BMGT 364 EXAM 1 QUESTIONS WITH CORRECT ANSWERS LATEST UPDATE 2026

BMGT 364 EXAM 1 QUESTIONS WITH CORRECT ANSWERS LATEST UPDATE 2026 Organizational behavior - Answers a field of study that investigates the impact individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving organizational effectiveness Human Resources - Answers looks at things like hiring protocols, training designs and legal compliance Strategic management - Answers focus on product choices and industry characteristics that affect an organizations profitability Diversity - Answers any characteristic that makes people different from one another Surface level diversity - Answers observable attributes such as age, race and gender Deep level diversity - Answers differences in personality, attitudes and values inclusion - Answers when viewpoints among different people are included and valued Generational cohorts - Answers individuals born around the same time who share distinctive social or historical life events during critical development periods Work values - Answers outcomes people desire and feel they should attain through work stereotyping - Answers judging someone on the basis of ones perception of the group to which the person belongs stereotype threat - Answers the degree to which we internally agree with generally negative stereotypes perceptions of our group discrimination - Answers noting a difference between things which in itself isn't necessarily bad discriminatory policies or practices - Answers denial of equal opportunity to perform or unequal rewards for performance sexual harassment - Answers unwanted sexual advances and other verbal or physical conduct of a sexual nature that creates a hostile or offensive work environment intimidation - Answers overt threats or bullying directed at members of a specific group of employees mockery and insults - Answers jokes of negative stereotypes: sometimes the result of a joke being taken too far exclusion - Answers exclusion of certain people from job opportunities, social events, discussions etc incivility - Answers disrespectful treatment affirmative action - Answers social policy aimed at reducing the effects of prior discrimination by taking extra effort to attract and retain minority employees cognitive dissonance - Answers tension from incompatibility between behavior and attitudes perception - Answers a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment attribution theory - Answers perceivers try to attribute the observed behavior to a type of cause (internal or external) internal cause - Answers behavior is believed to be under the personal control of the individual external cause - Answers the person is forced into the behavior by outside events/ causes determinants of attribution - Answers -distinctiveness -consensus -consistency distinctiveness - Answers whether an individual displays different behaviors in different situations consensus - Answers does everyone who faces a similar situation respond in the same way as the individual did? consistency - Answers does the person respond the same way over time? fundamental attribution error - Answers tendency to under estimate the influence of external factors and overestimate that of internal factors self serving bias - Answers occurs when individuals over estimate their own (intern) influence on successes and overestimate the external influences on their failures selective perception - Answers a perceptual filtering process based on interests, background and attitude halo effect - Answers drawing a general impression based on a single characteristic contrast effects - Answers our reaction if influences by other we have recently encountered rational decision making model - Answers 1) define the problem 2) identify the decision criteria 3) allocate weights to the criteria 4) develop alternatives 5) evaluate alternatives 6) select best alternative bounded rationality - Answers constructing simplified models that extract the essential features from problems without capturing all their complexity confirmation bias - Answers seeking out information that reaffirms our past choices and discounting information that contradicts past judgments availability bias - Answers basing judgments on readily available information anchoring bias - Answers a tendency to fixate on initial information and fail to adequately adjust for subsequent information randomness error - Answers our tendency to believe we can predict the outcome of random events hindsight bias - Answers believing falsely that we could have predicted the outcome of an event after that outcome is already known framing decision - Answers the tendency to make different decisions based on how a question or situation is phrased personality - Answers the sum total of ways in which an individual reacts to and interacts with others Big five model dimensions - Answers - conscientiousness - emotional stability (neuroticism) - openness to experience -agreeableness -extraversion conscientiousness - Answers -dependable, organized, reliable, ambitious, hardworking, persevering -most important for job performance emotional stability (neuroticism) - Answers -nervous, moody, emotional, insecure, unstable -tendency to become emotionally agitated easily openness to experience - Answers -curious, imaginative, creative, complex - represents inquisitiveness, your tendency to think about things you dont have to agreeableness - Answers -motivated to avoid conflict, desire to be liked by others - kind, cooperative, sympathetic, helpful extraversion - Answers talkative ,sociable, passionate, assertive, bold core self evaluation - Answers like themselves and see themselves as capable and effective in the work place self monitoring - Answers adjusts behavior to meet external, situational factors proactive personality - Answers identifies opportunities, shows initiative, takes action situation strength theory - Answers the way personality translates into behavior depends on the strength of situation situation strength - Answers the degree to which norms, curs, or standards dictate appropriate behavior trait activation theory - Answers predicts that some situations, events, or interventions "activate" a trait more than others values - Answers represent basic, enduring convictions that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct terminal values - Answers desirable end states of existence instrumental values - Answers preferable modes of behavior or means of achieving terminal values Hofstede's framework for assessing cultures - Answers -power distance -individualism vs collectivism -masculinity vs feminity - uncertainty avoidance - long term vs short term orientation affect - Answers a broad range of feelings that people experience emotions - Answers intense feelings that are directed at someone or something moods - Answers feelings that tend to be less intensive than emotions and that lack a contextual stimulus positive affect - Answers at zero input, most people experience a mildly positive mood emotional contagion - Answers automatic and unconscious tendency to mimic and synchronize facial expressions, vocalizations, postures and movements with those of another person affect intensity - Answers experiencing the same emotions with different intensities emotional labor - Answers an employés expression of organizationally desired emotions during interpersonal transactions at work emotional dissonance - Answers when an employee has to project one emotion while feeling another surface acting - Answers hiding ones true emotions deep acting - Answers trying to change ones feelings based on display rules affective events theory (AET) - Answers employees react emotionally to things that happen to them at work and this reaction influences job performance and satisfaction emotional intelligence - Answers perceive emotions in the self and others 4 components of emotional intelligence - Answers -self awareness - other awareness -emotion regulation - use of emotions self awareness - Answers the ability of an individual to understand the types of emotions he/she is experiencing, the willingness to acknowledge them and capability to express them accurately empathy - Answers the ability of an individual to recognize and understand the emotions that other individuals are feeling Emotion regulation - Answers -identifying and modifying the emotions you feel -the ability to recover from emotional experiences and control ones feelings use of emotions - Answers the ability of an individual to harness emotions and use them to improve their chances of being successful in a given area stressors - Answers the demands that cause the psychological state of stress stress - Answers a dynamic condition in which an individual is confronted with an opportunity, demands or resource related to what is desired and for which to outcome is both uncertain and important strain - Answers the negative consequences that occur when demands tax or exceed ones capacity or resources 2 kinds of stressors - Answers - hindrance stressors -challenge stressors hindrance stressors - Answers -stressful demands that are perceived as hindering progress towards personal accomplishments or goal attainment -mostly negative -comes from obstacles to achieve goals challenge stressors - Answers -stressful demands that are perceived as opportunities for learning, growth, achievement -associated with workload, pressure to complete, talk, time urgency -can be positive 4 organizational hindrance stressors - Answers -role ambiguity -role conflict -role overload -daily hassles role ambiguity - Answers lack of knowledge of exactly what you need to do to succeed in a job role conflict - Answers when 2 work roles conflict with each other and you're not sure what to do role overload - Answers too many demanding roles such that you cannot perform them effectively daily hassles - Answers relatively minor day to day demands that get in the way of accomplishing things you really want to accomplish what do hindrance stressors lead to? - Answers burnout 3 organizational challenge stressors - Answers - time pressure - work complexity -work responsibility time pressure - Answers optimal level is when individual thinks he/she doesn't quite have enough time to get a task done. Satisfying when done work complexity - Answers stretching individual beyond capacity, making them think across role boundaries work responsibility - Answers to move people and tasks you're responsible for, the more serious you take it, the better you will do