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Organizational Behavior

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Reflects the extent to which and individual focuses on either the task and technical concerns or people and social concerns when making decisions






2. Functional and dysfunctional solutions






3. Ask each person to give a little






4. How I feel about it - how to handle. Five different individual styles-Avoiding - Competing - Compromising - Accommodating - and Collaborating. People differ in the degree to which they generally rely on these strategies but the approach will als






5. Concern for the goals of others






6. The process of motivating employees and clarifying their role perceptions by establishing performance objectives.






7. Illusion of invulnerability - belief in inherent morality of the group






8. A process by which individuals organize and interpret their impressions to give meaning to their environments






9. Most frequently occurs downward (managers influencing employees) but can also be lateral (peers influencing peers) or upward (employees influencing managers.)






10. Absolute power of the "influencer" and "influencee" isn't as important as the disparity between them.






11. Shows concern for followers well-being and success and takes time to discuss their concerns






12. Activities emphasize maintaining the status quo in contrast to growth and change






13. A specific case of selective perception: decision makers seek to affirm data that confirms their solution but ignore and criticize data that contradicts their solution.






14. How many employees can a manager efficiently and effectively direct? Wider spans reduce effectiveness.






15. The use of an actual behavior that causes behavioral or attitudinal changes in others. (Using power sources to change the behavior and attitudes of others)






16. We tend to attribute our own successes to internal factors and but the blame for failure on external factors.






17. Planned conflict- A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.






18. Base decisions on information that is easier to recall from memory. Judging situations based primarily on readily available data that stands out in our minds (e.g. emotional - vivid and recent events.)






19. 1) Self awareness 2) Self management 3) Social awareness 4) Relationship management (REVIEW)






20. Assumes that people are information processing machines without external constraints.






21. Being held answerable to the team for not living up to the standards of that team.






22. Ability to control rewards others value and remove negative sanctions. (Formal)






23. Associated with charisma - go along with me because of my charisma- respect the person. (Personal)






24. The process of assigning tasks to a job - including the interdependency of those tasks with other jobs.






25. Adjusting to a multicultural environment. Demographic changes - immigration - and outsourcing have also transformed the nature of the workforce.






26. A mode of thinking (blind conformity) that people engage in when they are deeply involved in a cohesive in-group - when the members' strivings for unanimity override their motivation to realistically appraise alternative courses of action.






27. Learning that occurs before joining the organization






28. 1)Define the problem or opportunity 2) Identify decision criteria and weight criteria 3) Develop Alternatives 4) Rate each alternative against each criterion 5) Select the optimal/best alternative 6) Implement the selected alternative 7) Evaluate dec






29. Substantial agreement followed by initiative and persistence in pursuit of common goals (change in behavior and attitudes) BEST/MOST EFFECTIVE






30. Repetitive and routine - use decision and rules






31. Means that it depends on feelings toward the authority that go beyond any rational assessment.






32. Physical (they are too close - physical layout of work) - politics






33. Occur during the later stages of team development as team members work on the task






34. Are groups of employees (typically 10-15) who perform highly related or interdependent jobs and take on many responsibilities of their former supervisors.






35. When we make judgments about the behavior of others - we tend to underestimate external influence and overestimate internal influence- b/c I don't have insight about what going on in your personal life






36. More administrative - managing complexity of organization - structure things - have plans






37. Low tolerance for ambiguity and people and social concerns: quick decisions. Talk to people then rely on intuition






38. The four ways - as indicated in the name - that employees respond to job dissatisfaction.






39. Promote a collaborative approach in which both parties needs are addressed. (Only one that solves conflict)






40. The tendency to attribute others behaviors to internal factors






41. Withdraw from situation. When to do: don't think issue is important - when potential disruption out weighs the benefits of resolution.






42. Self-censorship; direct pressure to members who disagree (e.g. scorn ridicule); protect the group from alternative views (mindguarding); illusion of unanimity






43. Employees are expected to exhibit precision - analysis - and attention to detail






44. Inspire followers in the direction of established goals by clarifying role and task requirement






45. Comes from job description - general acceptance that people in certain roles can make requests of others. (Formal)






46. 1) Preparation and Planning 2) Definition of Ground Rules- where - when - etc. parties exchange mutual demand on bids 3) Clarification and Justification 4) Bargaining and problem solving- both parties will have to make concessions 5) Closure and Im






47. A job design model that relates the motivational properties of jobs to specific personal and organizational consequences of those properties. 1) Core job characteristics (skill variety - task I&S autonomy) 2) Critical psychological states (meaningfu






48. Means that your personality traits include a general propensity to trust others.






49. The relationship of a target to its background also influences perception - as does our tendency to group close things and similar things together






50. The ability to monitor our own and others' feelings and emotions - to discriminate between them and to use this information to guide our thinking and actions. (REVIEW)






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