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managing organizational behaviour in canada
Questions and Answers of
Managing Organizational Behaviour In Canada
The FIRO-B theory is about ___________ in groups.(a) membership compatibilities (b) social loafing(c) dominating members(d) conformity
It is during the __________ stage of group development that members begin to really come together as a coordinated unit, (a) storming (b) norming (c) performing (d) total-integration
An effective group is defined as one that achieves high levels of task performance, member satisfaction, and __________. (a) coordination (b) harmony (c) creativity (d) team viability
Task characteristics, reward systems, and group size are all _________ that can make a difference in group effectiveness, (a) group processes (b) group dynamics (c) group inputs (d) human-resource
The best size for a problem-solving group is usually __________ members, (a) no more than 3 or 4 (b) 5 to 7 (c) 8 to 10 (d) around 12 to 13
When two groups are competing with each other, in each group __________ may be expected, (a) more group loyalty (b) less reliance on the leader (c) less task focus (d) more conflict
The tendency of members of highly cohesive groups to lose their ability to evaluate critically during decision-making is a phenomenon called ___________. (a) groupthink (b)the Ringlemann effect (c)
When a decision requires a high degree of commitment for its implementation, a/an ___________ decision is generally preferred, (a) authority (b) majority-vote (c) group-consensus (d) groupthink
What does the Ringlemann effect describe about group behaviour? (a) the tendency of groups to make risky decisions (b) social loafing (c) social facilitation (d) the satisfaction of members’ social
Members of a multinational task force in a large international business should be aware that __________ might at first slow the progress of the group in meeting its task objectives.(a) synergy (b)
The creation of a whole that is greater than the sum of its parts defines synergy.
Informal groups tend to hurt organizations and should not be tolerated by managers.
Generally speaking, members of heterogeneous groups are expected to work easily and well with each other.
Poor attitudes toward work are examples of sentiments that may exist in group dynamics.
Decision by majority voting is the only group decision method that has no disadvantages.
The potential liabilities or disadvantages of group decision-making include social pressures to conform.
When group members are not getting along well together, the brainstorming technique is a good approach for improving creativity in decision-making.
Devil’s advocate roles and second-chance meetings are good ways for members to avoid the dangers of groupthink.
Increasing interactions among members is one way of dealing with dysfunctional inter-group relationships.
Group decision-making is always better than individual decision-making.
How can groups be good for organizations?
What types of formal groups are found in organizations today?
What is the difference between required and emergent behaviours in group dynamics?
How can intergroup competition be bad for organizations?
Perception is the process by which people __________ information, (a) generate (b)retrieve (c) transmute (d) transmogrify
Which of the following is not a perceptual process stage? (a) attention/selection (b) interpretation (c) follow through (d) retrieval
Which of the following is not a perceptual distortion? (a) prototypes/stereotypes (b) Barnum effect (c) halo effect (d) contrast effect
Perceptual distortions ____________. (a) are quite rare (b) are quite common (c) affect only the interpretation stage (d) make the perceptual process more accurate
Impression management __________. (a) applies only to managers (b) applies only to subordinates (c) may involve agreeing with others’ opinions and doing favours for others (d) may involve
Managing the perceptual process involves being concerned with _____________. (a) information organization and interpretation (b) information processing (c) narrowing schemas (d) seeking confirming
Which of the following does not influence internal or external attributions of causation? (a) distinctiveness (b) consensus (c) contrast (d) consistency
In the fundamental attribution error, the influence of __________.(a) situational factors is overestimated (b) personal factors .is underestimated (c) self-factors is overestimated (d) situational
Overemphasizing internal causes can lead to __________.(a) additional workplace support (b) training to correct deficiencies (c) the promotion of managers (d) positive self- fulfilling prophecies
Attribution ___________. (a) is a trait managers are born or not born with (b) can be influenced by training (c) is almost impossible to manage (d) is strongly related to participative management.
The perceptual process operates only in the perception of people.
The perceptual process involves four stages plus a response.
Stereotypes and prototypes are similar.
Expectancy is related to the self-fulfilling prophecy.
During the attention and selection stage, managers should concentrate mainly on auto¬ matic processing.
During the retrieval stage, there is a tendency to overemphasize schemas.
The fundamental attribution error seems to operate similarly throughout the world.
Distinctiveness influences internal or external causal determination.
There is a tendency in Canada to overemphasize external causes of employee behaviour.
Managerial misattributions can be influenced by training.
Draw and briefly discuss the model in this chapter of the perceptual process.
Select two perceptual distortions, briefly define them, and show how they influence the perceptual process.
What is the relation of attribution theory to the perceptual process?
Briefly discuss the perceptual response categories and relate them to one OB topic area.
Reinforcement emphasizes ________.(a) intrinsic rewards(b) extrinsic rewards (c) the law of diminishing returns(d) social learning
OB Mod reinforcement strategies ________. (a) have much carefully controlled research support (b) have been criticized because the observed results may confuse causality (c) are not used much in
Negative reinforcement _________. (a) is similar to punishment (b) seeks to discourage undesirable behaviour (c) seeks to encourage desirable behaviour (d) is also known as escapism
OB Mod emphasizes __________. (a) the systematic reinforcement of desirable work behaviour (b) noncontingent rewards (c) noncontingent punishment (d) extinction as being preferred over positive
Reinforcement strategies ___________. (a) violate ethical guidelines (b) involve the control of behaviour (c) work best when they restrict freedom of choice (d) have largely been replaced by computer
A content theory of motivation is most likely to focus on _________.(a) contingent reinforcement (b) instrumentalities (c) equities (d) individual needs
A person with a high need for affiliation is most likely to prefer _____________ in his or her jobs, (a) group work (b) challenging goals (c) control over other people (d) little or no feedback
In equity theory, the __________ is a key issue, (a) social comparison of rewards and efforts (b) equality of rewards (c) equality of efforts (d) absolute value of rewards
In expectancy theory, _________ is the probability that a particular level of performance will lead to a particular work‘Outcome, (a) expectancy (b) instrumentality (c) motivation (d) valence
Which statement about job satisfaction is most correct? (a) It causes performance, (b) It can affect turnover, (c) It cannot be measured, (d) It does not affect absenteeism.
The EU workforce is becoming less diverse.
Workforce diversity is another name for employment equity.
Gender is a demographic characteristic.
Aptitude is another name for ability.
An individual’s personality is determined by both the environment and heredity.
An individual’s personality can develop over time.
The Big Five personality framework has been distilled from extensive lists of personality dimensions.
Attitudes often lead to values.
Both values and attitudes are predispositions to behave in certain ways.
An increasingly diverse workforce is only characteristic of the U.S.
What does managing diversity and individual differences mean in the workplace?
Why are diversity and individual differences important in the workplace?
In what ways are demographic characteristics important in the workplace?
Why are personality characteristics important in the workplace?
Globalization only affects persons who will work in foreign countries and/or for multinational corporations.
The notion of “ethical imperialism” fits the adage “When in Rome, do as the Romans do.”
Language is important as a cultural variable only when one is dealing with a person who speaks a different language.
A Canadian businessperson who expects foreign visitors to be able to conduct business negotiations in English is being very parochial about culture.
Respect that is earned based on an individual’s performance is associated with an achievement-oriented culture.
A German doing business in Hong Kong should be sensitive to the “silent language” of culture, such as that reflected in the use of space.
The re-entry of expatriate employees returning from foreign assignments can be a source of problems for them and their employers.
Culture can be described as “software of the mind.”
Promotion is typically faster in Japanese than in Western businesses.
A global manager thinks with a world view and is tolerant of differences.
Why is the individualism-collectivism dimension of national culture important in OB?
How do power-distance values affect management practices in different cultures?
What does the concept of ethnocentrism mean to you?
An organization trying to operate with Japanese management practices would do what?
In Canada, the U.S., the EU, and much of the rest of the world, the workforce is _________. (a) becoming more homogeneous (b) more highly motivated than before (c) becoming more diverse (d) less
Stereotyping occurs when one thinks of an individual __________. (a) as different from others in a given group (b) as having characteristics often associated with members of a particular group (c) as
Managing diversity and employment equity are ____________. (a) similar terms for the same thing (b) both mandated by law (c) different but complementary (d) becoming less and less important
Demographic characteristics refers to ___________. (a) aptitude and ability (b) personality traits (c) background characteristics that help shape what a person has become (d) values and attitudes
Aptitudes and abilities are divided into __________. (a) stereotypes (b) physical and mental characteristics (c) mental and personality characteristics (d) aggressive and passive traits
Personality characteristics tend to be determined by _________. (a) the environment (b) heredity (c) a mix of the environment and heredity (d) a person's aptitudes and abilities
The Big Five framework consists of _________. (a) five aptitudes and abilities (b) five demographic characteristics (c) extraversion, agreeableness, strength, emotional stability, and openness to
Personality dynamics refers to a person's __________. (a) self-esteem, self-efficacy (b) Type A Type B orientation (c) self-monitoring (d) Machiavellianism
Values and attitudes are __________. (a) similar to aptitudes and abilities (b) used interchangeably (c) related to each other (d) similar to demographic characteristics
Managing workforce diversity involves ___________. (a) matching organizational and job requirements with increasingly diverse individuals (b) giving preference to traditional white males (c) giving
The term “workforce diversity” refers to differences in race, age, gender, ethnicity, able bodiedness, and ________ among people at work, (a) social status (b) personal wealth (c) sexual
What is the best description of the setting facing organizational behaviour today? (a) Command-and-control is in. (b) The new generation expects much the same as the old. (c) Empowerment is out. (d)
The interest of OB researchers in outcome variables such as is an indication that the discipline is concerned with practical issues and applications, (a) absenteeism and turnover (b) job satisfaction
The “glass ceiling effect” in organizations is ___________ . (a) a hidden barrier that limits the career advancement of minorities and women (b) an unpublicized limit on wages paid to top
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