Organizational Behavior Trivia Quiz!

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Quizzes Created: 1 | Total Attempts: 150

Questions: 77 | Attempts: 150 | Updated: Mar 22, 2023

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Organizational Behavior Trivia Quiz! - Quiz

Questions and Answers

1.

________ cultures can be a ________ when they effectively eliminate the unique strengths that people of different backgrounds bring to the organization.
- A.
  
  Strong; liability
- B.
  
  Organizational; asset
- C.
  
  Dominant; asset
- D.
  
  Weak; liability
- E.
  
  Weak; asset
Correct Answer
A. Strong; liability

Explanation
When cultures are strong, they can become a liability when they eliminate the unique strengths that people from diverse backgrounds bring to the organization. This means that when a culture is too dominant and does not value or include different perspectives, it can hinder innovation, creativity, and collaboration within the organization. This can result in missed opportunities and a lack of adaptability to changing environments, ultimately becoming a liability for the organization.

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2.

SJCC Ltd. is a mid-sized, but growing, company that services oil rigs in the tar sands. It was originally founded by Stewart, a young engineer with five years experience in the oil service industry. The culture of SJCC Ltd. would be a result of the original ________ of the company's ________.
- A.
  
  Values, clients
- B.
  
  Restrictions, technology
- C.
  
  Rules, managers
- D.
  
  Beliefs, investors
- E.
  
  Philosophy, founder
Correct Answer
E. pHilosopHy, founder

Explanation
The culture of SJCC Ltd. would be a result of the original philosophy of the company's founder. The founder's beliefs and values would have shaped the overall philosophy of the company, which in turn would have influenced the culture of the organization. The founder's vision, principles, and approach to business would have set the tone for how things are done within the company, impacting the behavior, attitudes, and values of its employees.

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3.

________ organizational cultures place considerable pressure on employees to conform and can act as a barrier to enhancing diversity in the organization.
- A.
  
  Old
- B.
  
  Strong
- C.
  
  Weak
- D.
  
  New
- E.
  
  Sustainable
Correct Answer
B. Strong

Explanation
Strong organizational cultures place considerable pressure on employees to conform and can act as a barrier to enhancing diversity in the organization. This is because in strong cultures, there is a strong emphasis on uniformity and adherence to established norms and values. This can discourage employees from expressing diverse perspectives or challenging the status quo, limiting the organization's ability to benefit from different ideas and perspectives.

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4.

Stabilizing a change intervention by balancing driving and restraining forces is termed
- A.
  
  Sustainability.
- B.
  
  Status quo.
- C.
  
  Refreezing.
- D.
  
  Consolidation.
- E.
  
  Unfreezing.
Correct Answer
C. Refreezing.

Explanation
Refreezing is the term used to describe the process of stabilizing a change intervention by balancing driving and restraining forces. It involves solidifying the changes that have been made and ensuring that they become permanent and integrated into the organization's culture. This term is often used in the context of Kurt Lewin's change model, which suggests that change occurs in three stages: unfreezing, making the change, and refreezing. Refreezing is the final stage where the changes are reinforced and sustained.

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5.

Kurt Lewin's model of change is built upon the premise that change is
- A.
  
  Attractive.
- B.
  
  Urgent.
- C.
  
  Episodic.
- D.
  
  Continuous.
- E.
  
  Planned.
Correct Answer
C. Episodic.

Explanation
Kurt Lewin's model of change is built upon the premise that change is episodic. This means that change occurs in distinct and separate events or episodes rather than being a continuous process. According to Lewin, change involves a series of stages, including unfreezing the current state, moving to a new state, and refreezing the new state. This episodic nature of change allows for clear and defined periods of transition and adjustment, which can help individuals and organizations better manage and adapt to change.

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6.

Mighty Mintz Motor Repair (MMMR) is moving its location 200 kilometers away to a larger community within the next ten months. Mr. Mintz realizes the hardships some of the mechanics will experience if they move. He is hoping that they accept the change and are not too resistant to moving, as he would like them to all follow the business. He has authorized you to use Lewin's three-step model in order to facilitate the change and come up with a plan he can implement in the near future. Referring to SCENARIO 10-3, congratulations!. You have been successful in convincing the mechanics to move to the new location. All of the mechanics have moved, so just one week after the move you decide to have a staff appreciation day where the mechanics can enter their name in a draw for an all expense paid vacation. In Lewin's terms, this is an example of
- A.
  
  Empowering.
- B.
  
  Refreezing the driving forces.
- C.
  
  Increasing driving forces.
- D.
  
  Refreezing the change.
- E.
  
  Unfreezing the status quo.
Correct Answer
D. Refreezing the change.

Explanation
Refreezing the change refers to the final step in Lewin's three-step model, where the new behavior or change is reinforced and stabilized. In this scenario, the staff appreciation day with the vacation draw is a way to reward and motivate the mechanics for successfully adapting to the change and moving to the new location. It helps solidify the change and encourages the mechanics to continue embracing the new location and the changes that have been implemented.

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7.

Weak cultures are more likely than strong cultures to have a controlling influence on employee behaviours.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The statement suggests that weak cultures have a controlling influence on employee behaviors, which is not true. In fact, strong cultures are more likely to have a controlling influence on employee behaviors. Strong cultures have well-defined values, norms, and beliefs that guide employee behavior, creating a sense of unity and shared purpose. In contrast, weak cultures lack clear direction and may result in employees having more autonomy and less control over their behaviors. Therefore, the correct answer is false.

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8.

Sometimes it is imperative that the culture of an organization be changed in order to improve the performance of employees and the organization as a whole.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
Changing the culture of an organization can be necessary to enhance employee performance and overall organizational effectiveness. Culture influences employee behavior, attitudes, and values, which in turn affect their productivity, motivation, and commitment. By reshaping the culture, organizations can promote a positive work environment, align employee behaviors with organizational goals, and foster innovation and adaptability. Therefore, it is crucial to recognize the importance of culture and its impact on organizational performance.

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9.

If an individual believes his/her income will be affected negatively by a particular change, resistance will increase. This is an example of an economic reason for resistance.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
This statement suggests that when individuals perceive that a specific change will have a negative impact on their income, they are more likely to resist that change. This aligns with economic reasoning, as people tend to prioritize their financial well-being and may resist changes that could potentially harm their income. Therefore, the statement is true.

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10.

By trying to bring about change, senior executives may engage in political actions in order to present the change in a positive light.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
Senior executives may engage in political actions to present change in a positive light because they understand that change can be met with resistance and skepticism. By engaging in political actions, such as influencing key stakeholders, building alliances, or framing the change in a way that aligns with the organization's values and goals, senior executives can increase the chances of successful implementation. This political behavior allows them to navigate the organizational landscape and overcome potential barriers to change.

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11.

A ________ is the ________ of the organization, while the ________ is the foundation of the organization.
- A.
  
  Mission, soul, structure
- B.
  
  Culture, vision, structure
- C.
  
  Culture, soul, structure
- D.
  
  Vision, mission, structure
- E.
  
  Mission, culture, structure
Correct Answer
C. Culture, soul, structure

Explanation
The culture of an organization refers to the shared values, beliefs, and behaviors that shape the way people work and interact within the organization. It represents the soul of the organization, as it defines its identity and guides its actions. On the other hand, the structure of an organization refers to its framework, including its hierarchy, roles, and processes. It provides the foundation for the organization, as it determines how tasks are divided and how communication and decision-making occur. Therefore, the correct answer is culture, soul, structure.

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12.

Organizational culture
- A.
  
  Conveys a sense of organizational identity.
- B.
  
  Discourages networking.
- C.
  
  Generates a stronger financial position.
- D.
  
  Improves the manager's ability to hire competent employees.
- E.
  
  Lowers overhead costs because employees work harder.
Correct Answer
A. Conveys a sense of organizational identity.

Explanation
Organizational culture refers to the shared values, beliefs, and behaviors that shape the identity and character of an organization. It is a system of shared meaning that conveys a sense of organizational identity. This means that it helps establish a unique and distinct identity for the organization, which can be a powerful tool for building a strong brand and attracting employees and customers who align with the organization's values and mission. By creating a sense of identity, organizational culture can also foster a sense of belonging and unity among employees, leading to increased motivation, engagement, and productivity.

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13.

Subcultures are most likely to be defined by
- A.
  
  The ability of employees to think independently.
- B.
  
  Departmental designations.
- C.
  
  The dominant culture.
- D.
  
  The organizational structure.
- E.
  
  Management values.
Correct Answer
B. Departmental designations.

Explanation
Subcultures within an organization are typically defined by departmental designations. This means that different departments or teams within the organization may develop their own unique values, norms, and ways of operating. These subcultures can arise due to the specific tasks and responsibilities of each department, as well as the different skill sets and backgrounds of the employees within them. Departmental designations provide a framework for employees to align themselves with a particular group or subculture within the larger organization.

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14.

The Women's Entrepreneurial College (WEC) is a large 'entrepreneurial' college where students learn how to establish their own business and be entrepreneurs. The founders of the college were a group of professional women committed to the idea that a business education was the best preparation for women who wanted to become entrepreneurs. The college focuses on providing training in entrepreneurship and private ownership. Since its founding, the college has grown and is now one of the largest colleges committed to helping women own their own business. Within the last decade, the accounting department has become one of the largest departments within the college and offers additional support by finding financial investors for the graduates. The accounting department is committed to the general entrepreneurship training that the college provides, but is also committed to finding financing for its graduates. Referring to SCENARIO 10-1, the belief in providing business education and entrepreneurial training is part of the
- A.
  
  Mission statement.
- B.
  
  Socialization of the college.
- C.
  
  Subculture of the accounting department.
- D.
  
  Artifacts of the culture.
- E.
  
  Dominant culture.
Correct Answer
E. Dominant culture.

Explanation
The given scenario describes the Women's Entrepreneurial College (WEC) as a large college focused on providing business education and entrepreneurial training. The founders of the college believed that a business education was the best preparation for women who wanted to become entrepreneurs. This belief in providing business education and entrepreneurial training is a central aspect of the college's culture, making it the dominant culture of the institution.

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15.

According to your text, research shows that cynicism during the change process often results in
- A.
  
  Greater motivation and hard work by all employees in order to keep the status quo.
- B.
  
  More positive critical analysis of the situation by employees.
- C.
  
  Increased attention by all employees.
- D.
  
  Increased job satisfaction because it forces the status quo.
- E.
  
  Lower commitment on the part of employees.
Correct Answer
E. Lower commitment on the part of employees.

Explanation
The research mentioned in the text suggests that cynicism during the change process leads to lower commitment on the part of employees. This means that when employees are cynical about the change, they are less likely to be committed to it and may not put in the same level of effort or dedication.

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16.

The built-in mechanisms that organizations have in order to produce stability are referred to as
- A.
  
  Economic factors.
- B.
  
  Structural inertia.
- C.
  
  Personal security.
- D.
  
  Selective information processing.
- E.
  
  All of the above
Correct Answer
B. Structural inertia.

Explanation
Structural inertia refers to the resistance to change within an organization due to its established structures, processes, and systems. These mechanisms are put in place to maintain stability and continuity. Economic factors and personal security may be related to organizational stability but do not specifically refer to the built-in mechanisms. Selective information processing may also contribute to stability, but it is not the main concept being described in this question. Therefore, the correct answer is structural inertia.

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17.

When an organization is faced with a true crisis, members of the organization will likely be ________ efforts to change the culture.
- A.
  
  Blind to
- B.
  
  Willing to negotiate
- C.
  
  Resistant to
- D.
  
  Involved in
- E.
  
  Responsive and accepting of
Correct Answer
E. Responsive and accepting of

Explanation
When an organization is faced with a true crisis, members of the organization will likely be responsive and accepting of efforts to change the culture. This is because a crisis often creates a sense of urgency and the need for immediate action. In such situations, individuals are more likely to recognize the need for change and be open to adopting new ways of doing things in order to address the crisis effectively. Being responsive and accepting of change is crucial in order to adapt and overcome the challenges presented by the crisis.

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18.

SCENARIO 10-5 Johnson Farm Products is expanding its traditional business with farmers to now include home gardeners. You are one of the regional sales managers for Johnson Farm Products. This change has not been met with enthusiasm by the company's salespeople, who have had good long-term relationships with the farmers in the area. You know that the change will be difficult if you cannot obtain the cooperation of the salespeople and enthusiasm of the farmers. Referring to SCENARIO 10-5, you have brought in a demographer to explain the changing nature of the area in which you live. This is overcoming resistance through the use of
- A.
  
  Participation.
- B.
  
  Education and communication.
- C.
  
  Manipulation.
- D.
  
  Co-optation.
- E.
  
  Negotiation.
Correct Answer
B. Education and communication.

Explanation
The correct answer is education and communication. By bringing in a demographer to explain the changing nature of the area, the regional sales manager is providing information and knowledge to the salespeople and farmers. This helps them understand the reasons behind the expansion and the benefits it can bring. Through effective communication and education, the manager is attempting to overcome resistance and gain the cooperation and enthusiasm of the salespeople and farmers.

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19.

All socialization efforts are directed towards getting individuals to divest themselves of characteristics they held prior to joining the organization.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The given statement suggests that all socialization efforts aim to make individuals abandon their previous characteristics after joining an organization. However, this is not always the case. Socialization efforts can also focus on integrating individuals' existing characteristics into the organization's culture or values, rather than completely divesting them. Therefore, the correct answer is false.

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20.

'Refreezing' is an optional step in the three-step model and is required only for some changes.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The explanation for the given answer is that 'Refreezing' is not an optional step in the three-step model, but rather an essential step. Refreezing refers to the process of reinforcing and stabilizing the changes that have been implemented. It involves establishing new norms, values, and behaviors to ensure that the change becomes permanent. Therefore, refreezing is necessary for all changes, not just some of them.

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21.

Co-optation is a resistance strategy that is meant to have key executives and employees buy into the change by giving them a key role in the change decision.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
Co-optation is indeed a resistance strategy that aims to gain the support and participation of key executives and employees in a change initiative. By involving them in the decision-making process, they are more likely to be invested in the change and contribute to its success. This strategy recognizes the importance of including influential individuals in the change process to mitigate resistance and increase the chances of successful implementation.

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22.

Which of the following expresses the core values shared by a majority of the organization's members?
- A.
  
  Dominant culture
- B.
  
  Strong culture
- C.
  
  Ethical culture
- D.
  
  Sustainable culture
- E.
  
  Subculture
Correct Answer
A. Dominant culture

Explanation
The dominant culture refers to the set of core values, beliefs, and behaviors that are shared by the majority of the organization's members. It represents the prevailing norms and practices within the organization and shapes the overall organizational culture. This is the best answer as it directly addresses the question by stating that the dominant culture expresses the core values shared by a majority of the organization's members.

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23.

SCENARIO 10-1 The Women's Entrepreneurial College (WEC) is a large 'entrepreneurial' college where students learn how to establish their own business and be entrepreneurs. The founders of the college were a group of professional women committed to the idea that a business education was the best preparation for women who wanted to become entrepreneurs. The college focuses on providing training in entrepreneurship and private ownership. Since its founding, the college has grown and is now one of the largest colleges committed to helping women own their own business. Within the last decade, the accounting department has become one of the largest departments within the college and offers additional support by finding financial investors for the graduates. The accounting department is committed to the general entrepreneurship training that the college provides, but is also committed to finding financing for its graduates. Referring to SCENARIO 10-1, the accounting department holds some unique values in addition to the ________ of the dominant culture.
- A.
  
  Social values
- B.
  
  Business values
- C.
  
  Core values
- D.
  
  Formalized values
- E.
  
  Mission values
Correct Answer
C. Core values

Explanation
The accounting department holds some unique values in addition to the core values of the dominant culture. This means that the department has its own set of principles and beliefs that guide its actions and decisions, which may align with or complement the overall values of the college. These core values could include integrity, accuracy, transparency, and accountability, which are essential in the field of accounting. By having its own set of core values, the accounting department ensures that it upholds professional standards and contributes to the overall mission of the college in supporting women entrepreneurs.

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24.

Actions of senior executives, such as establishing the norms that assess risk-taking, is a force that plays a part in ________ a culture.
- A.
  
  Establishing
- B.
  
  Initiating
- C.
  
  Changing
- D.
  
  Sustaining
- E.
  
  Developing
Correct Answer
D. Sustaining

Explanation
Senior executives, through their actions, have the power to establish the norms that assess risk-taking within an organization. Once these norms are established, they become ingrained in the culture of the organization and continue to be upheld over time. Therefore, the actions of senior executives play a crucial role in sustaining the culture of an organization.

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25.

SCENARIO 10-2 The Young Mom's Club of St. Albert has been operating for thirty years as an informal organization. Since its founding, the club has provided support to professional women who have left their careers in order to stay at home with their young families and further develop their home life. The group has offered classes in child rearing, parenting, and home and personal development to its members, the majority of whom are upper middle-class women from the city of St. Albert. In the last decade, the St. Albert area has grown substantially and the community has seen a significant rise in the number of young working professionals. Many young career oriented people, who do not have children, have moved to St. Albert in order to work in the smaller community, commute to near-by Edmonton for their work, or telecommute from their home. Referring to SCENARIO 10-2, the growth of the St. Albert community to include more career oriented people, who do not have children, is a ________ of change, which may lead to changes in the mission and values of the Young Mom's Club in the future.
- A.
  
  Restraining force
- B.
  
  Supportive force
- C.
  
  Barrier
- D.
  
  Unfreezing force
- E.
  
  Driving force
Correct Answer
E. Driving force

Explanation
The growth of the St. Albert community to include more career-oriented people without children is a driving force of change for the Young Mom's Club. This demographic shift suggests that there may be a decrease in the number of potential members who fit the club's target audience of young moms. As a result, the club may need to adapt its mission and values to remain relevant and attract a new, diverse group of members. The influx of career-oriented individuals without children is pushing the club to reassess its goals and potentially make changes to accommodate the evolving community.

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26.

SCENARIO 10-3 Mighty Mintz Motor Repair (MMMR) is moving its location 200 kilometers away to a larger community within the next ten months. Mr. Mintz realizes the hardships some of the mechanics will experience if they move. He is hoping that they accept the change and are not too resistant to moving, as he would like them to all follow the business. He has authorized you to use Lewin's three-step model in order to facilitate the change and come up with a plan he can implement in the near future. Referring to SCENARIO 10-3, the $20,000 moving bonus was refused by the mechanics and now you are counseling each mechanic in order to reduce their anxiety and worries. In Lewin's terms, this is an example of
- A.
  
  Communicating the vision.
- B.
  
  Unfreezing the status quo.
- C.
  
  Removing the driving forces.
- D.
  
  Changing a driving force.
- E.
  
  Maintaining the status quo.
Correct Answer
B. Unfreezing the status quo.

Explanation
The $20,000 moving bonus being refused by the mechanics indicates that they are resistant to the change of moving to a new location. In Lewin's three-step model, unfreezing the status quo is the first step, which involves breaking down the existing mindset and beliefs of individuals in order to prepare them for change. By counseling each mechanic to reduce their anxiety and worries, the goal is to unfreeze their resistance and make them more open to accepting the change. Therefore, the mechanics refusing the moving bonus is an example of unfreezing the status quo.

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27.

SCENARIO 10-3 Mighty Mintz Motor Repair (MMMR) is moving its location 200 kilometers away to a larger community within the next ten months. Mr. Mintz realizes the hardships some of the mechanics will experience if they move. He is hoping that they accept the change and are not too resistant to moving, as he would like them to all follow the business. He has authorized you to use Lewin's three-step model in order to facilitate the change and come up with a plan he can implement in the near future. Referring to SCENARIO 10-3, one of the reasons for the resistance to move, on the part of the mechanics is likely
- A.
  
  Cynicism.
- B.
  
  Fear of the unknown.
- C.
  
  Group inertia.
- D.
  
  The threat to the established power relationships.
- E.
  
  Structural inertia.
Correct Answer
B. Fear of the unknown.

Explanation
The mechanics' resistance to move is likely due to the fear of the unknown. Moving to a new location can be unsettling and uncertain for individuals, as they may not know what to expect in terms of their living arrangements, social connections, and job prospects. This fear can cause them to resist the change and prefer to stay in their current location.

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28.

Resistance can be ________ if it is ________ , and ________ if it is ________.
- A.
  
  Increased, neglected, intense, immediate
- B.
  
  Covert, hidden, deferred, intense
- C.
  
  Simple, immediate, complex, deferred
- D.
  
  Covert, hidden, deferred , later
- E.
  
  Hidden, covert, intense, immediate
Correct Answer
D. Covert, hidden, deferred , later

Explanation
Resistance can be covert if it is hidden, and deferred if it is later. This means that resistance can be disguised or not easily noticeable, and it can also be postponed or delayed.

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29.

When change agents do not have all the information they need, and there may be considerable resistance to change, a common and useful strategy that would help successfully implement the change, would be
- A.
  
  Participation.
- B.
  
  Support.
- C.
  
  Co-optation.
- D.
  
  Coercion.
- E.
  
  Education.
Correct Answer
A. Participation.

Explanation
When change agents do not have all the information they need and face considerable resistance to change, the best strategy to successfully implement the change would be participation. By involving all relevant stakeholders in the decision-making process and actively seeking their input and involvement, change agents can gain valuable insights, build trust, and increase buy-in for the proposed changes. This participatory approach allows for a more inclusive and collaborative change process, increasing the likelihood of successful implementation.

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30.

SCENARIO 10-5 Johnson Farm Products is expanding its traditional business with farmers to now include home gardeners. You are one of the regional sales managers for Johnson Farm Products. This change has not been met with enthusiasm by the company's salespeople, who have had good long-term relationships with the farmers in the area. You know that the change will be difficult if you cannot obtain the cooperation of the salespeople and enthusiasm of the farmers. Referring to SCENARIO 10-5, you have decided to involve the sales people in planning for the change and in stocking appropriate new items. This method for overcoming resistance is referred to as
- A.
  
  Education and communication.
- B.
  
  Manipulation and co-optation.
- C.
  
  Participation.
- D.
  
  Negotiation.
- E.
  
  Facilitation and support.
Correct Answer
C. Participation.

Explanation
Involving the salespeople in planning for the change and stocking appropriate new items is referred to as participation. This approach aims to overcome resistance by actively involving the salespeople in the decision-making process and making them feel like they are a part of the change. By including them in the planning and decision-making, they are more likely to feel a sense of ownership and enthusiasm towards the new direction of the company. This can help to alleviate their resistance and gain their cooperation in the transition to include home gardeners as customers.

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31.

Selection and promotion policies are particularly important strategies for preserving the status quo. Employees are hired because they fit with the organization's culture. This practice
- A.
  
  ) brings progressive change to an organization's culture because new employees like their new workplace and exhibit job satisfaction.
- B.
  
  Works against cultural change.
- C.
  
  Is a form of group inertia.
- D.
  
  Is a form of co-optation.
- E.
  
  Is a form of facilitation and support.
Correct Answer
B. Works against cultural change.

Explanation
The given correct answer, "works against cultural change," suggests that selection and promotion policies hinder the process of cultural change within an organization. These policies focus on hiring employees who align with the existing organizational culture, which can prevent the introduction of new ideas and perspectives. By maintaining the status quo, the organization may resist or impede efforts to bring about meaningful cultural change.

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32.

The dominant culture of an organization conveys the core values of the organization.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
The dominant culture of an organization refers to the prevailing beliefs, values, and norms that are widely accepted and practiced within the organization. This culture shapes the behavior and attitudes of employees and influences how they interact with each other and with external stakeholders. The core values of an organization are the fundamental principles and beliefs that guide its actions and decisions. Therefore, it can be inferred that the dominant culture of an organization conveys its core values, making the statement "The dominant culture of an organization conveys the core values of the organization" true.

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33.

Selection and promotion policies have typically little impact upon cultural change.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
Selection and promotion policies can have a significant impact on cultural change within an organization. When individuals are selected and promoted based on their alignment with the desired culture, it reinforces and promotes those cultural values. Additionally, the criteria used in the selection and promotion process can be tailored to identify and reward behaviors that align with the desired culture, further influencing cultural change. Therefore, the statement that selection and promotion policies have little impact on cultural change is false.

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34.

According to the rational decision-making model, factors affecting the decision and their importance are identified and considered when
- A.
  
  Evaluating of alternatives.
- B.
  
  Identifying decision criteria.
- C.
  
  Developing alternatives.
- D.
  
  Defining the problem.
- E.
  
  Selecting the best alternative.
Correct Answer
B. Identifying decision criteria.

Explanation
The rational decision-making model involves identifying and considering the factors that affect the decision and their importance. This step is crucial in order to establish the criteria that will be used to evaluate the alternatives. By identifying decision criteria, individuals can determine what factors are most important in making their decision and can then use these criteria to compare and evaluate the different alternatives.

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35.

Wherever possible, groupthink should be avoided because it results in
- A.
  
  Conflict within the group.
- B.
  
  Representative heuristics.
- C.
  
  More risky decisions.
- D.
  
  An anchored bias.
- E.
  
  reduced effectiveness.
Correct Answer
E. reduced effectiveness.

Explanation
Groupthink refers to the tendency of a group to conform to the opinions or decisions of its members, often leading to a lack of critical thinking and alternative perspectives. This can result in reduced effectiveness as the group may overlook potential problems or fail to consider all available options. By avoiding groupthink, groups can encourage open and diverse discussions, leading to better decision-making and outcomes.

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36.

SCENARIO 9-2 Your organization is considering the use of teams for decision making. You have read and studied the topic extensively. Now you are trying to inform your manager about the advantages and disadvantages of group decision making. Referring to SCENARIO 9-2, you should expect a weakness of group decision making to be
- A.
  
  Decisions of lower quality because of shared responsibility.
- B.
  
  Less complete knowledge and information.
- C.
  
  Less acceptance of decisions because employees did not personally make the choice.
- D.
  
  that group decisions are more time consuming than individual decisions.
- E.
  
  Less diversity in views and opinions.
Correct Answer
D. that group decisions are more time consuming than individual decisions.

Explanation
Group decision making is expected to be more time consuming than individual decisions. This is because when decisions are made in a group setting, it requires the involvement and input of multiple individuals, which can lead to longer discussions, debates, and consensus-building processes. In contrast, individual decisions can be made more quickly as they only require the input and perspective of one person. Therefore, the weakness of group decision making in this scenario is the time it takes to reach a decision compared to individual decision making.

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37.

Emery's team must make a decision quickly in the next few weeks about which marketing strategy to use in order to launch a new product. He has noticed that when the team has been together making decisions in the past, that the team members favor more risky approaches than they do as individuals. Emery thinks that ________ is taking place when the team makes decisions.
- A.
  
  Groupshift
- B.
  
  Optimization of decisions
- C.
  
  Groupthink
- D.
  
  An assumption of morality
- E.
  
  Brainstorming
Correct Answer
A. Groupshift

Explanation
When the team makes decisions, Emery believes that groupshift is taking place. Groupshift refers to the phenomenon where the team members tend to favor more extreme or risky approaches compared to their individual preferences. This shift towards riskier decisions is observed when the team is together and making decisions collectively.

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38.

You are a supervisor at the nearby plant. You have been trying to explain to your employees some of the benefits of group decisions. In one discussion, you state that an explanation for ________ is ________.
- A.
  
  Creative decisions, that the group tends to use availability heuristics
- B.
  
  groupshift, that the group leader usually gets the credit or blame for the group action
- C.
  
  Groupshift, that the group diffuses responsibility
- D.
  
  Satisficing decisions, brainstorming
- E.
  
  Optimal decisions, the nominal group technique
Correct Answer
C. Groupshift, that the group diffuses responsibility

Explanation
Groupshift refers to the phenomenon where a group's decisions tend to be more extreme than the initial individual preferences of its members. In this context, the supervisor is explaining that one of the benefits of groupshift is that it diffuses responsibility within the group. This means that when a group makes a decision, the individual members feel less accountable for the outcome, as the responsibility is spread across the entire group.

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39.

If you are looking for the group decision-making technique that has the highest commitment to a group solution, which type would you select?
- A.
  
  Brainstorming
- B.
  
  Delphi technique
- C.
  
  Electronic meeting
- D.
  
  Nominal group
- E.
  
  Interacting
Correct Answer
E. Interacting

Explanation
The interacting group decision-making technique involves active participation and discussion among group members, leading to a higher level of commitment to the final solution. This technique allows for the exchange of ideas, opinions, and perspectives, fostering collaboration and consensus-building within the group. It encourages open communication and involvement from all members, resulting in a stronger commitment to the group solution.

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40.

SCENARIO 9-3 You know that the decision as to which new product to produce must have widespread acceptance and be of highest quality. Having reviewed the literature, you decide this decision needs to be made by a group of your best managers. Referring to SCENARIO 9-3, you have decided to use the nominal group technique. This will give you the advantage of
- A.
  
  Groupshift.
- B.
  
  Generating many ideas.
- C.
  
  Participants being honest.
- D.
  
  Building cohesiveness.
- E.
  
  Processing ideas quickly.
Correct Answer
B. Generating many ideas.

Explanation
The nominal group technique is a structured brainstorming method that encourages all participants to generate as many ideas as possible. This technique ensures that everyone's ideas are heard and considered, leading to a wide range of ideas being generated. Therefore, the advantage of using the nominal group technique in this scenario is that it allows for generating many ideas.

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41.

________ will increase the level of creativity employees are able to develop.
- A.
  
  Time restrictions
- B.
  
  Restricted resources
- C.
  
  Win-lose situations
- D.
  
  Group homogeneity
- E.
  
  Job challenge
Correct Answer
E. Job challenge

Explanation
Job challenge will increase the level of creativity employees are able to develop. When employees are faced with challenging tasks, they are more likely to think outside the box and come up with innovative solutions. Challenging jobs require employees to stretch their skills and abilities, pushing them to think creatively and find new ways to solve problems. This can lead to increased creativity and innovation in the workplace.

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42.

The whistle-blower who reports unethical or illegal organizational operating practices to the media on the grounds of free speech is exercising which of the following decision criteria?
- A.
  
  Labour code of ethical conduct
- B.
  
  Justice
- C.
  
  Situational ethics
- D.
  
  Rights
- E.
  
  Utilitarianism
Correct Answer
D. Rights

Explanation
The whistle-blower who reports unethical or illegal organizational operating practices to the media on the grounds of free speech is exercising the decision criteria of "rights". This is because the whistle-blower believes in the fundamental rights of individuals and feels it is their duty to expose wrongdoing in order to protect those rights. By speaking out, they are advocating for the rights of others and holding the organization accountable for their actions.

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43.

If you decide to teach a group of employees about the importance of making decisions consistent with fundamental liberties and privileges, then you are planning to focus on which ethical decision criterion?
- A.
  
  Utilitarian
- B.
  
  Rights
- C.
  
  Privilege
- D.
  
  Justice
- E.
  
  Conformity
Correct Answer
B. Rights

Explanation
The correct answer is "rights". This is because the question is asking about teaching employees the importance of making decisions consistent with fundamental liberties and privileges, which aligns with the ethical decision criterion of rights. This criterion emphasizes the protection of individual rights and freedoms, ensuring that decisions are made in a way that respects and upholds these rights.

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44.

Encouraging employees to volunteer time and skills to charitable organizations is an example of ________.
- A.
  
  Whistle-blowing
- B.
  
  Ethical actions based on justice
- C.
  
  Corporate social responsibility
- D.
  
  A stage of moral development
- E.
  
  An ethical code of conduct
Correct Answer
C. Corporate social responsibility

Explanation
Encouraging employees to volunteer time and skills to charitable organizations is an example of corporate social responsibility. Corporate social responsibility refers to a company's commitment to contribute positively to society by engaging in activities that benefit the community and the environment. By encouraging employees to volunteer, the company is demonstrating its commitment to social causes and making a positive impact beyond its core business operations. This aligns with the principles of corporate social responsibility, which emphasize the importance of ethical behavior and contributing to the well-being of society.

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45.

Making decisions based on rational thought can be learned.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
The statement suggests that the ability to make decisions based on rational thought is not innate but can be acquired through learning. This implies that individuals can develop their decision-making skills by understanding and applying rational thinking processes. Therefore, the correct answer is True.

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46.

The rational decision-making model assumes the decision maker can list all possible alternatives.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
The rational decision-making model assumes that the decision maker is able to identify and list all possible alternatives. This means that the decision maker is expected to be able to consider and evaluate all available options before making a decision. By assuming that all alternatives can be listed, the rational decision-making model aims to ensure a thorough and comprehensive decision-making process.

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47.

The concept of satisficing is consistent with finding the best option.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The concept of satisficing is actually inconsistent with finding the best option. Satisficing refers to the act of choosing a solution that is "good enough" rather than the optimal or best solution. It involves setting criteria or standards that are satisfactory rather than aiming for the absolute best outcome. Therefore, the statement that satisficing is consistent with finding the best option is false.

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48.

Groupthink enhances cohesiveness in groups.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
Groupthink does not enhance cohesiveness in groups. In fact, it can have the opposite effect by discouraging individuality and critical thinking. Groupthink occurs when a group prioritizes harmony and consensus over objective analysis and alternative viewpoints. This can lead to flawed decision-making and a lack of creativity. Thus, the statement is false.

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49.

There are numerous countries in the world that legally bind corporations to have a formal ethics program in place.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The statement is false because not all countries legally require corporations to have a formal ethics program in place. While some countries may have regulations or guidelines regarding corporate ethics, it is not a universal requirement. Therefore, it cannot be said that there are numerous countries in the world that legally bind corporations to have a formal ethics program in place.

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50.

Many of the decisions made in the "real world" don't seem to follow a logical or rational process, and thus are ________ decisions.
- A.
  
  Creative
- B.
  
  Alternative
- C.
  
  Optimal
- D.
  
  Judgement
- E.
  
  Satisficing
Correct Answer
E. Satisficing

Explanation
Satisficing refers to making decisions that may not be optimal or logical, but are deemed satisfactory or "good enough" given the circumstances. In the "real world," where there may be time constraints, limited information, or conflicting goals, individuals often resort to satisficing to simplify decision-making. This approach allows for quicker decisions, even if they may not be the most rational or logical choices. Therefore, the correct answer is "Satisficing."

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Aug 15, 2018

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Organizational Behavior Trivia Quiz!

cultures can be a when they effectively eliminate the unique strengths that people of different backgrounds bring to the organization.

SJCC Ltd. is a mid-sized, but growing, company that services oil rigs in the tar sands. It was originally founded by Stewart, a young engineer with five years experience in the oil service industry. The culture of SJCC Ltd. would be a result of the original of the company's .

________ organizational cultures place considerable pressure on employees to conform and can act as a barrier to enhancing diversity in the organization.

Stabilizing a change intervention by balancing driving and restraining forces is termed

Kurt Lewin's model of change is built upon the premise that change is

Weak cultures are more likely than strong cultures to have a controlling influence on employee behaviours.

Sometimes it is imperative that the culture of an organization be changed in order to improve the performance of employees and the organization as a whole.

If an individual believes his/her income will be affected negatively by a particular change, resistance will increase. This is an example of an economic reason for resistance.

By trying to bring about change, senior executives may engage in political actions in order to present the change in a positive light.

A is the of the organization, while the is the foundation of the organization.

Organizational culture

Subcultures are most likely to be defined by

According to your text, research shows that cynicism during the change process often results in

The built-in mechanisms that organizations have in order to produce stability are referred to as

When an organization is faced with a true crisis, members of the organization will likely be ________ efforts to change the culture.

All socialization efforts are directed towards getting individuals to divest themselves of characteristics they held prior to joining the organization.

'Refreezing' is an optional step in the three-step model and is required only for some changes.

Co-optation is a resistance strategy that is meant to have key executives and employees buy into the change by giving them a key role in the change decision.

Which of the following expresses the core values shared by a majority of the organization's members?

Actions of senior executives, such as establishing the norms that assess risk-taking, is a force that plays a part in ________ a culture.

Resistance can be if it is , and if it is .

When change agents do not have all the information they need, and there may be considerable resistance to change, a common and useful strategy that would help successfully implement the change, would be

Selection and promotion policies are particularly important strategies for preserving the status quo. Employees are hired because they fit with the organization's culture. This practice

The dominant culture of an organization conveys the core values of the organization.

Selection and promotion policies have typically little impact upon cultural change.

According to the rational decision-making model, factors affecting the decision and their importance are identified and considered when

Wherever possible, groupthink should be avoided because it results in

You are a supervisor at the nearby plant. You have been trying to explain to your employees some of the benefits of group decisions. In one discussion, you state that an explanation for is .

If you are looking for the group decision-making technique that has the highest commitment to a group solution, which type would you select?

________ will increase the level of creativity employees are able to develop.

The whistle-blower who reports unethical or illegal organizational operating practices to the media on the grounds of free speech is exercising which of the following decision criteria?

If you decide to teach a group of employees about the importance of making decisions consistent with fundamental liberties and privileges, then you are planning to focus on which ethical decision criterion?

Encouraging employees to volunteer time and skills to charitable organizations is an example of ________.

Making decisions based on rational thought can be learned.

The rational decision-making model assumes the decision maker can list all possible alternatives.

The concept of satisficing is consistent with finding the best option.

Groupthink enhances cohesiveness in groups.

There are numerous countries in the world that legally bind corporations to have a formal ethics program in place.

Many of the decisions made in the "real world" don't seem to follow a logical or rational process, and thus are ________ decisions.

Organizational Behavior Trivia Quiz!

________ cultures can be a ________ when they effectively eliminate the unique strengths that people of different backgrounds bring to the organization.

SJCC Ltd. is a mid-sized, but growing, company that services oil rigs in the tar sands. It was originally founded by Stewart, a young engineer with five years experience in the oil service industry. The culture of SJCC Ltd. would be a result of the original ________ of the company's ________.

________ organizational cultures place considerable pressure on employees to conform and can act as a barrier to enhancing diversity in the organization.

Stabilizing a change intervention by balancing driving and restraining forces is termed

Kurt Lewin's model of change is built upon the premise that change is

Weak cultures are more likely than strong cultures to have a controlling influence on employee behaviours.

Sometimes it is imperative that the culture of an organization be changed in order to improve the performance of employees and the organization as a whole.

If an individual believes his/her income will be affected negatively by a particular change, resistance will increase. This is an example of an economic reason for resistance.

By trying to bring about change, senior executives may engage in political actions in order to present the change in a positive light.

A ________ is the ________ of the organization, while the ________ is the foundation of the organization.

Organizational culture

Subcultures are most likely to be defined by

According to your text, research shows that cynicism during the change process often results in

The built-in mechanisms that organizations have in order to produce stability are referred to as

When an organization is faced with a true crisis, members of the organization will likely be ________ efforts to change the culture.

All socialization efforts are directed towards getting individuals to divest themselves of characteristics they held prior to joining the organization.

'Refreezing' is an optional step in the three-step model and is required only for some changes.

Co-optation is a resistance strategy that is meant to have key executives and employees buy into the change by giving them a key role in the change decision.

Which of the following expresses the core values shared by a majority of the organization's members?

Actions of senior executives, such as establishing the norms that assess risk-taking, is a force that plays a part in ________ a culture.

Resistance can be ________ if it is ________ , and ________ if it is ________.

When change agents do not have all the information they need, and there may be considerable resistance to change, a common and useful strategy that would help successfully implement the change, would be

Selection and promotion policies are particularly important strategies for preserving the status quo. Employees are hired because they fit with the organization's culture. This practice

The dominant culture of an organization conveys the core values of the organization.

Selection and promotion policies have typically little impact upon cultural change.

According to the rational decision-making model, factors affecting the decision and their importance are identified and considered when

Wherever possible, groupthink should be avoided because it results in

You are a supervisor at the nearby plant. You have been trying to explain to your employees some of the benefits of group decisions. In one discussion, you state that an explanation for ________ is ________.

If you are looking for the group decision-making technique that has the highest commitment to a group solution, which type would you select?

________ will increase the level of creativity employees are able to develop.

The whistle-blower who reports unethical or illegal organizational operating practices to the media on the grounds of free speech is exercising which of the following decision criteria?

If you decide to teach a group of employees about the importance of making decisions consistent with fundamental liberties and privileges, then you are planning to focus on which ethical decision criterion?

Encouraging employees to volunteer time and skills to charitable organizations is an example of ________.

Making decisions based on rational thought can be learned.

The rational decision-making model assumes the decision maker can list all possible alternatives.

The concept of satisficing is consistent with finding the best option.

Groupthink enhances cohesiveness in groups.

There are numerous countries in the world that legally bind corporations to have a formal ethics program in place.

Many of the decisions made in the "real world" don't seem to follow a logical or rational process, and thus are ________ decisions.

cultures can be a when they effectively eliminate the unique strengths that people of different backgrounds bring to the organization.

SJCC Ltd. is a mid-sized, but growing, company that services oil rigs in the tar sands. It was originally founded by Stewart, a young engineer with five years experience in the oil service industry. The culture of SJCC Ltd. would be a result of the original of the company's .

A is the of the organization, while the is the foundation of the organization.

Resistance can be if it is , and if it is .

You are a supervisor at the nearby plant. You have been trying to explain to your employees some of the benefits of group decisions. In one discussion, you state that an explanation for is .