Organizational Psychology Test Preparation
Course Introduction
Organizational Psychology explores the scientific study of human behavior in workplace settings, focusing on how individuals, groups, and structures affect and are affected by organizations. This course examines foundational theories and practical applications related to motivation, leadership, team dynamics, organizational culture, decision-making, job satisfaction, and performance management. Students will analyze psychological principles underlying recruitment, training, and employee well-being, as well as strategies for managing change and improving organizational effectiveness. Through case studies and real-world examples, the course aims to equip students with skills to foster productive, positive, and healthy work environments.
Recommended Textbook
Organizational Behavior Human Behavior at Work 14th Edition by John W Newstrom
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16 Chapters
960 Verified Questions
960 Flashcards
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Chapter 1: The Dynamics of People and Organizations
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60 Flashcards
Source URL: https://quizplus.com/quiz/38476
Sample Questions
Q1) Theory and research form a natural foundation for _____,which is the conscious application of conceptual models and research results in order to improve individual and organizational performance at work.
A) speculation
B) morale
C) attitude
D) practice
Answer: D
Q2) Which of the following challenges confronting organizational behavior addresses the issues of shrinking demand,scarce resources,and more intense competition?
A) Varying environments
B) Managerial practice
C) Definitional confusion
D) Seeking quick fixes
Answer: A
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Chapter 2: Models of Organizational Behavior
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Sample Questions
Q1) A mission statement must be converted into goals to become operational and useful.
A)True
B)False
Answer: True
Q2) Explain McGregor's contributions toward managerial models.
Answer: When seen through the lenses of history,Douglas McGregor deserves credit for a number of contributions.First,he stimulated subsequent generations of managers to think consciously about their belief systems and management models.Second,he was an early advocate of the practical value of reading and using research findings to better understand human behavior.Third,he introduced and publicized one of the early theories of motivation-the hierarchy of needs model by A.H.Maslow.Finally,he became a spokesman for a trend that had been developing over a long period of time-the need to bring human values into balance with other values at work.
Q3) The philosophy of organizational behavior held by a manager stems from fact premises and value premises.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Managing Communications
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60 Flashcards
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Sample Questions
Q1) Managers should discourage feedback-seeking behavior in subordinates because it disrupts the normal flow of business.
A)True
B)False
Answer: False
Q2) A back-and-forth conversation is always organized the same way as a formal report.
A)True
B)False
Answer: False
Q3) Which of the following statements is an example of a regrettable message?
A) As a rule, brunettes are more intelligent than blondes.
B) Congratulations on your promotion!
C) You did a great job.
D) The recently hired sales representatives have immense scope for improvement.
Answer: A
Q4) "How much does the apple pie cost?" is an example of an open question.
A)True
B)False
Answer: False
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Chapter 4: Social Systems and Organizational Culture
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Sample Questions
Q1) _____ define the ranks of individuals relative to others in the group.
A) Role perceptions
B) Work ethics
C) Status systems
D) Signature experiences
Q2) Cultures are relatively volatile in nature,changing on almost a daily basis.
A)True
B)False
Q3) Employees with the highest number of job contacts outside an organization have the least role conflict.
A)True
B)False
Q4) The psychological contract builds upon the concept of _____.
A) exchange theory
B) motivation theory
C) theory X
D) all of the above
Q5) Cultures provide workers merely with indirect cues on how to succeed.
A)True
B)False
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Chapter 5: Motivation
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60 Flashcards
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Sample Questions
Q1) Which of the following is the last level of human needs in Maslow's theory of motivation?
A) Belonging and social needs
B) Physiological needs
C) Self-actualization and fulfillment needs
D) Safety and security needs
Q2) What are the important differences between Maslow's,Herzberg's,and Alderfer's models?
Q3) Which of the following is a primary need?
A) Competitiveness
B) Self-esteem
C) Sleep
D) Respect
Q4) Cathy feels that no matter how much effort she puts,she will never be able to submit her report on time.Hence,she does not want to work hard on her report.This indicates that her valence is closer to _____.
A) 1
B) 0
C) -1
D) none of the above
Page 7
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Chapter 6: Appraising and Rewarding Performance
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Sample Questions
Q1) With the Galatea effect,high expectations by employees themselves lead to _____.
A) high performance
B) frustration
C) self-doubt
D) behavioral bias
Q2) With regard to instrumentality,employees are sure that additional performance will lead to additional pay.
A)True
B)False
Q3) A(n)_____ is the process of systematically gathering data on a person's skills,abilities,and behaviors from a variety of sources-the manager,peers,subordinates,and even customers or clients.
A) appraisal interview
B) survey
C) 360-degree feedback
D) balanced scorecard
Q4) Explain the disadvantages of the skill-based pay system.
Q5) Explain the importance of mutual goal setting between supervisor and employee.Mention at least two employee desires that make mutual goal setting important.
8
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Chapter 7: Leadership
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Sample Questions
Q1) Consultative leaders ask one or more employees for their input,but then may choose to ignore the information and advice received.
A)True
B)False
Q2) Substitutes for leadership are factors that make leadership roles unnecessary through replacing them with other sources.
A)True
B)False
Q3) Name the areas in which most managers admit they need coaching.
Q4) According to Hersey & Blanchard's situation leadership model,what is development level and how do managers assess this level?
Q5) Which of the following is a primary trait of leadership?
A) Charisma
B) Creativity and originality
C) Knowledge of business
D) Self-confidence
Q6) Describe the primary traits of leadership.
Q7) Describe path-goal leadership.What are its major goals?
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Q8) What are the four alternatives of leadership identified by the path-goal model?
Chapter 8: Empowerment and Participation
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Sample Questions
Q1) Which of the following is typically the responsibility of an employee toward making a participative program successful?
A) Identifying the issues to be addressed
B) Seeking to use the perspectives of others
C) Specifying the level of involvement desired
D) Allocating fair rewards
Q2) Explain in detail how consent and participation improve motivation.
Q3) All of the following participative programs accent team work EXCEPT:
A) quality circle programs.
B) suggestion programs.
C) self-managing teams.
D) total quality management.
Q4) Participative programs result in mental and emotional involvement that produces generally favorable outcomes for both the employees and the organization.
A)True
B)False
Q5) What are the responsibilities to be fulfilled by employees for the success of participative programs?
Q6) List the prerequisites for participation.
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Chapter 9: Employee Attitudes and Their Effects
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Sample Questions
Q1) List any three factors that can inhibit employee commitment.
Q2) High satisfaction always leads to high employee performance.
A)True
B)False
Q3) Showing appreciation for citizenship behavior can push employee attitudes in a more favorable direction.
A)True
B)False
Q4) People who are optimistic,upbeat,cheerful,and courteous are said to have _____ affectivity.
A) vertical
B) positive
C) horizontal
D) neutral
Q5) List the guidelines for changing employee attitudes.
Q6) Which of the following is NOT a trait associated with "turnover personality?"
A) Introversion
B) Bitterness
C) Cynicism
D) Hedonism
Page 11
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Chapter 10: Issues Between Organizations and Individuals
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Sample Questions
Q1) _____ is the number of different tasks an individual is directly responsible for.
A) Job breadth
B) Job rotation
C) Job depth
D) Job enrichment
Q2) Classical job design satisfies higher-order needs,such as social needs and growth.
A)True
B)False
Q3) _____ is a core job dimension,which allows employees to perform a complete piece of the work.
A) Skill variety
B) Task identity
C) Task significance
D) Autonomy
Q4) Secret organizational monitoring on employees can lead to higher levels of physiological and emotional distress.
A)True
B)False
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Chapter 11: Conflict, Power, and Organizational Politics
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Sample Questions
Q1) Which of the following scenarios is an example of an intergroup conflict?
A) Bonnie argues with his manager on the rating he was given during performance appraisal.
B) Christine disagrees with the marketing team on a proposed idea for product development.
C) The human resource team argues with the finance team regarding the allocation of funds for an event.
D) The Chief Executive Officer disagrees with the human resource department regarding the company's recruitment policy.
Q2) Expert power is the ability of leaders to develop followers from the strength of their own personalities.
A)True
B)False
Q3) Conditional strokes can be confusing to employees because they do not indicate how more strokes may be earned.
A)True
B)False
Q4) List simple solutions to the incivility problem.
Q5) List the eight steps to increase influence.
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Chapter 12: Informal and Formal Groups
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Sample Questions
Q1) Explain the role of facilitators in a group meeting.
Q2) Some face-to-face decision-making groups converge too quickly on one alternative while overlooking others.
A)True
B)False
Q3) The effectiveness of a meeting can be enhanced by balancing serious discussions with a bit of lighthearted fun.
A)True
B)False
Q4) Checking for consensus is an example of a task leadership role.
A)True
B)False
Q5) Which of the following statements is true about power in an informal organization?
A) It is delegated by managers.
B) It strictly follows the official chain of command.
C) It is likely to come from superiors in the formal hierarchy than from peers.
D) It is usually more unstable than formal authority.
Q6) How is power assigned in an informal organization?
Q7) How does a group's size tend to affect the way it works?
Page 14
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Chapter 13: Teams and Team Building
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Sample Questions
Q1) Which of the following is classified as a consultation skill?
A) Diagnosing issues
B) Preparing reports
C) Building trust
D) Speaking in public
Q2) Planning and conducting a study is as an example of a research skill.
A)True
B)False
Q3) Classic organizational structures are essentially mechanistic in their attempts to get people to act as efficiently and predictably as machines.
A)True
B)False
Q4) Virtual teams are groups of individuals from around the globe that meet through the use of technological aids without all of their members being present in the same location.
A)True
B)False
Q5) A supportive environment is an ingredient of effective teams.
A)True
B)False
Page 15
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Chapter 14: Managing Change
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Sample Questions
Q1) Which of the following is an example of an OD intervention process?
A) Appreciative inquiry
B) Action research
C) Homeostasis
D) Double-loop learning
Q2) According to David Ulrich,"viruses" that infect organizations involved in change efforts include:
A) positive employee behavior.
B) perfectionism.
C) counseling.
D) support groups.
Q3) Explain the concept of double-loop learning.
Q4) Humanistic values are implicit in the organizational development theory.
A)True
B)False
Q5) A typical organizational development program begins with _____.
A) diagnosis
B) evaluation
C) action planning
D) data feedback
Page 16
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Chapter 15: Stress and Counseling
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Sample Questions
Q1) Which of the following stresses is most likely to be experienced by middle level managers?
A) Threat to job security by corporate downsizing
B) Pressure for short-term financial results
C) Fear of a hostile takeover attempt
D) Pressure of maintaining the required attendance at meetings
Q2) Which of the following statements best describes the difference between directive and nondirective counseling?
A) Solutions to current problems are emphasized in nondirective counseling; psychological adjustment is paramount in directive counseling.
B) In nondirective counseling, the employee is psychologically independent, whereas in directive counseling, the employee is psychologically dependent.
C) The manager controls the direction of the conversation in nondirective counseling; the employee controls the direction of the conversation in directive counseling.
D) In nondirective counseling, the responsibility for the solution lies with the manager, whereas in directive counseling, the responsibility for the solution lies with the employee.
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Chapter 16: Organizational Behavior Across Cultures
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Sample Questions
Q1) A Canadian employee assigned to Australia is likely to adjust more slowly than a Spanish employee in the same assignment.
A)True
B)False
Q2) Cultural intelligence includes having an intuitive sense of what is happening and why it is occurring.
A)True B)False
Q3) Inflation is a common economic condition that occurs only in developed countries.
A)True B)False
Q4) In some nations,employee layoffs are restricted by law.
A)True
B)False
Q5) How does inflation impact workers' lives?
Q6) Inflation encourages workers to spend their income quickly,before their money loses its value.
A)True B)False
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