Organizational Behavior Question
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Course Introduction
Organizational Behavior explores the principles, theories, and practices that govern how individuals and groups act within organizations. The course examines topics such as motivation, leadership, communication, team dynamics, organizational culture, conflict resolution, decision making, and change management. Through case studies and real-world examples, students will develop an understanding of how organizational structures and processes influence behavior at every level, and learn strategies to enhance individual and organizational effectiveness in a dynamic business environment.
Recommended Textbook
Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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16 Chapters
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Chapter 1: Managing Human Resources
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Sample Questions
Q1) At the most basic level,HR managers fulfilling the role of _____,carry out particular HR functions such as handling the selection,training,or compensation of employees.
A) business allies
B) cultural stewards
C) talent managers/organizational designers
D) operational executors
E) credible activists
Answer: D
Q2) One of the qualities of human resources is that _____.
A) it is highly substitutable and interchangeable
B) it is easily available for all companies to utilize
C) it is easily imitated by rivals
D) it is negligible in terms of value
E) it is indispensable for building a competitive advantage
Answer: E
Q3) The vast majority of HRM professionals have a college degree.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Trends in Human Resource Management
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Sample Questions
Q1) The practice of having another company provide services is known as _____.
A) benchmarking
B) downsizing
C) codetermining
D) outsourcing
E) reengineering
Answer: D
Q2) Under the new psychological contract,organizations expect employees to contribute time,effort,skills,abilities,and loyalty in return for job security and opportunities for promotion within the organization.
A)True
B)False
Answer: False
Q3) Managing cultural diversity involves:
A) forming different pay structures for various groups.
B) creating separate career tracks for employees with families.
C) avoiding the use of affirmative action policies.
D) reducing cultural diversity by selective hiring.
E) encouraging career development for women and minorities.
Answer: E
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Sample Questions
Q1) Which of the following is true about the Americans with Disabilities Act?
A) It permits the employer to cut down on fringe benefits of individuals with disabilities.
B) It permits discrimination in areas such as layoff and leave.
C) It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation.
D) It classifies a person, who needs ordinary eyeglasses or contact lenses to perform each major life activity with little or no difficulty, as disabled.
E) It is used to protect individuals with conditions such as obesity and substance abuse.
Answer: C
Q2) An employer's refusal to hire a pregnant woman is acceptable by law.
A)True
B)False
Answer: False
Q3) A plaintiff must show the employer's intent to prove disparate impact in court.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) Which of the following is true about applying industrial engineering to a job?
A) It increases the complexity of the work.
B) It eliminates the need for specialization in the job.
C) It makes jobs less specialized and less repetitive.
D) It provides measurable and practical benefits.
E) It represents the best way to add meaningfulness to jobs.
Q2) The Occupational Information Network relies on fixed job titles and narrow task descriptions to describe the occupational requirements.
A)True
B)False
Q3) The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
A)True
B)False
Q4) Applying industrial engineering to a job essentially increases its complexity. A)True
B)False
Q5) Summarize recent trends in job analysis.
Q6) Outline the steps in a work flow analysis.
6
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Chapter 5: Planning for and Recruiting Human Resources
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Sample Questions
Q1) Leading indicators are objective measures that accurately predict future labor demand.
A)True
B)False
Q2) A phased-retirement program refers to:
A) laying off older employees in small batches.
B) giving lucrative incentives to a large number of older employees to voluntarily retire.
C) reducing the number of hours older employees work as well as the cost of these employees.
D) giving older employees a certain time limit to voluntarily retire.
E) offering alternative work locations and work responsibilities to older employees.
Q3) If the person providing the service is a contractor and not an employee,the company is not supposed to directly supervise the worker.
A)True
B)False
Q4) What are early-retirement programs? What is a phased-retirement program and what are its benefits?
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.
A) situational
B) nondirective
C) structured
D) behavior description
E) work sample
Q2) If a person who is the reference gives negative information about the job candidate,there is a chance the candidate will claim _____,meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.
A) defamation
B) misappropriation
C) fraud
D) misrepresentation
E) negligence
Q3) Define what is meant by reliability,validity,and utility in the employment selection context.
Q4) Describe the different types of interviews that can be used for employee selection.
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Chapter 7: Training Employees
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Q1) Training programs use case studies to develop employees' management skills.
A)True
B)False
Q2) What are the different approaches of diversity training?
Q3) If a concept involves more than five items,the training program should deliver information in shorter sessions or chunks.
A)True
B)False
Q4) Diversity training programs that focus on behavior aim at:
A) increasing participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities.
B) teaching employees to be effective at different tasks and roles.
C) sending participants directly into communities where they interact with persons from different cultures, races, and nationalities.
D) changing organizational policies and individual conduct that inhibit employees' personal growth and productivity.
E) making people aware of cultural differences and stereotypes.
Q5) What are the different methods for evaluating training?
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Chapter 8: Managing Employees Performance
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Sample Questions
Q1) The performance measurement system that combines information from most or all of the possible sources,is known as:
A) the critical incidents technique.
B) the behavioral observation scale.
C) management by objectives.
D) a 360-degree performance appraisal.
E) upward feedback.
Q2) How does an organization promote fairness and reduce political behavior in the appraisal system?
A) Use different performance standards to evaluate different employees.
B) Train managers to use the appraisal process.
C) Discourage employees from discussing their weaknesses.
D) Require that managers give feedback once a year during annual appraisal.
E) Encourage managers to recognize accomplishments that only employees have identified.
Q3) Appraisal politics are most likely to occur when raters are accountable to the employee being rated.
A)True
B)False
Q4) What are the different purposes of performance management systems?
Page 10
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Chapter 9: Developing Employees for Future Success
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Sample Questions
Q1) What are group mentoring programs?
Q2) What is 360-degree feedback? What are its advantages and disadvantages?
Q3) What is succession planning and what are its benefits? What are the three stages for an effective program for developing high-potential employees?
Q4) Coaches are peers or managers who work with other employees to motivate them,help them develop their skills,and provide them with reinforcement and feedback. A)True B)False
Q5) The glass ceiling is likely caused by:
A) a lack of developmental relationships.
B) the presence of a diverse workforce.
C) the presence of too many mentors for the female employees.
D) the presence of women with technical skills.
E) providing challenging job assignments to high-potential employees.
Q6) How do managers and peers develop employees through coaching?
Q7) Succession planning focuses on high-potential employees.
A)True B)False
Q8) Describe a leaderless group discussion.
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Chapter 10: Separating and Retaining Employees
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Sample Questions
Q1) Job satisfaction is always based on an objective and complete measurement of the situation and not on perception.
A)True
B)False
Q2) When employees cannot work with management to make changes,they may engage in ____,taking their charges to the media in the hope that if the public learns about the situation,the organization will be forced to change.
A) scapegoating
B) progressive discipline
C) class actions
D) media manipulation
E) whistle-blowing
Q3) In terms of job dissatisfaction,an employee who calls in sick or arrives to work late is engaging in:
A) behavior change.
B) job coasting.
C) physical job withdrawal.
D) whistle-blowing.
E) emotional withdrawal.
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Page 12
Chapter 11: Establishing a Pay Structure
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Sample Questions
Q1) The compa-ratio:
A) measures the degree to which actual pay is consistent with the pay policy.
B) is defined as average pay for the grade divided by the minimum pay for the grade.
C) can range from 0 to 100 percent.
D) uses data from market-pay surveys.
E) measures the degree to which new skills learnt are consistent with the increases in pay.
Q2) An organization's job structure and pay levels are policies of the organization,rather than the amount a particular employee earns.
A)True
B)False
Q3) Discuss the three major provisions of the Fair Labor Standards Act (FLSA).
Q4) Organizations under pressure to cut labor costs may respond by:
A) retaining staff levels.
B) hiking pay levels to prevent employee turnover.
C) postponing hiring decisions.
D) requiring employees to bear less of the cost of benefits such as insurance premiums.
E) increasing staff levels.
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Page 13
Chapter 12: Recognizing Employee Contributions With Pay
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Q1) How does the balanced scorecard help organizations deal with unethical behaviors of executives?
A) It allows companies to deduct executive pay that exceeds $1 million.
B) Rewarding the achievement of a variety of goals reduces temptation on the executive's part to gain bonuses by manipulating data.
C) It encourages executives to hold on to their stock options when the company is undergoing financial problems.
D) It forces executives to focus on company's long-term success because funds in ESOP are guaranteed by the Pension Benefit Guarantee Corporation.
E) In a balance scorecard, maximum points are given to ethical behavior.
Q2) An organization should always communicate with employees when changing an incentive plan.
A)True
B)False
Q3) What are the different types of pay for rewarding individual performance?
Q4) Standard hour plans are quality-oriented incentives for professional employees.
A)True
B)False
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14
Chapter 13: Providing Employee Benefits
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Q1) Which one of the following is true of Social Security benefits?
A) Benefits are taxed as ordinary income at both the federal and state level.
B) Workers who meet requirements receive retirement benefits according to age and earnings history.
C) Workers are not required to meet any eligibility rules to receive benefits.
D) The cost of the program is borne entirely by the employees who pay a payroll tax.
E) The program covers railroad and federal, state, and local government employees.
Q2) The use of wellness programs and consumer-directed health plans in an organization reflect its objective of controlling the cost of healthcare benefits.
A)True
B)False
Q3) According to the Americans with Disabilities Act (ADA),employers are required to take care not to discriminate against workers over age 40 in providing pay or benefits. A)True
B)False
Q4) What is the importance of benefits as a part of employee compensation?
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) The relative bargaining power of labor and management during contract negotiations depends on each party's ability to withstand a strike.
A)True
B)False
Q2) Describe the union organizing process.
Q3) Joining a union,whether recognized by the employer or not,is an activity protected under the NLRA.
A)True
B)False
Q4) Which type of union security provision is illegal under the provisions of the National Labor Relations Act?
A) Union shop
B) Agency shop
C) Closed shop
D) Open shop
E) Checkoff provision
Q5) Mediation is the most formal and least used method of conflict resolution.
A)True
B)False
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) What criteria should be used for selection of employees for foreign assignments? Which of these criteria most strongly influences whether an employee completes a foreign assignment or not?
Q2) A firm that is currently shipping domestically produced items to other countries to be sold there is engaging in:
A) exporting.
B) offshoring.
C) importing.
D) outsourcing.
E) relocating.
Q3) An organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs is a(n):
A) international organization.
B) multinational company.
C) foreign subsidiary.
D) global organization.
E) outsourcing partner.
Q4) How can companies help expatriates return to the home country after completing a foreign assignment?
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as:
A) continuous learning.
B) critical thinking.
C) innovation.
D) cognition.
E) groupthink.
Q2) A learning culture creates the conditions in which managers:
A) encourage flexibility.
B) discourage experimentation.
C) help sustain the status quo.
D) encourage groupthink.
E) demonstrate a high degree of risk aversion.
Q3) People experience occupational intimacy when they love their work,when they and their co-workers care about one another,and when they find their work meaningful.
A)True
B)False
Q4) How can HR departments improve their performance?
Page 18
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