Test On Organizational Behavior: Quiz

Developing advertising campaigns and preparing and delivering presentations to clients are examples of task performance because they directly contribute to the core responsibilities and goals of Shawn's job as an advertising executive. These tasks are essential for Shawn to effectively fulfill his role and achieve the desired outcomes for the organization.

Emotional reasons for staying with the current organization, such as feeling about friendships, the culture of the company, and a sense of enjoyment when completing job duties, create affective commitment. This type of commitment is based on an emotional attachment and positive feelings towards the organization. It is characterized by a strong desire to remain a part of the organization due to the enjoyment and fulfillment derived from the work environment and relationships within the company.

Lone wolves are employees who have low levels of organizational commitment but high levels of task performance. They are motivated to achieve work goals for themselves rather than for their company. These employees may be highly skilled and productive, but they may not feel a strong sense of loyalty or attachment to the organization. They prefer to work independently and may not actively participate in team activities or organizational initiatives.

Task performance refers to the behaviors of employees that directly contribute to the production of goods or services by utilizing organizational resources. This includes activities such as completing assigned tasks, meeting deadlines, achieving goals, and producing high-quality work. Task performance is crucial for the success and effectiveness of the organization as it directly impacts its productivity and ability to deliver its products or services to customers.

Adaptive task performance refers to an employee's ability to effectively respond to job demands that are new, unusual, or unpredictable. This means that the employee is able to adapt and perform well in situations that may require them to go beyond their usual job responsibilities or handle tasks that they have not encountered before. It involves being flexible, proactive, and resourceful in order to successfully meet these demands.

Harassment is included in the "serious" category of organizational counterproductive behavior because it involves persistent and unwanted actions or behavior that causes discomfort, fear, or distress to another individual. It can create a hostile work environment and negatively impact the well-being and productivity of employees. Harassment can take various forms, such as sexual, verbal, or psychological, and is considered a serious offense that can result in legal consequences for the perpetrator and significant harm to the victim.

Gossiping is considered to be political deviance because it involves spreading rumors or sharing information about others in a negative or harmful manner. This behavior can create a toxic work environment, damage relationships, and undermine trust among colleagues. Gossiping is often seen as a form of manipulation and can be used to gain power or control over others, making it a deviant behavior in a political context.

According to the text, the most widespread form of psychological withdrawal among white-collar employees is cyberloafing. This refers to the act of using the internet for personal activities during work hours, such as browsing social media, shopping online, or watching videos. It is a form of escapism and can be seen as a way for employees to mentally disengage from their work tasks. This behavior is common among white-collar workers and can be attributed to the accessibility and temptation of the internet.

Employees can respond to negative work events in four ways: exit, voice, loyalty, and neglect. "Exit" refers to leaving the organization or quitting the job in response to the negative event. "Voice" means expressing concerns or complaints about the event and trying to make changes. "Loyalty" involves staying with the organization despite the negative event and remaining committed. "Neglect" refers to reducing effort or engagement in response to the negative event. These four options represent different strategies that employees may choose to cope with negative work events.

Terry Bull is demonstrating civic virtue by always reading and keeping up with organizational announcements and news that affect his company. Civic virtue refers to the active participation and involvement in the organization's affairs, showing a sense of responsibility and commitment towards the company's well-being. By staying informed and engaged, Terry is displaying a high level of civic responsibility and contributing to the overall success of the organization.

The given scenario describes a situation where Dick Burns comes to work intoxicated, which affects his work efficiency. This behavior of coming to work intoxicated and compromising work efficiency is an example of production deviance. Production deviance refers to behaviors that intentionally reduce the quantity or quality of work output. In this case, Dick's intoxication is directly impacting his ability to perform his job effectively, making it an example of production deviance.

Normative commitment refers to the desire to remain a member of an organization due to a feeling of obligation. This type of commitment is based on an individual's belief in the moral or ethical responsibility to stay with the organization. It is driven by a sense of duty and the belief that it is the right thing to do. Normative commitment is different from affective commitment, which is based on emotional attachment to the organization, and continuance commitment, which is based on the perceived costs of leaving the organization. Antagonistic commitment and aggressive commitment are not valid concepts in this context.

Job performance refers to the value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment. It is a measure of how well an employee is fulfilling their job responsibilities and achieving the desired outcomes. Job performance is different from other options such as job commitment, motivation, job satisfaction, and organizational commitment, as it specifically focuses on the actual behaviors and actions of employees in relation to their job tasks and responsibilities.

Bertha is demonstrating the citizenship behavior of courtesy by keeping the other employees in her department informed about relevant issues. Courtesy involves being polite, considerate, and respectful towards others, and in this case, Bertha is showing courtesy by ensuring that her colleagues are well-informed and included in important matters that affect them.

Counterproductive behavior refers to actions or behaviors that hinder productivity or disrupt the functioning of an organization. The given statement, "There is a strong positive correlation between task performance and counterproductive behavior," is not true. In fact, counterproductive behavior is negatively correlated with task performance. Engaging in counterproductive behavior is likely to decrease an individual's task performance and overall effectiveness in their job. Thus, the statement contradicts the understanding that counterproductive behavior is detrimental to job performance.

The erosion model suggests that employees with fewer bonds are more likely to quit the organization. This model proposes that over time, employees with weaker connections to the organization will gradually become disengaged and ultimately choose to leave. As their social ties and investment in the organization weaken, they become more susceptible to attrition. This erosion of bonds can be due to various factors such as lack of social support, limited opportunities for growth, or dissatisfaction with the work environment.

Citizenship behavior refers to discretionary actions taken by employees that contribute to the overall functioning and well-being of the organization. It involves activities such as helping colleagues, volunteering for additional tasks, and participating in organizational initiatives beyond one's job requirements. These behaviors improve the quality of the work environment and promote a positive organizational culture. Citizenship behavior is not mandatory but is beneficial for the organization's success and employee morale.

A lack of employment alternatives increases continuance commitment because when employees perceive that there are limited job opportunities available to them outside of their current organization, they are more likely to stay in their current job despite any dissatisfaction or costs associated with it. This is because they believe that leaving would be more risky and uncertain than staying, and they may not have other viable options to pursue. Therefore, the lack of employment alternatives acts as a factor that influences employees to continue their commitment to their current organization.