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. Person-oriented behaviors; degree of trust - friendship - respect - and warmth that the leader extended to subordinates; attending to things that matter to people-pay and working conditions.






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






3. A process by which individuals organize and interpret their impressions to give meaning to their environments






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






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






6. Process of the group breaking apart






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






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






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






10. A theory that explains how people develop perceptions of fairness in the distribution and exchange of resources.






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






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






13. Degree to which work does planning execution






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






15. Adjusting to a multicultural environment. Demographic changes - immigration - and outsourcing have also transformed the nature of the workforce.






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






17. Incompatible goals/rewards - task - competition for shared resources - unclear roles/responsibilities - not sure where jobs overlap - way to set up our own work






18. 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.






19. How I feel about it - how to handle. Five different individual styles-Avoiding - Competing - Compromising - Accommodating - and Collaborating. People differ in the degree to which they generally rely on these strategies but the approach will als






20. Forming - Storming - Norming - Performing - and Adjourning


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






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






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






24. 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.






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






26. Withdraw from the conflict; let the conflict continue






27. Trade-off across issues: Offer the other side something that they value more than you - in exchange for gaining something from them that you value more than they do.






28. Promote a collaborative approach in which both parties needs are addressed. (Only one that solves conflict)






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






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






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






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






33. 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)






34. Focuses on interpersonal relationships- almost always dysfunctional






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






36. 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.






37. 1)Define the problem or opportunity 2) Identify decision criteria and weight criteria 3) Develop Alternatives 4) Rate each alternative against each criterion 5) Select the optimal/best alternative 6) Implement the selected alternative 7) Evaluate dec






38. A mode of thinking (blind conformity) that people engage in when they are deeply involved in a cohesive in-group - when the members' strivings for unanimity override their motivation to realistically appraise alternative courses of action.






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






40. Factors related to personal differences - e.g. personality - values/beliefs - culture - individual differences (most difficult to address and resolve)






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






42. Efforts to destroy the other party: Aggressive physical attacks - threats and ultimatums - assertive verbal attacks - overt questioning or challenging of others - minor disagreements or misunderstandings






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






44. New .com businesses and low interest rates. But when these turn over = disaster






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






46. 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.






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






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






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






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