mana 3318 exam 1 review QUESTIONS |\ |\ |\ |\ |\ |\
WITH ANSWERS |\
What is organizational behavior? - CORRECT ANSWERS ✔✔study
|\ |\ |\ |\ |\ |\ |\ |\
of individual and group dynamics in workplace
|\ |\ |\ |\ |\ |\
What do we mean when we consider OB Interdisciplinary? -
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
CORRECT ANSWERS ✔✔Interdisciplinary - borrow research from
|\ |\ |\ |\ |\ |\ |\
more established fields of study (engineering, psychology,
|\ |\ |\ |\ |\ |\ |\
medicine, sociology) bc OB hasn'r been around for long
|\ |\ |\ |\ |\ |\ |\ |\
The Hawthorne Studies (results and impact) - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\
ANSWERS ✔✔The hawthorne studies (1927-1932) - psychology
|\ |\ |\ |\ |\ |\ |\
study of if lighting effects performance
|\ |\ |\ |\ |\ |\
Performance went up regardless of light, then returned to normal |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
Employees knew they were being studied |\ |\ |\ |\ |\
Hawthorne effect -> changes in behavior occurred as a function
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
of being observed and expectations concerning role as a research
|\ |\ |\ |\ |\ |\ |\ |\ |\
participant
|\ |\
Led to the beginning of human resource management (HRM)
|\ |\ |\ |\ |\ |\ |\ |\
Formal elements of organizations - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\
✔✔Official, legit, and most visible |\ |\ |\ |\ |\
,Policy, job description
|\ |\
Informal elements of organizations - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\
✔✔Unofficial, unstructured, less visible |\ |\ |\ |\
Feelings, interpersonal trust |\ |\ |\
Social relationships
|\
What is the primary goal of organizations? - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
✔✔Goal of organizations is to better understand behavior to
|\ |\ |\ |\ |\ |\ |\ |\ |\
better understand how to provide platforms to help employee
|\ |\ |\ |\ |\ |\ |\ |\ |\
performance |\
Better behavior to understand how keep competitive advantage
|\ |\ |\ |\ |\ |\ |\ |\
Bc work itself is constantly changing
|\ |\ |\ |\ |\ |\
(Virtual work landscape. More flexibility.)
|\ |\ |\ |\
Why are organizations more global today? - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\ |\
✔✔
What are the three dimensions (what we value) (norms) of
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
culture? - CORRECT ANSWERS ✔✔content, consensus, intensity
|\ |\ |\ |\ |\ |\ |\
(pillars of commitment)|\ |\
,What are the three levels of culture? - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
✔✔Invisible/ unconscious -> underlying ASSUMPTIONS |\ |\ |\ |\ |\
(Underlying cultural values) |\ |\
Greater level of awareness -> VALUES
|\ |\ |\ |\ |\ |\
Visible -> ARTIFACTS (physical space, artwork, employee dress)
|\ |\ |\ |\ |\ |\ |\
Hofstede's five dimensions of organizational culture - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\
ANSWERS ✔✔Geert Hofstede (IBM survey) identified 5
|\ |\ |\ |\ |\ |\ |\
dimensions of cultural differences: |\ |\ |\ |\
Individualism/ Collectivism, Power distance, Uncertainty |\ |\ |\ |\ |\
Avoidance, Masculinity/ Femininity, Time Orientation
|\ |\ |\ |\
Individualism/ Collectivism - CORRECT ANSWERS ✔✔Am I working |\ |\ |\ |\ |\ |\ |\
for myself or for the good of the group?
|\ |\ |\ |\ |\ |\ |\ |\ |\
Power distance - CORRECT ANSWERS ✔✔My relationship w
|\ |\ |\ |\ |\ |\ |\ |\
people who have more or less power than me at work
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
Just bc you are my supervisor doesn't mean I can't challenge you
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
|\
Supervisor = high power distance |\ |\ |\ |\
, Uncertainty Avoidance - CORRECT ANSWERS ✔✔Set in ways of
|\ |\ |\ |\ |\ |\ |\ |\ |\
culture and structure|\ |\ |\
Found something that works and gonna keep doing it til it dont
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
work no more
|\ |\
Masculinity/ Femininity - CORRECT ANSWERS ✔✔Masculinity -
|\ |\ |\ |\ |\ |\ |\
Competitiveness |\
Femininity - Relationship building and traditional communal
|\ |\ |\ |\ |\ |\ |\
stereotypes
Time Orientation - CORRECT ANSWERS ✔✔Long-term - 5 year
|\ |\ |\ |\ |\ |\ |\ |\ |\
plan, future. Bigger corporations can think ahead.
|\ |\ |\ |\ |\ |\ |\
Short-term - Focuses on what's right in front of us. Family
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
businesses tryna get through next month. |\ |\ |\ |\ |\
Strong cultures - CORRECT ANSWERS ✔✔High levels of
|\ |\ |\ |\ |\ |\ |\ |\
agreement among employees on what they value. High intensity
|\ |\ |\ |\ |\ |\ |\ |\ |\
toward these values. |\ |\
Weak cultures - CORRECT ANSWERS ✔✔Low levels of agreement
|\ |\ |\ |\ |\ |\ |\ |\ |\
among employees on what they value. Varying levels of intensity.
|\ |\ |\ |\ |\ |\ |\ |\ |\
Culture boundaries - CORRECT ANSWERS ✔✔Boundaries that are
|\ |\ |\ |\ |\ |\ |\ |\
based on culture traits
|\ |\ |\
WITH ANSWERS |\
What is organizational behavior? - CORRECT ANSWERS ✔✔study
|\ |\ |\ |\ |\ |\ |\ |\
of individual and group dynamics in workplace
|\ |\ |\ |\ |\ |\
What do we mean when we consider OB Interdisciplinary? -
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
CORRECT ANSWERS ✔✔Interdisciplinary - borrow research from
|\ |\ |\ |\ |\ |\ |\
more established fields of study (engineering, psychology,
|\ |\ |\ |\ |\ |\ |\
medicine, sociology) bc OB hasn'r been around for long
|\ |\ |\ |\ |\ |\ |\ |\
The Hawthorne Studies (results and impact) - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\
ANSWERS ✔✔The hawthorne studies (1927-1932) - psychology
|\ |\ |\ |\ |\ |\ |\
study of if lighting effects performance
|\ |\ |\ |\ |\ |\
Performance went up regardless of light, then returned to normal |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
Employees knew they were being studied |\ |\ |\ |\ |\
Hawthorne effect -> changes in behavior occurred as a function
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
of being observed and expectations concerning role as a research
|\ |\ |\ |\ |\ |\ |\ |\ |\
participant
|\ |\
Led to the beginning of human resource management (HRM)
|\ |\ |\ |\ |\ |\ |\ |\
Formal elements of organizations - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\
✔✔Official, legit, and most visible |\ |\ |\ |\ |\
,Policy, job description
|\ |\
Informal elements of organizations - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\
✔✔Unofficial, unstructured, less visible |\ |\ |\ |\
Feelings, interpersonal trust |\ |\ |\
Social relationships
|\
What is the primary goal of organizations? - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
✔✔Goal of organizations is to better understand behavior to
|\ |\ |\ |\ |\ |\ |\ |\ |\
better understand how to provide platforms to help employee
|\ |\ |\ |\ |\ |\ |\ |\ |\
performance |\
Better behavior to understand how keep competitive advantage
|\ |\ |\ |\ |\ |\ |\ |\
Bc work itself is constantly changing
|\ |\ |\ |\ |\ |\
(Virtual work landscape. More flexibility.)
|\ |\ |\ |\
Why are organizations more global today? - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\ |\
✔✔
What are the three dimensions (what we value) (norms) of
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
culture? - CORRECT ANSWERS ✔✔content, consensus, intensity
|\ |\ |\ |\ |\ |\ |\
(pillars of commitment)|\ |\
,What are the three levels of culture? - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
✔✔Invisible/ unconscious -> underlying ASSUMPTIONS |\ |\ |\ |\ |\
(Underlying cultural values) |\ |\
Greater level of awareness -> VALUES
|\ |\ |\ |\ |\ |\
Visible -> ARTIFACTS (physical space, artwork, employee dress)
|\ |\ |\ |\ |\ |\ |\
Hofstede's five dimensions of organizational culture - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\
ANSWERS ✔✔Geert Hofstede (IBM survey) identified 5
|\ |\ |\ |\ |\ |\ |\
dimensions of cultural differences: |\ |\ |\ |\
Individualism/ Collectivism, Power distance, Uncertainty |\ |\ |\ |\ |\
Avoidance, Masculinity/ Femininity, Time Orientation
|\ |\ |\ |\
Individualism/ Collectivism - CORRECT ANSWERS ✔✔Am I working |\ |\ |\ |\ |\ |\ |\
for myself or for the good of the group?
|\ |\ |\ |\ |\ |\ |\ |\ |\
Power distance - CORRECT ANSWERS ✔✔My relationship w
|\ |\ |\ |\ |\ |\ |\ |\
people who have more or less power than me at work
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\
Just bc you are my supervisor doesn't mean I can't challenge you
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
|\
Supervisor = high power distance |\ |\ |\ |\
, Uncertainty Avoidance - CORRECT ANSWERS ✔✔Set in ways of
|\ |\ |\ |\ |\ |\ |\ |\ |\
culture and structure|\ |\ |\
Found something that works and gonna keep doing it til it dont
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
work no more
|\ |\
Masculinity/ Femininity - CORRECT ANSWERS ✔✔Masculinity -
|\ |\ |\ |\ |\ |\ |\
Competitiveness |\
Femininity - Relationship building and traditional communal
|\ |\ |\ |\ |\ |\ |\
stereotypes
Time Orientation - CORRECT ANSWERS ✔✔Long-term - 5 year
|\ |\ |\ |\ |\ |\ |\ |\ |\
plan, future. Bigger corporations can think ahead.
|\ |\ |\ |\ |\ |\ |\
Short-term - Focuses on what's right in front of us. Family
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\
businesses tryna get through next month. |\ |\ |\ |\ |\
Strong cultures - CORRECT ANSWERS ✔✔High levels of
|\ |\ |\ |\ |\ |\ |\ |\
agreement among employees on what they value. High intensity
|\ |\ |\ |\ |\ |\ |\ |\ |\
toward these values. |\ |\
Weak cultures - CORRECT ANSWERS ✔✔Low levels of agreement
|\ |\ |\ |\ |\ |\ |\ |\ |\
among employees on what they value. Varying levels of intensity.
|\ |\ |\ |\ |\ |\ |\ |\ |\
Culture boundaries - CORRECT ANSWERS ✔✔Boundaries that are
|\ |\ |\ |\ |\ |\ |\ |\
based on culture traits
|\ |\ |\
