Organizational Behaviour
Question Bank
Course Introduction
Organizational Behaviour explores the dynamics of individuals and groups within a workplace setting, examining how human behaviour impacts organizational effectiveness. The course covers key topics such as motivation, leadership, communication, decision-making, organizational culture, and change management. Through theoretical frameworks and real-world case studies, students learn to analyze and influence workplace interactions, enhance team performance, and contribute positively to organizational goals. This course equips students with practical skills to understand and navigate the complexities of human behaviour in organizations, promoting a productive and healthy work environment.
Recommended Textbook
Human Resource Management 4th Canadian Edition by Sandra Steen
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11 Chapters
704 Verified Questions
704 Flashcards
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Page 2
Chapter 1: Strategies, Trends and Challenges in Human Resource Management
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Which one of the following refers to a planned effort to enable employees to learn job-related knowledge,skills,and behaviour?
A) Orientation
B) Selection
C) Recruitment
D) Training
E) Development
Answer: D
Q2) Which of the following is NOT an alternative work arrangement?
A) Independent contractors
B) On-call workers
C) Full-time employees
D) Temporary workers
E) Contract company workers
Answer: C
Q3) Advances in technology have allowed many HR services to be offered on a self-service basis.
A)True
B)False
Answer: True
Page 3
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Chapter 2: The Legal Context for Hrm and Creating Safe Healthy Workplaces
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) The ______________ enforces human rights legislation for federally regulated employers.
A) Canadian Human Rights Commission
B) (Office of the)Privacy Commissioner of Canada
C) Pay Equity Advisor of Canada
D) Canada Labour Code
E) Canadian Tribunal
Answer: A
Q2) Canada's Top 100 Employers includes a specific category to recognize employers that provide the most inclusive workplaces.This category of employers is called:
A) Canada's Best Employment Equity Employers.
B) Canada's Best Diversity Employers.
C) Canada's Best Employers for Young Employees.
D) Canada's Most Inclusive Employers.
E) Canada's Most Protective Employers.
Answer: B
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Chapter 3: Analyzing Work and Designing Jobs
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Although it is important to conduct a work flow analysis,it is not important to see how the work fits within the context of the organization's structure.
A)True
B)False
Answer: False
Q2) Job sharing involves two part time employees carrying out tasks associated with _______________.
A) improving efficiency
B) decreasing costs
C) a single job
D) several jobs
E) distributed work
Answer: C
Q3) If employees perform some of their work from a corporate office,some from home,and some from the road or from a community office they are engaging in "distributed work."
A)True
B)False
Answer: False
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Page 5
Chapter 4: Planning for and Recruiting Human Resources
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) The steps in a workforce utilization review are identical to the steps in the workforce planning process.
A)True
B)False
Q2) In human resource management,any practice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees is known as:
A) recruiting.
B) selection.
C) placement.
D) passive job seeking.
E) forecasting.
Q3) Downsizing has an immediate effect on costs,and much of the evidence suggests that it:
A) improves communication.
B) strengthens social networks.
C) hurts long-term organizational effectiveness.
D) increases the motivation of remaining employees.
E) None of the choices are correct.
Q4) What recruiter characteristics and behaviours would you look for in a recruiter?
Page 6
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Chapter 5: Selecting Employees
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Although interviews are widely used,there are several concerns about interviews including being unreliable,low in validity,biased,and costly.How can organizations avoid some of these pitfalls associated with the use of interviews as a selection method?
Q2) Predictive validation is a better measure of validity than concurrent validation because:
A) job applicants tend to be more motivated to do well on the tests.
B) job applicants' performance on the tests is not influenced by their firsthand experience with the job.
C) the group studied is more likely to include people who perform poorly on the test,a necessary ingredient to accurately validate a test.
D) "job applicants tend to be more motivated to do well on the tests," "job applicants" performance on the tests is not influenced by their firsthand experience with the job," and "the group studied is more likely to include people who perform poorly on the test,a necessary ingredient to accurately validate a test."
E) only "job applicants tend to be more motivated to do well on the tests" and "job applicants" performance on the tests is not influenced by their firsthand experience with the job."
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Page 7
Chapter 6: Training, Learning, and Development
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) On-the-job training takes various forms including apprenticeships and internships.
A)True
B)False
Q2) ______________ tools often include psychological tests,such as the Myers-Briggs Type Inventory and the Strong-Campbell Interest Inventory.
A) Self-assessment
B) Reality check
C) Goal setting
D) Action planning
E) Scenario planning
Q3) Instructor-led online learning has become the most widely used training method.
A)True
B)False
Q4) Usually,the needs assessment begins with the organization analysis.
A)True
B)False
Q5) What are the four approaches to employee development? What types of development activities are associated with each approach?
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Chapter 7: Managing Employees Performance
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Which performance management evaluation criterion is concerned with maximizing the overlap between actual job performance and the measure of job performance?
A) Reliability
B) Acceptability
C) Specific feedback
D) Validity
E) Fit with strategy
Q2) If a manager considers one employee at a time and indicates a number or a word to signify the degree to which that employee demonstrates a particular attribute,he or she is using a:
A) critical incidents approach.
B) mixed-standard scale.
C) behavioural observation scale.
D) graphic rating scale.
E) simple ranking.
Q3) In general,evaluation of results is less subjective than other kinds of performance measurement.
A)True
B)False
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Page 9
Chapter 8: Total Rewards
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) The pay policy line shows the _____________ relationship between job evaluation points and pay rate.
A) predicted
B) planned
C) hypothetical
D) mathematical
E) conceptual
Q2) Gainsharing is a type of organizational incentive.
A)True
B)False
Q3) Discuss flexible benefits plans,including their nature,purpose,advantages and disadvantages.
Q4) The balanced scorecard approach is useful in designing executive pay.
A)True
B)False
Q5) By offering an employee wellness program,the organization may lower the cost of health insurance.
A)True
B)False
Q6) Discuss and describe the economic influences on pay.
Page 10
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Chapter 9: Collective Bargaining and Labour Relations
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) The union organization process begins with:
A) consultation with management.
B) a membership application.
C) checkoff provision.
D) establishing a closed shop.
E) formation of a joint committee.
Q2) In general,unions have the goals of:
A) obtaining pay,job security,and working conditions that satisfy their members.
B) giving members a voice in decisions that affect them.
C) increasing the organization's profits and/or increasing productivity.
D) obtaining pay,job security,and working conditions that satisfy their members,"giving members a voice in decisions that affect them," and "increasing the organization's profits and/or increasing productivity."
E) only "obtaining pay,job security,and working conditions that satisfy their members" and "giving members a voice in decisions that affect them."
Q3) In Canada,unionization is much higher in the public sector than the private sector.
A)True
B)False
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11
Chapter 10: Managing Human Resources Globally
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) People in indulgence-oriented cultures are likely to place high value on having fun and enjoying life.
A)True
B)False
Q2) A multinational company represents the highest level of global participation.
A)True
B)False
Q3) The most important influence on international HRM is the culture of the country in which a facility is located.
A)True
B)False
Q4) Validation involves giving expatriates recognition for their international service when they return home.
A)True
B)False
Q5) Job design aimed at employee involvement can be problematic in cultures with high power distance.
A)True
B)False
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Chapter 11: Creating and Sustaining High-Performance Organizations
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) Identify and briefly describe the two types of employee turnover.What are the costs associated with each type of employee turnover?
Q2) While high-performance work systems may reduce employee turnover and increase customer satisfaction,they have little impact on outcomes such as efficiency and productivity.
A)True
B)False
Q3) In conjunction with your flexible benefits plan,you wish to provide employees with professional advice on how to best allocate their benefit dollars.You should establish a(n):
A) decision support system.
B) expert system.
C) E-HRM system.
D) transactional processing system.
E) transnational HR system.
Q4) It was recently reported that two-thirds of today's employees feel overwhelmed. A)True
B)False
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Q5) Identify four ways that organizations demonstrate corporate social responsibility.