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. 1) Open systems (good fit w/ext environment) 2) Organizational learning 3) High performance work practices (efficient & effective) 4) Stakeholders (satisfy their needs)






2. Uncertain about task - beginning to learn about each other - testing out the waters- ends when members think of themselves as a team.






3. 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."






4. A set of expected behavior patterns for specific context-expected behavior in which individuals engage in a team.






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






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






7. Misunderstandings - insufficient exchange of information - don't communicate enough - sometimes we'd rather not communicate (easiest to resolve)






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






9. Organizations attract - select - and retain people with values and personality characteristics consistent with the organization's character - resulting in a more homogeneous organization and a stronger culture.






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






11. Acceptable Standards - informal rules that govern behavior and interaction- often not articulated






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






13. As soon as disagreements arise and question your motives-can't handle a lot of low trust






14. The tendency to falsely believe after an event has already occurred - that it could have been accurately predicted beforehand.






15. 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






16. A motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. (REVIEW)






17. Relate to the manner in which team members manage their relationships throughout the life cycle of the team.






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






19. Assumes that leader style is fixed-either task motivated style or relationship style






20. (Quality of the change) x (Change management strategy to gain acceptance of the change) = (Effectiveness of the change effort) ; so if either is 0 - you can not have effectiveness






21. Global Competitors - heightened competition






22. More about the customers needs - don't have many layers - more teams - report together - more autonomy - more creative/innovated - quicker to detect changes in environment - quicker response to change.






23. Newcomer sees what the organization is really like. Reality shock is a mismatch of information that occurs when an employee finds that aspects of working at the company are not what the employee expected them to be.






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






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






26. Ask each person to give a little






27. Inspire followers to transcend their own self-interests






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






29. Process of the group breaking apart






30. The result of division of labor in which each job includes a subset of the tasks required to complete the product or service.






31. The adjustment of one's behavior to align with the norms of the group. Asch Experiments.






32. 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)






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






34. Lets work together for the best policy






35. Stimulate followers to rethink old ways of doing things






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. Process that begins when one party perceives that another party has negatively affected - or is about to negatively affect - something that the first party cares about






38. Focuses on interpersonal relationships- almost always dysfunctional






39. 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"






40. Different Political times






41. Constructive forms of conflict






42. Applicants select companies based on compatible values.






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






44. New .com businesses and low interest rates. But when these turn over = disaster






45. Reluctant agreement requiring subsequent prodding to satisfy minimum requirements (change in behaviors - but not attitudes)






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






47. Dictate a solution by virtue of your authority






48. People often believe they are more correct than they actually are. Typically the more experience a decision maker has in the area of the decision - the lower the bias becomes and vice versa.






49. Tendency to consistently evaluate other people or objects in a positive/average/negative fashion.






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