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






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






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






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






5. Concern for your goals






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






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






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






9. Things that trigger conflict: Communication - Structure - and Personal Variables






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






11. The process of screening out information that is contrary to our values and asumptions






12. When an individual makes choices from among two or more alternatives






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






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






15. The process through which newcomers are adopted to the organization's culture; three stages include - Prearrival - Encounter - Metamorphosis.






16. 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.






17. The tendency to attribute others behaviors to internal factors






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






19. 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.






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






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






22. Employees encouraged to be innovative and take risks






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






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






25. Degree to which completion of a piece of work is required






26. Collaborating: Win-win - seeking mutually beneficial alternatives - focus on underlying interests - Perceived Compatible goals






27. A theory of leadership that suggests that in many situations - whatever action the leader exhibits are irrelevant. Certain individual - job - and organizational variables can act as substitutes for leadership or neutralization






28. 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)






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






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






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






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






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






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






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






36. Best alternative to negotiated agreement - determines the lowest value acceptable to you for a negotiated agreement






37. 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.






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






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






40. Constructive forms of conflict






41. The degree that people value their duty to groups to which they belong and to group harmony; expect others in their group to look after and protect themselves.






42. Heuristics are shortcuts that people make in decision making to reduce info processing.






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






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






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






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






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






48. Deconstructive forms of conflict-bad conflict- usually relationship conflict - personal - rooted in anger - personal friction - tension






49. Relates to content and goals of work-OK if functional






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