1. The study of organizational behavior provides ________ that are useful for people at work to understand and appreciate the many forces that affect behavior in an organizations.
a. guidelines
b. rituals
c. beliefs
d. textbooks
2. The study of organizational behavior provides a set of tools that help ________.
a. people to understand, analyze, and describe behavior in organizations
b. people to utilize their intuition and common sense to make business decisions
c. generate direct and sufficient profit for all stakeholders
d. people understand their own strengths and weaknesses
3. Which of the following terms BEST describes several engineers working together, closely and intensely, to complete a project within a given time span?
a. group
b. team
c. organization
d. society
4. The term ________ means giving employees throughout an organization the authority to make important decisions and to take responsibility for their outcomes.
a. self-management
b. empowerment
c. outsourcing
d. globalization
5. Which of the following is NOT an effect of the changing global economy?
a. increased longevity by individual workers at a single company
b. higher pressure for individuals to improve skills and desirability
c. more companies doing work in different countries
d. increases in temporary employees
6. To battle effectively against domestic and global competition, organizations can use all of the following EXCEPT ________.
a. downsizing
b. self-managed teams
c. contingent workers
d. job enrichment
7. Behavior and feelings that are inherited from parents is MOST LIKELY a result of ________.
a. nurture
b. biological forces
c. personality forces
d. nature
8. Which of the following BEST explains the significance of nurture and nature in the
development of an individual’s personality?
a. Neither nurture nor nature is necessary to the development of personality.
b. Only nurture has an impact on the development of an individual’s personality.
c. Both nurture and nature are determinants of an individual’s personality.
d. Only nature is necessary to the development of an individual’s personality.
9. If a researcher found identical twins, separated at birth, to be nearly identical in personality,
what would he MOST LIKELY conclude?
a. Nature is more important than nurture in determining personality.
b. Nurture is more important than nature in determining personality.
c. Nature and nurture play equal roles in determining personality.
d. There are no conclusions that can be drawn from the research.
10. Which of the following statements is FALSE?
a. Selection relates to the nature aspects of ability.
b. Placement relates to the nature aspects of ability.
c. Training relates to the nurture aspects of ability.
d. Placement relates to the nurture aspects of ability.
11. The process of accurately matching workers with jobs that capitalize on their abilities is called ________.
a. selection
b. classifying
c. placement
d. ranking
12. Training CANNOT be used to ________.
a. increase employees’ skills and abilities
b. increase emotional intelligence
c. improve performance
d. change personalities
13. A person’s work values are ________.
a. relatively long lasting
b. fixed over time
c. hard to determine
d. subject to change every day
14. People’s personal convictions about what end states one should expect from work and how one should behave at work constitute work ________.
a. attitudes
b. moods
c. behaviors
d. values
15. Examples of intrinsic work values include all of the following EXCEPT ________.
a. desiring to be challenged
b. establishing social contacts
c. wanting to learn new things
d. making important contributions
16. Which of the following strategies would LEAST LIKELY promote affective commitment?
a. ask employees to vote on a worthy cause and then donate proceeds
b. encourage employees to volunteer in local charitable organizations, once a month
c. ask employees to sign non-compete agreements
d. support environmental causes
17. ________ commitment exists when employees are happy to be members of an organization.
a. Affective
b. Continuance
c. Escalation of
d. Codependent
18. Which of the following is an employee with affective commitment LEAST likely to do?
a. be late for work
b. perform OCBs
c. quit their job
d. take days off
19. When managers become aware of evidence of potential discrimination, they should do all of the following EXCEPT ________.
a. pay immediate attention to the problem
b. act proactively to address the potential problem
c. review the organization’s policies and practices
d. treat the potential discriminator unfairly
20. The three components of perception are ________.
a. seeing, hearing, and touching
b. observers, observation targets, and opinions
c. comprehension, interpretation, and explanation
d. situation, perceiver, and target of perception
21. The ________ is whatever the perceiver is trying to make sense of.
a. quandary
b. situation
c. target of perception
d. paradigm of possibility
22. Despite the fact that she walked into the interview chewing gum, which Dan found very unprofessional, he hired Margaret, in part, because, like him, she was born and raised in Ohio. On her first two or three job performance evaluations, Dan gave her high ratings, even though she was often late and missed many deadlines, because she made a good overall impression, especially compared to her very inadequate co-workers.
Which of the following biases has Dan NOT allowed to cloud his judgement when it comes to Margaret?
a. primacy effect
b. contrast effect
c. halo effect
d. similar-to-me effect
23. The diversity training program at Toots Software Specialists, Incorporated, has come under scrutiny in the past several years. According to those who have filed complaints, the company has not done enough to properly train employees on the management of a diverse workforce. This, some have claimed, has led to a less than desirable workplace environment. As a hired workplace diversity consultant, which of the following diversity training programs would you MOST LIKELY recommend to the leader’s at Toots Software Specialists?
a. self-awareness activities, in which participants’ own prejudices and stereotypes are
revealed
b. training techniques that emphasize the importance of subordinates’ imitation of
leaders
c. role-playing that emphasizes the usefulness of absolute accuracy in perception
d. None of the above would be effective training techniques.
24. Bonnie works for Thermal Appliances, Inc. as a salesperson. In her twelve years with the company, she has experienced occasional situations in which male employees have told sexually-explicit jokes in her presence, sent sexually-explicit emails, and made inappropriate comments about her clothing and appearance. Over the years, Bonnie has informed her superiors of the inappropriate behavior, but no measures were ever taken to condemn it. She recently decided that this behavior was bothering her to the point of affecting her work and her desire to stay with the company. Because of this she made an appointment to speak with a lawyer about her options. What will her lawyer’s advice MOST LIKELY be?
a. She should have made the complaint when the sexual harassment first began because
now she has no case.
b. She has a good case against her company for hostile work environment sexual
harassment.
c. She has a good case against her company for quid pro quo sexual harassment.
d. She does not have a case for sexual harassment because her superiors did not find
reason enough to discipline the men involved.
25. ________ is a relatively permanent change in knowledge or behavior that results from practice or experience.
a. Learning
b. Reconstruction
c. Behavior modification
d. Operant conditioning
26. Learning does NOT require a learner to ________.
a. learn in a specified time frame
b. experience any alteration in knowledge or behavior
c. experience any permanent or long lasting change
d. learn via practice or through experience
27. In operant conditioning, learning occurs when the learner recognizes the link between a(n) ________.
a. behavior and its consequences
b. conditioned stimulus and its response
c. antecedent and a successor
d. negative reinforcement and its outcome
28. According to Peter Senge, which of the following is NOT a key activity central to a learning organization?
a. encouraging low self-efficacy
b. encouraging learning in groups and teams
c. developing complex schemas
d. communicating a shared vision for the organization
29. ________ BEST enable(s) organizational members to understand work activities.
a. Daily attendance
b. Hard work
c. Complex schemas
d. Thoughtful beliefs
30. An important ingredient for a learning organization is ________; that is, being able to capitalize on the knowledge that members of the organization have, which might not be written down or codified in formal documents.
a. data mining
b. information management
c. knowledge management
d. infrastructure analysis
31. Which element of work motivation answers the question, “How hard does a person work to perform a chosen behavior”?
a. level of effort
b. openness
c. level of persistence
d. direction of behavior
32. A social scientist studying motivation would MOST LIKELY explain that arriving at work late or ignoring organizational rules are the results of ________ motivation.
a. below average
b. dysfunctional
c. poor
d. misdirected
33. ________ is an evaluation of the results of a person’s behavior.
a. Motivation
b. Performance
c. Level of effort
d. Level of persistence
34. ________ justice is concerned with the perceived fairness of the processes used to make decisions about the distribution of outcomes.
a. Distributive
b. Procedural
c. Interpersonal
d. Informational
35. ________ justice pertains to employees’ perceptions of the extent to which managers explain their decisions, and the procedures used to make them, to employees.
a. Distributive
b. Procedural
c. Interpersonal
d. Informational
36. Preliminary research has shown that perceptions of ________ justice may be especially important when outcomes like pay and benefits are relatively low.
a. informational
b. distributive
c. procedural
d. interpersonal
37. Job ________ is the process of linking specific tasks to specific jobs and of deciding what techniques, equipment, and processes should be used to perform them.
a. dissection
b. specification
c. design
d. modification
38. All of the following are early approaches to job design EXCEPT ________.
a. scientific management
b. job enlargement
c. job enrichment
d. job intercession
39. Scientific management is a set of principles stressing job ________.
a. simplification and specialization
b. enlargement and enrichment
c. fulfillment and meaning
d. training and development
40. The information systems department at Wilson and Davis Co. was given the specific and difficult goal of learning how to program a new computer system within 20 days of the equipment’s arrival. Although the department has experienced and qualified programmers, two months after equipment installation, the department has still not learned how to program the complex system. This incident illustrates that ________.
a. employee participation in goal setting is critical to its success
b. goal setting may not work for complicated tasks that require a considerable amount of learning
c. organizational citizenship behavior is important in order to achieve goals
d. goal setting cannot work when the workers lack the skills to perform at a high level
41. The necessary elements of a successful MBO program include all of the following EXCEPT ________.
a. specific goals
b. difficult goals
c. penalties
d. rapport and trust between the manager and the subordinate
42. When following the management by objectives process, if conditions change which of the following is FALSE?
a. It can be important to have a willingness to change objectives in midstream.
b. It may no longer be appropriate to use the original objectives.
c. There is no point in continuing work toward inappropriate objectives.
d. There is no need to change objectives.
43. ________ is the experience of opportunities or threats that people perceive as important although they fear because they might not be able to handle or deal with effectively.
a. Stress
b. Anticipation
c. Excitement
d. Expectancy
44. The major factors of stress that affect everyone are threat, opportunity, importance, and ________.
a. uncertainty
b. expansiveness
c. behavior
d. emotion
45. If an organization wanted to minimize the danger of workplace violence it would be LEAST LIKELY to ________.
a. ensure that employees are aware of the workplace violence policy
b. provide employees with cell phones
c. install security systems in the workplace
d. offer a harsh warning for the first offense of violence
46. When job ________ is used, two or more employees are responsible for a single job and agree on how to divide job-related tasks and working hours.
a. sharing
b. rotation
c. enrichment
d. diversification
47. For an employer, which of the following is NOT an advantage of telecommuting?
a. higher productivity
b. reduced absences
c. retention of valuable employees
d. coordination of work
48. Which of the following is LEAST LIKELY to be a class covered under an employee health management program?
a. prioritize effectively
b. stop smoking
c. eat a healthy diet
d. improve your personal well-being
49. The two basic attributes of a group are ________.
a. that members of a group interact with one another and believe that there is potential
for mutual goal accomplishment
b. that members of a group interact with one another and are assured the
accomplishment of a common goal
c. that members of a group have similar goals and syngestic capabilities to accomplish
their objectives
d. that members of a group have intense interactions with one another and number more
than three people
50. A ________ is a set of two or more people who interact with each other to achieve certain goals or meet certain needs.
a. faction
b. group
c. gathering
d. quorum
Text:
Understanding and Managing Organizational Behavior
Sixth Edition, 2012
ISBN-13: 9780136124436
Jennifer M. George and Gareth R. Jones
Prentice Hall
