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LSUS |\MBA |\ 704 |\Exam |\ 1 |\QUESTIONS |\WITH |\
ANSWERS
Organizational |\Behavior |- |\CORRECT |\ANSWERS |\✔✔the |\systematic |
study |\and |\application |\of |\knowledge |\about |\how |\individuals |\and |
groups |\act |\within |\organizations What |\does |\studying |\OB |\look |\at? |- |\CORRECT |\ANSWERS |\✔✔work |
attitudes |\and |\workplace |\behaviors Three |\levels |\of |\analysis |- |\CORRECT |\ANSWERS |\✔✔organization, |
group, |\individual Organization |- |\CORRECT |\ANSWERS |\✔✔how |\organization's |\culture |
affects |\organization |\performance Group |- |\CORRECT |\ANSWERS |\✔✔how |\a |\manager's |\personality |\affects |\the |\team Individual |- |\CORRECT |\ANSWERS |\✔✔the |\manager's |\personality
OB |\matters |\at |\three |\critical |\levels: |- |\CORRECT |\ANSWERS |
✔✔•Individual |\level |- |\getting |\along |\with |\others, |\lowering |\stress, |
making |\good |\decisions, |\etc. •Employer |\level |- |\attracting |\people |\with |\the |\right |\skills •Organization |\level |- |\understanding |\and |\valuing |\the |\people |\within |
the |\organization The |\top |\personal |\qualities/skills: |- |\CORRECT |\ANSWERS |\✔✔- |\ability |\to |\work |\in |\team
- |\problem |\solving |\skills
- |\analytical/quanitative |\skills
- |\communication |\skills |(Verbal |& |\written
- |\initiative |\
- |\leadership
- |\technical |\skills
- |\flexibility/adaptability
- |\strong |\work |\ethic OB |\is |\the... |- |\CORRECT |\ANSWERS |\✔✔systematic |\study |\and |
application |\of |\knowledge |\about |\how |\individuals |\about |\how |
individuals |\and |\groups |\act |\within |\the |\organization
87% |\of |\employees |\world |\wide |\are... |- |\CORRECT |\ANSWERS |\✔✔NOT |
engaged |\at |\work Technology |\and |\automation |- |\CORRECT |\ANSWERS |\✔✔• |\Technology |
has |\transformed |\the |\way |\work |\gets |\done |\and |\has |\created |\many |
great |\opportunities
- |\remote/hybrid |\work |\are |\possible |\due |\to |\advances Technology |\allows: |- |\CORRECT |\ANSWERS |\✔✔- |\employees |\to |\work |
from |\anywhere |\and |\anytime - |\employees |\unprecedented |\degrees |\of |\control |\over |\employees' |
workplace |\behaviors Advances |\is |\artificial |\intelligence |\and |\machine |\learning... |- |\CORRECT |
ANSWERS |\✔✔pose |\interesting |\opportunities Uneven |\information |\quality |- |\CORRECT |\ANSWERS |\✔✔- |\access |\to |
information |\has |\led |\to |\an |\increase |\in |\innovation |\and |\competition - |\access |\to |\information |\does |\not |\mean |\it |\is |\accurate Triple |\bottom |\line |- |\CORRECT |\ANSWERS |\✔✔suggests |\that |\beyond |
economic |\viability, |\businesses |\need |\to |\perform |\well |\socially |\and |
environmentally
Sustainable |\business |\practices |- |\CORRECT |\ANSWERS |\✔✔those |\that |
meet |\the |\present |\needs |\without |\compromising |\the |\needs |\of |\future |
generations Aging |\workforce |- |\CORRECT |\ANSWERS |\✔✔- |\can |\create |\great |
opportunities |\for |\industries |\such |\as |\health |\care, |\but |\it |\can |\also |
form |\great |\challenges |\ahead
- |\projected |\ 76 |\million |\baby |\boomers |\will |\retire |\in |\next |\ 30 |\years, |
with |\ 46 |\million |\Gen |\X |\and |\Y |\entering |\work Gig |\economy |- |\CORRECT |\ANSWERS |\✔✔consists |\of |\temporary, |
flexible |\jobs |\where |\organizations |\hire |\independent |\contractors |
instead |\of, |\or |\in |\addition |\to |\full |\time |\employees Outsourcing |- |\CORRECT |\ANSWERS |\✔✔- |\refers |\to |\having |\someone |
outside |\the |\formal |\ongoing |\organization |\doing |\work |\previously |
handled |\in-house - |\become |\a |\way |\of |\life |\for |\organizations Offshoring |- |\CORRECT |\ANSWERS |\✔✔means |\sending |\jobs |\previously |
done |\in |\one |\country |\to |\another |\country Nowhere |\is |\there |\more |\outsourcing |\and |\offshoring |\than |\what |
industry? |- |\CORRECT |\ANSWERS |\✔✔software |\technology |\industry
Similarity-attraction |\phenomenon |- |\CORRECT |\ANSWERS |\✔✔the |
tendency |\to |\be |\more |\attracted |\to |\individuals |\who |\are |\similar |\to |\us Faultline |- |\CORRECT |\ANSWERS |\✔✔an |\attribute |\along |\which |\a |\group |
is |\split |\into |\subgroups Stereotypes |- |\CORRECT |\ANSWERS |\✔✔are |\generalizations |\about |\a |
particular |\group |\of |\people Unconscious |\biases |- |\CORRECT |\ANSWERS |\✔✔are |\stereotypes |\held |
outside |\of |\conscious |\awareness Ways |\to |\prevent |\stereotypes |- |\CORRECT |\ANSWERS |\✔✔- |\holding |
blind |\auditions |\or |\interviews
- |\removing |\personal |\data |\such |\as |\race, |\religion, |\and |\age |\
- |\making |\structural |\changes |\impacting |\employment |\decisions Earning |\gaps |- |\CORRECT |\ANSWERS |\✔✔Difference |\between |\average |
wage |\of |\women |\and |\of |\men, |\especially |\as |\seen |\when |\they |\do |\the |
same |\job Glass |\ceiling |- |\CORRECT |\ANSWERS |\✔✔- |\The |\situation |\that |\some |
qualified |\employees |\are |\prevented |\from |\advancing |\to |\higher |\level |\
positions |\due |\to |\factors |\such |\as |\discrimination. |\Glass |\ceiling |\is |
often |\encountered |\by |\women |\and |\minorities.
- |\Men |\are |\ 4 |\ties |\more |\likely |\than |\women |\to |\reach |\the |\highest |
levels |\of |\organizations Unconscious |\biases |\and |\racial |\profiling |\are... |- |\CORRECT |\ANSWERS |
✔✔harmful |\to |\employees, |\businesses, |\and |\societies Ethnic |\minorities |\are: |- |\CORRECT |\ANSWERS |\✔✔- |\less |\likely |\to |\have |
high |\job |\satisfaction - |\to |\have |\less |\commitment |\to |\the |\organization Age |\diversity |- |\CORRECT |\ANSWERS |\✔✔- |\age |\is |\correlated |\with |
positive |\workplace |\behaviors - |\older |\employees |\tend |\to |\be |\reliable |\and |\committed Age |\discrimination |\in |\Employment |\Act... |- |\CORRECT |\ANSWERS |\✔✔- |
prohibits |\employers |\from |\discriminating |\against |\employees |\over |\ 40 |
years People |\with |\disabilities |\often... |- |\CORRECT |\ANSWERS |\✔✔- |\experience |\barriers |\in |\hiring |\ - |\get |\lower |\skill |\jobs
Collectivistic |\cultures |- |\CORRECT |\ANSWERS |\✔✔- |\Cultures |\where |
people |\have |\stronger |\bonds |\to |\their |\groups, |\and |\group |
membership |\forms |\a |\person's |\self |\identity.
- |\value |\family |\bonds
- |\attached |\to |\their |\groups
- |\emphasize |\conformity Power |\distance |- |\CORRECT |\ANSWERS |\✔✔- |\Refers |\to |\the |\degree |\to |
which |\societies |\accept |\power |\differences |\and |\authority |\in |\society. Low |\power |\distance |\cultures |- |\CORRECT |\ANSWERS |\✔✔believe |
egalitarianism |\is |\the |\norm high |\power |\distance |\cultures |- |\CORRECT |\ANSWERS |\✔✔believe |
people |\occupying |\powerful |\positions |\are |\more |\powerful |\and |
deserve |\a |\higher |\level |\of |\respect The |\difference |\between |\low |\and |\high |\power |\can |\be |\seen... |- |
CORRECT |\ANSWERS |\✔✔in |\whether |\employees |\conform |\or |\question |
authority Masculine |(aggressive) |\cultures |- |\CORRECT |\ANSWERS |\✔✔- |\Cultures |
that |\value |\achievement, |\competitiveness, |\and |\acquisition |\of |\money |
and |\other |\material |\objects.
- |\separation |\of |\gender |\roles Feminine |(nurturing) |\cultures |- |\CORRECT |\ANSWERS |\✔✔- |\Cultures |
that |\value |\maintaining |\good |\relationships, |\caring |\for |\the |\weak, |\and |
emphasizing |\quality |\of |\life. - |\believe |\not |\separated |\by |\gender Tight |\cultures |- |\CORRECT |\ANSWERS |\✔✔- |\Cultures |\where |\norms |\are |
highly |\pervasive, |\visible, |\and |\the |\society |\does |\not |\tolerate |\deviance |
from |\these |\norms. - |\society |\does |\not |\tolerate |\deviance Loose |\cultures |- |\CORRECT |\ANSWERS |\✔✔- |\Cultures |\where |\norms |\are |\more |\divergent, |\and |\there |\is |\much |\greater |\tolerance |\for |\deviance |
from |\these |\norms. - |\norms |\are |\more |\divergent
- |\USA |\is |\between |\tight |\and |\loose |\culture Global |\mindset |(develop |\a |\global |\mindset) |- |\CORRECT |\ANSWERS |
✔✔a |\person's |\openness |\to |\learning |\about |\other |\cultures |\and |
communicate |\effectively |\in |\different |\cultural |\contexts
glass |\cliff |- |\CORRECT |\ANSWERS |\✔✔Tendency |\of |\women |\and |
minority |\members |\to |\be |\promoted |\to |\leadership |\positions |\in |\poor |
performing, |\struggling |\firms. affirmative |\action |- |\CORRECT |\ANSWERS |\✔✔Policies |\designed |\to |
recruit, |\promote, |\train, |\and |\retain |\employees |\belonging |\to |\a |
protected |\class uncertainty |\avoidance |- |\CORRECT |\ANSWERS |\✔✔the |\degree |\to |\which |\people |\feel |\threatened |\by |\ambiguous, |\risky, |\or |\unstructured |
situations.
