OB 6301 EXAM 1

Lakukan tugas rumah & ujian kamu dengan baik sekarang menggunakan Quizwiz!

Which organizational behavior perspective discusses inputs, outputs, and feedback? A. Contingency B. Open systems C. Multidisciplinary D. Systematic research E. None of the above

Systematic research investigation produces evidence-based management, which involves making decisions and taking actions based on this research evidence.

TRUE

______ refers to the study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad. A. Values B. Ethics C. Multicultural teams D. CSR E. OB

The best organizational practices are those built on the notion that organizations are closed systems.

FALSE

Inclusive organizations value diversity as an important resource.

TRUE

According to the multiple levels of analysis anchor: A. organizational behavior is mainly the study of how all levels of the organizational hierarchy interact with the external environment. B. OB topics typically relate to the individual, team and organizational levels of analysis. C. there are eight levels of analysis that scholars should recognize when conducting OB research. D. organizational events can be studied from only one level of analysis. E. corporate executives need to understand business ethics from various levels and perspectives.

The open systems anchor of organizational behavior states that: A. organizations affect and are affected by their external environments. B. organizations can operate efficiently by ignoring changes in the external environment. C. people are the only important organizational input. D. organizations basically have only one working part. E. all of the above.

The open systems view of organizational behavior states that a. organizations affect and are affected by their external environments. b. organizations can operate efficiently by ignoring changes in the external environment. c. people are the most important organizational input needed for effectiveness. d. organizations should avoid internal conflicts to achieve efficiency. e. organizations should be open to internal competition to be able to obtain a sustainable competitive advantage.

Which of the following would be considered a work-related behavior? A. Completing required job duties B. Showing up for work at scheduled times C. Accepting the organization's offer of employment D. Helping a co-worker even though it isn't part of your job E. All of the above.

To improve work-life integration through "boundary setting," some companies prohibit work-related communication after the regular workday.

TRUE

Stakeholders of an organization are shareholders, customers, suppliers, governments, and any other groups that affect or are affected by the company's objectives and actions.

TRUE

Structural capital includes knowledge embedded in the organization's systems and structures.

TRUE

Which of the following is NOT a conceptual anchor in organizational behavior? A. Contingency anchor B. Systematic research C. Organizational effectiveness anchor D. Multidisciplinary anchor E. Multiple levels of analysis anchor

Which of the following is NOT a conceptual anchor in organizational behavior? A. Contingency anchor B. Systematic research anchor C. Economic anchor D. Multidisciplinary anchor E. Multiple levels of analysis anchor

Which of the following most likely occurs as a result of 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 police investigator pays attention mainly to evidence that supports his or her theory about who committed the crime. d. A manager considers many different points of view when making a decision. e. A teacher assigns moderate grades to all of her students, though student performance actually varies considerably.

Which of the following are employees least likely to do when they feel under-rewarded? a. increase their work effort b. reduce their work effort c. ask for a pay raise d. ask the comparison other to do more of the work e. change their beliefs about the situation

Which of these represent the one-third of the American population? A. Asian Americans B. Chinese C. American Indians D. African Americans E. Hispanics

A perspective that effective organizations incorporate several workplace practices that leverage the potential of human capital is called high-performance work practices.

TRUE

_____ is the study of what people think, feel, and do in and around organizations. A. OBB. MarketingC. Sociology D. PsychologyE. Communication

________ is considered the ultimate dependent variable in organizational behavior. a. Organizational effectiveness b. Employee satisfaction c. Profitability d. Employee turnover e. Innovation

According to the open systems view of organizations, ________ is (are) an input for organizations. a. incentive plans b. products c. financial resources d. employee motivation e. employee behavior

Jillian uses her one-hour commute in the morning to prepare for the work day and her one-hour commute home to refocus on family. Jillian is practicing a. problem-solving. b. remote work. c. work-life integration. d. communication style. e. organizational skills.

______ refers to an organization's moral obligation toward all of its stakeholders. A. Values B. Ethics C. Multicultural teams D. CSR E. OB

Ethics refers to the study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad.

TRUE

61) The topic of corporate social responsibility is most closely associated with the ________ perspective. a. stakeholder b. systems c. human capital d. open systems anchor e. contingency

Organizational behavior relies on ________ to represent the principles on which organizational behavior is developed and refined. a. anchors b. societal change c. technology d. employee relationships e. investments

Which of the following statements is FALSE? A. Employment relationships are shifting towards the idea that companies must provide employees a high degree of job security, possibly even a job for life B. Generation-X employees bring somewhat different values and needs to the workplace than those of baby boomers. C. The workforce is becoming more diverse. D. Successful firms increasingly rely on values alignment rather than direct supervision to guide employee decisions and behavior. E. Information technologies are changing the way people perform their tasks and work with each other.

A computer maintenance company wants to 'capture' the knowledge that employees carry around in their heads by creating a database where employees document their solutions to unusual maintenance problems. This practice tries to: A. transform intellectual capital into knowledge management. B. transfer human capital into structural capital. C. prevent relationship capital from interfering with human capital. D. reduce the amount of human capital. E. transfer structural capital into relationship capital.

Intellectual capital refers to: A. how much money an organization spends on training and development. B. the stock knowledge that resides in an organization. C. the percentage of information available that is actually used productively by the organization. D. the total cost of computers and other 'intelligent' machines in the organization. E. the cost of hiring a typical employee.

Recent evidence suggests that ________ employment relationships tend to produce higher work quality, innovation, and agility. a. indirect b. contracted c. offshore d. direct e. remote

All organizations have a collective sense of purpose, whether it's producing oil or creating the fastest Internet search engine.

TRUE

One way organizations can retain intellectual capital is to have high employee turn around.

FALSE

Task performance refers to goal-directed behaviors under the individual's control that support organizational objectives.

TRUE

The contingency anchor in organizational behavior suggests that we need to diagnose the situation to identify the most appropriate action under those specific circumstances.

TRUE

Three challenges organizations are facing are globalization, increasing workforce diversity and emerging employment relationships.

TRUE

Work/life balance refers to minimizing conflict between work and non-work demands.

TRUE

Workforce diversity potentially improves decision making and team performance on complex tasks.

TRUE

If Dave's employees quit their jobs, according to research, the main reason why they quit their jobs may be that: A. they lack the ability to stay employed. B. they are dissatisfied with the job or work context. C. other firms use powerful incentives to lure employees from their current jobs. D. they see their co-workers being laid off, so they also want to leave. E. they have the wrong attitude about loyalty to one employer.

Senior officers in a national military organization decided that operations in supplies requisition were inefficient and costly. They brought in consultants who recommended that the entire requisition process be "reengineered." This involved throwing out the old practices and developing an entirely new set of work activities around workflow. However, like many reengineering changes, this intervention resulted in lower productivity, higher employee turnover, and other adverse outcomes. Discuss likely problems with the intervention in terms of systems theory.

There are two possible ways that systems theory explains these problems. The first and more likely of these is the fact that open systems have interdependent parts. In this situation, reengineering the supplies requisition process may have disrupted other parts of the organization, which, in turn, undermined the supplies group's ability to complete their work. The point here is that open systems consist of interdependent parts and that it is always useful to ensure that changes in one part of the organization have minimal adverse effects on other parts of the organization.The second possible (but less likely) problem is in terms of inputs, transformation, outputs, and feedback. The reengineering process may have thrown out a functioning transformation process.The change could also have resulted in less feedback from the environment regarding how well the organization is interacting with the environment. Perhaps the change resulted in a disruption of inputs or side effects in the outputs.

In the open systems view, what is the role of subsystems? a. They provide inputs to the system. b. They are used to scan the external environment. c. They transform incoming resources into outputs. d. They are the output of the system. e. The open systems view does not include subsystems.

In ________, organizations receive feedback from the external environment regarding the value of their outputs, the availability of future inputs, and the appropriateness of the transformation process. a. good fit b. open systems c. organizational effectiveness d. innovative processes e. closed systems

Which view of organizational sees organization as complex organisms that "live" within an external environment? a. stakeholders b. open systems c. multidisciplinary d. systematic research e. human capital

List the five types of employee behavior.

(a) task performance; (b) organizational citizenship; (c) counterproductive work behaviors; (d) joining and staying with the organization; and (e) maintaining work attendance.

Which of the following is considered a counterproductive work behavior? A. Insulting others B. Theft C. Deliberating performing work incorrectly so the organization suffers a loss D. All of the above E. Only 'B' and 'C'

According to the multiple levels of analysis anchor, a. organizational behavior is mainly the study of how all levels of the organizational hierarchy interact with the external environment. b. OB topics typically relate to the individual, team, and organizational levels of analysis. c. there are eight levels of analysis that scholars should recognize when conducting OB research. d. organizational events can be studied from only one level of analysis. e. corporate executives need to understand business ethics from various levels and perspectives.

Which of the following is a form of knowledge acquisition? A. Grafting B. Experimentation C. Information sessions where employees describe to colleagues unique incidents involving customers D. All of the above E. 'A' and 'B' only

Which of the following is most closely associated with corporate social responsibility? a. open systems b. triple bottom line c. subsystems d. human capital e. knowledge acquisition

A(n) ________ workplace is one that values people of all identities and allows them to be fully themselves while contributing to the organization. a. diverse b. balanced c. inclusive d. global e. exclusive

ACME Software Inc. has developed a training program to make employees more aware of how their job performance affects customers and other employees within the organization. This training program relates most closely with which of the following concepts? A. Contingency anchor B. Grounded theory C. Open systems D. Virtual teams E. Telecommuting

According to social identity theory, people tend to a. receive information and make sense of the world around them. b. perceive that their own actions are due to the situation, whereas the behaviors of other people are mainly due to their motivation and ability. c. define themselves by groups to which they have a strong emotional attachment. d. think that they are distinct from people in the social groups to which they have a connection. e. refer to something about themselves as separate individuals.

62) Which of these organizational behavior trends is corporate social responsibility most closely related to? a. workforce diversity b. employment relationships c. information technology d. globalization e. workplace values

According to research, telecommuting offers all of these benefits EXCEPT: A. reduce employee stress. B. increase employee productivity. C. improve job satisfaction. D. make employees feel more empowered. E. enhance employee recognition.

A key feature of organizations is that their members have a defined and agreed upon collective sense of purpose.

FALSE

Absenteeism is lower in organizations with generous sick leave.

FALSE

According to research, although telecommuting significantly increases employee stress and reduces productivity and job satisfaction, it makes employees feel more empowered.

FALSE

According to the MARS model of individual behavior and performance, employee performance will remain high even if one of the four factors is low in a given situation.

FALSE

A courier service laid off a large percentage of its production staff during last year's recession. These low-skilled employees performed routine tasks filling orders. The company now wants to rehire them. However, most of the unskilled employees have since found employment in other companies and industries. Do you think the courier company lost much intellectual capital in this situation? Explain your answer.

Intellectual capital refers to the storage and preservation of the company's stock of knowledge — in other words, the knowledge that the organization possesses. The courier company has lost some intellectual capital, but probably not a great deal. These are unskilled employees, some of whom have moved to other industries. This suggests that they might have been fairly replaceable and do not have much unique knowledge for the organization. Similarly, the tasks are fairly routine, suggesting that most knowledge is established within the task routines and thereby documented in procedures manuals. However, some knowledge loss has occurred because every employee possesses some unique knowledge that is of value to the organization. For instance, the laid off employees may have had undocumented knowledge about the preferences of certain customers or the operation of certain equipment. When employees leave the firm, they take this knowledge with them unless it is clearly documented or retained in other ways within the organization.

One example of organizational citizenship behaviors is assisting co-workers with their work problems.

TRUE

One key feature of organizations is that they are collective entities.

TRUE

One of the fastest ways to acquire knowledge is to hire individuals or purchase entire companies that have valued knowledge.

TRUE

One widely mentioned high-performance work practice is employee involvement.

TRUE

Organizational effectiveness depends on the organization's capacity to acquire, share, use and store valuable knowledge.

TRUE

Organizations are more effective when they invest in employee skills and knowledge development.

TRUE

Organizations need to anticipate and adjust to environmental changes in order to fit in their environment.

TRUE

Presenteeism occurs when employees show up for work when ill or occupied by personal problems.

TRUE

Psychology and sociology have contributed many theories and concepts to the field of organizational behavior.

TRUE

Telecommuting has been identified as an important trend in organizational behavior. Discuss three organizational behavior topics that are influenced by telecommuting.

Some of the organizational behavior topics that are influenced by telecommuting include the following:Stress management: Telecommuting tends to offer better work/family balance.Performance: Telecommuting seems to improve job performance by about 10 percent.Self-leadership: Telecommuters need to manage themselves rather than rely on supervisors for continuous guidance.Organizational influence and politics: Telecommuters have to adjust to the lack of networking, and learn to overcome the limitations of limited face time in demonstrating their value.

Reduced job security and increased work intensification are partly caused by globalization.

TRUE

Stakeholders are shareholders, customers, suppliers, governments and any other groups with a vested interest in the organization.

TRUE

The open systems perspective emphasizes that organizations survive by adapting to changes in the external environment

TRUE

The open systems view emphasizes that organizations survive by adapting to changes in the external environment.

TRUE

Telecommuting has been identified as an important trend in organizational behavior. Discuss three organizational behavior topics that are influenced by telecommuting.

Stress management -- Telecommuting tends to offer better work-family balance Performance -- Telecommuting seems to improve job performance by about 10 percent. Self-leadership -- Telecommuters need to manage themselves rather than rely on supervisors for continuous guidance. Organizational influence and politics -- Telecommuters have to adjust to the lack of networking, and learn to overcome the limitations of limited face time in demonstrating their value.

Counterproductive work behaviors include threats and work avoidance.

TRUE

Dark-side workplace behaviors are collectively known as counterproductive work behaviors (CWBs).

TRUE

Everyone is a manager.

TRUE

Given that OB experts have been accumulating a distinct knowledge about behavior within organizations, OB is referred to as a field of study.

TRUE

Globalization may have both positive and negative implications for people working in organizations.

TRUE

Globalization refers to economic, social, and cultural connectivity with people in other parts of the world.

TRUE

Intellectual capital includes, among other things, the knowledge captured in an organization's systems and structures.

TRUE

Intellectual capital represents the stock of knowledge held by an organization.

TRUE

Joining the organization is a type of work-related behavior.

TRUE

Most organizational events may be studied from all three levels of analysis: individual, team and organization.

TRUE

Most organizational events may be studied from all three levels of analysis: individual, team, and organization.

TRUE

There are five individual-level dependent variables found in most OB research.

TRUE

Contrast organizational citizenship behavior with task performance.

Task performance refers to goal-directed activities that are under the individual's control. As goals, job performance standards and objectives are explicitly required by the organization for employees in those jobs.Organizational citizenship behaviors, on the other hand, are activities that extend beyond the tasks normally required by the organization. They include avoiding unnecessary conflicts, helping others without selfish intent, gracefully tolerating occasional impositions, being involved in organizational activities and performing tasks that extend beyond normal role requirements.

Explain the three propositions that high-performance work practices (HPWP) are based on.

The HPWP perspective is based on three propositions:1. Employees are an important source of competitive advantage. As such, this human capital is (a) valuable, (b) rare, (c) difficult to imitate, and (d) non-substitutable.2. The value of this human capital can be increased through the presence of specific organizational practices. Companies become more effective by investing in employees.3. Most HPWP experts state that these organizational practices must be bundled together to maximize their potential. This suggests a synergistic effect, in which these specific activities are mutually reinforcing.

Identify and define the five types of individual behavior in the workplace.

The five types are: task performance, organizational citizenship, counterproductive behavior, joining/staying with the organization, and maintaining attendance.Task performance refers to goal-directed behaviors under the individual's control that support organizational objectives. It consists of proficiency, adaptability, and proactivity.Organizational citizenship includes various forms of cooperation and helpfulness to others that support the organization's social and psychological context.Counterproductive work behaviors are voluntary behaviors that have the potential to directly or indirectly harm the organization.Joining and staying with the organization reflects the organization's ability to hire and retain talent.Maintaining work attendance consists of absenteeism (missing work), tardiness (being late for work), and presenteeism (attending scheduled work when one's capacity to perform is significantly diminished by illness or other factors).

Discuss the conceptual anchors based on which organizational behavior is developed and redefined.

The systematic research anchor states that OB knowledge should be based on systematic research, which typically involves forming research questions, systematically collecting data, and testing hypotheses against those data. The multidisciplinary anchor states that organizational behavior should welcome theories and knowledge in other disciplines, not just from its own isolated research base. The contingency anchor states that a particular action may have different consequences in different situations. The multiple levels of analysis anchor states that OB events should be understood from three levels of analysis: individual, team, and organization.

Employees in a company's warehouse are making several errors in inventory control and breaking items shipped. An analysis of the situation reveals that individual competencies are poorly matched with the job requirements. Describe three different strategies that would potentially improve this kind of person-job matching.

The three different strategies that would potentially improve this kind of person-job matching are:Select qualified applicants: This involves measuring competencies of job applicants and selecting those whose competencies most closely align with the job requirements.Provide training: Employees who lack certain skills and knowledge should receive training in those areas.Redesign the job: This involves reassigning specific tasks to employees based on their current knowledge and skills. For example, if an employee is good at stocking inventory but lacks skills and knowledge to use the inventory control system, then this person might be assigned only the task of stocking inventory.

The changing workforce is one of the emerging trends in organizational behavior. Describe how the workforce is changing and briefly identify two consequences of these changes for organizations.

There are numerous workforce changes that students might correctly identify. However, the textbook specifically refers to the following: (a) more ethnic diversity, (b) visible minorities represent a large percentage of the workforce and are entering occupations previously held mostly by men, and (c) younger people (Generation-X and Generation-Y) are bringing somewhat different values and needs to the workforce.There are several consequences of these workforce changes. The textbook identifies the following: (a) potentially better decision making, (b) potentially better customer service, and (c) underrepresentation of women and ethnic minorities in senior positions (i.e. discrimination).

Senior officers in a national military organization decided that operations in supplies requisition were inefficient and costly. They brought in consultants who recommended that the entire requisition process be 'reengineered'. This involved throwing out the old practices and developing an entirely new set of work activities around workflow. However, like many reengineering changes, this intervention resulted in lower productivity, higher employee turnover, and other adverse outcomes. Discuss likely problems with the intervention in terms of systems theory.

There are two possible ways that systems theory explains these problems. The first and more likely of these is the fact that open systems have interdependent parts. In this situation, reengineering the supplies requisition process may have disrupted other parts of the organization, which, in turn, undermined the supplies' group's ability to complete their work. The point here is that open systems consist of interdependent parts and that it is always useful to ensure that changes in one part of the organization have minimal adverse effects on other parts of the organization. The second possible (but less likely) problem is in terms of inputs, transformation, outputs and feedback. The reengineering process may have thrown out a functioning transformation process. Possibly the change resulted in less feedback from the environment regarding how well the organization is interacting with the environment. Perhaps the change resulted in a disruption of inputs or side effects in the outputs.

Comment on the accuracy of the following statement and explain your answer: "Companies improve organizational citizenship only by hiring employees with the right values."

This statement is FALSE, because people are more likely to engage in OCBs when they perceive a sense of fairness with the employer. In other words, companies can increase OCBs by applying fair employment practices and by being seen to be fair. Some companies have also had success increasing OCBs by training employees to engage in these behaviors and by rewarding those who use OCBs.

Comment on the accuracy of the following statement: "Without employees, an organization has no organizational memory".

This statement is generally FALSE: An organization's memory may be embedded in systems and structures, not just the brain cells of employees. Certainly, a considerable amount of memory would be lost if employees suddenly disappeared, but some knowledge remains through structural capital. For example, knowledge is embedded in the company's physical layout, its documentation, the design of its products and so forth. Of course, it is necessary to have employees transform their human capital into structural capital. But once it is embedded in structural capital, some knowledge exists without employees.

Many organizations are placing increasing importance on values in the workplace. Explain the difference between values, ethics, and corporate social responsibility.

Values are relatively stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations. Values help us to know what is right or wrong, or good or bad, in the world. Values are an important part of our self-concept and, as such, motivate our actions. By incorporating values into organizational effectiveness, the stakeholder perspective also provides the strongest case for ethics and corporate social responsibility. Ethics refers to the study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad. We rely on our ethical values to determine "the right thing to do." Ethical behavior is driven by the moral principles we use to make decisions. These moral principles represent fundamental values. Corporate social responsibility consists of organizational activities intended to benefit society and the environment beyond the firm's immediate financial interests or legal obligations.

Which discipline has provided organizational behavior with much of its theoretical foundation for team dynamics, organizational power, and organizational socialization? a. sociology b. psychology c. economics d. industrial engineering e. political science

Counterproductive work behaviors are voluntary.

TRUE

The topic of ethics is most closely associated with: A. values. B. the scientific method. C. workforce diversity. D. the open systems anchor. E. the contingency approach to organizational behavior.

Bob has been interested in this trend of globalization. He should know that globalization occurs when an organization: A. increases its connectivity with people and organizations in other parts of the world. B. serves diverse customers within the firm's home country. C. has a diverse workforce within the firm's home country. D. does all of the above. E. does only 'B' and 'C'.

Eastern University performs a daily computer search through newspaper articles to identify any articles about the university or its faculty members. University administrators use this information to receive feedback about how the public reacts to university activities. In knowledge management, searching for newspaper articles and other external writing about the organization is mainly a form of: A. knowledge acquisition. B. grafting. C. organizational unlearning. D. knowledge sharing. E. documentation.

Employees, suppliers and governments: A. are organizational stakeholders. B. are rarely considered in organizational behavior theories. C. represent the three levels of analysis in organizational behavior. D. are excluded from the open systems anchor. E. are all of the above.

Globalization occurs when an organization: A. increases its connectivity with people and organizations in other parts of the world. B. serves diverse customers within the firm's home country. C. has a diverse workforce within the firm's home country. D. does all of the above. E. does only 'B' and 'C'.

In collecting his information on OB trends, Bob should be told that all of these statements about America's population and workforce are true EXCEPT which one? A. Within the next decade, Asian-Americans will replace African-Americans as the second largest ethnic group. B. Surface-level diversity has increased over the past few decades. C. Generation-X employees bring somewhat different needs and expectations to the workplace than their baby-boomer counterparts. D. The United States is becoming a more multicultural society. E. Workforce diversity presents both opportunities and challenges to organizations.

Investment experts have found that leadership and employee attitudes ________ when predicting which companies will have the highest and most consistent long-term investment gains. a. are important positive screens b. have minimal relevance c. are the only factors to consider d. are too ambiguous and inconsistent e. can have a negative effect

Kokal International is a fast-growing small company specializing in consumer electronics. Managers at Kokal International are exploring the idea of using the Five Factor personality model in hiring and improving work-related behaviors and job performance.Kokal International managers want to hire people who are dependable, goal-focused, thorough, and disciplined. Which of the following personality factors best predicts job applicants for these job requirements? a. openness to experience b. agreeableness c. conscientiousness d. locus of control e. extraversion

Organizational behavior emerged as a distinct field a. in the early 1940s. b. in the 1770s. c. in the early 1900s. d. around 500 BC. e. in the 1970s.

Organizations retain intellectual capital by: A. transferring employee capital into structural capital. B. encouraging employees to take early retirement. C. discouraging employees from communicating with each other. D. all of the above. E. none of the above.

Sabotage, threatening harm, and insulting others represent: A. three forms of counterproductive work behaviors. B. the most common forms of organizational citizenship. C. three dimensions of Schwartz's values model. D. evidence of people with an introverted personality. E. behaviors that are no longer found in organizations.

Showing up late to work or not showing up at all represent: A. forms of counterproductive work behaviors. B. the most common forms of organizational citizenship. C. dimensions of Schwartz's values model. D. evidence of people with an introverted personality. E. behaviors those are acceptable in organizations under new employability concept.

The perspective that effective organizations incorporate several workplace practices that leverage the potential of human capital is called A. HPWP. B. HPPW. C. LPHC. D. PHCL. E. none of the above.

The statement "theories should not be developed for the sake of being interesting" reflects the ________ anchor of organizational behavior knowledge. a. practical orientation b. systematic research c. multiple levels of analysis d. contingency e. multidisciplinary

Which discipline has provided organizational behavior with much of its theoretical foundation for team dynamics, organizational power, and organizational socialization? A. Sociology B. Psychology C. Economics D. Industrial engineering E. Political science

Which of the following does NOT represent a belief that anchors organizational behavior? A. OB should view organizations as closed systems. B. OB should assume that the effectiveness of an action usually depends on the situation. C. OB should draw on knowledge from other disciplines. D. OB should rely on the systematic research methods to generate knowledge. E. OB topics can be studied from multiple levels of analysis.

Which of the following is NOT a work-related behavior? A. Competencies B. Absenteeism C. Joining the organization D. Showing up for work at scheduled times E. Performing required tasks

Which of the following statements about America's population and workforce is FALSE? A. Within the next decade, Asian-Americans will replace African-Americans as the second largest ethnic group. B. The participation of women in the workforce has increased over the past few decades. C. Generation-X employees bring somewhat different needs and expectations to the workplace than their baby-boomer counterparts. D. The United States is becoming a more multicultural society. E. Workforce diversity presents both opportunities and challenges to organizations.

Which of the following statements is true of organizational behavior knowledge? a. It is relevant to everyone who works in organizations. b. It should never be used to influence the behavior of other people. c. It should be used by managers and senior executives alone. d. It should not be used by subordinates to influence the behavior of their managers. e. It is less significant when the level of interpersonal interaction is high.

Which of these statements about the field of organizational behavior is TRUE A. Organizational behavior emerged as a distinct field during the 1940s B. The origins of some organizational behavior concepts date back to Taylor and Mayo. C. Information technology has almost no effect on organizational behavior. D. The field of organizational behavior relies exclusively on ideas generated within the field by organizational behavior scholars. E. The origins of organizational behavior are traced mainly to the field of economics.

Which of these statements is true about the field of organizational behavior? a. It examines how individuals and teams in organizations relate to one another and to their counterparts in other organizations. b. OB researchers systematically study various topics at one level of analysis rather than at multiple levels. c. Information technology has almost no effect on organizational behavior. d. The field of organizational behavior relies exclusively on ideas generated within the field by organizational behavior scholars. e. The origins of organizational behavior are traced mainly to the field of economics.

Which perspective emphasizes the external dependence of organizations? a. open system b. closed system c. HPWP d. triple bottom line e. organizational learning

Store #34 of CDA Hardware Associates has had below average sales over the past few years. As head of franchise operations, you are concerned with the continued low sales volume. The store manager wants you to diagnose the problem and recommend possible causes. Use the MARS model of individual behavior and performance to provide four different types of reasons why employees at Store #34 might be performing below average. Provide one example for each type of explanation.

Ability: It is possible that employees at Store #34 lack the necessary skills or knowledge to complete sales transactions effectively. For example, the store might have high turnover, so most employees lack the necessary experience. Alternatively, the store manager might have hired people who lack the necessary skills and knowledge.Motivation: Store #34 employees might not be as motivated to serve customers and sell the product. For example, the store might have a different reward system, one that is not very effective at encouraging store sales. Alternatively, employees at this store might have different needs and therefore are not as motivated by the company's compensation system.Role perceptions: Store #34 employees might have role perceptions that result in lower sales. For example, they might not realize that certain procedures or sales practices are less effective than those used at other stores. Alternatively, employees might not realize that their level of sales is below an acceptable level.Situational factors: Employees at Store #34 might have lower performance due to unfavorable situational factors. For example, Store #34 might be located in an area with an economic recession. Alternatively, the store might have had difficulty receiving inventory from the company's warehouse, resulting in lack of sales.

As 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.You have just hired several new employees who are motivated, able to perform their jobs, and have adequate resources; however, they are not sure what tasks are included in their job. According to the MARS model, these new employees will likely a. emphasize the utilitarianism principle in their decision making. b. have lower job performance due to poor role perceptions. c. have high job performance because they are motivated and able to perform the work. d. have above-average organizational citizenship. e. have a high degree of differentiation according to Holland's classification of occupations.

As part of the knowledge management process, experimentation is conducive to: A. measuring intellectual capital. B. knowledge acquisition. C. organizational memory. D. knowledge sharing. E. unlearning.

Bob has never liked the idea of telecommuting for employees of Tricky Toys. According to research, telecommuting offers all of these benefits EXCEPT: A. reduced employee stress. B. enhanced employee recognition. C. improved job satisfaction. D. making employees feel more empowered. E. reduced pollution.

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.According to the MARS model, the new employees Dave has hired will likely a. emphasize the utilitarianism principle in their decision making. b. have lower job performance due to poor role perceptions. c. have better job performance because they are motivated and able to perform the work. d. have above-average organizational citizenship. e. have a high degree of differentiation according to Holland's classification of occupations.

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.Lawrence stole a clock from his workplace. Which of the following refers to Lawrence's activity? a. productive behavior b. counterproductive behavior c. task performance d. organizational citizenship behavior e. job matching

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.What are maintaining attendance, organizational citizenship, and counterproductive behavior all types of? a. task performance b. individual behavior c. personal motivation d. role perceptions e. situational factors

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.What is an organization's main source of competitive advantage? a. employee turnover b. human capital c. relationships with coworkers d. team development e. external stakeholders

Deep-level diversity includes a. physiological differences. b. attitudes. c. ethnicity. d. gender. e. race.

Knowledge management is an extension of: A. traditional accounting methods of measuring corporate assets. B. the open systems perspective of organizational behavior. C. microeconomic principles of supply and demand. D. the efficiency model of industrial engineering. E. none of the above.

Organizational behavior theories are used to a. state personal beliefs about the work environment. b. adopt accurate models of workplace behavior. c. increase anxiety in the workplace. d. incite curiosity about the organization. e. focus on efficiency rather than effectiveness

Organizational citizenship refers to: A. the employee's right to vote for the company president. B. employee behaviors that extend beyond normal job duties. C. the organization's obligations to society. D. the organization's attachment to a particular country rather than being a global entity. E. both 'C' and 'D'.

People who are self-motivated, organized, and can work effectively with technology are better suited for a. globalization. b. telecommuting. c. organizational behavior. d. organizational development. e. flexible scheduling.

Systematic research investigation is the basis for a. globalization. b. evidence-based management. c. emerging employment relationships. d. contingency reports. e. problem-solving strategies.

The ________ anchor states that the effectiveness of an OB practice usually depends on the situation; there is rarely one best solution for all circumstances. a. practical orientatio b. contingency c. multidisciplinary d. multiple levels of analysis e. effectiveness

The ________ emphasized the study of employee attitudes and informal group dynamics in the workplace. a. organizational development school of business b. human relations school of management c. anchor of knowledge school of sociology d. organizational effectiveness school of information systems e. study of self school of psychology

Welcoming theories and knowledge from other disciplines is which anchor of organizational behavior? a. systematic research b. multidisciplinary c. contingency d. multiple levels of analysis e. effectiveness

What is considered the "ultimate dependent variable" in the study of organizational behavior? a. organizational efficiency b. organizational effectiveness c. organizational profitability d. organizational lifespan e. organizational politics

Which of the following refers to goal-directed activities under the individual's control that support organizational objectives? A. Competencies B. Task performance C. Aptitudes D. Direction E. Motivation

Which of the following statements is a proposition of high-performance work practices? A. Employees are an important source of competitive advantage. B. Human capital is rare. C. The value of human capital can be increased through specific organizational practices. D. Organizational practices have a synergistic effect. E. All of the above statements about high-performance work practices are true.

Which of the following statements is consistent with the concept of contingency anchor? a. To obtain the best results, actions should be taken without considering their consequences. b. A particular action may have different consequences in different situations. c. OB theories are based on simple, common-sense ideas about what managers should do. d. OB theories point out the one best way to resolve organizational problems. e. Organizations should never be viewed as systems that process inputs to provide outputs.

Which of the following statements is true about workforce diversity? a. Informationally diverse teams win awards. b. Informationally diverse teams tend to make better decisions. c. Informationally diverse teams have difficulty solving problems. d. Informationally diverse teams struggle with communication. e. Informationally diverse teams have a stronger work ethic.

Which of these statements about the field of organizational behavior is FALSE?A. Organizational behavior scholars study individual, team and structural characteristics that influence behavior within organizations.B. Given the specific utility of the field, OB is useful for the managers in the organizations and not the employees.C. Organizational behavior emerged as a distinct field around the 1940s.D. The field of OB has adopted concepts and theories from other fields of inquiry.E. OB scholars study what people think, feel and do in and around organizations.

_______ refers to economic, social, and cultural connectivity with people in other parts of the world. A. OB B. Globalization C. Work/Life balance D. Knowledge management E. The changing workforce

________ diversity includes differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes. a. reflective b. deep-level c. organizational d. surface-level e. external

__________ refers to goal-directed behaviors under the individual's control that support organizational objectives. A. Strategic performance B. Task performance C. Tactical performance D. Contextual performance E. Organizational performance

Organizational behavior views organizations as: A. non-systems. B. a single unitary subsystem. C. open systems. D. closed systems. E. none of the above.

The best leadership style, the best conflict-handling style, and the best organizational structure are all examples of a. anchors. b. research topics. c. contingencies. d. disciplines. e. management styles.

Two organizational behavior students are debating the idea that many OB theories are contingency-oriented. One student believes that every OB theory should be contingency- oriented. The other student disagrees, saying that most theories should try to be universal. Discuss the merits of both positions and provide your opinion on this issue.

Both students have taken extreme views of the contingency anchor. Both are partly correct and partly incorrect. The first student is saying that every OB theory should abide by the contingency anchor. This means that the theory should incorporate factors that help us to determine the best action in a particular situation. The benefit of the contingency anchor is that it provides a more accurate understanding of organizational events and allows us to influence those events more precisely. The problem, however, is that the contingency anchor can make some theories very complex with relatively little advantage over universal theories. In this respect, the second student is partly correct. We should try to see whether OB theories can be universal rather than contingency-oriented. This is consistent with the view that all theories should be parsimonious. If the theory can explain well without contingency factors, then it is best left as a universal theory. The difficulty is that most OB events are sufficiently complex that contingencies are required for the theories to effectively explain those events. When answering this question, students should state their preference in terms of the degree of universality or contingency orientation. Some might argue that theories are already too complex for practical use, whereas others might say that we need more contingencies to gain more precision in understanding organizational behavior.

ACME Software Inc. has developed a training program to make employees more aware of how their job performance affects customers and other employees within the organization and to inform them of the changing market conditions. This training program relates most closely with which of the following concepts? a. contingency anchor b. grounded theory c. open systems d. remote teams e. remote work

As 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.To reduce the amount of non-recyclable waste that employees throw out each day, a major computer company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behavior mainly by a. increasing employee motivation to be less wasteful. b. helping employees to learn how to be less wasteful. c. altering situational factors so that employees have more difficulty practicing wasteful behavior. d. increasing aptitudes that make employees less wasteful. e. increasing organizational citizenship so that employees will be less wasteful.

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.Examples of ________ include harassing coworkers, creating unnecessary conflicts, and sabotaging work. a. organizational citizenship behaviors b. task performance measures c. counterproductive work behaviors d. redundant behaviors e. illicit behaviors

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.________ refers to goal-directed behaviors under the individual's control that support organizational objectives. a. Organizational citizenship b. Counterproductive behavior c. Task performance d. Maintaining attendance e. Intensity

Generous sick leave policies are known to: A. increase employee lateness. B. improve organizational citizenship. C. increase absenteeism. D. increase voluntary turnover. E. both 'C' and 'D'.

In order for something to be called an organization, a. it must have a building. b. it must have equipment. c. it must consist of people who work interdependently. d. it must have government documentation. e. it must make a product.

Intellectual capital is: A. the total terabytes of hard disk space available on computers throughout an organization. B. the ability of senior executives to recall important information about the company's products, services and employees. C. the company's stock of knowledge. D. the ability of employees throughout the organization to recall important information about the company's products and services. E. the extent to which potential customers are able to recall specific products and services provided by an organization.

Mick works for a company as a financial analyst from home using information technology. He does not work in a traditional physical workplace, rather he is utilizing a. deep-level diversity b. work-life integration c. remote work d. surface-level diversity e. frictional unemployment

The observable demographic or physiological differences in people, such as their race, ethnicity, gender, age, and physical disabilities, constitute ________ diversity. a. deep-level b. internal c. surface-level d. organizational e. reflective

Twice each year, a major car parts manufacturer brings together production and engineering specialists from its eight divisions to discuss ideas, solutions, and concerns. This helps to minimize the 'silos of knowledge' problem that exists in many organizations. This practice is primarily an example of: A. grafting. B. experimentation. C. knowledge sharing. D. documentation. E. organizational unlearning.

What is the most important ingredient in the transformations of inputs to outputs? a. financial resources b. raw materials c. human capital d. shareholder dividends e. equipment

Which aspect of deep-level diversity is more subtle than the media and popular press suggest? a. ethnic b. religious c. generational d. gender e. race

Which of the following is an example of an organizational citizenship behavior? A. tardiness B. doing work incorrectly C. cooperation toward the organization D. following state and federal corporate laws E. developing a corporation strategic plan

Which of the following statements about the field of organizational behavior is FALSE? A. OB is the study of what people think, feel and do in and around organizations. B. OB emerged as a distinct field of inquiry in the 1940s. C. OB is a self-contained discipline, independent of other disciplines. D. OB theories are usually tested using the scientific method. E. Many OB theories are contingency-oriented.

Which of these statements about globalization and organizational behavior is TRUE? A. Globalization has little or no effect on organizational behavior. B. Globalization has forced organizational behavior researchers to study only large multinational businesses. C. Globalization gives rise to the question of how corporate leaders and employees can work effectively in the global workplace. D. Globalization has forced organizational behavior textbooks to study only companies with headquarters in North America. E. Both 'B' and 'D' are true.

ABC Corp. brought in a performance-based reward system that accurately identified employees who performed better than others. This practice improves employee motivation by a. increasing employee needs. b. reducing feelings of inequity. c. improving E-to-P expectancies. d. improving P-to-O expectancies. e. increasing outcome valence.

According to the authors of your text, organizational behavior knowledge: A. should never be used to influence the behavior of other people. B. should be used mostly by managers and senior executives. C. should never replace your commonsense knowledge about how organizations work. D. is relevant to everyone who works in organizations. E. both 'A' and 'B'.

According to the open systems perspective, effective organizations do all of the following except a. adapt to the environment. b. influence the environment. c. move to a more favorable environment. d. view subsystems as independent of each other. e. have efficient transformation processes.

According to the open systems view, departments, teams, and technological processes all represent a. external factors. b. stakeholders. c. output. d. subsystems. e. anchors.

All of the following are conceptual anchors in organizational behavior EXCEPT: A. Contingency anchor. B. Systematic research anchor. C. Multidisciplinary anchor. D. Societal level anchor. E. Multiple levels of analysis anchor.

Allison needs to know that according to the authors of the text, organizational behavior knowledge: A. should never be used to influence the behavior of other people. B. should be used mostly by managers and senior executives. C. should never replace your commonsense knowledge about how organizations work. D. is relevant to everyone who works in organizations. E. both 'A' and 'B'.

Allison thinks that organization is the same as an organism. However, in the field of organizational behavior, organizations are best described as: A. legal entities that must abide by government regulations and pay taxes. B. physical structures with observable capital equipment. C. social entities with a publicly stated set of formal goals. D. groups of people who work interdependently towards some purpose. E. any social entity with profit-centered motives and objectives.

As 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.If Bob wants to study deep-level diversity in his organization, he should a. review the demographic characteristics of his workforce. b. consider the likelihood of long-term employment with the organization for each of his employees. c. observe the differences in the people who represent his workforce. d. look at different attitudes and expectations of his employees. e. research the cultural and racial background of the workforce in the industry.

At Clickz, an American photography magazine firm, more than half of the senior management positions are held by women. African Americans represent 40 percent of the company's workforce. The description of Clickz's diversity refers to ________ diversity. a. deep-level b. psychological c. personality d. surface-level e. attitude

By creating a(n) ________, organizations value people of all diversities and allows them to be themselves. a. exclusive workplace b. global presence c. work-life balance d. inclusive workplace e. landscape

Companies 'manage' knowledge by: A. extracting information and ideas from the external environment and through experimentation. B. ensuring that knowledge is shared throughout the organization. C. ensuring that employees effectively use the knowledge available to them. D. all of the above. E. doing only 'B' and 'C'.

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.Assisting coworkers with their work problems, adjusting work schedules to accommodate coworkers, and showing genuine courtesy toward coworkers are some of the forms of a. role perception. b. counterproductive behavior c. task performance. d. organizational citizenship. e. job matching.

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.Presenteeism is exhibited in all the following ways except a. coming to work when ill. b. reporting to work even if injured. c. coming to work when the employee is preoccupied by personal problems. d. when an absence would immediately affect many people. e. coming to work when an employee faces dangerous conditions to get to work.

If Bob wants to consider deep-level diversity he would A. review the demographic characteristics of his workforce. B. consider the likelihood of long-term employment with the organization for each of his employees. C. observe the differences in the people who represent his workforce. D. look at different attitudes and expectations of his employees. E. both 'C' and 'D'.

In the field of organizational behavior, organizations are best described as: A. legal entities that must abide by government regulations and pay taxes. B. physical structures with observable capital equipment. C. social entities with a publicly stated set of formal goals. D. groups of people who work interdependently towards some purpose. E. any social entity with profit-centered motives and objectives.

Intellectual capital consists of: A. knowledge that employees possess and generate. B. the knowledge captured in an organization's systems and structures. C. the value that customers provide to the organization. D. all of the above. E. 'A' and 'B' only.

Organizational behavior knowledge a. originates mainly from models developed in chemistry and other natural sciences. b. accurately predicts how anyone will behave in any situation. c. is more appropriate for people who work in computer science than in marketing. d. helps us to understand, predict, and influence the behaviors of others in organizational settings. e. is important only for the managers of an organization.

Organizational behavior knowledge is for a. managers b. employees c. consumers d. everyone e. stakeholders

Organizational behavior knowledge: A. originates mainly from models developed in chemistry and other natural sciences. B. accurately predicts how anyone will behave in any situation. C. is more appropriate for people who work in computer science than in marketing. D. helps us to understand, predict, and influence the behaviors of others in organizational settings. E. does none of the above.

The contingency anchor of organizational behavior states that: A. we should have a second OB theory to explain the situation in case our first choice doesn't work. B. OB theories must view organizations as systems that need to adapt to their environments. C. there is usually one best way to resolve organizational problems. D. a particular action may have different consequences in different situations. E. all of the above.

To help Allison understand some preliminary information about OB, which of these statements about the field is FALSE? A. Organizational behavior scholars study individual, team and structural characteristics that influence behavior within organizations. B. The field of OB has adopted concepts and theories from other fields of inquiry. C. Organizational behavior emerged as a distinct field around the 1940s. D. Given the specific utility of the field, OB is useful for the managers in the organizations and not the employees. E. OB scholars study what people think, feel, and do in and around organizations.

Which of the following statements regarding "collective sense of purpose" is correct? a. An organization's collective sense of purpose is always written in its mission statement. b. An organization's collective sense of purpose is set by the Board of Directors. c. An organization's collective sense of purpose is not written as everyone in the organization knows and understands it. d. An organization's collective sense of purpose isn't always well defined or agreed on. e. An organization's collective sense of purpose is voted on by its shareholders.

Which of the following typically results in a loss of intellectual capital? A. The processes used to make a unique product are incorrectly documented. B. The company lays off nearly one-quarter of its workforce. C. The company sells one of its divisions and those employees now work for the other organization. D. All of the above. E. None of the above.

Which of these statements is consistent with the five anchors of organizational behavior? a. Organizational behavior theories must apply universally to every situation. b. Organizations are like machines that operate independently of their external environment. c. Each OB topic relates to only one level of analysis. d. The field of organizational behavior should rely on other disciplines for some of its theory development. e. Organizational behavioral decision making does not require evidence from research.

Which of these statements is consistent with the five anchors of organizational behavior? A. Organizational behavior theories must apply universally to every situation. B. Organizations are like machines that operate independently of their external environment. C. Each OB topic relates to only one level of analysis. D. The field of organizational behavior should rely on other disciplines for some of its theory development. E. None of these statements is consistent with the OB anchors.

Which of these statements is consistent with the four anchors of organizational behavior? A. Organizational behavior theories must apply universally to every situation. B. Organizations are like machines that operate independently of their external environment. C. Each OB topic relates to only one level of analysis. D. The field of organizational behavior should rely on other disciplines for some of its theory development E. None of these statements is consistent with the OB anchors.

Your roommate, Allison Albright, is a non-business major. When she discovered that you are taking a course in Organizational Behavior, she was thoroughly confused as to why one would need to study OB and what it entails. Based on what you have studied, answer the following questions to help Allison obtain knowledge of organizational behavior.Allison should understand that organizational behavior knowledge a. should never be used to influence the behavior of other people. b. should be used only by managers and senior executives. c. should never replace common-sense knowledge about how organizations work. d. is relevant to everyone who works in organizations. e. is an independent science that has evolved independently.

Your roommate, Allison Albright, is a non-business major. When she discovered that you are taking a course in Organizational Behavior, she was thoroughly confused as to why one would need to study OB and what it entails. Based on what you have studied, answer the following questions to help Allison obtain knowledge of organizational behavior.Allison thinks that organization is the same as an organism. However, in the field of organizational behavior, organizations are best described as a. legal entities that must abide by government regulations and pay taxes. b. physical structures with observable capital equipment. c. social entities with a publicly stated set of formal goals. d. groups of people who work interdependently towards some purpose. e. any social entity with profit-centered motives and objectives.

________ refers to an organization's moral obligation toward all of its stakeholders. a. Values b. Legal obligation c. Multicultural teams d. Corporate social responsibility e. Organizational behavior

Corporate social responsibility is most closely related to which of these organizational behavior trends? A. Workforce diversity B. Employment relationships C. Information technology D. Globalization E. Workplace values and ethics

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.Dave organizes a training program for his employees to teach them how to operate the machines used for working. Which of the following attributes will show a direct improvement because of this training? a. motivation b. role perception c. ethical sensitivity d. moral intensity e. ability

Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what he can do to improve the situation.Which profession is most likely to report to work when ill? a. lawyer b. teacher c. administrative assistant d. human resources director e. physician

Elvira is an engineer at an architectural firm. She is very proud of this fact and often defines herself in terms of her work to family and friends. She is very skilled at her job and confident in that fact, but often has trouble adapting to changing job duties and environmental conditions.Although Elvira occasionally has trouble adapting to new conditions and job tasks, she exhibits ________ by believing that she can do almost anything and always maintaining a "can do" attitude. a. self-concept b. self-esteem c. self-verification d. self-enhancement e. self-efficacy

Employee behaviors that extend beyond normal job duties: A. should be discouraged by organizational leaders. B. are usually performed by people with low conscientiousness. C. are the most important characteristics of people with an external locus of control. D. are common in small businesses but never occur in large firms. E. are called organizational citizenship behaviors.

From the open systems view of the organizations, which of these is NOT an input? A. Human resources B. Raw materials C. Equipment D. Information E. Profits

In the field of organizational behavior, organizations are described as a. entities, which are considered a legal grouping of people and systems. b. for profit businesses with more than 50 employees. c. social entities with a publicly stated set of formal goals. d. groups of people with independent, profit-centered motives and objectives. e. groups of people who work interdependently toward some purpose.

Stable, long-lasting beliefs about what is important in a variety of situations are a. intellectual capital. b. the foundations of the open systems anchor. c. the main reason why virtual teams fail d. rarely studied in the field of organizational behavior e. the values of the organization.

Stable, long-lasting beliefs about what is important in a variety of situations are: A. called intellectual capital. B. the foundations of the open systems anchor. C. the main reason why virtual teams fail. D. rarely studied in the field of organizational behavior. E. called values.

Stakeholders include: A. shareholders. B. employees. C. suppliers. D. governments. E. all of the above.

The triple bottom line philosophy says that: A. companies should pay three times as much attention to profits than to employee wellbeing. B. the main goal of all companies is to satisfy the needs of three groups: employees, shareholders, and suppliers. C. business success increases by having three times more contingent workers than permanent employees. D. companies should pay attention to local, national, and global customers. E. companies should try to support the economic, social, and environmental spheres of sustainability.

The triple-bottom-line philosophy says a. companies should pay three times as much attention to profits as they do to employee wellbeing. b. the main goal of all companies is to satisfy the needs of three groups: employees, shareholders, and suppliers. c. business success increases by having three times more contingent workers than permanent employees. d. companies should treat their local, national, and global customers fairly. e. companies should try to support the economic, social, and environmental spheres of sustainability.

To collect and analyze information systematically, organizational behavior researchers rely on: A. forming research questions, collecting data, and testing hypotheses. B. closed systems theory. C. systematic research. D. all of the above. E. both 'A' and 'C'.

To collect and analyze information systematically, organizational behavior researchers rely on: A. forming research questions, systematically collecting data, and testing hypotheses. B. closed systems theory. C. standards of systematic research. D. all of the above. E. both 'A' and 'C'.

Which of the following concepts are closely associated with corporate social responsibility? A. Knowledge management B. Triple bottom line C. Stakeholders D. All of the above E. Both 'B' and 'C'

Which of the following is true according to the systematic research anchor? a. OB topics typically relate to the individual, team, and organizational levels of analysis. b. OB should import knowledge from other disciplines, not just create its own knowledge. c. OB theory should recognize that the effects of actions often vary with the situation. d. A particular action may have different consequences in different situations. e. OB should study organizations by forming questions, collecting data, and testing hypotheses against those data.

Which of the following relates to the idea that organizations are open systems? A. The organization adjusts its services to satisfy changing consumer demand. B. The organization finds a substitute resource in anticipation of a future shortage of the resource previously used to manufacture the product. C. Production and sales employees coordinate their work activities to provide a more efficient work process. D. The organization changes its products to suit customer needs. E. All of the above.

Which of the following statements is true about organizational behavior? a. OB researchers systematically study various topics at a single level rather than at multiple levels. b. It studies a company's internal workings and is not concerned with the external environment c. It does not include the study of collective entities. d. It is less effective in studying people who interact in highly organized fashion. e. It includes team, individual, and organizational level analyses.

Which of the following statements is true about organizational behavior? a. OB researchers systematically study various topics at a single level rather than at multiple levels. b. It studies a company's internal workings and is not concerned with the external environment. c. It does not include the study of collective entities. d. It is less effective in studying people who interact in highly organized fashion. e. It includes team, individual, and organizational level analyses.

Which of the following views of organizational effectiveness recognizes that some outputs to the external environment are valuable, but others are undesirable by-products? a. stakeholder b. systematic research c. human capital d. multidisciplinary e. open systems

Which of these describes groups of people who work interdependently towards some purpose? A. OB B. Globalization C. Work/Life balance D. Knowledge management E. Organizations

Which of these refers to the perspective that companies take their sustenance from the environment and, in turn, affect that environment through their outputs? A. Contingency anchor B. Systematic research C. Closed system D. CSR E. Open system

Workforce diversity: A. includes the entry of younger people to the workforce. B. can potentially improve decision making and team performance in organizations. C. is increasing in the United States. D. includes the increasing proportion of Hispanics in the workforce. E. all of the above.

Your roommate, Allison Albright, is a non-business major. When she discovered that you are taking a course in Organizational Behavior, she was thoroughly confused as to why one would need to study OB and what it entails. Based on what you have studied, answer the following questions to help Allison obtain knowledge of organizational behavior.To help Allison understand some preliminary information about OB, which of these statements about the field is true? a. Organizational behavior scholars give more importance to individual characteristics than structural characteristics. b. The field of organizational behavior is independent of the concepts and theories from other fields of inquiry. c. Organizational behavior emerged as a distinct field late in the 1990s. d. Given the specific utility of the field, OB is useful for the managers in the organizations but not for the employees. e. Organizational behavior scholars study what people think, feel, and do in and around organizations.

Yuki, a manager, is very conventional, resistant to change, habitual, and does not accept new ideas very easily. This implies that Yuki has a. low neuroticism. b. low customary thinking. c. high extraversion. d. high agreeableness. e. low openness to experience.

According to the systems perspective, most organizations have one working part rather than many sub-components.

FALSE

Accounting, OB, and Marketing are three business fields that have a clearly-defined career path.

FALSE

An employee creates unnecessary conflicts with his coworkers at his workplace. This is an example of organizational citizenship behavior.

FALSE

An important principle in organizational behavior is that OB theories should never be used to predict or influence organizational events.

FALSE

Companies thrive when employees with talent and potential leave the company.

FALSE

Deep level diversity is the observable demographics such as age, gender and race.

FALSE

Deep-level diversity can be seen in an individual's beliefs, values, and attitudes.

FALSE

How clearly employees understand their job duties is a function of their abilities.

FALSE

In order for something to be called an organization it must have buildings and equipment.

FALSE

Intensity refers to the fact that motivation is goal-directed, not random.

FALSE

Marketing is one of the disciplines that have not made any contribution to organizational behavior knowledge.

FALSE

Most organizational behavior theories have been developed by OB scholars rather than from other disciplines.

FALSE

Open system organizations are unable to maintain a close alignment of the organization's systems with the external environment.

FALSE

Organizational efficiency is considered the ultimate dependent variable in the study of organizational behavior.

FALSE

People born between 1946 and 1964 are referred to as Generation X employees.

FALSE

Research indicates that Baby Boomers and Generation-X employees bring the same values and expectations to the workplace.

FALSE

Social entities are called organizations only when their members have complete agreement on the goals they want to achieve.

FALSE

The "triple bottom line" philosophy says that in addition to their own profitability, successful organizations focus on the financial performance of their suppliers and customers.

FALSE

The field of organizational behavior relies on qualitative rather than quantitative research to understand organizational phenomena.

FALSE

The knowledge, skills and abilities of employees is an example of structural capital.

FALSE

The systematic research anchor relies mainly on qualitative data and subjective procedures to test hypothesis.

FALSE

Values guide an individual but are not an important subject within an organization.

FALSE

Values represent an individual's short-term beliefs about what will happen in the future.

FALSE

Working on a self-directed team actually reduces employee motivation because employees feel they have no direction.

FALSE

Communications and information systems are two emerging fields from which organizational behavior is now acquiring knowledge.

TRUE

Employees who experience job dissatisfaction or work-related stress are more likely to be absent or late for work.

TRUE

The sales office of a large industrial products wholesale company has an increasing problem that salespeople are arriving late at the office each morning. Some sales reps go directly to visit clients rather than showing up at the office as required by company policy. Others arrive several minutes after their appointed start time. The vice president of sales does not want to introduce time clocks, but this may be necessary if the lateness problem is not corrected. Using the MARS model of individual behavior, diagnose the possible reasons why salespeople may be engaging in this "lateness" behavior.

The MARS model suggests that individual behavior and performance are a function of ability, motivation, role perceptions, and situational factors. With respect to lateness, all four of these factors may be relevant. Salespeople may be late for work because of incorrect role perceptions. Specifically, they might not know that they must show up at the office before visiting clients. Others may be late in the morning because they incorrectly believe they can do so after working late the previous day.Lateness may also occur because sales reps are not motivated to attend work. Perhaps there are stressful conditions at work or the jobs are not interesting to the people in those jobs. Similarly, there might be a "lateness culture" in which other employees support those who show up late. A third factor may be situational factors. In the short term, some employees might be late due to road construction, conflicts with family responsibilities, distance of the location, and so forth. This is usually a short-run explanation, however, because employees should be able to adjust their schedule in the longer term. Ability is the least likely explanation for lateness. It would occur if an employee lacked the capacity to show up for work on time.

An aircraft manufacturing company developed a computer simulation representing the very complex processes and subgroups that create an airplane. Teams of production employees would participate in a game where trainers gave them the challenge of reducing costs or minimizing space using the simulation. As the trainers predicted, the team's actions would almost always result in unexpected consequences. Explain how this simulation relates to the open systems perspective of organizational behavior.

The production simulation teaches teams that organizations are complex systems with many interdependent parts. As such, complex systems tend to produce unintended consequences when one part of the system is altered. The lesson here is to recognize the repercussions of subsystem actions on other parts of the organization.

The changing workforce is one of the emerging trends in organizational behavior. Describe how the workforce is changing and briefly identify two consequences of these changes for organizations.

There are numerous workforce changes that students might correctly identify. However, the textbook specifically refers to the following: (a) more ethnic diversity; (b) visible minorities represent a large percentage of the workforce and are entering occupations previously held mostly by men; and (c) younger people (Generation-X and Generation-Y) are bringing somewhat different values and needs to the workforce. There are several consequences of these workforce changes. Chapter 1 of the textbook briefly identifies the following: (a) potentially better decision making, (b) potentially better customer service; and (c) underrepresentation of women and ethnic minorities in senior positions (i.e. discrimination).

Marketing specialists at Sarasota Beer Co. developed a new advertising campaign for summer sales. The ads were particularly aimed at sports events where Sarasota Beer sold kegs of beer on tap. The marketing group worked for months with a top advertising firm on the campaign. Their effort was successful in terms of significantly higher demand for Sarasota Beer's keg beer at sports stadiums. However, the production department had not been notified of the marketing campaign and was not prepared for the increased demand. The company was forced to buy empty kegs at a premium price. It also had to brew some of the lower-priced keg beer in vats that would have been used for higher-priced specialty beer. The result was that Sarasota Beer sold more of the lower-priced keg beer and less of the higher-priced products that summer. Moreover, the company could not initially fill consumer demand for the keg beer, resulting in customer dissatisfaction. Use system theory to explain what has occurred at Sarasota Beer Co.

This incident mainly relates to the open systems idea that organizations consist of many interdependent parts. In larger organizations, subsystem interdependence is so complex that an event in one department may ripple through the organization and affect other subsystems. In this case, the marketing group's advertising campaign had unintended implications for the production group. Marketing's campaign increased demand for keg beer, which forced production to brew more of the lower-priced product rather than the higher-priced specialty beer. It was also necessary to keep up with demand by paying premium prices for empty kegs. Students may argue that marketing employees did not notify the production group about its plans. This may be a valid argument in this incident. However, we must keep in mind that employees engage in many activities that have repercussions for others that we would never expect. Moreover, it is possible that production employees could not predict all of the implications of marketing's campaign even if the production group was notified in advance.

This incident mainly relates to the open systems idea that organizations consist of many interdependent parts. In larger organizations, subsystem interdependence is so complex that an event in one department may ripple through the organization and affect other subsystems. In this case, the marketing group's advertising campaign had unintended implications for the production group. The marketing group's campaign increased demand for keg beer, which forced production to brew more of the lower-priced product rather than the higher-priced specialty beer. It was also necessary to keep up with demand by paying premium prices for empty kegs. The students could discuss the necessity of coordination and the effect of interdependence when discussing this scenario.

Comment on the accuracy of the following statement: An important objective in knowledge management is to ensure that intellectual capital is stored and preserved.

This statement is mostly, but not completely, TRUE: In support of this statement, students should indicate that an organization's knowledge — its intellectual capital — is the main source of competitive advantage for most companies. One part of this process is knowledge management (acquiring, sharing and using knowledge); the other is maintaining a company's stock of knowledge, that is, storing and preserving knowledge. For example, effective organizations ensure that knowledgeable employees do not leave. They also document knowledge for future use. Without storing and preserving knowledge organizations could not compete in the external environment. Students should also indicate the circumstances where this statement is FALSE. Specifically, students should state that successful companies also unlearn knowledge that is no longer useful or appropriate. In fact, organizational unlearning — expelling some intellectual capital — is necessary so that organizational change may occur more effectively. This means that companies should cast off the routines and patterns of behavior that are no longer appropriate.

Explain why you agree or disagree with the following statement: Hiring and keeping talented employees is the most important task for managers.

a) Task performance, organizational citizenship, and the lack of counterproductive work behaviors are obviously important, but if qualified people don't join and stay with the organization, none of these performance-related behaviors would occur. b) Attracting and retaining talented people are becoming particularly important as worries about skills shortages heat up. As skill shortages increase, attracting and retaining talent will logically become a critical factor in an organization's success. c) Much of an organization's intellectual capital is the knowledge employees carry around in their heads. Long-service staff members, in particular, have valuable information about work processes, corporate values, and customer needs. Very little of this is documented anywhere. Thus, knowledge management involves keeping valuable employees with the organization.

OB 6301 EXAM 1

Set pelajaran terkait

BIOl 2051 Chapter 1 Notes

Business Law Final - Ch 17

Español 1 - Situations - Preguntas Esenciales para la Clase

Chapter 4: The Structure of the Atom

Catcher in the Rye Test

Missed Questions #1

Anthropology Test 3

Saunders NCLEX-PN Ch. 7

Nursing 201 Week 3 questions

Physiology Test

Chapter 22 - Integumentary System

Density Plus Practice Problems!

Revenue Recognition

Scientific Thinking (Week 1)

Microeconomics Test 2

HDS 110 Final

BrainPOP Health & ESL - Body Systems

CH 11 HW#3

FINC 200 Exam 1

CLF - 02