ORGB 364 LATEST 2026 STUDY GUIDE QUESTIONS AND
SOLUTIONS GUARANTEE A+
✔✔exit-voice-loyalty-neglect (EVLN) model - ✔✔the four ways, as indicated in the
name, that employees respond to job dissatisfaction
✔✔Expectancy Theory - ✔✔a motivation theory based on the idea that work effort is
directed toward behaviors that people believe will lead to desired outcomes
✔✔Extraversion - ✔✔A personality dimension describing someone who is sociable,
gregarious, and assertive
✔✔False-Consensus Effect - ✔✔a perceptual error in which we overestimate the extent
to which others have beliefs and characteristics similar to our own
✔✔Fiedler's Contingency Model - ✔✔a leadership model stating that leader
effectiveness depends on whether the person's natural leadership style is appropriately
matched to the situation (the level of situational control)
✔✔Five Factor Model - ✔✔the five broad dimensions representing most personality
traits: conscientiousness, emotional stability, openness to experience, agreeableness,
and extraversion
✔✔Four-Drive Theory - ✔✔a motivation theory based on the innate drives to acquire,
bond, learn, and defend that incorporates both emotions and rationality
✔✔Fundamental Attribution Error - ✔✔the tendency to see the person rather than the
situation as the man cause of the person's behaviour
✔✔General Adaptation Syndrome - ✔✔A model of the body's stress response,
consisting of three stages: alarm, resistance, and exhaustion
✔✔Global Mindset - ✔✔an individual's ability to perceive, appreciate, and empathize
with people from other cultures, and to process complex cross-cultural information
✔✔Globalization - ✔✔economic, social, and cultural connectivity with people in other
parts of the world
✔✔Goal Setting - ✔✔process of motivating employees and clarifying their role
perceptions by establishing performance objectives
✔✔Grapevine - ✔✔an unstructured and informal communication network founded on
social relationships rather than organizational charts or job descriptions
, ✔✔Halo Effect - ✔✔a perceptual error whereby our general impression of a person,
usually based on one prominent characteristic, colors our perception of other
characteristics of that person
✔✔High-performance Work Practices - ✔✔A perspective which holds that effective
organizations incorporate several workplace practices that leverage the potential of
human capital.
✔✔Human Capitol - ✔✔the stock of knowledge, skills, and abilities among employees
that provide economic value to the organization
✔✔Implicit Favorite - ✔✔a preferred alternative that the decision maker uses repeatedly
as a comparison with other choices
✔✔Implicit Leadership Theory - ✔✔a theory stating that people evaluate a leader's
effectiveness in terms of how well that person fits preconceived beliefs about the
features and behaviors of effective leaders (leadership prototypes) and that people tend
to inflate the influence of leaders on organizational events
✔✔Individualism - ✔✔a cross-cultural value describing the degree to which people in a
culture emphasize independence and personal uniqueness
✔✔Information Overload - ✔✔A condition in which information inflow exceeds an
individual's processing capacity to process it
✔✔Integrative Situation - ✔✔When parties' goals are linked, but not zero-sum, so that
one person's goal achievement does not block the goal achievement of another.
✔✔Intellectual Capital - ✔✔a company's stock of knowledge, including human capital,
structural capital, and relationship capital
✔✔Intuition - ✔✔the ability to know when a problem or opportunity exists and to select
the best course of action without conscious reasoning
✔✔Job Characteristics Model - ✔✔a job design model that relates the motivational
properties of jobs to specific personal and organizational consequences of those
properties
✔✔Job Design - ✔✔the process of assigning tasks to a job, including the
interdependency of those tasks with other jobs
✔✔Job Enlargement - ✔✔the practice of adding more tasks to an existing job
SOLUTIONS GUARANTEE A+
✔✔exit-voice-loyalty-neglect (EVLN) model - ✔✔the four ways, as indicated in the
name, that employees respond to job dissatisfaction
✔✔Expectancy Theory - ✔✔a motivation theory based on the idea that work effort is
directed toward behaviors that people believe will lead to desired outcomes
✔✔Extraversion - ✔✔A personality dimension describing someone who is sociable,
gregarious, and assertive
✔✔False-Consensus Effect - ✔✔a perceptual error in which we overestimate the extent
to which others have beliefs and characteristics similar to our own
✔✔Fiedler's Contingency Model - ✔✔a leadership model stating that leader
effectiveness depends on whether the person's natural leadership style is appropriately
matched to the situation (the level of situational control)
✔✔Five Factor Model - ✔✔the five broad dimensions representing most personality
traits: conscientiousness, emotional stability, openness to experience, agreeableness,
and extraversion
✔✔Four-Drive Theory - ✔✔a motivation theory based on the innate drives to acquire,
bond, learn, and defend that incorporates both emotions and rationality
✔✔Fundamental Attribution Error - ✔✔the tendency to see the person rather than the
situation as the man cause of the person's behaviour
✔✔General Adaptation Syndrome - ✔✔A model of the body's stress response,
consisting of three stages: alarm, resistance, and exhaustion
✔✔Global Mindset - ✔✔an individual's ability to perceive, appreciate, and empathize
with people from other cultures, and to process complex cross-cultural information
✔✔Globalization - ✔✔economic, social, and cultural connectivity with people in other
parts of the world
✔✔Goal Setting - ✔✔process of motivating employees and clarifying their role
perceptions by establishing performance objectives
✔✔Grapevine - ✔✔an unstructured and informal communication network founded on
social relationships rather than organizational charts or job descriptions
, ✔✔Halo Effect - ✔✔a perceptual error whereby our general impression of a person,
usually based on one prominent characteristic, colors our perception of other
characteristics of that person
✔✔High-performance Work Practices - ✔✔A perspective which holds that effective
organizations incorporate several workplace practices that leverage the potential of
human capital.
✔✔Human Capitol - ✔✔the stock of knowledge, skills, and abilities among employees
that provide economic value to the organization
✔✔Implicit Favorite - ✔✔a preferred alternative that the decision maker uses repeatedly
as a comparison with other choices
✔✔Implicit Leadership Theory - ✔✔a theory stating that people evaluate a leader's
effectiveness in terms of how well that person fits preconceived beliefs about the
features and behaviors of effective leaders (leadership prototypes) and that people tend
to inflate the influence of leaders on organizational events
✔✔Individualism - ✔✔a cross-cultural value describing the degree to which people in a
culture emphasize independence and personal uniqueness
✔✔Information Overload - ✔✔A condition in which information inflow exceeds an
individual's processing capacity to process it
✔✔Integrative Situation - ✔✔When parties' goals are linked, but not zero-sum, so that
one person's goal achievement does not block the goal achievement of another.
✔✔Intellectual Capital - ✔✔a company's stock of knowledge, including human capital,
structural capital, and relationship capital
✔✔Intuition - ✔✔the ability to know when a problem or opportunity exists and to select
the best course of action without conscious reasoning
✔✔Job Characteristics Model - ✔✔a job design model that relates the motivational
properties of jobs to specific personal and organizational consequences of those
properties
✔✔Job Design - ✔✔the process of assigning tasks to a job, including the
interdependency of those tasks with other jobs
✔✔Job Enlargement - ✔✔the practice of adding more tasks to an existing job
