OB Final

Which of the following are the observable indicators of organizational culture?

artifacts

________ is knowing yourself and being yourself.

authenticity

Nadia has a relationship conflict with her colleague at the workplace. She tries to evade the conflict by having minimal communication with her colleague so as to reduce any chances of confrontation. What conflicting style has Nadia adopted in this case?

avoiding

Jackie is the CEO of a struggling company. She has listened to her employees' concerns about where the corporation is going and has developed a new vision that she feels will help foster a common bond throughout the organization. Jackie then hosted a company-wide picnic where she delivered an inspiring speech about the new plans for the business, including her plans for more open communication between management and employees. After her speech, management and employees all participated in trust-building exercises, and then each employee had a one-on-one conversation with Jackie. Which perspective of leadership most closely resembles Jackie's actions?

transformational

By avoiding written documentation of how to operate equipment or serve customers, employees are maximizing their expert power through nonsubstitutability.

true

Division of labor leads to increased job specialization.

true

Effective leaders are good at expressing emotions as well as regulating emotions in themselves and others.

true

Information systems and reward systems can both help to refreeze the desired conditions in organizational change.

true

Job descriptions help improve quality and consistency of a product or service by standardizing work activities.

true

Managerial leadership entails attending to the daily activities that support and guide the performance and well-being of individual employees and the work unit to support current objectives and practices.

true

Most organizations begin with centralized structures and become more decentralized as they grow larger and divide work into more specialized functions.

true

Stories have the greatest effect on communicating corporate culture when they describe real people, are assumed to be true, and are known by employees throughout the organization.

true

________ follows the "Four-D" process.

appreciative inquiry

Which of the following is a criticism of conflict?

It is often stressful, which consumes personal energy and distract employees.

Which of the following is the most accurate definition of leadership?

Leadership is influencing, motivating, and enabling others to contribute toward the effectiveness and success of the organization.

What is the relationship between emotional intelligence and relationship conflicts?

Relationship conflict is less likely to occur if emotional intelligence is high.

Which of the following is a feature of relationship conflict?

The conflict episodes are viewed as personal attacks rather than attempts to resolve the problem.

Which organizational change approach is best known for applying the philosophy of positive organizational behavior rather than a problem-solving approach to change?

appreciative inquiry

Which of the following fundamental requirements do all organizational structures usually have?

division of labor and its coordination

Which model of organizational change explicitly refers to unfreezing the current situation and refreezing the desired state?

force field analysis

Most employees at Quokka Systems are organized into project teams. Employees report to the project leader, but they also report to a leader responsible for their functional specialization (such as engineering or marketing). Quokka Systems has a

matrix structure

________ leadership includes behaviors such as listening to employees for their opinions and ideas, and showing consideration of employee needs.

people-oriented

Power is the ________ to change someone's behavior.

potential

A best alternative to a negotiated agreement (BATNA)

represents the estimated cost of walking away from the relationship.

________ refers to the number of people directly reporting to the next level in the hierarchy.

span of control