Organizational Behaviour Multiple Choice Questions with Answers PDF

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Organizational Behaviour Multiple Choice Questions 1. People tend to be more effective in managing _________. a. meetings. b. office works. c. relationships. d. duties. Answer: C 2. Human behavior in organizations is sometimes _________. a. easy. b. confusing. c. predictable. d. unpredictable . Answer: D 3. There are _______ perfect solutions to organizational problems. a. many. b. no. c. sometimes. d. limited. Answer: B 4. Organizations are _______ systems. a. compound. b. simple. c. organized. d. complex. Answer: D 5. People can empathize with the _______ of others. a. feelings. b. works. c. hard work. d. social problems. Answer: A 6. Organizational behavior is the _______ study. a. economic. b. applied. c. systematic. d. social. Answer: C 7. Organizations can be viewed and managed as ______. a. whole systems. b. macro systems. c. micro systems. d. small systems. Answer: A 8. The first and foremost objective of organization behavior is to _______. a. describe. b. understand . c. predict. d. control. Answer: A 9. _________make up the internal social system of an organization. a. people. b. system. c. networks. d. structure. Answer: A 10. Groups are_________. a. dynamic. b. virtual. c. complex. d. compound. Answer: A 11. Structure defines the ________ relationship. a. formal. b. informal. c. partially formal. d. partially informal. Answer: A 12. Citizens expect organizations to be _________. a. socially responsible. b. profitable. c. revenue producing. d. contribute more economically. Answer: A 13. Organizational behavior is _____________ in nature. a. interdisciplinary . b. interdisciplinary . c. multidisciplinary. d. unidisciplinary. Answer: A 14. _______ is the process of gathering and interpreting relevant evidence. a. research. b. organizational behaviour. c. research methodology. d. management information system. Answer: A 15. Organizational behavior is concerned with the prediction, understanding and control of __________. a. human behaviour. b. machines. c. policies. d. politics. Answer: A 16. People have ________ in common. a. less. b. much. c. more. d. least. Answer: B 17. Each person is different from others because of differences in __________. a. education. b. style of living. c. DNA profile. d. status. Answer: C 18. The belief that each person is different from others is typically called as ________.

a. the law of diminishing returns. b. the law of individuality. c. the law of individual differences. d. the law of differences. Answer: C 19. People tend to act on the basis of ________. a. lifestyle. b. idea. c. attitude . d. perception. Answer: D 20. People function as total _______________. a. human beings. b. system. c. networks. d. social system. Answer: A 21. Organizations are social systems. Which discipline explains this? a. Anthropology. b. Sociology. c. Psychology. d. Statistics. Answer: B 22. The four key elements of organizational behavior are people, structure, _______ and environment. a. technology. b. education. c. science. d. behaviour. Answer: A 23. __________ factor of factor do not change in the short period. a. fixed. b. variable. c. human. d. static. Answer: A 24. In ________ period change in all factors is possible. a. long. b. short. c. intermediary. d. medium. Answer: A 25. Organizations need people and people need organizations. This concept explains____. a. the mutuality of interest. b. the law of diminishing returns. c. the law of individual differences. d. the law of differences. Answer: A 26. ________is the use of moral principles and values. a. ethics. b. attitude . c. perception. d. motivation . Answer: A 27. Which approach explains the concept that, employee growth and development are encouraged and supported? a. Contingency. b. Supportive. c. Result-oriented. d. Systems. Answer: B 28. Which approach explains the concept that, different managerial behaviors are required by Different environments for effectiveness? a. Supportive. b. Result-oriented. c. Contingency. d. Systems. Answer: C 29. Which approach explains the concept that, outcomes of organizational behavior programs are assessed in terms of their efficiency? a. Result-oriented. b. Contingency. c. Systems. d. Supportive. Answer: A 30. Which approach explains the concept that, all parts of an organization interact in a complex relationship? a. Result-oriented. b. Contingency. c. Supportive. d. Systems. Answer: D 31. Knowledge X Skill = _______. a. situation. b. attitude. c. motivation. d. ability. Answer: D 32. Attitude X Situation = __ ________. a. motivation. b. knowledge. c. skill. d. ability . Answer: A 33. Ability X Motivation =________. a. potential human performance. b. attitude. c. skill. d. knowledge. Answer: A 34. Potential Performance X Resources X Opportunity=______ __. a. organizational results. b. attitude. c. skill. d. knowledge. Answer: A

35. Determining whether potential actions will have a net positive or net negative effect explains which analysis? a. A cost – benefit analysis. b. A cost analysis. c. A benefit analysis. d. A profit analysis. Answer: A 36. Which of the following is not a limitation of organizational behavior? a. Ethical manipulation of people. b. The law of diminishing returns. c. Behavioural bias. d. Social system. Answer: A 37. Communication involves at least ________ people. a. two. b. three . c. four. d. one. Answer: A 38. A difficulty that arises in a communication is called as __________. a. cognitive dissonance. b. filter. c. elaborate. d. disturbance. Answer: A 39. The interferences that arises from human emotions, values and poor listening habits are called as ________. a. personal barriers. b. physical barriers. c. psychological barriers. d. mental barriers. Answer: A 40. The interferences that occur in the environment in which the communication takes place is called as _________. a. physical barriers. b. psychological barriers. c. personal barrier. d. mental barriers. Answer: A 41. The study of spatial separation is called as _______. a. premics. b. proxemics. c. acronyms. d. sociology. Answer: B 42. _______is the science of meaning and the science of sounds. a. jargon. b. semantics. c. inferences. d. acronyms. Answer: B 43. _______are positive or negative bits of information that influence how people react to a communication. a. social cues. b. pronouns. c. readability. d. credibility. Answer: A 44. When an employee is overloaded with so much of information, then its called as______. a. communication barrier. b. communication overload. c. communication gap. d. communication need. Answer: B 45. When employees search for feedback about their performance that behavior is called as_________. a. appraisal seeking behavior. b. feedback seeking behavior. c. 360 degree feedback. d. performance feedback. Answer: B 46. When an employee gets an interpersonal warmth and trust, then he gets_______. a. social support. b. moral support. c. training. d. competency. Answer: A 47. The slow movement of information to the top management by the manager is called as _______. a. filtering. b. silence. c. delay. d. need for response. Answer: C 48. “How are things going on “, this is a ________. a. closed question. b. question. c. open question. d. listening. Answer: C 49. Employee who plays a major role in lateral communication is referred to as ________. a. active participators. b. networkers. c. boundary spanners. d. passive participators. Answer: C 50. People who are active participators in grapevine communication are called as________. a. rumor individuals. b. liaison individuals. c. leader individuals. d. active participators. Answer: B 51. Inclusive of a person’s own ideas and strong feelings in a communication is called as ______. a. elaborating. b. cooking up of stories. c. exaggerating. d. filtering. Answer: A 52. A few details getting missed out in a communication based on the interest and the

ambiguity is called as _________. a. exaggerating. b. filtering. c. missing of data. d. cooking up of stories. Answer: B 53. Ability X Motivation = ______________. a. achievement. b. affiliation. c. power. d. potential performance. Answer: D 54. A drive to accomplish objectives and get ahead is called as _________. a. performance. b. power. c. affiliation. d. achievement. Answer: D 55. A drive to relate to people effectively is called as _________. a. power. b. performance. c. achievement. d. affiliation. Answer: D 56. A drive to influence people and situations is called as _______. a. affiliation. b. achievement. c. power. d. performance. Answer: C 57. Hunger and thirst is a ______need. a. psychological need. b. social need. c. safety need. d. esteem need. Answer: A 58. Security and protection is ______need. a. social need. b. safety need. c. esteem need. d. self actualization need. Answer: B 59. Recognition and status is _________ need. a. social need. b. esteem need. c. safety need. d. psychological need. Answer: B 60. MBO = _______. a. management by objectives. b. management by offers. c. management by orders. d. management by opportunities. Answer: A 61. The internal rewards are called as _______. a. extrinsic motivators. b. intrinsic motivators. c. motivating factors. d. reward factors. Answer: B 62. The external rewards are called as ________. a. intrinsic motivators. b. extrinsic motivators. c. reward factors. d. motivating factors. Answer: B 63. Job security and fringe benefits relate to _______. a. existence needs. b. relatedness needs. c. growth needs. d. model needs. Answer: A 64. Being understood and accepted b y people relate to _________. a. relatedness needs. b. existence needs. c. growth needs. d. model needs. Answer: A 65. Desire for self-esteem and self-actualization relate to __________. a. growth needs. b. existence needs. c. relatedness needs. d. model needs. Answer: A 66. ERG model = ________. a. existence, relatedness, growth. b. existence, reasoning, growth. c. experiment, relations, growth. d. experiment, reasoning, growth. Answer: A 67. ________outcomes directly from an action. a. secondary outcomes. b. primary outcomes. c. outcomes. d. outcomes. Answer: B 68. For an internal physical inequity reaction what possible over-reward reaction is shown? a. Discount the reward. b. Work harder. c. Encourage the person. d. Change the referent person. Answer: B 69. For an internal psychological inequity reaction what possible over-reward reaction be shown? a. Discount the reward. b. Work harder. c. Encourage the person. d. Change the referent person.

Answer: A 70. For an external physical inequity reaction what possible over-reward reaction be shown? a. Encourage the person. b. Change the referent person. c. Discount the reward. d. Work harder. Answer: A 71. For an external psychological inequity reaction what possible over-reward reaction is shown? a. Encourage the person. b. Change the referent person. c. Discount the reward. d. Work harder. Answer: B 72. For an internal physical inequity reaction what possible under ward reaction is shown? a. Lower productivity. b. Inflate value of the reward. c. Bargain for more, possibly quit. d. Change the referent person. Answer: A 73. For an internal psychological inequity reaction what possible under-reward reaction is shown? a. Lower productivity. b. Inflate value of the reward. c. Bargain for more, possibly quit. d. Change the referent person. Answer: B 74. For an external physical inequity reaction what possible under-reward reaction be shown? a. Lower productivity. b. Inflate value of the reward. c. Bargain for more, possibly quit. d. Change the referent person. Answer: C 75. For an external psychological inequity reaction what possible under-reward reaction be shown? a. Lower productivity. b. Inflate value of the reward. c. Bargain for more, possibly quit. d. Change the referent person. Answer: D 76. Job analysis and wage survey rate jobs ,comparing one job with another to determine___________. a. base pay. b. consolidated pay. c. overall pay. d. incentive. Answer: A 77. What kind of reward is given when an increase is given on seniority? a. Non economic reward. b. Service reward. c. Non work reward. d. Sacrifice reward. Answer: B 78. What kind if reward is given for overtime and on shift differential? a. Sacrifice reward. b. Non work reward. c. Non economic reward. d. Service reward. Answer: A 79. What kind of reward is given for vacations and pensions? a. Non work reward. b. Sacrifice reward. c. Non economic reward. d. Service reward. Answer: A 80. What kind of reward is given for on-site and day care? a. Non economic reward. b. Non work reward. c. Sacrifice reward. d. Service reward. Answer: A 81. What kind of reward is paid for incentive and gain sharing? a. Performance reward. b. Non work reward. c. Service reward. d. Sacrifice reward. Answer: A 82. What kind of reward is paid for profit sharing systems? a. Profit reward. b. Performance reward. c. Service reward. d. Service reward. Answer: A 83. Money is to act as a strong motivator; an employee must want more of ______. a. attitude. b. motivation. c. expectancy. d. valance. Answer: D 84. The effort than an employee makes is helpful in producing desired performance explains ________. a. instrumentality. b. valance. c. expectancy. d. motivation. Answer: C 85. The trust that monetary reward will follow better performance states ______. a. valance. b. instrumentality. c. expectancy. d. motivation. Answer: B

86. Valance X Expectancy X Instrumentality = ______. a. motivation. b. attitude. c. personality . d. perception. Answer: A 87. Which reward has high valance? a. Appreciation. b. A house. c. Money. d. Letter of merit. Answer: C 88. When the level of performance and the level of economic reward is both high then the instrumentality condition is_____. a. desirable. b. high. c. undesirable. d. low. Answer: A 89. Which is the area where management has more opportunity for building trust and positive action? a. Instrumentality. b. valance. c. expectancy. d. motivation. Answer: A 90. When the level of performance is high and the level of economic reward is low then instrumentality condition is _______. a. high. b. desirable. c. low. d. undesirable. Answer: D 91. “The cost and reward are equal for a certain level of expected performance” –this Explains..? a. Desirable level. b. Performance level. c. Law of point. d. Break- even point. Answer: D 92. When the level of performance is low and the level of economic reward is high then the level of instrumentality condition is ________. a. undesirable. b. high. c. desirable. d. low. Answer: A 93. The payment of an extrinsic reward ______ the intrinsic satisfaction received. a. decreases. b. increases. c. balances. d. has no effect on. Answer: A 94. When both the level of performance and economic reward is low, then the instrumentality condition is ________. a. low. b. undesirable. c. desirable. d. high. Answer: C Equal pay for equal worth explains? a. Comparable worth. b. Incomparable worth. c. Balance factor. d. Justice factor. Answer: A 95. Equity and equality are totally _______ bases for comparing compensation. a. unequal. b. equal. c. same. d. different. Answer: D 96. Which objective is usually set for the next calendar year? a. Completion of project. b. Action planning. c. Objective setting. d. Annual evaluation. Answer: C 97. Which determines the participative or even independent planning by the employee as to how to reach those objectives? a. Periodic reviews. b. Action planning. c. Annual evaluation. d. Objective setting. Answer: B 98. Joint assessment of progress toward objectives by manager and employee performed informally and sometimes spontaneously is ______. a. periodic reviews. b. objective setting. c. action planning. d. annual evaluation. Answer: A 99. More formal assessment of success in achieving the employees annual objectives, coupled with a renewal of the planning cycle explain ______. a. periodic reviews. b. annual evaluation. c. action planning. d. objective setting. Answer: B 100. Which sense is brought about through identified passions, an exciting vision, relevant and whole task? a. A sense of choice. b. A sense of meaningfulness. c. A sense of competence. d. A sense of progress. Answer: B

101. Which sense is created by delegated authority, demonstrated trust and provision of security, clear purpose and relevant information? a. A sense of choice. b. A sense of meaningfulness. c. A sense of competence. d. A sense of progress. Answer: A 102. Which sense is created through training, positive feedback, skill recognition and challenging standards? a. A sense of meaningfulness. b. A sense of choice. c. A sense of competence. d. A sense of progress. Answer: C 103. Which sense is stimulated by a collaborative climate, tracking of milestone, celebrations of progress and measured improvements? a. A sense of choice. b. A sense of progress. c. A sense of competence. d. A sense of meaningfulness. Answer: B 104. When a manager, sub ordinate, peers and even customers judge an employee’s skills and abilities that is called as _______. a. 90 degree feedback. b. 120 degree feedback. c. 240 degree feedback. d. 360 degree feedback. Answer: D 105. It can be _______ because each party is trying to convince the other that her or his view is more accurate. a. emotional. b. confrontational. c. judgmental. d. complex. Answer: B 106. It is typically ______ Since the managers role calls for a critical perspective, while the employee desire to save face easily leads to defensiveness. a. emotional. b. judgmental. c. confrontational. d. complex. Answer: A 107. It is ______ because the manager must evaluate the employees behavior and results. a. judgmental. b. emotional. c. complex. d. confrontational. Answer: C 108. Performance appraisals are ______ tasks for managers which require job understanding and careful observation of performance. a. confrontational. b. judgmental. c. emotional. d. complex. Answer: D 109. The theory of attribution stemmed from the works of _________. a. alder keno. b. siege. c. fritz heider. d. freda helter. Answer: C 110. Which process involves people interpreting and assigning causes for their own and others behavior? a. Motivation. b. Attribution. c. Attrition. d. Affiliation. Answer: B 111. Rewards will follow ________ performance. a. high. b. low. c. medium. d. set targeted. Answer: A 112. Piece rate and sales commission are examples of _____ incentive measure. a. amount of profit. b. success in reaching goals. c. quality of output. d. amount of output. Answer: D 113. Commission only for sales that are without bad debts are examples of _____ incentive measure. a. amount of output. b. quality of output. c. amount of profit. d. success in reaching goals. Answer: B 114. Bonus for selling established number of items is an example of _______ incentive measure. a. amount of output. b. amount of profit. c. success in reaching goals. d. cost efficiency. Answer: C 115. Profit sharing is an example of _______ incentive measure. a. amount of profit. b. amount of output. c. cost efficiency. d. employee skills. Answer: D 116. Gain sharing is an example of _______ incentive measure. a. cost efficiency. b. amount of profit. c. amount of output. d. employee skills. Answer: A 117. Skill based pay is an example of ______ incentive measure.

a. quality of output. b. amount of profit. c. employee skills. d. amount of output. Answer: C 118. Which is the process of determining the standard output for each job? a. Profit setting. b. Rate setting. c. Pay setting. d. Skill setting. Answer: B 119. Wage incentives make the supervisors job more _____. a. enjoyable. b. easy. c. compound. d. complex. Answer: D 120. What rate is fixed when the employees are able to reach standard output with less than normal effort? a. Loose rates. b. Profit rates. c. Gain rates. d. Normal wages. Answer: A 121. “Workers limit their production and thus defeat the purpose of the incentive”-this explains? a. Loose rates. b. Output restriction. c. Input restriction. d. Profit sharing. Answer: B 122. Which is a catalyst which transforms potential into reality? a. Motivation. b. Leadership. c. Attitude. d. Perception. Answer: B 123. Which is the primary role of a leader? a. To get things done from others. b. To make others work. c. To lead others. d. To influence others. Answer: D 124. Which one of the following is a primary trait? a. Cogni...