Exam 1: Organizational Behavior: The Quest for People-Centered Organizations and Ethical Conduct

Explore all topics

Total quality management is in the corporate DNA today thanks in large part to the pioneering work of Douglas McGregor.

(True/False)

4.7/5

(80)

Question 61

Mary Parker Follett urged managers to demand job performance from employees instead of merely attempting to motivate them.

(True/False)

4.9/5

(87)

Question 62

The highest level of Carroll's global social responsibility pyramid is occupied by ethical responsibility.

(True/False)

4.9/5

(77)

Question 63

_____ is based on pessimistic and negative assumptions about human nature.

(Multiple Choice)

5.0/5

(66)

Question 64

OB is an interdisciplinary field dedicated to better understanding and managing people at work.

(True/False)

4.9/5

(80)

Question 65

Organizational behavior is a vertical discipline functioning in the human resource realm.

(True/False)

4.8/5

(72)

Question 66

In Carroll's global corporate social responsibility pyramid, legal responsibility states that one should do what is expected by global stakeholders.

(True/False)

4.8/5

(76)

Question 67

W. Edwards Deming believed that statistical analysis is required to uncover system failures.

(True/False)

5.0/5

(88)

Question 68

Positive social interactions can have favorable impacts on cardiovascular health and the immune system.

(True/False)

4.8/5

(85)

Question 69

Deming called for emphasis on numerical quotas rather than on continuous process improvements.

(True/False)

4.9/5

(78)

Question 70

Describe McGregor's Theory X and Theory Y assumptions about people at work.

(Essay)

4.7/5

(94)

Question 71

Which of the following is an assumption of McGregor's Theory Y?

(Multiple Choice)

4.8/5

(82)

Question 72

According to W. Edwards Deming, when things go wrong, there is roughly a(n) __ % chance the system (e.g., management, machinery, or rules) is at fault and about a(n) _ % chance the individual employee is at fault.

(Multiple Choice)

4.9/5

(77)

Question 73

The book, The Human Problems of an Industrial Civilization, that advised managers to attend to employees' emotional needs, was written by _____.

(Multiple Choice)

4.8/5

(63)

Question 74

The three levels of OB analysis are individual, business, and strategic.

(True/False)

4.8/5

(77)

Question 75

A _____ is an in-depth analysis of a single individual, group, or organization.

(Multiple Choice)

4.8/5

(84)

Question 76

Total quality management need not be necessarily employee driven.

(True/False)

4.9/5

(74)

Question 77

The Wilson managerial skills research yields the lesson that dealing effectively with people is what management is all about.

(True/False)

5.0/5

(96)

Question 78

Trust, mutual respect, teamwork, and cooperative effort are dimensions of human capital.

(True/False)

4.9/5

(91)

Question 79

The three basic levels of analysis in organizational behavior are:

(Multiple Choice)

4.9/5

(88)

Question 80

Showing 61 - 80 of 103

Total quality management is in the corporate DNA today thanks in large part to the pioneering work of Douglas McGregor.

Mary Parker Follett urged managers to demand job performance from employees instead of merely attempting to motivate them.

The highest level of Carroll's global social responsibility pyramid is occupied by ethical responsibility.

_____ is based on pessimistic and negative assumptions about human nature.

OB is an interdisciplinary field dedicated to better understanding and managing people at work.

Organizational behavior is a vertical discipline functioning in the human resource realm.

In Carroll's global corporate social responsibility pyramid, legal responsibility states that one should do what is expected by global stakeholders.

W. Edwards Deming believed that statistical analysis is required to uncover system failures.

Positive social interactions can have favorable impacts on cardiovascular health and the immune system.

Deming called for emphasis on numerical quotas rather than on continuous process improvements.

Describe McGregor's Theory X and Theory Y assumptions about people at work.

Which of the following is an assumption of McGregor's Theory Y?

According to W. Edwards Deming, when things go wrong, there is roughly a(n) __ % chance the system (e.g., management, machinery, or rules) is at fault and about a(n) _ % chance the individual employee is at fault.

The book, The Human Problems of an Industrial Civilization, that advised managers to attend to employees' emotional needs, was written by _____.

The three levels of OB analysis are individual, business, and strategic.

A _____ is an in-depth analysis of a single individual, group, or organization.

Total quality management need not be necessarily employee driven.

The Wilson managerial skills research yields the lesson that dealing effectively with people is what management is all about.

Trust, mutual respect, teamwork, and cooperative effort are dimensions of human capital.

The three basic levels of analysis in organizational behavior are:

Managing Diversity: Releasing Every Employees Potential

Organizational Culture, Socialization, and Mentoring

International OB: Managing Across Cultures

Key Individual Differences and the Road to Success

Values, Attitudes, Job Satisfaction, and Counter-Productive Work Behaviors

Social Perception and Attributions

Foundations of Motivation

Improving Job Performance With Goals, Feedback, Rewards, and Positive Reinforcement

Group Dynamics

Developing and Leading Effective Teams

Individual and Group Decision Making

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Empowerment, and Politics

Leadership

Organizational Design, Effectiveness, and Innovation

Managing Change and Stress

Filters

Exam 1: Organizational Behavior: The Quest for People-Centered Organizations and Ethical Conduct

Total quality management is in the corporate DNA today thanks in large part to the pioneering work of Douglas McGregor.

Mary Parker Follett urged managers to demand job performance from employees instead of merely attempting to motivate them.

The highest level of Carroll's global social responsibility pyramid is occupied by ethical responsibility.

_____ is based on pessimistic and negative assumptions about human nature.

OB is an interdisciplinary field dedicated to better understanding and managing people at work.

Organizational behavior is a vertical discipline functioning in the human resource realm.

In Carroll's global corporate social responsibility pyramid, legal responsibility states that one should do what is expected by global stakeholders.

W. Edwards Deming believed that statistical analysis is required to uncover system failures.

Positive social interactions can have favorable impacts on cardiovascular health and the immune system.

Deming called for emphasis on numerical quotas rather than on continuous process improvements.

Describe McGregor's Theory X and Theory Y assumptions about people at work.

Which of the following is an assumption of McGregor's Theory Y?

According to W. Edwards Deming, when things go wrong, there is roughly a(n) ______ % chance the system (e.g., management, machinery, or rules) is at fault and about a(n) _____ % chance the individual employee is at fault.

The book, The Human Problems of an Industrial Civilization, that advised managers to attend to employees' emotional needs, was written by _____.

The three levels of OB analysis are individual, business, and strategic.

A _____ is an in-depth analysis of a single individual, group, or organization.

Total quality management need not be necessarily employee driven.

The Wilson managerial skills research yields the lesson that dealing effectively with people is what management is all about.

Trust, mutual respect, teamwork, and cooperative effort are dimensions of human capital.

The three basic levels of analysis in organizational behavior are:

Managing Diversity: Releasing Every Employees Potential

Organizational Culture, Socialization, and Mentoring

International OB: Managing Across Cultures

Key Individual Differences and the Road to Success

Values, Attitudes, Job Satisfaction, and Counter-Productive Work Behaviors

Social Perception and Attributions

Foundations of Motivation

Improving Job Performance With Goals, Feedback, Rewards, and Positive Reinforcement

Group Dynamics

Developing and Leading Effective Teams

Individual and Group Decision Making

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Empowerment, and Politics

Leadership

Organizational Design, Effectiveness, and Innovation

Managing Change and Stress

Filters

According to W. Edwards Deming, when things go wrong, there is roughly a(n) __ % chance the system (e.g., management, machinery, or rules) is at fault and about a(n) _ % chance the individual employee is at fault.