Which of the following would be considered employee involvement?
A legally mandated union-management health and safety committee.
A supervisor casually asking an employee whether the company should adopt a new type of work schedule.
All of these statements are considered employee involvement.
Mental models are __________ that guide perceptions and behavior.
Forms of punishment
Broad world views
Action learning practices
Which discipline has provided organizational behavior with much of its theoretical foundation for team dynamics, organizational power, and organizational socialization?
Goal setting influences employee behavior and performance mainly by improving:
A. situational contingencies and learned abilities.
B. aptitudes and learned abilities.
C. motivation and role perceptions.
D. role perceptions and learned abilities.
E. motivation and aptitudes.
Which ‘Big Five’ personality dimension is most valuable for predicting job performance?
Openness to experience
External locus of control
Organizational commitment refers to an employee’s contractual obligation to provide a minimum amount of time and effort to the organization in return for a fair day’s pay from the organization.
Employee involvement tends to have which of the following benefits in decision making?
Leads to a more accurate definition of the problem
Improves the number and quality of alternative solutions
Increases the likelihood of selecting the best alternative
Strengthens employee commitment to the solution
All of these statements are correct
Competencies relate most closely to which element in the MARS model of behavior and performance?
Incongruence between a company’s dominant values and an employee’s values is known to:
Increase employee stress
Increase employee chance of quitting
Increase chance that the employees decisions will differ from the organization’s preferences
All of the above
Have no effect on employee behavior or decision making
Social Cognitve Theory states that:
A. a behavioral
B. a learning theory
C. an existential
D. an agentic
In the section on cross-cultural values, the textbook warns that:
A. the cross-cultural data presented are based on a very small sample (less than 10 people in each country studied).
B. the definitions of most values have changed over the past decade, so most cross-cultural information has little meaning anymore.
C. several cultures don’t have any values, but this isn’t mentioned in the literature.
D. diverse societies such as the United States have a wide range of values even though the information presented assumes that everyone in the country has similar values.
E. all of the above
The highest level need in Maslow’s Hierarchy of Needs is:
_______ is a conscious process of making choices among one or more alternatives with the intention of moving toward some desired state of affairs.
A. Decision making
B. Bounded rationality
C. Divergent thinking
D. Prospect theory
E. Scenario planning
Employees are empowered when they:
A. practice job specialization
B. experience self-reinforcement
C. engage in positive self-talk
D. experience freedom and discretion
E. experience self-reinforcement and engage in positive self-talk
Social identity theory says that:
A. we define ourselves in terms of our membership in certain groups and our differences with people who belong to other groups.
B. we tend to believe our own actions are caused by motivation or ability rather than the situation.
C. our expectations about another person cause that person to act in a way that is consistent with those expectations.
D. we quickly form an opinion of people based on the first information we receive about them.
E. our emotions screen out large blocks of information that threaten our beliefs and values
The process of assigning traits to people based on their membership in a social category refers to:
A. recent effect
B. halo effect
C. project bias
Stable, long-lasting beliefs about what is important in a variety of situations are:
A. called intellucutal capital
B. the foundations of the open system anchor
C. the main reason why most virtual teams fail
D. called organizational system parameters
E. called values of the organization
Which of these represent the final step in the rational choice decision making process?
A. developing a list of solutions
B. implementing the selected alternative
C. choosing the best alternative
D. recognizing the opportunities
Ethics is most closely related to:
A. workplace values
B. the scientific method
C. workforce diversity
D. the open system anchor
E. the contingency approach to organizational behavior values.
Needs Hierarchy Theory includes all of the following concepts EXCEPT:
A. self –actualization
E. physiological needs
Anger, fear, joy and sadness represent:
A. beliefs that influence our attitudes towards something or someone.
B. the first four stages of emotional labor.
C. types of emotions.
D. four dimensions of job satisfaction.
E. both ‘A’ and ‘C’
According to the EVLN model, people who are dissatisfied with their jobs might:
B. complain about the dissatisfying aspects of their jobs
C. increase their absenteeism from work
D. keep quiet and hope the sources of job satisfaction are eventually corrected
E. do all of the above
Emotional intelligence is best described as:
A. a personality trait.
B. a set of abilities.
C. a form of organizational commitment.
D. an action-tendency indicating that the person is highly motivated.
E. a form of empathy
The Four-drive Theory is based on the idea that:
A. needs can be learned.
B. needs form a permanent hierarchy.
C. employee motivation is based on expectations.
D. the sources of employee needs are hard-wired through evolution.
E. people do not really have any needs.
Empowerment does which of the following?
A. Empowerment increases autonomy.
B. Empowerment decreases skill variety.
C. Empowerment increases job rotation.
D. Empowerment increases job specialization.
E. Empowerment increases autonomy and job specialization
Which of the following refers to the process of receiving information about and making sense of the world around us?
C. Reinforcement theory
E. Social identify
Which of the following identifies the four factors that directly influence individual behavior and performance?
B. MARS model
C. Schwartz’s model
D. Holland’s model
E. Myers-Briggs Type Indicator
People are consciously aware of most emotions they experience.
Stress is best described as:
A. the physiological disorders we experience from adverse environmental conditions.
B. an adaptive response to a situation that is perceived as challenging or threatening to the person’s wellbeing.
C. a series of events that cause emotional exhaustion and cynicism towards customers.
D. environmental conditions that place a physical or emotional demand on the person.
E. a behavior pattern of people with low risk of heart disease.
Emotions are brief events or “episodes”.
The ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others is called:
A. emotional intelligence.
B. emotional labor.
C. cognitive dissonance.
D. positive affectivity.
E. job satisfaction.
The rational decision making model begins with:
A. evaluating alternatives
B. recognizing and defining the problem
C. serarching for alternatives
D. implementing the solution
E. searching for information about outcomes to each alternatives
Which of these statements about the field of Organizational Behavior (OB) is FALSE?
A . Organizational behaviour scholars study individual, team and structural characteristics that influence behaviour within organizations.
B. Leadership, communication and other organizational behaviour topics were not discussed by scholars until the 1940s.
C. Organizational behaviour emerged as a distinct field around the 1940s.
D. The field of OB has adopted concepts and theories from other fields of inquiry. E. OB scholars study what people think, feel and do in and around organizations.
Motivation refers to the forces within a person the affect:
All of the above
Performance-based rewards have been criticized on the grounds that:
A. they undermine the employee’s motivation from the work itself.
B. they potentially distance employees and management from each other.
C. they tend to discourage creativity.
D. they are used as quick fixes for problems.
E. All of the answers are correct.
Aptitudes, skills, and competencies all fall under which of the following concepts?
Conflict between required and true emotions is called emotional intelligence
A. a person’s aptitude
B. a person’s learn abilities
C. a person’s skills
D. all of the above
E. none of the above
Motivation affects a person’s ______ of voluntary behavior
A. Direction, intensity and persistence
B. Antecedents, consequences and reinforcers
C. Size, shape and weight
D. Aptitudes, abilities and competencies
Shawna is dissatisfied with her boss for not supporting her work or recognizing her job performance. In spite of these problems, Shawna does not complain and does not intend to move elsewhere. Instead, she maintains her level of work effort and hopes the company will eventually correct these problems. According to the EVLN model, Shawna is mainly engaging in:
Which of the following refers to goal-directed activities under the individual’s control that support organizational objectives?
B. Task performance
Moods are less intense emotional states that are not directed toward anything in particular.
Which of these factors directly influences an employee’s voluntary behavior and performance?
B. Role perceptions
C. Uncertainty avoidance
D. All of the answers are correct.
E. Motivation and role perceptions
The uncomfortable tension felt when our behavior and attitudes are inconsistent with each other is called:
Which of these is considered a work/life balance initiative to minimize stress?
All of these statements describe a family-friendly or work/life initiative to minimize stress
Emotions are communications to ourselves, which serve to put us in a state of readiness
To increase an employee’s feelings of experienced responsibility, we would:
A. increase the amount of job feedback in the person’s job.
B. reduce the amount of task identity and task significance in the person’s job.
C. increase the amount of autonomy in the person’s job.
D. reduce the amount of skill variety in the person’s job. E. increase the amount of task identity and task significance in the person’s job.
Your boss is usually able to calm employees when they are upset and to get staff enthusiastic about an otherwise mundane activity. This ability probably means that your boss has:
A high level of emotional intelligence
A high level of cognitive dissonance
A high degree of continuance commitment
All of the above
Both “A” and “C”