Intelliq 4 (Organisational Behaviour)
Questions and Answers
- 1.
___ is attributed with the development of the Two-Factor Theory of motivation.
- A.
Abraham Maslow
- B.
David McClelland
- C.
Frederick Herzberg
- D.
Stacy Adams
Correct Answer
C. Frederick HerzbergExplanation
Frederick Herzberg is attributed with the development of the Two-Factor Theory of motivation. This theory suggests that there are two sets of factors that influence employee motivation and satisfaction. The first set, called hygiene factors, includes aspects such as salary, working conditions, and company policies. These factors, when absent or inadequate, can cause dissatisfaction among employees. The second set, called motivators, includes aspects such as recognition, achievement, and growth opportunities. These factors, when present, can lead to increased motivation and job satisfaction. Herzberg's theory has had a significant impact on understanding employee motivation and has been widely studied and applied in organizational settings.Rate this question:
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- 2.
Hygiene factors are similar to the _______ needs identified by the Hierarchy of Needs.
- A.
Higher Order
- B.
Lower Order
- C.
Three-Tiered
- D.
None Of The Above
Correct Answer
B. Lower OrderExplanation
Hygiene factors are similar to the lower order needs identified by the Hierarchy of Needs. The Hierarchy of Needs theory, proposed by Abraham Maslow, suggests that individuals have a hierarchy of needs that must be fulfilled in a specific order. The lower order needs, such as physiological needs and safety needs, are considered essential for survival and basic well-being. Similarly, hygiene factors in the workplace, such as salary, job security, and working conditions, are also considered essential for employee satisfaction and motivation.Rate this question:
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- 3.
Which of the following is a limitation of the equity theory?
- A.
It does not address the issue of perceived fairness.
- B.
It offers no remedy to increase motivation
- C.
When you feel treated unfairly, you will be motivated to restore a sense of fairness
- D.
Who we should compare ourselves to is not clearly identified
Correct Answer
D. Who we should compare ourselves to is not clearly identifiedExplanation
The limitation of the equity theory is that it does not clearly identify who we should compare ourselves to. This means that individuals may have different reference points when evaluating fairness, which can lead to inconsistent perceptions of equity. Without a clear standard for comparison, it becomes difficult to determine whether a situation is fair or unfair, and this can undermine the effectiveness of the equity theory in explaining and predicting motivation.Rate this question:
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- 4.
In the OCTAPACE parameters of organizational culture, T stands for:
- A.
Trust
- B.
Transparency
- C.
Truthful
- D.
Thoughtfulness
Correct Answer
A. TrustExplanation
The correct answer is "Trust" because in the OCTAPACE parameters of organizational culture, T represents the value of trust. Trust is an essential element in building strong relationships within an organization. It involves relying on and having confidence in the actions and intentions of others. Trust fosters open communication, cooperation, and collaboration among team members, leading to a positive work environment and increased productivity.Rate this question:
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- 5.
When one knows about self and is known by others, he/she is said to be
- A.
Blind
- B.
Unknown
- C.
Open
- D.
Hidden
Correct Answer
C. OpenExplanation
When one knows about themselves and is known by others, they are said to be "open." This means that they have self-awareness and are transparent in their thoughts, feelings, and actions. Being open allows for honest and authentic relationships with others, as there is a mutual understanding and acceptance of who they are. It also signifies a willingness to share personal information and experiences, fostering a sense of trust and connection.Rate this question:
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- 6.
Pointing fingers and being manipulative can be associated with
- A.
Nurturing Parent
- B.
Critical Parent
- C.
Child
- D.
Adult
Correct Answer
D. AdultExplanation
Pointing fingers and being manipulative can be associated with the Adult ego state. In this ego state, individuals are rational, logical, and able to make decisions based on objective analysis rather than emotions. They take responsibility for their actions and communicate assertively without blaming or manipulating others. Therefore, the Adult ego state is the most appropriate choice for this behavior.Rate this question:
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- 7.
The Abilene Paradox is most associated with
- A.
Groupthink
- B.
Mismanaged agreement
- C.
Escalating commitment
- D.
Moral exclusion
Correct Answer
B. Mismanaged agreementExplanation
The Abilene Paradox refers to a situation where a group of individuals collectively agree on a course of action that none of them actually desire. This phenomenon occurs due to a lack of effective communication and a fear of expressing dissenting opinions. Mismanaged agreement accurately captures this concept, as it reflects the idea that a group can come to a consensus that is not aligned with the true desires or intentions of its members. Groupthink, escalating commitment, and moral exclusion are not directly associated with the Abilene Paradox.Rate this question:
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- 8.
Which of these is an ineffective technique for dealing with conflict?
- A.
Compensation
- B.
Withdrawal
- C.
Displacement
- D.
Administrative Orbiting
Correct Answer
D. Administrative OrbitingExplanation
Administrative orbiting is an ineffective technique for dealing with conflict. This approach involves avoiding or delaying the resolution of conflicts by diverting attention, procrastinating, or simply ignoring the issue. Instead of addressing the conflict directly, individuals engage in activities that are unrelated to the problem at hand. This behavior does not contribute to conflict resolution and can even exacerbate the situation by allowing tensions to escalate. Therefore, administrative orbiting is not an effective strategy for dealing with conflict.Rate this question:
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- 9.
Theory Y includes
- A.
In general, for most people, the excuse of physical and mental effort in work and play is as natural in play or rest
- B.
Man will exercise self control in those spheres where the objectives tally with his own
- C.
The capacity for developing and utilising their capacities, knowledge and skill does exist in people
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
Theory Y is a management theory that suggests that individuals are inherently motivated and enjoy work. The theory assumes that people are naturally inclined to put effort into their work and play, and that they will exercise self-control in areas where their personal objectives align with the objectives of their work. Additionally, Theory Y recognizes that individuals have the capacity to develop and utilize their abilities, knowledge, and skills. Therefore, the answer "All of the above" is correct as it encompasses all the statements mentioned in the question.Rate this question:
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- 10.
In Vroom's Expectancy theory, Expectancy indicates
- A.
Probability of achieving that outcome
- B.
Advancement
- C.
Award
- D.
Accounting
Correct Answer
A. Probability of achieving that outcomeExplanation
In Vroom's Expectancy theory, Expectancy refers to the individual's perception of the likelihood of achieving a desired outcome. It is the belief that their efforts will result in successful performance and ultimately lead to the desired outcome. This means that the higher the individual's expectancy, the more motivated they will be to put in effort and work towards achieving their goals.Rate this question:
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- 11.
Which of these approaches argues that there is no single best way to manage behavior?
- A.
Hawthorne
- B.
Scientific Management
- C.
The cornerstone skill
- D.
Contingency
Correct Answer
D. ContingencyExplanation
The contingency approach argues that there is no single best way to manage behavior because it recognizes that different situations require different management approaches. It emphasizes that the most effective management style depends on various factors, such as the specific circumstances, the individuals involved, and the goals of the organization. This approach promotes flexibility and adaptability in management practices, allowing managers to tailor their approach to fit the unique needs of each situation.Rate this question:
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- 12.
A program that asks managers to reconsider how work would be done and their organization structure if they were starting to develop the company from the beginning is called
- A.
Re-engineering
- B.
MBO
- C.
TQM
- D.
Diversity training
Correct Answer
A. Re-engineeringExplanation
Re-engineering is the correct answer because it refers to the process of rethinking and redesigning business processes and structures in order to improve efficiency and effectiveness. This program asks managers to reconsider how work would be done and the organization structure, which aligns with the concept of re-engineering. MBO (Management by Objectives) is a goal-setting process, TQM (Total Quality Management) is a quality improvement approach, and diversity training focuses on promoting diversity and inclusion in the workplace, none of which directly relate to the given scenario.Rate this question:
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- 13.
The structure of an OB model includes three levels of analysis: individual, group, and organization systems. Issues that influence all three levels in various ways and thus affect behavioural dynamics are
- A.
Change and stress
- B.
Organizational culture and commitment
- C.
Power and politics
- D.
Work design and technology
Correct Answer
A. Change and stressExplanation
The correct answer is Change and stress. Change and stress are issues that can impact all three levels of analysis in an OB model. At the individual level, change and stress can affect an individual's behavior, emotions, and job performance. At the group level, change and stress can influence group dynamics, communication, and collaboration. At the organizational systems level, change and stress can impact the overall culture, structure, and effectiveness of the organization. Therefore, understanding and managing change and stress is crucial in understanding and improving behavioral dynamics within an organization.Rate this question:
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- 14.
As per Johari Window, the quadrant referring to behaviours and feelings of an individual which is known to him but not known to others is called
- A.
Open Self
- B.
Hidden Self
- C.
Unknown Self
- D.
Blind Self
Correct Answer
B. Hidden SelfExplanation
The Johari Window is a model that helps individuals understand their relationships with others and their self-awareness. It consists of four quadrants: Open Self, Hidden Self, Unknown Self, and Blind Self. The Hidden Self quadrant refers to behaviors and feelings that are known to the individual but not known to others. This quadrant represents aspects of ourselves that we choose to keep private or hide from others.Rate this question:
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- 15.
A person of this ego state is very rational and objective
- A.
Parent
- B.
Child
- C.
Adult
- D.
Old
Correct Answer
C. AdultExplanation
The answer is Adult because the statement describes someone who is rational and objective, which are characteristics typically associated with the Adult ego state. The Adult ego state is responsible for logical thinking, problem-solving, and making decisions based on facts and evidence rather than emotions or past experiences. It is the ego state that allows individuals to approach situations in a calm, rational, and objective manner.Rate this question:
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- 16.
Hawthorne experiments by Elton Mayo concluded that
- A.
People are social beings and not merely economic beings.
- B.
Workers in a group develop a common psychological bond that unites them.
- C.
Both 1 & 2
- D.
None of the above
Correct Answer
C. Both 1 & 2Explanation
The Hawthorne experiments conducted by Elton Mayo concluded that people are not just motivated by economic factors, but also by social factors. The experiments showed that workers in a group develop a common psychological bond that unites them, leading to increased productivity and job satisfaction. This suggests that both statement 1 and statement 2 are correct, as they both align with the findings of the Hawthorne experiments.Rate this question:
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- 17.
Under this model of organisational behaviour, management and employees work as partners towards achievement of certain organisational goals.
- A.
Collegial Model
- B.
Supportive Model
- C.
Normative model
- D.
None of the above
Correct Answer
A. Collegial ModelExplanation
The collegial model of organizational behavior emphasizes a collaborative and cooperative relationship between management and employees. In this model, both parties work together as partners to achieve common organizational goals. This approach promotes open communication, shared decision-making, and mutual respect among all members of the organization.Rate this question:
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- 18.
What is the 3rd stage of group formation according to "Bruce Tuckman's- Five stage model"?
- A.
Forming
- B.
Norming
- C.
Storming
- D.
Performing
Correct Answer
B. NormingExplanation
According to Bruce Tuckman's Five Stage Model, the 3rd stage of group formation is "Norming". This stage is characterized by the development of norms, values, and goals within the group. During this stage, conflicts and disagreements are resolved, and members start to establish trust and cohesion. They begin to understand each other's strengths and weaknesses and work together more effectively. This stage sets the foundation for the final stage, "Performing", where the group is fully functional and achieves its goals.Rate this question:
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- 19.
What will be the level of productivity of the group: if Group Cohesivness is High but Performance Norms are low?
- A.
High Productivity
- B.
Moderate to Low productivity
- C.
Moderate Productivity
- D.
Low Productivity
Correct Answer
D. Low ProductivityExplanation
If the group cohesion is high but the performance norms are low, it means that although the group members are united and have a strong bond, they do not have clear expectations or standards for performance. This lack of performance norms can lead to a decrease in productivity as there is no clear direction or motivation for the group members to work towards. Without clear expectations, the group may struggle to meet their goals and achieve high levels of productivity.Rate this question:
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- 20.
Integrative Bargaining is a________
- A.
Win-Win Situation
- B.
Win-lose Situation
Correct Answer
A. Win-Win SituationExplanation
Integrative Bargaining is a win-win situation because it is a negotiation strategy where both parties involved aim to maximize their outcomes by finding mutually beneficial solutions. In this approach, the focus is on collaboration, cooperation, and creating value for both sides rather than competing and trying to gain advantage over the other. Integrative bargaining encourages open communication, problem-solving, and compromise, resulting in a resolution that satisfies the interests and needs of all parties involved.Rate this question:
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