Organizational Behaviour Quiz

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Organizational Behaviour Quizzes & Trivia

Organization is a function of management, which involves making different things work together in harmony. Organizational behavior is highly dependent on human behavior and is tested in the quiz below. All the best and enjoy.


Questions and Answers
  • 1. 

    ________ cultures can be a ________ when they effectively eliminate the unique strengths that people of different backgrounds bring to the organization.

    • A.

      Strong; liability

    • B.

      Organizational; asset

    • C.

      Dominant; asset

    • D.

      Weak; liability

    • E.

      Weak; asset

    Correct Answer
    A. Strong; liability
    Explanation
    When cultures are strong, meaning they have a dominant or influential presence, they can become a liability for an organization. This is because strong cultures tend to suppress or eliminate the unique strengths that individuals from diverse backgrounds bring to the organization. When people are not able to express their unique perspectives and talents, it can hinder creativity, innovation, and overall organizational performance. Therefore, a strong culture can be a liability in this context.

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  • 2. 

    SJCC Ltd. is a mid-sized, but growing, company that services oil rigs in the tar sands. It was originally founded by Stewart, a young engineer with five years experience in the oil service industry. The culture of SJCC Ltd. would be a result of the original ________ of the company's ________.

    • A.

      Values, clients

    • B.

      Restrictions, technology

    • C.

      Rules, managers

    • D.

      Beliefs, investors

    • E.

      Philosophy, founder

    Correct Answer
    E. Philosophy, founder
    Explanation
    The culture of SJCC Ltd. would be a result of the original philosophy of the company's founder. The founder, Stewart, would have had a specific set of beliefs, principles, and values that he instilled in the company when it was first established. These beliefs and values would have shaped the company's culture and influenced how it operates, makes decisions, and interacts with its employees and clients.

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  • 3. 

    ________ organizational cultures place considerable pressure on employees to conform and can act as a barrier to enhancing diversity in the organization.

    • A.

      Old

    • B.

      Strong

    • C.

      Weak

    • D.

      New

    • E.

      Sustainable

    Correct Answer
    B. Strong
    Explanation
    Strong organizational cultures place considerable pressure on employees to conform and can act as a barrier to enhancing diversity in the organization. This is because strong cultures tend to have well-established norms, values, and beliefs that are deeply ingrained in the organization. Employees who do not conform to these norms may face resistance, exclusion, or even punishment. As a result, diversity of thought, ideas, and perspectives may be discouraged or suppressed in favor of conformity.

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  • 4. 

    Stabilizing a change intervention by balancing driving and restraining forces is termed

    • A.

      Sustainability.

    • B.

      Status quo.

    • C.

      Refreezing.

    • D.

      Consolidation.

    • E.

      Unfreezing.

    Correct Answer
    C. Refreezing.
    Explanation
    Refreezing refers to the process of stabilizing a change intervention by balancing driving and restraining forces. It involves reinforcing the new behaviors, attitudes, and processes that have been implemented during the change. This helps to solidify the changes and ensure that they become the new norm within the organization. Refreezing is an important step in the change process as it helps to prevent regression and maintain the sustainability of the change.

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  • 5. 

    Kurt Lewin's model of change is built upon the premise that change is

    • A.

      Attractive.

    • B.

      Urgent.

    • C.

      Episodic.

    • D.

      Continuous.

    • E.

      Planned.

    Correct Answer
    C. Episodic.
    Explanation
    Kurt Lewin's model of change is built upon the premise that change is episodic. This means that change occurs in distinct, identifiable stages or episodes rather than being a continuous process. This understanding of change allows for a more structured and systematic approach to managing and implementing change initiatives. It also recognizes that change does not happen constantly or randomly, but rather occurs at specific times and in specific ways.

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  • 6. 

    Mighty Mintz Motor Repair (MMMR) is moving its location 200 kilometers away to a larger community within the next ten months. Mr. Mintz realizes the hardships some of the mechanics will experience if they move. He is hoping that they accept the change and are not too resistant to moving, as he would like them to all follow the business. He has authorized you to use Lewin's three-step model in order to facilitate the change and come up with a plan he can implement in the near future. Referring to SCENARIO 10-3, congratulations!. You have been successful in convincing the mechanics to move to the new location. All of the mechanics have moved, so just one week after the move you decide to have a staff appreciation day where the mechanics can enter their name in a draw for an all expense paid vacation. In Lewin's terms, this is an example of

    • A.

      Empowering.

    • B.

      Refreezing the driving forces.

    • C.

      Increasing driving forces.

    • D.

      Refreezing the change.

    • E.

      Unfreezing the status quo.

    Correct Answer
    D. Refreezing the change.
    Explanation
    Refreezing the change is the correct answer because it refers to the final stage of Lewin's three-step model, where the new behavior or change is reinforced and stabilized. In this scenario, the staff appreciation day and the opportunity to win an all-expense paid vacation serve as a way to reward and motivate the mechanics for successfully moving to the new location. By providing this incentive, the change is being solidified and the mechanics are being encouraged to continue following the new business location.

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  • 7. 

    Weak cultures are more likely than strong cultures to have a controlling influence on employee behaviours.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement suggests that weak cultures have a controlling influence on employee behaviors, which is incorrect. In reality, strong cultures are more likely to have a controlling influence on employee behaviors. Strong cultures are characterized by shared values, beliefs, and norms, which can shape and guide employee behavior. In contrast, weak cultures lack a strong set of shared values and are less likely to exert a controlling influence on employee behaviors. Therefore, the correct answer is false.

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  • 8. 

    Sometimes it is imperative that the culture of an organization be changed in order to improve the performance of employees and the organization as a whole.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Changing the culture of an organization can have a significant impact on the performance of employees and the organization as a whole. Culture influences the behavior, attitudes, and values of employees, which in turn affects their motivation, productivity, and overall performance. By fostering a positive and supportive culture, organizations can create an environment that encourages collaboration, innovation, and continuous improvement. This can lead to increased employee engagement, satisfaction, and ultimately, better organizational performance. Therefore, it is often necessary to change the culture of an organization to drive positive change and improve performance.

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  • 9. 

    If an individual believes his/her income will be affected negatively by a particular change, resistance will increase. This is an example of an economic reason for resistance.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    When individuals anticipate that a specific change will have a negative impact on their income, they are more likely to resist it. This is because people are generally motivated to protect their financial well-being and are reluctant to accept changes that might harm their income. Economic reasons, such as the potential negative effect on income, can be a strong driver of resistance to change. Therefore, the statement is true.

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  • 10. 

    By trying to bring about change, senior executives may engage in political actions in order to present the change in a positive light.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Senior executives may engage in political actions to present change in a positive light because they understand that change can be met with resistance and skepticism. By engaging in political actions, such as building alliances, persuading stakeholders, or creating a favorable narrative, they can increase the chances of successful implementation of the change. This can include lobbying for support, managing perceptions, and strategically communicating the benefits of the change. Ultimately, these political actions help senior executives navigate organizational dynamics and increase the likelihood of change being perceived positively.

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  • 11. 

    A ________ is the ________ of the organization, while the ________ is the foundation of the organization.

    • A.

      Mission, soul, structure

    • B.

      Culture, vision, structure

    • C.

      Culture, soul, structure

    • D.

      Vision, mission, structure

    • E.

      Mission, culture, structure

    Correct Answer
    C. Culture, soul, structure
    Explanation
    Culture refers to the shared values, beliefs, and behaviors that guide the actions of individuals within an organization. It represents the "soul" of the organization, as it shapes the overall identity and character of the organization. Structure, on the other hand, refers to the framework or system that defines the roles, relationships, and hierarchy within the organization. It provides the foundation on which the organization operates. Therefore, the correct answer is culture, soul, structure.

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  • 12. 

    Organizational culture

    • A.

      Conveys a sense of organizational identity.

    • B.

      Discourages networking.

    • C.

      Generates a stronger financial position.

    • D.

      Improves the manager's ability to hire competent employees.

    • E.

      Lowers overhead costs because employees work harder.

    Correct Answer
    A. Conveys a sense of organizational identity.
    Explanation
    Organizational culture refers to the shared values, beliefs, and behaviors that shape the identity of an organization. It helps to establish a sense of identity and purpose among employees, as well as a common understanding of the organization's goals and values. This sense of organizational identity can foster a cohesive and motivated workforce, leading to increased employee engagement and productivity. It also helps to attract and retain talented employees who align with the organization's culture. Therefore, the answer "conveys a sense of organizational identity" is the most appropriate explanation for the given question.

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  • 13. 

    Subcultures are most likely to be defined by

    • A.

      The ability of employees to think independently.

    • B.

      Departmental designations.

    • C.

      The dominant culture.

    • D.

      The organizational structure.

    • E.

      Management values.

    Correct Answer
    B. Departmental designations.
    Explanation
    Subcultures are most likely to be defined by departmental designations. This means that within an organization, different departments or divisions may develop their own unique subcultures based on their specific roles, responsibilities, and ways of working. These subcultures can be influenced by the department's goals, values, and norms, and can create distinct identities and behaviors within the larger organizational culture.

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  • 14. 

    The Women's Entrepreneurial College (WEC) is a large 'entrepreneurial' college where students learn how to establish their own business and be entrepreneurs. The founders of the college were a group of professional women committed to the idea that a business education was the best preparation for women who wanted to become entrepreneurs. The college focuses on providing training in entrepreneurship and private ownership. Since its founding, the college has grown and is now one of the largest colleges committed to helping women own their own business. Within the last decade, the accounting department has become one of the largest departments within the college and offers additional support by finding financial investors for the graduates. The accounting department is committed to the general entrepreneurship training that the college provides, but is also committed to finding financing for its graduates. Referring to SCENARIO 10-1, the belief in providing business education and entrepreneurial training is part of the

    • A.

      Mission statement.

    • B.

      Socialization of the college.

    • C.

      Subculture of the accounting department.

    • D.

      Artifacts of the culture.

    • E.

      Dominant culture.

    Correct Answer
    E. Dominant culture.
    Explanation
    The given scenario describes the Women's Entrepreneurial College (WEC) as a college that focuses on providing training in entrepreneurship and private ownership. This emphasis on business education and entrepreneurial training is a central aspect of the college's culture, making it the dominant culture within the institution. The founders of the college were committed to the idea that a business education is the best preparation for women who want to become entrepreneurs, and this belief has shaped the overall culture and mission of the college. Additionally, the growth of the accounting department and its commitment to finding financing for graduates further reinforces the dominant culture's focus on entrepreneurship.

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  • 15. 

    According to your text, research shows that cynicism during the change process often results in

    • A.

      Greater motivation and hard work by all employees in order to keep the status quo.

    • B.

      More positive critical analysis of the situation by employees.

    • C.

      Increased attention by all employees.

    • D.

      Increased job satisfaction because it forces the status quo.

    • E.

      Lower commitment on the part of employees.

    Correct Answer
    E. Lower commitment on the part of employees.
  • 16. 

    The built-in mechanisms that organizations have in order to produce stability are referred to as

    • A.

      Economic factors.

    • B.

      Structural inertia.

    • C.

      Personal security.

    • D.

      Selective information processing.

    • E.

      All of the above

    Correct Answer
    B. Structural inertia.
    Explanation
    Structural inertia refers to the built-in mechanisms that organizations have to resist change and maintain stability. It includes the existing structures, processes, and routines that make it difficult for organizations to adapt to new circumstances. Economic factors, personal security, and selective information processing may also contribute to stability, but they are not specifically referred to as the mechanisms organizations have in place. Therefore, the correct answer is structural inertia.

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  • 17. 

    When an organization is faced with a true crisis, members of the organization will likely be ________ efforts to change the culture.

    • A.

      Blind to

    • B.

      Willing to negotiate

    • C.

      Resistant to

    • D.

      Involved in

    • E.

      Responsive and accepting of

    Correct Answer
    E. Responsive and accepting of
    Explanation
    When an organization is faced with a true crisis, members of the organization will likely be responsive and accepting of efforts to change the culture. In times of crisis, people are often more open to change and willing to adapt in order to overcome the challenges they are facing. They understand the urgency and necessity of making changes to prevent further damage or negative consequences. Being responsive and accepting of efforts to change the culture allows the organization to effectively address the crisis and move towards a better future.

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  • 18. 

    SCENARIO 10-5 Johnson Farm Products is expanding its traditional business with farmers to now include home gardeners. You are one of the regional sales managers for Johnson Farm Products. This change has not been met with enthusiasm by the company's salespeople, who have had good long-term relationships with the farmers in the area. You know that the change will be difficult if you cannot obtain the cooperation of the salespeople and enthusiasm of the farmers.   Referring to SCENARIO 10-5, you have brought in a demographer to explain the changing nature of the area in which you live. This is overcoming resistance through the use of

    • A.

      Participation.

    • B.

      Education and communication.

    • C.

      Manipulation.

    • D.

      Co-optation.

    • E.

      Negotiation.

    Correct Answer
    B. Education and communication.
    Explanation
    The correct answer is education and communication. By bringing in a demographer to explain the changing nature of the area, the regional sales manager is providing education to the salespeople and farmers about the reasons behind the expansion and the benefits it can bring. This helps to overcome resistance by addressing any concerns or misunderstandings and fostering a better understanding of the situation. Additionally, effective communication ensures that all parties are kept informed and involved in the decision-making process, increasing their cooperation and enthusiasm for the change.

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  • 19. 

    All socialization efforts are directed towards getting individuals to divest themselves of characteristics they held prior to joining the organization.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    This statement is false because socialization efforts in organizations are not solely focused on getting individuals to divest themselves of their prior characteristics. Instead, socialization aims to integrate new members into the organization by teaching them the norms, values, and behaviors expected within the organization while also allowing individuals to retain their unique characteristics and skills. The goal is to create a balance between organizational culture and individuality, rather than complete divestment of prior characteristics.

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  • 20. 

    'Refreezing' is an optional step in the three-step model and is required only for some changes.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The given statement suggests that 'Refreezing' is an optional step in the three-step model and is required only for some changes. However, the correct answer is False. This means that the statement is incorrect and 'Refreezing' is not an optional step in the three-step model, but rather a necessary step for all changes.

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  • 21. 

    Co-optation is a resistance strategy that is meant to have key executives and employees buy into the change by giving them a key role in the change decision.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    Co-optation is a resistance strategy where key executives and employees are given a key role in the change decision. This strategy aims to get their buy-in and support for the change by involving them in the decision-making process. By including these individuals in the change decision, organizations can leverage their expertise and influence to help drive the change successfully. Therefore, the statement "Co-optation is a resistance strategy that is meant to have key executives and employees buy into the change by giving them a key role in the change decision" is true.

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  • 22. 

    Which of the following expresses the core values shared by a majority of the organization's members?

    • A.

      Dominant culture

    • B.

      Strong culture

    • C.

      Ethical culture

    • D.

      Sustainable culture

    • E.

      Subculture

    Correct Answer
    A. Dominant culture
    Explanation
    The dominant culture refers to the core values, beliefs, and behaviors that are shared by the majority of the members in an organization. It represents the prevailing norms and practices that shape the organization's overall identity and guide its decision-making processes. This culture is typically established and reinforced by the organization's leaders and is influential in shaping the behavior and attitudes of its members.

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  • 23. 

    SCENARIO 10-1 The Women's Entrepreneurial College (WEC) is a large 'entrepreneurial' college where students learn how to establish their own business and be entrepreneurs. The founders of the college were a group of professional women committed to the idea that a business education was the best preparation for women who wanted to become entrepreneurs. The college focuses on providing training in entrepreneurship and private ownership. Since its founding, the college has grown and is now one of the largest colleges committed to helping women own their own business. Within the last decade, the accounting department has become one of the largest departments within the college and offers additional support by finding financial investors for the graduates. The accounting department is committed to the general entrepreneurship training that the college provides, but is also committed to finding financing for its graduates.   Referring to SCENARIO 10-1, the accounting department holds some unique values in addition to the ________ of the dominant culture.

    • A.

      Social values

    • B.

      Business values

    • C.

      Core values

    • D.

      Formalized values

    • E.

      Mission values

    Correct Answer
    C. Core values
    Explanation
    The accounting department holds some unique values in addition to the core values of the dominant culture. This suggests that the accounting department has its own set of values that are specific to its role within the college. These values may include principles such as accuracy, integrity, and transparency in financial reporting. While the college as a whole may have its own set of core values, the accounting department has additional values that are specific to its function and responsibilities.

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  • 24. 

    Actions of senior executives, such as establishing the norms that assess risk-taking, is a force that plays a part in ________ a culture.

    • A.

      Establishing

    • B.

      Initiating

    • C.

      Changing

    • D.

      Sustaining

    • E.

      Developing

    Correct Answer
    D. Sustaining
    Explanation
    The actions of senior executives, such as establishing norms that assess risk-taking, contribute to sustaining a culture. This means that their actions help to maintain and uphold the existing culture within an organization. By setting the standards and expectations for risk-taking, senior executives ensure that the culture remains consistent and continues to thrive.

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  • 25. 

    SCENARIO 10-2 The Young Mom's Club of St. Albert has been operating for thirty years as an informal organization. Since its founding, the club has provided support to professional women who have left their careers in order to stay at home with their young families and further develop their home life. The group has offered classes in child rearing, parenting, and home and personal development to its members, the majority of whom are upper middle-class women from the city of St. Albert. In the last decade, the St. Albert area has grown substantially and the community has seen a significant rise in the number of young working professionals. Many young career oriented people, who do not have children, have moved to St. Albert in order to work in the smaller community, commute to near-by Edmonton for their work, or telecommute from their home. Referring to SCENARIO 10-2, the growth of the St. Albert community to include more career oriented people, who do not have children, is a ________ of change, which may lead to changes in the mission and values of the Young Mom's Club in the future.

    • A.

      Restraining force

    • B.

      Supportive force

    • C.

      Barrier

    • D.

      Unfreezing force

    • E.

      Driving force

    Correct Answer
    E. Driving force
    Explanation
    The growth of the St. Albert community to include more career-oriented people, who do not have children, is a driving force of change for the Young Mom's Club. This means that the increase in young professionals without children may push the club to adapt and change its mission and values in order to better serve this new demographic. The club may need to consider offering different types of support or programs that cater to the needs and interests of these career-oriented individuals.

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  • 26. 

    SCENARIO 10-3 Mighty Mintz Motor Repair (MMMR) is moving its location 200 kilometers away to a larger community within the next ten months. Mr. Mintz realizes the hardships some of the mechanics will experience if they move. He is hoping that they accept the change and are not too resistant to moving, as he would like them to all follow the business. He has authorized you to use Lewin's three-step model in order to facilitate the change and come up with a plan he can implement in the near future.   Referring to SCENARIO 10-3, the $20,000 moving bonus was refused by the mechanics and now you are counseling each mechanic in order to reduce their anxiety and worries. In Lewin's terms, this is an example of

    • A.

      Communicating the vision.

    • B.

      Unfreezing the status quo.

    • C.

      Removing the driving forces.

    • D.

      Changing a driving force.

    • E.

      Maintaining the status quo.

    Correct Answer
    B. Unfreezing the status quo.
    Explanation
    The $20,000 moving bonus being refused by the mechanics indicates that they are resistant to the change and are holding onto the current state or status quo. By counseling each mechanic to reduce their anxiety and worries, the goal is to unfreeze their mindset and beliefs about the situation. This means helping them let go of their resistance and open up to the idea of moving. Therefore, the refusal of the bonus and the subsequent counseling can be seen as an example of unfreezing the status quo, as per Lewin's three-step model of change.

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  • 27. 

    SCENARIO 10-3 Mighty Mintz Motor Repair (MMMR) is moving its location 200 kilometers away to a larger community within the next ten months. Mr. Mintz realizes the hardships some of the mechanics will experience if they move. He is hoping that they accept the change and are not too resistant to moving, as he would like them to all follow the business. He has authorized you to use Lewin's three-step model in order to facilitate the change and come up with a plan he can implement in the near future. Referring to SCENARIO 10-3, one of the reasons for the resistance to move, on the part of the mechanics is likely  

    • A.

      Cynicism.

    • B.

      Fear of the unknown.

    • C.

      Group inertia.

    • D.

      The threat to the established power relationships.

    • E.

      Structural inertia.

    Correct Answer
    B. Fear of the unknown.
    Explanation
    The mechanics' resistance to move is likely due to fear of the unknown. Moving to a new location brings uncertainty and unfamiliarity, which can make people feel anxious and resistant to change. They may be worried about leaving their current community, finding new housing, or adjusting to a different work environment. This fear can make them hesitant to accept the change and may require addressing their concerns and providing support to help them feel more comfortable with the move.

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  • 28. 

    Resistance can be ________ if it is ________ , and ________ if it is ________.

    • A.

      Increased, neglected, intense, immediate

    • B.

      Covert, hidden, deferred, intense

    • C.

      Simple, immediate, complex, deferred

    • D.

      Covert, hidden, deferred , later

    • E.

      Hidden, covert, intense, immediate

    Correct Answer
    D. Covert, hidden, deferred , later
    Explanation
    Resistance can be covert if it is hidden, and deferred if it is later. This suggests that resistance can often be subtle and not immediately apparent, and it may not manifest until a later time.

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  • 29. 

    When change agents do not have all the information they need, and there may be considerable resistance to change, a common and useful strategy that would help successfully implement the change, would be

    • A.

      Participation.

    • B.

      Support.

    • C.

      Co-optation.

    • D.

      Coercion.

    • E.

      Education.

    Correct Answer
    A. Participation.
    Explanation
    When change agents do not have all the information they need and there may be considerable resistance to change, the most effective strategy to successfully implement the change would be participation. By involving employees and stakeholders in the decision-making process and encouraging their active involvement, change agents can address resistance, gain buy-in, and gather valuable insights and perspectives. This participatory approach fosters a sense of ownership and collaboration, leading to smoother implementation and increased chances of success.

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  • 30. 

    SCENARIO 10-5 Johnson Farm Products is expanding its traditional business with farmers to now include home gardeners. You are one of the regional sales managers for Johnson Farm Products. This change has not been met with enthusiasm by the company's salespeople, who have had good long-term relationships with the farmers in the area. You know that the change will be difficult if you cannot obtain the cooperation of the salespeople and enthusiasm of the farmers. Referring to SCENARIO 10-5, you have decided to involve the sales people in planning for the change and in stocking appropriate new items. This method for overcoming resistance is referred to as

    • A.

      Education and communication.

    • B.

      Manipulation and co-optation.

    • C.

      Participation.

    • D.

      Negotiation.

    • E.

      Facilitation and support.

    Correct Answer
    C. Participation.
    Explanation
    Involving the salespeople in planning for the change and stocking appropriate new items is a method of overcoming resistance referred to as participation. This approach allows the salespeople to have a say in the decision-making process and actively contribute to the implementation of the change. By involving them, it increases their sense of ownership and commitment to the new direction, which can help overcome their resistance and gain their cooperation.

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  • 31. 

    Selection and promotion policies are particularly important strategies for preserving the status quo. Employees are hired because they fit with the organization's culture. This practice

    • A.

      ) brings progressive change to an organization's culture because new employees like their new workplace and exhibit job satisfaction.

    • B.

      Works against cultural change.

    • C.

      Is a form of group inertia.

    • D.

      Is a form of co-optation.

    • E.

      Is a form of facilitation and support.

    Correct Answer
    B. Works against cultural change.
    Explanation
    The statement suggests that selection and promotion policies contribute to preserving the status quo, which means they resist or hinder cultural change. This implies that these policies do not bring progressive change to the organization's culture but rather work against it.

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  • 32. 

    The dominant culture of an organization conveys the core values of the organization.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The dominant culture of an organization refers to the prevailing beliefs, values, and norms that guide the behavior and decisions of its members. This culture shapes the organization's identity and influences how employees interact and make decisions. By conveying the core values of the organization, the dominant culture sets the tone for the overall work environment and helps align employees towards common goals. Therefore, it can be inferred that the statement "The dominant culture of an organization conveys the core values of the organization" is true.

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  • 33. 

    Selection and promotion policies have typically little impact upon cultural change.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Selection and promotion policies play a significant role in shaping the culture of an organization. These policies determine who gets hired, promoted, and rewarded, which in turn influences the behavior and values of employees. By selecting and promoting individuals who align with the desired culture, organizations can reinforce and drive cultural change. Therefore, it is incorrect to say that selection and promotion policies have little impact on cultural change.

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  • 34. 

    According to the rational decision-making model, factors affecting the decision and their importance are identified and considered when

    • A.

      Evaluating of alternatives.

    • B.

      Identifying decision criteria.

    • C.

      Developing alternatives.

    • D.

      Defining the problem.

    • E.

      Selecting the best alternative.

    Correct Answer
    B. Identifying decision criteria.
    Explanation
    In the rational decision-making model, the first step is to identify the decision criteria. This involves determining what factors are important in making the decision and what aspects need to be considered. Once the decision criteria are identified, they can be used to evaluate different alternatives and select the best one. Therefore, identifying decision criteria is the step where factors affecting the decision and their importance are determined and considered.

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  • 35. 

    Wherever possible, groupthink should be avoided because it results in

    • A.

      Conflict within the group.

    • B.

      Representative heuristics.

    • C.

      More risky decisions.

    • D.

      An anchored bias.

    • E.

      reduced effectiveness.

    Correct Answer
    E. reduced effectiveness.
    Explanation
    Groupthink is a phenomenon where members of a group prioritize consensus and harmony over critical thinking and independent decision-making. This can lead to reduced effectiveness as important perspectives and alternative solutions may be overlooked or suppressed. When group members conform to the dominant opinion, innovative ideas and constructive conflict are stifled, resulting in a less effective decision-making process. Therefore, it is important to avoid groupthink in order to maintain the effectiveness and quality of decisions made within a group.

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  • 36. 

    SCENARIO 9-2 Your organization is considering the use of teams for decision making. You have read and studied the topic extensively. Now you are trying to inform your manager about the advantages and disadvantages of group decision making. Referring to SCENARIO 9-2, you should expect a weakness of group decision making to be

    • A.

      Decisions of lower quality because of shared responsibility.

    • B.

      Less complete knowledge and information.

    • C.

      Less acceptance of decisions because employees did not personally make the choice.

    • D.

      that group decisions are more time consuming than individual decisions.

    • E.

      Less diversity in views and opinions.

    Correct Answer
    D. that group decisions are more time consuming than individual decisions.
    Explanation
    Group decisions are more time-consuming than individual decisions because they involve multiple individuals who need to come to a consensus. This can lead to longer discussions, debates, and negotiations, which can delay the decision-making process. Additionally, group decision-making often requires more coordination and scheduling to ensure that all members can participate and contribute their opinions.

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  • 37. 

    Emery's team must make a decision quickly in the next few weeks about which marketing strategy to use in order to launch a new product. He has noticed that when the team has been together making decisions in the past, that the team members favor more risky approaches than they do as individuals. Emery thinks that ________ is taking place when the team makes decisions.

    • A.

      Groupshift

    • B.

      Optimization of decisions

    • C.

      Groupthink

    • D.

      An assumption of morality

    • E.

      Brainstorming

    Correct Answer
    A. Groupshift
    Explanation
    When the team makes decisions, Emery believes that groupshift is taking place. Groupshift refers to the phenomenon where a group's decision is more extreme or risky compared to the individual decisions made by its members. In this case, Emery has observed that the team members tend to favor more risky approaches when making decisions together as a group, which is consistent with the concept of groupshift.

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  • 38. 

    You are a supervisor at the nearby plant. You have been trying to explain to your employees some of the benefits of group decisions. In one discussion, you state that an explanation for ________ is ________.

    • A.

      Creative decisions, that the group tends to use availability heuristics

    • B.

      groupshift, that the group leader usually gets the credit or blame for the group action

    • C.

      Groupshift, that the group diffuses responsibility

    • D.

      Satisficing decisions, brainstorming

    • E.

      Optimal decisions, the nominal group technique

    Correct Answer
    C. Groupshift, that the group diffuses responsibility
    Explanation
    In groupshift, the group tends to diffuse responsibility. This means that when making decisions as a group, individuals may feel less accountable for the outcome because the responsibility is shared among the group members. This can lead to a diffusion of responsibility and a decrease in individual accountability.

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  • 39. 

    If you are looking for the group decision-making technique that has the highest commitment to a group solution, which type would you select?

    • A.

      Brainstorming

    • B.

      Delphi technique

    • C.

      Electronic meeting

    • D.

      Nominal group

    • E.

      Interacting

    Correct Answer
    E. Interacting
    Explanation
    Interacting is the group decision-making technique that has the highest commitment to a group solution. This technique involves face-to-face communication and active participation among group members. It encourages open discussion, debate, and exchange of ideas, allowing for a thorough exploration of different perspectives and potential solutions. Through this process, group members are more likely to feel invested in the final decision and committed to its implementation, leading to a higher level of commitment to the group solution compared to other techniques.

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  • 40. 

    SCENARIO 9-3 You know that the decision as to which new product to produce must have widespread acceptance and be of highest quality. Having reviewed the literature, you decide this decision needs to be made by a group of your best managers. Referring to SCENARIO 9-3, you have decided to use the nominal group technique. This will give you the advantage of

    • A.

      Groupshift.

    • B.

      Generating many ideas.

    • C.

      Participants being honest.

    • D.

      Building cohesiveness.

    • E.

      Processing ideas quickly.

    Correct Answer
    B. Generating many ideas.
    Explanation
    The decision to use the nominal group technique in this scenario suggests that the goal is to generate many ideas. The nominal group technique is a structured brainstorming method that encourages each participant to contribute their ideas individually, which are then shared and discussed as a group. This process allows for a wide range of ideas to be generated, leading to a more comprehensive and diverse set of options for the decision-making process.

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  • 41. 

    ________ will increase the level of creativity employees are able to develop.

    • A.

      Time restrictions

    • B.

      Restricted resources

    • C.

      Win-lose situations

    • D.

      Group homogeneity

    • E.

      Job challenge

    Correct Answer
    E. Job challenge
    Explanation
    Job challenge will increase the level of creativity employees are able to develop. When employees are faced with challenging tasks and projects, they are more likely to think outside the box and come up with innovative solutions. Challenging work stimulates their creativity and encourages them to explore new ideas and approaches. It pushes them to step out of their comfort zone and find unique ways to overcome obstacles. By providing employees with challenging job assignments, organizations can foster a culture of creativity and encourage employees to reach their full potential.

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  • 42. 

    The whistle-blower who reports unethical or illegal organizational operating practices to the media on the grounds of free speech is exercising which of the following decision criteria?

    • A.

      Labour code of ethical conduct

    • B.

      Justice

    • C.

      Situational ethics

    • D.

      Rights

    • E.

      Utilitarianism

    Correct Answer
    D. Rights
    Explanation
    The whistle-blower who reports unethical or illegal organizational operating practices to the media on the grounds of free speech is exercising the decision criteria of rights. This is because the whistle-blower believes in the fundamental rights of individuals, such as the right to free speech, and feels compelled to expose wrongdoing in order to protect those rights. The whistle-blower's actions are driven by a belief in upholding and defending the rights of others.

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  • 43. 

    If you decide to teach a group of employees about the importance of making decisions consistent with fundamental liberties and privileges, then you are planning to focus on which ethical decision criterion?

    • A.

      Utilitarian

    • B.

      Rights

    • C.

      Privilege

    • D.

      Justice

    • E.

      Conformity

    Correct Answer
    B. Rights
    Explanation
    The correct answer is "rights". This is because the question is asking about teaching employees about the importance of making decisions consistent with fundamental liberties and privileges, which aligns with the ethical decision criterion of rights. Rights focus on ensuring that individuals' fundamental rights and freedoms are respected and protected in decision-making processes.

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  • 44. 

    Encouraging employees to volunteer time and skills to charitable organizations is an example of ________.

    • A.

      Whistle-blowing

    • B.

      Ethical actions based on justice

    • C.

      Corporate social responsibility

    • D.

      A stage of moral development

    • E.

      An ethical code of conduct

    Correct Answer
    C. Corporate social responsibility
    Explanation
    Encouraging employees to volunteer time and skills to charitable organizations is an example of corporate social responsibility. Corporate social responsibility refers to a company's commitment to contribute to the well-being of society and make a positive impact on the community. By encouraging employees to volunteer, the company is demonstrating its commitment to social and environmental causes, and taking responsibility for the impact it has on society beyond its core business activities.

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  • 45. 

    Making decisions based on rational thought can be learned.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The statement suggests that the ability to make decisions based on rational thought is not innate, but can be acquired through learning. This implies that individuals can develop their decision-making skills by understanding and applying logical reasoning, critical thinking, and considering evidence and consequences.

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  • 46. 

    The rational decision-making model assumes the decision maker can list all possible alternatives.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The rational decision-making model assumes that the decision maker has the ability to identify and list all possible alternatives. This model suggests that individuals will carefully evaluate each alternative and choose the one that maximizes their utility. By assuming that all alternatives can be identified, the model emphasizes the importance of thorough analysis and consideration of all options before making a decision. However, it is important to note that in reality, it may not always be possible to list all possible alternatives due to limitations in information or time constraints.

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  • 47. 

    The concept of satisficing is consistent with finding the best option.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The concept of satisficing is actually inconsistent with finding the best option. Satisficing refers to making a decision that is satisfactory or "good enough" rather than striving for the optimal or best outcome. It involves setting a threshold or criteria and selecting the first option that meets those criteria, even if there may be better options available. Therefore, the statement "The concept of satisficing is consistent with finding the best option" is false.

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  • 48. 

    Groupthink enhances cohesiveness in groups.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Groupthink actually hinders cohesiveness in groups. Groupthink refers to a phenomenon where group members prioritize consensus and conformity over critical thinking and independent decision-making. This can lead to a lack of diversity in ideas and perspectives, which ultimately weakens the cohesiveness of the group. Group members may feel pressured to conform and suppress their own opinions, leading to tension and a breakdown in trust within the group. Therefore, the statement that groupthink enhances cohesiveness in groups is incorrect.

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  • 49. 

    There are numerous countries in the world that legally bind corporations to have a formal ethics program in place.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement is false because not all countries legally require corporations to have a formal ethics program in place. While some countries may have regulations or guidelines recommending or encouraging ethical practices, there is no universal requirement for corporations to have a formal ethics program.

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  • 50. 

    Many of the decisions made in the "real world" don't seem to follow a logical or rational process, and thus are ________ decisions.

    • A.

      Creative

    • B.

      Alternative

    • C.

      Optimal

    • D.

      Judgement

    • E.

      Satisficing

    Correct Answer
    E. Satisficing
    Explanation
    Satisficing refers to making decisions that may not be optimal or logical, but are instead satisfactory or "good enough" given the constraints and available information. In the "real world," where factors such as time, limited information, and cognitive limitations come into play, people often make satisficing decisions rather than spending excessive time and effort trying to find the optimal solution. These decisions may involve compromises or trade-offs, but they are practical and sufficient for the situation at hand.

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  • Current Version
  • Mar 22, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Dec 12, 2011
    Quiz Created by
    W0175389
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