C484 Organizational Behavior and Leadership

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Free C484 Organizational Behavior and Leadership Questions

Although team performance has been fairly good, members feel that more could be done to improve their effectiveness. They feel that some team members could be more collaborative. Which type of reward system could be used effectively in this situation?

A system that emphasizes group rewards based on aggressive competitiveness
A system that emphasizes group rewards for maximizing productivity
A system that emphasizes rewards for individual contributions as well as for selfless contributions
A system that emphasizes individual rewards for aggressive competitiveness

Explanation

Explanation
When the goal is to increase collaboration, rewarding the team as a whole helps shift focus away from individual achievement and toward collective success. A reward system that emphasizes group rewards for maximizing productivity encourages members to support one another, share knowledge, and work cooperatively, ultimately improving overall team performance and cohesion.
Correct Answer:
A system that emphasizes group rewards for maximizing productivity

A video-game development company hired a team of recently graduated engineers to design and develop a new game. The engineers were inexperienced, so they worked at a slow pace. A few months later, they discovered that a competitor is soon launching a similar game. The team then worked overtime in the hopes of launching their game first. What changed the team’s efficiency from low to high in the given scenario?

Similarity in experience
Underestimating competition
Self-actualization
External threats

Explanation

Explanation
The team’s motivation and pace increased after learning that a competitor was close to releasing a similar game. This scenario demonstrates how external threats—such as competition—can heighten urgency, increase effort, and strengthen focus. External pressure often motivates teams to work more efficiently and cohesively in order to meet goals and outperform rivals.
Correct Answer:
External threats

A manager challenged an employee to produce an average of 24 assemblies each day for a week. This production goal was higher than the employee had ever achieved during any week. The manager gave the employee a tally sheet to mark after each assembly was completed. Considering the goal-setting theory of motivation, the manager was counting on which factors to influence the employee to achieve the production goal?

Specificity and feedback
Challenge and direction
Feedback and reflection
Challenge and power

Explanation

Explanation
Goal-setting theory states that specific goals combined with consistent feedback lead to higher performance. The manager set a clear and measurable production goal—24 assemblies per day—which reflects specificity. The tally sheet provides continuous feedback, allowing the employee to track progress throughout the day. These two components work together to increase motivation, focus attention, and encourage greater effort, which aligns directly with Locke and Latham’s principles of effective goal-setting.
Correct Answer Is:
Specificity and feedback

4. The type of power in which a manager has the ability to reward another for carrying out an order through incentives or praise is:

Reward
Coercive
Position (Legitimate)
Expert
Referent

Explanation

Reward power is derived from a manager’s ability to provide positive reinforcement, such as incentives, recognition, or praise, to influence employee behavior. Employees comply with directives because they anticipate a tangible or intangible reward, making this form of power a motivational tool that encourages desired actions and performance.

5. Which of the following organizational forms is least likely to be characterized as an 'adaptive structure' in the context of the global economy?

matrix organizations
networked organizations
bureaucratic organizations
virtual organizations

Explanation

Bureaucratic organizations are typically rigid, hierarchical, and rule-bound, making them less adaptive to the rapidly changing demands of the global economy. Adaptive structures, such as matrix, networked, and virtual organizations, are designed to be flexible, responsive, and capable of adjusting quickly to market changes, technological advances, and global competition. Bureaucratic structures, by contrast, often resist change and slow decision-making processes.

6. Tim lets his staff know exactly what is expected of them, and gives them specific guidance as to how to accomplish their tasks. According to Path-Goal Theory, he is a ________ leader.

directive
supportive
participative
charismatic
achievement-oriented

Explanation

A directive leader, in Path-Goal Theory, provides clear instructions, sets expectations, and guides employees on how to complete tasks. This leadership style is especially useful when tasks are ambiguous or complex, as it helps reduce uncertainty and ensures that employees understand their roles and responsibilities. By providing structure, directive leaders enhance subordinate performance and satisfaction.

7. Desiree is reluctant to accept a new job offer because there are so many unknowns. According to the text, the most likely reason for such employee resistance to change is

threatened self-interests.
different perceptions.
uncertainty.
participation.
feelings of loss.

Explanation

Uncertainty is a common cause of employee resistance to change because individuals are hesitant to engage in situations with unknown outcomes. When faced with new job offers, organizational changes, or unfamiliar environments, employees may feel anxious about potential challenges, expectations, and risks. This uncertainty can lead to reluctance or hesitation, making it a key factor influencing resistance to change.

What are primary factors that differentiate virtual teams from face-to-face teams?

Overcome time and space constraints and create limited social context
Reduce paraverbal cues and create more frequent social context
Improve employee satisfaction and create more frequent social context
Reduce telecommunications costs and increase paraverbal cues

Explanation

Explanation
Virtual teams differ from face-to-face teams because they operate across time and geographic boundaries, relying heavily on technology to communicate. This setup helps them overcome time and space constraints but also results in a more limited social context due to reduced nonverbal and paraverbal cues. As a result, virtual interactions may feel less personal and require deliberate effort to build trust and cohesion.
Correct Answer Is:
Overcome time and space constraints and create limited social context

9. In a high-stakes environment like the Marine Corps, where subordinates prioritize rigorous training that enhances their survival skills, which leadership style, as identified by the Michigan studies, would best meet their needs?

A task-oriented leader
A relationship-oriented leader
A job-centered leader
A transformational leader

Explanation

In environments such as the Marine Corps, where the focus is on completing critical tasks and ensuring operational effectiveness, a task-oriented or job-centered leadership style is most effective. According to the Michigan studies, job-centered leaders emphasize accomplishing tasks, defining work procedures, and ensuring performance standards are met. Subordinates in high-stakes situations value clear guidance, structure, and task completion, which aligns with the characteristics of a job-centered leader rather than a relationship-oriented or transformational approach, which emphasizes employee welfare or inspiring vision over strict task focus.

10. Politicians often seek to implement policies and reforms that reflect their vision for society. This behavior indicates a need for:

achievement
affiliation
power
security

Explanation

The behavior of influencing policies and driving reforms reflects a need for power. Individuals motivated by power seek to have an impact on others and shape the environment according to their vision. In political contexts, this manifests as efforts to implement laws, policies, and initiatives that exert influence over society, distinguishing it from needs for achievement, affiliation, or security.

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