office, where throughout the day he responds to another 500, or so
messages from clients around the world. If he's lucky, he gets to spend an hour a
day with his son, but then it's back to work until he finally goes to bed around
midnight. Says Clark, "There are plenty of people who would love to have this job.
They're knocking on the door all the time. So that's motivating."
Questions
Given that the two individuals we just read about tend to be satisfied with their
jobs, how might this satisfaction relate to their job performance, citizenship
behaviour and turnover?
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