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. More complex and non-routine situations - requires problem-solving






2. Lets work together for the best policy






3. Differentiate leaders from non-leaders by focusing on personal qualities and characteristics-Big 5






4. A specific case of selective perception: decision makers seek to affirm data that confirms their solution but ignore and criticize data that contradicts their solution.






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






6. Reflects the extent to which and individual focuses on either the task and technical concerns or people and social concerns when making decisions






7. What are the different departmentalization strategies? The basis by which jobs are grouped together.






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






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






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






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






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






13. 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.






14. What I want






15. Physical (they are too close - physical layout of work) - politics






16. Employees are aggressive and competitive






17. 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.






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






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






20. Where I'd walk away






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






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






23. Withdraw from situation. When to do: don't think issue is important - when potential disruption out weighs the benefits of resolution.






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






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






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






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






28. Employees encouraged to be innovative and take risks






29. Do whatever it takes to maximize your own interest and care less of the other side: if you doubt the other side's motives - or if you have the power and need a quick solution.






30. Relates to how work gets done (how its organized)- OK if functional






31. The tendency to fixate on initial information and fail to adjust initial information and fail to adjust initial views based on subsequent data.






32. Inspired people to work harder - others rally around their cause - was respected - brought masses together.






33. 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.






34. You do this or else (LEAST EFFECTIVE)






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






36. People at lower level - have affect on decision making






37. To what extent do alternative sources of the resource or alternatives to the resource exist?






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






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






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






41. 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.






42. Explains rules and expectations and provides information required to complete work tasks effectively






43. 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






44. Withdraw from the conflict; let the conflict continue






45. Brown Nosing. Flatter them






46. Respected others - and lead by example






47. When we make judgments about the behavior of others - we tend to underestimate external influence and overestimate internal influence- b/c I don't have insight about what going on in your personal life






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






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






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