Organizational Behavior
Final Test Solutions
Course Introduction
Organizational Behavior explores how individuals, groups, and structures influence behavior within organizations to improve effectiveness and productivity. The course examines foundational concepts such as motivation, leadership, team dynamics, organizational culture, communication, decision-making, and change management. Through case studies and real-life examples, students develop critical thinking skills to analyze workplace challenges and apply behavioral theories and practices to foster a positive and high-performing organizational environment.
Recommended Textbook
Strategic Staffing Global 3rd Edition by
Jean M. Phillips
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13 Chapters
650 Verified Questions
650 Flashcards
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Chapter 1: Strategic Staffing
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49 Verified Questions
49 Flashcards
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Sample Questions
Q1) When a firm determines that it will need to hire 50 customer service representatives within the next three months,it has engaged in ________.
A)attracting
B)placement
C)workforce planning
D)competency modeling
Answer: C
Q2) Which of the following is the first of the seven components of strategic staffing?
A)planning
B)selecting
C)workforce planning
D)retaining
Answer: C
Q3) Forecasting the skills an organization will need in the future is an example of employer branding.
A)True
B)False
Answer: False
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Chapter 2: Business and Staffing Strategies
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51 Flashcards
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Sample Questions
Q1) Organizations relying on excellent organization performance would have what type of talent philosophy?
A)viewing employees as assets
B)viewing employees as investors
C)keeping salaries as low as possible to control costs
D)hiring as many people as possible
Answer: C
Q2) A software company has a high turnover rate.What staffing strategy would be most appropriate?
A)hiring people with the potential to be promoted over a period of years
B)hiring people quickly even if their skills are not as high as required
C)slowing down the hiring process to try to find better recruits
D)filling vacancies quickly with people who are able to perform with minimal job training
Answer: D
Q3) An internal talent focus requires a firm to invest in employee training and development.
A)True
B)False
Answer: True
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Page 4
Chapter 3: The Legal Context
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Sample Questions
Q1) Diverse employees help organizations to succeed through global ideas,diverse customers,and better strategic decisions.
A)True
B)False
Answer: True
Q2) Department store BigTen refused to hire Max because of his religion.The store is in violation of ________.
A)the WARN Act
B)the USERRA of 1994
C)Title VII of the Civil Rights Act of 1964
D)the VEVRAA Act of 1974
Answer: C
Q3) Anyone who submits a resume or an employment application through a website is considered an applicant.
A)True
B)False
Answer: False
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) If the job of a loader exists to load packages on delivery trucks,the ability to safely lift and load packages onto a truck is a(n)________.
A)job description
B)desirable criteria
C)job grade
D)essential function
Q2) The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.
A)True
B)False
Q3) A job task is a(n)________.
A)observable unit of work with a beginning and an end
B)set of related tasks that are repeated on the job
C)set of KSAOs
D)employee characteristic related to job performance
Q4) Construct a scenario where a firm links core competencies,values,and experiences to job descriptions and staffing practices.
Q5) What is a job rewards analysis and how is it used in staffing?
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) Which of the following is a way in which many organizations try to reduce their need for skills that will be in short supply for a number of years?
A)exiting certain lines of business
B)redesigning jobs
C)focusing on other areas where there is adequate labor supply
D)focus on unskilled labor
Q2) Typically,when interest rates rise,
A)businesses are willing to borrow more money.
B)consumers are willing to borrow more.
C)businesses are less likely to expand.
D)businesses make bigger capital investments.
Q3) ________ is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply.
A)Trend analysis
B)Judgmental forecasting
C)ROI analysis
D)Transition analysis
Q4) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
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Chapter 6: Sourcing: Identifying Recruits
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Sample Questions
Q1) Retainer firms are ________.
A)firms that require a large group of new recruits within a short period of time
B)search firms who charge employers a fixed fee in advance of placement
C)sites that allow employers to post job vacancies
D)organizations that keep in-house sources
Q2) What is employee profiling? How can it be used to create a sourcing plan?
Q3) Which of the following refers to the training of employees to extend their capabilities and prepare them to assume other jobs and roles in the firm?
A)leadership development program
B)internal job posting
C)employee development
D)succession management
Q4) What is meant by employee profiling in sourcing?
Q5) A new college graduate looking for his or her first job is a(n)________.
A)active job seeker
B)passive job seeker
C)semi-passive job seeker
D)non-active job seeker
Q6) Explain the role of geographic targeting in the sourcing process.
Page 8
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Chapter 7: Recruiting
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Sample Questions
Q1) Compare and contrast self-selection,vaccination and commitment to choice as functions of realistic job previews.
Q2) Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet.When her friend Carrie hears about this,she stops shopping at that store.This is an example of ________.
A)incorrect signaling
B)cognitive dissonance
C)spillover effect
D)groupthink
Q3) Tracy has an interview with a disorganized,unprepared recruiter and concludes that the company does not have a very professional culture.This is an example of ________.
A)a realistic job preview
B)signaling
C)cognitive dissonance
D)a person specification
Q4) What are recruiter profiles and how are they used in staffing?
Q5) What is signaling and what role does it play during recruiting?
Q6) What is an organization's employer image and why is it relevant to staffing?
Page 9
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Chapter 8: Measurement
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Sample Questions
Q1) Which of the following is true about multiple regressions?
A)It allows the use of one predictor when predicting an outcome.
B)It works only on variables that are at the interval or ratio level.
C)The higher the correlation between variables the greater the regression.
D)Regression is done in the form of an equation.
Q2) What would the range of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?
A)3
B)4
C)5
D)6
Q3) When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.
A)has both practical and statistical significance
B)has statistical significance alone
C)is insignificant
D)has practical significance alone
Q4) What is the difference between predictive and criterion data and how is each used?
Q5) Describe how you would create and validate an assessment system.
Q6) What are norm- and criterion-referenced measures and when is each appropriate?
Page 10
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) Which of the following would reduce adverse impact?
A)Contract the definition of what constitutes a good job performance.
B)Use a single valid predictor instead of multiple predictors.
C)Use of cognitive tests instead of simulations.
D)Use assessment methods with less adverse impact early in the selection process.
Q2) The biggest legal problem with personality tests is based on ________.
A)administration issues
B)privacy issues
C)morality issues
D)diagnostic issues
Q3) The Uniform Guidelines on Employee Selection Procedures were created to ________.
A)validate employee selection methods
B)outline the enforcement of the Americans with Disabilities Act
C)assist organizations in complying with federal law prohibiting discrimination in hiring
D)assist organizations with fewer than 10 employees comply with Title VII
Q4) What are the different types of fit and when would each be most important to assess?
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Chapter 10: Assessing Internal Candidates
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Sample Questions
Q1) More and richer information is usually available about external rather than internal job candidates.
A)True
B)False
Q2) What is a multisource assessment system and what are the sources typically used? What are the strengths and limitations of each rating source?
Q3) When an employee quits because he/she is passed over for promotion,what has occurred?
A)a breach of employee ethics
B)a negative stakeholder reaction
C)succession management
D)external assessment
Q4) Peer ratings tend to do a poor job predicting promotion criteria.
A)True
B)False
Q5) A clinical assessment puts job candidates through a series of simulations and exercises that reflect the typical challenges of the job.
A)True
B)False
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) The best time to pursue workforce diversity is during ________.
A)candidate assessment
B)making a final choice
C)sourcing and recruiting
D)developing an Affirmative Action plan
Q2) Imagine you are the HR manager in a firm who is in the final step of recruiting for a high level post.The final job offer has been extended to the most desired candidate and you are awaiting a response.What would you do in this situation to ensure a good hire?
Q3) Backing out of an employment contract after the job offer is accepted is called
A)rejection
B)prima facie evidence
C)reneging
D)renegotiating
Q4) The bargained-for exchange between the contract parties is known as ________.
A)compensation
B)co-optation
C)confirmation
D)consideration
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Working from 6 a.m.to 2 p.m.is an example of ________.
A)job sharing
B)flextime
C)telecommuting
D)homesourcing
Q2) When a poor performer leaves,functional turnover has occurred.
A)True
B)False
Q3) Having terminated employees sign a severance agreement that includes a release stating that the departing employee gives up some or all rights to sue reduces the risk of future litigation.
A)True
B)False
Q4) Interacting with recruiters and future coworkers during the hiring process is the ________ phase of the socialization process.
A)anticipatory
B)encounter
C)settling in D)onboarding
Q5) How is orientation different from socialization?
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) In terms of evaluating staffing systems,lower applicant quality is a ________.
A)leading indicator
B)lagging indicator
C)staffing metric
D)staffing scorecard criterion
Q2) Key performance indicators are the outcomes against which the effectiveness of the staffing system is evaluated.
A)True
B)False
Q3) Which of the following is both a leading and a lagging indicator of staffing outcomes?
A)employee-organization fit
B)promotability of firm's new hires
C)high rate of turnover
D)number of applicants per position
Q4) What is the difference between direct and indirect staffing costs? Provide two examples of each.
Q5) What is staffing evaluation and why is it important?
Q6) Describe a balanced staffing scorecard and how it is used.
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