Q&A Hero

Q: (p. 16) The method of intuition suggests that people hold firmly to some belief because it seems obvious or self-evident.

Q: Millennials are entitled, civic minded, and have close parental involvement.

Q: (p. 16) It is often easy to "fix" companies that struggle with OB issues.

Q: Gen Xers are patriotic, loyal, disciplined, and have respect for authority.

Q: (p. 16) The integrative model of OB was designed with the Rule of One-Eighth in mind.

Q: Many Millennials are being managed by Boomers who possess very similar sets of personal traits.

Q: (p. 15) The Rule of One-Eighth suggests that about 88 percent of the companies will actually do what is required to build profits by putting people first.

Q: Millennials account for the largest block of employees in the workforce.

Q: (p. 13) Firms that do not undergo an IPO typically have shorter histories and need an infusion of cash to grow or introduce some new technology.

Q: College graduates are typically lacking in terms of teamwork skills, critical thinking, and analytic reasoning.

Q: (p. 13) Given that good employees move from one organization to another, they do not create a resource valuable enough for creating competitive advantage.

Q: Minorities experience more pyschological support than whites.

Q: (p. 13) Resources like culture, teamwork, trust, and reputation are termed "socially complex" because it is not always clear which organizations do (and do not) possess them, though it is clear how they came to develop.

Q: (p. 13) Big decisions are visible to competitors and observable by industry experts.

Q: The phenomenon of glass ceiling resulted in women finding themselves in jobs with more visibility, power, and influence.

Q: The phenomenon of glass ceiling resulted in women finding themselves in lower-level jobs.

Q: (p. 12) People create history, a collective pool of experience, wisdom, and knowledge that benefits the organization.

Q: The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented religious minorities from advancing to higher-level positions.

Q: (p. 11) The resource-based view suggests that a resource is more valuable when it can be imitated.

Q: Workforce demographics are statistical profiles of the characteristics and composition of the adult working population.

Q: (p. 11) According to the resource-based view of organizations, a firm's resources do not include resources related to organizational behavior, such as the knowledge, ability, and wisdom of the workforce.

Q: Organizations can use diversity as a strategic advantage if employees fail to contribute their full talents, abilities, motivation, and commitment.

Q: (p. 10) To counter the effects of a bad product, effective management of OB can help make the product get better, incrementally, over the long term.

Q: (p. 09) Leader power and negotiation summarize how individuals attain authority over others.

Q: The primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace.

Q: Managing diversity enables people to perform up to their maximum potential through changing an organization's culture and infrastructure.

Q: (p. 09) The integrative model of OB acknowledges that employees work in one or more work teams led by some formal leader.

Q: Women hired under affirmative action programs exhibit higher performance when they believe they are hired due to their competence.

Q: (p. 09) Like individual characteristics, group mechanisms shape satisfaction, stress, motivation, trust, and learning.

Q: The goal of affirmative action programs is to enable people to perform up to their maximum potential.

Q: (p. 09) Job satisfaction does not have an effect on job performance and organizational commitment.

Q: Affirmative action plans are not supported by people who possess racist or sexist attitudes.

Q: (p. 09) Learning and decision making deal with how employees gain job knowledge and how they use that knowledge to make accurate judgments on the job.

Q: Affirmative action plans are viewed more positively by people who are conservatives and Republicans.

Q: (p. 09) The Container Store, a retailer based out of Texas, is considering a performance based incentive system for its employees. This is an example of motivation.

Q: Affirmative action programs typically impose quotas on employers.

Q: (p. 9) Trust, justice, and ethics capture what employees feel when thinking about their jobs and doing their day-to-day work.

Q: Discrimination occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job.

Q: (p. 09) Job satisfaction reflects employees' psychological responses to job demands that tax or exceed their capacities.

Q: Although affirmative action created tremendous opportunities for women and minorities, it does not foster the type of thinking that is needed to effectively manage diversity.

Q: (p. 08) The integrative model of OB presents five individual mechanisms that directly affect the individual outcomes: motivation; learning and decision making; job performance; leadership styles and behaviors; and ethics.

Q: Affirmative action is an outgrowth of equal employment opportunity legislation.

Q: Much of what we know about organizational behavior is considered universal and "culture-free" showing that managing people faces the sane challenges everywhere.

Q: Flexible scheduling and job reassignments are examples of reasonable accommodation.

Q: The integrative model of organizational behavior suggests that individual mechanisms result in organizational and group mechanisms which, when combined with individual characteristics, lead to individual outcomes.

Q: Employment laws require organizations to reasonably accommodate employees' sincerely held religious practices even if doing so would impose an undue hardship on the employer.

Q: (p. 07) The theories and concepts found in OB are drawn from two disciplines: human resources management and strategic management.

Q: Work location represents an organizational dimension of diversity.

Q: External dimensions of diversity contain an element of control or choice.

Q: (p. 07) Strategic management focuses on the product choices and industry characteristics that affect an organization's profitability.

Q: Sexual orientation represents an external dimension of diversity.

Q: Educational background represents an internal dimension of diversity.

Q: Internal dimensions of diversity are more likely than external dimensions to be under our control.

Q: Personality is the central layer of diversity and represents a stable set of characteristics responsible for a person's identity.

Q: Affirmative action is the same as managing diversity.

Q: Diversity is an issue of age, race, and gender.

Q: Diversity encompasses both differences and similarities.

Q: Diversity represents the multitude of individual differences that make people different from and similar to each other.

Q: Mention the four criteria for codes of ethics to have a positive impact.

Q: Mention the actions for improving on-the-job ethics to improve the organization's ethical climate.

Q: Identify the seven general ethical principles and briefly describe each.

Q: Compare and contrast the characteristics of past managers and 21st century managers.

Q: Define human capital. Describe the qualities and characteristics of individual human capital.

Q: What is the difference between e-commerce and e-business?Describe the E-business implications for organizational behavior.

Q: Mention the four common TQM principles.

Q: Describe McGregor's Theory X and Theory Y assumptions about people at work.

Q: List the seven people-centered practices that are strongly associated with higher profits and lower employee turnover.

Q: A _____ is an in-depth analysis of a single individual, group, or organization. A. case study B. meta-analysis C. sample survey D. field study E. laboratory study

Q: The highly controlled nature of _____ enhances research precision. A. field studies B. sample surveys C. laboratory studies D. case studies E. meta-analyses

Q: In a _____, variables are manipulated and measured in controlled situations. A. case study B. meta-analysis C. sample survey D. field study E. laboratory study

Q: Which of the following is true about a field study? A. A field study is an in-depth analysis of a single individual, group, or organization. B. A field study is a statistical pooling technique that permits behavioral scientists to draw general conclusions about certain variables from many different studies. C. In a field study, samples of people from specified populations respond to questionnaires. D. A field study probes individual or group processes in an organizational setting, involving real-life situations. E. In a field study, variables are manipulated and measured in contrived situations.

Q: A _____ is a statistical pooling technique that allows behavioral scientists to draw conclusions about certain variables from many different studies. A. case study B. meta-analysis C. sample survey D. field analysis E. laboratory study

Q: _____ occurs when an employee reports a perceived unethical and/or illegal activity to a third party such as government agencies, news media, or public-interest groups. A. Blind trust B. Collusion C. Embezzlement D. Whistle-blowing E. Lapping

Q: Which of the following is true about organizational ethics? A. Ethical behavior is a bottom-to-top proposition. B. Ethics will have a positive impact if they are not enforced with strict penalties for noncompliance. C. Ethical conduct is often ignored. D. Ethical behavior that is reinforced tends to disappear. E. Managers ensure that unethical behavior is punished.

Q: In Hodgson's seven moral principles, the notion of self-determination is captured by _____.A. dignity of human lifeB. autonomyC. honestyD. loyaltyE. humaneness

Q: Which of the following moral principles of Hodgson states that all have the right be treated equitably, and the right to the necessities of life, especially those in deep need and the helpless?A. Dignity of human lifeB. AutonomyC. HonestyD. LoyaltyE. Fairness

Q: In Carroll's global corporate social responsibility pyramid, _____ responsibility states that one should do what is required by stakeholders.A. economicB. legalC. ethicalD. philanthropicE. egoistic

Q: The base of Carroll's global corporate social responsibility pyramid is _____ responsibility. A. economic B. legal C. ethical D. philanthropic E. egoistic

Q: Corporate officers in the United States are subject to high accountability standards and harsh penalties under the _____ Act. A. Swart-Surber B. Hayes-Rachel C. Gambino D. Sarbabes-Oxley E. Brown

Q: Which of the following is a characteristic of a 21st-century manager? A. Compensation based on time, effort, and rank B. Viewing people as a primary resource C. A monocultural, monolingual orientation D. Afterthought ethical consideration E. Hoarding power and key information