Organizational Behavior
Final Test Solutions
Course Introduction
Organizational Behavior explores the dynamics of individuals and groups within an organizational context, examining how human behavior impacts organizational effectiveness. This course covers topics such as motivation, leadership, team dynamics, communication, organizational culture, decision-making, power, and conflict management. By applying psychological and sociological principles, students gain insights into managing workplace relationships and driving positive change in organizations. The course integrates theory with real-world case studies to help students develop practical skills for fostering productive work environments and enhancing organizational performance.
Recommended Textbook
Human Resource Management 6th Edition by
H. John Bernardin
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14 Chapters
794 Verified Questions
794 Flashcards
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Page 2
Chapter 1: Strategic Human Resource Management in a Changing Environment
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53 Verified Questions
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Sample Questions
Q1) The __________ challenge ascertains if the managers have identified and collected the right measures of success.
A)metrics
B)perspective
C)execution
D)validation
E)Globalization
Answer: A
Q2) A validated method of selection is a method that is shown to predict applicant success on the job
A)True
B)False
Answer: True
Q3) Organizational design is concerned with establishing,fostering,and maintaining employee skills based on organizational and employee needs.
A)True
B)False
Answer: False
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Chapter 2: The Role of Globalization in HR Policy and Practice
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Sample Questions
Q1) Licensing is one means of entering a foreign market.
A)True
B)False Answer: True
Q2) The degree of cultural differences is one of the factors that affect the level of difficulty involved in operating HR on an international basis.
A)True
B)False Answer: True
Q3) An agreement that allows an independent organization or individual to run a business using the name of an established business for a fee is known as.
A)franchising
B)exporting
C)licensing
D)contract manufacturing
E)management contract
Answer: A
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Page 4
Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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Sample Questions
Q1) Define disparate treatment and disparate (adverse)impact.How are they different? Give an example of each.
Answer: Disparate treatment occurs when an employer intentionally treats one or more members of a protected group differently.An organization would be considered guilty of prejudiced actions (discrimination)if it purposefully used different selection criteria for applicant of the opposite sex.For example,a firm cannot use the fact that an applicant has young children as a basis for not hiring females unless they apply that same standard to male applicants.Disparate impact (also referred to as "adverse impact")occurs when an employer's employment practice (e.g.,hiring,promotions,entry into training)produce an unequal or disproportionately negative consequence on members of a protected group.Unlike disparate treatment,this type of discrimination may be unintentional.Many employment practices produce adverse impact.For example,consider a screening device that produces a substantial difference between the selection rates of white applicants and African-American applicants.Even though the test may be color-blind,if 80% of white applicants pass it,while only 50% of African-Americans pass the same test,adverse impact has occurred.Organizations usually rely on the "4/5th's rule of thumb" to determine whether or not this type of discrimination exists.In the above example,at least 64% of African-Americans would have to pass the test in order to avoid adverse impact.
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Chapter 4: Work Analysis and Design
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Sample Questions
Q1) A primary outcome of work analysis will be the ability to
A)identify candidates for promotion
B)determine the activities that make up a job
C)identify the key elements of the corporate culture
D)Test the organization's compensation practices
E)Investigate and document individual employee competencies
Q2) Position Analysis Questionnaire (PAQ)is considered to be trait-oriented approach.
A)True
B)False
Q3) Competency models focus on:
A)a systematic process of gathering information about work.
B)defining a job in terms of its content and scope.
C)the KASOCs needed to carry out the job tasks and duties.
D)narratives of good and poor work behavior.
E)how objectives are accomplished rather than what is accomplished.
Q4) Job specifications define the job in terms of its content and scope.
A)True
B)False
Q5) List the seven general style categories into which O*NET classifies jobs.
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) The so-called "digital divide" is becoming larger,causing recruiters to become even more creative as they attempt to source a diverse pool of applicants.
A)True
B)False
Q2) One of the advantages of using employment process outsourcing (EPO)and recruitment process outsourcing (RPO)is that you are leveraging a specialized firm focused on specific occupations.
A)True
B)False
Q3) Yield ratios provide a methodology to help make more effective decisions regarding what recruitment method to use.
A)True
B)False
Q4) List the six steps in trend analysis.
Q5) Because the cost of labor is so high relative to other operating expenses,containing this cost can have a large impact on a company's ability to compete on price.
A)True
B)False
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Chapter 6: Personnel Selection
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Sample Questions
Q1) A candidate's ability to complete an actual job task is best tested through a(n):
A)Predictive test
B)Work sample test
C)Aptitude test
D)Achievement test
E)Drug test
Q2) A linear relationship between test scores and job performance indicates that there is no relationship between higher test scores prediction of higher performance on the job.
A)True
B)False
Q3) A selection method that has low cost per hire and results in hiring employees who have significantly higher productivity rates,has high utility and validity.
A)True
B)False
Q4) List the predictors of voluntary turnover.
Q5) What does the self-report personality inventory consist?
Q6) What is the advantage of the 16PF over other self-report inventories?
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Page 8
Chapter 7: Performance Management and Appraisal
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Sample Questions
Q1) Each of the following is legally desirable regarding performance appraisal procedures EXCEPT:
A)Providing a formal appeal process.
B)Outlining specific, objective performance standards.
C)Providing written instructions for raters to follow.
D)Training raters on rating errors and EEO laws.
E)Adapting procedures to meet unique requirements of employees of different races.
Q2) Define the six different types of outcomes that may be measured in a work performance system.Provide brief examples for each.
Q3) Which of the following is an appraisal method that makes comparisons between ratees performance?
A)check list
B)forced choice
C)management by objectives (MBO)
D)straight ranking
E)performance distribution assessment (PDA)
Q4) Briefly explain the management by objectives (MBO)rating method.
Q5) List the three basic ways in which raters can make performance assessments.
Q6) List and explain four common rating errors.
Page 9
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Chapter 8: Training and Development
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Sample Questions
Q1) Audiovisuals involve recording a portion of audio or video content that is punchy and useful and posting it online or on the firm's intranet site and providing a link to download the recording.
A)True
B)False
Q2) At which stage of the training process would it be critical to understand the influence of the characteristics of adult learners and learning principles?
A)Assessment
B)Development
C)Analysis
D)Evaluation
E)Learning objective
Q3) What can be done to maximize transfer of training back to one's job?
Q4) List the three major steps involved in the basic process of training and explain the goal of each step.
Q5) What aspects must be considered while choosing a training method?
Q6) What are the different ways of making content meaningful so as to increase retention?
Q7) What are the four mechanisms that help goal setting improve performance?
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Chapter 9: Career Development
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Sample Questions
Q1) Describe at least three problems that repatriates face in their companies and suggest how the company might solve the problem.
Q2) One of the guidelines for effective job posting systems is posting all permanent promotion and transfer opportunities for at least one week before recruiting outside the organization.
A)True
B)False
Q3) The implementation of flexible work schedules and part time work can lead to positive outcomes for both the organization and individual employees.
A)True
B)False
Q4) List a few recommendations to help the organization make the process of downsizing less traumatic and fair.
Q5) Delayering means jobs are reclassified more broadly,yet old reporting lines exist to maintain managerial control.
A)True
B)False
Q6) List a few trends adopted by organizations to improve work-family balance.
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Chapter 10: Compensation: Base Pay and Fringe Benefits
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Sample Questions
Q1) In order to qualify for the executive employee exemption,the employee must be compensated on a salary basis at a rate not less than __________ per week.
A)$454
B)$545
C)$554
D)$544
E)$455
Q2) In the tax protection approach,firms withhold taxes based on the home-country tax obligation and pay all taxes in the host country.
A)True
B)False
Q3) A computer consulting company wants to determine the market rate for jobs within the organization.Discuss the steps the company should go through and the relevant factors that should be considered.
Q4) What are the different ways in which an organization structures its base salary program?
Q5) Define and explain the differences between external and internal equity.What is a basic technique used to ensure each?
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Chapter 11: Rewarding Performance
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Sample Questions
Q1) A pay for performance plan negates the need to manage an employee's performance.The manager need only focus on the distribution of rewards in order to generate appropriate employee behaviors.
A)True
B)False
Q2) Each of the following is true regarding individual PFP plans EXCEPT:
A)Individual PFP plans can be divided into merit pay systems and incentive systems tied to production rates.
B)For a merit pay plan, performance is generally measured through performance appraisal.
C)Incentive plans rely on some countable result as a basis for setting the PFP rate.
D)The greatest strength of the merit pay plan is its ability to create a clear linkage between employee performance and pay.
E)Incentive pay is based on units produced and provides the closest connection between performance and pay.
Q3) How is gain sharing plans different from profit sharing?
Q4) Compare and contrast the three types of individual pay-for-performance plans.
Q5) What are the three major questions to be answered for designing a PFP system?
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Chapter 12: Managing the Employment Relationship
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Sample Questions
Q1) What is survivor syndrome and what measures can organizations take to avoid it?
Q2) Distributive justice results from a perception of fair rules,laws,or policies that allocate valued rewards and punishments.
A)True
B)False
Q3) A manager counsels an employee about problems with frequent tardiness.In spite of the discussion the employee is late to work twice the following week.What should be the next step in the discipline process?
A)Written warning
B)Early retirement package
C)Termination
D)Verbal warning
E)Time off without pay
Q4) Employment-at-will exists even when there is either a contract (implied or explicit)or a collective bargaining agreement or the employee works for a public agency.
A)True
B)False
Q5) Which is more important,procedural or distributive justice? Why?
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Chapter 13: Labor Relations and Collective Bargaining
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Sample Questions
Q1) "Right-to-work" laws declare that:
A)management cannot interfere with or restrain workers in their right to organize.
B)union security agreements which require membership as a condition of employment are illegal.
C)unions can not discriminate against workers who do not participate in strikes.
D)employers may not interfere with employee representation and collective bargaining rights.
E)employers can interfere with employee representation.
Q2) Which of the following statements is FALSE regarding arbitration?
A)If a grievance cannot be settled, both sides agree on an arbitrator to decide the matter.
B)Arbitration is a last resort if attempts to settle grievance disputes have failed.
C)Arbitration can be very costly.
D)Arbitration is more costly in comparison to strikes and lockouts.
E)A major criticism of arbitration is the problem of delays which can take place.
Q3) Differentiate between picketing,striking,and boycotting an employer.
Q4) List the steps involved in forming unions.
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15
Chapter 14: Employee Health and Safety
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Sample Questions
Q1) The function of the Occupational Safety & Health Review Commission (OSHRC)agency is to issue standards,conduct inspections,citations,and variances.
A)True
B)False
Q2) Federal law provides compensation to workers for mental or nervous injury caused due to stress.
A)True
B)False
Q3) Companies should make sure that their drug testing policy includes all of the following EXCEPT:
A)Notice to employees (or applicants)that drug testing will be conducted and the procedures to be used.
B)A careful chain of custody to ensure that samples are not lost, mixed up, or switched.
C)A dignified but secure method of collecting samples.
D)Confirmation of all positive drug results with more sensitive tests.
E)Opportunity for the individual to not disclose which prescription or over-the-counter drugs he/she uses.
Q4) What is the purpose of OSHA?
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