BBA HR Organisational Behaviour — practice questions
66 free MCQs with worked solutions. Tap any question for the answer + explanation, or practice them all in the app.
Practice BBA HR Organisational Behaviour in the app →Something that prompts a person to release energy in a certain direction is called:The gap between what is and what is required is a:The mechanical engineer called the father of scientific management was:Workers at one plant produced more simply because they felt singled out for attention. This is the:The professor invited to study the workers at the Hawthorne plant was:The theorist who proposed a hierarchy of five human needs was:At the base of that hierarchy sit which needs?The level immediately above the base of that hierarchy is:The need at the very top of that hierarchy is:A manager who assumes people dislike work and must be directed closely follows:A manager who assumes people will seek responsibility and can be trusted follows:The approach combining United States and Japanese business practices is called:The researcher who asked what people really want from their work experience was:Intrinsic job elements that lead to worker satisfaction are called:Extrinsic elements of the work environment that cannot themselves motivate are:Herzberg concluded that good working conditions keep people at a job but:A theory holding that satisfaction depends on how fairly workers feel treated against coworkers is:A theory saying action depends on belief that it brings an outcome the person values is:A theory holding that intending to work toward a goal is itself a main source of motivation is:A theory saying people act because they know certain consequences follow is:Increasing the number and variety of tasks a person performs is:Increasing an employee's autonomy, responsibility and decision-making authority is:A supervisor rates almost every employee in a narrow middle band. This error is:A supervisor who marks everyone very high, regardless of work, shows:An employee rated above average on one factor is then rated the same on every factor. This is the:A supervisor judging a whole year mainly on last month's work commits:A manager recalling only the incidents that fit what she already believes shows:Managers naturally favouring people who resemble them shows:Letting a personal like or dislike shape a rating is described as:To reduce rating errors, each factor on the form should represent:Vague terms like 'average' should be avoided on rating forms because different evaluators:Raters are advised to observe subordinates regularly through the period and to:Keeping the number of people one rater evaluates reasonable matters because rating fatigue:The most popular method of evaluation used in organisations is the:A serious drawback of that popular method is that it is open to:A method where supervisors record examples of unusually good or poor behaviour is the:A scale whose points are described by concrete behaviours is called a:A drawback of that behaviour-anchored method is that a separate version is needed for:The method where employee and supervisor jointly set goals for the coming year is:Goals set under that method are described as being stated in:Reducing appraisal errors matters mainly because it makes the information:A manager who is overly strict with every subordinate is committing which error?The halo effect is described as arising when managers hold a view of an employee that is overly:How many common sources of error in appraisal systems are listed?Identity-based differences among people that affect them as applicants, employees and customers are called:The idea that multiple perspectives from cultural differences produce creative problem solving is the:The view that people prefer to interact with others like themselves is captured by the:Which explains how diversity benefits organisational outcomes?Research suggests homogeneous groups may outperform diverse groups at first, but over time diverse groups gainThe perspective treating members' different life experiences as a valuable work resource is the:The perspective focused on serving diverse markets and clients is the:The lack of advancement opportunities given to qualified women is described as an example of the:Beliefs about a group that can cause its members to be denied opportunities are:The commission created to make workplace discrimination illegal in the United States is the:That commission was created by which part of the Civil Rights Act of 1964?Equal pay for equal work is covered in the United States under the:Unwelcome conduct based on age, race, disability or gender is called:Treating an employee less favourably because of their age is:A person with a physical or mental impairment that limits life actions is described as a person with a:Corporate diversity training in the United States was first prompted largely by the:Between the 1980s and the late 1990s, such training evolved from compliance toward addressing the needs of:Recent diversity training focuses on building cultural competencies, valuing differences and showing how diverOne diversity-training method studied involved activities on goal setting and:Employees' religious beliefs in the United States are protected under:A downfall noted for the integration-and-learning perspective is that some members may feel:Discrimination based on pregnancy, childbirth or related medical conditions is described as: