Organizational Behavior Exam Preparation Guide
Course Introduction
Organizational Behavior explores the dynamics of individuals and groups within a workplace setting, focusing on how behaviors, attitudes, and performance are influenced by organizational structure, culture, leadership, and communication. The course examines key concepts such as motivation, teamwork, decision-making, power, conflict, and change management, enabling students to analyze and predict employee behavior. Emphasis is placed on applying theory to real-world scenarios to enhance organizational effectiveness and foster a productive work environment.
Recommended Textbook
Managing Human Resources 6th canadian edition by Monica Belcourt
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16 Chapters
1643 Verified Questions
1643 Flashcards
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Chapter 1: The World of Human Resources Management
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97 Verified Questions
97 Flashcards
Source URL: https://quizplus.com/quiz/20214
Sample Questions
Q1) To be successful, organizations should seek to align their processes with customer needs.
A)True
B)False
Answer: True
Q2) Which of the following best summarizes the competency model for HR professionals?
A) HR professionals require change mastery, HR mastery, personal credibility, and business mastery.
B) HR professionals require HR mastery, business mastery, global acumen, and change mastery.
C) HR professionals require IT mastery, HR mastery, business mastery, and ethics.
D) HR professionals require IT mastery, HR mastery, global acumen, and change mastery.
Answer: A
Q3) Almost all Canadian employers have engaged in some type of downsizing.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Strategy and Human Resources Planning
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Decisions about employee layoffs are usually based on seniority and/or performance.
A)True
B)False
Answer: True
Q2) Replacement charts are listings of current jobholders who are potential replacements if an opening occurs.
A)True
B)False
Answer: True
Q3) Different skills groups in an organization can be classified by the degree to which they create strategic value and the degree to which they are unique, by using which of the following?
A) internal environmental scanning
B) a human capital architecture map
C) a skills inventory
D) strategic planning
Answer: B
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Chapter 3: Equity and Diversity in Human Resources Management
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Diversity initiatives are most successful when they are perceived to be human resources programs.
A)True
B)False
Answer: False
Q2) Federal law prohibits discrimination based on sexual orientation.
A)True
B)False
Answer: True
Q3) Managing diversity is primarily a moral issue.
A)True
B)False
Answer: False
Q4) Which of the following is NOT an example of sexual harassment?
A) paying a man more than a woman for doing the same job
B) promoting a female employee after she agrees to an after-work date
C) permitting male employees to tell sexist jokes that female staff find offensive
D) allowing a customer to demand sexual favours from an employee
Answer: A
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Chapter 4: Job Analysis, Employee Involvement, and
Flexible Work Schedules
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102 Verified Questions
102 Flashcards
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Sample Questions
Q1) Employee involvement groups (EIs) are groups of highly trained individuals using consensus decision making to perform independent job tasks and solve problems.
A)True
B)False
Q2) Which of the following can result from generically written job descriptions?
A) role ambiguity
B) continuous improvement
C) restructuring
D) self-motivation
Q3) Most job descriptions include a job title, a job identification section, and a job duties section.
A)True
B)False
Q4) Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.
A)True
B)False
Q5) What are the advantages and disadvantages of flextime or flexible working hours?
Q6) Discuss the job characteristics that motivate employees.
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) Skill inventories are an important tool for succession planning.
A)True
B)False
Q2) Which of the following is a factor in determining the choice of outside sources from which to recruit applicants?
A) legal requirements
B) the cost-per-hire of the firm's job posting system
C) the job identification
D) the firm's success in achieving its employment equity program
Q3) Human resources information systems can be used to predict the career paths of employees.
A)True
B)False
Q4) If career development is to succeed, it must receive the complete support of top management.
A)True
B)False
Q5) What can managers do to improve the effectiveness of external recruitment?
Q6) What are the advantages and disadvantages of internal recruitment?
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Chapter 6: Employee Selection
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115 Verified Questions
115 Flashcards
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Sample Questions
Q1) Which of the following lists of information sources about job candidates is ranked from most useful to least useful?
A) applications, background checks, graphology
B) polygraph tests, graphology, applications
C) graphology, background checks, biographical information blanks
D) polygraphs, biographical information blanks, graphology
Q2) Employers are required by law to provide references for former employees. A)True B)False
Q3) Content validity is the most direct and least complicated type of validity to assess. A)True B)False
Q4) Which of the following correlation coefficients is indicative of the strongest correlation?
A) -0.4
B)0.8
C)0.2
D) -0.9
Q5) Identify and explain the five primary types of employment tests.
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Chapter 7: Training and Development
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) The distinction between simulation and simple computer-based training is blurring due to advances in information technology.
A)True
B)False
Q2) The primary purpose in training employees is to help them get socialized to the organization.
A)True
B)False
Q3) Which of the following is useful information for an HR manager to use when demonstrating the utility of a training program?
A) how many employees signed up for it
B) how it helped to reduce wasted materials
C) the average employee reaction to it
D) how much transfer-of-training occurred
Q4) Although on-the-job training (OJT) is generally regarded as the most effective means of facilitating learning at the workplace, it is often the most poorly implemented.
A)True
B)False
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Page 9
Chapter 8: Appraising and Improving Performance
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) Performance is a function of ability, motivation, and environment.
A)True
B)False
Q2) An error of central tendency is a performance-rating error in which all employees are more or less rated as average.
A)True
B)False
Q3) The similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.
A)True
B)False
Q4) If a performance standard is found to be stable or consistent over time, it is said to be which of the following?
A) free from contamination
B) relevant
C) reliable
D) valid
Q5) What are the four basic considerations for establishing performance standards?
Q6) Why do employee appraisal programs sometimes fail?
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Chapter 9: Managing Compensation
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106 Flashcards
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Sample Questions
Q1) One's level of motivation depends on the attractiveness of the rewards sought. Which of the following refers to the probability of obtaining those rewards?
A) expectancy theory
B) equity theory
C) instrumentality
D) internal equity
Q2) The Hay profile method is useful for evaluating jobs of all types and levels.
A)True
B)False
Q3) York University has developed a merit-based pay system for its professors, in addition to other forms of pay. Which of the following terms refers to this type of merit-based pay?
A) value-added compensation
B) pay-for-performance
C) pay equity
D) indirect compensation
Q4) Indirect compensation includes bonuses and commissions.
A)True
B)False
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Chapter 10: Pay For Performance: Incentive Rewards
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102 Verified Questions
102 Flashcards
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Sample Questions
Q1) Given that the CEO is the chief executive and decides on most, if not all, major decisions of the firm, who usually sets his or her pay?
A) the vice-presidents or the second level of executives under the CEOs
B) the shareholders of the firm
C) the unions through collective bargaining
D) a compensation committee
Q2) What is the purpose of a profit-sharing plan?
A) to allow workers to contribute ideas and suggestions
B) to motivate a total commitment to the organization as a whole
C) to enable workers to share in labour cost savings
D) to instill commitment to the employee's immediate work group
Q3) Which of the following best describes profit sharing?
A) The employer pays employees an incentive based on their merit.
B) The employer pays employees an incentive based on labour cost savings.
C) The employer pays employees a bonus based on the overall productivity of their particular work group.
D) The employer pays employees a special current or deferred sum based on the profits of the enterprise.
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Chapter 11: Employee Benefits
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Employee benefits typically represent 40 percent of total payroll costs to employers.
A)True
B)False
Q2) Employee benefits are a form of indirect compensation.
A)True
B)False
Q3) The collective bargaining agreement between ACME Inc. and the union CUPA 1003
Local requires the employer to provide a limited vision care package. Workers are demanding more. Who will determine any new package?
A) the union and the government
B) the government
C) the employer and the union
D) the employer
Q4) People who have been resident in a Canadian province for three months are eligible to receive health care benefits.
A)True
B)False
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Page 13
Chapter 12: Safety and Health
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98 Verified Questions
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Sample Questions
Q1) Occupational health and safety are regulated solely by the federal government.
Q2) What is the best way to proactively manage workplace violence?
A) hire armed guards to oversee workplace activities
B) develop a zero-tolerance policy for violence
C) report violence to the police as soon as it happens
D) implementing a strenuous disciplinary policy
Q3) Improved individual employee health will have the LEAST impact on which of the following outcomes?
A) reduced absenteeism
B) improved compensation and reward systems
C) increased efficiency
D) better morale
Q4) Stress that is harmful to some employees may be healthy for others.
A)True
B)False
Q5) Safety incentive programs are only effective when they are based on monetary rewards.
A)True
B)False
Q6) List and describe techniques for coping with stress.
Page 14
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Chapter 13: Employee Rights and Discipline
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97 Flashcards
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Sample Questions
Q1) Tammy Faye, a university student, is doing research on cases decided by the Supreme Court on employee dismissals for threatening co-workers on the job. Which of the following regimes of employment law is Tammy doing research on?
A) criminal law
B) common law
C) statutory regulation
D) Supreme Court law
Q2) Ombudspeople help management by providing a check on itself.
A)True
B)False
Q3) The courts have ruled that employers can monitor computer use and Internet access of employees when they are at work. Which of the following is a key reason suggested by the courts for this?
A) Employers need to protect themselves against lawsuits.
B) It is integral to the implied employment contract.
C) Organizations need this right so as to compete globally.
D) The employer owns the computer.
Q4) What is progressive discipline? How does it differ from positive discipline?
Q5) What are some of the pros and cons of "open-door" policies?
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Chapter 14: The Dynamics of Labour Relations
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Louis, a union organizer in Ontario, needs what minimum percentage of signed authorization cards before the union can apply for a certification election?
A) 40 percent
B) 50 percent
C) 75 percent
D) 30 percent
Q2) Unlike many unions in Europe, most of the bargaining and decision making for unions in Canada occurs at which of the following levels?
A) the provincial level
B) the local level
C) the international level
D) the national level
Q3) Approximately what percentage of Canadian public employees are unionized?
A) 70 percent
B) 25 percent
C) 50 percent
D) 90 percent
Q4) Briefly describe the six steps in the organizing process.
Q5) How do unions and management employ bargaining power in negotiations?
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Chapter 15: International Human Resources Management
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101 Verified Questions
101 Flashcards
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Sample Questions
Q1) Which of the following is an attribute of an effective global HR information system?
A) It can be adapted for cultural training.
B) It must meet challenges of administrative and cultural issues.
C) It should be established according to home country standards.
D) It should reproduce labour agreements for each country in which the company operates.
Q2) A global HR information system facilitates coordination between world units; however, there are many important factors to ensure effective implementation.
A)True
B)False
Q3) Which of the following is a current trend among multinational corporations when setting compensation levels for host-country managers?
A) paying the host-country managers considerably more than the expatriate managers
B) widening the salary gap between the host-country and the expatriate managers
C) paying only according to the local salary levels
D) narrowing the salary gap between the host-country and the expatriate managers
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Chapter 16: Creating High Performance Work Systems
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Sample Questions
Q1) The use of high-performance work systems is typically valuable only to larger organizations.
A)True
B)False
Q2) Connecting rewards to organizational performance generally ensures fairness, and tends to focus on the employees of the organization.
A)True
B)False
Q3) In order for organizations to achieve a sustainable competitive advantage through people, they must develop competencies in their employees that are all of the following EXCEPT which one?
A) difficult to imitate
B) generic C) valuable
D) organized
Q4) External fit occurs when all of the elements of the work system complement and reinforce one another.
A)True B)False
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