Organization Behaviour- Bi 2012
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Questions and Answers
- 1.
The selection process helps sustain the organization’s culture by _____.
- A.
Establishing and enforcing norms
- B.
Ensuring that candidates fit well within the organization
- C.
Socializing the applicant
- D.
Identifying individuals who have the skills to perform certain jobs
- E.
Rewarding conformity
Correct Answer
B. Ensuring that candidates fit well within the organizationExplanation
The selection process helps sustain the organization's culture by ensuring that candidates fit well within the organization. This means that the selection process is designed to identify individuals who align with the values, beliefs, and behaviors of the organization. By selecting candidates who fit well within the organization, it helps to maintain and reinforce the desired culture. This can contribute to a cohesive and harmonious work environment, where employees are more likely to be engaged and motivated.Rate this question:
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- 2.
Which one of the following statements about Maslow’s hierarchy of needs theory is not true?
- A.
The five levels of needs are arranged in hierarchical order.
- B.
Physiological needs are the lowest level.
- C.
The lower order need must be fully satisfied before the next higher need becomes potent.
- D.
The need hierarchy concept has not been well supported by research.
Correct Answer
C. The lower order need must be fully satisfied before the next higher need becomes potent.Explanation
Maslow's hierarchy of needs theory states that the lower order needs must be at least partially satisfied before the higher order needs become relevant. However, it does not require that the lower order needs must be fully satisfied before the next higher need becomes potent. This means that individuals can still be motivated by higher order needs even if their lower order needs are not fully satisfied.Rate this question:
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- 3.
Employee attitudes and behavior change during the _____ stage of socialization.
- A.
Establishment
- B.
Transformation
- C.
Encounter
- D.
Metamorphosis
- E.
Cocoon
Correct Answer
D. MetamorphosisExplanation
During the metamorphosis stage of socialization, employee attitudes and behavior undergo significant changes. This stage represents a transition period where individuals adapt to the organizational culture, norms, and values. They may experience shifts in their mindset, beliefs, and ways of working as they become more acclimated to their new environment. This stage is crucial for employees to fully integrate into the organization and align their attitudes and behavior with its expectations.Rate this question:
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- 4.
New employees are usually comfortable with their organizations by the end of the _____ stage of socialization.
- A.
Encounter
- B.
Exploration
- C.
Establishment
- D.
Metamorphosis
- E.
Adaptation
Correct Answer
D. MetamorphosisExplanation
The correct answer is metamorphosis. This stage of socialization refers to the point where new employees have fully adjusted and become comfortable with their organizations. It suggests a transformation or change in their mindset and behavior, indicating that they have successfully integrated into the company culture and norms.Rate this question:
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- 5.
In Maslow's Hierarchy of needs, the individual's sence of belonging and love is classified in which of the following needs? Select correct option:
- A.
Sef-Actualization Needs
- B.
Esteem Needs
- C.
Safety Needs
- D.
Social Needs
Correct Answer
D. Social NeedsExplanation
In Maslow's Hierarchy of needs, the individual's sense of belonging and love is classified in the Social Needs category. This category focuses on the need for companionship, love, and acceptance from others. It encompasses the desire to form meaningful relationships, be part of a community, and feel a sense of belonging. Meeting these social needs is essential for individuals to develop a healthy self-esteem and overall well-being.Rate this question:
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- 6.
The key component underlying bureaucracies is _____.
- A.
Flexibility
- B.
Standardization
- C.
Dual lines of authority
- D.
Wide span of control
Correct Answer
B. StandardizationExplanation
Bureaucracies are characterized by a high degree of standardization, which refers to the establishment of uniform procedures, rules, and regulations within an organization. This ensures consistency and efficiency in the decision-making process and promotes uniformity in the execution of tasks. Standardization helps to eliminate ambiguity, reduce errors, and maintain accountability within bureaucracies. It also enables organizations to achieve economies of scale and facilitates coordination and control across different levels and departments.Rate this question:
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- 7.
The process through which employees are adapted to an organization’s culture is called _____.
- A.
Personalization
- B.
Mentoring
- C.
Socialization
- D.
Institutionalization
- E.
Intimidation
Correct Answer
C. SocializationExplanation
Socialization is the process through which employees are adapted to an organization's culture. It involves teaching new employees about the values, norms, and behaviors that are expected within the organization. This process helps employees to understand and internalize the organization's culture, which in turn helps them to fit in and become productive members of the organization.Rate this question:
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- 8.
The ____ violates the unity-of-command concept.
- A.
Simple structure
- B.
Bureaucracy
- C.
Matrix structure
- D.
Virtual organization
Correct Answer
C. Matrix structureExplanation
"The Matrix Structure”
The most obvious structural characteristic of the matrix structure is that it breaks the
unity-of-command concept. Therefore, the matrix has a dual chain of command.Rate this question:
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- 9.
The ultimate source of an organization’s culture is _____.
- A.
Top management
- B.
The environment
- C.
The country in which the organization operates
- D.
The organization’s founders
- E.
The belief systems of it employees
Correct Answer
D. The organization’s foundersExplanation
The ultimate source of an organization's culture is the organization's founders. Founders play a crucial role in shaping the values, beliefs, and norms that form the foundation of an organization's culture. They establish the initial vision, mission, and goals of the organization, which in turn influence the behavior and attitudes of employees. The founders' own values and beliefs are often reflected in the culture they create, and this culture can continue to shape the organization long after the founders have left.Rate this question:
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- 10.
Which of the following is the most productive stage in group development? Select correct option:
- A.
Producing
- B.
Increasing
- C.
Maturity
- D.
Performing
Correct Answer
D. PerformingExplanation
Performing is the most productive stage in group development. During this stage, group members have established strong relationships, trust, and effective communication. They work together cohesively and efficiently to achieve common goals. The group is highly motivated, focused, and able to solve problems and make decisions effectively. This stage is characterized by high levels of productivity, creativity, and collaboration among group members.Rate this question:
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- 11.
E-Organizations rely MORE on: Select correct option:
- A.
Team Decision Making
- B.
Individual Decision Making
- C.
Virtual-Team Decision Making
- D.
Group Decision Making
Correct Answer
C. Virtual-Team Decision MakingExplanation
Virtual-team decision making is the preferred choice for e-organizations because it allows for collaboration and communication among team members who may be geographically dispersed. This method leverages technology and online platforms to facilitate discussions, brainstorming, and decision-making processes. It enables organizations to tap into a diverse range of perspectives and expertise, ultimately leading to better-informed decisions. Additionally, virtual-team decision making promotes flexibility and efficiency, as team members can contribute and participate at their convenience, reducing time and resource constraints associated with traditional in-person meetings.Rate this question:
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- 12.
The topic of motivation in OB has been most influenced by which behavioral science discipline?
- A.
Psychology
- B.
Sociology
- C.
Political science
- D.
Corporate strategy
Correct Answer
A. PsychologyExplanation
The topic of motivation in OB has been most influenced by psychology. Psychology studies human behavior and mental processes, including motivation. Understanding what motivates individuals is crucial in organizational behavior as it helps in designing effective strategies to increase employee engagement and productivity. Psychological theories and concepts such as Maslow's hierarchy of needs, expectancy theory, and reinforcement theory have greatly contributed to the understanding of motivation in OB.Rate this question:
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- 13.
Suppose that you are a Human Resource Manager for Prentice Corporation who is in charge of developing a training program for managers coming to the United States from your Prentice subsidiaries around the world. You have decided to use the Hofstede Framework for discussing cultural differences that they might expect to find. Use your knowledge of the work of Hofstede to answer the following questions. Your Indonesian managers will need to be especially aware of the difference that exists between their country and the United States in the degree of _____ of the two cultures.
- A.
Quantity of life vs. quality of life
- B.
Individualism
- C.
Quantity of life vs. quality of life b. individualism power distance
- D.
Uncertainty avoidance
Correct Answer
C. Quantity of life vs. quality of life b. individualism power distanceExplanation
Indonesian managers will need to be especially aware of the difference that exists between their country and the United States in the degree of individualism of the two cultures. This means that they should be prepared for a cultural shift where the emphasis on individual goals, achievements, and independence is more prominent in the United States compared to Indonesia. This understanding will help them navigate and adapt to the cultural differences they may encounter while working in the United States.Rate this question:
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- 14.
Which of the following generalizations about organizational structures and employee performance and satisfaction is MOST true?
- A.
There is fairly strong evidence linking decentralization and job satisfaction.
- B.
There is no evidence that supports a relationship between span of control and employee performance.
- C.
The evidence generally indicates that work specialization contributes to higher productivity and reduced job satisfaction.
- D.
No one wants work that makes minimal intellectual demands and is routine.
Correct Answer
B. There is no evidence that supports a relationship between span of control and employee performance.Explanation
The given answer states that there is no evidence supporting a relationship between span of control and employee performance. This means that research or studies conducted on this topic have not found any significant correlation between the number of employees a manager supervises (span of control) and the performance of those employees. It suggests that the size of a manager's team does not directly impact the performance of individual employees.Rate this question:
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- 15.
____ refers to an assortment of noncognitive skills, capabilities, and competencies that influence a person's ability to succeed in coping with environmental demands and pressures.
- A.
Emotional intelligence
- B.
IQ
- C.
Learned intelligence
- D.
Aptitude
Correct Answer
A. Emotional intelligenceExplanation
Emotional intelligence refers to an assortment of noncognitive skills, capabilities, and competencies that influence a person's ability to succeed in coping with environmental demands and pressures. It involves understanding and managing one's own emotions, as well as being aware of and empathetic towards the emotions of others. Emotional intelligence is crucial for effective communication, building and maintaining relationships, and making sound decisions. It plays a significant role in personal and professional success, as it helps individuals navigate challenges, handle stress, and adapt to different situations.Rate this question:
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- 16.
Which of the following is NOT a determinant of an organization's structure?
- A.
Strategy
- B.
Organization size
- C.
Industry
- D.
Technology
Correct Answer
C. IndustryExplanation
The industry in which an organization operates is not a determinant of its structure. An organization's structure is influenced by various factors such as its strategy, organization size, and technology. The strategy of an organization determines its goals and objectives, which in turn shape its structure. The size of an organization affects how it is organized and how tasks are divided among its members. The technology used by an organization also plays a role in determining its structure, as different technologies require different organizational arrangements. However, the industry in which an organization operates does not directly determine its structure.Rate this question:
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- 17.
The structure that creates dual lines of authority is the _____.
- A.
Organizational structure
- B.
Bureaucracy
- C.
Matrix structure
- D.
Virtual organization
Correct Answer
C. Matrix structureExplanation
The matrix structure creates dual lines of authority within an organization. In this structure, employees report to both a functional manager and a project or product manager. This allows for a more flexible and dynamic approach to decision-making and resource allocation. The matrix structure is often used in organizations that need to balance the functional expertise of employees with the need for cross-functional collaboration and teamwork.Rate this question:
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- 18.
46. Self-efficacy refers to an individual’s belief that he or she is capable of performing a task.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Self-efficacy is a psychological concept that refers to an individual's belief in their own ability to successfully perform a specific task or achieve a desired outcome. It is a measure of one's confidence in their own capabilities and is often seen as a predictor of motivation, effort, and perseverance. Therefore, the statement that self-efficacy refers to an individual's belief that he or she is capable of performing a task is true.Rate this question:
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- 19.
All of the following are factors that serve to sustain organizational cultures except _____.
- A.
selection
- B.
Frugality
- C.
Socialization
- D.
Top management
Correct Answer
B. FrugalityExplanation
Frugality is not a factor that serves to sustain organizational cultures. Factors such as selection, socialization, and top management play important roles in shaping and maintaining organizational cultures. Selection refers to the process of hiring individuals who align with the values and beliefs of the organization. Socialization involves the process of integrating new employees into the organization's culture through training and orientation programs. Top management sets the tone for the organizational culture through their actions and behaviors. However, frugality, which refers to the practice of being economical and avoiding wastefulness, is not directly related to sustaining organizational cultures.Rate this question:
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- 20.
The _____ is a structure characterized by extensive departmentalization, high formalization, a limited information network, and centralization.
- A.
Mechanistic model
- B.
Organic model
- C.
Technology model
- D.
Boundaryless organization
Correct Answer
A. Mechanistic modelExplanation
The mechanistic model is characterized by extensive departmentalization, high formalization, a limited information network, and centralization. In this model, tasks and responsibilities are clearly defined, decision-making is centralized at the top, and there is a rigid hierarchy. This model is suitable for stable and predictable environments where efficiency and control are important. On the other hand, the organic model is characterized by flexible departmentalization, low formalization, a wide information network, and decentralization. It is suitable for dynamic and unpredictable environments where adaptability and innovation are crucial. The technology model and boundaryless organization are not relevant to the given characteristics.Rate this question:
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- 21.
The boundaryless organization relies heavily on _____.
- A.
Information technology
- B.
Vertical boundaries
- C.
Horizontal boundaries
- D.
External boundaries
Correct Answer
A. Information technologyExplanation
The boundaryless organization relies heavily on information technology because it enables seamless communication and collaboration across different departments, teams, and even external partners. Information technology allows for the sharing of information, data, and resources in real-time, breaking down traditional vertical and horizontal boundaries within an organization. It also facilitates remote work and global connectivity, enabling employees to work together regardless of their physical location. By leveraging information technology, a boundaryless organization can enhance its agility, innovation, and competitiveness in today's fast-paced and interconnected business environment.Rate this question:
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- 22.
Culture may be a liability because it is a barrier to _____.
- A.
Change
- B.
Diversity
- C.
Mergers and acquisitions
- D.
All of the above
- E.
None of the above
Correct Answer
D. All of the aboveExplanation
Culture may be a liability because it can act as a barrier to change. When an organization's culture is deeply rooted in certain beliefs, values, and practices, it can be resistant to change, making it difficult for the organization to adapt to new circumstances or implement new strategies. Additionally, culture can also hinder diversity within an organization. If the culture promotes homogeneity and does not value or support diversity, it can limit the organization's ability to attract and retain a diverse workforce. Lastly, during mergers and acquisitions, clashes in organizational cultures can pose significant challenges and impede the success of the integration process.Rate this question:
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- 23.
Culture performs all the following functions except _____.
- A.
Displaying the dominance of particular organizations
- B.
Enhancing social system stability
- C.
Conveying a sense of identity for organization members
- D.
Facilitating commitment to something larger than individual self-interest
Correct Answer
A. Displaying the dominance of particular organizationsExplanation
Culture performs various functions within an organization, such as enhancing social system stability, conveying a sense of identity for organization members, and facilitating commitment to something larger than individual self-interest. However, displaying the dominance of particular organizations is not one of the functions of culture.Rate this question:
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- 24.
The ____ is also called the network or modular organization.
- A.
Virtual organization
- B.
Team structure
- C.
Matrix
- D.
Bureaucracy
Correct Answer
A. Virtual organizationExplanation
"The Virtual Organization”
The virtual organization is also called the network or modular organization.Rate this question:
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- 25.
The ____ is characterized by highly routine operating tasks achieved through specialization.
- A.
Matrix organization
- B.
Bureaucracy
- C.
Simple structure
- D.
Team structure
Correct Answer
B. BureaucracyExplanation
"The Bureaucracy”
The bureaucracy is characterized by highly routine operating tasks achieved through specialization,
very formalized rules and regulations, tasks that are grouped into functional departments, centralized authority,
narrow spans of control, and decision making that follows the chain of command.Rate this question:
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- 26.
The correct order for the stages of the socialization process is _____.
- A.
Prearrival, metamorphosis, encounter
- B.
Prearrival, encounter, ritual
- C.
Prearrival, ritual, encounter
- D.
Prearrival, encounter, metamorphosis
- E.
Prearrival, ritual, arrival
Correct Answer
B. Prearrival, encounter, ritualExplanation
The correct order for the stages of the socialization process is prearrival, encounter, ritual. This order suggests that before an individual joins a new organization or social group, they go through a prearrival stage where they form expectations and gather information. Then, they have an encounter stage where they actually join the group and interact with other members. Finally, they go through a ritual stage where they learn and internalize the norms, values, and behaviors of the group.Rate this question:
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- 27.
ABC Company created task force containing employees from across departments for completion of an important project. It is an example of: Select correct option:
- A.
Virtual Teams
- B.
Self-Managed Work Team
- C.
Cross-Functional Team
- D.
Problem-Solving Team
Correct Answer
C. Cross-Functional TeamExplanation
A task force is really nothing other than a temporary cross-functional teamRate this question:
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- 28.
Work specialization is also referred to as _____.
- A.
Span of control
- B.
division of labor
- C.
Unity-of-command
- D.
Job grouping
Correct Answer
B. division of laborExplanation
"Work Specialization”
Work specialization is also referred to as division of labor.Rate this question:
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- 29.
In Maslow’s hierarchy needs which of the following pair of needs is ranked as “lower order needs”?
- A.
Physiological and safety needs
- B.
Physiological and social need
- C.
Self actualization and safety needs
- D.
Social and esteem needs
Correct Answer
A. Physiological and safety needsExplanation
Physiological and safety needs are ranked as "lower order needs" in Maslow's hierarchy. These needs are considered basic and essential for survival. Physiological needs include the need for food, water, shelter, and other biological requirements. Safety needs refer to the need for security, stability, and protection from physical and emotional harm. These needs must be met before an individual can progress to higher order needs such as social belonging, self-esteem, and self-actualization.Rate this question:
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- 30.
At an Alcoa aluminum tubing plant in upstate New York, production is organized into five departments: casting; press; tubing; finishing and inspecting, packing, and shipping. This is an example of _____ departmentalization.
- A.
Product
- B.
Functions
- C.
Geography
- D.
Process
Correct Answer
D. ProcessExplanation
Departmentalization”
This is an example of process departmentalization because each department specializes
in one specific phase in the production of aluminum tubing.Rate this question:
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- 31.
What is/are the key element(s) of motivation?
- A.
Intensity
- B.
Direction
- C.
Persistence
- D.
All of the given options
Correct Answer
D. All of the given optionsExplanation
The key elements of motivation include intensity, direction, and persistence. Intensity refers to the amount of effort and energy put into a task or goal. Direction is the focus and purpose behind one's actions, determining the specific goals they are working towards. Persistence is the ability to maintain effort and continue working towards a goal despite challenges or setbacks. All of these elements are essential in understanding and cultivating motivation.Rate this question:
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- 32.
According to the goal-setting theory of motivation, highest performance is reached when goals are set to which level? Select correct option:
- A.
Impossible but inspirational
- B.
Difficult but attainable
- C.
Only marginally challenging
- D.
Only marginally challenging Easy and attainable
Correct Answer
B. Difficult but attainableExplanation
There is substantial support for the proposition that specific goals increase performance and that
difficult goals, when accepted, result in higher performance than do easy goals. This proposition is
known as goal-setting theory.Rate this question:
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- 33.
Which of the following is not a means of transmitting culture within an organization?
- A.
Stories
- B.
Aversion therapy
- C.
Rituals
- D.
Language
- E.
Material symbols
Correct Answer
B. Aversion therapyExplanation
Aversion therapy is not a means of transmitting culture within an organization. Aversion therapy is a form of psychological treatment that aims to eliminate undesirable behaviors by associating them with negative stimuli. It is typically used in the context of behavior modification and is not directly related to transmitting culture within an organization. Stories, rituals, language, and material symbols, on the other hand, are commonly used methods for transmitting culture within an organization.Rate this question:
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- 34.
Which of the following theories was proposed by Douglas McGregor? Select correct option:
- A.
Hierarchy of needs theory
- B.
Theories X and Y
- C.
Two-factor theory
- D.
Expectancy theory
Correct Answer
B. Theories X and YExplanation
Douglas McGregor proposed Theories X and Y. Theory X suggests that employees have an inherent dislike for work and need to be closely supervised and controlled. On the other hand, Theory Y suggests that employees are self-motivated, enjoy their work, and can be trusted to take responsibility and make decisions. These theories provide contrasting perspectives on employee motivation and management styles.Rate this question:
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- 35.
Culture is most likely to be a liability when _____.
- A.
It increases the consistency of behavior
- B.
The organization’s environment is dynamic
- C.
The organization’s management is ineffectual
- D.
It reduces ambiguity
Correct Answer
B. The organization’s environment is dynamicExplanation
When an organization's environment is dynamic, it means that it is constantly changing and unpredictable. In such a situation, a strong culture can become a liability because it may resist change and hinder the organization's ability to adapt to new circumstances. A rigid culture that values consistency and tradition may prevent the organization from being flexible and responsive to the changing environment. Therefore, in a dynamic environment, a strong culture can be a liability rather than an asset.Rate this question:
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- 36.
Consistency of behavior is an asset to an organization when it faces _____.
- A.
A dynamic environment
- B.
An unknown environment
- C.
Social upheaval
- D.
A stable environment
Correct Answer
D. A stable environmentExplanation
Consistency of behavior is an asset to an organization when it faces a stable environment because in a stable environment, there is less uncertainty and change. Consistency allows the organization to establish routines, processes, and systems that can be relied upon and followed consistently. This helps to create a sense of predictability and reliability, enabling the organization to operate efficiently and effectively. It also allows the organization to build trust and credibility with stakeholders, as they can depend on the organization to consistently deliver on its commitments and promises.Rate this question:
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- 37.
A ____ is a flat organization.
- A.
Bureaucracy
- B.
Centralized structure
- C.
Matrix structure
- D.
All of the above
- E.
None of the above
Correct Answer
E. None of the aboveExplanation
None of the options provided accurately describe a flat organization. A flat organization is characterized by having a minimal number of hierarchical levels, with a wide span of control and decentralized decision-making. Bureaucracy, centralized structure, and matrix structure all involve varying degrees of hierarchy and centralized decision-making, which contradicts the concept of a flat organization. Therefore, none of the options provided is the correct answer.Rate this question:
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- 38.
Which of the following is ‘NOT’ one of the most common reasons people join groups? Select correct option:
- A.
Security
- B.
Status
- C.
Equity
- D.
Power
Correct Answer
C. EquityExplanation
Equity is not one of the most common reasons people join groups. The most common reasons people join groups are typically related to security, status, and power. Equity refers to fairness and equality, and while it may be a consideration for some individuals, it is not as commonly cited as the other reasons mentioned.Rate this question:
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- 39.
The major disadvantage of the matrix structure is _____.
- A.
The confusion it creates
- B.
Its propensity to foster power struggles
- C.
The stress it places on individuals
- D.
None of the above
- E.
All of the abov
Correct Answer
E. All of the abovExplanation
The major disadvantage of the matrix structure is that it encompasses all of the given options. The matrix structure can create confusion due to multiple reporting lines and dual authority. It can also foster power struggles as individuals may have to compete for resources and influence. Additionally, the matrix structure can place significant stress on individuals who have to balance multiple roles and responsibilities. Therefore, all of the above options accurately describe the major disadvantage of the matrix structure.Rate this question:
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- 40.
Organizational part having legitimacy and official recognition is called
- A.
Non Governmental Organization
- B.
Formal Organization
- C.
International Organization
- D.
Informal Organization Informal Organization Informal Organization Informal Organization Informal Organization
Correct Answer
B. Formal OrganizationExplanation
A formal organization refers to a structured and well-defined group that operates within a set of established rules and regulations. It has legitimacy and official recognition, meaning it is recognized by the government or other governing bodies. This distinguishes it from informal organizations, which are more loosely structured and lack official recognition. Non-governmental organizations (NGOs) and international organizations may also have legitimacy and official recognition, but they are not the best fit for this question as they do not necessarily refer to all organizations with legitimacy and official recognition. Therefore, the correct answer is formal organization.Rate this question:
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- 41.
Which of the following statements most accurately describes the impact of national culture on employees?
- A.
The impact of national culture is greater than the impact of organizational culture.
- B.
The impact of national culture is less significant than the impact of organizational culture.
- C.
The impact of national culture is similar to the impact of organizational culture in terms of its effects on employees.
- D.
The impact of national culture is marginal compared to the impact of organizational culture.
Correct Answer
A. The impact of national culture is greater than the impact of organizational culture.Explanation
The explanation for the given correct answer is that national culture has a stronger influence on employees compared to organizational culture. National culture refers to the shared values, beliefs, and norms of a particular country, which can shape individuals' attitudes and behaviors. It can affect employees' work styles, communication patterns, and decision-making processes. On the other hand, organizational culture refers to the shared values, beliefs, and norms within a specific organization. While organizational culture can also impact employees, national culture has a broader and more profound influence as it encompasses societal norms and values that employees bring to the workplace.Rate this question:
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- 42.
Which of the following is not a drawback of a narrow span of control?
- A.
It is expensive.
- B.
It makes vertical communication in the organization more complex.
- C.
Supervisors may lose control of their employees.
- D.
It encourages overly tight supervision.
Correct Answer
C. Supervisors may lose control of their employees.Explanation
A narrow span of control refers to a situation where a supervisor has a limited number of subordinates to manage. The given statement suggests that supervisors may lose control of their employees, implying that this is not a drawback of a narrow span of control. In reality, a narrow span of control allows supervisors to have a closer and more direct supervision over their employees, making it easier to maintain control and ensure that tasks are performed effectively. Therefore, the statement is incorrect and the correct answer is Supervisors may lose control of their employees.Rate this question:
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- 43.
Which one of the following is not a function of culture? It _____.
- A.
Conveys a sense of organizational identity
- B.
Shapes employee attitude and behavior
- C.
Affects the organization’s ability to hire capable employees
- D.
Has a boundary-defining role e. facilitates the generation of commitment
Correct Answer
C. Affects the organization’s ability to hire capable employeesExplanation
Culture does not directly affect the organization's ability to hire capable employees. While culture can indirectly influence the hiring process by attracting or repelling potential candidates who align with or do not align with the organization's culture, it is not a direct function of culture. The other options listed all describe important functions of culture within an organization, such as conveying identity, shaping attitudes and behavior, defining boundaries, and generating commitment.Rate this question:
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- 44.
Whereas _________ focuses on differences between people from different countries, __________ addresses differences among people within given countries.
- A.
Workforce diversity; globalization
- B.
Globalization; workforce diversity
- C.
Culture; diversity
- D.
Culturization; workforce diversity
- E.
Globalization; culturization
Correct Answer
B. Globalization; workforce diversityExplanation
Globalization refers to the process of integration and interaction among people, companies, and governments of different nations. It involves the exchange of goods, services, and ideas on a global scale. Workforce diversity, on the other hand, pertains to the differences among individuals within a particular organization or workplace. It encompasses variations in age, gender, race, ethnicity, religion, sexual orientation, and other characteristics. Therefore, globalization focuses on differences between people from different countries, while workforce diversity addresses differences among people within given countries.Rate this question:
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- 45.
As organizations have widened spans of control, flattened structures, introduced teams, reduced formalization, and empowered employees, the _____ provided by a strong culture ensures that everyone is pointed in the same direction.
- A.
Rules and regulations
- B.
Shared meaning
- C.
Rituals
- D.
Socialization
Correct Answer
B. Shared meaningExplanation
As organizations have implemented various structural changes and empowered employees, a strong culture becomes crucial in ensuring that everyone is aligned and working towards the same goals. Shared meaning refers to a common understanding and interpretation of the organization's values, mission, and vision among its members. This shared meaning helps to guide and direct employees' actions and decisions, promoting unity and cohesion within the organization.Rate this question:
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- 46.
The socialization stage that encompasses the learning that occurs before a new member joins an organization is known as_____ socialization.
- A.
Prearrival
- B.
Encounter
- C.
Metamorphosis
- D.
Ritual
- E.
Systemic
Correct Answer
A. PrearrivalExplanation
The socialization stage that occurs before a new member joins an organization is known as prearrival socialization. This stage involves the learning and preparation that takes place prior to the actual entry into the organization. During this stage, individuals may gather information about the organization, its culture, values, and norms, and may also form expectations and attitudes towards the organization. This stage is important as it helps individuals to adjust and adapt more smoothly to the organization once they officially become a part of it.Rate this question:
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- 47.
Which of the following is not a stage of the socialization process?
- A.
Prearrival
- B.
Encounter
- C.
Metamorphosis
- D.
Ritual
- E.
None of the above
Correct Answer
D. RitualExplanation
The socialization process involves various stages through which individuals learn and internalize the norms, values, and behaviors of society. The stages typically include prearrival, encounter, and metamorphosis. However, "ritual" is not considered a stage of the socialization process. Rituals are repetitive and symbolic actions that hold cultural and social significance, but they are not specifically associated with the process of socialization.Rate this question:
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- 48.
The employee compares her expectations to organizational reality in which stage of socialization?
- A.
Prearrival
- B.
Encounter
- C.
Metamorphosis
- D.
Ritual
- E.
Analysis
Correct Answer
B. EncounterExplanation
In the encounter stage of socialization, the employee compares her expectations to the actual reality of the organization. This is the stage where the employee starts to understand the organization's culture, values, and norms, and evaluates how well they align with her own expectations. It is a crucial stage where the employee may experience both excitement and disappointment as she navigates through the initial experiences in the organization.Rate this question:
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- 49.
Which one of the following terms is not a component of socialization rituals?
- A.
Material symbols
- B.
Sequenced activities
- C.
Repetition
- D.
Key values
- E.
Reinforcement
Correct Answer
A. Material symbolsExplanation
Socialization rituals involve a series of activities and processes that help individuals learn and internalize the values, norms, and behaviors of a particular society or group. Material symbols, on the other hand, refer to physical objects or signs that represent abstract ideas or concepts. While material symbols can be used in socialization rituals to reinforce certain values or behaviors, they are not considered a distinct component of socialization rituals themselves. Therefore, material symbols are not a component of socialization rituals.Rate this question:
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- 50.
The time when a new employee sees what the organization is really like and realizes that expectations and reality may diverge is called the _____ stage.
- A.
Encounter
- B.
Exploration
- C.
Establishment
- D.
Metamorphosis
- E.
Mirroring
Correct Answer
A. EncounterExplanation
The stage where a new employee sees what the organization is really like and realizes that expectations and reality may diverge is called the encounter stage. This is the stage where the new employee begins to experience the actual work environment and starts to understand the differences between their expectations and the reality of the organization. They may encounter challenges, learn about the company culture, and start to form their initial impressions of the organization.Rate this question:
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