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In expectancy theory, E-to-P expectancies are influenced by the individual's belief that
he or she can successfully complete the task.
People tend to make an internal attribution about someone's behavior if that person has
typically not acted in a similar way either in the past or in other situations.
Employee stock ownership plans give employees the right to purchase company stock
at a predetermined price up to a fixed expiration date.
In expectancy theory, the P-to-O expectancy is the perceived probability that a specific
behavior or performance level will lead to a particular outcome.
The self-serving bias is the tendency to take credit for our successes and blame others
or the situation for our mistakes.
Strong cohesion in teams leads to strong relationship conflicts.
One way to figure out the relative importance of the issues to each part in a negotiation
is to make multi-issue offers rather than discussion one issue at a time.
A role is a set of behaviors that people are expected to perform because they hold
certain positions in a team and organization.
The ideal situation in organizations is to have employees whose values are perfectly
congruent with the organization's values.
Emotions are brief events or "episodes".
Aptitudes are natural talents that help individuals to learn specific tasks more quickly
and perform them better than other people.
Scenario planning is a systematic process of thinking about alternative futures and what
the organization should do to anticipate and react to those environments.
Expert and referent power originate mainly from the power holder's own characteristics.
The fundamental attribution error refers to the tendency to attribute the behavior of
other people to internal factors more than external factors.
Which of the following occurs most likely due to confirmation bias?
A. A company conducts monthly performance reviews to evaluate its employees.
B. A customer demands a proof statement from the salesperson.
C. A manager believes his actions are correct, though they are highly unpopular.
D. A manager considers female workers to be less productive than the male workers.
E. A teacher assigns moderate grades to all her students, though there is a vast
difference in performance.
A large retail organization previously divided work among its four employee benefits
staff into distinct specializations. One person answered all questions about
superannuation (pension plans), another answered all questions about various forms of
paid time off (e.g. vacations), and so on. These jobs were recently restructured so that
each employee benefits person answers all questions for people in a particular
geographic area. For example, one staff member is responsible for all employee benefits
inquiries from anyone in a particular geographic region.This job restructuring is an
example of:
A. self-leadership.
B. job enrichment.
C. job rotation.
D. scientific management.
E. self-monitoring.
Which of the following directly contributes to a feeling of experienced meaningfulness?
A. Job feedback
B. Work motivation
C. Autonomy
D. Task identity
E. Knowledge of results
Eric is the advertising head of a firm. He is extremely imaginative, creative, and
curious. Which of the following personality dimensions does Eric possess?
A. Customary thinking
B. Openness to experience
C. Resistance to change
D. Neuroticism
E. Cautiousness
Scenario: Bob BaldwinAs an owner and manager of Tricky Toys, Bob Baldwin has
been fascinated by all the changes occurring and transforming the workplace. Bob is
concerned about the important OB trends that he can understand and take advantage of
in developing and positioning his company in the marketplace.Bob is considering the
idea of implementing telecommuting in Tricky Toys. Which of the following is an
advantage of telecommuting?
A. Reduced employee stress
B. Larger markets
C. Greater demand for firm's products
D. Enhanced employee recognition
E. Ability to recognize the value of new information
If you form a general negative impression of a person based on one prominent
characteristic, and it affects your perception of other characteristics of that person, it is
called:
A. a projection bias.
B. the halo effect.
C. selective attention.
D. a self-serving bias.
E. stereotyping.
What is the major function of integrators in an organization?
A. Reducing interdependence
B. Clarifying rules and procedures
C. Increasing resources
D. Reducing differentiation
E. Improving understanding
A person who has legitimate, reward, and coercive power over others in an organization
is most likely to:
A. feel free from others' authority.
B. feel a sense of duty or responsibility over the people over whom they have power.
C. engage in more automatic thinking.
D. rely more on stereotypical thinking.
E. have difficulty empathizing.
Systemic discrimination:
A. is not due to a perceptual error.
B. will not result in stereotyping.
C. is completely based on prejudice.
D. creates unintentional stereotypes.
E. is associated with negative attitudes toward others.
Which of the following is true about organizational change?
A. Change agents work best when they lead the initiative alone.
B. Groups of people with different degrees of commitment to the change contribute
most to the success of public sector organizational change.
C. Guiding coalitions that lead organizational change are limited to the executive team.
D. Change occurs more informally through social networks.
E. Viral change should be avoided in organizations.
An organic structure has:
A. a narrow span of control.
B. centralized decision making.
C. little formalization.
D. vertical communication flows.
E. rigidly defined tasks.
The encoding-decoding process is generally more effective when both parties:
A. have a diverse set of skills and capabilities.
B. differ in their level of expertise and knowledge.
C. come from different cultures.
D. are skilled in using the selected communication channel.
E. have formed perceptions and varying beliefs about interpersonal communication.
Shanti's WorkshopShanti recently went to a communication workshop to help improve
her workplace performance. She learned that in effective communication, she should
resist forming an opinion until the speaker has finished, then attempt to empathize with
the listener, and finally effectively respond to the speaker. She learned techniques
regarding maintain eye contact and sending back channel signals to show interest.The
techniques she learned with regards to showing interest will help her improve in the
_______________ of listening.
A. sensing
B. evaluating
C. understanding
D. responding
E. identification
Which of the following organizational culture dimension is characterized by
competitiveness and a low emphasis on social responsibility?
A. Stability
B. Innovation
C. Outcome orientation
D. Aggressiveness
E. Respect for people
The gap between two clusters in a network is called a:
A. network breakdown.
B. structural hole.
C. liaison.
D. closeness break.
E. disruption.
Which of the following terms best represents the positive or negative evaluations of the
attitude object?
A. Intentions
B. Behaviors
C. Feelings
D. Senses
E. Beliefs
Sunshine ToysAt Sunshine Toys, several employees must work together to develop a
new product. No one in this group has worked with any of the others before, and the
development of this product has not been attempted previously.The most effective
medium in this situation would be one that is:
A. routine.
B. non-ambiguous.
C. lean.
D. rich.
E. oversimplified.
Senior executives at CyberForm must make a decision that will affect many people, and
the decision may produce good or bad consequences for those affected. This decision:
A. has a high degree of ethical sensitivity.
B. is one in which decision makers should rely only on the utilitarianism rule of ethics.
C. has a low degree of ethical sensitivity.
D. has a high degree of moral intensity.
E. should be taken with complete conscience.
The main objective of force field analysis is to help change agents to:
A. identify ways to control the external environment.
B. find ways to increase the driving forces for change.
C. diagnose a situation better by understanding the driving and restraining forces for
change.
D. determine whether change is necessary in the organization or not.
E. determine and single out the force that causes organizational resistance for change.
Emotional dissonance is:
A. the emotion people experience when they are dissatisfied with their paycheck.
B. a significant cause of stress and job burnout.
C. present whenever emotional labor is not required in the job.
D. the main source of unethical conduct in organizational settings.
E. the existence of a set of similar emotional display rules around the world.
