Organizational Behavior & Workplace Culture Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Organizational Behavior & Workplace Culture flashcards as text
An organization where decision-making authority is spread across multiple levels and departments is best described as:
Answer: Decentralized
Decentralized organizations distribute decision-making power to lower levels, enabling faster responses and greater employee autonomy.
A team member who regularly assigns blame to external factors when things go wrong, but takes personal credit for successes, is exhibiting:
Answer: Self-serving bias
Self-serving bias is the tendency to attribute successes to internal factors and failures to external factors to protect self-esteem.
During organizational change, employees who resist because they fear loss of status or job security are primarily driven by:
Answer: Self-interest
Self-interest is one of the most common individual sources of resistance to change, as people fear personal loss.
The tendency to give a candidate a high rating on all dimensions because of a positive impression in one area is called:
Answer: Halo effect
The halo effect occurs when a positive impression in one domain influences evaluation of unrelated qualities.
An employee who feels their work is meaningful, has autonomy, and receives feedback is likely experiencing high motivation according to which theory?
Answer: Job Characteristics Model (Hackman & Oldham)
The Job Characteristics Model identifies skill variety, task identity, significance, autonomy, and feedback as core motivating job dimensions.
Which of the following is a characteristic of a 'strong' organizational culture?
Answer: Norms and values are widely shared and intensely held
Strong cultures are marked by widely shared, intensely held values that guide employee behavior consistently across the organization.
A manager helps a shy team member gradually build confidence by first praising small contributions, then encouraging bigger ones over time. This technique is known as:
Answer: Shaping
Shaping reinforces successive approximations of a desired behavior, gradually guiding someone toward a target behavior.