Organizational Behaviour Exam Preparation Guide
Course Introduction
Organizational Behaviour explores the complex dynamics of how individuals, groups, and structures interact within organizations to influence performance, motivation, and workplace culture. This course examines key topics such as personality, perception, motivation, team dynamics, leadership, communication, organizational culture, decision-making, conflict resolution, and change management. Students will analyze real-world scenarios and case studies to understand the impact of human behavior on organizational effectiveness, and develop skills for fostering positive work environments and driving organizational success.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
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10 Chapters
720 Verified Questions
720 Flashcards
Source URL: https://quizplus.com/study-set/1309
Page 2
Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/26071
Sample Questions
Q1) Psychologists must follow ethical standards when carrying out employment tests. What type of issue are they involved with in applying ethical standards?
A) confidentiality of the test results
B) strategic contribution of tests to organization effectiveness
C) informed consent of the test taker
D) competence of test administrators and evaluators
Answer: A
Q2) Which of the following practices would NOT lead to an improvement in the hiring system of an organization?
A) communicating to the hiring managers about their annoying interview habits
B) using scientific methods and efficient selection methods
C) determining the motivations of job seekers
D) knowing the going rates of pay and offering slightly more
Answer: D
Q3) Recruitment and selection are but one component of the HR system.
A)True
B)False
Answer: True
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3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) What is a defining characteristic of a science-based selection process?
A) It is flexible.
B) It is intuitive.
C) It is rational.
D) It is subjective.
Answer: C
Q2) What is fairness? Why is it an important concept in selection?
Answer: Fairness in measurement refers to the value judgments people make about the decisions or outcomes that are based on those measurements. Fairness is the principle that every test taker should be assessed in an equitable manner. Issues of fairness cannot be determined statistically or empirically. Fairness involves perceptions. It is important from a business, ethical, and legal standpoints to have tests that are scientifically sound; it is also important to have procedures that are perceived as fair. From a business perspective, the adverse reactions to selection tests and procedures may impair the ability of the organization to recruit and hire the best applicants.
Q3) An employer's employment decisions must be rational and intuitive.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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74 Verified Questions
74 Flashcards
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Sample Questions
Q1) Refer to Scenario 3.5. Under which jurisdiction does TS Inc. fall?
A) federal
B) provincial
C) national
D) international
Answer: A
Q2) Which of the following situations characterizes employers that are subject to the Federal Contractors Program?
A) companies with more than 10 employees and more than $200 000 of business with the federal government
B) companies with more than 50 employees and more than $500 000 of business with the federal government
C) companies with more than 100 employees and more than $1 000 000 of business with the federal government
D) companies with more than 200 employees and more than $3 000 000 of business with the federal government
Answer: C
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Page 5
Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.
A)True
B)False
Q2) Refer to Scenario 4-1. What internal influences are affecting the jobs and human resources at Scribe Engineering?
A) the labour market
B) customers
C) the competition
D) job design
Q3) Recruitment and selection should be examined only in the context of the job and not in the context of the organization.
A)True
B)False
Q4) Describe one job analysis method.
Q5) Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.
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Chapter 5: Recruitment, Selection, and Job Performance
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Which performance behaviour is similar to contextual performance behaviour?
A) organizational citizenship
B) job-specific task proficiency
C) adaptive behaviour
D) organizational culture
Q2) Performance measurement is always subjective and is not reliable to predict future performance.
A)True
B)False
Q3) Refer to Scenario 5-3. In the health-care industry, performance extends beyond knowledge, skills, and abilities and requires performance that supports the organizational, social, and psychological environment in which the job is performed. What are these activities or behaviours called?
A) job-specific task performance
B) contextual performance
C) accepting diversity
D) interpreting cultural differences
Q4) Engaging in unsafe work practices is a counterproductive performance behaviour. A)True
B)False
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) What is the primary advantage of Internet recruiting?
A) availability to candidates with technology access and know-how
B) reaching a large applicant pool at minimal cost
C) fewer concerns about confidentiality
D) receiving a large number of résumés
Q2) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
Q3) Refer to Scenario 6-3. What is an important but not always the most influential factor when attracting young business graduates?
A) opportunity to use their knowledge, skills, and abilities
B) reputation of the organization and location
C) flexible work schedule
D) security and income
Q4) Refer to Scenario 6-1. What does TS Inc. need to consider ensuring a good person-organization fit?
A) image advertising and branding
B) creation of high expectations of the candidate
C) sufficient orientation and training
D) accurate communication, perceptions, and expectations
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Chapter 7: Selection I: Applicant Screening
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Reference checks require a job applicant's consent for an employer to gather information about the candidate from any referees.
A)True
B)False
Q2) Refer to Scenario 7-1. The doctors at OMC have often used a rough and quick hiring interview process in selecting MOAs. They are not clear on the distinction between a screening interview and a selection interview. Which of the following best defines screening?
A) identifying individuals from the applicant pool who have minimum qualifications for the targeted position
B) ensuring that the four designated groups are screened for employment equity criteria
C) determining if the knowledge, skills, and abilities meet the minimum qualifications for the position
D) selecting the most qualified applicants for the targeted position
Q3) Before any screening tool is used, it should be reviewed with respect to human rights legislation.
A)True
B)False
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9
Chapter 8: Selection II: Testing and Other Assessments
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.
A)True
B)False
Q2) Refer to Scenario 8-1. What two types of legislation are particularly important in this situation?
A) the Employment Equity Act and the Canadian Charter of Rights and Freedoms
B) provincial human rights laws and workers compensation acts
C) the Canada Labour Code and the Canadian Human Rights Act
D) provincial human rights law and public transportation legislation
Q3) Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions and that approximate those found on the job?
A) proficiency
B) aptitude test
C) realistic job preview
D) work sample
Q4) What is psychological testing, and how are psychological tests used?
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Chapter 9: Selection III: Interviewing
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70 Flashcards
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Sample Questions
Q1) In a 2007 study by researchers Simola, Taggar, and Smith, more than 58.2 percent of Canadian HR practitioners reported using behaviour description interview questions.
A)True
B)False
Q2) Which of the following defines how applicants attempt to create a favourable impression of themselves by monitoring interviewer reactions and responding accordingly?
A) creating a false impression
B) impression management
C) organizational fit
D) telling interviewers what they want to hear
Q3) An organization would like to use a structured interview in which the applicants are asked to describe what they did in given situations in the past. What type of interview will the organization use?
A) behaviour description interview
B) situational interview
C) comprehensive structured interview
D) behavioural sample interview
Q4) Describe two structured employment interview techniques.
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Chapter 10: Decision Making
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Banding involves ranking applicants on the basis of their total scores and selecting from the top down until the desired number of candidates has been selected.
A)True
B)False
Q2) Refer to Scenario 10-1. TS Inc. wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.8. What is this proportion of applicants called?
A) applicant ratio
B) standard deviation
C) selection ratio
D) selection pool
Q3) What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice?
A) false negative error
B) false positive error
C) leniency error
D) strictness error
Q4) What are two common types of errors made in selection decision making?
Q5) Why do most employers resist using statistical decision-making approaches?
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