Organizational Behavior
Chapter Exam Questions
Course Introduction
Organizational Behavior examines the impact that individuals, groups, and organizational structures have on behavior within organizations. Focusing on topics such as motivation, leadership, communication, decision making, group dynamics, and organizational culture, this course provides students with an understanding of how to improve organizational effectiveness and employee well-being. Through theoretical frameworks, case studies, and practical examples, students will develop analytical and interpersonal skills needed to address complex workplace issues and contribute effectively to organizational success.
Recommended Textbook
Managing Human Resources 11th Edition by Susan E. Jackson
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Chapter 1: Managing Human Resources
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Sample Questions
Q1) Complexity is created by:
A) rapidly evolving competition from around the world
B) constant innovations in products and services
C) changing organizational structure and strategies
D) political and economic dynamics
E) the continuous introduction of new technologies
F) all of the above
Answer: F
Q2) The human resources triad contains:
A) top-level, middle-level, and lower level managers
B) representatives from each primary stakeholder group
C) suppliers, customers, and resellers
D) line managers, human resource professionals, and employees
E) employees, staff managers, and line managers
Answer: D
Q3) As stakeholders, customers are most concerned with quality service and products, speed and responsiveness, low cost, and new products.
A)True
B)False
Answer: True
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Chapter 2: Understanding the External and Organizational Environments
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Q1) Which of the following statements about the use of computers at the New Balance athletic shoe factory in Maine is true?
A) Skilled employees are using sophisticated computer technology to produce shoes faster than most overseas competitors are producing shoes using low-tech workers.
B) Production rates are expected to decrease unless New Balance can find enough domestic workers
C) Originally, New Balance used computer technology purely for record keeping.
D) It is easy to predict how computer technology will impact New Balance employees.
E) New Balance will never be able to use expert computer systems because the shoe industry is so labor intensive and low tech.
Answer: A
Q2) Immigrant workers are more likely to be employed in professional specialty occupations and are underrepresented in occupations that do not require a high school education.
A)True
B)False
Answer: False
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Chapter 3: Ensuring Fair Treatment and Legal Compliance
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Sample Questions
Q1) List three forms of harassing conduct.
Answer: Harassing conduct may include racist epithets, raunchy jokes, and ethnic slurs.
Q2) How is harassment defined?
Answer: Conduct is harassment if it creates a hostile, intimidating, or offensive work environment; unreasonably interferes with the individual's work; or adversely affects the individual's employment opportunities. Harassing conduct includes such things as racist epithets, raunchy jokes, and ethnic slurs. In most cases, the conduct has to be systematic to be designated as harassment.
Q3) Executive orders are:
A) created by federal agencies
B) dictated by the U.S. Constitution
C) the result of precedent-setting legal cases
D) issued by the president of the United States
E) state laws that act as precedent for federal laws
Answer: D
Q4) What is common law?
Answer: Rules made by judges as they resolve disputes between parties
Q5) Which government agency administers the Equal Pay Act?
Answer: The Equal Employment Opportunity Commission
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Chapter 4: HR Planning for Alignment and Change
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Q1) Human resource (HR) ________________ state in quantitative or qualitative terms what is to be achieved with regard to the firm's human resources.
A) alternatives
B) forecasts
C) goals
D) objectives
E) projections
Q2) Which of the following is a reasonable HR metric for a bread bakery to use in evaluating the performance of its bakers?
A) the cost of the ingredients in a single loaf of bread
B) the average number of loaves of bread one baker can produce in a standard eight-hour shift
C) the degree of customer satisfaction with the cleanliness of the bakery
D) the number of types of bread the bakery produces
E) the average number of customers the bakery serves on Saturday mornings
Q3) The one basic reason that explains why people resist organizational planned change is fear.
A)True
B)False
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Chapter 5: Using Job Analysis and Competency Modeling
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Q1) Nigel is applying for a new job as a flight attendant for Gung-Ho Air Service, which specializes in flying into third-world locations. He asks for a job description, and it includes phrases such as: the ability to operate inflatable life rafts, the ability to perform advanced first aid, such as field dressing of broken limbs, ability to accurately operate small firearms, holding a bartender's license, the ability to operate a global positioning device, fluency in three languages, and a degree in abnormal psychology. This job description was probably based on _____.
A) a job analysis by an HR director who has read too many spy novels
B) a time and motion study
C) a task-oriented job analysis
D) a worker-focused job analysis
E) a results-oriented job analysis
Q2) The Management Position Description Questionnaire (MDPQ):
A) is designed for analyzing all managerial positions
B) can be used to determine the training needs of employees moving into managerial positions
C) is used to place new managerial jobs into the right job family
D) can be used in the development of performance appraisal forms
E) is accurately described by all of the above
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Chapter 6: Recruiting and Retaining Qualified Employees
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Q1) Ming is a recruiter for a large actuarial firm. He really wants to hire Michelle Parrot, a newly certified actuary, who scored high on the company's skills test. ________ will have a strong effect on whether Michelle accepts the job offer.
A) Location of the company's offices
B) How well the organization's values match Michelle's own
C) The company's reputation
D) The attributes of the job
E) All of the above
Q2) Nandini wants to create a talent inventory that will be truly useful for the firm where she works. She should include all of the following information EXCEPT:
A) employees' prior job experience
B) medical history
C) work-related interests
D) geographic preferences
E) career goals
Q3) _________________________ are people hired with no implicit or explicit contract for long-term employment, including "free agents," independent contractors, and temporary workers.
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Chapter 7: Selecting Employees to Fit the Job and the Organization
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Q1) In the feature Managing with Metrics: Bank of America Uses Online Testing, Bank of America considered which of the following issues in deciding whether online assessment was appropriate:
A) Would the online assessments be valid predictors of future job performance and employee retention?
B) How serious was the potential problem of cheating?
C) Could they ensure that technical issues would not create hassles that frustrated applicants or caused them to not complete the survey?
D) How much time and money could Bank of America save using the online method?
E) all of the above
Q2) What kind of a test would a real estate company give a newly licensed real estate agent if the company was concerned about the ability of the applicant to interact with potential home buyer clients?
A) ability test
B) knowledge test
C) personality test
D) biodata test
E) interest and preference inventories
Q3) What is another name for work simulation?
Page 9
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Chapter 8: Training and Developing a Competitive Workforce
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Q1) What is the first phase in the training program model?
Q2) A demographic needs analysis can be used to assess whether all employees are given equal access to growth experiences and developmental challenges, which are known to be useful on-the-job methods for promoting skill development.
A)True
B)False
Q3) Which of the following types of information is NOT typically shared during an employee orientation program?
A) what to do when the fire alarm sounds
B) the length of coffee breaks
C) the history of the organization
D) the firm's proposed merger
E) the organizational structure of the company
Q4) Intense socialization tends to increase employee's commitment to the company. A)True
B)False
Q5) How can training and development activities be used as a means for employers to address employees' needs?
Q6) List the three types of locations for training activities.
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) The most frequently used form of performance management review is one that is occurs __________.
A) weekly
B) monthly
C) quarterly
D) bi-annually
E) annually
Q2) If after repeated warnings and counseling, an employee's performance does not improve, the organization can:
A) transfer the individual to another job
B) temporarily structure a job in such a way that the employee only performs noncritical tasks
C) terminate the employee
D) neutralize the employee
E) do all of the above
Q3) The culture at Dell, Inc. is driven by the philosophies of its founder, Michael Dell.
A)True
B)False
Q4) Describe the attributes that goals should have in an MBO system.
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Chapter 10: Developing an Approach to Total Compensation
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Sample Questions
Q1) Ensuring total compensation is consistent with legal requirements is the responsibility of:
A) Line managers
B) HR professional
C) Employees
D) All of the above
E) None of the above
Q2) An employee who is being paid below the minimum,
A) is usually green-circled
B) is usually red-circled
C) is blue-circled
D) is black-circled
E) none of the above
Q3) The most widely used method of job evaluation is:
A) benchmarking
B) performance appraisals
C) the point factor rating method
D) ranking
E) factor analysis
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Q4) How can an employer be sure that its employees are being paid at market level?
Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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Q1) When tax rates for long-term capital gains are _____ relative to tax rates for ordinary income, stock options become _____ popular.
A) high, more
B) low, more C) high, less
D) low, less
E) none of the above
Q2) To be effective, performance-based systems must do all of the following except:
A) specify and measure performance
B) specify method for linking pay to performance
C) specify level of aggregation for reward distribution
D) gain employee acceptance
E) all of the above are necessary
Q3) How is the base pay set when merit pay plans are used?
Q4) What are the three levels of aggregation for performance-based pay?
Q5) Since performance can be measured at the individual, work team, department, plant, strategic business unit, or organizational level, how does a company specify the level of aggregation for reward distribution?
Q6) What criticism can be leveled against merit pay?
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Chapter 12: Providing Benefits and Services
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Q1) In order to get the most employee satisfaction from benefits, HR professionals should:
A) communicate qualities of existing benefits to employees
B) conduct employee surveys
C) allow the employees to select their own benefits
D) allow employees input into benefit design
E) all of the above
Q2) Jack and Mark have been living together in a romantic relationship for over two years. They own a home together and pool their income into joint bank accounts. Which of the following statements is true?
A) Jack may be able to put Mark on his health benefits because they have a common law marriage.
B) Jack may be able to put Mark on his health benefits because they are spousal equivalents.
C) Same-sex partners can only be covered on their partner's health insurance in certain geographical areas.
D) Spousal equivalent policies only refer to gay and lesbian relationships.
E) Depending on where they live, their company may be required to provide domestic partner benefits.
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Chapter 13: Promoting Safety, Health, and Well-Being in the Workplace
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Q1) Pamela is feeling burned out from the stress of her job and the lack of support and resources she has experienced for the last three years. Her burnout is exhibited by:
A) the negative, cynical comments she makes.
B) her sense of pride in what she's been able to achieve.
C) her ongoing drive to make her projects succeed.
D) her concern for her co-workers and the company as a whole.
E) all of these characteristics.
Q2) What are the four components of an effective HIV/AIDS prevention programs?
Q3) Creating a safety driven culture does not require top down support from management, because employees are highly motivated regarding safety.
A)True
B)False
Q4) List four workplace stressors that put employees at risk for severe strain.
Q5) In organizations where safety is valued and embedded in the organization's culture, employees benefit by experiencing fewer injuries.
A)True
B)False
Q6) List three aspects of burnout.
Page 15
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Chapter 14: Understanding Unionization and Collective Bargaining
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Q1) When several unions bargain with a single employer, it is called:
A) inclusive
B) coordinated
C) collaborative
D) multiemployee
E) distributive
Q2) What are the four major approaches to collective bargaining between unions and management?
Q3) In the chapter opener vignette "Managing Human Resources at United Parcel Service," __________ and the use of part-time workers were important issues in the strike between the International Brotherhood of Teamsters (IBT) and UPS in 1997.
A) pensions
B) discipline
C) grievance procedures
D) seniority
E) job security
Q4) Name two positive results of recent union mergers.
Q5) What determines the level of success of a strike?
Q6) From the union's perspective, what is the most desirable bargaining unit?
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