Organizational Behavior Exam Solutions
Course Introduction
Organizational Behavior examines how individuals and groups interact within an organization, focusing on the psychological and sociological dynamics that influence workplace effectiveness. This course explores key topics such as motivation, leadership, team dynamics, organizational culture, communication, and decision-making processes. Students will analyze real-world organizational issues and develop strategies to enhance performance, improve employee satisfaction, and foster a positive work environment. By integrating theory with practical case studies, the course equips learners with the tools to understand and manage behavior in a variety of organizational settings.
Recommended Textbook
Strategic Staffing 2nd Edition by Jean M. Phillips
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13 Chapters
653 Verified Questions
653 Flashcards
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Page 2
Chapter 1: Strategic Staffing
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49 Verified Questions
49 Flashcards
Source URL: https://quizplus.com/quiz/36791
Sample Questions
Q1) Staffing can be considered a cornerstone of human resource management because it ________.
A) takes the largest part of the human resource budget
B) determines the workforce representing the company
C) takes the most time of any human resource management function
D) is the only function performed by human resources
Answer: B
Q2) Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees?
A) when technology is developing very rapidly
B) when the existing employees are overqualified
C) when the training period provided is short
D) when competition in the market has increased
Answer: A
Q3) Firms should select only those candidates who already possess the skills that are necessary to be quickly and cheaply trained by the firm.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Business and Staffing Strategies
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Jen is the Human Resources manager for Bailey's,a large department store.A competitor,ShopWell,is scheduled to open nearby in a few months and Jen is afraid that some of her staff may quit and join ShopWell.To prevent this,Jen introduces a performance incentive program that will reward Bailey's highest-performing employees at the end of the year.This is an example of ________.
A) replacement charting
B) idiosyncratic staffing
C) proactive staffing
D) reactive staffing
Answer: C
Q2) A company pursuing a low-cost strategy is least likely to embrace an asset-based philosophy.
A)True
B)False
Answer: False
Q3) Proactive staffing is done in response to situations or issues.
A)True
B)False
Answer: False
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Page 4
Chapter 3: The Legal Context
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49 Verified Questions
49 Flashcards
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Sample Questions
Q1) Comparing the percentage of applicants hired from different subgroups to determine if they are significantly different from each other is an example of a
A) BFOQ
B) concentration statistic
C) flow statistic
D) stock statistic
Answer: C
Q2) If a company makes promises to a recruit that it does not intend to keep,it could be found guilty of ________.
A) negligent hiring
B) negligent referral
C) fraudulent recruitment
D) violating the WARN Act
Answer: C
Q3) Executive Order 11246 prohibits discrimination and establishes affirmative action to promote diversity.
A)True
B)False
Answer: True
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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51 Verified Questions
51 Flashcards
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Sample Questions
Q1) Which of the following is contained in a task statement?
A) the type of people required for the job
B) how to recruit for the given job specifications
C) the physical working conditions of the job
D) identifying the changes anticipated for the position
Q2) Pay is an example of an extrinsic reward.
A)True
B)False
Q3) The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.
A) task inventory method
B) job elements method
C) critical incidents method
D) structured interview method
Q4) Define the three criteria for employee value propositions: magnitude,mix,and distinctiveness.
Q5) Compare and contrast three different job analysis methods on the basis of their advantages and disadvantages.
Q6) What is a job rewards job analysis and how is it used in staffing?
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Chapter 5: Forecasting and Planning
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50 Flashcards
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Sample Questions
Q1) Which of the following is a way in which many organizations try to reduce their need for skills that will be in short supply for a number of years?
A) exiting certain lines of business
B) redesigning jobs
C) focusing on other areas where there is adequate labor supply
D) focus on unskilled labor
Q2) Which of the following would be most useful for a firm needing to quickly reassign employees to an important new project?
A) job analysis
B) transition analysis
C) a talent inventory
D) trend analysis
Q3) If 4 out of 5 job offers are typically accepted,a company will have to make 120 offers so as to hire 80 employees.
A)True
B)False
Q4) How can competitor forecasts influence a firm's forecast of its own future business activity?
Q5) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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52 Verified Questions
52 Flashcards
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Sample Questions
Q1) Differentiation refers to the coordination of a single global staffing strategy with the organization retaining adequate controls over local operations.
A)True
B)False
Q2) The need to acknowledge and respect the diversity of local cultures when sourcing and managing a global workforce is called ________.
A) integration
B) diversification
C) localization
D) differentiation
Q3) Job fairs are best for finding passive job seekers.
A)True
B)False
Q4) Internet data mining involves searching the Internet to locate active job seekers with the characteristics and qualifications needed for a position.
A)True
B)False
Q5) What is employee profiling? How can it be used to create a sourcing plan?
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Chapter 7: Recruiting
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Presenting both positive and potentially negative aspects of a job to recruits is a
A) realistic job preview
B) job description
C) job enhancement preview
D) person specification
Q2) Which of the following is true of general ads for recruitment?
A) They appeal to a section of job applicants.
B) They provide limited job attributes and details.
C) They tend to be useful in "weeding out" inappropriate candidates.
D) They appeal to jobseekers who focus on job search strategies.
Q3) How can an organization with a positive employer branding image increase the quality of its applicant pools?
A) by reducing recruitment flaws through training
B) by following a targeted recruiting effort
C) by using external agencies to recruit for them
D) by following unconventional methods to recruit
Q4) How should a recruiter divulge information regarding the job to the applicant with respect to timing?
Q5) What are recruiter profiles and how are they used in staffing?
Page 9
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Chapter 8: Measurement
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Sample Questions
Q1) Scores on norm-referenced measures have meaning only when compared to the scores of others.
A)True
B)False
Q2) Information about important outcomes of the staffing process is called ________.
A) predictive data
B) criterion data
C) reliability
D) validity
Q3) If all the candidates who score high on a skills test go on to have high job performance,the skills test has high criterion-related validity.
A)True
B)False
Q4) When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.
A) has both practical and statistical significance
B) has statistical significance alone
C) is insignificant
D) has practical significance alone
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.
Q2) Contingent assessments are used when ________.
A) there are too many candidates and too few jobs
B) the firm has identified whom it wants to hire
C) there are too few qualified candidates per job
D) the firm is narrowing down candidates for a post
Q3) What is a "contingent" assessment method? Give an example and describe when contingent assessment methods should be used.
Q4) Banding is used to ________.
A) reduce adverse impact
B) increase the validity of an assessment method
C) improve the accuracy of an assessment method
D) replace cognitive ability tests
Q5) Cognitive ability tests are one of the least valid selection methods.
A)True
B)False
Q6) Compare and contrast structured and unstructured interviews.
Q7) How does a biodata differ from a résumé and cover letter?
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Chapter 10: Assessing Internal Candidates
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) When employees are turned down for the promotions or lateral moves for which they were considered it rarely affects productivity.
A)True
B)False
Q2) An additional ethical issue involves the ________ of an employee's application for another position in the company.
A) assessment
B) processing
C) confidentiality
D) rejection
Q3) Due to union contracts or company policies,some organizations promote employees because of seniority.
A)True
B)False
Q4) The value of the nine box matrix depends most heavily on ________.
A) the quality of the assessment methodology
B) the number of people being assessed
C) the length of time it covers
D) the motivation of the employee being rated
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Chapter 11: Choosing and Hiring Candidates
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Mr.Draper is the hiring manager of a large corporation.He has been asked to recruit two new sales executives for the firm specifically lured away from a rival firm.Which of the following packages should he offer in order to have maximum chances of fulfilling this task?
A) low job offer
B) competitive job offer
C) minimum job offer
D) maximum job offer
Q2) A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________.
A) criterion score
B) contingent score
C) band score
D) cut score
Q3) Imagine you are the HR manager in a firm who is in the final step of recruiting for a high level post.The final job offer has been extended to the most desired candidate and you are awaiting a response.What would you do in this situation to ensure a good hire?
Q4) List and describe four factors that influence the content of a job offer.
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Page 13
Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) When a poor performer leaves,functional turnover has occurred.
A)True
B)False
Q2) Who usually has overall responsibility for conducting socialization programs?
A) coworkers
B) hiring managers
C) human resources
D) top management
Q3) Interacting with recruiters and future coworkers during the hiring process is the ________ phase of the socialization process.
A) anticipatory
B) encounter
C) settling in
D) onboarding
Q4) Exit interviews should be directed at ________.
A) finding out which rivals are poaching talent from the firm
B) areas in which the company feels it could improve
C) informing ex-employees of their shortcomings
D) optimal turnover and should measure the loss to the firm
Q5) Describe some alternatives to layoffs.
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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50 Flashcards
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Sample Questions
Q1) E-recruiting should be used when ________.
A) a small number of candidates are needed
B) the job description specifies only average educational qualifications
C) all other methods of recruitment have proven to be ineffective
D) the candidates being targeted come from specific labor markets
Q2) ValuTech is a large-scale software company.Which of the following,if true,is a lagging indicator of staffing?
A) The company's image was tarnished by a spate of lawsuits which resulted in the resignation of several members of the top management.
B) The company has witnessed a drop in demand for its products and services over the last six months owing to recessionary trends.
C) The company relaxed its hiring standards at the time of recruitment and new hires are struggling to keep pace with the dynamic work environment.
D) The industry-wide adoption of new technologies has resulted in several firms redefining their job requirements.
Q3) Lagging indicators help a company improve its staffing efforts midstream.
A)True
B)False
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