Organizational Behavior Exam (C715)

Correct Answer:

A) Individual vitality and growth

Explanation:

A positive organizational culture prioritizes individual vitality and growth by focusing on employee well-being, personal and professional development, and fostering a supportive environment. This type of culture enhances morale, productivity, and job satisfaction while encouraging employees to reach their full potential. 

Why Other Options Are Wrong:

B) The significance of highly centralized management

Highly centralized management focuses on top-down control and decision-making, which is not necessarily aligned with the principles of a positive organizational culture that values empowerment and employee development.

C) The use of rituals in transmitting organizational culture

While rituals can play a role in reinforcing culture, a positive culture emphasizes deeper aspects such as employee well-being, vitality, and personal growth rather than just symbolic practices.

D) The use of negative reinforcement and punishment

Negative reinforcement and punishment create a fear-based work environment, which is contrary to the supportive, encouraging atmosphere of a positive organizational culture.

E) Organizational standardization and institutionalization

Standardization and institutionalization may bring consistency, but they do not inherently promote individual vitality and growth, which are central to a positive culture.

Correct Answer

C. Role perception

Explanation

Role perception refers to an individual’s understanding of how they should behave in a given role based on their personal interpretation and experiences. This perception is influenced by past experiences, observations, and interactions with others, shaping how they believe they should act in a group setting.

Why Other Options Are Wrong

A. Role conflict. This option is incorrect because role conflict occurs when an individual faces contradictory expectations from different roles they occupy. It does not describe an individual’s personal view of how they should act but rather the difficulty in managing conflicting role demands.

B. Role identity. This option is incorrect because role identity refers to how strongly an individual identifies with a specific role. While role identity influences behavior, it is not the same as role perception, which is about understanding expectations rather than personal attachment to a role.

D. Role expectation. This option is incorrect because role expectation refers to how others believe an individual should behave in a particular role, rather than the individual's own view. Role perception is internally developed, whereas role expectation is externally imposed.

Correct Answer

C. Instrumental values

Explanation

Instrumental values refer to preferred modes of behavior that help individuals achieve their goals. Traits such as ambition and cheerfulness are considered instrumental values because they guide daily behavior and decision-making. These values influence how a person interacts with others and performs in the workplace.

Why Other Options Are Wrong

A. Terminal values Terminal values represent long-term life goals, such as happiness, success, or personal fulfillment. Ambition and cheerfulness are behavioral traits rather than ultimate life goals, making this option incorrect.

B. Intermediate values This is not a recognized category in value classification. Values are typically classified as terminal or instrumental, meaning this option does not accurately fit the context of the question.

D. Determinate values This term is not commonly used in value theory. Unlike instrumental values, which shape behavior, or terminal values, which define end goals, "determinate values" lacks a clear, established meaning in organizational behavior.

Correct Answer:

A) Hiring candidates who fit well within the organization

Explanation:

The selection process is critical for sustaining an organization’s culture because it identifies and hires candidates whose values, attitudes, and behaviors align with the organization’s culture. By ensuring a cultural fit, organizations maintain consistency in employee behavior and reinforce their cultural identity. 

Why Other Options Are Wrong:

B) Rewarding conformity

Rewarding conformity is a mechanism for reinforcing existing culture among current employees but is not part of the selection process, which occurs before an individual joins the organization.

C) Developing performance evaluation criteria

Performance evaluation criteria measure employee performance and are not directly involved in the hiring process or sustaining culture through candidate selection.

D) Socializing the new employees

Socialization occurs after the selection process, during onboarding or training, to integrate employees into the organization’s culture.

E) Establishing and enforcing norms

Norms are established and enforced through policies, leadership, and team dynamics, but the selection process focuses on identifying candidates who align with existing norms and values.

Correct Answer:

D) Whistle-blowers

Explanation:

Whistle-blowers are individuals who expose unethical or illegal activities within an organization to external parties, such as government agencies, media, or regulatory bodies. They act in the public interest, often facing significant risks or retaliation for their actions.

Why the Other Options Are Wrong:

A) Change agents

Change agents are individuals who promote and facilitate change within an organization, but they do not necessarily report unethical practices externally.

B) Boundary spanners

Boundary spanners act as links between an organization and its external environment but do not specifically report unethical practices.

C) Early adopters

Early adopters are individuals who quickly embrace new technologies or ideas, unrelated to exposing unethical practices.

E) Free ride

Free riders are individuals who benefit from group efforts without contributing their fair share, which is unrelated to reporting unethical behavior.

Summary:

Whistle-blowers play a critical role in uncovering and addressing unethical or illegal practices by reporting them to outsiders. The correct answer is D) Whistle-blowers.

Correct Answer:

C) An employee was fired from work because he violated a company policy.

Explanation:

Internally caused behavior is attributed to an individual’s own actions, decisions, or choices. Violating a company policy is a direct result of the employee’s actions, making it an example of internally caused behavior. 

Why Other Options Are Wrong:

A) An employee was late for a team meeting because of a heavy downpour.

This is an example of externally caused behavior because the heavy downpour (an external factor) caused the employee to be late.

B) An employee was laid off because the company was attempting to cut costs by laying off employees.

This is externally caused behavior because the layoff was due to the company’s external decision related to budget cuts, not the employee's personal actions.

D) An employee could not attend an interview because of a delayed flight.

This is externally caused behavior as the delayed flight (an external factor) was beyond the employee’s control.

E) An employee could not come to work because he met with an accident.

This is externally caused behavior since the accident (an external event) prevented the employee from coming to work.

Correct Answer:

D) Fulfillment of the need for social contact

Why the Answer is Correct:

 Informal groups emerge naturally within organizations, often based on shared interests or social relationships, rather than being formally structured or organized. One of the primary reasons for the formation of informal groups is the fulfillment of the need for social contact. Members of informal groups seek social interaction, mutual support, and camaraderie, which are not necessarily related to organizational goals or tasks.

Why Other Options Are Wrong:

A) Stipulation of expected behaviors by the organization:

This describes formal groups, where roles and expectations are defined by the organization. Informal groups form without such stipulations from the organization.

B) Predetermined designation of tasks of members:

In informal groups, tasks are not usually predetermined or assigned by the organization. Roles in informal groups tend to evolve naturally based on group dynamics and individual preferences, rather than being formally designated.

C) Pursuit of particular organizational goals:

Informal groups are generally not focused on achieving specific organizational goals. While they may have a general influence on the workplace, their primary focus is social interaction, not formal goal achievement.

E) Creation of timelines and rationale:

This is typically a characteristic of formal groups, where specific timelines, objectives, and rationales are created for task completion. Informal groups do not follow such structured approaches.

Correct Answer:

C) Conflict

Why C is Correct:

Conflict is defined as a process that begins when one party perceives that another party’s actions or intentions negatively affect their goals, interests, or well-being. It arises from differences in values, needs, or interests and can occur in various settings, such as workplaces, relationships, or negotiations

Why the Other Options Are Incorrect:

A) Problem solving

Problem solving refers to resolving a challenge or finding solutions, not the process of perceiving a negative impact caused by another party.

B) Assessment

Assessment is the process of evaluating or analyzing a situation, not a term associated with interpersonal or organizational conflicts.

D) Negotiation

Negotiation involves discussions between parties to reach a mutually agreeable solution, often following or to prevent conflict.

E) Collective bargaining

Collective bargaining is a specific type of negotiation between employers and employees (or their representatives) regarding work conditions, wages, or other terms. It does not define the perception of a negative impact.

Correct Answer:

C) They give high importance to achievement and material success.

Explanation:

The baby boomer generation (born 1946–1964) is characterized by their focus on hard work, achievement, and material success. They are highly career-oriented and driven by the pursuit of financial stability and professional recognition, shaping workplace culture and societal norms during their time. 

Why Other Options Are Wrong:

A) They place a stronger emphasis on work-life balance than career advancement.

Baby boomers are known for their strong work ethic and prioritization of career advancement and material success. Work-life balance, while valued, typically took a backseat during their careers.

B) They prefer flexible work arrangements over job security.

Baby boomers generally value job security and stability, unlike younger generations like Millennials or Gen Z, who prioritize flexibility.

D) They are generally a technology-savvy generation.

While baby boomers have adapted to modern technology, they are not as inherently tech-savvy as younger generations who grew up with digital tools and devices.