Organizational Behavior Review Questions
Course Introduction
Organizational Behavior explores the study of human behavior within organizational settings, examining how individuals, groups, and structure influence and are influenced by organizations. The course covers fundamental concepts such as motivation, leadership, communication, group dynamics, organizational culture, decision-making, and conflict resolution. Through theoretical frameworks and practical case studies, students learn to analyze and apply strategies for improving workplace effectiveness, fostering positive work environments, and supporting organizational goals. The course prepares students to understand and address behavioral issues at individual, team, and organizational levels, equipping them with skills essential for effective management and leadership.
Recommended Textbook
Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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Page 2
Chapter 1: Managing Human Resources
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Sample Questions
Q1) Which of the following views on employment reflects the ethical principles embodied in the U.S.Constitution and Bill of Rights?
A) HR managers must view employees as having basic rights.
B) Employees have the right to lifetime employment.
C) HR managers have the right to hire whoever they deem best suited for a job.
D) HR managers must view employees as a necessary expense.
E) HR managers must set aside quotas for minorities.
Answer: A
Q2) The HR function of _____ involves acquiring knowledge,skills,and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs,including the client and customer demands of those jobs.
A) recruitment
B) personnel policy
C) development
D) employee relations
E) selection
Answer: C
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Page 3
Chapter 2: Trends in Human Resource Management
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Q1) The new type of psychological contract has resulted in reduced:
A) creativity.
B) employee compensation.
C) flexibility.
D) training and development opportunities.
E) job security.
Answer: E
Q2) The employers can direct contract workers on details such as how and when they have to do their jobs without paying the employer's share of Social Security for those workers.
A)True
B)False
Answer: False
Q3) The term external labor market refers to the:
A) contract workers in the organization.
B) current employees of the organization.
C) individuals who are actively seeking employment.
D) employees who have direct contact with customers.
E) employees of the immediate competitors of the organization.
Answer: C
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Q1) A person fired by a private employer can sue under the Fourteenth amendment on charges of racial discrimination.
A)True
B)False
Answer: False
Q2) According to the Equal Pay Act of 1963,men and women performing the same job cannot have differences in pay on the basis of _____.
A) merit
B) seniority
C) education
D) quality of production
E) sex
Answer: E
Q3) Executive Order 11478 requires the federal government to base all its employment policies on national origin.
A)True
B)False
Answer: False
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Chapter 4: Analyzing Work and Designing Jobs
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Q1) Philip Matteo,a regional branch manager for a leading automobile company in the U.S.,decides to design a manufacturing job based on the principles of industrial engineering.Following its successful implementation which of the following outcomes should he expect?
A) Increased efficiency
B) Increased complexity
C) Decreased repetitiveness
D) Increased skill requirements
E) Decreased specialization
Q2) Joe has opted for a schedule where he works 40 hours over four days instead of working eight hours a day for five days,and gets a three-day off over the weekend.Joe's schedule can be termed a compressed workweek.
A)True
B)False
Q3) Briefly describe the Position Analysis Questionnaire (PAQ).What the advantages and disadvantages of using the PAQ as source of job information?
Q4) Describe the relationship between work flow design and an organization's structure.
Q5) Outline the steps in a work flow analysis.
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Page 6
Chapter 5: Planning for and Recruiting Human Resources
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Q1) The primary reason organizations engage in downsizing is to:
A) attain larger profit margins.
B) promote future competitiveness.
C) bring in additional skills to the organization.
D) thwart unionizing efforts within a given facility.
E) strengthen the social networks in the organization.
Q2) Which of the following is an advantage of statistical forecasting methods?
A) They are particularly useful in dynamic environments.
B) Under the right conditions, they provide predictions that are much more precise than judgmental methods.
C) They are particularly useful in predicting important events that have no historical precedent.
D) They are invariably better than the "best guesses" of experts.
E) They can be used to reduce dependence on secondary data for making forecasts and predictions.
Q3) What is the primary reason organizations downsize? How do they meet this objective?
Q4) In human resource planning,forecasting is an intermediary step.
A)True
B)False
Page 7
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Q1) Which of the following is true about content validity?
A) It is usually measured on the basis of expert judgment.
B) It indicates how free a measurement is from random errors.
C) It is most suitable for tests that measure abstract qualities.
D) A test that scores high on content validity tends to score low on generalizability.
E) It is useful for tests that measure intelligence and leadership quality.
Q2) In-basket tests are an example of _____ tests.
A) job performance
B) physical ability
C) honesty
D) personality
E) cognitive ability
Q3) Which of the following is true about a well-planned interview?
A) It should address subjective matters.
B) It should specifically measure the individual's skills.
C) It should focus on the job and the organization.
D) It should be non-standardized and non-structured.
E) It should focus on measuring the individual's abilities.
Q4) What are the two broad categories of employment tests?
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Chapter 7: Training Employees
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Q1) Along with physical elements,the training context should include emotional elements.
A)True
B)False
Q2) Interaction with persons from different cultures is known as cultural immersion.
A)True
B)False
Q3) A(n)_____ is a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills.
A) restrictive covenant
B) premium only plan
C) case study
D) pareto chart
E) avatar
Q4) Apprenticeship programs can only be sponsored by the government.
A)True
B)False
Q5) Training programs use case studies to develop employees' management skills.
A)True
B)False
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Chapter 8: Managing Employees Performance
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Q1) Which of the following is true of peers as a source of performance information?
A) Peers are poor sources of information about performance in a job.
B) Peer ratings, according to research, are not influenced much by friendships.
C) Peers evaluations generally lack validity.
D) Peers are less willing participants in reviews to be used for employee development.
E) Peers are comfortable with rating employees for decisions that may affect themselves.
Q2) Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale?
A) Contrast error
B) Distributional error
C) Halo error
D) Error based on similarity
E) Horns error
Q3) The most effective way to improve performance varies according to an employee's ability.
A)True
B)False
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10
Chapter 9: Developing Employees for Future Success
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Sample Questions
Q1) Most employee development occurs through formal education programs.
A)True
B)False
Q2) The four general approaches that companies use to develop employees include:
A) formal education, assessment, job experiences, and interpersonal relationships.
B) job rotation, promotion, transfer, and job sharing.
C) psychological tests, assessment centers, Myers-Briggs Type Indicator, and performance feedback.
D) business games, formal courses, team building, and assessment.
E) TQM, Six Sigma, lean manufacturing, and quality function deployment.
Q3) What are the different ways in which job experiences help in employee development?
Q4) Women and minorities often have trouble finding mentors.
A)True
B)False
Q5) The development of high-potential employees is a slow process.
A)True
B)False
Q6) What is 360-degree feedback? What are its advantages and disadvantages?
11
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Chapter 10: Separating and Retaining Employees
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Q1) Although the rate of inflation is only 2 percent,Jessie receives a 6 percent increase in salary.She is nonetheless dissatisfied with her salary increase due to Norvin's,whose job designation is similar to Jessie's,9 percent increase.Jessie is likely to contend that there is a lack of:
A) employment-at-will.
B) outcome fairness.
C) procedural justice.
D) interactional justice.
E) fair representation.
Q2) In general,employers may conduct random searches of areas like desks,lockers,and toolboxes at any point in time without any justification to the employee.
A)True
B)False
Q3) The open-door policy is an example of an alternative dispute resolution. A)True
B)False
Q4) Describe how organizations contribute to employees' job satisfaction and retain key employees by providing job complexity and meaningful work.
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12
Chapter 11: Establishing a Pay Structure
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Sample Questions
Q1) An example of a typical compensable factor is:
A) social status.
B) education.
C) longevity.
D) gender.
E) religion.
Q2) The Fair Labor Standards Act (FLSA)includes provisions for:
A) personal finance.
B) minimum wage.
C) wage discrimination.
D) environmental hazards.
E) retirement plans.
Q3) Which of the following is a characteristic of delayering?
A) It increases an organizations' flexibility.
B) It increases the opportunities for promoting employees.
C) It sets pay according to the employees' level of knowledge.
D) It encourages a climate of learning.
E) It helps employees use their knowledge and ideas more productively.
Q4) How do employees judge the fairness of a pay structure?
Q5) What is benchmarking?
13
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) A piecework rate plan is best suited for:
A) HR professionals.
B) executives.
C) production workers.
D) managers.
E) knowledge workers.
Q2) Gainsharing addresses the challenge of identifying appropriate performance measures for complex jobs.
A)True
B)False
Q3) Which of the following is a method where a combination of performance measures directed toward the company's long- and short-term goals are used as the basis for awarding incentive pay?
A) Merit pay
B) Profit sharing
C) Gainsharing
D) Balanced scorecard
E) Scanlon plan
Q4) How does allowing employees to participate in pay-related decisions affect the incentive process?
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Chapter 13: Providing Employee Benefits
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Sample Questions
Q1) According to ERISA,employees whose contributions are vested have met the requirements to receive a pension at retirement age.
A)True
B)False
Q2) The _____ is a federal law that requires employers to permit employees or their dependents to extend their health insurance coverage at group rates for up to 36 months following a qualifying event,such as a layoff,reduction in hours,or the employee's death.
A) Family and Medical Leave Act (FMLA)
B) Employee Retirement Income Security Act (ERISA)
C) Social Security Act
D) Consolidated Omnibus Budget Reconciliation Act (COBRA)
E) Sarbanes-Oxley Act
Q3) A defined contribution plan guarantees a specified or fixed level of retirement income.
A)True
B)False
Q4) What are the different types of family-friendly benefits?
Q5) What are flexible benefit plans? What are their advantages and disadvantages?
Page 15
Q6) 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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Q1) In _____ arbitration,the arbitrator must choose either management's or the union's last offer for each issue or for the contract as a whole.
A) final-offer
B) interest
C) rights
D) conventional
E) vested
Q2) During a strike,the union members do not receive pay from their employer,but the union may be able to make up for some of the lost pay.
A)True
B)False
Q3) Integrative bargaining focuses on establishing a relationship of trust.
A)True
B)False
Q4) Why has there been a steady decline in union membership in the United States?
Q5) Distinguish between craft unions and industrial unions.
Q6) What are the different functions of the National Labor Relations Board (NLRB)? Explain.
Q7) What are right-to-work laws?
Page 16
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) Which one of the following is true of global organizations?
A) All of their managers come from the host country.
B) They increasingly emphasize standardization of products across market segments.
C) They tend to have centralized, parent-country decision-making structures.
D) HRM practices at such companies tend to be uniform across cultures.
E) Managers at such companies must be able to get results across national boundaries.
Q2) Which of the following terms refers to a type of HRM system that makes decisions from a global perspective,includes managers from many countries,and is based on ideas contributed by people representing a variety of cultures?
A) Host country-based HRM system
B) Parent country-based HRM system
C) Transnational HRM system
D) International HRM system
E) Multinational HRM system
Q3) A country's political system does not usually affect human resource management.
A)True
B)False
Q4) What are the reasons behind the trend toward expansion into global markets?
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Page 17
Chapter 16: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) A benefit of e-HRM is that employees can help themselves to information they need when they need it,instead of contacting an HR staff person.
A)True
B)False
Q2) Discuss how recruitment and selection practices contribute to high performance in an organization.
Q3) A formal review of the outcomes of HRM functions,based on identifying key HRM functions and measures of business performance,is referred to as a(n)_____.
A) balanced scorecard
B) profit-and-loss statement
C) evidence-based HRM
D) job description
E) HRM audit
Q4) 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
Q5) What are the various outcomes of a high-performance work system?
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