Organizational Behavior
Textbook Exam Questions
Course Introduction
Organizational Behavior explores the dynamics of individual and group actions within an organizational setting. The course delves into core theories and concepts such as motivation, leadership, team dynamics, communication, organizational structure, culture, and change management. Students will examine how behavioral factors impact organizational effectiveness and learn to apply practical strategies to address real-world workplace challenges. Through case studies, experiential activities, and critical analysis, the course aims to develop a deeper understanding of the behavior of people at work and to foster skills essential for effective management and leadership.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
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Page 2
Chapter 1: Strategic Management
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Sample Questions
Q1) Examples of corporate strategy include decisions to compete internationally or to merge with other companies.
A)True
B)False
Answer: True
Q2) What type of competency is represented by resources and capabilities that serve as a firm's competitive advantage?
A) core
B) central
C) cultural
D) collective
Answer: A
Q3) In order to achieve success implementing change,what two concepts do HR managers need to match together?
A) motivation and hiring practices
B) position modules and salary theories
C) principles and salary theories
D) HRM practices and organizational goals
Answer: D
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Page 3
Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) What is the primary reason that strategic HRM aligns HR policies,practices,and philosophies with organizational strategy?
A) to develop new methods to deliver training and orientation
B) to constrain undesirable behaviours within an organization
C) to ensure that the institutional memory remains current
D) to facilitate the attainment of organizational strategy
Answer: D
Q2) Google established a human analytics function to study its human capital.
A)True
B)False
Answer: False
Q3) There are NO risks to developing an HR strategy.
A)True
B)False
Answer: False
Q4) Traditionally,the HRM program influenced the creation of the corporate strategy. A)True
B)False Answer: False
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Chapter 3: Environmental Influences on HRM
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Sample Questions
Q1) Economic climate may influence different industries and businesses in a different way and to a different extent.
A)True
B)False
Answer: True
Q2) A new regulation issued by the government requires certain safety training of employees.What is the major environmental factor that will affect the company's HR strategy in this case?
A) economics
B) globalization
C) demographics
D) legislation
Answer: D
Q3) What is demographics?
A) the study of social influences
B) the study of economic climate
C) the study of geographic migration
D) the study of population statistics
Answer: D
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Page 5
Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) Forecasting is an accurate reflection of future states and is an activity that strongly favours quantitative and easily codified techniques.
A)True
B)False
Q2) What type of forecasting occurs in the range of two to five years?
A) current
B) short-run
C) medium-run
D) long-run
Q3) What HR concept is defined as a single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions?
A) envelope
B) prediction
C) forecasting targets
D) projection
Q4) Transaction-based forecasting is concerned with changes in the external environment.
A)True
B)False
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) There are six steps associated with the Delphi technique for HR demand forecasting.What is the first step?
A) identify the experts,terms,and time horizon
B) issue the first round of questionnaires
C) select the experts
D) define and refine the issue or question
Q2) Tim Hortons integrates digitized data from all the corporate functions,including marketing,operations,finance,and HR,as well as information from social media sources such as Facebook and LinkedIn,and more.What is this data called?
A) HR data
B) research data
C) big data
D) quantitative data
Q3) In the Delphi method experts do not meet,but they do in the nominal group technique.
A)True
B)False
Q4) Describe how HR Budgets and staffing tables are applied in HR demand forecasting.
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) Which of the following is a HR supply forecasting technique?
A) Delphi technique
B) nominal group technique
C) HR budgets (staffing tables)
D) vacancy model
Q2) Although most organizations devote considerable time and resources to the process of attracting new workers,a great many fall short by not placing enough emphasis on retaining the high-quality personnel they currently employ.Identify five specific strategies that organizations can employ to help retain existing staff.
Q3) The vacancy model is a series of matrices that detail the various patterns of movement to and from the various jobs in the organization.
A)True
B)False
Q4) Linear programming has similar assumptions to those in regression analysis.
A)True
B)False
Q5) A Markov model can also be referred to as a probabilistic model.
A)True
B)False
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Chapter 7: Succession Management
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Sample Questions
Q1) In replacement planning,what would be the starting point for HR planning?
A) the job
B) the strategy of the organization
C) employees' competencies
D) position replacements
Q2) According to the textbook,one benchmarking organization suggests that effective organizations have 1.3 candidates for each key role.
A)True
B)False
Q3) After an organization has identified high-potential employees,what would be the next step in the succession management process?
A) evaluating and monitoring the high-potential employees
B) identifying the skills and competencies needed
C) aligning succession management plans with strategy
D) providing developmental opportunities and experiences
Q4) Succession management is needed even when retirements and company sellouts are predictable.
A)True
B)False
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) Online recruiting or e-recruiting is a type of web-based HR process and practice.
A)True
B)False
Q2) If ESS and MSS applications are available to employees and managers,one can conclude that the information is being captured at the source.What type of technology platform applies these applications?
A) e-learning
B) self-service
C) outsourcing
D) online
Q3) Organizations adopt a process- or a technology-driven approach to HR technology implementation.
A)True
B)False
Q4) Which of the following applications receive the lowest levels of IT support?
A) employee self-assessments
B) organizational charts
C) job postings
D) tracking labour costs
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Chapter 9: Change Management New
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Sample Questions
Q1) An organization's change initiative is characterized by change in the organization's culture and in the attitudes and values of its employees.The goal is to reduce costs and enhance quality.Which type of change initiative is this?
A) downsizing
B) systematic change
C) restructuring
D) mergers
Q2) Force-field analysis is a framework for analyzing a problem that seeks to identify all the relevant factors and stakeholders that are acting to either sustain the current state or to move away from the current state.
A)True
B)False
Q3) Negative feedback is the kind of information that a system uses to determine if its purpose is suited for its environment.
A)True
B)False
Q4) Discuss the two uses of force-field analysis and their benefits to the change management process.
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Chapter 10: Downsizing and Restructuring
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Q1) Distributive justice refers to the rules used to determine which employees will be downsized.
A)True
B)False
Q2) Work redesign is a short-term strategy,whereas workforce reduction is a medium-term strategy.
A)True
B)False
Q3) Downsizing can be linked to less innovation and more protection of one's turf.
A)True
B)False
Q4) When survivors of downsizing continue to work for an organization,there are several impacts on them personally.Which of the following is NOT an impact experienced by survivors?
A) compliance with workplace safety
B) negative attitudes and behaviours
C) reduced performance capabilities
D) lower organizational productivity
Q5) What are four of the reasons that organizations downsize?
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) Discuss three factors that enhance cross-cultural adjustment.
Q2) Many authors believe that there are three areas of competencies that are necessary for cross-cultural adjustment: self-maintenance,relationship,and perceptual.
A)True
B)False
Q3) When an individual returns to his or her home headquarters or home subsidiaries after working in a foreign country,what is this process called?
A) enculturation
B) repatriation
C) culture shock
D) alienation
Q4) In the multidomestic stage of internationalization,what single perspective is a trademark of this stage?
A) ethnocentric perspective
B) polycentric perspective
C) geocentric perspective
D) egocentric perspective
Q5) What is repatriation? What are some of the issues facing repatriates?
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) Which one of these factors may influence the success rate of a merger?
A) stress counselling for employees
B) industry sector of the merger
C) both companies being the same size
D) languages spoken by management
Q2) Merging two workplace cultures is difficult.What is it called when two company partners co-exist?
A) cultural pluralism
B) cultural integration
C) cultural assimilation
D) cultural transformation
Q3) What was one of the key factors that resulted in the successful merger of Rogers Communications Inc.with Fido?
A) Rogers ensured no job losses.
B) Rogers set up an intranet site.
C) Rogers paid a premium for Fido.
D) Rogers monitored the merger's progress.
Q4) What is culture? Identify and briefly describe two of the four different types of cultures companies may adopt after a merger or acquisition.
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Chapter 13: Outsourcing
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Sample Questions
Q1) Once an organization has selected a vendor,what would be the next step in managing outsourcing?
A) cost-benefit analysis
B) reviewing policies
C) negotiating the contract
D) monitoring the arrangement
Q2) A core competency can be defined in four different ways.Three of those definitions are: (1)activities traditionally performed internally; (2)activities critical to business success; (3)activities creating current or potential competitive advantage.What is the fourth way that core competency can be defined?
A) activities that will influence future growth
B) activities that will increase profitability
C) activities that will result in innovation
D) activities that will reduce debt load
Q3) Which of the following health and safety activities are most likely outsourced?
A) employee assistance and wellness programs
B) hazard recognition and risk assessment
C) health and safety policies and procedures
D) workplace hazard controls
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Page 15
Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) HR analytics is an evidence-based approach for making better decisions about employees and HR policies,using a variety of tools to report HR metrics and to predict outcomes of HR programs.
A)True
B)False
Q2) What methods are typically used to measure client satisfaction?
A) informal feedback and surveys
B) Delphi technique and focus groups
C) questionnaires and nominal group technique
D) critical incident method and breakout groups
Q3) Indirect costs are the hard costs that can be measured by expenditures.
A)True
B)False
Q4) By focusing on the alignment of HR practices with organizational strategy,a company will achieve greater performance and fit than by focusing on best practices and benchmarking.
A)True
B)False
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