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WorksheetsQuestion Bank: Organizational Behaviour
Total questions: 150
Worksheet time: 1hrs 15mins
Organizational Behavior (OB) is mainly the study of
Machines in organizations
People’s behavior in organizations
Office buildings
Marketing strategies
OB focuses on behavior at which levels?
Only individual level
Only group level
Individual, group, and structure level
Only organization level
A manager is a person who
Works alone
Achieves goals through others
Only gives orders
Avoids decisions
An organization is
A place to work only
A coordinated social unit of two or more people
A single-person business
Only a government office
Which one is NOT a management activity?
Planning
Organizing
Dancing
Controlling
Planning means
Monitoring employees
Defining goals and developing plans
Hiring employees
Solving conflicts
Organizing includes
Setting goals only
Grouping tasks and assigning work
Sleeping at work
Ignoring employees
Leading involves
Motivating and directing employees
Counting money only
Only writing reports
Ignoring problems
Controlling means
Only punishing employees
Checking progress and correcting deviations
Ignoring goals
Only planning
Mintzberg’s managerial roles are divided into
Two roles
Three roles
Four roles
Five roles
The interpersonal roles include
Leader, Liaison, Figurehead
Monitor, Spokesperson, Disseminator
None
Negotiator, Entrepreneur, Resource allocator
The informational roles include
Figurehead, Leader, Liaison
Monitor, Disseminator, Spokesperson
Planning, Organizing, Leading
Negotiator, Disturbance handler, Entrepreneur
The decision roles include
Monitor and Spokesperson
Figurehead and Liaison
Entrepreneur and Negotiator
None
Technical skills mean
Ability to motivate people
Ability to apply specialized knowledge
Ability to negotiate
Ability to avoid work
People skills mean
Ability to do calculations
Ability to use machines
Ability to avoid communication
Ability to understand and work with others
OB studies the behavior of people in organizations.
Yes
No
Planning is part of management activities.
Yes
No
A manager achieves goals only by working alone.
Yes
No
OB focuses only on individual behavior.
Yes
No
Technical skills are required in every job.
Yes
No
OB helps improve organizational effectiveness by studying behavior.
True
False
An organization must always have only one person.
True
False
Mintzberg identified managerial roles as interpersonal, informational, and decisional.
True
False
People skills are not important for managers.
True
False
Controlling ensures activities are completed as planned.
True
False
Objective Type Questions (MCQ): Personality is best defined as
The physical appearance of a person
The sum of ways an individual reacts and interacts with others
The job position of an employee
The salary earned by an employee
Objective Type Questions (MCQ): Personality traits are
Temporary feelings
Enduring characteristics that describe behavior
Only inherited qualities
Only learned habits
Objective Type Questions (MCQ): The most common way of measuring personality is
Blood test
Self-report survey
Medical scan
Salary review
Objective Type Questions (MCQ): A major problem with self-report surveys is
They are always accurate
Candidates may fake responses
They take no time
They are free of bias
Objective Type Questions (MCQ): Observer-rating surveys are done by
The same person who is tested
A coworker or another observer
Only a doctor
Only the HR manager
Objective Type Questions (MCQ): MBTI classifies people into
4 personality types
8 personality types
16 personality types
20 personality types
Objective Type Questions (MCQ): MBTI is based on
Carl Jung’s theories
Taylor’s scientific management
Maslow’s hierarchy
Herzberg’s motivation theory
Objective Type Questions (MCQ): Which is NOT a pair in MBTI?
Extraverted vs Introverted
Sensing vs Intuitive
Thinking vs Feeling
Agreeable vs Disagreeable
Objective Type Questions (MCQ): The Big Five model includes all EXCEPT
Conscientiousness
Extraversion
Agreeableness
Intelligence Quotient (IQ)
Objective Type Questions (MCQ): Conscientiousness is associated with
Carelessness and laziness
Organization and reliability
High aggression
Emotional instability
Objective Type Questions (MCQ): Emotional stability refers to
Being calm and self-confident
Being careless and rude
Being aggressive always
Being shy always
Objective Type Questions (MCQ): Extraversion refers to being
Quiet and reserved
Sociable and assertive
Disorganized and careless
Nervous and anxious
Objective Type Questions (MCQ): Openness to experience refers to
Creativity and curiosity
Anger and fear
Strictness and rigidity
Laziness and weakness
Objective Type Questions (MCQ): Agreeableness refers to being
Cold and antagonistic
Cooperative and trusting
Highly emotional
Disorganized
Objective Type Questions (MCQ): Personality assessments are used mainly to
Replace job interviews completely
Predict job performance and hiring decisions
Punish employees
Reduce organizational goals
Yes or No Questions (with options): Personality is the sum of ways an individual reacts and interacts with the world.
Yes
No
Yes or No Questions (with options): Personality traits are temporary and change every day.
Yes
No
Yes or No Questions (with options): MBTI has strong scientific evidence and predicts job performance well.
Yes
No
Yes or No Questions (with options): The Big Five model is widely supported by research.
Yes
No
Yes or No Questions (with options): Self-report surveys can be affected by faking responses.
Yes
No
Statement Questions (Choose the correct option): “The Big Five personality model includes five basic dimensions of personality.”
True
False
Statement Questions (Choose the correct option): “Conscientiousness is one of the strongest predictors of job performance.”
True
False
Statement Questions (Choose the correct option): “Observer ratings predict job success better than self-ratings alone.”
True
False
Statement Questions (Choose the correct option): “Agreeable people are usually cold and antagonistic.”
True
False
Statement Questions (Choose the correct option): “Person–organization fit means employees match the values of the organization.”
True
False
Perception is best defined as:
The process of memorizing information
The process of organizing and interpreting sensory impressions
The ability to judge others accurately
The study of human behavior only
Which of the following factors influences perception?
Attitudes
Motives
Experience
All of the above
In perception, the individual who interprets information is called:
The target
The situation
The perceiver
The stimulus
Attribution theory mainly deals with:
How organizations are structured
How people explain others’ behavior
How motivation is developed
How decisions are implemented
The tendency to judge a person based on one prominent trait is known as:
Stereotyping
Halo effect
Selective perception
Projection
When people interpret situations according to their own interests, it is called:
Projection
Attribution
Selective perception
Contrast effect
Which bias occurs when individuals assume others are similar to themselves?
Halo effect
Projection
Stereotyping
Fundamental attribution error
The fundamental attribution error refers to:
Overestimating internal factors and underestimating external factors
Overestimating external factors and underestimating internal factors
Ignoring personal behavior
Ignoring organizational rules
Stereotyping is best described as:
Individual evaluation
Group-based generalization
Objective assessment
Behavioral modification
Which of the following is NOT a component of perception?
Perceiver
Target
Situation
Motivation
First impressions strongly influence later perceptions due to:
Projection
Primacy effect
Recency effect
Selective bias
Decision-making in organizations is largely influenced by:
Reality alone
Perception of reality
Rules only
Technology only
The contrast effect occurs when:
People ignore differences
People are compared with others recently encountered
People stereotype others
People avoid judgment
Which factor belongs to the situation influencing perception?
Past experience
Motivation
Time
Attitude
Perception mainly affects which organizational outcome?
Salary structure
Decision-making
Office layout
Technology use
Perception differs from objective reality.
Yes
No
All individuals perceive situations in the same way.
Yes
No
Attribution theory explains how people judge behavior.
Yes
No
Stereotyping always leads to accurate judgments.
Yes
No
Perception plays a role in managerial decision-making.
Yes
No
Perception is influenced by personal attitudes and experiences.
True
False
Halo effect leads to unbiased evaluation of employees.
True
False
Fundamental attribution error emphasizes external causes of behavior.
True
False
Selective perception helps individuals process all available information.
True
False
Accurate perception improves organizational effectiveness.
True
False
Emotions are best described as:
Long-lasting feelings without cause
Intense feelings directed at someone or something
General personality traits
Rational thoughts
Moods differ from emotions because moods are:
More intense
Short-lived
Less intense and longer lasting
Always negative
The term affect refers to:
Only negative emotions
Only positive moods
A broad range of feelings
Cognitive ability
Which of the following is a basic emotion?
Satisfaction
Pride
Fear
Motivation
Positive affect refers to:
Feeling nervous and tense
Feeling enthusiastic and active
Feeling depressed
Feeling angry
Negative affect includes emotions such as:
Excitement
Happiness
Stress and anxiety
Satisfaction
Emotional labor is defined as:
Physical effort at work
Managing emotions to meet job requirements
Cognitive workload
Stress caused by workload
Displaying emotions that are not genuinely felt is called:
Deep acting
Emotional intelligence
Surface acting
Mood regulation
Emotional intelligence does NOT include:
Self-awareness
Self-regulation
Technical expertise
Empathy
Which component of emotional intelligence involves understanding others’ emotions?
Self-management
Motivation
Empathy
Self-awareness
Moral emotions are associated with:
Personal success
Ethical judgment
Job satisfaction only
Cognitive intelligence
Which of the following is a moral emotion?
Joy
Guilt
Excitement
Surprise
The affective events theory explains:
Personality traits
How workplace events influence emotions
Job design
Organizational structure
Emotional contagion refers to:
Suppression of emotions
Transfer of emotions from one person to another
Emotional regulation
Mood stability
Which job is most likely to involve high emotional labor?
Accountant
Data analyst
Customer service representative
Research scientist
Deep acting involves:
Faking emotions
Suppressing feelings
Modifying inner feelings to match required emotions
Ignoring emotional rules
Which factor most strongly influences daily moods at work?
Salary structure
Daily work events
Organizational hierarchy
Office location
Emotions at work were traditionally viewed as:
Helpful to productivity
Neutral
Detrimental to performance
Essential for decision-making
Emotional regulation refers to:
Ignoring emotions
Expressing all emotions freely
Managing emotional responses
Avoiding emotional situations
Which of the following improves emotional intelligence?
Technical training only
Self-reflection and feedback
Job rotation
Automation
Emotions are usually caused by specific events.
True
False
Moods are more intense than emotions.
True
False
Emotional intelligence can be developed over time.
True
False
Emotional labor is irrelevant in service organizations.
True
False
Positive moods generally enhance creativity at work.
True
False
Motivation refers to:
Employee satisfaction only
Intensity, direction, and persistence of effort
Skill and ability of employees
Organizational culture
Who proposed the Hierarchy of Needs Theory?
Herzberg
Vroom
Maslow
McClelland
Which theory classifies factors into hygiene and motivators?
ERG Theory
Expectancy Theory
Two-Factor Theory
Equity Theory
The need for affiliation emphasizes:
Power and control
Achievement and success
Friendly relationships
Job security
According to Maslow, unmet needs:
Stop motivating behavior
Do not influence behavior
Continue to motivate behavior
Become irrelevant
Hygiene factors mainly prevent:
High performance
Dissatisfaction
Motivation
Commitment
Expectancy theory assumes employees:
Act emotionally
Act irrationally
Act rationally
Act habitually
Valence in expectancy theory refers to:
Effort level
Performance expectancy
Value of the reward
Skill requirement
A manager gives recognition to improve motivation. This reflects:
Hygiene factor
Motivator factor
Equity principle
Reinforcement punishment
An employee works harder believing promotion will follow good performance. This illustrates:
Equity theory
Reinforcement theory
Expectancy theory
Goal-setting theory
Setting specific and challenging goals is based on:
Maslow’s theory
Goal-setting theory
ERG theory
Equity theory
A bonus given immediately after good performance represents:
Negative reinforcement
Punishment
Positive reinforcement
Extinction
An employee feels underpaid compared to colleagues. This situation reflects:
Expectancy failure
Goal ambiguity
Underpayment inequity
Hygiene satisfaction
Which theory best explains reactions to unfair reward distribution?
Maslow’s theory
Equity theory
ERG theory
Reinforcement theory
If salary increase does not improve performance, it suggests:
Salary is always a motivator
Motivation is independent of rewards
Salary is a hygiene factor
Equity theory has failed
When employees reduce effort due to perceived unfairness, they are attempting to restore:
Motivation
Equity
Expectancy
Reinforcement
Which motivational approach is most effective for knowledge workers?
Punishment-based control
Monetary rewards only
Challenging work and autonomy
Strict supervision
Which theory best supports linking rewards directly to performance?
Maslow’s theory
Expectancy theory
ERG theory
Need for affiliation
If an organization wants long-term motivation, it should focus on:
Salary alone
Hygiene factors only
Intrinsic motivators
Punishment mechanisms
Which practice best integrates multiple motivation theories?
Uniform rewards
Job enrichment with fair pay
Strict rules
Job rotation only
Motivation directly influences employee performance and persistence.
True
False
According to Herzberg, improving salary alone increases motivation.
True
False
Expectancy theory links effort, performance, and rewards.
True
False
Equity theory is based on perceived fairness rather than absolute rewards.
True
False
Intrinsic motivation is more sustainable than extrinsic motivation.
True
False
A group is defined as:
Individuals working independently to achieve a common goal
Two or more individuals interacting to achieve a common goal
A collection of people in an organization
Employees under one supervisor
A team differs from a group because a team has:
More members
Shared responsibility
Formal leadership only
Individual accountability only
Which of the following is NOT a type of group?
Formal group
Informal group
Command group
Virtual reward group
The stages of group development were proposed by:
Maslow
Herzberg
Tuckman
McClelland
The forming stage of group development is characterized by:
Conflict and disagreement
High performance
Orientation and uncertainty
Group dissolution
The storming stage mainly involves:
Cooperation
Conflict among members
Task completion
Group celebration
Group norms are:
Legal rules
Informal standards of behavior
Written job descriptions
Organizational policies
Group cohesiveness refers to:
Size of the group
Degree of attraction among group members
Group productivity only
Leadership authority
A manager encourages open communication to reduce conflicts. This mainly affects:
Group size
Group norms
Group roles
Group cohesiveness
Assigning clear responsibilities to members helps to reduce:
Social loafing
Groupthink
Group polarization
Role ambiguity
A team that evaluates alternatives critically before deciding is avoiding:
Social facilitation
Social loafing
Groupthink
Cohesiveness
Rewarding team performance instead of individual performance helps to reduce:
Cohesion
Conflict
Social loafing
Norm formation
When highly cohesive groups make poor decisions due to pressure for agreement, it is called:
Group polarization
Social loafing
Groupthink
Role conflict
Increasing group size beyond a limit generally leads to:
Higher efficiency
Better coordination
Communication problems
Stronger norms
A team becomes more extreme in its decisions after discussion. This is known as:
Groupthink
Group polarization
Social facilitation
Role ambiguity
Free-riding behavior in groups indicates:
High motivation
Strong leadership
Social loafing
High accountability
Which leadership style is most effective for self-managed teams?
Autocratic
Laissez-faire
Supportive and participative
Bureaucratic
To improve team decision quality, a manager should:
Discourage dissent
Encourage critical evaluation
Appoint a dominant leader
Reduce communication
Which factor most strongly contributes to team effectiveness?
Large group size
Clear goals and mutual accountability
Strict supervision
Uniform personality
The best way to manage conflict in teams is to:
Avoid it completely
Suppress it
Address it constructively
Ignore differences
Teams generally perform better than individuals for complex tasks.
True
False
High group cohesiveness always leads to better decisions.
True
False
Group norms strongly influence individual behavior.
True
False
Social loafing occurs when individual efforts are easily identifiable.
True
False
Effective teams balance task roles and relationship roles.
True
False
