Organizational Behavior Question
Bank
Course Introduction
Organizational Behavior explores the study of how individuals, groups, and structures impact behavior within organizations, aiming to apply such knowledge toward improving organizational effectiveness. The course delves into topics such as motivation, leadership, teamwork, communication, decision-making, culture, conflict management, and organizational change. Students will analyze real-world scenarios and case studies to understand the psychological and social dynamics at play in workplaces, developing practical skills to enhance performance and foster positive work environments.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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Chapter 1: Introduction to Human Resource Management
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Q1) ________ refers to an integrated set of human resource management policies and practices that together result in superior employee performance.
A) Benchmarking
B) Strategic planning
C) Strategic human resource management
D) High-performance work system
E) Human resource scorecard approach
Answer: D
Q2) An HR manager who wants to analyze the costs associated with each new hire will most likely use which of the following?
A) podcasts
B) Web portal
C) file extensions
D) data warehouse
E) public domain software
Answer: D
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Chapter 2: Equal Opportunity and the Law
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Q1) Which type of disability accounts for the greatest number of ADA claims?
A) drug-related
B) cosmetic
C) mental
D) vision
E) hearing
Answer: C
Q2) The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.
A)True
B)False
Answer: False
Q3) The ________ Amendment to the U.S.Constitution outlawed slavery,and courts have held that it bars racial discrimination.
A) First
B) Fifth
C) Tenth
D) Thirteenth
E) Fourteenth
Answer: D
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Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Q1) Which of the following is the most important human resource issue to address during the first few months of a merger?
A) interviewing and hiring low-level managers
B) modifying benefits packages
C) identifying and retaining key talent
D) modifying employee pay grades
E) eliminating annual employee reviews
Answer: C
Q2) The sales director at WebMD is calculating annual sales revenue targets and the number of new medical-related content providers that the firm needs to maintain a competitive advantage.In which step of the strategic management process is the sales director involved?
A) performing external and internal audits
B) defining the business and its mission
C) translating a mission into strategic goals
D) evaluating strategic decisions
E) implementing a strategy
Answer: C
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Chapter 4: Job Analysis
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Q1) Which of the following guidelines is recommended to managers conducting a job analysis?
A) Use one tool for gathering information to maintain the validity of the results.
B) Rely on the human resource manager to complete questionnaires and verify data.
C) Conduct group interviews without supervisors present to ensure accuracy.
D) Collect information from employees performing the same job in different departments.
E) Develop complex questions using technical jargon specific to the organization.
Q2) Which of the following is identified by the FLSA status section of a job description?
A) whether the employer is a non-profit organization
B) whether a job is exempt or nonexempt
C) whether a job includes health benefits
D) whether the employer is a private or public firm
E) whether a job requires a college degree
Q3) What is a competency-based job analysis? Why should firms consider describing jobs in terms of competencies instead of duties?
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Chapter 5: Personnel Planning and Recruiting
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Q1) What are the differences between the two types of executive recruiters? How do firms benefit from using executive recruiters?
Q2) Pamlico River Productions is seeking a top-level manager to oversee its finance division.Qualified candidates can be difficult to find,so the business would most likely benefit from using a(n)________ to recruit potential candidates.
A) state-run employment agency
B) executive recruiter
C) temporary agency
D) Internet-based job site
E) alternate staffing recruiter
Q3) ________ are special employment agencies retained by employers to seek out top management talent for their clients.
A) State-run employment agencies
B) Private employment agencies
C) Temporary agencies
D) Executive recruiters
E) Job banks
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Chapter 6: Employee Testing and Selection
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Q1) What is the primary disadvantage of using concurrent validation?
A) Current employees may not be representative of new applicants.
B) Current employees have not been employed for a significant time.
C) New applicants are recent college graduates with limited experience.
D) Limited correlation exists between high test scores and job performance.
E) Test batteries have not been administered by professional industrial psychologists.
Q2) What is test validity? How are selection tests validated?
Q3) Hair follicle testing can provide a history of drug use for six months prior to testing.
A)True
B)False
Q4) What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?
A) physical exams
B) personality tests
C) polygraph tests
D) substance abuse screening
E) fine motor skills assessments
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Chapter 7: Interviewing Candidates
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Q1) Which of the following questions would be relevant for Marion to ask if she wants an employee with extensive knowledge in real estate?
A) What did you enjoy most about your last job at a commercial real estate firm?
B) How do you handle sellers who believe their home is more valuable than it really is?
C) What are the loan options you would suggest for first-time home buyers?
D) What is the most frustrating aspect of being a realtor?
E) What motivated you to become a real estate agent?
Q2) During an interview,a job candidate benefits from all of the following actions EXCEPT ________.
A) using appropriate humor
B) learning about the employer
C) asking the interviewer questions
D) answering questions quickly
E) speaking enthusiastically
Q3) Behavioral interviews ask interviewees to describe how they would react to a hypothetical situation at some point in the future.
A)True
B)False
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Chapter 8: Training and Developing Employees
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Q1) Which organizational development application involves methods like performance appraisals,reward systems,and diversity programs?
A) human process
B) strategic
C) technostructural
D) human resource management
E) process consultation
Q2) What are the advantages and disadvantages of audiovisual-based training? Under what circumstances is audiovisual-based training especially effective?
Q3) ________ is a detailed study of the job to determine what specific skills the job requires.
A) Needs analysis
B) Task analysis
C) Performance analysis
D) Training strategy
E) Development planning
Q4) What is meant by the idea of organizational change? How does organizational development facilitate organizational change?
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Page 10
Chapter 9: Performance Management and Appraisal
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Q1) What is the primary disadvantage of developing a behaviorally anchored rating scale?
A) costly
B) unreliable
C) time consuming
D) unclear performance standards
E) lack of feedback for subordinates
Q2) Which performance appraisal technique lists traits and a range of performance values for each trait?
A) behaviorally anchored rating scale
B) graphic rating scale
C) forced distribution
D) narrative assessment
E) critical incident
Q3) The forced distribution method is the simplest and most popular technique for appraising performance.
A)True
B)False
Q4) Describe the four basic types of appraisal interviews.
Q5) In a brief essay,describe the three steps in the performance appraisal process.
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Chapter 10: Coaching, Careers, and Talent Management
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Q1) Unlike human resource planning with a traditional focus,human resource planning with a career development focus takes into consideration ________.
A) current job analyses
B) future skills and tasks
C) specific project requirements
D) statistical data about employees
E) employee interests and preferences
Q2) What is reality shock? What efforts can be taken by an employer to prevent reality shock?
Q3) Many U.S.firms are concerned about labor shortages because of the rapidly rising number of 25-44 year olds in the workforce and the small number of workers near retirement age.
A)True
B)False
Q4) Interpersonal communication skills are an essential element for effective coaching. A)True
B)False
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Chapter 11: Establishing Strategic Pay Plans
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Q1) Trevor,a sales manager at IBM,recently learned that an IBM human resources manager with comparable responsibilities and spans of control earns a higher salary than Trevor.Which form of equity is of most concern to Trevor?
A) external
B) internal
C) distributive
D) individual
E) procedural
Q2) Performance-based pay is more popular than time-based pay among most employers in the U.S.
A)True
B)False
Q3) External equity refers to how fair the job's pay rate is,when compared to other jobs within the same company.
A)True
B)False
Q4) In a brief essay,discuss the purpose of job evaluations.Discuss the similarities and differences between job evaluations conducted for managerial positions and lower level positions at a firm.
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) In Vroom's theory of motivation,motivation is equal to E * I * V,where E represents
A) existence
B) extrinsic motivation
C) expectancy
D) esteem
E) energy
Q2) In which of the following do workers receive a basic hourly rate plus a premium equal to the percent by which their performance exceeds the standard?
A) piecework
B) variable pay
C) straight piecework
D) standard hour plan
E) standard piecework
Q3) Robert Katz popularized the use of financial incentives for workers whose production exceeds some predetermined standard.
A)True
B)False
Q4) Explain the advantages and disadvantages of using piecework as a pay plan?
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Chapter 13: Benefits and Services
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Q1) The Pension Benefits Guarantee Corporation guarantees both defined benefit plans and defined contribution plans.
A)True
B)False
Q2) Which of the following benefits is NOT classified as a type of family-friendly benefit?
A) sick leave
B) subsidized child care
C) elder care services
D) on-site fitness facilities
E) flexible work schedules
Q3) When employers offer domestic partner benefits to employees,it means that employees' same-sex domestic partners are eligible to receive the same benefits as do the husband,wife,or legal dependent of one of the firm's employees.
A)True
B)False
Q4) What are vested funds? What is the difference between cliff vesting and graded vesting?
Q5) What are the three types of benefits provided by Social Security?
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Page 15
Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) What is organizational justice? How can firms ensure organizational justice in performance appraisals?
Q2) Which of the following requires companies to declare whether they have a code of conduct?
A) Taft-Hartley Act
B) Landrum-Griffin Act
C) Norris-LaGuardia Act
D) Davis-Bacon Act
E) Sarbanes-Oxley Act
Q3) Ethics refers to the ________.
A) basic beliefs about what is right or wrong
B) values, traditions, and behaviors a company's employees share
C) principles of conduct governing an individual or group
D) standards used by the organization to decide upon proper conduct
E) standards of behavior accepted by society
Q4) What is nonpunitive discipline? What are the steps of the nonpunitive discipline process? If you were a manager,would you use a system of traditional discipline or nonpunitive discipline? Why?
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Q5) What is the Sarbanes-Oxley Act? How has the legislation affected corporate ethics?
Chapter 15: Labor Relations and Collective Bargaining
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Q1) Which of the following is a characteristic of good faith bargaining?
A) overlooking bargaining items
B) making counterproposals
C) making unilateral changes in conditions
D) bypassing the union representative
E) imposing unreasonable conditions
Q2) All of the following are examples of permissible bargaining items EXCEPT
A) cafeteria prices
B) use of union label
C) severance pay
D) scope of bargaining unit
E) pension benefits for retired employees
Q3) Which of the following was part of the New Deal and made union organization easier?
A) Fair Labor Standards Act
B) National Industrial Recovery Act
C) National Labor Relations Act
D) Occupational Safety and Health Act
E) Labor Management Relations Act
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Chapter 16: Employee Safety and Health
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Q1) Which of the following would be considered OSHA's lowest priority for inspection?
A) conducting a follow-up inspection
B) investigating an employee complaint
C) investigating the occurrence of a fatality
D) inspecting a site at which a catastrophe occurred
E) performing a high-hazard industry inspection
Q2) The first step of an effective and comprehensive corporate anti-crime program involves installing an advanced alarm system and metal detector at every entrance.
A)True
B)False
Q3) The fatality rate of young workers is nearly three times that of older,more experienced workers.
A)True
B)False
Q4) The federal government requires workers in safety-sensitive jobs in transportation industries to take random breath alcohol tests.
A)True
B)False
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Chapter 17: Managing Global Human Resources
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Q1) Jim Simmons,an American,has worked for a U.S.firm's Italian operations for two years with great success.Now,the company wants Jim to relocate to Turkey to establish a new division.The company will most likely offer Jim a ________ to reward him for moving from one assignment to another.
A) hardship allowance
B) foreign service premium
C) cost-of-living increase
D) team incentive
E) mobility premium
Q2) In China,qualified job candidates are most likely to be interested in a firm that offers ________.
A) signing bonuses
B) performance-based pay
C) job expansion opportunities
D) training and development programs
E) heavily structured tasks and responsibilities
Q3) The majority of multinational corporation management positions are filled by expatriates.
A)True
B)False
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Which of the following is a true statement regarding HR management at small businesses?
A) Owners of firms with less than 100 employees usually interview applicants.
B) Firms with less than ten employees do not have any human resources tasks.
C) In most cases, firms with at least 30 employees can afford an HR specialist.
D) Firms with less than 40 employees focus highly on human resources issues.
E) Human resources activities in small firms tend to be extremely formal.
Q2) A small business owner would most likely use a professional employer organization in order to ________.
A) network with industry professionals
B) compare HR strategies with other firms
C) automate succession planning
D) handle HR activities like payroll
E) conduct organized labor activities
Q3) You are the owner of a small business and feel overwhelmed by the paperwork.You have decided to use a PEO.What are the issues you must address to determine which PEO is best for your company?
Q4) How has the Internet changed how small businesses compete with large businesses in regards to HR-related issues?
Page 20
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