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business
organizational behavior and management

Questions and Answers of Organizational Behavior And Management

11.3 In the first round of the airplane manufacturing process, the Air Force has asked you to focus on individuality. Each Paper Plane worker should manufacture his or her own planes from start to
3.1 What is organizational commitment? What is withdrawal behavior? How are the two connected?
3.2 What are the three types of organizational commitment, and how do they differ?
3.3 What are the four primary responses to negative events at work?
3.5 What workplace trends are affecting organizational commitment in today’s organizations?
3.6 How can organizations foster a sense of commitment among employees?
3.6 Organizations can foster commitment among employees by fostering perceived organizational support, which reflects the degree to which the organization cares about employees’well-being.
3.6 Studies suggest that decades of downsizing have lowered organizational commitment levels.Can you think of a way that an organization can conduct layoffs without harming the commitment of the
3.1 Compare the findings described above for Millennials to your own views on Millennial characteristics. What surprises you about the findings? What doesn’t surprise you?
3.2 If you think about the three types of commitment—affective, continuance, and normative—which do you think is most changed among Millennials (or twenty-somethings)? In what way?
3.3 Consider all the initiatives and programs PwC uses to inspire employee loyalty. Do most of those seek to “move the needle” on affective commitment, continuance commitment, or normative
4.1 What is job satisfaction?
4.2 What are values, and how do they affect job satisfaction?
4.3 What specific facets do employees consider when evaluating their job satisfaction?
4.4 Which job characteristics can create a sense of satisfaction with the work itself?
4.5 How is job satisfaction affected by day-to-day events?
4.6 What are mood and emotions, and what specific forms do they take?
4.8 What steps can organizations take to assess and manage job satisfaction?
4.1 Job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how you feel about your job and what you think about your job.
4.2 Values are things that people consciously or subconsciously want to seek or attain. According to value-percept theory, job satisfaction depends on whether you perceive that your job supplies
4.3 Employees consider a number of specific facets when evaluating their job satisfaction. These facets include pay satisfaction, promotion satisfaction, supervision satisfaction, coworker
4.4 Job characteristics theory suggests that five “core characteristics”—variety, identity, significance, autonomy, and feedback—combine to result in particularly high levels of satisfaction
4.7 Job satisfaction has a moderate positive relationship with job performance and a strong positive relationship with organizational commitment. It also has a strong positive relationship with life
4.1 Which of the values in Table 4-1 do you think are the most important to employees in general? Are there times when the values in the last three categories (altruism, status, and environment)
4.4 We sometimes describe colleagues or friends as “moody.” What do you think it means to be“moody” from the perspective of Figure 4-6?
4.5 Consider the list of positive and negative emotions in Table 4-2. Which of these emotions are most frequently experienced at work? What causes them?
4.1 If you reflect on all the things Publix does to build and maintain satisfaction levels, which would “move the needle” for you the most? Why?
4.2 If you had the opportunity to allocate a portion of your paycheck to stock ownership in your company, would you? Why or why not? How do you think owning stock would shape your attitudes toward
4.3 Businesses like Publix employ a lot of part-time employees, and employees who are just getting started in their work careers. Do you think it’s easier to build job satisfaction levels among
4.1 Use the OB Assessments for Chapter 4 to calculate the Satisfaction Potential Score (SPS)for the following four jobs:a. A third-grade public school teacher.b. A standup comedian.• 4.2 Which job
5.1 What is stress, and how is it related to stressors and strains?
5.2 What are the four main types of stressors?
5.3 How do individuals cope with stress?
5.4 How does the Type A Behavior Pattern influence the stress process?
5.5 How does stress affect job performance and organizational commitment?
5.6 What steps can organizations take to manage employee stress?
5.2 Stressors come in two general forms: challenge stressors, which are perceived as opportunities for growth and achievement, and hindrance stressors, which are perceived as hurdles to goal
5.3 Coping with stress involves thoughts and behaviors that address one of two goals:addressing the stressful demand or decreasing the emotional discomfort associated with the demand.
5.4 Individual differences in the Type A Behavior Pattern affect how people experience stress in three ways. Type A people tend to experience more stressors, appraise more demands as stressful, and
5.1 Describe how the change in Honeywell’s telecommuting policy likely influenced the types of work stressors experienced by the company’s employees. How has the change in policy likely
5.2 Given the change in stressors resulting from the change in the telecommuting policy, what can you predict about the commitment and job performance of Honeywell’s employees? Explain.5.3 Identify
6.1 Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
6.2 According to expectancy theory, effort is directed toward behaviors when effort is believed to result in performance (expectancy), performance is believed to result in outcomes (instrumentality),
6.6 Motivation has a strong positive relationship with job performance and a moderate positive relationship with organizational commitment. Of all the energetic forces subsumed by motivation,
6.7 Organizations use compensation practices to increase motivation. Those practices may include individual-focused elements (piece-rate, merit pay, lump-sum bonuses, recognition awards),
6.4 How do you tend to respond when you experience overreward and underreward inequity?Why do you respond that way rather than with some other combination in Figure 6-6?
6.1 Do you agree with Bock that star performers should get a lot more—not just a little more—than average performers? If someone earning a 3 on Google’s evaluation system gets a 2 percent
6.2 Given the budget issues created by giving star performers more, should someone earning a 3 get a 2 percent raise—or should they get less? What are the arguments for and against a 2 percent
6.3 Consider all the things Google’s People Operations group does to motivate its employees.Which motivation theories do they seem to be leveraging, and how?
Recruiting a Dual-Career Manager. Dual-career marriages have been considered a major problem in global careers. How would you recruit a top manager for an international assignment if the manager's
Women Expatriate Managers. What are some of the best ways to attract women to accept international assignments? What should companies and women do to make certain that their international assignments
Global Human Resource Systems. If you were the vice president of human resources for a major transnational corporation and wanted to attract the very best young managers to accept international
Global Career Planning. Why would you personally want to accept an international assignment? Why would you reject an international assignment?
The Trailing Spouse Is the Husband. Both women and men face very dif- ficult challenges when transferred abroad in the spouse role. Which challenges would be particularly difficult for a male spouse
Communication: International Decisions. As a global manager, you have just been offered a very interesting assignment in Poland. As you drive home, you consider how to discuss the topic with your
Expatriate Spouses. If you were asked to move abroad as an expatriate spouse, why would you want to go? Why would you not want to go? What could you do to increase your chances of success? What could
Cultural Self-Awareness. When negotiators from another culture hear that someone is coming to negotiate with them from your country, what do they expect? What is the stereotype-the most commonly
Preparing for a Negotiation. How would you prepare for and what would you make certain to do at the first session negotiating with businesspeople from Bombay? From Paris? From Stockholm? From Rio de
Culturally Synergistic Negotiating. Why is a synergistic negotiation style often most effective in negotiations involving representatives from vari- ous cultures?
Stages of a Negotiation. Review the four stages of negotiation. Analyze your own negotiating style. Which stages do you emphasize more and which less? In which ways could your natural style of
Should companies review their policies on the prevention of theft and the promotion of personal honesty in the light of cultural differences? Can a company use worldwide standards and procedures? Or
How should employees be treated when they compromise integrity? Does a company's belief in maintaining the highest level of integrity limit its ability to consider possible values differences-and
Cultural Roots of Motivation. What are your own assumptions about moti- vation? Why do you think people work? List your own motivation assumptions and then analyze them from a cross-cultural
Global Decision Making. Your company has just formed a strategic alliance with a company from another part of the world. You have been appointed the manager of the transition teams which includes
Multinational Motivation. Imagine that you have just been selected to become the new an expatriate managing director in a country in which your com- pany has decided to open a new industrial complex.
Increasing Team Effectiveness. Select a multicultural work team that you are currently involved with or aware of. Analyze the underlying cultural values affecting the team. Suggest ways to manage the
Creating Cultural Synergy. Select a multinational political or economic team that is currently in the news. Using a culturally synergistic approach. how would you manage the team? What outcomes would
Potential Productivity Losses. Describe some of the potential produc- tivity losses caused by faulty process. Give examples from the multicultur- al teams that you have worked with or observed.
Types of Multicultural Teams. As a senior manager in the automotive industry in charge of two Canadians, a Venezuelan, a German, and three Japanese, would you rather manage them in the research
Multicultural Team Dynamics. Think of the teams you have worked with or heard about. How have the group dynamics differed in multinational teams, bicultural teams, token teams, and single-culture
Managing Team Diversity. As a manager, what can you do to help a multinational team work more effectively than a domestic team? What are the major problems that might occur and how best might you
Advantages of Cultural Diversity. What are the advantages of using a multicultural senior management team for a company that conducts a sub- stantial portion of its business abroad? What are the
Developing Skills for Synergy. Reflecting on your own personality and work style, what do you see as your greatest skills in being able to create culturally synergistic solutions? In which areas do
Creating Cultural Synergy. Select a cross-cultural conflict situation that is currently in the news or occurring in an organization. As a consultant. what would you recommend to help the parties
Cultural Blindness. For many organizations, a major problem is cultural blindness. In the organizations that you know, what factors cause managers to remain blind to the impact of cultural diversity?
Choosing an Approach. Select an organizational problem involving more than one culture that you are currently facing or have faced in the past. Describe the process you would recommend for developing
Communicating Nonverbally: Cross-Cultural Awareness. List four examples of nonverbal communication that managers in other parts of the world use but not managers from your country. Indicate how each
Communicating Nonverbally: Cultural Self-Awareness. In seeking to understand the importance of nonverbal communication, we must start by examining ourselves. List four examples of nonverbal
Communicating Across Cultures. Today many managers work with peo- ple from other cultures, both at home and when traveling abroad. What are some of the ways in which your organization could train
Using Stereotyping. What stereotypes do you have concerning lawyers? About South Africans? If you had an appointment with two South African lawyers, what would you expect of them and how would you
Stereotyping. The most effective global managers use stereotypes. What are some of the ways in which you can use stereotypes to your advantage when working with people from other cultures?
What recommendations would you make to your colleague based on your cultural analysis?
Cross-Cultural Analysis and Action. Interview a colleague about a cross- cultural situation in which he or she is currently involved. Analyze it from a cross-cultural perspective using any of the
Cross-Cultural Interpretation. In reading the international press, select a situation involving two or more cultures. Analyze the situation using Hofstede's original four dimensions, plus
Cultural Self-Identity. In what ways are you a product of the culture in which you grew up? How does your personal cultural background affect the ways in which you think and behave? In what ways is
Cross-Cultural Awareness. Select a culture that you have had contact with or are currently working with. How does it differ from your own culture on Hofstede's four dimensions and on
Cultural Self-Awareness. Where is your culture on Hofstede's original four dimensions and on universalism/particularism? How is your organiza- tional culture different from your national culture on
Parochialism and Ethnocentrism. In which ways is your culture parochial? In which ways is it ethnocentric? Give concrete examples from situations that you have actually observed or that you have read
Cross-Cultural Interaction Skills. In reading the international press, select a situation involving people from more than one culture (such as Russians negotiating a trade agreement with Italians).
Cross-Cultural Awareness. Think about a cross-cultural situation that you have been in or are currently in (a situation in which you are working with or negotiating with people from another culture).
National Cultural Self-Awareness. Describe your country's culture on each of the six values orientations. On which part of the dimension is your country's culture? What concrete evidence do you have?
Individual Cultural Self-Awareness. Using the six Kluckhohn and Strodbeck values orientations summarized in Table 1-4, which values do you think best reflect your personal orientation on each
In your own words, what are some of the main points the authors are making in the section that reviews diferent areas of research focusing on organizational complexity?AppendixLO1
Describe two of the themes identifed by the authors in the section on basic behavioral principles in OBM.AppendixLO1
Compare and contrast the interbehavioral feld construct and more traditional operant-contingency constructs in behavior analysis.AppendixLO1
Provide an original example of a setting condition that is relevant to understanding organizations.AppendixLO1
How do the authors conceptualize interdisciplinary sciences? What are two problematic conceptualizations of interdisciplinary sciences from the authors perspective?AppendixLO1
Identify three tensions of organizational change.LO.1
Describe and contrast the approaches to change proposed by Lewin and Kotter.LO.1
Describe the factors that support organizational innovation.LO.1

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