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






2. Both give a little when: when parties have equal power - wan to settle quickly - and/or parties lack trust and openness for collaboration






3. How much discretion does A have to make decisions regarding the resource?






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






5. 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






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






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






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






9. Ask each person to give a little






10. 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)






11. Higher Quality products - Faster to market - higher profits






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






13. 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






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






15. Inspire followers in the direction of established goals by clarifying role and task requirement






16. The use of an actual behavior that causes behavioral or attitudinal changes in others. (Using power sources to change the behavior and attitudes of others)






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






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






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






20. Employees are aggressive and competitive






21. 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"






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






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






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






25. 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.






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






27. Respected others - and lead by example






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






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






30. Make it impossible for a leaders behavior to make any difference to followers outcomes. They negate the leaders influence.






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






32. Planned conflict- A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.






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






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






35. Appeal to friendship and relationship and loyalty






36. 5-12 hourly employees from the same from the same department who met for a few hours each week to discuss ways of improving quality - efficiency and the work environment.






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






38. 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)






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






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






41. When Competing: dividing fixed pie - win-loose - focused on power position - perceived incompatible goals.






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






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






44. As human beings we have limited capabilities - and wanted short cuts- People are influenced by emotions and other motivations - and are under external constraints when making decisions






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






46. 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






47. 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






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






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






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