Organizational Behavior Final Exam Quiz & Flashcards

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Questions and Answers

What is the primary goal of Management by Objectives (MBO)?

To provide a generalized framework for employee performance

To ensure employees receive bonuses for every task completed

To establish strict hierarchical control over employees

To mutually establish measurable performance goals (correct)

Which of the following is a critical legal consideration in employee performance evaluations?

Documentation of performance issues must follow clear policies (correct)

A single poor performance indicator is typically enough for termination

All performance evaluations should be done secretly

Discipline should be based solely on personal views of managers

In the context of total compensation, what aims to enhance employee motivation and job satisfaction?

A well-balanced compensation system (correct)

Limiting communication between employees and management

Offering only non-monetary incentives

Strict enforcement of work hours

What is a primary benefit of job analysis for recruiters?

It reveals the important characteristics of applicants. Signup and view all the answers

What is the purpose of having a performance appraisal form?

To act as a legal document in performance evaluations Signup and view all the answers

What must be established to effectively manage employee performance improvements?

Clear criteria for what constitutes 'just cause' for discipline Signup and view all the answers

Which of the following is NOT a potential selling point for a firm during recruitment?

High salary Signup and view all the answers

What are the key aspects that onboarding seeks to achieve?

Socializing the new hire and matching capabilities to job demands. Signup and view all the answers

Which of the following is a component of orientation in onboarding?

Organizational history and policies Signup and view all the answers

What is a consequence of effective onboarding programs mentioned?

Lower time to productivity Signup and view all the answers

Which statement best describes socialization within an organization?

A continuous process of understanding and accepting organizational values. Signup and view all the answers

What is the strategic importance of training and development in HR?

Facilitating employee satisfaction and retention. Signup and view all the answers

Which of the following is typically considered a non-monetary inducement for potential recruits?

High-quality work-life balance Signup and view all the answers

What is one key purpose of an effective onboarding process?

Reduce corrective discipline measures Signup and view all the answers

Which of the following is a consequence of removing performance management systems?

Decline in conversation quality regarding performance Signup and view all the answers

What is NOT an advantage of a strong onboarding process?

Facilitating organizational instability Signup and view all the answers

What does research indicate about feedback quality in relation to employee retention?

Low-quality feedback leads to a higher likelihood of leaving the organization Signup and view all the answers

Which statement about the various purposes of performance appraisals is accurate?

Performance appraisals offer insights on HRM effectiveness Signup and view all the answers

Which factor does NOT contribute to employee engagement when performance management is maintained?

Increased anxiety surrounding performance reviews Signup and view all the answers

What is not a benefit of having clear performance management?

Weaker employee accountability Signup and view all the answers

Why might organizations experience widespread poor performance?

Inaccurate job analysis information Signup and view all the answers

What is one of the challenges currently facing recruitment due to demographic changes?

Increasing number of retirees Signup and view all the answers

What recruitment approach can lead to employee dissatisfaction?

Bypassing current employees to hire externally Signup and view all the answers

Which job category is currently experiencing a shortage of workers?

Family physicians Signup and view all the answers

What type of policies can restrict the hiring of part-time and temporary employees?

Employment status policies Signup and view all the answers

Which of the following statements accurately describes the role of international hiring policies in Canada?

They require foreign job openings to prioritize local citizens. Signup and view all the answers

What must HR plans be based on?

Predicted versus actual sales Signup and view all the answers

Which environmental consideration involves analyzing economic trends as part of recruitment?

Leading economic indicators Signup and view all the answers

What tends to be more challenging in the recruitment of specialized workers?

Limited availability of qualified candidates Signup and view all the answers

Which factor is NOT commonly associated with workplace stress?

Job satisfaction Signup and view all the answers

What does Bill 168 stipulate regarding workplace harassment policies?

A harassment policy is not necessary if an organization has fewer than 6 employees Signup and view all the answers

Which of the following contributes to the physical environment factor of workplace stress?

Open office layouts Signup and view all the answers

Which statement regarding workplace harassment is true?

Employees should know what behaviors are considered inappropriate Signup and view all the answers

What is a potential impact of isolation due to remote work?

Reduced productivity Signup and view all the answers

Which organization role factor could lead to workplace stress?

Role confusion Signup and view all the answers

Which aspect is essential for an employer's response to incidents of workplace harassment?

Proactive measures and proper investigation Signup and view all the answers

What might be a direct consequence of a poor organizational climate?

Higher incidence of workplace stress Signup and view all the answers

What is one of the employee's fundamental rights according to the Canada Labour Code regarding occupational Health and Safety?

Right to Know about workplace hazards Signup and view all the answers

Which of the following represents a limitation of the right to refuse dangerous work?

Not all professions have the right to refuse Signup and view all the answers

Which of the following is NOT a category of health hazards in the workplace?

Environmental agent management Signup and view all the answers

What is a common outcome for a significant portion of workplace injury claims in Canada?

They involve claims accepted for time-loss injuries Signup and view all the answers

What does WHMIS stand for in the context of workplace health and safety?

Workplace Hazardous Materials Information System Signup and view all the answers

What is true about the impact of stress on the workplace?

Stress can lead to increased absenteeism Signup and view all the answers

Which of the following is NOT an example of a physical hazard in the workplace?

Toxic chemicals Signup and view all the answers

Employers are legally obligated to mitigate which of the following concerns related to harassment?

Workplace violence and bullying Signup and view all the answers

Study Notes

Final Exam

3-hour exam, worth 35% (out of 60)
30 multiple-choice questions (1 point each)
3 short answer questions (5 points each)
1 essay question (15 points, 600 words)

Possible Essay/Short Answer Questions

1. Equity Theory and Organizational Justice

DJ, PJ, IJ: Why is this relative in a creative environment?
High DJ and PJ may not be possible in real life
Some people get a rise out of certain actions while others don't
Empathize high PJ and IJ to compensate.
Clear procedure to explain decision-making process
Fair process where people can ask questions and challenge outcomes

2. Expectancy Theory

Expectancy (E): Effort to performance
Instrumentality (I): Performance to reward
Valence (V): Value of the reward
Expectancy theory in compensation: Line of sight between performance and reward (instrumentality). Rewards have to have value (valence).

3. Training Strategic to Organizations

First steps in training: Importance and impact.

Week 7 Learning Outcomes

Strategic importance of recruitment function
Identifying recruiting methods for different jobs
Creating effective recruitment advertisements
Choosing recruitment sources
Evaluating recruitment function.
Significance of selection function
Selection process steps (tests, interviews)
Role of employment tests in selection
Interview types and issues
Evaluating the selection process

Recruitment

Finding and attracting applicable candidates
Often problematic for Small and Medium Enterprises (SMEs)
Unclear boundaries/ responsibilities, ad hoc processes
Purposeful and unintentional actions

Choosing Recruitment Sources/ Methods

Number of recruits needed, and when
Skill level required in the position
Past experience to gauge current success

Recruitment Methods

Director inquiries
Employee referrals
Offline and online job boards
Social media ads
Digital recruiting (LinkedIn, Indeed)
Temporary/ private help agencies
Educational institutions
Professional/ labor organizations
Job fairs
Recruitment abroad
Headhunting

Internal Recruiting Advantages/Weaknesses

Familiar with the organization
Shows past success as an indicator of future
Improves employee morale and motivation
Internal competition may reduce cooperation.
Avoids “new” ideas/ people
Can prevent creative solutions.
Poor morale if not promoted

External Recruiting Advantages/Weaknesses

Acquires skills and knowledge that may not exist within.
Brings new ideas and approaches to problem-solving.
Newcomers may not fit in.
Longer time for newcomers to understand the organization.
Usually more expensive.
Can reduce morale of current employees.

Important Recruitment Considerations

Legal Issues/ Requirements
Bona Fide Occupational Requirements (BFORs) and workplace laws
Ensuring employers avoid discriminatory hiring practices

Evaluating Recruitment

Cost per hire
Quality of applications and candidates
Ratio of offers/ applications
Time taken to fill a position

Selection Process

Series of actions for hiring decision
Matching organizational needs with applicants
Matching employment needs of the organization with applicants

Strategic Significance of Selection

Execution of strategy depends on the employees/workforce
Decisions must reflect job requirements
Must recognize organizational constraints
Recognize labor market realities
Ethical and accessible practices

Steps 1+2: Preliminary Reception & Screening

Initial contact with applicants (walk-ins, written applications)
Preliminary interview for walk-ins
Written acknowledgment for applications
Screening out unsuitable candidates

Steps 3-7

Employment tests (personality, knowledge, etc.)
Employment interviews
Realistic Job Previews
Reference checks
Contingent assessments (health, medical)

Step 8: Hiring Decision

Marks the end of selection process
Balancing trade-offs among predictors
Considerations of subjective, multiple-cutoff, and compensatory approaches
Supervisor input into the final decision
Timely notification to candidates.

Evaluation of Selection Process

Quality/ productivity of workforce
Satisfaction of supervisors and peers
Training costs
Grievances, absenteeism, and turnover.
Identifying factors that cause difficulties in getting suitable workers.

Strategic Importance of Recruitment Function

Challenges related to aging population, competition in talent and rising compensation
virtual recruitment and the pandemic.

Organizational Policies

Promoting from within
Compensation policies (pay ranges, bonuses)
Employment status policies (part-time, temporary)
International hiring policies

Chapter 5/ Week 8

Learning Outcomes:

Defining and describing onboarding, training, and development
Systems approach to training and development
Strategic HR development approaches
Evaluating training/development programs

Onboarding, Training, and Development

Helping new hires adjust to their jobs
Includes orientation, socialisation, training, & development
Outcomes: increase in retention, reduce anxiety, quick time to productivity

History, names, titles, and overviews
Policies, employee handbook, pay, vacations, benefits, services/programs, etc
Job location, job overview, safety, job tasks, objectives, relationships

Socialization

Continuing process of accepting values, norms, and beliefs
Turning outsiders into insiders, celebrating differences, facilitating connections
Set up meetings

Training Techniques

Evaluation and assessments of training requirements
Techniques for training (cost-effectiveness, appropriate facilities, trainee preferences)
On-the-job/off-the-job training activities (job rotation, apprenticeships, coaching, lectures, videos, case studies, etc.)

Employee Development

Devising internal paths for employees to advance through greater responsibility/authority
Talent management: preparing employees to meet future company challenges

Development Strategies

Cognitive: increase knowledge/expertise (lectures, seminars, courses, etc)
Behavioural: change in management style (role-playing, behaviour modelling, etc).
Environmental: provide development settings (mentoring, coaching, company/network communication)

Chapter 7/Week 9

Importance of managing employee performance
Purpose of performance appraisals
Common methods (comparative/non-comparative)
Guidelines for communicating performance feedback
Legal considerations for performance management

Total Compensation

Includes everything an employee receives in return for their work (salary, wages, variable pay, perks, amenities, benefits, etc.)
Importance of internal and external equity
Pay is rarely a motivator (hygiene factor)

Compensation Theory

Vroom's Expectancy Theory (Motivation) : Expectancy, Instrumentality, and Valence.
Equity Theory (Organizational Justice): Distributive justice (DJ), Procedural Justice (PJ), and Interactional Justice (IJ)

Direct vs. Indirect Compensation

Direct: Fixed reward (salary, overtime, bonuses).
Indirect: Non-monetary value (health/dental/vision insurance, etc)

Pay Secrecy vs Transparency

Advantages and disadvantages of secrecy vs transparency
Importance of full knowledge.

Objectives of Benefits

Societal benefits (security for workers)
Employee cost deduction of benefits
Tax-free benefits for workers.

Employee Benefits

Financial security (illness, disability, retirement)
Recruiting & retaining staff
Reduce fatigue and improve productivity
Cost-effective (overtime, injuries)
Lower cost, availability, lower income taxes, etc.

Workplace Injuries and Health Hazards/Causes/HR actions

Workplace injuries (frequency, categories)
Stressors unique to the job, role in organization, career development, relations at work, and organizational climate
HR actions to reduce workplace stress and provide support

Compensation Challenges for HRM

Effective communication of benefits and compensation policies
Increasingly complex benefit packages
Complying with all legal requirements
Control ballooning compensation (pension crisis, sick leave, rising cost of labor)

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Description

Prepare for your final exam on Organizational Behavior with multiple-choice and essay questions. This exam covers key theories such as Equity Theory and Expectancy Theory, focusing on their applications in a creative environment. Dive deep into training strategies and organizational justice to excel in your understanding.

Organizational Behavior Final Exam

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