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Question
How do most organizations help employees develop competencies?
A) Encouraging employees to develop their competencies
B) Providing training or guided experiences
C) Hiring an outside firm to assess employees' work performance
D) Only hire employees that already have all the competencies needed for their position, thus completely eliminating the need for employee competency development
Answer
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Related questions
Q:
Your company encourages innovative ideas, and perseverance in the face of failure, to maintain their status as industry leader. Your company just made a new acquisition and they want to keep doing what their customers expect, delivering on a proven background of experience and tradition. What is the cultural dimension that differs between the organizations?
A) Power distance
B) Individualism vs. collectivism
C) Uncertainty avoidance
D) Time orientation
Q:
While some cultural concepts apply in both national and organizational settings, some don't. In what context should the competing values framework be utilized?
A) National
B) Social
C) Cultural
D) Organizational
Q:
In what way is culture motivational?
A) Helps to establish and meet goals at the individual and organizational levels
B) Establishes acceptable standards and behavior
C) Provides a shared identity and fulfills a need for belonging
D) Helps in understanding what to expect at first
Q:
Are the benefits from workplace diversity reserved for medium to large businesses or can small organizations also benefit? Provide at least three reasons to support your choice.
Q:
Why is the component of storytelling particularly useful when communicating a core message to large, diverse audiences? Explain your answer.
Q:
Which of the following best describes big data?
A) Proliferation of data in daily life
B) A database of quantitative information
C) Complex problem solving in real world settings
D) Expanding number of data sources readily available
Q:
A common theme required for the various methods you can use to develop your own personal competencies is that they are ________.
A) Guided by a mentor
B) Self-initiated activities done outside of the workplace
C) Specific to your industry
D) Recommended to you by someone in your organization
Q:
When are employers concerned with measuring competencies?
A) Before employees are hired
B) After employees are hired
C) Both A and B
D) None of the above
Q:
Which of the following approaches would be used by a manager who takes time to determine what each specific problem involves before creating a plan to address the issue?
A) The situational approach
B) The technical approach
C) The universal approach
D) The industrial approach
Q:
A bakery is evaluating several new product ideas. They conducted focus groups and conducted individual participant interviews. What is the bakery's approach to researching their new products?
A) Interview method
B) Group evaluation method
C) Qualitative method
D) Quantitative method
Q:
The ________ approach to learning prepares you to understand how to handle situations you encounter in the workplace.
A) Performance-based
B) Practice-based
C) Interpretive-based
D) Experience-based
Q:
Contemporary organizations can be found in any industry and are constantly adapting to new challenges but they all share some similarities. All of the following are common characteristics of contemporary organizations except ________.
A) Measuring and using data to guide decision making
B) Needing individual and team performance
C) Diminished value on long-term relationships with employees
D) All of the above are characteristics of contemporary organizations
Q:
Which of the following organizational processes would describe the pattern of interactions among individuals that includes groups and teams, negotiation, and communication and diversity?
A) Individual processes
B) Interpersonal processes
C) Organizational processes
D) Group or team processes
Q:
Which of the following is not one of the four organizational processes?
A) Individual
B) Interpersonal
C) Organizational
D) Corporate
Q:
We are interested in improving the functioning of organizations because of the positive impact on employees' ________.
A) Physical and mental well-being
B) Productivity
C) Creativity
D) All of the above
Q:
The focus of organizational behavior is on ________.
A) Productivity
B) People in organizations
C) Leading and leadership processes
D) Efficiency
Q:
One of your teammates, Mary, seems to thrive on problem solving and really likes to be the one who "solves" the problem for the team. Mary likely has a(n) ________ learning style.
A) Creating
B) Planning
C) Deciding
D) Acting
Q:
Alan Wilson, CEO of food spice company McCormick, Inc. stated that "when someone introduces you to their culture, one of the first things they do is to introduce you to their food" because the food allows you to learn about the culture. What type of learning does this illustrate?
A) Experiential learning
B) Social learning
C) Action learning
D) Interpersonal learning
Q:
Your manager always carriers her clipboard with her to-do list and often to-do lists for other people or departments. She makes the rounds once or twice a day talking to everyone about how the projects or tasks will be finished. Which learning style does your manager demonstrate?
A) Creative learning style
B) Deciding learning style
C) Acting learning style
D) Planning learning style
Q:
How has the paradigm shift in the conception of learning changed the role of behavioral changes in the learning process?
Q:
Amelia has spent two full days training at her new job. Her manager worked with her the first day and she watched and practiced on a register the second day with an experienced cashier. She now feels confident that she is ready to run a register on her own. Amelia's sense of self-determination and confidence is known as ________.
A) Performance expectation
B) Training completion
C) Self-efficacy
D) Overconfidence
Q:
Which factor is positively correlated with performance?
A) IQ
B) EQ
C) Agreeableness
D) Emotional stability
Q:
Which job requires the highest level of emotional labor?
A) Certified financial accountant
B) Customer service representative
C) Financial analyst
D) Maintenance worker
Q:
You attribute a subordinate's chronic tardiness to internal factors. What category describes their behavior?
A) Consensus
B) Poor time management
C) Consistency
D) Distinctiveness
Q:
What is the first step to using the self-fulfilling prophecy to improve your mentee's sales performance?
A) Attend training about sales and perceptions and tell your mentee about it
B) Dedicate more time to develop your mentee's professional image, focusing on their behavior and attire
C) You can't start a self-fulfilling prophecy to improve someone else's sales performance
D) Since your expectations of your mentee's sales skills will form your behavior toward them, you should increase your expectations about their sales capabilities and skills
Q:
How long has research found first impressions last?
A) Less than an hour of interaction
B) Until new perceptions conflict with the initial judgments
C) Until the person joins your in-group
D) Initial judgments persist for months
Q:
What would you perceive as novel and distinct?
A) Your 75-year-old OB teacher driving a yellow Hummer
B) Someone carrying an umbrella on a rainy day
C) Cars that are the same color as yours
D) The perception of distinctiveness is based on behavioral factors
Q:
What is the similarity between perceptions and heuristics?
A) Their underlying purpose
B) They rely on incomplete information
C) They can be improved through training
D) They can be used interchangeably
Q:
Research has shown that intelligence accounts for about ________ of success in management and leadership positions.
A) 25%
B) 50%
C) 75%
D) 95%
Q:
Adam is an entrepreneur and is always trying out new inventions and exploring new ideas. He isn't always successful, and when a project fails, he learns from the experience and uses what he learns to continue developing and creating. Which orientation does Adam have?
A) Learning goal orientation
B) Performance goal orientation
C) Flexible goal orientation
D) Consistent goal orientation