Organizational Behavior Exam (C715)

Correct Answer:

C) Personal discipline, self-improvement, autonomy, self-reliance, kindness, ambition.

Explanation:

Instrumental values are preferable modes of behavior or traits that individuals prioritize to achieve their terminal values (end goals). Examples like personal discipline, self-improvement, autonomy, self-reliance, kindness, and ambition highlight the behavioral means that help individuals work toward ultimate goals such as success, happiness, or inner harmony. 

Why Other Options Are Wrong:

A) Physical comfort, wealth, societal approval, prestige, authority, popularity.

These align more with material desires or external rewards rather than instrumental values, which focus on preferable behaviors or modes of conduct.

B) Happiness, security, freedom, inner harmony, sense of accomplishment, equality.

These are examples of terminal values, representing ultimate life goals or end states that individuals aspire to achieve, not behaviors or means of achieving those goals.

D) Religious beliefs, cultural norms, traditions, heritage, community, rituals.

While these factors influence values, they are not specific examples of instrumental values, which are focused on personal behavioral traits like kindness, discipline, and ambition.

Correct Answer:

D) Interdependent

Explanation:

For a group to work effectively as a team, interdependence among members is essential. Interdependent team members rely on each other's skills, knowledge, and contributions to achieve collective goals. This fosters collaboration, shared accountability, and synergy, which are critical for the success of team-based tasks. 

Why Other Options Are Wrong:

A) Autonomous

While autonomy is important for individual motivation, excessive autonomy may reduce the need for collaboration and teamwork, as team members may prefer to work independently.

B) Independent

Independence implies minimal reliance on others, which is counterproductive in a team setting where collaboration and mutual dependence are key to success.

C) Reflexive

Reflexivity (the ability to reflect and adapt) is beneficial for team performance but does not address the core requirement of interdependence needed for effective teamwork.

E) Individualistic

Individualistic team members prioritize their personal goals over the collective goals of the team, which can hinder collaboration and the achievement of shared objectives.

Correct Answer

D. Exercise collective control over the pace of work

Explanation

Self-managed work teams operate more effectively when members have collective control over their workflow, decision-making, and task execution. By managing the pace of work together, team members can optimize productivity, ensure accountability, and adapt to changing demands more efficiently. This autonomy promotes collaboration and a sense of ownership over the team's success.

Why Other Options Are Wrong

A. Share information but not engage in collective performance goals. This option is incorrect because while information sharing is essential, self-managed teams must also work toward collective performance goals. A lack of shared objectives would hinder cohesion and reduce the team’s overall effectiveness.

B. Change work group roles at random. This option is incorrect because randomly changing roles can create confusion, inefficiency, and a lack of accountability. Successful self-managed teams establish clear roles and responsibilities to ensure smooth coordination and effective teamwork.

C. Assign individual roles rather than mutual team roles. This option is incorrect because self-managed teams function best when members take mutual responsibility for their work. Assigning strictly individual roles could undermine collaboration and limit the team’s ability to adapt to challenges.

Correct Answer:

B) Physiological

Explanation:

Physiological needs are the foundation of Maslow’s hierarchy of needs and refer to basic survival requirements such as food, water, air, and shelter. These bodily needs must be fulfilled before individuals can address higher-level needs, including safety, social connections, and esteem. 

Why Other Options Are Wrong:

A) Safety-Security

Safety-security needs are about protection and stability, such as job security, health, and safety from harm. They do not pertain to fulfilling basic bodily needs like food or water.

C) Social

Social needs focus on relationships, love, and belonging. These are higher-level needs in Maslow’s hierarchy and do not address basic survival requirements.

D) Esteem

Esteem needs involve self-respect, recognition, and achievement. These psychological needs are higher in the hierarchy and unrelated to physical bodily necessities.

Correct Answer

B. Self-managed work team

Explanation

Self-managed work teams are groups of employees who take on many responsibilities traditionally held by supervisors, such as task planning, decision-making, and performance monitoring. These teams operate with a high level of autonomy, allowing members to manage their own work processes without constant managerial oversight.

Why Other Options Are Wrong

A. Cross-functional team Cross-functional teams consist of individuals from different departments or areas of expertise who collaborate on a specific project. While they may have diverse skills, they do not necessarily take on supervisory responsibilities.

C. Problem-solving team Problem-solving teams are typically formed to address specific issues within an organization. They focus on identifying and resolving challenges but do not generally take on managerial duties or operate independently like self-managed teams.

D. Virtual team Virtual teams work remotely and use technology to collaborate, but they do not inherently assume supervisory responsibilities. Their main advantage is enabling collaboration across different locations rather than reducing managerial oversight.

Correct Answer:

A) Performance-reward

Why A is Correct:

In expectancy theory, the performance-reward relationship refers to the belief that performing well will lead to desired rewards. Oscar’s dissatisfaction stems from the perception that his strong performance did not result in the expected reward (promotion), leading to a breakdown in this relationship.

Why the Other Options Are Incorrect:

B) Effort-performance:

The effort-performance relationship refers to the belief that effort will lead to successful performance. In Oscar’s case, his performance was excellent, so there is no issue with this aspect.

C) Reward-personal goal:

This relationship involves whether the rewards align with an individual’s personal goals. While the promotion may have been a personal goal, the primary issue is that the reward (promotion) was not given for performance.

D) Satisfaction-effort:

This is not a recognized component of expectancy theory. Satisfaction may influence effort, but it does not directly relate to the theory’s framework.

E) Personal goal-self actualization:

This is unrelated to expectancy theory and pertains more to Maslow’s hierarchy of needs, focusing on fulfilling personal potential rather than reward systems.

Summary:

Oscar’s dissatisfaction arises from the perception that his high performance did not result in the expected reward (promotion), which reflects a breakdown in the performance-reward relationship of expectancy theory. The correct answer is A) Performance-reward.

Correct Answer

A. Promises rewards for good performance

Explanation

Transactional leaders focus on structure, supervision, and performance. They motivate employees by setting clear goals and linking rewards or punishments to performance outcomes. This leadership style is based on a system of exchanges where employees receive rewards for meeting expectations and consequences for failing to do so.

Why Other Options Are Wrong

B. Instills pride and gains trust. This is a characteristic of transformational leaders, who seek to inspire and develop strong relationships with their followers by instilling pride and trust.

C. Promotes intelligence and rationality. Transformational leaders encourage intellectual stimulation and innovative thinking, whereas transactional leaders focus more on rule-following and structured tasks.

D. Provides vision and sense of mission. Providing a compelling vision and a sense of mission is a hallmark of transformational leadership, which emphasizes inspiring change and long-term goals rather than managing day-to-day performance through rewards.

Correct Answer

D. A unique system of shared organizational meaning

Explanation

Organizational culture refers to the shared values, beliefs, norms, and behaviors that define how employees interact and work within a company. It shapes decision-making, influences employee behavior, and provides a sense of identity within the organization. This culture is developed over time and is reinforced through leadership, traditions, and company practices.

Why Other Options Are Wrong

A. A method of stratifying the organization's target market. This option is incorrect because organizational culture is about internal company values and behaviors, not market segmentation. Target market stratification refers to external marketing strategies rather than the internal culture of an organization.

B. A system of unique physical parameters that describes the organization. This option is incorrect because organizational culture is not about physical structures or attributes. While physical spaces may reflect aspects of culture, culture itself is primarily built on shared meaning and behaviors rather than physical characteristics.

C. A human resources department program for recognizing diversity. This option is incorrect because, while diversity programs can be part of an organization’s culture, they do not define it entirely. Organizational culture is a broader concept that includes company-wide values, communication styles, and operational norms.

Correct Answer:

E) Thinking

Explanation:

According to the Myers-Briggs Type Indicator (MBTI), individuals with a Thinking preference make decisions based on logic, analysis, and objectivity rather than emotions or values. Sinclair’s systematic approach to decision-making, where she weighs all options and relies on scrutiny, aligns closely with the Thinking personality type. 

Why Other Options Are Wrong:

A) Intuitive

Intuition focuses on possibilities, patterns, and future potential rather than concrete facts. While Sinclair’s decisions may involve some level of intuition, her emphasis on scrutiny and analysis aligns more with the Thinking trait.

B) Introverted

Introversion describes where an individual draws energy (from solitude rather than external interactions) but does not specifically reflect Sinclair’s decision-making process or analytical tendencies.

C) Perceiving

Perceiving types prefer flexibility and spontaneity in their decisions. Sinclair’s systematic weighing of options indicates a more structured approach, which is characteristic of Judging rather than Perceiving.

D) Feeling

Feeling types base decisions on empathy, values, and harmony. Sinclair’s reliance on rationale and objectivity suggests a Thinking preference over Feeling.