Workplace Behavior and Motivation Pre-Test Questions
Course Introduction
Workplace Behavior and Motivation explores the psychological, social, and organizational factors that influence employee actions and performance within professional settings. The course examines key motivation theories, individual differences, group dynamics, leadership styles, and the impact of organizational culture on behavior. Students will analyze real-world scenarios to understand how motivation drives productivity, satisfaction, and innovation, as well as strategies for creating motivating environments. By integrating theory and practical application, the course equips learners with tools to diagnose workplace challenges and develop interventions that foster positive behavioral outcomes.
Recommended Textbook
Organizational Behavior Improving Performance 4th Edition by Jason Colquitt
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16 Chapters
1871 Verified Questions
1871 Flashcards
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Page 2
Chapter 1: What Is Organizational Behavior
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) To counter the effects of a bad product, effective management of OB can help make the product get better, incrementally, over the long term.
A)True
B)False
Answer: True
Q2) According to the Rule of One-Eighth,
A)at least 88 percent of organizations will do everything necessary to put people first and thereby build profits.
B)at best 12 percent of organizations will actually do what is required to build profits by putting people first.
C)75 percent of organizations won't believe the connection between how they manage their people and the profits they earn.
D)38 percent of the organizations try to make a single change to solve their problems.
E)one in eight organizations miserably fails at making the people to profit connection.
Answer: B
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Chapter 2: Job Performance
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116 Verified Questions
116 Flashcards
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Sample Questions
Q1) Which of the following is false about counterproductive behaviors?
A)People who engage in one form of counterproductive behavior also tend to engage in other forms of counterproductive behavior.
B)Counterproductive behavior is relevant to any job.
C)There is a strong positive correlation between task performance and counterproductive behavior.
D)Counterproductive behaviors tend to represent a pattern of behavior rather than isolated incidents.
E)Sometimes the best task performers are the ones who can best get away with counterproductive actions.
Answer: C
Q2) Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.
A)True
B)False
Answer: True
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Chapter 3: Organizational Commitment
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) The term "focus of commitment" refers to all of the following EXCEPT:
A)supervisors.
B)company's top management.
C)salary.
D)specific coworkers.
E)industry regulations.
Answer: E
Q2) The most serious form of physical withdrawal is _____.
A)absenteeism
B)tardiness
C)long breaks
D)quitting
E)missing meetings
Answer: D
Q3) Employees who feel a sense of continuance commitment identify with the organization, accept that organization's goals and values, and are more willing to exert extra effort on behalf of the organization.
A)True
B)False
Answer: False
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Chapter 4: Job Satisfaction
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) Increases in salary or income have a stronger impact on life satisfaction than do increases in job satisfaction.
A)True
B)False
Q2) _____ can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels.
A)Focus groups
B)Structured interviews
C)Attitude surveys
D)Focus groups followed by interviews
E)Unstructured interviews
Q3) The JDI manual provides national norms for all facets and breaks down those norms according to relevant demographic groups.
A)True
B)False
Q4) Surveys that never lead to any kind of on-the-job change eventually may be viewed as a waste of time.
A)True
B)False
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Chapter 5: Stress
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) Hindrance stressors have a strong positive relationship with job performance.
A)True
B)False
Q2) One type of strain-reducing practice involves training in relaxation techniques.
A)True
B)False
Q3) First the copy machine broke down, then the person in the next office started arguing loudly with another coworker, now she can't find a pen that isn't out of ink.Hannah's head hurts, her shoulders are tense, and her back aches.The problems represent _____.The results are _____.
A)stressors; strains
B)strains; stressors
C)daily hassles; work outcomes
D)work hassles; daily outcomes
E)primary effects; secondary outcomes
Q4) Work-family conflict is an example of work hindrance stressor.
A)True
B)False
Q5) Write a note on the transactional theory of stress.
Q6) Describe the practices that organizations use to reduce employee strains.
Page 7
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Chapter 6: Motivation
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110 Verified Questions
110 Flashcards
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Sample Questions
Q1) Explain how motivation relates to job performance and organizational commitment.Motivation relates to job performance and organizational commitment in the following ways:
Q2) Merit pay represents the most common element of organizational compensation plans.
A)True
B)False
Q3) When employees consider efficacy levels for a given task, they first consider their:
A)past accomplishments.
B)vicarious experiences.
C)current projects.
D)extrinsic motivators.
E)instrumentality.
Q4) As goals move from moderate to difficult, the intensity and persistence of effort are minimized.
A)True
B)False
Q5) How do employees make the choices that take them in the "right direction"? Justify your answer with the help of expectancy theory.
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Chapter 7: Trust, Justice, and Ethics
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120 Verified Questions
120 Flashcards
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Sample Questions
Q1) Research has shown that trust does NOT share a positive correlation with _____.
A)job performance
B)affective commitment
C)normative commitment
D)continuance commitment
E)task performance
Q2) _____ is defined as the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact.
A)Trust propensity
B)Bias suppression
C)Justification
D)Whistle-blowing
E)Abusive supervision
Q3) Differentiate between the ethical and legal components of corporate social responsibility.
Q4) Descriptive ethics evolved with scholars in philosophy debating how people ought to act using various codes and principles.
A)True
B)False
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Chapter 8: Learning and Decision Making
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) Framing is the tendency to judge things erroneously based on a reference that is near to them.
A)True
B)False
Q2) A student does his homework and assignments just to avoid being yelled at by the professor.Examine the form of reinforcement used in this situation.
Q3) With _____ schedule, workers are rewarded after a certain amount of time, and the length of time between reinforcement periods stays the same.
A)fixed interval
B)variable ratio
C)continuous reinforcement
D)fixed ratio
E)variable interval
Q4) Explain the two methods that employees can use to make decisions.
Q5) Research shows that desired behaviors tend to disappear much more quickly when reinforcement is discontinued under variable plans.
A)True
B)False
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Chapter 9: Personality and Cultural Values
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112 Verified Questions
112 Flashcards
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Sample Questions
Q1) An easy way to remember the elements of the Big Five is by thinking of the acronym "CAN DO."
It is easy to remember the elements of the Big Five by using the acronym "CANOE." Conscientiousness, Agreeableness, Neuroticism, Openness, Extraversion.
A)True
B)False
Q2) In the context of the Big Five taxonomy, a submissive person is said to be an extrovert.
A)True
B)False
Q3) _____ reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality.
A)Status striving
B)Attainment striving
C)Accomplishment striving
D)Communion striving
E)Power striving
Q4) "Conscientious employees strive for accomplishment." Validate the above statement with suitable examples.
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Chapter 10: Ability
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116 Verified Questions
116 Flashcards
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Sample Questions
Q1) Which of the following is a sensory ability?
A)Response time
B)Fine manipulative abilities
C)Response orientation
D)Control movement abilities
E)Depth perception
Q2) Sheng has applied for a job delivering packages for UPS and will most likely be tested for what abilities?
A)Strength and stamina
B)Other awareness
C)Fine manopulative abilities
D)Hearing sensitivity
E)Originality
Q3) Hannah's manager just took credit for her hard work -- again! She is so angry she throws her coffee cup across her office, sends off an engry email to a client, and is rude to her assistant for the rest of the day. Hannah demonstrates a low level of "use of emotions,' one of the factors in emotional intelligence.
A)True
B)False
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Page 12
Chapter 11: Teams: Characteristics and Diversity
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) The likelihood that the team can work together effectively into the future is called:
A)team viability.
B)surface-level diversity.
C)team development.
D)deep-level diversity.
E)team integration.
Q2) In the _____ stage of group development, members remain committed to ideas they bring with them to the team, and are unwilling to accommodate others' ideas.This triggers conflict that negatively affects some interpersonal relationships.
A)storming
B)adjourning
C)norming
D)forming
E)performing
Q3) Members tend to be more productive in high task interdependence situations when there's low outcome interdependence.
A)True
B)False
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13
Chapter 12: Teams: Processes and Communication
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136 Verified Questions
136 Flashcards
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Sample Questions
Q1) In organizational behavior, the phenomenon of a team delivering "less than the sum of their parts" can by explained by the term:
A)synergy.
B)staff validity.
C)hierarchical sensitivity.
D)process loss.
E)social facilitation.
Q2) Mark, David, Tia, and Ashley are team members in a computer programming class.They have been assigned the task of creating a computerized payroll system.Mark and Tia worked very hard and created programs that worked well.David and Ashley, however, did not work as hard as they could and created programs with numerous errors.This resulted in a payroll system which could not be implemented.The team's poor performance that was a result of David and Ashley not doing their best can be termed as:
A)groupthink.
B)synergy.
C)social facilitation.
D)hierarchical sensitivity.
E)motivational loss.
Q3) Distinguish between brainstorming and groupthink.
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Chapter 13: Leadership: Power and Negotiation
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) All the statements below are true about legitimate power EXCEPT:
A)people with legitimate power have an organizational title.
B)people with legitimate power have the right to ask others to do things that are within the scope of their authority.
C)the higher up in an organization a person is, the more legitimate power he or she generally possesses.
D)people with legitimate power have a desire to identify and be associated with a specific individual.
E)it can be a very weak form of power if used ineffectively.
Q2) From time to time, leaders need to resist the influence of other leaders or higher-ups to do what's best for their own unit.
A)True
B)False
Q3) What is political skill? Explain the different aspects of political skill.
Q4) Leaders will typically use an avoiding conflict resolution style when an issue is really not that important to them but is very important to the other party.
A)True
B)False
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Page 15
Chapter 14: Leadership: Styles and Behaviors
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112 Verified Questions
112 Flashcards
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Sample Questions
Q1) Sally believes that there are no actions needed until she receives complaints about someone's performance.Which of the following styles of leadership is Sally following?
A)Laissez-faire leadership
B)Transactional leadership
C)Passive management-by-exception
D)Contingent reward
E)Transformational leadership
Q2) _____ involves behaving in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.
A)Laissez-faire leadership
B)Inspirational motivation
C)Transactional leadership
D)Intellectual stimulation
E)Individualized consideration
Q3) The low-quality exchange dyad is marked by increased exchange of information, influence, latitude, support, and attention.
A)True
B)False
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16
Chapter 15: Organizational Structure
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) At Light Body Warmer Manufacturing, employees are grouped according to their expertise in an area.All marketing employees are in one department, all finance employees are grouped in another department and similarly, all human resources and manufacturing employees are in their respective departments.Which of the following structures does Light Body Warmer Manufacturing use?
A)Client-based
B)Product
C)Geographic
D)Functional
E)Simple
Q2) Although not much is known about the effect of restructuring on affective commitment, restructuring generally results in _____ level(s) of affective commitment on the part of employees.
A)standard
B)positive
C)normal
D)a higher
E)a lower
Q3) Differentiate between mechanistic and organic structures.
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Page 17
Chapter 16: Organizational Culture
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122 Verified Questions
122 Flashcards
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Sample Questions
Q1) It is easy to stay true to espoused values in times of economic downturns.
A)True
B)False
Q2) In organizations with fragmented cultures, there is _____ sociability and _____ solidarity.
A)low; low
B)moderate; high
C)high; moderate
D)high; high
E)moderate; moderate
Q3) Which of the following is a process that begins before an employee starts work and does not end until an employee leaves the organization?
A)Mentoring
B)Counterculture
C)ASA framework
D)Socialization
E)Job analysis
Q4) Subcultures are more likely to exist in small companies.
A)True
B)False
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