Industrial and Organizational Psychology
Final Exam
Course Introduction
Industrial and Organizational Psychology explores the application of psychological principles and research methods to the workplace in order to improve productivity, health, and the overall quality of work life. This course examines topics such as personnel selection, employee motivation, training and development, job satisfaction, leadership, team dynamics, performance appraisal, organizational culture, and work-life balance. Students will learn how psychological theories are used to address practical issues in organizations, analyze employee behavior, and develop strategies for enhancing both individual and organizational effectiveness.
Recommended Textbook
ORGB 5th Edition by Debra L. Nelson
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18 Chapters
1128 Verified Questions
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Page 2
Chapter 1: Organizational Behavior and Opportunity
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Sample Questions
Q1) In the context of interdisciplinary influences, _____ is the applied science of energy and matter.
A)psychology
B)engineering
C)sociology
D)medicine
Answer: B
Q2) In the context of behavior in times of change, people become _____ in the midst of environmental change.
A)open and responsive
B)more productive
C)dependent on others
D)rigid and reactive
Answer: D
Q3) The manufacturing sector includes transportation, financial services, insurance, and retail sales.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Challenges for Managers
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Q1) Sexual harassment is more likely to occur in some organizations than in others-for example, in male-dominated workplaces.
A)True
B)False
Answer: True
Q2) The globalization of business and changing demographic trends present organizations with a culturally diverse workforce, creating the challenge:
A)to prepare women to contribute in organizations.
B)to utilize the talents of the workforce.
C)to harness the wealth of differences provided by cultural diversity.
D)to take a more activist position regarding employee rights.
Answer: C
Q3) In the context of age diversity, which of the following statements is true of young workers?
A)They may view older workers as resistant to change.
B)They are more satisfied with their jobs.
C)They are more committed to their organization.
D)They strive for moral rights in the workplace.
Answer: A
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Page 4
Chapter 3: Personality, Perception and Attribution
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Sample Questions
Q1) How would a manager use self-fulfilling prophecies to improve a work group?
Answer: Answers will vary.If a supervisor is told that a work group contains individuals with high achievement potential, this information may get translated into high expectations of the supervisor and he or she may set high goals and objectives for the group, that is, higher goals and objectives than would otherwise be set.With high expectations and goals, group members may respond with unusually strong effort and meet the high goals and objectives.Please see the section "Barriers to Social Perception" for more information.
Q2) In the context of the Big Five personality traits, _____ people are more motivated and perform better than others.
A)emotionally stable
B)agreeable
C)conscientious
D)extraverted
Answer: C
Q3) Perceivers prefer flexible and spontaneous lives and like to keep options open.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Attitudes, Emotions and Ethics
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Q1) Andrew, a manager, is a high-Mach individual as he always threatens his employees into following his orders because he believes that it is better to be feared than loved.
A)True
B)False
Q2) Which of the following statements is true of dissatisfied workers in an organization?
A)They do not engage in workplace deviance behavior.
B)They do not report any psychological and medical problems.
C)They see a misfit between their values and the organization's values.
D)They lead to the reduction of the organization's cost of turnover.
Q3) In the context of ethical behavior, which of the following is an instrumental value identified by Rokeach?
A)Self-sufficiency
B)Freedom
C)Self-respect
D)Happiness
Q4) Briefly discuss the relationship between job satisfaction and performance.
Q5) What are the advantages of displaying ethical behavior for a firm?
Q6) What are the three major characteristics of the source affect persuasion?
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Chapter 5: Motivation at Work
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Q1) _____ are based on the notion of social exchange in which each party in the relationship demands certain things of the other and contributes accordingly to the exchange.
A)Committed involvements
B)Alienated involvements
C)Calculated involvements
D)Dedicated involvements
Q2) Which of the following statements is true of benevolents?
A)These people may be thought of as takers.
B)These people may be thought of as givers.
C)They are comfortable only with an equity ratio greater than that of their comparison other.
D)They prefer equity based on the originally formed theory.
Q3) A(n)_____ is an individual who is comfortable with an equity ratio greater than that of his or her comparison other.
A)equity sensitive
B)benevolent
C)entitled
D)inequity sensitive
Q4) Briefly explain McGregor's Theory X and Theory Y.
Page 7
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Chapter 6: Learning and Performance Management
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Sample Questions
Q1) Individuals with high self-efficacy believe that they:
A)have the ability to get things done.
B)control what happens to them.
C)compliment individuals who give them positive feedback.
D)engage in more organizational citizenship behaviors.
Q2) _____ employs three types of consequences: financial reinforcement, nonfinancial reinforcement, and social reinforcement to shape behavior in a variety of organizations.
A)Organizational citizenship behavior
B)Task-specific self-efficacy
C)Management by exception
D)Organizational behavior modification
Q3) Punishment is a strategy to cultivate desirable behavior by either bestowing positive consequences or withholding negative ones.
A)True
B)False
Q4) Success in the mentoring relationship depends on openness and trust.
A)True
B)False
Q5) Briefly describe the informational cues based on which attributions are made.
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Chapter 7: Stress and Well-Being at Work
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Q1) People who have hardy personalities resist strain reactions when subjected to stressful events more effectively than do people who are not hardy.
A)True
B)False
Q2) The _____ appears to use commitment, control, and challenge actively to engage in transformational coping when faced with stressful events.
A)Type A personality
B)overdependent personality
C)hardy personality
D)Type B personality
Q3) The person-environment fit approach to stress emphasized the:
A)idea that confusing and conflicting expectations of a person in a social role create stress for that person.
B)belief that effort will lead to performance.
C)idea that stress is mostly determined by perception.
D)idea that the fit between a person's self-image or concept and his ideal generates a huge amount of stress.
Q4) Describe interpersonal demands as a source of stress.
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Chapter 8: Communication
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Sample Questions
Q1) In the context of reflective listening, the practice of silence:
A)ensures the accuracy of the communication process.
B)helps the listener to shift the speaker's focus from the main problem.
C)enables the speaker and the listener to build greater empathy and openness in their relationship.
D)gives the listener time to sort his or her own thoughts and feelings from those of the speaker.
Q2) Molly, the store manager of a bakery, never fails to voice her opinions to her employees on various matters of the store.Expressive supervisors like Molly:
A)leave their employees wondering about their opinions.
B)tend toward extroversion.
C)do not support interpersonal communication.
D)lack perceptual screens.
Q3) Describe the significance of paralanguage in nonverbal communication.
Q4) How do communication technologies affect behavior in the work environment?
Q5) Transparency in supervisors leads to increased trust among employees, which in turn, results in increased employee engagement.
A)True
B)False
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Chapter 9: Work Teams and Groups
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Q1) Maintenance functions are those activities directly related to the effective completion of a team's work.
A)True
B)False
Q2) _____ include the ability to enjoy competition, play fair, and be a good winner or loser; and to have access to information for monitoring where the team and members are in the competition.
A)Positive competitive teamwork skills
B)Competence skills
C)Competition skills
D)Cooperative teamwork skills
Q3) Which of the following statements is true of self-managed teams?
A)They have a flat structure due to low power distance among them.
B)They have few members and simple functions that do not require supervision.
C)They have a positive impact on employee attitudes.
D)They create a real drag on the group's efforts and achievements.
Q4) Identify and briefly discuss the four distinguishing characteristics of a mature (well-functioning)group.
Q5) Describe self-managed teams.
Q6) Identify the stages of group development in Bruce Tuckman's five-stage model.
Page 11
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Chapter 10: Decision Making by Individuals and Groups
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Sample Questions
Q1) Jake, the CEO of WinWest Inc., decided to launch a high-risk product.Despite the product's persistent failure, he was unwilling to withdraw it from the market.This scenario is an example of _____.
A)path dependency
B)risk aversion
C)escalation of commitment
D)participative decision making
Q2) By using the Z problem-solving model, managers can use only their preferences to make decisions.
A)True
B)False
Q3) Which of the following is an individual prerequisite for participative decision making?
A)The capability to prevent critical analysis of decisions
B)The motivation to act autonomously
C)The motivation to protect a group from negative feedback
D)The capability to become psychologically detached in participative activities
Q4) Describe the advantages of group decision making.
Q5) What are the elements of the decision making process?
Q6) Describe the individual and organizational influences on creativity.
Page 12
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Chapter 11: Power and Political Behavior
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Sample Questions
Q1) Empowerment should begin with job context and proceed to job content.
A)True
B)False
Q2) When both men and women witness political behavior, they view it negatively if the agent is of their gender and the target is of the opposite gender.
A)True
B)False
Q3) In the context of using power ethically, managers should _____ for the ethical use of legitimate power.
A)make only ethical requests
B)be cordial and polite
C)maintain credibility
D)engage in role modeling
Q4) In the context of interpersonal forms of power, charismatic individuals are often thought to have _____ power.
A)reward
B)legitimate
C)referent
D)expert
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Chapter 12: Leadership and Followership
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Sample Questions
Q1) Kotter believes that effective leadership controls complexity in the organization and its environment.
A)True
B)False
Q2) Effective followers need close supervision.
A)True
B)False
Q3) When a follower is unable but willing and confident to do a task, the leader can use the _____, in which there is high task behavior and high relationship behavior.
A)telling style
B)selling style
C)delegating style
D)participating style
Q4) Effective followers practice self-management and self-responsibility.
A)True
B)False
Q5) Good leaders never make good followers.
A)True
B)False
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Chapter 13: Conflict and Negotiation
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Q1) Shayla is a dissatisfied customer who feels she has been cheated by Martin, a salesman.She confronts him angrily and demands a refund.This scenario is an example of a(n)_____.
A)person-role conflict
B)interpersonal conflict
C)work-role conflict
D)interrole conflict
Q2) _____ is an approach in which the parties' goals are not seen as mutually exclusive, but the focus is on both sides achieving their objectives.
A)Distributive bargaining
B)Accommodating
C)Integrative negotiation
D)Compromising
Q3) In the context of intergroup conflict, managers should encourage social interactions across groups so that:
A)trust can be developed.
B)resources can be shared.
C)employees can perform better.
D)human resource activities can be held.
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Page 15
Chapter 14: Jobs and the Design of Work
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Q1) Which of the following is a variation of job enlargement?
A)Job rotation
B)Departmentalization
C)Work simplification
D)Scientific management
Q2) Discuss the scientific management approach to work design as advocated by Frederick Taylor.
Q3) The social information-processing model emphasizes objective core job characteristics.
A)True
B)False
Q4) The _____ of job design emphasizes the interpersonal aspects of work design.
A)Job Characteristics Inventory
B)Job Characteristics Model
C)social information-processing model
D)scientific management model
Q5) Job rotation involves increasing the number of activities in a job.
A)True
B)False
Q6) Distinguish between job enlargement and job enrichment with an example of each.
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Chapter 15: Organizational Design and Structure
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Q1) Formalization, specialization, and standardization all tend to be greater in larger organizations because they are necessary to control activities within the organization.
A)True
B)False
Q2) Horizontal differentiation is the difference in authority and responsibility in an organizational hierarchy.
A)True
B)False
Q3) Short organizational life cycles put more pressure on the organization to:
A)be mechanistic in its design.
B)avoid formalization.
C)adopt a tall organizational structure.
D)be both flexible and efficient.
Q4) When a new organization or subunit is born, the structure is mechanistic and formal.
A)True
B)False
Q5) Describe how the personalities of an organization's managers may adversely affect the structure of the organization.
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Chapter 16: Organizational Culture
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Q1) Assumptions are at the deepest and most fundamental level of an organization's culture.
A)True
B)False
Q2) Companies that value _____ and continuous improvement have cultures that promote high product and service quality.
A)triangulation
B)empowerment
C)acquisition
D)socialization
Q3) _____ is the degree to which a newcomer to an organization holds realistic expectations about the job and organization.
A)Competence
B)Realism
C)Mutuality
D)Congruence
Q4) Norms that guide behavior are part of culture.
A)True
B)False
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Chapter 17: Career Management
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Sample Questions
Q1) Which of the following is the first stage in a career stage model?
A)The advancement stage
B)The maintenance stage
C)The establishment stage
D)The withdrawal stage
Q2) Psychological contracts are commonly written as provisions of personal employment agreements.
A)True
B)False
Q3) Flextime, compressed workweeks, work-at-home arrangements, part-time hours, job sharing, and leave options:
A)can be expensive but are mandatory in today's working environment.
B)lead to greater turnover rates in organizations.
C)are all considered alternative work arrangements necessary to manage work-home conflicts.
D)are exclusively directed toward women employees.
Q4) Offering flexible work schedules is a method that can help individuals deal with work-home conflict.
A)True
B)False
Page 19
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Chapter 18: Managing Change
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Sample Questions
Q1) Which of the following is true of management by objectives?
A)It involves separate goal setting for employees and managers.
B)It leads to increased role conflict and ambiguity.
C)It negatively affects communication.
D)It provides knowledge of results.
Q2) Which of the following is a similarity between internal and external change agents in an organization?
A)Both are preferred by employees for their impartiality.
B)Both know everything about the organization's culture and history.
C)Both try to bring an outsider's objective view to the organization.
D)Both specialize in adaptability as a key skill.
Q3) _____ focus on helping employees manage their stress.
A)Role negotiation programs
B)Health promotion programs
C)Leadership training and development programs
D)Process consultation programs
Q4) One popular leadership training and development program is to send future leaders to off-site training classes.
A)True
B)False
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