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LSUS MBA 704 Exam 1 QUESTIONS WITH ANSWERS, Exams of Organization Behaviour

Louisiana State University (LSU) - Shreveport Organization Behaviour

LSUS MBA 704 Exam 1 QUESTIONS WITH ANSWERS

Typology: Exams

2024/2025

Available from 07/14/2025

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LSUS |\MBA |\704 |\Exam |\1 |\QUESTIONS |\WITH |\

ANSWERS

Paradigm |\- |\CORRECT |\ANSWERS |\✔✔a |\model; |\an |\example

Theory |\X |\- |\CORRECT |\ANSWERS |\✔✔assumes |\that |\workers |\are |\

basically |\lazy, |\error-prone, |\and |\extrinsically |\motivated |\by |\money |\

and, |\thus, |\should |\be |\directed |\from |\above.

Organizational |\Behavior |\Approach |\- |\CORRECT |\ANSWERS |\

✔✔Employees |\are |\complex, |\and |\theoretical |\understanding |\

supported |\by |\research |\is |\needed |\before |\applications |\are |\made |\to |\

manage |\employees

One-eighth |\Situation |\- |\CORRECT |\ANSWERS |\✔✔Only |\1/8 |\of |\

organizations |\buy |\into |\importance |\and |\value |\of |\human |\resources, |\

incorporate |\high |\performance |\work |\practices, |\and |\stick |\with |\these |\

practices

knowing-doing |\gap |\- |\CORRECT |\ANSWERS |\✔✔the |\gap |\between |\what |\

people |\know |\and |\what |\they |\actually |\do

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LSUS |\MBA |\ 704 |\Exam |\ 1 |\QUESTIONS |\WITH |\

ANSWERS

Paradigm |- |\CORRECT |\ANSWERS |\✔✔a |\model; |\an |\example Theory |\X |- |\CORRECT |\ANSWERS |\✔✔assumes |\that |\workers |\are |
basically |\lazy, |\error-prone, |\and |\extrinsically |\motivated |\by |\money |
and, |\thus, |\should |\be |\directed |\from |\above. Organizational |\Behavior |\Approach |- |\CORRECT |\ANSWERS |
✔✔Employees |\are |\complex, |\and |\theoretical |\understanding |
supported |\by |\research |\is |\needed |\before |\applications |\are |\made |\to |
manage |\employees One-eighth |\Situation |- |\CORRECT |\ANSWERS |\✔✔Only |\1/8 |\of |
organizations |\buy |\into |\importance |\and |\value |\of |\human |\resources, |
incorporate |\high |\performance |\work |\practices, |\and |\stick |\with |\these |
practices knowing-doing |\gap |- |\CORRECT |\ANSWERS |\✔✔the |\gap |\between |\what |
people |\know |\and |\what |\they |\actually |\do

evidence-based |\management |- |\CORRECT |\ANSWERS |\✔✔Using |\hard |
facts |\and |\empirical |\evidence |\to |\make |\decisions Hawthorne |\studies |- |\CORRECT |\ANSWERS |\✔✔A |\series |\of |\studies |
during |\the |\1920s |\and |\1930s |\that |\provided |\new |\insights |\into |
individual |\and |\group |\behavior Hawthorne |\effect |- |\CORRECT |\ANSWERS |\✔✔productivity |\increases |
when |\workers |\are |\given |\special |\attention |\and |\were |\enjoying |\a |
novel, |\interesting |\experienced meta-analysis |- |\CORRECT |\ANSWERS |\✔✔A |\research |\technique |\that |
combines |\the |\statistical |\results |\of |\many |\studies |\of |\the |\same |
question, |\yielding |\an |\estimate |\of |\the |\size |\and |\consistency |\of |\a |
variable's |\effects. Theory |- |\CORRECT |\ANSWERS |\✔✔simplification |\of |\reality; |\why |
something |\occurs Research |\design |- |\CORRECT |\ANSWERS |\✔✔Primary |\aim |\is |\to |
establish |\a |\cause-and-effect |\relationship; |\survey |\studies, |\case |
studies, |\and |\experimental |\design Experimental |\Design |- |\CORRECT |\ANSWERS |\✔✔Involves |\the |
manipulation |\of |\independent |\variables |\to |\measure |\their |\effect |\on, |\

Cognitive |\Framework |- |\CORRECT |\ANSWERS |\✔✔Gives |\humans |\credit |
and |\assumes |\that |\behavior |\is |\purposeful |\and |\goal |\oriented Behavioristic |\Framework |- |\CORRECT |\ANSWERS |\✔✔framework |
stresses |\the |\importance |\of |\dealing |\with |\observable |\behaviors |
instead |\of |\the |\elusive |\mind |\that |\had |\preoccupied |\earlier |
psychologists. |\Cognitions |\not |\needed Social |\Cognitive |\Framework |- |\CORRECT |\ANSWERS |\✔✔Acknowledges |
human |\cognitions |\and |\environment |\role |\in |\behavior; |\says |\that |
cognitions, |\environment, |\and |\behavior |\interact |\and |\determine |\each |
other Social |\cognitive |\theory |- |\CORRECT |\ANSWERS |\✔✔Organizational |
behavior |\results |\from |\the |\reciprocal |\interaction |\among |\the |\unique |
personality |\characteristics |\of |\organizational |\participants, |
organizational |\environment |\factors |\such |\as |\supervision |\recognition |
of |\pay |\for |\performance, |\and |\the |\organizational |\behavior |\itself Global |\Mindset |- |\CORRECT |\ANSWERS |\✔✔Attribute |\that |\allows |
individuals |\to |\compensate |\for |\a |\cultural |\knowledge |\gap |\by |\being |
able |\to |\understand |\similarities |\and |\differences |\that |\distinguish |
cultural |\groups |\and |\being |\comfortable |\within |\those |\different |
cultural |\environments

Multicultural |\organization |- |\CORRECT |\ANSWERS |\✔✔An |\organization |
that |\values |\cultural |\diversity |\and |\seeks |\to |\utilize |\and |\encourage |\it. Learning |- |\CORRECT |\ANSWERS |\✔✔Acquiring |\real |\of |\simulated |
experience; |\communication |\key, |\request |\feedback |\from |\diverse |
employees empathy |- |\CORRECT |\ANSWERS |\✔✔the |\ability |\to |\understand |\and |
share |\the |\feelings |\of |\another Testing |- |\CORRECT |\ANSWERS |\✔✔Cultural |\bias |\on |\knowledge |\and |
aptitude |\exams; |\uses |\job-specific |\test Training |- |\CORRECT |\ANSWERS |\✔✔Offering |\this |\to |\diverse |\groups |\to |
help |\them |\perform |\job |\better |\and |\provide |\training |\to |\managers |
and |\other |\employees |\who |\work |\with |\diverse |\employees |\to |
understand |\diverse |\views Mentor |- |\CORRECT |\ANSWERS |\✔✔Trusted |\counselor, |\coach |\or |\advisor |\who |\provides |\advice |\and |\assistance |\for |\women/minorities |\to |
provide |\job |\and |\social |\support Work/family |\programs |- |\CORRECT |\ANSWERS |\✔✔Flextime, |\Job |
sharing, |\Compressed |\workweek, |\Telecommuting