Test your basic knowledge |

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. Occur in early stages of team development and focus on preparation for future work






2. Refers to the degree to which jobs incumbent has a minimum amount of discretion over what is to be done - and how it is to be done.






3. Activities are organized around teams and collaboration in teams is a critical component of how work gets done






4. Inspire followers to transcend their own self-interests






5. You do this or else (LEAST EFFECTIVE)






6. Task-oriented behaviors; getting things organized and focusing on achieving task outputs






7. Forming - Storming - Norming - Performing - and Adjourning


8. People accept an unequal distribution of power in society; there is a belief that social status determines power and acceptance of hierarchical structures - "Boss is always right"






9. Higher quality - marked by especially strong levels of mutual respect/obligation and followers trust in leaders






10. Close relationships form - settle into a pattern- ends when everyone's on the same page






11. Get together with our groups - power in numbers






12. 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






13. Shared knowledge within an organization regarding the rules - norms - and values that shape the attitudes and behaviors of of its employees.






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






15. A motivation theory based on the innate drives that incorporates both emotions and rationality to: 1) acquire 2) bond 3) learn 4) defend






16. Means that trust is rooted in a rational assessment of the others trustworthiness - based on his or her integrity - competence - and benevolence.






17. What I want






18. Seeks to eliminate the chain of command - have limitless spans of control - and replace departments with empowered teams.






19. Applicants select companies based on compatible values.






20. To what extent do team members believe in the collective (as a whole) ability of the team.






21. Decreases group performance-breeds discontent - destruction of group - reduces group effectiveness.






22. Focus on high expectations and on intrinsic higher level needs (self-actualization)






23. A state in which members of teams develop strong emotional bonds to other members of their team and to the team itself. The tendency of the team to "stick together."






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






25. Extent to which a person has a high need for structure or control in his/her life






26. Let the other side do it their way: other party is more powerful - issue is less important to you - and/or can build relationship and maintain Harmony






27. Concern for the goals of others






28. Speed/Efficiency






29. This exists when an organization's core values are both intensely held and widely shared. The greater the number of members who accept the core values and the greater their commitment to these values - the stronger the culture is.






30. Judging someone on the basis of the group to which he or she belongs






31. Perceive that its there. When parties finally start to figure out what the conflict is - conflict usually defined in this stage. Emotions play a major role in shaping perceptions.






32. Provides followers input into decision making that affects the organization






33. Constructive forms of conflict






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






35. First impressions/most recent information dominates our perceptions.






36. A state in which team members have a common understanding of the capabilities that members bring to the team and the best way to work together on the task.






37. I make logical arguments. Hope the people see the logic. Lay it out. (MOST EFFECTIVE)






38. The in between






39. Occurs when employees are given more responsibility for scheduling - coordinating and planning their own work.






40. A theory that explains how people develop perceptions of fairness in the distribution and exchange of resources.






41. Employees encouraged to be innovative and take risks






42. Can exist w/out dependence on an external environment






43. To improve organization's effectiveness






44. Helps followers develop important competencies to complete work tasks - and support their efforts






45. 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.






46. Differentiate leaders from non-leaders by focusing on personal qualities and characteristics-Big 5






47. How critical is the resource to B? How many others are affected if the resource is not available? How quickly will that affect happen?






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






49. I have a lot of info you find valuable and respect; Expertise and skill. (Personal)






50. You do this for me - I'll do this for you