1. The study of organizational behavior provides ________ that are useful for people at work to
understand and appreciate the many forces that affect behavior in an organizations.
a. guidelines
b. rituals
c. beliefs
d. textbooks
2. The study of organizational behavior provides a set of tools that help ________.
a. people to understand, analyze, and describe behavior in organizations
b. people to utilize their intuition and common sense to make business decisions
c. generate direct and sufficient profit for all stakeholders
d. people understand their own strengths and weaknesses
3. Which of the following terms BEST describes several engineers working together, closely and
intensely, to complete a project within a given time span?
a. group
b. team
c. organization
d. society
4. The term ________ means giving employees throughout an organization the authority to make
important decisions and to take responsibility for their outcomes.
a. self-management
b. empowerment
c. outsourcing
d. globalization
5. Which of the following is NOT an effect of the changing global economy?
a. increased longevity by individual workers at a single company
b. higher pressure for individuals to improve skills and desirability
c. more companies doing work in different countries
d. increases in temporary employees
6. To battle effectively against domestic and global competition, organizations can use all of the
following EXCEPT ________.
a. downsizing
b. self-managed teams
c. contingent workers
d. job enrichment
7. Behavior and feelings that are inherited from parents is MOST LIKELY a result of ________.
a. nurture
b. biological forces
c. personality forces
d. nature
8. Which of the following BEST explains the significance of nurture and nature in the
development of an individual's personality?
a. Neither nurture nor nature is necessary to the development of personality.
b. Only nurture has an impact on the development of an individual's personality.
c. Both nurture and nature are determinants of an individual's personality.
d. Only nature is necessary to the development of an individual's personality.
9. If a researcher found identical twins, separated at birth, to be nearly identical in personality,
what would he MOST LIKELY conclude?
a. Nature is more important than nurture in determining personality.
b. Nurture is more important than nature in determining personality.
c. Nature and nurture play equal roles in determining personality.
d. There are no conclusions that can be drawn from the research.
10. Which of the following statements is FALSE?
a. Selection relates to the nature aspects of ability.
b. Placement relates to the nature aspects of ability.
c. Training relates to the nurture aspects of ability.
d. Placement relates to the nurture aspects of ability.
11. The process of accurately matching workers with jobs that capitalize on their abilities is
called ________.
a. selection
b. classifying
c. placement
d. ranking
12. Training CANNOT be used to ________.
a. increase employees' skills and abilities
b. increase emotional intelligence
c. improve performance
d. change personalities
13. A person's work values are ________.
a. relatively long lasting
b. fixed over time
c. hard to determine
d. subject to change every day
14. People's personal convictions about what end states one should expect from work and how
one should behave at work constitute work ________.
a. attitudes
b. moods
c. behaviors
d. values
15. Examples of intrinsic work values include all of the following EXCEPT ________.
a. desiring to be challenged
b. establishing social contacts
c. wanting to learn new things
d. making important contributions
16. Which of the following strategies would LEAST LIKELY promote affective commitment?
a. ask employees to vote on a worthy cause and then donate proceeds
b. encourage employees to volunteer in local charitable organizations, once a month
c. ask employees to sign non-compete agreements
d. support environmental causes
17. ________ commitment exists when employees are happy to be members of an organization.
a. Affective
b. Continuance
c. Escalation of
d. Codependent
18. Which of the following is an employee with affective commitment LEAST likely to do?
a. be late for work
b. perform OCBs
c. quit their job
d. take days off
19. When managers become aware of evidence of potential discrimination, they should do all of
the following EXCEPT ________.
a. pay immediate attention to the problem
b. act proactively to address the potential problem
c. review the organization's policies and practices
d. treat the potential discriminator unfairly
20. The three components of perception are ________.
a. seeing, hearing, and touching
b. observers, observation targets, and opinions
c. comprehension, interpretation, and explanation
d. situation, perceiver, and target of perception
21. The ________ is whatever the perceiver is trying to make sense of.
a. quandary
b. situation
c. target of perception
d. paradigm of possibility
22. Despite the fact that she walked into the interview chewing gum, which Dan found very
unprofessional, he hired Margaret, in part, because, like him, she was born and raised in
Ohio. On her first two or three job performance evaluations, Dan gave her high ratings,
even though she was often late and missed many deadlines, because she made a good
overall impression, especially compared to her very inadequate co-workers.
Which of the following biases has Dan NOT allowed to cloud his judgement when it comes to
Margaret?
a. primacy effect
b. contrast effect
c. halo effect
d. similar-to-me effect
23. The diversity training program at Toots Software Specialists, Incorporated, has come under
scrutiny in the past several years. According to those who have filed complaints, the
company has not done enough to properly train employees on the management of a
diverse workforce. This, some have claimed, has led to a less than desirable workplace
environment. As a hired workplace diversity consultant, which of the following diversity
training programs would you MOST LIKELY recommend to the leader's at Toots Software
Specialists?
a. self-awareness activities, in which participants' own prejudices and stereotypes are
revealed
b. training techniques that emphasize the importance of subordinates' imitation of
leaders
c. role-playing that emphasizes the usefulness of absolute accuracy in perception
d. None of the above would be effective training techniques.
24. Bonnie works for Thermal Appliances, Inc. as a salesperson. In her twelve years with the
company, she has experienced occasional situations in which male employees have told
sexually-explicit jokes in her presence, sent sexually-explicit emails, and made inappropriate
comments about her clothing and appearance. Over the years, Bonnie has informed her
superiors of the inappropriate behavior, but no measures were ever taken to condemn it. She
recently decided that this behavior was bothering her to the point of affecting her work
and her desire to stay with the company. Because of this she made an appointment to
speak with a lawyer about her options. What will her lawyer's advice MOST LIKELY be?
a. She should have made the complaint when the sexual harassment first began because
now she has no case.
b. She has a good case against her company for hostile work environment sexual
harassment.
c. She has a good case against her company for quid pro quo sexual harassment.
d. She does not have a case for sexual harassment because her superiors did not find
reason enough to discipline the men involved.
25. ________ is a relatively permanent change in knowledge or behavior that results from
practice or experience.
a. Learning
b. Reconstruction
c. Behavior modification
d. Operant conditioning
Understanding and Managing Organizational Behavior
Sixth Edition, 2012
ISBN-13: 9780136124436
Jennifer M. George and Gareth R. Jones
Prentice Hall
