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






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






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






4. 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






5. Division of labor - describes the degree to which activities in the organization are subdivided into separate jobs. Less time is spent and the employee skills are performing a task successfully increase through repetition.






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






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






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






9. A person's understanding of and sensitivity to the feelings - thoughts - and situation of others.






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






11. All about data but high tolerance for ambiguity. You don't mind waiting so you can get all the data.






12. Creativity and Acceptance






13. 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.






14. 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






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






16. Degree to which work does planning execution






17. People are attracted to and selected by organizations that match their personalities - and they leave organizations that are not compatible with their personalities.






18. 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.






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






20. The time at which we see an object or event can influence attention - as can location - light - or any number of situational factors






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






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






23. How job tasks are formally divided - grouped - and coordinated- How the work flows






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






25. Performance Evaluation - Rewards Systems - Formal Regulations - System-imposed time constraints - Historical precedents.






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






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






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






29. 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.)






30. Management focuses on results/ outcomes vs. techniques and processes used to achieve them






31. The mental filtering of incoming stimuli to reduce it to a manageable level. The filters can be based on interests - background - experience - and attitudes-so much going on - we can't take in everything at the same time.






32. Degree to which decision making is concentrated at a single point in the organization. Decisions are centrally made then spread out.






33. 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"






34. How aware is B that A is in control of the resource?






35. Process of the group breaking apart






36. Applicants select companies based on compatible values.






37. 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.






38. Where I'd walk away






39. 1) Conscientiousness 2) Agreeableness 3) Neuroticism 4) Openess to experience 5) Extroversion






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






41. A theroy stating the more we interact with someone - the less predjudiced or perceptually bioased we will be against that person






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






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






44. Stalling - unproductive arguing - or outright rejection (LEAST EFFECTIVE)






45. Constructive forms of conflict






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






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






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






49. Lets work together for the best policy






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