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. Concern for your goals






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






3. Dictate a solution by virtue of your authority






4. Creativity and Acceptance






5. Newcomers come to learn the content areas of socialization and internalize the norms and expected behaviors of the organization.






6. Global Competitors - heightened competition






7. Know each other - know how to do task - work well together






8. Technological challenges and opportunities






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






10. Focuses on interpersonal relationships- almost always dysfunctional






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






12. Respected others - and lead by example






13. Sometimes also called the network - or modular organization; typically small - core organization that outsources major business functions.






14. Increased group performance- Improves the quality of decisions - stimulates creativity and innovation - encourages interest and curiosity among group members - provides the medium through which problems can be aired and tensions relates and foster






15. When an individual looks at a target and attempts to interpret what he or she sees - that interpretation is heavily influenced by the personal characteristics of the individual perceiver.






16. The four ways - as indicated in the name - that employees respond to job dissatisfaction.






17. Process that begins when one party perceives that another party has negatively affected - or is about to negatively affect - something that the first party cares about






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






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






20. More about the customers needs - don't have many layers - more teams - report together - more autonomy - more creative/innovated - quicker to detect changes in environment - quicker response to change.






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






22. Refer to specific types of feelings and thoughts that develop in the minds of team members as a consequence of their experience working together.






23. People often believe they are more correct than they actually are. Typically the more experience a decision maker has in the area of the decision - the lower the bias becomes and vice versa.






24. Sets of Standards for behavior and models effective behavior






25. Concern for the goals of others






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






27. A model of mutual understanding that encourages disclosure and feedback to increase our own open area and reduce the blind - hidden - and unknown areas.






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






29. Appeal to friendship and relationship and loyalty






30. (Quality of the change) x (Change management strategy to gain acceptance of the change) = (Effectiveness of the change effort) ; so if either is 0 - you can not have effectiveness






31. Intra-team conflict - conflict of who's in control - ends when their is a relative hierarchy and team knows who does what






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






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






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






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






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






37. Tendency to evaluate people or objects by comparing them with characteristics of recently observed people or objects.






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






39. Comes from job description - general acceptance that people in certain roles can make requests of others. (Formal)






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






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






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. Employees are aggressive and competitive






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






45. 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.






46. You do this or else (LEAST EFFECTIVE)






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






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






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






50. 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)