Organizational Behavior
Final Exam Questions
Course Introduction
Organizational Behavior explores the dynamics of how individuals and groups interact within an organization, examining factors that influence workplace attitudes, behaviors, and performance. Topics include motivation, communication, leadership, team dynamics, organizational culture, power and politics, and decision-making processes. The course combines theoretical frameworks with practical applications, equipping students to understand and manage human behavior in professional settings, foster effective collaboration, and contribute to a positive organizational environment.
Recommended Textbook
Human Resource Management 13th Edition by Gary Dessler
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Chapter 1: Introduction to Human Resource Management
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Q1) Strategic human resource management refers to performing transactional duties that satisfy the needs and demands of both the employees and the employer.
A)True
B)False
Answer: False
Q2) According to employer surveys,one of the primary challenges of Generation Y employees is their ________.
A)inability to use information technology
B)inadequate multi-tasking skills
C)inability to balance work and family
D)need for constant praise and recognition
Answer: D
Q3) ________ is the right to make decisions,to direct the work of others,and to give orders.
A)Leadership
B)Authority
C)Management
D)Responsibility
Answer: B
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Page 3
Chapter 2: Equal Opportunity and the Law
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Q1) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?
A)Brown v. Board of Education
B)Griggs v. Duke Power Company
C)West Coast Hotel Co. v. Parrish
D)Abington School District v. Schempp
Answer: B
Q2) Which of the following refers to highly recommended procedures issued by federal agencies regarding employee selection,record keeping,and preemployment inquiries?
A)job specifications
B)employment metrics
C)process charts
D)uniform guidelines
Answer: D
Q3) The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Questions
Q1) Since most well-run firms utilize a hierarchy of goals to guide major decisions,________ is especially important to managers at every level to prevent departments from working at cross-purposes.
A)strategic planning
B)financial auditing
C)employee testing
D)employee benchmarking
Answer: A
Q2) Which of the following is used to manage employee performance and to align all employees with the key objectives a firm needs to achieve its strategic goals?
A)functional planning system
B)HR Scorecard
C)annual HR benchmarks
D)high performance work system
Answer: B
Q3) A vision statement is broader and more future-oriented than a mission statement.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Job Analysis and the Talent Management Process
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Q1) How has modern technology,such as the Internet,changed job analysis methods? How has the Internet improved the ability of managers to write job descriptions?
Q2) In order for Hollis Construction to be in full compliance with the Americans with Disabilities Act,the manager needs a ________ for each position to validate all human resource activities.
A)performance appraisal
B)compensation schedule
C)workflow system
D)job analysis
Q3) Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?
A)Adam Smith
B)Frederick Taylor
C)Frederick Herzberg
D)Abraham Maslow
Q4) What are the steps involved in the job analysis process? Briefly discuss the methods available for collecting job analysis information.
Q5) In a brief essay,compare and contrast job descriptions and job specifications.
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Chapter 5: Personnel Planning and Recruiting
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Q1) Older workers usually have higher absenteeism rates compared to younger workers due to illness.
A)True
B)False
Q2) ________ is the process of deciding what positions the firm will have to fill and how to fill them.
A)Recruitment
B)Selection
C)Job analysis
D)Personnel planning
Q3) What is the first step in succession planning?
A)creating an applicant pool
B)identifying and analyzing key needs
C)selecting who will fill key positions
D)developing the strengths of current employees
Q4) In a brief essay,discuss how an HR manager should use the guide AIDA to write a help wanted advertisement.
Q5) Why do employers turn to private employment agencies for assistance in recruiting? Provide at least four reasons for the use of such employment agencies.
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Chapter 6: Employee Testing and Selection
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Q1) The process of cross-validating a test involves all of the following EXCEPT
A)using a new sample of employees
B)administering additional tests
C)evaluating the relationship between scores and performance
D)developing and analyzing a scatter plot of scores versus performance
Q2) Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?
A)performance standard
B)digital dashboard
C)competency model
D)expectancy chart
Q3) Most small businesses find it cost-effective to conduct validity studies of the selection tools they use.
A)True
B)False
Q4) Industrial psychologists often emphasize the "big five" personality dimensions in personnel testing.List and explain the meaning of the big five dimensions.How do personality traits correlate with job performance?
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Chapter 7: Interviewing Candidates
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Q1) When rejecting a job candidate,it is best to refrain from providing an explanation detailing the reason for the rejection because most candidates view an employer more positively when they don't know the reason for the rejection.
A)True
B)False
Q2) What is the second step in the procedure for developing a guide for a structured situational interview?
A)rate the job's main duties
B)create interview questions
C)create benchmark answers
D)appoint the interview panel
Q3) Consider the question: "What factors should be considered when developing a customer database?" What type of question is this?
A)background question
B)past behavior question
C)situational question
D)job knowledge question
Q4) How do nonverbal behaviors and impression management affect an interview?
Q5) What are profiles? What role do profiles play in the employee selection process?
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Chapter 8: Training and Developing Employees
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Q1) A time series design is a training program evaluation tool that measures the outcomes of a group that receives training with the outcomes of a group that receives no training.
A)True
B)False
Q2) In a brief essay,discuss how mobile devices,such as iPhones,are used by firms to facilitate both employee orientation and employee training.
Q3) Which process involves assessing the company's strategic needs,appraising the current performance of managers,and developing the managers?
A)management development
B)performance management
C)strategic management
D)management by objectives
Q4) During the unfreezing stage of organizational change,managers need to establish a sense of urgency,which may be accomplished by providing employees with reports indicating that the firm faces significant problems.
A)True
B)False
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Chapter 9: Performance Management and Appraisal
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Q1) Performance appraisals are a link between corporate strategy,departmental goals,employee goals and employee performance in the overall performance management process.
A)True
B)False
Q2) What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?
Q3) In most organizations,who is primarily responsible for appraising an employee's performance?
A)employee's direct supervisor
B)company appraiser
C)human resources manager
D)employee's subordinates
Q4) SMART goals are best described as ________.
A)specific, measurable, attainable, relevant, and timely
B)straightforward, meaningful, accessible, real, and tested
C)strategic, moderate, achievable, relevant, and timely
D)supportive, meaningful, attainable, real, and timely
Q5) As a manager,how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.
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Chapter 10: Employee Retention, Engagement, and Careers
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Q1) What methods are available to firms that want to foster employee enagement and also support employees' career development needs?
Q2) Poor attendance and voluntary turnover are most likely characteristics of
A)decreasing employee engagement
B)minimal job expectations
C)shrinking labor markets
D)poor supervision
Q3) Many U.S.firms are concerned about labor shortages because of the rapidly rising number of 25-44 year olds in the workforce and the small number of workers near retirement age.
A)True
B)False
Q4) How are firms using technology for career development programs?
A)using online testing systems to screen applicants
B)providing mentors and coaches with online training systems
C)monitoring employees' performance with electronic performance support systems
D)using talent management systems to integrate employees' appraisal and training information
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Chapter 11: Establishing Strategic Pay Plans
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Q1) What are the primary factors involved in determining compensation for a firm's CEO? What reasons best explain compensation reductions for top executives in recent years?
Q2) The purpose of the wage curve is to ________.
A)show the relationship between the value of the job and the current average pay rates
B)equate jobs of similar difficulty or importance as established by job evaluation
C)choose benchmark jobs within each pay grade
D)cluster jobs into logical groupings
Q3) Audrey is a lawyer in a mid-size firm in Chicago.She recently learned that another lawyer who joined the firm at the same time earns a lower salary than she does.Which form of equity is most relevant to Audrey's situation?
A)internal
B)distributive
C)individual
D)procedural
Q4) Explain the equity theory of motivation.What are the four forms of equity?
Q5) What are the five main elements of a competency-based pay plan?
Q6) In a brief essay,compare and contrast the use of pay ranges with broadbanding.
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Page 13
Chapter 12: Pay for Performance and Financial Incentives
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Q1) A straight salary is most appropriate when a salesperson's primary duties involve
A)finding new clients
B)meeting sales quotas
C)pushing hard-to-sell items
D)fostering relationships with customers
Q2) The employees at DataMax participate in a profit-sharing plan.DataMax distributes 15% of its profits as profit shares to employees at regular intervals.Which of the following is most likely used at DataMax?
A)current profit-sharing
B)Lincoln incentive system
C)deferred profit-sharing plan
D)employee stock ownership plan
Q3) Studies suggest that team incentive plans enhance productivity because the work load is equally distributed among team members,which fosters cooperation.
A)True
B)False
Q4) Explain the advantages and disadvantages of using piecework as a pay plan?
Q5) Explain the advantages of employee stock ownership plans.
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Chapter 13: Benefits and Services
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Q1) Pooled paid leave plans combine sick leave,vacation,and personal days into a single leave pool and have been blamed for increasing employee absenteeism.
A)True
B)False
Q2) Which of the following represents the largest proportion of all reported disabilities?
A)respiratory diseases
B)cardiovascular diseases
C)mental illness
D)cancer
Q3) Disability insurance provides income protection for salary loss due to illness or accident.
A)True
B)False
Q4) Providing employees with iPhones,laptops,or other tools they need to get their jobs done in any location is known as workplace flexibility.
A)True
B)False
Q5) What are the three types of benefits provided by Social Security?
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Chapter 14: Ethics and Employee Rights and Discipline
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Q1) Two components of organizational justice are distributive justice and procedural justice.
A)True
B)False
Q2) The four main types of privacy upheld by courts are intrusion,publication of private matters,disclosure of medical records,and appropriation of an employee's name or likeness for commercial purposes.
A)True
B)False
Q3) Which of the following is the primary element of properly developed disciplinary procedures?
A)electronic employee monitoring
B)clearly established rules
C)legal representation
D)severe penalties
Q4) All of the following are examples of insubordination EXCEPT ________.
A)publicly criticizing a supervisor
B)disregarding the chain of command
C)repeatedly failing to perform tasks
D)deliberately defying company rules
Page 16
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Which of the following guaranteed each employee the right to bargain collectively without interference,restraint,or coercion?
A)National Labor Relations Act
B)Norris-LaGuardia Act
C)Davis-Bacon Act
D)Taft-Hartley Act
Q2) Which of the following is a union organizing tactic by which union members are placed on nonunion job sites?
A)featherbedding
B)union salting
C)logrolling
D)picketing
Q3) Which of the following terms refers to a strike that takes place when one union strikes in support of another union?
A)wildcat strike
B)economic strike
C)bargaining strike
D)sympathy strike
Q4) What is union security? Explain the five types of union security.
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Chapter 16: Employee Safety and Health
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Q1) What types of unsafe conditions are the primary focus of OSHA standards? How does OSHA enforce its standards?
Q2) Research estimates that health care costs are almost ________ higher for highly stressed workers than for workers who experience low amounts of stress.
A)10%
B)25%
C)50%
D)75%
Q3) One of the primary duties of a supervisor in regards to workplace safety is to conduct a daily walk-through of a work site.
A)True
B)False
Q4) According to research,which of the following is an increasing cause of motor vehicle crashes?
A)alcohol abuse
B)hazardous roads
C)cell phone usage
D)improper driver training
Q5) What steps are involved in a basic industrial hygiene program?
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Chapter 17: Managing Global Human Resources
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Q1) A formal repatriation program should do all of the following EXCEPT ________.
A)assist employees with relocation logistics
B)seek compensation and benefits on behalf of employees
C)help employees update their resumes and make career plans
D)reassure employees of the company's concern for their welfare
Q2) Effective off shoring depends heavily on HR managers to identify high-quality,low-cost talent overseas and to assess a country's literacy rates and working conditions.
A)True
B)False
Q3) Over the last decade,the majority of U.S.firms have been steadily increasing the size of their expatriate workforces because of the economic recession in America.
A)True
B)False
Q4) How can employers improve the chances of success for an expatriate? What are the benefits of providing training and development opportunities to expatriates during overseas assignments?
Q5) What type of special training is recommended for employees as they prepare for international assignments?
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Which of the following terms refers to interrelated components working together to collect,process,store,and disseminate information to support a firm's human resource management activities?
A)transaction-processing system
B)high-performance work system
C)human resource information system
D)electronic performance support system
Q2) Which of the following risks commonly associated with small businesses can most likely be minimized by an HR information systems?
A)data entry errors
B)personality testing
C)college recruiting
D)discrimination lawsuits
Q3) Which of the following is a characteristic of a PEO?
A)PEOs become co-employers of record for the firm's employees.
B)PEOs usually work for firms with at least 100 employees.
C)Most PEOs charge 8% to 10% of a firm's total payroll.
D)PEOs are legally limited to payroll tasks.
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