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Q:
The term glass ceiling was used to represent a solid roadblock that prevented women from:
A. gaining employment.
B. working with people within organizations.
C. getting basic civil liberties.
D. working with other women on a daily basis.
E. advancing to higher-level positions.
Q:
(p. 11) The resource-based view suggests that a resource is more valuable when it is _____.
A. complex
B. technologically advanced
C. socially complex
D. rare
E. simple
Q:
_____ refers to an invisible barrier blocking women and minorities from top management positions.
A. Affirmative action
B. Glass ceiling
C. EEO regulations
D. Revolving door
E. Restricted step
Q:
_____ are statistical profiles of the characteristics and composition of the adult working population.
A. High-performance work practices
B. Task performances
C. Marketing strategies
D. Workforce demographics
E. Deep-level diversities
Q:
The level of creativity demonstrated by PIXAR animators is rare. Therefore, according to the _______, these employees are valuable to the firm. A. resource-based view of organizations B. integrative theory of organizational behavior C. normative selection model D. economic theory of the firm E. performance based theory of organizations
Q:
(p. 11) Which of the following statements about the resource-based view of organizations is false?
A. It suggests that resources are valuable because they are rare.
B. It describes what makes resources capable of creating long-term profits for the firm.
C. It suggests that inimitable resources are of greater value to an organization.
D. A firm's resources include resources related to organizational behavior.
E. It suggests that the value of resources depends on a single factor.
Q:
The primary reason for managing diversity is to:
A. conform to legal requirements.
B. to correct an imbalance, an injustice, a mistake, or outright discrimination that occurred in the past.
C. treat everyone morally and ethically.
D. achieve positive social identity.
E. to be able to grow and maintain a successful business in an increasingly competitive marketplace.
Q:
(p. 10) In the integrative model which organizational mechanism captures shared knowledge about the rules, norms, and values that shape employee attitudes and behaviors?
A. Organizational structure
B. Organizational ability
C. Organizational culture
D. Job satisfaction
E. Organizational leadership
Q:
_____ involves creating organizational changes that enable all people to perform up to their maximum potential.
A. Affirmative action
B. Core dimension of diversity
C. Managing diversity
D. Valuing diversity
E. Workforce demographics
Q:
(p. 10) _____ is the organizational mechanism in the integrative model that captures "the way things are" in an organization.
A. Organizational structure
B. Organizational ability
C. Organizational leadership
D. Organizational performance
E. Organizational culture
Q:
Paris was recently hired for a managerial position in a large high-tech firm. The organization has an active affirmative action program, and Paris thinks that the fact that she is female might have influenced the hiring decision. Paris is likely to experience _____ compared to employees selected solely on the basis of merit.
A. less stress
B. greater job satisfaction
C. greater organizational commitment
D. greater career satisfaction
E. negative stigmatization
Q:
(p. 10) Which organizational mechanism illustrated by the integrative model dictates how the units within the firm link to other units?
A. Organizational culture
B. Organizational ability
C. Organization size
D. Organizational structure
E. Organizational leadership
Q:
Women and minorities hired on the basis of affirmative action were found to experience _____.
A. more stress
B. greater job satisfaction
C. greater organizational commitment
D. greater career satisfaction
E. more competencies
Q:
(p. 09) Which of the following capture(s) the specific actions that leaders take to influence others at work?
A. Leader styles and behaviors
B. Leader cultural values
C. Leader personality
D. Leader influence and negotiation
E. Leader power
Q:
Affirmative action programs often have _____ effects on the job satisfaction of women and minority employees who supposedly benefited from them.
A. negative
B. minimal
C. positive
D. beneficial
E. proactive
Q:
(p. 09) Which of the following group mechanisms summarize how individuals attain authority over others?
A. Leader cultural values
B. Leader personality
C. Leader styles and behaviors
D. Leader responsibilities
E. Leader power and negotiation
Q:
Which of the following statements affirmative action is true?
A. It imposes quotas on employers.
B. It legitimizes quotas.
C. It is not supported by people who possess racist or sexist attitudes.
D. It fosters the type of thinking that is needed to effectively manage diversity.
E. It is a natural intervention.
Q:
(p. 09) Which of the following is an example of a group mechanism?
A. Team characteristics and diversity
B. Motivation
C. Trust, justice, and ethics
D. Organizational commitment
E. Ability
Q:
Affirmative action programs:
A. can only be imposed by the CEOs of the concerned companies.
B. impose quotas on employers.
C. require companies to hire unqualified people.
D. are the outgrowths of equal employment opportunity (EEO) legislation.
E. are embraced by white males in the workforce.
Q:
(p. 09) In the integrative model, ability, which includes cognitive abilities, emotional skills, and physical abilities, is classified as a(n) _____.
A. individual outcome
B. organizational mechanism
C. individual characteristic
D. individual mechanism
E. group outcome
Q:
Which of the following is true about an affirmative action?
A. It legitimizes quotas.
B. It is viewed more positively by people who are liberals and Democrats than conservatives and Republicans.
C. It requires companies to hire unqualified people.
D. It fosters the type of thinking that is needed to effectively manage diversity.
E. It is a natural intervention aimed at giving management a chance to correct an imbalance.
Q:
(p. 09) Which of the following individual characteristics illustrated in the integrative model of OB reflect the various traits and tendencies that describe how people act, with commonly studied traits including extraversion, conscientiousness, and collectivism?
A. Trust, justice, and ethics
B. Personality and cultural values
C. Job performance and organizational commitment
D. Learning and decision making
E. Organizational structure and organizational culture
Q:
_____ is an artificial intervention aimed at giving management a chance to correct an imbalance, an injustice, a mistake, and/or outright discrimination.
A. Ethnocentrism
B. Managing diversity
C. Cross-cultural training
D. Job redesign
E. Affirmative action
Q:
Sven is a 51-year-old white male who works as a manager in the marketing department of a small organization in Sweden. He has 12 years seniority at his current organization. He is relatively outgoing in social settings and is married. His favorite hobbies include boxing and cooking. Which of these characteristics represents an organizational dimension of diversity?A. Being 51B. Loving boxingC. Living in SwedenD. Being marriedE. Having 12 years seniority
Q:
(p. 09) As employees gain experience, they obtain job knowledge and use this knowledge to make accurate judgments on the job. Which individual mechanism is referred to in this statement?
A. Team processes
B. Trust, justice, and ethics
C. Learning and decision making
D. Personality and ability
E. Motivation
Q:
Joey is a 36-year-old white male who works as a teacher in the Pacific Northwest. He has 2 years seniority at his current organization. He is an introvert in social settings and he recently got divorced. His favorite hobbies include professional wrestling and wine tasting. Which of these characteristics represents an internal dimension of diversity?A. Being 36B. Loving wrestlingC. Living in the Pacific NorthwestD. Being divorcedE. Having 2 years on the job
Q:
(p. 09) Which of these individual mechanisms captures the energetic forces that drive employees' work efforts?
A. Motivation
B. Ability
C. Job performance
D. Personality
E. Stress
Q:
_____ is an example of an organizational dimension of diversity.A. Marital statusB. Physical appearanceC. SeniorityD. Sexual orientationE. Gender
Q:
(p. 09) Which of the following considers employees' psychological responses to job demands that tax or exceed their capabilities?
A. Job satisfaction
B. Ability
C. Job performance
D. Leadership style
E. Stress
Q:
Marital status is an example of a(n) _____ dimension of diversity.A. coreB. surface-levelC. organizationalD. internalE. external
Q:
(p. 09) Which of the following reflect(s) the degree to which employees feel that their company does business with fairness, honesty, and integrity?
A. Job satisfaction
B. Trust, justice, and ethics
C. Team processes
D. Personality and ability
E. Motivation
Q:
_____ is an example of an internal dimension of diversity.A. RaceB. Management statusC. Parental statusD. Income levelE. Religion
Q:
(p. 09) According to the integrative model, job satisfaction is a(n) ______.
A. individual outcome
B. organizational mechanism
C. group mechanism
D. individual mechanism
E. group outcome
Q:
_____ is an example of an external dimension of diversity.A. Sexual orientationB. EthnicityC. AgeD. Personal habitE. Race
Q:
(p. 09) According to the integrative model of organizational behavior, motivation, trust, justice, and ethics are _____.
A. individual mechanisms
B. organizational mechanisms
C. group mechanisms
D. individual outcomes
E. group outcomes
Q:
_____ is an example of an internal dimension of diversity.A. Income levelB. Religious beliefC. Sexual orientationD. Marital statusE. Educational background
Q:
Which of the following is one of the two primary goals managers have for their employees?
A. Maximization of job performance.
B. Optimization of stock price.
C. Rationalization of job structure.
D. Utilization of rational decision making techniques.
E. Obedience to organizational rules and regulations.
Q:
Which of the following is an example of an external dimension of diversity?A. IncomeB. GenderC. Physical abilityD. RaceE. Ethnicity
Q:
(p. 09) Of the following, which is a primary individual outcome according to the integrative model?
A. Job satisfaction
B. Culture
C. Team processes
D. Personality
E. Organizational commitment
Q:
_____ is the core layer of diversity.A. Work locationB. SeniorityC. RaceD. ReligionE. Personality
Q:
(p. 09) Which of the following is a primary individual outcome of interest to organizational behavior researchers according to the integrative model?
A. Job performance
B. Culture
C. Team processes
D. Personality
E. Stress
Q:
Which of the following is an example of reasonable accommodation of sincerely held religious beliefs?
A. Children in the workplace and mandatory child care
B. Regular 20 hour work weeks
C. Quotas on promotions
D. Flexible scheduling
E. Technical training for all senior executives
Q:
(p. 07) OB primarily uses _______ models to understand motivation, learning, and decision making.
A. marketing
B. economic
C. labor union
D. strategic
E. cultural
Q:
Which of the following statements is true about diversity?
A. It is synonymous with similarities among different groups of people.
B. It synonymous with affirmative action.
C. It represents the multitude of individual differences and similarities that exist among people.
D. It is an issue of age, race, or gender.
E. It is an issue of being Catholic, Jewish, Protestant, Muslim, or Buddhist.
Q:
(p. 07) Research on satisfaction, emotions, and team processes found in OB draws heavily from studies in _____.
A. anthropology
B. organizational goals
C. industrial relations
D. social psychology
E. team management
Q:
Differences are highly valued when an organization uses R Roosevelt Thomas Jr's toleration approach.
Q:
(p. 07) OB research on job performance and individual characteristics draws primarily from studies in _____.
A. industrial and organizational psychology
B. social relations
C. marketing management
D. sales management
E. economic relations
Q:
R Roosevelt Thomas Jr's isolation approach maintains the current way of doing things by setting the diverse person off to the side.
Q:
(p. 07) When a firm expands into a new product segment, it is known as _____.
A. product recall
B. product diversification
C. monopolization
D. cartelization
E. product divestment
Q:
Differences are encouraged when using R Roosevelt Thomas Jr's suppression approach.
Q:
(p. 07) Which of the following focuses on the product choices and industry characteristics that affect an organization's profitability?
A. Organizational behavior
B. Process management
C. Operations management
D. Strategic management
E. Human resource management
Q:
R Roosevelt Thomas Jr includes the category "deny" in his generic action options.
Q:
(p. 07) Which of the following takes the theories and principles studied in OB and explores the applications of those principles in organizations?
A. Human resource management
B. Strategic management
C. Economic research
D. Operations management
E. Financial management
Q:
(p. 07) _____ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. A. Organizational behavior B. Strategic management C. Economic research D. Operations management E. Financial management
Q:
Sexual harassment is an example of hostile work environments.
Q:
Diversity climate is a subcomponent of an organization's overall climate.
Q:
(p. 21) Proponents of evidence-based management argue that human resources should be transformed into a sort of R&D department for managing people.
Q:
An overabundance of political savvy on the part of diverse employees is one barrier to implementing successful diversity programs.
Q:
(p. 21) Evidence-based management is a perspective that argues that scientific findings should not form the foundation for management education.
Q:
Ethnocentrism represents the feeling that one's cultural rules and norms are superior or more appropriate than the rules and norms of another culture.
Q:
(p. 21) Meta-analyses cannot form the foundation for evidence-based management.
Q:
Fault lines form when work-group members possess varying demographic characteristics.
Q:
(p. 20) Causal inferences means establishing that one variable really does cause another.
Q:
According to information/decision-making theory, homogeneous groups make better quality decisions than more heterogeneous groups.
Q:
(p. 19) Understanding correlation is important because OB questions are not "yes or no" in nature.
Q:
Diversity can enhance the number of contacts a group or work unit has at its disposal.
Q:
(p. 19) The strength of a correlation can be inferred from the "compactness" of its scatterplot.
Q:
Diverse groups are expected to do a better job in later phases of problem solving.
Q:
(p. 19) The best way to understand correlation between two variables is to look at a scatterplot.
Q:
According to information/decision-making theory, diverse groups are more likely to possess a broader range of task-relevant knowledge, skills, abilities, opinions, and perspectives than less diverse groups.
Q:
(p. 19) A correlation describes the statistical relationship between two variables.
Q:
Social categorization theory predicts that heterogeneity is better than homogeneity in terms of affecting work-related attitudes, behaviors, and performance.
Q:
(p. 18) Analyses are written predictions that specify relationships between variables.
Q:
Social categorization theory implies that similarity leads to liking and attraction, thereby fostering a host of positive outcomes.
Q:
(p. 18) Theory is defined as a collection of assertionsboth verbal and symbolicthat specify how and why variables are related, as well as the conditions in which they should (and should not) be related.
Q:
Equal access to training and learning opportunities when it comes to new technology will help to keep older workers engaged and committed to working.
Q:
(p. 16) The method of authority suggests that people hold firmly to some belief because some respected official, agency, or source has said it is so.
Q:
Simple work assignments should be provided in order to keep older workers engaged and committed to working.
Q:
(p. 16) According to the method of experience, people hold firmly to some belief because scientific studies have tended to replicate results using a series of samples, settings, and methods.
Q:
As well-educated workers begin to look for jobs commensurate with their qualifications and expectations, absenteeism and turnover likely will increase.