Organizational Behavior Practice Exam
Course Introduction
Organizational Behavior explores the psychological and social dynamics that influence individual and group actions within workplace settings. The course examines essential topics such as motivation, leadership, team processes, communication, decision-making, organizational culture, conflict resolution, and change management. Through the study of theories, case studies, and practical applications, students develop an understanding of how to analyze and positively impact human behavior in organizations to enhance productivity, foster positive work environments, and support organizational goals.
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) A ________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."
A) pure acquisition
B) pure development
C) lead system
D) lag system
Answer: A
Q2) It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements.
A)True
B)False
Answer: False
Q3) Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit.
A)True
B)False
Answer: False
Q2) Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.
A)True
B)False
Answer: False
Q3) Nearly everyone who wishes to work in the United States is eligible for an H-1B visa.
A)True
B)False
Answer: False
Q4) Substantive assessment methods are used to reduce the applicant pool to candidates.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of these predictors has affected staffing levels in the past.This equation is used to predict future staffing levels.This is an example of ________.
A) regression analysis
B) ratio analysis
C) trend analysis
D) Markov analysis
Answer: A
Q2) Passive diversity planning means ________.
A) reviewing policies and practices to ensure there is no discrimination
B) encouraging underrepresented groups to apply
C) actively recruiting from a variety of sources that are likely to be seen by underrepresented groups
D) providing additional training for underrepresented groups
Answer: A
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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) Using managers in a job analysis lends both expertise and neutrality to the process.
A)True
B)False
Q2) Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?
A) variety of work, relationship with supervisor, compensation, and networking
B) relationship with supervisor, networking, variety of work, and compensation
C) job security, benefits, opportunities to use skills and abilities, and financial stability
D) networking, variety of work, relationship with supervisor, and compensation
Q3) Which of the following is not an example of an extrinsic reward?
A) Pay
B) Promotion
C) Autonomy
D) Fringe benefits
Q4) Competencies contribute to job performance, but not to organizational success.
A)True
B)False
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6
Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) Large employment websites have which potential disadvantage relative to niche websites?
A) they are limited to simple advertising
B) comparatively few job seekers access them
C) they can result in a large number of applications from individuals who are either unqualified or not really interested in the job
D) all of the above
Q2) Messages targeting specific demographic groups tend to be more effective than messages targeting specific applicant interests.
A)True
B)False
Q3) One major problem with Internet-based recruiting is that there are too few applications for most jobs.
A)True
B)False
Q4) It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.
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) Which of the following is true of realistic previews in internal recruiting?
A) they are even more important than for external recruiting
B) research suggests they can increase turnover
C) they are more necessary for newly created jobs or jobs in new locations
D) they cannot really be used for internal selection
Q2) A major difference between internal and external recruitment is that external recruitment not only fills vacancies but also creates them.
A)True
B)False
Q3) 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
Q4) Word of mouth regarding internal job openings usually serves to provide additional opportunities to women and minorities.
A)True
B)False
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Chapter 7: Measurement
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us.
A)True
B)False
Q2) The assessment of concurrent validity is more convenient and more efficient than the assessment of predictive validity.
A)True
B)False
Q3) The research literature indicates a high correlation between subjective and objective measures of performance.
A)True
B)False
Q4) A nominal scale of measurement has ________.
A) rank order
B) an absolute true zero point
C) classification by categories
D) equal differences between points on a scale of measurement
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Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) The problem with using ________ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.
A) certifications
B) biodata forms
C) letters of recommendation
D) MBAs
Q2) Background testing is concerned with the ________ of an applicant.
A) integrity
B) reliability
C) personal adjustments
D) all of the above
Q3) Cost should not be used to guide the choice of initial assessment methods.
A)True
B)False
Q4) Research on the reliability and validity of biodata has been quite positive.
A)True
B)False
Q5) A major problem with resumes and cover letters is misrepresentation.
A)True
B)False
Page 10
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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) Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater ________.
A) job knowledge
B) presentation skills
C) social networking capacity
D) diligence
Q2) The UGESP requires employers to ________.
A) keep records based on religion and marital status for all employees
B) perform a local validation study for every subgroup of employees
C) consider suitable alternative selection procedures if one of the selection techniques has adverse impact
D) assess employee history of drug abuse
Q3) 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
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11
Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) Experience refers to length of service or tenure with a job, department or organization.
A)True B)False
Q2) Personality tests are used to predict the success of employees in overseas assignments.
A)True B)False
Q3) The incremental validity of assessment centers in predicting performance is relatively small.
A)True
B)False
Q4) Depth of information and relevance are the only advantages that internal selection has over external selection.
A)True B)False
Q5) Seniority and experience are among the most prevalent methods of internal selection.
A)True B)False
Page 12
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Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.
A)True
B)False
Q2) The two options the UGESP recommends for minimizing adverse impact are use of within-group norming and banding.
A)True
B)False
Q3) In terms of who should participate in selection decision making (i.e., HR professionals vs.line managers), HR professionals would be least likely to ________.
A) make the hiring decision
B) establish selection procedures
C) ensure relevant laws and regulations are being followed
D) represent the interests of employees to management
Q4) Predictive analysis is most suitable for cases in which relatively low amounts of prior data are available.
A)True
B)False
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Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) The least common form of long-term variable pay in the private sector is the cost of living adjustment.
A)True
B)False
Q2) It is very important for an organization to know, in advance, whether an individual will be classified as either an employee or an independent contractor.
A)True
B)False
Q3) A ________ is a right to purchase a share of stock for a predetermined price at a later date.
A) stock option
B) profit share
C) realized dividend
D) mutual fund
Q4) An idiosyncratic deal is premised on the idea that there are possibly uniquely beneficial terms for a specific employee that also benefit the organization.
A)True
B)False
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Page 14
Chapter 13: Staffing System Management
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68 Flashcards
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Sample Questions
Q1) A professional employer organization (PEO) is like a temporary help agency, but provides a wider range of HR services and has a longer-term relationship with clients.
A)True
B)False
Q2) Employers are usually more interested in mediation with the EEOC for discrimination disputes than are employees.
A)True
B)False
Q3) In ________ a neutral person investigates a complaint and develops findings that may be the basis for resolving an employee complaint.
A) mediation
B) arbitration
C) fact finding
D) peer review
Q4) An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.
A)True
B)False
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Page 15
Chapter 14: Retention Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Which of the following factors leading to turnover cannot usually be addressed by the organization?
A) Poor social environment at work
B) Low levels of job satisfaction
C) Employee shocks
D) All of these can be addressed by organizational policy
Q2) Poor task performance is the result of insufficient ability, knowledge, skills, or motivation.
A)True
B)False
Q3) To have the power to attract and retain employees, rewards must be unique and unlikely to be offered by competitors.
A)True
B)False
Q4) The rate of turnover across different industries is very great, with some industries having more than triple the turnover rate found in other industries.
A)True
B)False
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