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






2. Teams made up of employees from about the same hierarchical level but from different work areas - who come together to accomplish a task- takes time to build teams with different backgrounds.






3. Personal Compatibility - Subordinate competence - and/or extroverted personality






4. Paying attention to each follower's needs and treating each follower with respect






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






6. A positive organizational behavior approach to coaching and feedback that focuses on building and leveraging the employee's strengths rather than trying to correct their weaknesses






7. Both concerns are covered and looked at: issues are complex - time to share info - interests are not perfectly opposing - and/or parties have trust/openness






8. Increased group performance- Improves the quality of decisions - stimulates creativity and innovation - encourages interest and curiosity among group members - provides the medium through which problems can be aired and tensions relates and foster






9. Drawing a general impression based on a single exemplary/poor area of performance - and spreading that impression to all other aspects of that person






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






11. The process of identifying and choosing alternative courses of action to meet the demands of a situation.






12. The ability to Influence a group toward achievement of a vision or set of goals- about a common vision - influencing - and making changes.






13. Applicants select based on values congruent with organization's culture






14. Like military - many layers - narrows span of control- STABLE AND CERTAIN ENVIRONMENT






15. Very focused on Data - low tolerance for ambiguity - want to make decision quickly - authoritative






16. Comes from position relative to the person being influenced; Legitimate power - Reward Power - Coercive Power






17. Appeals to their values - needs - needs and goals.






18. The effort - planning - and control needed to express organizationally desired emotions during interpersonal transactions. E.g.: - concealing frustrtions - displaying compassion toward an ill person - hide boredom in long meeting w/sr. mgmt






19. Make a leader's influence not only impossible but also unnecessary. They act as a replacement for the leader's influence.






20. What a company considers to respect as worthy - excellent - useful






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






22. Know each other - know how to do task - work well together






23. Lets work together for the best policy






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






25. The in between






26. Rationalization of group's option; discounting of conflicting ideas from inside the and outside the group.






27. Appeal to friendship and relationship and loyalty






28. Sometimes also called the network - or modular organization; typically small - core organization that outsources major business functions.






29. A person's general belief about the amount of control he or she has over personal life events.






30. Occurs when more tasks are added to an existing job






31. People and social concerns and high tolerance for ambiguity. Talk to everyone. Idea that takes everyone's concerns






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






33. Management decisions take into account the effects of outcomes on people in the organization






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






35. The degree that people value independence and personal uniqueness; prefer to act as individuals rather than as members of groups






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






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






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






39. Staying with a decision even when there is clear evidence that it is wrong- in business don't abandon quick enough.






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






41. Higher Levels of motivation - productivity - commitment and job satisfaction: lower turnover - stress - and burnout.






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






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






44. How I deal with it. Dynamic process of Interaction. All conflicts exist somewhere on the continuum (functional conflicts are typically confined to the lower range of the continuum)






45. Emphasizes common interest and downplay points of conflict;ignore issues that may cause division or hurt feelings- put conflict aside






46. Create a shared goal that cannot be reached without cooperation on both sides. You are not telling them how to resolve but telling them of a common goal you have.






47. Teams the collaborate primarily using technology- mediated communication.






48. Withdraw from the conflict; let the conflict continue






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






50. 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