Organizational Behavior
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Course Introduction
Organizational Behavior explores the study of how individuals, groups, and structures affect and are influenced by behavior within organizations. The course examines key topics such as motivation, leadership, team dynamics, communication, organizational culture, decision-making, and change management. Through theoretical foundations and real-world case studies, students will develop an understanding of how to analyze and improve workplace environments, enhance employee performance, and effectively manage diverse teams. The course prepares students to become effective leaders and collaborators by applying behavioral science concepts to solve organizational challenges.
Recommended Textbook
Employee Training and Development 7th Edition by Raymond Noe
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568 Verified Questions
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Page 2
Chapter 1: Introduction to Employee Training and Development
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Sample Questions
Q1) Which of the following statements is true of human capital?
A) Human capital is an organization's tangible asset.
B) Motivation to deliver high-quality products and services is a part of human capital.
C) It is easy to imitate or purchase an organization's human capital.
D) Human capital is standardized in companies.
Answer: B
Q2) _____ is an example of tacit knowledge.
A) Personal knowledge based on experience
B) Knowledge of formal processes
C) Knowledge of definitions
D) Knowledge of formulas
Answer: A
Q3) Quality circles refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects.
A)True
B)False
Answer: False
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Chapter 2: Strategic Training
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Sample Questions
Q1) Which of the following is not one of the major "change-related" problems that need to be addressed before the implementation of new training practices?
A) Resistance to change
B) Loss of control
C) Power imbalance
D) Training-business strategy incongruence
Answer: D
Q2) Explain the business-embedded learning function.
Answer: The BE learning function is characterized by five competencies: strategic direction, product design, structural versatility, product delivery, and accountability for results. It views trainees, managers, and senior-level decision makers as customers of training.
The most noticeable feature of a BE learning function is its structure. In BE learning functions all persons who are involved in the training process communicate and share resources. Trainers-who are responsible for developing training materials, delivering instruction, and supporting trainees-work together to ensure that learning occurs. Trainers not only have specialized competencies, but also can serve as internal consultants by providing a range of services, such as needs assessment, content improvement, and the like.
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Page 4
Chapter 3: Needs Assessment
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Sample Questions
Q1) The first step in task analysis is to _____.
A) develop a preliminary list of tasks performed on the job
B) select the job or jobs to be analyzed
C) identify the KSAOs important for successful task performance
D) identify important and frequently performed tasks for which training is required
Answer: B
Q2) Job incumbents should be included as SMEs because they tend to be the most knowledgeable about the job.
A)True
B)False
Answer: True
Q3) A primary disadvantage of using ____ in the needs assessment process is that the data obtained may lack detail.
A) Crowdsourcing
B) Interviewing
C) Survey
D) Observation
Answer: C
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Chapter 4: Learning and Transfer of Training
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Sample Questions
Q1) Providing self-management training is an example of an internal learning condition.
A)True
B)False
Q2) Which of the following examples best reflects an attitude as a learning outcome?
A) State three reasons for following company safety procedures.
B) Design and code a computer program that meets customer requirements.
C) Gain a greater appreciation for work-life balance.
D) Shoot a gun and consistently hit a small moving target.
Q3) Adult learning theory assumes that adults enter a learning experience with a subject-centered approach to learning.
A)True
B)False
Q4) Automatization of tasks increases memory demands.
A)True
B)False
Q5) Open skills are those that are to be identically produced by the trainee on the job.
A)True
B)False
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Chapter 5: Program Design
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Sample Questions
Q1) A(n) _____ gets learners into the appropriate mental state for learning and allows them to understand the personal and work-related meaningfulness of course content.
A) concept map
B) request for proposal
C) ice breaker
D) application assignment
Q2) Regarding opportunity to perform, breadth refers to the number of times or the frequency with which trained tasks are performed on the job.
A)True
B)False
Q3) In training, the greatest level of support that a manager can provide is to _____.
A) participate in training as an instructor
B) allow trainees to attend training
C) provide trainees opportunity to practice what they have learned
D) discuss progress of the training sessions with trainees
Q4) Name the four different types of seating arrangements discussed in the text and indicate when each is most appropriate.
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Chapter 6: Training Evaluation
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Sample Questions
Q1) Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.
A)True
B)False
Q2) Which of the following statements is most true of comparison groups?
A) The use of a comparison group poses a threat to internal validity.
B) Comparison group consists of a group of employees who do not attend the training program.
C) Employees in a comparison group have personal characteristics that are different from other trainees.
D) Use of a comparison group in training evaluation increases the possibility that changes found in the outcome measures are due to factors other than training.
Q3) A reliable test includes items for which the meaning or interpretation does not change over time.
A)True
B)False
Q4) What are the characteristics of big data? Explain how big data could be used to show that learning influences business outcomes.
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Chapter 7: Traditional Training Methods
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Sample Questions
Q1) Behavior modeling is more appropriate for teaching factual information than interpersonal skills.
A)True
B)False
Q2) Elaborate on the process used for developing cases.
Q3) Context-based learning is unique to an employee's needs.
A)True
B)False
Q4) In behavior modeling, key behaviors are typically performed in a specific order for a task to be completed.
A)True
B)False
Q5) _____ learning focuses on well-defined competencies typically trained via lecture and online methods.
A) Guided competency
B) Social competency learning
C) Guided contextual learning
D) Social contextual learning
Q6) Describe the 70-20-10 model and its implications for training.
Q7) Identify strategies to enhance role plays.
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Chapter 8: Technology-Based Training Methods
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Sample Questions
Q1) In distance learning, trainees do not have control over the content and speed of learning.
A)True
B)False
Q2) Which of the following is an advantage of simulations?
A) Simulations provide learning situations with a high degree of human contact.
B) Trainees do not have to acquire any prior knowledge while playing a game.
C) Simulations can safely put employees in situations that would be dangerous in the real world.
D) Compared to most other training methods, development costs are lower.
Q3) Online learning courses should be designed for the available bandwidth on the company's system.
A)True
B)False
Q4) Teleconferencing refers to asynchronous exchange of audio and video between two or more individuals.
A)True
B)False
Q5) Under what conditions should managers and trainers consider using new technology training methods?
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Chapter 9: Employee Development and Career Management
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Sample Questions
Q1) Which of the following is not measured by the Myers-Briggs Type Inventory (MBTI)?
A) Extraversion v. introversion
B) Emotional stability v. neuroticism
C) Thinking v. feeling
D) Sensing v. intuition
Q2) Which of the following is a limitation of 360-degree feedback?
A) Managers' behaviors are evaluated only by subordinates.
B) Employees cannot compare their own personal evaluations with the views of others.
C) A facilitator may be needed to help interpret the results.
D) The feedback is difficult to link to development plans.
Q3) _____ refers to the use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies.
A) Reality check
B) Goal setting
C) Self-assessment
D) Action planning
Q4) Discuss the advantages and disadvantages of making the results of succession planning public
11
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Chapter 10: Social Responsibility: Legal Issues, Managing
Diversity, and Career
Challenges
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Q1) Job hopping is prevalent in high-technology industries.
A)True
B)False
Q2) Which of the following is a disadvantage of job hopping?
A) Job hopping makes it difficult for a company to downsize if necessary.
B) Job hopping makes it difficult to sustain continuity in employee-customer relationships.
C) Job hopping reduces a company's opportunity to hire employees with a variety of experiences.
D) Hiring employees who job hop decreases the company's flexibility and adaptability.
Q3) Describe what companies can do to prepare employees for layoffs and to reduce their potential negative effects?
Q4) The _____ Act makes it easier for veterans to find employment when they return from service.
A) Workforce Investment
B) Age Discrimination in Employment
C) Equal Employment Opportunity
D) Uniformed Services Employment and Reemployment
Q5) List six training-related situations that may result in legal action.
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Chapter 11: The Future of Traini
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Sample Questions
Q1) Cloud computing permits employees to access formal training programs only from a specific educational institution.
A)True
B)False
Q2) Which of the following statements about embedded learning is true?
A) It excludes social learning.
B) It includes real-time content and simulations that are accessible during work and real-time collaboration in virtual workspaces.
C) It is independent of knowledge management.
D) It focuses heavily on employee development.
Q3) 11 Which of the following statements is true about demands of managers?
A) Managers are demanding that training departments increase the number of courses offered without directly addressing a business issue
B) Managers are demanding shorter courses
C) Managers are demanding more detailed curricula
D) Managers are demanding greater competition among trainees
Q4) Discuss how training program design is being influenced by neuroscience research.
Q5) What are wearables? Discuss how they might be useful for training and learning.
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