Organizational Behaviour
Mock Exam
Course Introduction
Organizational Behaviour explores the study of how individuals, groups, and structures impact and are influenced by behavior within organizations. The course examines key concepts such as motivation, leadership, team dynamics, communication, organizational culture, and change management. Through theoretical frameworks and real-world case studies, students learn to analyze the factors that drive organizational effectiveness, improve workplace relationships, and enhance overall performance. The goal is to develop the analytical skills and insights necessary to manage and lead people successfully in diverse organizational settings.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor M. Catano
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10 Chapters
722 Verified Questions
722 Flashcards
Source URL: https://quizplus.com/study-set/1172
Page 2
Chapter 1: An Introduction to Recruitment and Selection
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) Refer to Scenario 1-2. What is TS Inc.'s goal for recruitment?
A) to find and screen job applicants
B) to hire job candidates
C) to generate an applicant pool
D) to find and hire the best aviation employees
Answer: C
Q2) What two important principles ensure the human resources system functions properly?
A) Enhance communication between human resource functions and ensure ethical compliance.
B) Assess the impact of legislative requirements and scan the socioeconomic environment for trends.
C) Emphasize the roles of recruitment and selection and apply them to organizational strategy.
D) Think in systems terms and coordinate human resource activities with all organizational units and people.
Answer: D
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Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) What is a potential outcome of a practice-based selection process?
A) the effective use of structured and consistent procedures
B) a defensible system with effective employees
C) increased productivity and competitiveness
D) human rights litigation and marginal employees
Answer: D
Q2) Which of the following is NOT a broad category of factors affecting reliability?
A) lack of standardization
B) temporary individual characteristics
C) seasonality
D) chance
Answer: C
Q3) How many attempts did Ms. Meiorin make to reach the aerobic standard before she was fired from the British Columbia Ministry of Forests?
A) one
B) two
C) three
D) four
Answer: D
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/23197
Sample Questions
Q1) Collective agreements have little or no effect on personnel selection processes.
A)True
B)False
Answer: False
Q2) Which interview question is legally valid?
A) How long have you lived in Canada?
B) What is your current address?
C) What is your maiden name?
D) Do you have child care arrangements?
Answer: B
Q3) Refer to Scenario 3.4. What legislation applies in this case?
A) the Employment Standards Act and labour law
B) the Employment Equity Act and Canadian Human Rights Act
C) provincial human rights law and labour law
D) the Canadian Human Rights Act and the Canadian Charter of Rights and Freedoms
Answer: C
Q4) It is never acceptable to ask job candidates if they have a criminal record.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/23198
Sample Questions
Q1) Refer to Scenario 4-1. What process can you use to ensure the job analysis is anchored into the context of Scribe Engineering's organizational mission and goals?
A) person analysis
B) needs analysis
C) organizational analysis
D) task analysis
Q2) Core competencies are the characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess.
A)True
B)False
Q3) What would you include in the job requirements section of the job descriptions?
A) a description of the competency framework
B) the responsibilities of and results to be accomplished in the job
C) the specific performance requirements and tasks required to perform the job
D) the knowledge, skills, abilities, or other attributes or competencies that employees must possess in order to perform the duties and responsibilities
Q4) Describe one job analysis method.
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Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
Source URL: https://quizplus.com/quiz/23199
Sample Questions
Q1) As the HRM, you are responsible for defining sets of related behaviours that are derived from organizational goals and linked to successful job performance. What are these behaviours called?
A) performance domains
B) performance criteria
C) performance dimensions
D) performance indicators
Q2) Absolute rating systems compare the performance of one worker with an absolute standard of performance.
A)True
B)False
Q3) Performance measurement is always subjective and is not reliable to predict future performance.
A)True
B)False
Q4) Define criterion relevance, criterion contamination and criterion deficiency.
Q5) Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.
Q6) Describe two methods for measuring job performance.
Page 7
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Refer to Scenario 6-2. What would be the most effective way to advertise for nurses?
A) internal postings job board
B) nurses' professional websites
C) external job board
D) national newspaper
Q2) According to the opening vignette Employers Brew up New Ways to Recruit Talent, what percentage of positions is never advertised?
A) 25 percent
B) 40 percent
C) 55 percent
D) 70 percent
Q3) Recruitment is done separately from the selection process.
A)True
B)False
Q4) What is recruitment? What information does an organization need to make a decision to recruit?
Q5) Why is corporate image important in recruiting efforts? Explain the difference between image advertising and branding.
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Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) Which of the following designated target groups is NOT protected by the federal government's Employment Equity Act?
A) Aboriginal people
B) visible minorities
C) people with disabilities
D) transgendered individuals
Q2) A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information.
A)True
B)False
Q3) Reference checks require an applicant's consent for an employer to gather information about a job candidate from any referees.
A)True
B)False
Q4) Reference checks generally take place early in the screening process as a way to reduce the applicant pool.
A)True
B)False
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Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
Source URL: https://quizplus.com/quiz/23202
Sample Questions
Q1) Which of the following is NOT a psychological test used to select employees?
A) an emotional intelligence test
B) a cognitive ability test
C) a psychomotor test
D) a genetic test
Q2) What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?
A) skill
B) personality
C) ability
D) attributes
Q3) Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?
A) Personnel Decisions Incorporated Employment Inventory
B) Hogan Personality Inventory-Revised
C) Stanton Survey New Edition
D) London House Personnel Selection Inventory
Q4) Which of the commonly used predictors used in selection are best? Which should be considered for adoption as part of a selection system?
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Chapter 9: Selection III
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) "You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do you do?"
What type of interview question is this?
A) behavioural
B) real-life
C) situational
D) leading
Q2) In a 2007 study by researchers Simola, Taggar and Smith, more than 58.2 percent of Canadian HR practitioners reported using Behaviour Description questions.
A)True
B)False
Q3) Which interviews are conducted by two or more interviewers separately or in sequence?
A) serial or sequential interviews
B) panel or board interviews
C) selection committees
D) scheduled interviews
Q4) Several elements contribute to a structured interview. Describe five of these.
Q5) What is an unstructured interview?
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness?
A) explicit
B) implicit
C) psychological
D) attribution
Q2) In which approach are data are combined statistically?
A) the statistical composite
B) the trait rating approach
C) the profile interpretation
D) the pure statistical approach
Q3) Refer to Scenario 10-1. TS Inc. is aware that the selection process can be subjective and susceptible to errors. Management is particularly concerned about the aircraft maintenance engineers who have the qualifications but may mistakenly be eliminated. What is this error called?
A) a false positive
B) a false negative
C) a positive error
D) a negative error
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Page 12