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business
organizational behavior and management

Questions and Answers of Organizational Behavior And Management

=+1. What is a way you could apply this simple goalsetting and prompt intervention to improve your performance at school?
=+3. What do you think are the major challenges in implementing Deloitte’s new PM practices?
=+describe one benefit and one challenge of the PM system for you.
=+2. Assuming you are a team leader at Deloitte,
=+1. From an employee’s perspective, what do you think are some of the pros and cons of Deloitte’s PM system? Explain.
=+LO 6-7 Describe the implications of performance management for you and managers.
=+LO 6-6 Use reinforcement and consequences to improve performance.
=+LO 6-5 Implement rewards to generate desired outcomes.
=+LO 6-4 Apply knowledge of feedback and coaching to review and improve performance.
=+LO 6-3 Describe how monitoring and evaluation can improve your performance and ability to manage others.
=+LO 6-2 Explain how and why goal setting gives you an advantage.
=+LO 6-1 Summarize the elements of effective performance management.
=+What is your ideal resolution to the challenge?
=+4. How are top-down approaches, bottom-up approaches, and “idiosyncratic deals” similar and different?
=+3. How would I compare and contrast the process theories of motivation?
=+1. What is motivation and how does it affect my behavior?
=+ What do your results suggest that you should discuss with your potential employer
=+2. Assume you are applying for a job after graduation and you want to create an i-deal.
=+1. What are your strengths and weaknesses in terms of creating an i-deal?
=+3. Do you think the average employee can affect all the suggestions measured in the survey? Explain.
=+2. Were you happy in the job under consideration?
=+1. What are your strengths and weaknesses in terms of job crafting?
=+3. If you managed a business, would you offer this option to your employees? Why or why not?
=+2. What would be your ideal job swap or rotation?
=+1. What are the pros and cons of job swaps and rotations?
=+3. What do these results suggest about the type of company you would like to work for after graduation?
=+2. What is causing your lowest level of perceived fairness? Can you do anything to change these feelings?
=+1. Does the level of fairness you perceive correlate to your work attitudes such as job satisfaction and organizational commitment?
=+2. Would you like to work for someone like Cameron Mitchell? Why?
=+1. Which of the three acquired needs is most pronounced in this example?
=+3. Are any of the needs affecting your level of well-being? Should you make any changes in your need states?
=+2. Which is/are helping you to achieve your goals?
=+1. Which of the three needs is dominant for you? Are you surprised by this result?
=+LO 5-5 Describe the implications of employee motivation for you and managers.
=+LO 5-4 Describe three approaches to motivating employees through job design.
=+LO 5-3 Compare and contrast the process theories of motivation.
=+LO 5-2 Compare and contrast the content theories of motivation.
=+LO 5-1 Define motivation and how it affects your behavior.
=+3. Settle it but hold a hospitalwide meeting explaining the rationale for continuing to accommodate such requests.
=+2. Settle it and create a policy that prohibits honoring future requests like this.
=+1. Fight it. It’s ridiculous that someone would feel emotional stress and humiliation from simply being reassigned.
=+What would you do about the lawsuit?
=+2. I would have done exactly what the hospital did.The patient has a right to be taken care of by someone with a preferred race or gender.
=+I would have explained why Teoka Williams and other African American nurses are best suited to take care of the patient.
=+1. I would not have honored the patient’s request.
=+What would you have done if you were a medical administrator at the time the request was made?
=+5. What is the business rationale for managing diversity?
=+4. How does awareness about the layers of diversity help organizations effectively manage diversity?
=+3. How do I tend to interpret employee performance?
=+1. How do I form perceptions of others?
=+ What can you do to improve it?
=+2. Consider the person with whom you have the most difficulty working. Which dimensions of diversity may contribute to this relationship?
=+1. Which diversity dimensions have the greatest influence on the quality of your interpersonal relationships?
=+2. Based on these scores, what advice would you give the human resources officer at the company you evaluated?
=+1. What were the three highest- and lowest-rated survey items? What does this tell you about your employer?
=+3. Based on your results, what can you do to improve your satisfaction when working with older employees?
=+2. What is your level of satisfaction when working with older employees?
=+1. What is your attitude about working with older employees? Are you surprised by the results?
=+2. Do you see any drawbacks to considering diversity in the product design process? Discuss
=+design process by considering the needs of outlier user groups?
=+1. What do you think is the benefit of starting the
=+3. If you were relying on virtual interviews to select job candidates, what would you look for?
=+2. How would you prepare for a virtual interview?
=+1. The above discussion focuses on the positive aspects of virtual interviews. Are there negative aspects of this strategy? If so, what are they?
=+LO 4-8 Describe the implications of social perception and managing diversity for you and managers.
=+LO 4-7 Explain what organizations are doing to manage diversity effectively.
=+LO 4-6 Discuss the most common barriers to implementing successful diversity programs.
=+LO 4-5 Discuss the business rationale for managing diversity.
=+LO 4-4 Describe the four layers of diversity and how they help organizations manage diversity effectively.
=+LO 4-3 Explain how causal attributions help managers interpret employee performance.
=+LO 4-2 Discuss how awareness of stereotypes helps you make better decisions.
=+LO 4-1 Describe how you form perceptions of others.
=+Assume you own the company, does that change your views?
=+but what if now they want to include pot-breaks in those states where marijuana is legal?
=+3. Employees in most companies are allowed to take smoke breaks, historically for cigarettes,
=+2. Assume you are a manager of employees across multiple states, some with recreational drug legalization and others not, what would you do?
=+1. What is your position on drug testing at work, both pre- and post-employment? Explain.
=+3. Do you have greater personal or social competence? What are the implications for you at school and/or work?
=+2. Which competency is the lowest? What are the implications for you at school and/or work?
=+1. Which of the four competencies is highest for you? What are the implications for you at school and/or work?
=+implications for the three of you working together and your ultimate performance on the paper and presentation.
=+class that requires research, a paper, and a presentation. Your CSE score is high, one team member’s is moderate, and the other’s is low. Describe the potential
=+3. Now consider this scenario: You’re on a three-member team for a project in this
=+2. What are the implications for your performance in school? Work?
=+1. What is your CSE score? A score greater than 48 is high, between 36 and 48 moderate, and less than 36 low.
=+• How can managers use CSEs?
=+• Is the whole of the CSE components greater than its parts?
=+Is having more of a CSE component always better?
=+3. What can you learn from her story and apply to building your own self-efficacy?
=+along the way shaped her self-efficacy?
=+2. Although by most any measure she seems to be successful now, how do you think her challenges
=+1. How do you think Ms. Ozmen’s self-efficacy influenced her decisions along the way?
=+3. How can knowledge of your proactive personality score help you when you look for a job? Be specific.
=+2. What are the implications of your highest-scoring answers for your success in school? In other words, how can these aspects of your proactivity help you?
=+1. Do you see a pattern among the questions on which you scored the highest?The lowest?
=+4. What are the implications of your Big Five profile for working in teams at school or work?
=+3. Which one or two dimensions do you think are likely the best predictors of managerial success? Which is the least? Explain.
=+2. Which dimension(s) is (are) your highest? In which situations would they be most beneficial?
=+1. What are your reactions? Do you agree with the scores on your Big Five profile?
=+LO 3-7 Describe the implications of individual differences and emotions for you and managers.

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