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MBA Organisational Behaviour — practice questions — page 5

Explore 199 free Organisational Behaviour questions in MBA Human Resource Management. Open each question or exercise to read its content, reference answers and available explanation.

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Organisational Behaviour questions and exercises with answers

Showing questions 121–150 of 199.

Managers naturally favouring people who resemble them shows:Read the answer and worked solution →Letting a personal like or dislike shape a rating is described as:Read the answer and worked solution →To reduce rating errors, each factor on the form should represent:Read the answer and worked solution →Vague terms like 'average' should be avoided on rating forms because different evaluators:Read the answer and worked solution →Raters are advised to observe subordinates regularly through the period and to:Read the answer and worked solution →Keeping the number of people one rater evaluates reasonable matters because rating fatigue:Read the answer and worked solution →The most popular method of evaluation used in organisations is the:Read the answer and worked solution →A method where supervisors record examples of unusually good or poor behaviour is the:Read the answer and worked solution →A scale whose points are described by concrete behaviours is called a:Read the answer and worked solution →A drawback of that behaviour-anchored method is that a separate version is needed for:Read the answer and worked solution →The method where employee and supervisor jointly set goals for the coming year is:Read the answer and worked solution →Reducing appraisal errors matters mainly because it makes the information:Read the answer and worked solution →A manager who is overly strict with every subordinate is committing which error?Read the answer and worked solution →The halo effect is described as arising when managers hold a view of an employee that is overly:Read the answer and worked solution →How many common sources of error in appraisal systems are listed?Read the answer and worked solution →Catch the rating errorsRead the answer and worked solution →Pop the appraisal methodsRead the answer and worked solution →Run the appraisal gatesRead the answer and worked solution →Slice the appraisal wordsRead the answer and worked solution →Error or methodRead the answer and worked solution →Sort the fixesRead the answer and worked solution →Type the numberRead the answer and worked solution →Appraisal bingoRead the answer and worked solution →Identity-based differences among people that affect them as applicants, employees and customers are called:Read the answer and worked solution →The idea that multiple perspectives from cultural differences produce creative problem solving is the:Read the answer and worked solution →The view that people prefer to interact with others like themselves is captured by the:Read the answer and worked solution →Which explains how diversity benefits organisational outcomes?Read the answer and worked solution →Research suggests homogeneous groups may outperform diverse groups at first, but over time diverse groups gain from:Read the answer and worked solution →The perspective treating members' different life experiences as a valuable work resource is the:Read the answer and worked solution →The perspective focused on serving diverse markets and clients is the:Read the answer and worked solution →

Worked practice questions

Managers naturally favouring people who resemble them shows:

  1. Simplicity bias
  2. Sincerity bias
  3. Singularity bias
  4. Similarity bias
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Correct answer: D. Similarity bias

1. Trust flows more easily to such people. 2. It often feeds the halo effect. 3. It is similarity bias. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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Letting a personal like or dislike shape a rating is described as:

  1. Personal bias
  2. Personnel bias
  3. Perpetual bias
  4. Peripheral bias
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Correct answer: A. Personal bias

1. The judgment is not about the work. 2. It is about the person. 3. It is personal bias. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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To reduce rating errors, each factor on the form should represent:

  1. A single office floor
  2. A single job activity
  3. A single pay grade
  4. A single work shift
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Correct answer: B. A single job activity

1. Groups of activities blur the rating. 2. Each dimension should be distinct. 3. It should be a single job activity. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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