MBA 704 ACTUAL EXAM 2026/2027 |
Strategic Management | Organizational
Behavior | Verified Q&A | Pass
Guaranteed - A+ Graded
[DOMAIN 1: FOUNDATIONAL CONCEPTS & PARADIGMS]
Questions 1-15
Q1 (Paradigm Definition): In organizational behavior, a "paradigm" is best defined as:
A. A statistical method for analyzing employee performance data
B. A revolutionary change in management philosophy
C. A model or example that serves as a framework for understanding organizational
phenomena [CORRECT]
D. A specific type of high-performance work practice
Correct Answer: C
Rationale: According to verified LSUS MBA 704 course materials, a paradigm is defined as "a
model; an example" that provides a framework for understanding and approaching
organizational behavior. It represents the shared assumptions, concepts, and methodologies
that guide research and practice in the field. Distractor Analysis: Option B confuses
"paradigm" with "paradigm shift"—a paradigm itself is the existing framework, not the change.
Option D incorrectly conflates paradigms with specific HR practices (HPWPs).
Q2 (Theory X Assumptions): Which of the following assumptions is central to McGregor's
Theory X?
A. Employees seek autonomy and self-direction in their work
B. Workers are inherently lazy, error-prone, and extrinsically motivated by money [CORRECT]
C. Given proper conditions, employees will seek responsibility and exercise self-control
D. Intrinsic motivation drives higher performance than extrinsic rewards
Correct Answer: B
Rationale: Verified 2024 LSUS MBA 704 materials explicitly define Theory X as assuming
"workers are lazy, error-prone, extrinsically motivated by money, [and] should be directed from
,above." This represents a traditional, authoritarian view of management. Distractor Analysis:
Options A, C, and D describe assumptions of Theory Y, which is the humanistic alternative to
Theory X. Students often confuse these opposing frameworks.
Q3 (Organizational Behavior Approach): The Organizational Behavior Approach emphasizes
that:
A. Employees are simple and predictable, requiring standardized management techniques
B. Financial incentives are the primary drivers of employee performance
C. Employees are complex; theoretical understanding supported by research is needed before
applications [CORRECT]
D. Management should rely primarily on intuition and experience rather than systematic study
Correct Answer: C
Rationale: The verified LSUS curriculum defines the Organizational Behavior Approach as
recognizing that "employees are complex; theoretical understanding supported by research
needed before applications." This reflects the field's commitment to evidence-based
understanding of human behavior in organizations. Distractor Analysis: Option A represents
the outdated scientific management view, while Option D contradicts the evidence-based
foundation of OB.
Q4 (One-Eighth Situation): The "One-eighth Situation" in organizational behavior refers to:
A. The fraction of employees who typically resist organizational change initiatives
B. Only 1/8 of organizations buy into the importance/value of HR, incorporate HPWPs, and
stick with them [CORRECT]
C. The success rate of evidence-based management implementations
D. The percentage of organizations that achieve true multicultural status
Correct Answer: B
Rationale: Verified 2024 materials define the One-eighth Situation as the reality that "only 1/8
of organizations buy into importance/value of HR, incorporate HPWPs, and stick with them."
This highlights the implementation gap between knowing what works and actually sustaining
high-performance practices. Distractor Analysis: Options A, C, and D create plausible but
incorrect statistics that students might confuse with the actual One-eighth Situation concept.
Q5 (Paradigm Shift): The historical evolution from Theory X to Theory Y represents which
type of change in organizational behavior?
A. Methodological refinement
B. Paradigm shift [CORRECT]
C. Incremental improvement
,D. Tactical adjustment
Correct Answer: B
Rationale: The transition from Theory X to Theory Y constitutes a fundamental "paradigm
shift" in management philosophy—from viewing workers as lazy and requiring control to
viewing them as motivated and capable of self-direction. Verified materials explicitly cite
"Theory X → Theory Y" as an example of paradigm shift. Distractor Analysis: This is not
merely an incremental change (C) or tactical adjustment (D), but a fundamental
reconceptualization of human nature at work.
Q6 (High-Performance Work Practices): Which of the following is NOT typically classified as
a High-Performance Work Practice (HPWP)?
A. Pay-for-performance systems
B. Self-managed teams
C. 360-degree/multi-sourced feedback systems
D. Strict hierarchical supervision with limited employee autonomy [CORRECT]
Correct Answer: D
Rationale: Verified LSUS materials define HPWPs as including "pay for performance,
self-managed teams, 360/multi-sourced feedback systems." Strict hierarchical supervision
contradicts the empowerment and involvement principles underlying HPWPs. Distractor
Analysis: Students must distinguish between traditional control mechanisms (Theory X) and
contemporary high-involvement practices.
Q7 (Industrial to Knowledge Work): The evolution from Industrial → Service → Knowledge
work represents:
A. A cyclical return to craft-based production
B. A paradigm shift in the nature of work and value creation [CORRECT]
C. Merely a change in industry classification systems
D. A reduction in the importance of human capital
Correct Answer: B
Rationale: Verified materials cite "Industrial → Service → Knowledge" as a paradigm shift
reflecting fundamental changes in how organizations create value, moving from physical
production to service delivery to knowledge creation and application. Distractor Analysis:
This evolution increases, not decreases (D), the importance of human capital and cognitive
skills.
, Q8 (True/False - Theory X): Statement: Theory X assumes that workers are inherently
motivated by challenging work and seek responsibility in their jobs.
A. True
B. False [CORRECT]
Correct Answer: B
Rationale: This statement is False. According to verified 2024 LSUS MBA 704 materials,
Theory X assumes "workers are lazy, error-prone, extrinsically motivated by money, [and]
should be directed from above." The description in the statement actually reflects Theory Y
assumptions. This is a common student error—confusing the two theories. Theory X views
workers negatively requiring external control, while Theory Y views them positively as
capable of self-direction.
Q9 (Application - Theory X Management): A manager who believes employees will only work
hard if constantly monitored and offered financial bonuses is operating from which
paradigm?
A. Theory Y
B. Theory X [CORRECT]
C. Social Cognitive Theory
D. Evidence-Based Management
Correct Answer: B
Rationale: This scenario exemplifies Theory X assumptions: the manager believes workers
are inherently unmotivated (lazy) and require external direction (monitoring) and extrinsic
rewards (financial bonuses) to perform. Distractor Analysis: Theory Y (A) would assume
intrinsic motivation; Social Cognitive Theory (C) involves reciprocal determinism; EBM (D)
focuses on using research evidence, not a specific view of human nature.
Q10 (HPWP Implementation): Which scenario best represents successful implementation of
the One-eighth Situation principle?
A. An organization adopts HPWPs but abandons them after six months due to costs
B. An organization commits to HR value, implements HPWPs, and sustains them long-term
[CORRECT]
C. An organization rejects HR practices in favor of traditional management
D. An organization implements HPWPs but only for senior management
Correct Answer: B
Rationale: The One-eighth Situation describes the rare organizations (only 1/8) that "buy into
importance/value of HR, incorporate HPWPs, and stick with them." Option B represents this
Strategic Management | Organizational
Behavior | Verified Q&A | Pass
Guaranteed - A+ Graded
[DOMAIN 1: FOUNDATIONAL CONCEPTS & PARADIGMS]
Questions 1-15
Q1 (Paradigm Definition): In organizational behavior, a "paradigm" is best defined as:
A. A statistical method for analyzing employee performance data
B. A revolutionary change in management philosophy
C. A model or example that serves as a framework for understanding organizational
phenomena [CORRECT]
D. A specific type of high-performance work practice
Correct Answer: C
Rationale: According to verified LSUS MBA 704 course materials, a paradigm is defined as "a
model; an example" that provides a framework for understanding and approaching
organizational behavior. It represents the shared assumptions, concepts, and methodologies
that guide research and practice in the field. Distractor Analysis: Option B confuses
"paradigm" with "paradigm shift"—a paradigm itself is the existing framework, not the change.
Option D incorrectly conflates paradigms with specific HR practices (HPWPs).
Q2 (Theory X Assumptions): Which of the following assumptions is central to McGregor's
Theory X?
A. Employees seek autonomy and self-direction in their work
B. Workers are inherently lazy, error-prone, and extrinsically motivated by money [CORRECT]
C. Given proper conditions, employees will seek responsibility and exercise self-control
D. Intrinsic motivation drives higher performance than extrinsic rewards
Correct Answer: B
Rationale: Verified 2024 LSUS MBA 704 materials explicitly define Theory X as assuming
"workers are lazy, error-prone, extrinsically motivated by money, [and] should be directed from
,above." This represents a traditional, authoritarian view of management. Distractor Analysis:
Options A, C, and D describe assumptions of Theory Y, which is the humanistic alternative to
Theory X. Students often confuse these opposing frameworks.
Q3 (Organizational Behavior Approach): The Organizational Behavior Approach emphasizes
that:
A. Employees are simple and predictable, requiring standardized management techniques
B. Financial incentives are the primary drivers of employee performance
C. Employees are complex; theoretical understanding supported by research is needed before
applications [CORRECT]
D. Management should rely primarily on intuition and experience rather than systematic study
Correct Answer: C
Rationale: The verified LSUS curriculum defines the Organizational Behavior Approach as
recognizing that "employees are complex; theoretical understanding supported by research
needed before applications." This reflects the field's commitment to evidence-based
understanding of human behavior in organizations. Distractor Analysis: Option A represents
the outdated scientific management view, while Option D contradicts the evidence-based
foundation of OB.
Q4 (One-Eighth Situation): The "One-eighth Situation" in organizational behavior refers to:
A. The fraction of employees who typically resist organizational change initiatives
B. Only 1/8 of organizations buy into the importance/value of HR, incorporate HPWPs, and
stick with them [CORRECT]
C. The success rate of evidence-based management implementations
D. The percentage of organizations that achieve true multicultural status
Correct Answer: B
Rationale: Verified 2024 materials define the One-eighth Situation as the reality that "only 1/8
of organizations buy into importance/value of HR, incorporate HPWPs, and stick with them."
This highlights the implementation gap between knowing what works and actually sustaining
high-performance practices. Distractor Analysis: Options A, C, and D create plausible but
incorrect statistics that students might confuse with the actual One-eighth Situation concept.
Q5 (Paradigm Shift): The historical evolution from Theory X to Theory Y represents which
type of change in organizational behavior?
A. Methodological refinement
B. Paradigm shift [CORRECT]
C. Incremental improvement
,D. Tactical adjustment
Correct Answer: B
Rationale: The transition from Theory X to Theory Y constitutes a fundamental "paradigm
shift" in management philosophy—from viewing workers as lazy and requiring control to
viewing them as motivated and capable of self-direction. Verified materials explicitly cite
"Theory X → Theory Y" as an example of paradigm shift. Distractor Analysis: This is not
merely an incremental change (C) or tactical adjustment (D), but a fundamental
reconceptualization of human nature at work.
Q6 (High-Performance Work Practices): Which of the following is NOT typically classified as
a High-Performance Work Practice (HPWP)?
A. Pay-for-performance systems
B. Self-managed teams
C. 360-degree/multi-sourced feedback systems
D. Strict hierarchical supervision with limited employee autonomy [CORRECT]
Correct Answer: D
Rationale: Verified LSUS materials define HPWPs as including "pay for performance,
self-managed teams, 360/multi-sourced feedback systems." Strict hierarchical supervision
contradicts the empowerment and involvement principles underlying HPWPs. Distractor
Analysis: Students must distinguish between traditional control mechanisms (Theory X) and
contemporary high-involvement practices.
Q7 (Industrial to Knowledge Work): The evolution from Industrial → Service → Knowledge
work represents:
A. A cyclical return to craft-based production
B. A paradigm shift in the nature of work and value creation [CORRECT]
C. Merely a change in industry classification systems
D. A reduction in the importance of human capital
Correct Answer: B
Rationale: Verified materials cite "Industrial → Service → Knowledge" as a paradigm shift
reflecting fundamental changes in how organizations create value, moving from physical
production to service delivery to knowledge creation and application. Distractor Analysis:
This evolution increases, not decreases (D), the importance of human capital and cognitive
skills.
, Q8 (True/False - Theory X): Statement: Theory X assumes that workers are inherently
motivated by challenging work and seek responsibility in their jobs.
A. True
B. False [CORRECT]
Correct Answer: B
Rationale: This statement is False. According to verified 2024 LSUS MBA 704 materials,
Theory X assumes "workers are lazy, error-prone, extrinsically motivated by money, [and]
should be directed from above." The description in the statement actually reflects Theory Y
assumptions. This is a common student error—confusing the two theories. Theory X views
workers negatively requiring external control, while Theory Y views them positively as
capable of self-direction.
Q9 (Application - Theory X Management): A manager who believes employees will only work
hard if constantly monitored and offered financial bonuses is operating from which
paradigm?
A. Theory Y
B. Theory X [CORRECT]
C. Social Cognitive Theory
D. Evidence-Based Management
Correct Answer: B
Rationale: This scenario exemplifies Theory X assumptions: the manager believes workers
are inherently unmotivated (lazy) and require external direction (monitoring) and extrinsic
rewards (financial bonuses) to perform. Distractor Analysis: Theory Y (A) would assume
intrinsic motivation; Social Cognitive Theory (C) involves reciprocal determinism; EBM (D)
focuses on using research evidence, not a specific view of human nature.
Q10 (HPWP Implementation): Which scenario best represents successful implementation of
the One-eighth Situation principle?
A. An organization adopts HPWPs but abandons them after six months due to costs
B. An organization commits to HR value, implements HPWPs, and sustains them long-term
[CORRECT]
C. An organization rejects HR practices in favor of traditional management
D. An organization implements HPWPs but only for senior management
Correct Answer: B
Rationale: The One-eighth Situation describes the rare organizations (only 1/8) that "buy into
importance/value of HR, incorporate HPWPs, and stick with them." Option B represents this
