Organizational Behavior
Mock Exam
Course Introduction
Organizational Behavior explores the dynamics of how individuals, groups, and structures affect behavior within organizations. This course examines key psychological and sociological concepts to understand motivation, leadership, team dynamics, communication, decision-making, and organizational culture. Emphasis is placed on applying theories and models to real-world scenarios, enabling students to analyze workplace issues and develop strategies for effective management, improved productivity, and positive organizational change.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
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Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Organizations often ________ when they choose to ride out dips in demand for goods and services or to stockpile talent.
A) understaff
B) overstaff
C) attract
D) relocate
Answer: B
Q2) For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue.
A)True
B)False
Answer: False
Q3) Pfizer has concluded that it cannot project what kind of talent it needs in the next 10 years and then select employees whose skills matched these long-range future talent needs.
A)True
B)False
Answer: True
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Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Regarding employment contracts, ________.
A) both written and oral contracts are enforceable
B) employment-at-will is defined under set-term contracts
C) most employees have a contractual right to be discharged only for cause
D) all of the above are correct
Answer: A
Q2) Which of the following is not prohibited by the ADA?
A) medical exams of job applicants
B) asking a job applicant is he/she is disabled
C) asking a job applicant to undergo a medical exam after a job offer has been made
D) refusing to interview a person who is disabled
Answer: C
Q3) Substantive assessment methods are used to reduce the applicant pool to candidates.
A)True
B)False
Answer: False
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Chapter 3: Planning
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96 Flashcards
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Sample Questions
Q1) Managers are especially concerned about all of the following issues because of the aging workforce except ________.
A) loss of skills due to retirement
B) decreased ability to learn new material
C) increases in medical expenses
D) employee elder-care responsibilities
Answer: B
Q2) What are some of the characteristics employers are seeing as in particular demand for new workers?
A) Professionalism
B) Critical thinking
C) Leadership
D) All of the above
Answer: D
Q3) Employment reconciliation analyzes gaps between ________.
A) AA requirements and the external labor force
B) future HR requirements and AA requirements
C) future HR requirements and HR availability
D) all of the above
Answer: C
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Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.
A)True
B)False
Q2) The ADA requires the performance of a job analysis to identify the essential functions of a job.
A)True
B)False
Q3) What is the job-analysis approach that involves collecting information on company strategy, and using this information to determine KSAOs and behavioral capabilities across the organization called?
A) Competency-based
B) Job requirements
C) Job rewards
D) all of the above involve this process
Q4) Competency based job analysis is a way to facilitate increased staffing flexibility.
A)True
B)False
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Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) Which method of recruiting is most effective at reducing turnover?
A) realistic
B) targeted
C) considerate
D) branded
Q2) Recruiters should not ________.
A) be knowledgeable of the job rewards
B) be knowledgeable of job characteristics
C) show enthusiasm during recruiting interviews
D) try to avoid showing too much interest in candidates
Q3) Which of the following is emphasized in developing an employment brand?
A) What the organization offers that is similar to competitors
B) What the organization offers that is unique and different from competitors
C) How other organizations are dishonest and unpleasant to work with
D) The potential downsides of applying for a job at this organization
Q4) The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.
A)True
B)False
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Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) The "glass ceiling" refers to the prevalence of policies and procedures that have resulted in reverse discrimination.
A)True
B)False
Q2) As a result of rising recruiting, selection, training, and development costs, companies are increasingly looking externally to staff positions.
A)True
B)False
Q3) Which of the following is true regarding closed internal recruitment systems?
A) employees are made aware of all job openings.
B) they are very inefficient.
C) they are not costly to implement.
D) they are very time-consuming to implement.
Q4) Job postings influence the recruitment process by ________.
A) clarifying requirements of the job
B) reducing competition for the job
C) eliminating external sources from consideration
D) reducing the need for formal applications
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Page 8
Chapter 7: Measurement
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98 Flashcards
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Sample Questions
Q1) The process of ensuring that all test takers receive the same tests in the same context, as a way to eliminate extraneous influences on test performance is called
A) standardization
B) optimization
C) rationalization
D) inflation
Q2) Investigation of applicant stock statistics is also known as "utilization analysis."
A)True
B)False
Q3) To achieve standardization the content of job application tests should be the same for all applicants.
A)True
B)False
Q4) Organizations that collect assessment data need to attend to professional standards that govern their use.
A)True
B)False
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Chapter 8: External Selection I
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97 Flashcards
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Sample Questions
Q1) Research on application blanks has suggested that the most common questions that are misinterpreted include ________.
A) previous employers
B) reasons for leaving previous jobs
C) previous positions held
D) all of the above are true
Q2) When considering the use of extracurricular activities as a job performance predictor, one should ________.
A) use extracurricular activities whenever possible
B) de-emphasize the use of extracurricular activities
C) use extracurricular activities mainly for selection of managerial personnel
D) use extracurricular activities when they correlate with KSAOs required by the job
Q3) To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.
A)True
B)False
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Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Which of the following is true regarding integrity tests?
A) Their use has declined in the past decade.
B) They are used to reduce employee accidents.
C) They are usually paper-and-pencil or computerized measures.
D) The construct of integrity is well understood.
Q2) Situational judgment tests ________.
A) have very high adverse impact
B) involve applicants' descriptions of how they would behave in work scenarios
C) are based on applicants' evaluations of photographs
D) have very low validity
Q3) 80% of organizations use some sort of ability test in selection decisions.
A)True
B)False
Q4) Organizations may make medical inquiries or require medical exams prior to making a job offer.
A)True
B)False
Q5) Applicants tend to react very negatively to the interview.
A)True
B)False
11
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Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) Which of the following assessment methods does not have at least moderately high validity?
A) assessment centers
B) job knowledge tests
C) seniority
D) work experience
Q2) Which of the following is true regarding seniority?
A) It refers to length of service or tenure.
B) It is closely related to the type of job experience.
C) It is closely related to the quality of job experience.
D) It is a highly valid selection method.
Q3) Research on the use of selection and experience as internal selection methods indicates that ________.
A) seniority is a more valid method of internal selection than experience
B) seniority is better suited to predict short-term rather than long-term potential
C) experience is less likely to be content valid if the past or present jobs are similar to the future job
D) experience is unlikely to remedy initial performance difficulties of low ability employees
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Page 12
Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.
A)True B)False
Q2) In top down hiring, all individuals who are above a minimum competency point are hired.
A)True B)False
Q3) Utility refers to the expected gains to be derived from using a predictor.
A)True B)False
Q4) HR professionals have access to data related to predictor-outcome relationships, and therefore can quantify which current selection systems are most effective in meeting operational goals.
A)True B)False
Q5) It is desirable that the denominator of a selection ratio be small. A)True B)False
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Chapter 12: Final Match
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85 Flashcards
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Sample Questions
Q1) A disclaimer on an employment application blank stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable.
A)True B)False
Q2) Hiring bonuses can be problematic because recipients of these bonuses might take the bonus and then quit soon after.
A)True B)False
Q3) Which of the following statements about written contracts is false?
A) The law favors written contracts over oral contracts.
B) A statement on a job application blank could be construed as a written contract.
C) Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts.
D) Internal job posting notices can be construed as written job contracts.
Q4) Hiring bonuses tend to enhance employee performance motivation. A)True B)False
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Chapter 13: Staffing System Management
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Sample Questions
Q1) Which of the following statements regarding the use of evaluation of policies and procedures?
A) evaluations need to occur when there is evidence that formerly successful methods aren't working anymore, or when new techniques for achieving goals arise
B) evaluations tend to be too time consuming, and have few benefits
C) evaluations should only focus on how current methods are working, rather than being prompted by the latest fads
D) strategic policy evaluation involves so many intangibles that manager opinion is probably the only really useful way to go
Q2) Research suggests that organizational decision making is seen as most fair when it is based on ________.
A) social influence
B) clearly communicated decision criteria
C) processes tailored to each unique individual
D) all of the above
Q3) Records are not necessary for legal compliance.
A)True
B)False
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Chapter 14: Retention Management
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95 Flashcards
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Sample Questions
Q1) In general, most employees report that the opportunity for higher compensation is a more powerful predictor of turnover than conflict with supervisors.
A)True
B)False
Q2) Which of the following statements related to predictive analytics for retention is true?
A) Breakouts of turnover rates across the organization are available through routine HRIS reports
B) Best practices suggest that external consultants have little expertise when it comes to analyzing retention rates
C) There is little reason to believe predictive analytic results will be different from self-reported retrospective reports regarding causes of turnover
D) All of the above
Q3) Of the factors that influence an employee's desirability of leaving, job satisfaction is the one that cannot be influenced to a significant degree by organizations.
A)True
B)False
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