MOS 2181 Quiz 1-3

Question 1

Field of Study that focuses on the applications of OB theories and principles in organizations

Answer 1

Human Resources Management

Question 2

Field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviours of individuals and groups in organization

Answer 2

Organizational Behaviour

Question 3

Field of study devoted to exploring the product choices and industry characteristics that affect on organization’s profitability

Answer 3

Strategic Management

Question 4

Using scientific methods to design optimal and efficient work processes and tasks

Answer 4

Scientific Management

Question 5

An organizational form that emphasizes the control and coordination of its members through a strict chain of command

Answer 5

Bureaucracy

Question 6

Field of study that recognizes the psychological attributes of individual workers and social forces within work group share important effects on work behaviours

Answer 6

Human Relations Movement

Question 7

A model that argues that rare and inimitable resources help firms maintain competitive advantage

Answer 7

Resource-based view

Question 8

In short Supply

Answer 8

Rare

Question 9

Incapable of being imitated or copied

Answer 9

Inimitable

Question 10

A collective pool of experience,wisdom, and knowledge that benefits the organization

Answer 10

History

Question 11

Small decisions that people make every day

Answer 11

Numerous Small Decisions

Question 12

Resources created by people, such as culture, teamwork, trust, and reputation

Answer 12

Socially Complex Resources

Question 13

The belief that at best one-eighth, or 12 percent, of organizations will actually do what is required to build profits by putting people first

Answer 13

The rule of one-eighth

Question 14

A collection of verbal and symbolic assertions that specify how and why variables are related, as well as the conditions in which they should (and should not) be related

Answer 14

Theory

Question 15

Written predictions that specify relationships between variables

Answer 15

Hypotheses

Question 16

The statistical relationship b/n two variables

Answer 16

Correlation

Question 17

Correlation can be…

Answer 17

(Can be +ve or -ve and ranges from -1 to +1)

Question 18

Concluding that one variable really does cause another

Answer 18

Casual Inference

Question 19

A method that combines results of multiple scientific studies by essentially calculating a weighted average correlation across studies

Answer 19

Meta Analysis

Question 20

Employee behaviours that contribute either positively or negatively to the accomplishment of organizational goals

Answer 20

Job performance

Question 21

Employee behaviours that are directly involved in the transformation of organizational resources into the goods or services that the organization produces

Answer 21

Task Performance

Question 22

Well-known or habitual responses by employees to predictable task demands

Answer 22

Routine Task Performance

Question 23

Thoughtful responses by an employee to unique or unusual task demands

Answer 23

Adaptive Task Performance

Question 24

Ideals or physical outcomes that are both novel and useful

Answer 24

Creative Task Performance

Question 25

A national database of occupations in Canada

Answer 25

National Occupational Classification

Question 26

Voluntary employee behaviours that contribute to organizational goals by improving the context in which work takes place

Answer 26

Citizenship Behaviour

Question 27

Going beyond normal job expectations to assist, support, and develop coworkers and colleagues

Answer 27

Interpersonal Citizenship Behaviour

Question 28

Assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes

Answer 28

Helping

Question 29

Sharing important information with coworkers

Answer 29

Courtesy

Question 30

Maintaining a +ve *attitude* with coworkers through god and bad times

Answer 30

Sportsmanship

Question 31

Going beyond normal expectations to improve operations of the organization, defend it, and be loyal to it

Answer 31

Organizational Citizenship Behaviour

Question 32

Speaking up to offer constructive suggestions for change, often in reaction to a negative work event

Answer 32

Voice

Question 33

Participating in company operations at a deeper than normal level (through voluntary meetings, readings, and keeping up with news that affects the company)

Answer 33

civic virtue

Question 34

Positively representing the organization when in public

Answer 34

Boosterism

Question 35

Employee behaviours that intentionally hinder organizational goal accomplishment

Answer 35

Counterproductive Behaviour

Question 36

Behaviours that harm the organization's assets and possesions

Answer 36

Property Deviance

Question 37

Intentional destruction of equipment, organizational process, or company products

Answer 37

Sabotage (physical)

Question 38

Stealing company products or equipment from the organization

Answer 38

Theft

Question 39

Intentionally reducing organizational efficiency of work output

Answer 39

Production Deviance

Question 40

Using too many materials or too much time to do too little work

Answer 40

Wasting Resources

Question 41

The abuse of drugs or alcohol before coming to work or while on the job

Answer 41

Substance Abuse

Question 42

Behaviours that intentionally disadvantage other individuals

Answer 42

Political Deviance

Question 43

Casual conversations about other people in which the facts are not confirmed as true

Answer 43

Gossiping

Question 44

Communication that is rude, impolite, discourteous, and lacking in good manners

Answer 44

Incivility

Question 45

Hostile verbal and physical actions directed toward other emplyees

Answer 45

Personal Aggression

Question 46

Unwanted physical contact or verbal remarks from a colleague

Answer 46

Harassment

Question 47

Employee assault or endangerment from which physical and psychological injuries may occur

Answer 47

Abuse

Question 48

A management philosophy that bases employee evaluations on whether specific performance goals have been met

Answer 48

Management by objectives (MBO)

Question 49

Use of examples of critical incidents to evaluate an employee's job performance behaviours directly

Answer 49

Behaviourally Anchored Rating Scales

Question 50

A performance evaluation system that uses ratings provided by supervisors, coworkers, subordinates, customers, and the employees themselves

Answer 50

360 degree feedback

Question 51

A performance management system that forces managers to rank each of their people into one of three categories

Answer 51

Forced Ranking

Question 52

An employee's desire to remain a member of an organization

Answer 52

Organizational Commitment

Question 53

Employee actions that are intended to avoid work situations

Answer 53

Withdrawal Behaviour

Question 54

An employee's desire to remain a member of an organization due to a feeling of emotional attachment

Answer 54

Affective commitment

Question 55

An employee's desire to remain a member of an organization due to an awareness of the costs of leaving

Answer 55

Continuance Commitment

Question 56

An employee's desire to remain a member of an organization due to a feeling of obligation

Answer 56

Normative commitment

Question 57

A model that suggests that employees with fewer bonds with coworkers are more likely to quit the organization

Answer 57

Erosion Model

Question 58

A model that suggests that employees with direct linkages to coworkers who leave the organization will themselves be more likely to leave

Answer 58

Social Influence Model

Question 59

An employee's connection to and sense of fit in the organization and community

Answer 59

Embeddedness

Question 60

An active response to a negative work event which one ends or restricts organizational membership

Answer 60

Exit

Question 61

A passive response to a negative work event in which one publicly supports the situation but privately hopes for improvement

Answer 61

Loyalty

Question 62

A passive, destructive response to a negative work event in which one's interest and effort in the job declines

Answer 62

Neglect

Question 63

Actions that provide a mental escape from the work environment

Answer 63

Psychological Withdrawal

Question 64

A form of psychological withdrawal in which one's work is interrupted by random thoughts or concerns

Answer 64

Daydreaming

Question 65

A form of psychological withdrawal in which one verbally chats with coworkers about non-work topics

Answer 65

Socializing

Question 66

A form of psychological withdrawal in which one attempts to appear consumed with work when not performing actual work tasks

Answer 66

Looking Busy

Question 67

A form of psychological withdrawal in which employees use work time and resources to do non-work related activities

Answer 67

Moonlighting

Question 68

A form of psychological withdrawal in which employees use Internet, email, and instant messaging access for their personal enjoyment rather than work duties

Answer 68

Cyberloafing

Question 69

A physical escape from the work environment

Answer 69

Physical withdrawal

Question 70

A form of physical withdrawal in which employees arrive late to work or leave work early

Answer 70

Tardiness

Question 71

A form of physical withdrawal in which employees take longer than normal lunches or breaks to spend less time at work

Answer 71

Long Breaks

Question 72

A form of physical withdrawal in which employees do not show up for an entire day of work

Answer 72

Absenteeism

Question 73

A form of physical withdrawal in which employees voluntarily leave the organization

Answer 73

Quitting

Question 74

A model that predicts that various withdrawal behaviours are uncorrelated so that engaging in one type of withdrawal has little bearing on engaging other types

Answer 74

Independent forms Model

Question 75

A model indicating that the various withdrawal behaviours are negatively correlated so that engaging in one type of withdrawal makes one less likely to engage in other types

Answer 75

Compensatory forms Model

Question 76

A model indicating that the various withdrawal behaviours are positively correlated so that engaging in one type of withdrawal makes one more likely to engage in other types

Answer 76

Progression Model

Question 77

Psychological contracts that focus on a narrow set of specific monetary obligations

Answer 77

Transactional Contracts

Question 78

Psychological Contracts that focus on a broad set of open-ended and subjective obligations

Answer 78

Relational Contracts

Question 79

The degree to which employees believe that the organization values their contributions and cares about their well being

Answer 79

Perceived Organizational Support

Question 80

A form of physical withdrawal in which employees neglect important work functions while away from the office

Answer 80

Missing Meetings

Question 81

Employee beliefs about what employees owe the organization and what the organization owes them

Answer 81

Psychological Contracts

Question 82

The people, places, and things that inspire a desire to remain a member of an organization

Answer 82

Focus of Commitment

Question 83

translating principles into practice based on the best scientific evidence rather than personal preference

Answer 83

Evidence-Based Management