Organizational Behavior Ultimate Questions: Quiz

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  • 1/87 Questions

    Big Five Personality Traits: Which are aspects of Extroversion?

    • Outgoing, talkative, sociable
    • Trusting, good natured, cooperative
    • Dependable, responsible, persistent
    • Not relaxed, unsecure, worried
    • Imaginative, curious, broadminded
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About This Quiz

Explore key aspects of Organizational Behavior with this quiz focusing on personality traits and locus of control. Assess skills in identifying traits like Extroversion, Agreeableness, and more, crucial for personal development and professional applications.

Organizational Behavior Ultimate Questions: Quiz - Quiz

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  • 2. 

    Big Five Personality Traits: Which are aspects of Agreeableness?

    • Outgoing, talkative, sociable

    • Trusting, good natured, cooperative

    • Dependable, responsible, persistent

    • Not relaxed, unsecure, worried

    • Imaginative, curious, broadminded

    Correct Answer
    A. Trusting, good natured, cooperative
    Explanation
    The aspects of Agreeableness include being trusting, good natured, and cooperative. These traits reflect a person's tendency to be warm, friendly, and accommodating in their interactions with others. Being trusting means having faith in others and believing that they have good intentions. Good natured individuals are generally kind-hearted and pleasant to be around. Cooperative individuals are willing to work together and collaborate with others towards a common goal. These traits contribute to maintaining positive relationships and fostering a harmonious social environment.

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  • 3. 

    Big Five Personality Traits: Which are aspects of Conscientiousness?

    • Outgoing, talkative, sociable

    • Trusting, good natured, cooperative

    • Dependable, responsible, persistent

    • Not relaxed, unsecure, worried

    • Imaginative, curious, broadminded

    Correct Answer
    A. Dependable, responsible, persistent
    Explanation
    The aspects of Conscientiousness include being dependable, responsible, and persistent. These traits reflect an individual's ability to be reliable, organized, and diligent in their actions and responsibilities. A conscientious person is likely to fulfill their commitments, complete tasks on time, and strive for excellence in their work. They are dependable and can be trusted to follow through on their obligations. They are also responsible, taking ownership of their actions and being accountable for their behavior. Additionally, they are persistent, showing determination and perseverance in the face of challenges or setbacks.

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  • 4. 

    Big Five Personality Traits: Which are aspects of Neuroticism?

    • Outgoing, talkative, sociable

    • Trusting, good natured, cooperative

    • Dependable, responsible, persistent

    • Not relaxed, unsecure, worried

    • Imaginative, curious, broadminded

    Correct Answer
    A. Not relaxed, unsecure, worried
    Explanation
    The aspects of Neuroticism are characterized by being not relaxed, unsecure, and worried. Neurotic individuals tend to experience more negative emotions such as anxiety, fear, and sadness. They may also have a tendency to overreact to stressful situations and have difficulty in managing their emotions. This is in contrast to individuals who are more relaxed, secure, and not prone to excessive worry.

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  • 5. 

    Big Five Personality Traits: Which are aspects of Openness?

    • Outgoing, talkative, sociable

    • Trusting, good natured, cooperative

    • Dependable, responsible, persistent

    • Not relaxed, unsecure, worried

    • Imaginative, curious, broadminded

    Correct Answer
    A. Imaginative, curious, broadminded
    Explanation
    The aspects of Openness are imaginative, curious, and broadminded. Openness refers to being open to new experiences, ideas, and perspectives. People who are imaginative tend to have a rich inner world and are creative in their thinking. Being curious means having a strong desire to learn and explore new things. Broadmindedness refers to being open-minded and receptive to different viewpoints and beliefs. These traits indicate a person's willingness to embrace new ideas and perspectives, which is a key aspect of Openness.

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  • 6. 

    External Locus of Control vs. Internal Locus of Control: Many of the unhappy things in people's lives are partly due to bad luck.

    • External

    • Internal

    Correct Answer
    A. External
    Explanation
    The correct answer is "External". This is because the statement suggests that many of the unhappy things in people's lives are caused by factors outside of their control, such as bad luck. This aligns with the concept of an external locus of control, where individuals believe that external forces or circumstances have a significant influence on events and outcomes in their lives.

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  • 7. 

    External Locus of Control vs. Internal Locus of Control: Getting a good job depends mainly on being in the right place at the right time.

    • External

    • Internal

    Correct Answer
    A. External
    Explanation
    The correct answer is "External." This answer suggests that getting a good job is believed to depend mainly on external factors such as being in the right place at the right time. This implies that individuals with an external locus of control believe that their outcomes are determined by external forces beyond their control, rather than their own abilities or efforts.

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  • 8. 

    External Locus of Control vs. Internal Locus of Control: Many times exam questions tend to be so unrelated to course work that studying is really useless.

    • External

    • Internal

    Correct Answer
    A. External
    Explanation
    This question is asking about the concept of external and internal locus of control. Locus of control refers to an individual's belief about the extent to which they have control over their own lives. In this context, the statement "Many times exam questions tend to be so unrelated to course work that studying is really useless" suggests that the individual believes that external factors, such as the nature of the exam questions, have a significant impact on their performance rather than their own efforts or abilities. Therefore, the correct answer is "External," indicating that the person has an external locus of control.

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  • 9. 

    External Locus of Control vs. Internal Locus of Control: This world is run by the few people in power, and there is not much the little guy can do about it.

    • External

    • Internal

    Correct Answer
    A. External
    Explanation
    The correct answer is "External" because the statement suggests a belief in the external locus of control. This means that the person believes that external factors, such as those in power, have control over their life and there is little they can do to change it. This contrasts with an internal locus of control, where individuals believe they have control over their own actions and outcomes.

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  • 10. 

    External Locus of Control vs. Internal Locus of Control: There's not much use in trying too hard to please people; if they like you, they like you.

    • External

    • Internal

    Correct Answer
    A. External
    Explanation
    This statement suggests that the person believes that it is not worth putting in excessive effort to please others because whether someone likes you or not is beyond your control. This aligns with the concept of an external locus of control, where individuals believe that external factors such as luck or fate have a greater influence on their lives rather than their own actions or efforts.

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  • 11. 

    External Locus of Control vs. Internal Locus of Control: People's misfortunes result from the mistakes they make.

    • External

    • Internal

    Correct Answer
    A. Internal
    Explanation
    This answer suggests that people's misfortunes are a result of the mistakes they make, indicating an internal locus of control. This means that individuals believe they have control over their own actions and outcomes. They take responsibility for their mistakes and believe that their own choices and decisions influence the outcomes they experience.

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  • 12. 

    External Locus of Control vs. Internal Locus of Control: Becoming a success is a matter of hard work; luck has little or nothing to do with it.

    • External

    • Internal

    Correct Answer
    A. Internal
    Explanation
    The correct answer is "Internal" because it suggests that success is determined by an individual's own efforts and actions rather than external factors such as luck. This implies that those with an internal locus of control believe they have control over their own destiny and are more likely to take responsibility for their actions and strive for success through hard work and determination.

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  • 13. 

    External Locus of Control vs. Internal Locus of Control: In the case of the well-prepared student, there is rarely if ever such a thing as an unfair test.

    • External

    • Internal

    Correct Answer
    A. Internal
    Explanation
    The well-prepared student believes that their success or failure on a test is determined by their own efforts and abilities, rather than external factors such as the fairness of the test. They have an internal locus of control, meaning they feel in control of their own outcomes. This suggests that they take responsibility for their performance and believe that they have the power to influence their own success.

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  • 14. 

    External Locus of Control vs. Internal Locus of Control: The average citizen can have an influence in government decisions.

    • External

    • Internal

    Correct Answer
    A. Internal
    Explanation
    The statement suggests that the average citizen has the ability to influence government decisions. This aligns with the concept of an internal locus of control, which refers to the belief that individuals have control over their own actions and outcomes. In this case, it implies that individuals believe they have the power to impact government decisions through their actions, such as voting, engaging in political activism, or voicing their opinions.

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  • 15. 

    External Locus of Control vs. Internal Locus of Control: People are lonely because they don't try to be friendly.

    • External

    • Internal

    Correct Answer
    A. Internal
    Explanation
    The correct answer is "Internal" because it suggests that the reason people are lonely is because they don't make an effort to be friendly. This implies that individuals have control over their own actions and behaviors, and that their level of social interaction is dependent on their own choices and efforts. This aligns with the concept of an internal locus of control, where individuals believe that they have control over their own lives and outcomes.

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  • 16. 

    People who are high on verbal abilities also tend to be high on reasoning, quantitative, spatial, and perceptual abilities.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    There is a general mental ability —
    sometimes called g or the g factor.

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  • 17. 

    Which predictor is the most important for task performance?

    • General Mental Ability (IQ)

    • Emotional Intelligence

    • Conscientiousness

    • Job Satisfaction

    Correct Answer
    A. General Mental Ability (IQ)
    Explanation
    General Mental Ability (IQ) is the most important predictor for task performance because it encompasses various cognitive abilities such as problem-solving, critical thinking, and learning ability. These cognitive abilities are crucial for understanding and effectively executing tasks in a wide range of domains. While emotional intelligence, conscientiousness, and job satisfaction can also have an impact on task performance, IQ is considered the most influential factor due to its direct relation to cognitive functioning and intellectual capacity.

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  • 18. 

    Hofstede's Dimensions of Cultural Values: Which is Power Distance?

    • Acceptance of power inequalities in institutions and organizations

    • Act as individuals or as members of groups

    • Male vs. female

    • Avoiding uncertainty/ambiguity

    • Looking to the future vs. looking to the past and present

    Correct Answer
    A. Acceptance of power inequalities in institutions and organizations
    Explanation
    Power Distance refers to the degree to which a society accepts and expects power inequalities in institutions and organizations. It reflects the extent to which individuals in a society are comfortable with hierarchy and authority. This dimension measures how much individuals in a culture accept and respect authority, and how they perceive power and status differences between people. A high power distance culture values and respects authority, follows a hierarchical structure, and accepts unequal distribution of power, whereas a low power distance culture values equality, promotes participative decision-making, and challenges authority.

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  • 19. 

    Hofstede's Dimensions of Cultural Values: Which is Individualism vs. Collectivism?

    • Acceptance of power inequalities in institutions and organizations

    • Act as individuals or as members of groups

    • Male vs. female

    • Avoiding uncertainty/ambiguity

    • Looking to the future vs. looking to the past and present

    Correct Answer
    A. Act as individuals or as members of groups
    Explanation
    The correct answer is "act as individuals or as members of groups." This dimension refers to how individuals in a society prioritize their own interests versus the interests of the group. In individualistic cultures, people tend to prioritize personal goals, independence, and individual rights. In collectivist cultures, people prioritize the goals and well-being of the group or community and value cooperation, harmony, and interdependence. This dimension helps to understand cultural differences in terms of individual autonomy and the importance of social connections and obligations.

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  • 20. 

    Hofstede's Dimensions of Cultural Values: Which is Masculinity vs. Femininity?

    • Acceptance of power inequalities in institutions and organizations

    • Act as individuals or as members of groups

    • Male vs. female

    • Avoiding uncertainty/ambiguity

    • Looking to the future vs. looking to the past and present

    Correct Answer
    A. Male vs. female
    Explanation
    Masculinity vs. Femininity refers to the extent to which a society values traditionally masculine or feminine traits. It is about the roles and expectations associated with gender. This dimension explores the preference for assertiveness, competitiveness, and achievement (masculine) versus nurturing, cooperation, and quality of life (feminine). It is not directly related to power inequalities, individualism versus collectivism, uncertainty avoidance, or time orientation.

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  • 21. 

    Hofstede's Dimensions of Cultural Values: Which is Uncertainty Avoidance?

    • Acceptance of power inequalities in institutions and organizations

    • Act as individuals or as members of groups

    • Male vs. female

    • Avoiding uncertainty/ambiguity

    • Looking to the future vs. looking to the past and present

    Correct Answer
    A. Avoiding uncertainty/ambiguity
    Explanation
    Uncertainty Avoidance refers to the extent to which a society or culture feels uncomfortable with ambiguity, uncertainty, and ambiguity. It is the tendency to avoid unknown or unpredictable situations and to create rules and structures to minimize uncertainty. This is reflected in the answer "Avoiding uncertainty/ambiguity" as it directly relates to the concept of uncertainty avoidance. The other options mentioned in the question, such as acceptance of power inequalities, individualism vs. collectivism, and future vs. past orientation, are not directly related to uncertainty avoidance.

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  • 22. 

    Hofstede's Dimensions of Cultural Values: Which is Long-Term vs. Short-Term Orientation?

    • Acceptance of power inequalities in institutions and organizations

    • Act as individuals or as members of groups

    • Male vs. female

    • Avoiding uncertainty/ambiguity

    • Looking to the future vs. looking to the past and present

    Correct Answer
    A. Looking to the future vs. looking to the past and present
    Explanation
    Long-Term vs. Short-Term Orientation refers to the extent to which a society values long-term planning and future-oriented thinking versus short-term gratification and tradition. The answer "looking to the future vs. looking to the past and present" aligns with this dimension as it highlights the cultural value of prioritizing future goals and aspirations over past traditions and present circumstances. This dimension reflects the degree to which a society values perseverance, thrift, and long-term planning for future success.

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  • 23. 

    Hofstede's Dimensions of Cultural Values: Is this Individualism or Collectivism? "The culture is a loosely knit social framework in which people take care of themselves and their immediate family."

    • Individualism

    • Collectivism

    Correct Answer
    A. Individualism
    Explanation
    The given statement suggests that in this culture, people prioritize taking care of themselves and their immediate family. This reflects the values of individualism, where individuals are encouraged to be independent and self-reliant. In individualistic cultures, personal goals and achievements are highly valued, and there is less emphasis on collective goals or group harmony.

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  • 24. 

    Hofstede's Dimensions of Cultural Values: Is this Individualism or Collectivism? "The culture is a tight knit social framework in which people take care of the members of a broader ingroup and act loyal to it."

    • Individualism

    • Collectivism

    Correct Answer
    A. Collectivism
    Explanation
    This statement describes a culture where people prioritize the well-being of the broader ingroup and are loyal to it. This indicates a collectivist cultural value, as collectivism emphasizes the importance of group harmony, interdependence, and cooperation. In collectivist cultures, individuals are expected to prioritize the needs and goals of the group over their own individual needs and goals.

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  • 25. 

    Hofstede's Dimensions of Cultural Values: Is Power Distance high or low? "The culture prefers that power be distributed uniformly where possible, in a more egalitarian fashion."

    • High

    • Low

    Correct Answer
    A. Low
    Explanation
    The given statement suggests that the culture prefers a more egalitarian distribution of power, indicating a lower power distance. In cultures with low power distance, there is a belief in equal rights and opportunities for all individuals, and there is less emphasis on hierarchical structures and authority. This means that power is not concentrated in the hands of a few individuals or groups, but rather distributed more evenly among the members of society.

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  • 26. 

    Hofstede's Dimensions of Cultural Values: Is Power Distance high or low? "The culture accepts the fact that power is usually distributed unequally within organizations."

    • High

    • Low

    Correct Answer
    A. High
    Explanation
    The given statement suggests that the culture accepts and acknowledges the unequal distribution of power within organizations. This indicates a high power distance, where there is a clear hierarchy and individuals in higher positions have more authority and control. In such cultures, people generally respect and obey those in power without questioning their decisions or challenging their authority.

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  • 27. 

    Hofstede's Dimensions of Cultural Values: Is Uncertainty Avoidance high or low? "The culture tolerates uncertain and ambiguous situations and values unusual ideas and behaviors."

    • High

    • Low

    Correct Answer
    A. Low
    Explanation
    According to Hofstede's Dimensions of Cultural Values, when a culture tolerates uncertain and ambiguous situations and values unusual ideas and behaviors, it indicates a low level of uncertainty avoidance. In such cultures, people are more open to change, experimentation, and risk-taking, and they are comfortable with ambiguity and uncertainty.

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  • 28. 

    Hofstede's Dimensions of Cultural Values: Is Uncertainty Avoidance high or low? "The culture feels threatened by uncertain and ambiguous situations and relies on formal rules to create stability."

    • High

    • Low

    Correct Answer
    A. High
    Explanation
    The given statement describes a culture that feels threatened by uncertain and ambiguous situations and relies on formal rules to create stability. This indicates a high level of uncertainty avoidance. In such cultures, there is a strong preference for structure, rules, and regulations to minimize uncertainty and ensure predictability. This can be seen in societies where there is a strong emphasis on adherence to laws, regulations, and established norms.

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  • 29. 

    Hofstede's Dimensions of Cultural Values: Is this Masculinity or Femininity? "The culture values stereotypically male traits such as assertiveness and the acquistion of money and things."

    • Masculinity

    • Femininity

    Correct Answer
    A. Masculinity
    Explanation
    The given statement describes a culture that values stereotypically male traits such as assertiveness and the acquisition of money and things. This aligns with the concept of masculinity in Hofstede's Dimensions of Cultural Values. Masculinity refers to a culture that values competitiveness, achievement, and material success.

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  • 30. 

    Hofstede's Dimensions of Cultural Values: Is this Masculinity or Femininity? "The culture values stereotypically female traits such as caring for others and caring about quality of life."

    • Masculinity

    • Femininity

    Correct Answer
    A. Femininity
    Explanation
    The given statement suggests that the culture values traits that are typically associated with femininity, such as caring for others and caring about the quality of life. This aligns with Hofstede's dimension of femininity, which refers to societies that prioritize cooperation, nurturing, and quality of life over competition and assertiveness. Therefore, the correct answer is femininity.

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  • 31. 

    Hofstede's Dimensions of Cultural Values: Is this Short-Term or Long-Term Orientation? "The culture stresses values that are more past and present orientated, such as respect for tradition and fulfilling obligations."

    • Short-Term

    • Long-Term

    Correct Answer
    A. Short-Term
    Explanation
    The given explanation suggests that the culture in question emphasizes values that are focused on the past and present, such as respect for tradition and fulfilling obligations. This aligns with the characteristics of a short-term orientation, which prioritizes immediate results, respect for tradition, and fulfilling social obligations.

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  • 32. 

    Hofstede's Dimensions of Cultural Values: Is this Short-Term or Long-Term Orientation? "The culture stresses values that are more future-orientated, such as persistene, prudence, and thrift."

    • Short-Term

    • Long-Term

    Correct Answer
    A. Long-Term
    Explanation
    The given answer is Long-Term because it states that the culture emphasizes future-oriented values such as persistence, prudence, and thrift. This indicates a focus on long-term planning and delayed gratification, which aligns with the characteristics of a long-term orientation.

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  • 33. 

    Where would a personality with higher extraversion fit better?

    • Consulting Firm: team-oriented, people-oriented, cooperation

    • Engineering Firm: detail-oriented, outcome-oriented, decisiveness

    Correct Answer
    A. Consulting Firm: team-oriented, people-oriented, cooperation
    Explanation
    A personality with higher extraversion would fit better in a consulting firm because they are team-oriented, people-oriented, and value cooperation. Consulting firms often require collaboration and working closely with clients and colleagues. Individuals with higher extraversion tend to be outgoing, sociable, and enjoy interacting with others, making them well-suited for building relationships and effectively working in teams. They thrive in environments that emphasize teamwork and cooperation, which are common in consulting firms.

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  • 34. 

    Where would a personality with higher conscientiousness fit better?

    • Consulting Firm: team-oriented, people-oriented, cooperation

    • Engineering Firm: detail-oriented, outcome-oriented, decisiveness

    Correct Answer
    A. Engineering Firm: detail-oriented, outcome-oriented, decisiveness
    Explanation
    A personality with higher conscientiousness would fit better in an Engineering Firm because they are detail-oriented, outcome-oriented, and decisive. This type of personality is well-suited for the technical and analytical nature of engineering work, where attention to detail and the ability to make decisions based on desired outcomes are crucial. Additionally, the conscientiousness trait aligns with the need for precision and accuracy in engineering tasks, making it a good fit for this type of work environment.

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  • 35. 

    Which situations are better for team decision-making?

    • Complex tasks

    • Novel, unfamiliar tasks

    • Division of labor is possible

    • Creativity and innovation are essential

    • Cooperation or "buy-in" are required

    • Relatively simple tasks

    • Routine, familiar tasks

    • No division of labor

    • Following traditional rules, norms, or precedents

    • No cooperation or "buy-in" is required

    Correct Answer(s)
    A. Complex tasks
    A. Novel, unfamiliar tasks
    A. Division of labor is possible
    A. Creativity and innovation are essential
    A. Cooperation or "buy-in" are required
    Explanation
    Team decision-making is better suited for complex tasks, novel or unfamiliar tasks, tasks where division of labor is possible, tasks that require creativity and innovation, and tasks that require cooperation or "buy-in" from team members. In these situations, the diverse perspectives and expertise of team members can contribute to better decision-making outcomes. Complex tasks often require input from multiple team members to consider different aspects and potential solutions. Novel or unfamiliar tasks benefit from the collective knowledge and experience of the team. Division of labor allows team members to focus on specific aspects of the decision-making process. Creativity and innovation are essential for finding unique and effective solutions. Cooperation and "buy-in" ensure that team members are committed to and supportive of the decision.

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  • 36. 

    Which situations are better for individual decision-making?

    • Complex tasks

    • Novel, unfamiliar tasks

    • Division of labor is possible

    • Creativity and innovation are essential

    • Cooperation or "buy-in" are required

    • Relatively simple tasks

    • Routine, familiar tasks

    • No division of labor

    • Following traditional rules, norms, or precedents

    • No cooperation or "buy-in" is required

    Correct Answer(s)
    A. Relatively simple tasks
    A. Routine, familiar tasks
    A. No division of labor
    A. Following traditional rules, norms, or precedents
    A. No cooperation or "buy-in" is required
    Explanation
    Individual decision-making is better suited for relatively simple and routine tasks that do not require a division of labor or cooperation. In these situations, following traditional rules, norms, or precedents can provide a clear framework for decision-making. Creativity and innovation may not be necessary, as the tasks are already familiar and well-established. Therefore, individual decision-making can be more efficient and effective in these scenarios.

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  • 37. 

    Team Decision-Making Techniques: Which is Interacting?

    • Members meet face-to-face and rely on verbal and nonverbal communication

    • An idea-generating process designed to overcome pressure for conformity

    • Works by restricting discussion during the decision-making process, members are physically present but operate independently

    • Uses computers to hold large meetings of up to 50 people

    Correct Answer
    A. Members meet face-to-face and rely on verbal and nonverbal communication
    Explanation
    The correct answer is "Members meet face-to-face and rely on verbal and nonverbal communication." This option describes the interacting technique, where team members physically gather together and communicate through both spoken words and nonverbal cues. This technique allows for direct interaction and exchange of ideas among team members, promoting collaboration and active participation in decision-making.

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  • 38. 

    Team Decision-Making Techniques: Which is Brainstorming?

    • Members meet face-to-face and rely on verbal and nonverbal communication

    • An idea-generating process designed to overcome pressure for conformity

    • Works by restricting discussion during the decision-making process, members are physically present but operate independently

    • Uses computers to hold large meetings of up to 50 people

    Correct Answer
    A. An idea-generating process designed to overcome pressure for conformity
    Explanation
    Brainstorming is an idea-generating process that is designed to overcome pressure for conformity. It involves members meeting face-to-face and relying on verbal and nonverbal communication to generate ideas. The goal of brainstorming is to encourage creativity and free thinking by allowing individuals to share their ideas without judgment or criticism. By creating an open and non-judgmental environment, brainstorming aims to generate a wide range of ideas and perspectives, ultimately leading to better decision-making.

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  • 39. 

    Team Decision-Making Techniques: Which is Nominal Group Technique (NGT)?

    • Members meet face-to-face and rely on verbal and nonverbal communication

    • An idea-generating process designed to overcome pressure for conformity

    • Works by restricting discussion during the decision-making process, members are physically present but operate independently

    • Uses computers to hold large meetings of up to 50 people

    Correct Answer
    A. Works by restricting discussion during the decision-making process, members are physically present but operate independently
    Explanation
    NGT is a team decision-making technique that works by restricting discussion during the decision-making process, where members are physically present but operate independently. This technique allows each member to independently generate ideas without being influenced by others, reducing the pressure for conformity. By restricting discussion, NGT ensures that each member's ideas are given equal consideration and prevents dominant individuals from overshadowing the group. This approach promotes individual creativity and diversity of thought, leading to more effective decision-making.

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  • 40. 

    Team Decision-Making Techniques: Which is Electronic Meeting?

    • Members meet face-to-face and rely on verbal and nonverbal communication

    • An idea-generating process designed to overcome pressure for conformity

    • Works by restricting discussion during the decision-making process, members are physically present but operate independently

    • Uses computers to hold large meetings of up to 50 people

    Correct Answer
    A. Uses computers to hold large meetings of up to 50 people
    Explanation
    The correct answer is "Uses computers to hold large meetings of up to 50 people". This option describes electronic meetings, where participants use computers to connect and communicate with each other in a virtual environment. This allows for large meetings to take place without the need for physical presence, enabling collaboration and decision-making among a large group of individuals.

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  • 41. 

    Task interdependence refers to the degree  to which team members interact with and rely  on other team members for the information,  materials, and resources needed to  accomplish work for the team.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Task interdependence refers to the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team. This means that team members need to collaborate and depend on each other to complete their tasks successfully. Therefore, the statement "True" is correct as it accurately describes the concept of task interdependence.

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  • 42. 

    Task Interdependence: Which is Pooled Interdependence?

    • Requires lowest degree of required coordination, members complete their work assignments independently, and then this work is simply “piled up” to represent the group’s output

    • Requires different tasks to be done in a prescribed order, interact to carry out their work, the interaction only occurs between members who perform tasks that are next to each other in the sequence

    • Requires specialized members to perform specific tasks. However, instead of a strict sequence of activities, members interact with a subset of other members to complete the team’s work

    • Requires the highest level of interaction and coordination among members

    Correct Answer
    A. Requires lowest degree of required coordination, members complete their work assignments independently, and then this work is simply “piled up” to represent the group’s output
    Explanation
    Pooled interdependence requires the lowest degree of required coordination as members complete their work assignments independently. The work is then simply "piled up" to represent the group's output. In this type of interdependence, there is no need for interaction or coordination among members during the work process. Each member works on their own tasks and the final output is a combination of their individual work.

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  • 43. 

    Task Interdependence: Which is Sequential Interdependence?

    • Requires lowest degree of required coordination, members complete their work assignments independently, and then this work is simply “piled up” to represent the group’s output

    • Requires different tasks to be done in a prescribed order, interact to carry out their work, the interaction only occurs between members who perform tasks that are next to each other in the sequence

    • Requires specialized members to perform specific tasks. However, instead of a strict sequence of activities, members interact with a subset of other members to complete the team’s work

    • Requires the highest level of interaction and coordination among members

    Correct Answer
    A. Requires different tasks to be done in a prescribed order, interact to carry out their work, the interaction only occurs between members who perform tasks that are next to each other in the sequence
    Explanation
    Sequential interdependence refers to a situation where different tasks need to be completed in a specific order, and the interaction between team members only occurs between those who perform tasks that are next to each other in the sequence. This means that each task is dependent on the completion of the previous task, and the output of each task is passed on to the next task in the sequence. This type of interdependence requires coordination and interaction, but to a lesser extent compared to other types of interdependence.

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  • 44. 

    Task Interdependence: Which is Reciprocal Interdependence?

    • Requires lowest degree of required coordination, members complete their work assignments independently, and then this work is simply “piled up” to represent the group’s output

    • Requires different tasks to be done in a prescribed order, interact to carry out their work, the interaction only occurs between members who perform tasks that are next to each other in the sequence

    • Requires specialized members to perform specific tasks. However, instead of a strict sequence of activities, members interact with a subset of other members to complete the team’s work

    • Requires the highest level of interaction and coordination among members

    Correct Answer
    A. Requires specialized members to perform specific tasks. However, instead of a strict sequence of activities, members interact with a subset of other members to complete the team’s work
    Explanation
    Reciprocal interdependence is a type of task interdependence where specialized members perform specific tasks, but there is no strict sequence of activities. Instead, members interact with a subset of other members to complete the team's work. This means that there is a high level of interaction and coordination among members, but not necessarily in a prescribed order. Each member's work is dependent on the work of others in the subset they interact with, and the team's output is a result of the collective effort of these interactions.

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  • 45. 

    Task Interdependence: Which is Comprehensive Interdependence?

    • Requires lowest degree of required coordination, members complete their work assignments independently, and then this work is simply “piled up” to represent the group’s output

    • Requires different tasks to be done in a prescribed order, interact to carry out their work, the interaction only occurs between members who perform tasks that are next to each other in the sequence

    • Requires specialized members to perform specific tasks. However, instead of a strict sequence of activities, members interact with a subset of other members to complete the team’s work

    • Requires the highest level of interaction and coordination among members

    Correct Answer
    A. Requires the highest level of interaction and coordination among members
    Explanation
    Comprehensive interdependence requires the highest level of interaction and coordination among members. In this type of interdependence, members need to work closely together and rely on each other to complete their tasks. There is a high level of communication, collaboration, and coordination required to ensure that the team's work is completed successfully. Unlike the other options, where there is either independent work or limited interaction between specific members, comprehensive interdependence emphasizes the need for extensive interaction and coordination among all team members.

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  • 46. 

    Task Interdependence has a moderate negative effect on Team Performance.

    • True

    • False

    Correct Answer
    A. False
    Explanation
    The statement suggests that task interdependence has a moderate negative effect on team performance. However, the correct answer is False. This means that task interdependence does not have a moderate negative effect on team performance. The explanation for this could be that task interdependence actually has a positive effect on team performance. When team members are interdependent and rely on each other to complete tasks, it can foster collaboration, communication, and coordination, which can ultimately enhance team performance.

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  • 47. 

    Task Interdependence has a weak relationship with Team Commitment.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Task interdependence refers to the extent to which tasks within a team are interconnected and rely on each other for successful completion. Team commitment, on the other hand, refers to the level of dedication and loyalty that team members have towards the team and its goals. A weak relationship between task interdependence and team commitment means that there is not a strong connection between the two. This suggests that the level of task interdependence within a team does not significantly impact the level of commitment that team members have towards the team.

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  • 48. 

    Which is Goal Interdependence?

    • When team members have a shared vision of the team’s goal and align their individual goals with that vision as a result

    • When team members share in the rewards or punishments that the team earns

    Correct Answer
    A. When team members have a shared vision of the team’s goal and align their individual goals with that vision as a result
    Explanation
    Goal interdependence refers to the situation when team members have a shared vision of the team's goal and align their individual goals with that vision as a result. This means that team members understand and are committed to achieving the same overarching goal, and they actively work towards aligning their personal goals and actions with the team's goal. This type of interdependence fosters collaboration, cooperation, and a sense of unity within the team, leading to increased effectiveness and success in achieving the desired outcomes.

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  • 49. 

    Which is Outcome Interdependence?

    • When team members have a shared vision of the team’s goal and align their individual goals with that vision as a result

    • When team members share in the rewards or punishments that the team earns

    Correct Answer
    A. When team members share in the rewards or punishments that the team earns
    Explanation
    Outcome interdependence refers to a situation where team members share in the rewards or punishments that the team earns. This means that the success or failure of the team is collectively experienced by all members, and they are all affected by the outcomes. This creates a sense of shared responsibility and encourages collaboration and cooperation among team members. It also promotes a collective focus on achieving the team's goals and aligning individual goals with the team's vision.

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Quiz Review Timeline (Updated): Mar 21, 2023 +

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  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Dec 03, 2012
    Quiz Created by
    Rmerklen3

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