BUAD 309, Organizational Behavior MidTerm

An employee has high calculative commitment when he or she says:

"I hate this place but can't afford to quit"

Contingency Anchor:

-A particular action may have different consequences in different situations -Need to diagnose the situation and select the best strategy under those conditions

Organisational Learning Perspective:

-An organisation's capacity to acquire, share, use and store valuable knowledge -Provides a competitive advantage

Benefits of Diversity:

-Better knowledge -Improved decision making -Discovery of new opportunities -Increased financial returns, business performance and customer service

Systematic Research Anchor:

-Evidence-based management: decisions and actions based on research evidence rather than fads and untested models -Be skeptical of hype -Embrace collective expertise -Rely on large systematic investigations -Take neutral stance towards trends

Integrative Model of OB

-Individual inputs and processes influence individual outcomes of organisational effectiveness -Team processes and outcomes affect individual processes and outcomes -Macro-level influences: -organisational activities

Multiple Levels of Analysis Anchor:

-Individual, team, organisational level of analysis _OB topics usually relevant at all three levels of analysis

Challenges of Diversity:

-Manage challenges of diversity (e.g. teams, conflict) -Low effect on innovation -Delayed performance effectiveness -Communication problems -Group dynamics

Multidisciplinary Anchor:

-Many OB concepts adopted from other disciplines -OB develops its own theories, but draws from other fields

Challenges with Stakeholder Perspective:

-Stakeholders relations are dynamic -Stakeholders have conflicting interests -Firms have limited resources to satisfy all stakeholder needs

Organisational Effectiveness:

A broad concept represented by several perspectives, including the organization's fit with the external environment, its internal subsystem configuration for high-performance, its emphasis on organisational learning and its ability to satisfy the needs of key stakeholders

Intellectual Capital:

A company's stock of knowledge, including human capital, structural capital, and relationship capital

High-Performance Work Practices:

A perspective which holds that effective organisations incorporate several workplace practices that leverage the potential of human capital Ex: Emp. involvement, strengthen employee motivations, responsiveness, and commitment, job autonomy, competency development, reward performance and competencies -Need to bundle practices because they work best together

Organisational Learning:

A perspective which holds that organisational effectiveness depends on the organisation's capacity to acquire, share, use and store valuable knowledge

Open Systems Perspective:

A perspective which holds that organisations depend on the external environment for resources, affect that environment through their output, and consist of internal subsystems that transform inputs to outputs

People with a strong need for achievement wish to accomplish:

A. Challenging Goals B. Organisational Feedback C. Unambiguous Feedback D. All of the options listed here are correct

A Gainsharing Plan:

A. Encourages individuals to work independently rather than rely on team members B. Rewards employees for the status they have gained in the organisation C. All of the options listed here are correct D. None of the options listed here is correct

Workforce diversity:

A. Includes the entry of younger people into the workforce B. Can potentially improve decision making and team performance in organisations C. Includes the Increasing proportion of women in the workforce D. All of the options listed here are correct

Our likelihood of noticing a person or object depends on its:

A. Novelty B. Intensity C. Size D. All of the options listed here are correct

Motivation represents the forces within a person that affect his or her direction intensity and ______ of voluntary behaviour:

A. Persistence B. Efforts C. Goal Direction D. All of the options listed here are correct

Which of the following is a surface-level category of diversity?

A. Physical qualities B. Gender C. Ethnicity D. All of the options listed here are correct

Emotions have what effect on us?

A. They make us aware of events that possibly affect our important goals B. The put us into a state o readiness C. They provide a communication to ourselves about the presence of relevant events in the external environment D. All of the options listed here are correct

Job status-based rewards:

A. Try to ensure that employees believe their pay is equitable compared to other people in the organisation B. Motivate employees to compete for positions further up the organisation C. Tend to encourage bureaucratic hierarchy D. All of the options listed here are correct

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'

All of the above

Compared to people with low job satisfaction, employees with high job satisfaction usually have which of the following? a. Lower employee turnover. b. Better job performance. c. Lower absenteeism. d. All of the above. e. None of the above.

All of the above.

Which of the following would be considered employee involvement? a. A legally mandated union-management health and safety committee. b. A supervisor casually asking an employee whether the company should adopt a new type of work schedule. c. A computer program that allows employees to submit information and ideas. d. An arrangement whereby employees elect two colleagues to the company's Board of Directors. e. All of these statements are considered employee involvement.

All of these statements are considered employee involvement.

Which of these statements about psychological harassment is TRUE? a. Some European countries have passed laws against workplace bullying. b. Quebec government passed the first workplace anti-harassment legislation in North America. c. Organizations should have a grievance, mediation or other conflict resolution process for victims of harassment. d. All of these statements are correct. e. None of these statements is correct.

All of these statements are correct.

Ability includes which of these?

Aptitudes and learned skills

Extroversion characteristics people who are outgoing, talkative, sociable, and:

Assertive

Categorical thinking relies on a variety of:

Automatic perceptual grouping principles

Corporate Social Responsibility (CSR):

Benefit society and environment beyond the firm's immediate financial interest or legal obligations: Organisation's contract with society Triple Bottom Line: Economy, Society, Environment

Skill-based pay plans:

Can be expensive because they motivate employees to spend more time learning new jobs

___________ is a mostly non-conscious process of organising people and objects into preconceived groups stored in memory.

Categorical Thinking

__________ is a mostly unconscious process of organizing people and objects into preconceived groups stored in memory.

Categorical thinking

At what stage of the rational choice decision making model would we consider whether the decision is programmed or non-programmed?

Choosing the most appropriate decision style

Emotions and attitudes usually lead to behaviour, but the opposite sometimes occurs through the process of:

Cognitive Dissonance

Aptitudes and learned capabilities are closely related to:

Competencies

Which of the following is not a work-related behavior?

Competencies

Convergent thinking mainly improves what stage of the creative process?

Convergent thinking does not improve any part of the creative process.

Gainsharing plans tend to:

Create a reasonably strong effort-to-performance expectancy

Personalities, beliefs, values, and attitudes are:

Deep-level categories of workforce diversity

Which of the following statements is true?

Deep-level diversity is evident in a person's decisions, statements and actions

Deep-level Diversity:

Differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes

Motivation affects a person's _____ of voluntary behaviour

Direction, intensity, and persistence

Jane holds a well-paying job with good job security. She also gets along well with her colleagues, but has been frustrated in her attempts to receive more challenging assignments. Due to this frustration, Jane now spends more time enjoying social relations with colleagues. Which drive is she now focusing on?

Drive to Bond

______ and ______ are typically organizational-level rewards.

ESOPS, balanced scorecards

Globalisation:

Economic, social and cultural connectivity with people in other parts of the world

Which of the following statements is false?

Employment relationships are shifting towards the idea that companies must provide employees with a high degree of job security, possibly even a job for life

Which of the following is known to increase employee responsiveness to problems and opportunities as well as improve customer service?

Empowerment

The challenge facing organisational leaders is that most employees aren't very:

Engaged

Motivating employees is a constant challenge for employers because:

Engaging the workforce involves a range of strategies that take into account its diversity

Stakeholder Perspective:

Entities who affect of are affected by the firm's objectives and actions -Personalises the open systems perspective

Attitudes are judgments, whereas emotions are:

Experiences

Which of these popular sayings best reflects the primacy effect?

First impressions are lasting impressions.

Share option plans:

Give employees the right to purchase company shares at a future date at a predetermined price

Which of these contemporary organizational behavior practices was popularized by Fredrick Taylor in his work on scientific management?

Goal setting

In the field of organisational behaviour, organisations are best described as:

Groups of people who work interdependently towards some purpose

Organisations:

Groups of people who work interdependently towards some purpose -Collective entities acting in an organised way -Collective sense of purpose

Organisational behaviour knowledge:

Helps us to understand, predict and influence the behaviours of others in organisational settings

Stress is a physiological and psychological condition that prepares us to adapt to:

Hostile Environment Conditions

Emotions are experiences. They represent changes in our:

Human Behaviour

According to the authors of Organisational Behaviour, organisational behaviour knowledge:

Is relevant to everyone who works in organisations

Which of the following systematically evaluates the worth of each job within the organization?

Job Evaluation

Job evaluations are used in which type of rewarding system?

Job Status Rewards

One way to increase self-awareness is by applying:

Johari WIndow

Structural Capital:

Knowledge embedded in an organisation's systems and structures

Ability includes both natural aptitudes and:

Learned Capabilities

Which of the following identifies the four factors that directly influence individual behaviour and performance?

MARS model

Which of these motivation theories arranges employee needs in a hierarchy of importance?

McClelland's Learned Needs Theory

Which of the following employee motivation theories does NOT arrange needs in a hierarchy of importance?

McClelland's learned needs theory

What generally occurs during the 'storming' stage of team development?

Members try to assume specific responsibilities and influence the team's goals and means of goal attainment.

_____________ are often "golden handcuffs" that potentially increase continuance commitment.

Membership/seniority rewards

All of these factors directly influence an employee's voluntary behaviour and performance except:

Moral Intensity

Which of the following statements about Australia's population and workforce is false?

More than half of immigrants to Australia over the past decade were born in Europe

_______ represents the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.

Motivation

One feature of Maslow's needs hierarchy theory that continues to have support is that:

Motivation theories should consider need gratification, not just need deprivation

Perspectives of Organisational Effectiveness:

Need to consider all four perspectives when assessing an organisation's effectiveness: -Open Systems Perspective -Organizational Learning Perspective -High-performance work practices perspective -Stakeholder Perspective

Which of these theories states that we are motivated by several needs, but the strongest source is the lowest unsatisfied need?

Needs Hierarchy Theory

Which of these jobs would be most susceptible to job burnout?

Nurse

Self-awareness is the ability to perceive and understand the meaning of:

One's Own Emotions

OB views organisations as:

Open Systems

ACME Software Ltd 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?

Open systems anchor

Needs hierarchy theory fails to explain the dynamics of employee motivation mainly because:

People try to fulfill their physiological or existence needs before they fulfill their relatedness of belongingness needs?

Selective attention is influenced by our assumptions and:

Perceptions

Which of the following is an individual incentive?

Piece Rate

Feelings represent our:

Positive or negative evaluations

The main lesson to be learned from self-fulfilling prophecy literature is that leaders need to develop and maintain:

Positive yet realistic expectations towards all employees

Maslow's needs hierarchy explicitly names the following needs except:

Power

Which of the following is NOT usually identified as a category of emotions?

Recognition

__________ are long-term attachments that encompass a broad array of subjective mutual obligations.

Relational contracts

Motivation and ability are important influences on individual behaviour and performances, but employees also require accurate

Role Perceptions

__________ is the process of filtering information received by our senses.

Selective Attention

The four elements of the MARS model directly influencing behaviour and performance are: motivation, ability, role perceptions and:

Situational Factors

Organisational Efficiency:

The amount of outputs relative to inputs in the organisation's transformation process

Surface-level Diversity:

The observable demographic or physiological differences in people, such as their race, ethnicity, gender, age and physical disabilities

Which statement statement about the field of organisational behaviour is true?

The origins of some organisational behaviour concepts date back to Greek and Chinese philosophers

Selective attention and environmental stimuli are two components of:

The perceptual process

Evidence-based Management:

The practice of making decisions and taking actions based on research evidence

Human Capital:

The stock of knowledge, skills and abilities among employees that provide economic value to the organisation

Organisational Behaviour:

The study of what people think, feel and do in and around organisations

Relationship Capital:

The value derived from an organisation's relationships with customers, suppliers and others

The problem with membership and seniority-based rewards is that:

They do not directly motivate job performance

In four-drive theory, the drive ________ is most closely associated with social identity theory.

To Bond

The more serious form of stereotype bias is:

Unintentional Discimination

Values, Ethics, and CSR:

Values: Relatively stable, evaluative beliefs, guide preferences for outcomes or courses of action in various situations Ethics: Moral principles and values, determine whether actions are right or wrong and outcomes are good or bad -Represent fundamental values

Which of the following statements about emotions is false?

We continuously experience an emotion for days or weeks at a time

Which of the following is an example of selective attention?

You assume that an employee is lazy because she works in a department with lazy people

Karoshi is:

a form of job burnout.

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'.

all of the above.

Values have become more important in organizational behavior because of: a. increased globalization. b. increased pressure on organizations to engage in ethical practices. c. direct supervision is expensive and incompatible to today's workforce. d. all of the above. e. none of the above.

all of the above.

Resilience has been studied from which of these perspectives?

as a personality characteristic, a set of competencies and behaviors, AND as an inner force.

If supervisors are able to observe only a small portion of an employee's behavior and performance, then they should:

consider using 360-degree feedback for that employee.

According to equity theory, feelings of inequity can be reduced by all of the following EXCEPT:

disassociating inputs from outcomes

The ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others is called:

emotional intelligence.

Employability refers to an emerging employment relationship in which:

employees must continuously learn skills that will keep them employed.

Teams work better when the organizational structure:

encourages interaction with team members rather than through supervisors

People with high stress, perceptions of organizational injustice, and act politically are more likely to:

engage in counterproductive work behaviors.

Inputs, outcomes, and comparison other are elements of:

equity theory.

Globalization occurs when an organization:

extends its activities to other parts of the world.

Positive organizational behavior states that:

focusing on the positive rather than negative aspects of life will improve organizational success and individual wellbeing.

People have a psychological contract when they: a. hold a permanent job b. work on contract with a company for a fixed time c. hold a part-time job d. have any of the above e. have only 'A' and 'C'

have any of the above

One ongoing dispute among psychologists is whether personality:

is formed completely from genetic code or partly influenced by socialization and environmental conditions.

In the creative process, insight:

is none of these statements

Knowledge of results originates primarily from:

job feedback

Needs hierarchy theory and ERG theory fail to explain the dynamics of employee motivation mainly because:

people do not try to fulfill their physiological or existence needs until after (not before) they have fulfilled their relatedness or belongingness needs.

Need for achievement, the ability to synthesize ideas, and risk-taking are characteristics of:

people who tend to be more creative

The relatively stable pattern of behaviors and consistent internal states that explain a person's behavioral tendencies refers to

personality

The two types of need for power in learned needs theory are:

personalized and socialized.

Brook's Law says that adding more people to a late software project only makes it later. This law is mainly referring to:

process losses.

Employees from cultures with a high power distance are more likely to:

readily accept the high status of other people in the organization.

In team dynamics, process losses are best described as:

resources expended towards team development and maintenance.

Effective performance-based rewards should:

reward behaviors and outcomes that are under the employee's control.

After discovering the cause of a computer network problem, Jessie rewards herself by taking a coffee break. Jessie's action of taking a break is an example of:

self-reinforcement

The process of assigning traits to people based on their membership in a social category refers to

stereotyping

Eustress refers to:

the healthy, positive, constructive outcome of stressful events and the stress response.

Intellectual capital refers to:

the stock of knowledge that resides in an organization.

Organizational behavior experts have concluded that:

there is a moderate statistical relationship between job performance and job satisfaction.

In U.S. firms, team members tend to work together more effectively when:

they are rewarded for both individual and team performance

Social learning theory states that: a. we learn the consequences of behavior by observing the experiences of other people. b. we learn through self-reinforcement. c. we learn by modelling the behavior of other people. d. we learn through all of the above ways. e. employees cannot learn in social settings.

we learn through all of the above ways.