ORGB 364 UPDATED EXAMS GUIDE QUESTIONS AND
SOLUTIONS GUARANTEE A+
✔✔Personality - ✔✔the relatively enduring pattern of thoughts, emotions, and behaviors
that characterize a person, along with the psychological processes behind those
characteristics
✔✔Persuasion - ✔✔the use of facts, logical arguments, and emotional appeals to
change another person's beliefs and attitudes, usually for the purpose of changing the
person's behavior
✔✔Positive Organizational Behaviour - ✔✔A perspective of organizational behaviour
that focuses on building positive qualities and traits within individuals or institutions as
opposed to focusing on what is wrong with them.
✔✔Power Distance - ✔✔a cross-cultural value describing the degree to which people in
a culture accept unequal distribution of power in a society
✔✔Primacy Effect - ✔✔a perceptual error in which we quickly form an opinion of people
based on the first information we receive about them
✔✔Procedural Justice - ✔✔perceived fairness of the procedures used to decide the
distribution of resources
✔✔Process Losses - ✔✔resources (including time and energy) expended toward team
development and maintenance rather than the task
✔✔Production Blocking - ✔✔a time constraint in team decision making due to the
procedural requirement that only one person may speak at a time
✔✔Profit-Sharing Plan - ✔✔a reward system that pays bonuses to employees on the
basis of the previous year's level of corporate profits
✔✔Prospect Theory Effect - ✔✔a natural tendency to feel more dissatisfaction from
losing a particular amount than satisfaction from gaining an equal amount
✔✔Psychological Contract - ✔✔The individual's beliefs about the terms and conditions
of a reciprocal exchange agreement between that person and another party (typically an
employer).
✔✔Psychological Harrassment - ✔✔repeated and hostile or unwanted conduct, verbal
comments, actions, or gestures that affect an employee's dignity or psychological or
physical integrity and that result in a harmful work environment for the employee
, ✔✔Rational Choice Paradigm - ✔✔the view in decision making that people should - and
typically do - use logic and all available information to choose the alternative with the
highest value
✔✔Realistic Job Preview - ✔✔a method of improving organizational socialization in
which job applicants are given a balance of positive and negative information about the
job and work context
✔✔Reality Shock - ✔✔the stress that results when employees perceive discrepancies
between their pre-employment expectations and on-the-job reality
✔✔Recency Effect - ✔✔a perceptual error in which the most recent information
dominates our perception of others
✔✔Relationship Capital - ✔✔the value derived from an organization's relationships with
customers, suppliers, and others
✔✔Relationship Conflict - ✔✔a type of conflict in which people focus on characteristics
of other individuals, rather than on the issues, as the source of conflict
✔✔Representativeness Heuristic - ✔✔a natural tendency to evaluate probabilities of
events or objects by the degree to which they resemble (are representative of) other
events or objects rather than on objective probability information
✔✔Rituals - ✔✔the programmed routines of daily organizational life that dramatize the
organization's culture
✔✔Role Perceptions - ✔✔the degree to which a person understands the job duties
assigned to or expected of him or her
✔✔Role - ✔✔a set of behaviours that people are expected to perform because they
hold certain positions in a team
✔✔Satisficing - ✔✔selecting an alternative that is satisfactory or "good enough," rather
than the alternative with the highest value (maximization)
✔✔Scenario Planning - ✔✔a systematic process of thinking about alternative futures
and what the organization should do to anticipate and react to those environments
✔✔Scientific Management - ✔✔the practice of systematically partitioning work into its
smallest elements and standardizing tasks to achieve maximum efficiency
✔✔Selective Attention - ✔✔the process of attending to some information received by
our senses and ignoring other information
SOLUTIONS GUARANTEE A+
✔✔Personality - ✔✔the relatively enduring pattern of thoughts, emotions, and behaviors
that characterize a person, along with the psychological processes behind those
characteristics
✔✔Persuasion - ✔✔the use of facts, logical arguments, and emotional appeals to
change another person's beliefs and attitudes, usually for the purpose of changing the
person's behavior
✔✔Positive Organizational Behaviour - ✔✔A perspective of organizational behaviour
that focuses on building positive qualities and traits within individuals or institutions as
opposed to focusing on what is wrong with them.
✔✔Power Distance - ✔✔a cross-cultural value describing the degree to which people in
a culture accept unequal distribution of power in a society
✔✔Primacy Effect - ✔✔a perceptual error in which we quickly form an opinion of people
based on the first information we receive about them
✔✔Procedural Justice - ✔✔perceived fairness of the procedures used to decide the
distribution of resources
✔✔Process Losses - ✔✔resources (including time and energy) expended toward team
development and maintenance rather than the task
✔✔Production Blocking - ✔✔a time constraint in team decision making due to the
procedural requirement that only one person may speak at a time
✔✔Profit-Sharing Plan - ✔✔a reward system that pays bonuses to employees on the
basis of the previous year's level of corporate profits
✔✔Prospect Theory Effect - ✔✔a natural tendency to feel more dissatisfaction from
losing a particular amount than satisfaction from gaining an equal amount
✔✔Psychological Contract - ✔✔The individual's beliefs about the terms and conditions
of a reciprocal exchange agreement between that person and another party (typically an
employer).
✔✔Psychological Harrassment - ✔✔repeated and hostile or unwanted conduct, verbal
comments, actions, or gestures that affect an employee's dignity or psychological or
physical integrity and that result in a harmful work environment for the employee
, ✔✔Rational Choice Paradigm - ✔✔the view in decision making that people should - and
typically do - use logic and all available information to choose the alternative with the
highest value
✔✔Realistic Job Preview - ✔✔a method of improving organizational socialization in
which job applicants are given a balance of positive and negative information about the
job and work context
✔✔Reality Shock - ✔✔the stress that results when employees perceive discrepancies
between their pre-employment expectations and on-the-job reality
✔✔Recency Effect - ✔✔a perceptual error in which the most recent information
dominates our perception of others
✔✔Relationship Capital - ✔✔the value derived from an organization's relationships with
customers, suppliers, and others
✔✔Relationship Conflict - ✔✔a type of conflict in which people focus on characteristics
of other individuals, rather than on the issues, as the source of conflict
✔✔Representativeness Heuristic - ✔✔a natural tendency to evaluate probabilities of
events or objects by the degree to which they resemble (are representative of) other
events or objects rather than on objective probability information
✔✔Rituals - ✔✔the programmed routines of daily organizational life that dramatize the
organization's culture
✔✔Role Perceptions - ✔✔the degree to which a person understands the job duties
assigned to or expected of him or her
✔✔Role - ✔✔a set of behaviours that people are expected to perform because they
hold certain positions in a team
✔✔Satisficing - ✔✔selecting an alternative that is satisfactory or "good enough," rather
than the alternative with the highest value (maximization)
✔✔Scenario Planning - ✔✔a systematic process of thinking about alternative futures
and what the organization should do to anticipate and react to those environments
✔✔Scientific Management - ✔✔the practice of systematically partitioning work into its
smallest elements and standardizing tasks to achieve maximum efficiency
✔✔Selective Attention - ✔✔the process of attending to some information received by
our senses and ignoring other information
