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INTI INTERNATIONAL UNIVERSITY

BACHELOR OF BUSINESS (HONS) ACCOUNTING

BACHELOR OF BUSINESS (HONS) BUSINESS ADMINISTRATION
BACHELOR OF BUSINESS (HONS) FINANCE
BACHELOR OF BUSINESS (HONS) HUMAN RESOURCE MANAGEMENT
BACHELOR OF BUSINESS (HONS) INTERNATIONAL BUSINESS
BACHELOR OF BUSINESS (HONS) MANAGEMENT
BACHELOR OF BUSINESS (HONS) MARKETING
BACHELOR OF ACCOUNTANCY (HONS)
MGT3218/MGT3202: ORGANISATIONAL BEHAVIOUR

FINAL EXAMINATION: AUGUST 2017 SESSION

This paper consists of TWO (2) sections. Answer any THREE (3) questions in SECTION A
and answer ALL the questions in SECTION B in the answer booklet provided.

SECTION A: Answer any THREE (3) questions.

Question 1

(a) Define “Stress” and briefly describe the THREE (3) possible sources of stress.
(9 marks)
(b) With examples, discuss TWO (2) approaches toward managing stress.

(16 marks)

Question 2

Explain why are teams growing popularity in organizations. Discuss the FOUR (4) most
common types of teams in an organization, with relevant examples.
(25 marks)

Question 3

Group is two or more individuals, interacting and interdependent, who have come together to
achieve particular objectives. Discuss the FIVE (5) stages of group development.

(25 marks)

Question 4

The negotiation process is a process in which two or more parties exchange goods or services
and attempt to agree on the exchange rate for them. Discuss the FIVE (5) steps involved in
negotiation process.
(25 marks)
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Question 5

Discuss the THREE (3) types of formal power and TWO (2) types of personal power.

(25 marks)

Question 6

Research in job design suggests the way elements in a job are organized can increase and
decrease effort and also suggests what those elements are. Explain any FOUR (4) ways how can
jobs be redesigned, and how the different types of variable –pay programs can increase employee
motivation.

(25 marks)

SECTION B: Answer the questions based on the case study given.

Personality Testing: Yes or No?

Mark, a project leader in Austin, Texas, needed a new software engineer for his eight-person
team. He used his network, reviewed resumes, and invited 15 candidates for interviews. In
addition, he had the top three candidates complete the 16-Personality Factors Test. This was a
general test that he believed would reveal personality characteristics that were important to know
before making a job offer.

Personality testing is a relatively inexpensive method that helps managers make important hiring
decisions. Tom, a member of Mark's team, warned everyone about putting too much confidence
into personality test results, however. Tom had read that personality tests were not reliable and
could be faked.

Another team member, Mary, believed Tom to be correct and incorrect at the same time. Some
tests are poor, while others have helped employers make good selection decisions, she said. She
emphasized “helped." Tests by themselves shouldn't be the sole factor in hiring top performers.
They are just one tool, she said. She had beard about other firms us-ing different kinds of tests
to assess emotions, intelligence, and interpersonal style.

In fact, studies do indicate that good personality tests are more reliable predictions of
performance than interviews and resumes However, they are still controversial. Some employers
have had to face law-suits because personality tests were used inappropriately. For example,
Rent-A-Center, Inc., used a personality test to fill management positions. The U.S. Court of
Appeals for the Seventh Circuit in Chicago ruled that the test qualified as a medical exam. The
Americans with Disabilities Act prohib-its requiring medical examinations before making a job
offer.
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Court rulings on and controversy about personality testing has not stopped employers from using
such tests. In an effort to match the best-qualified person with the position, personality testing,
al-though controversial, can be beneficial.

Employers are very interested in what differentiates one person from another in terms of behavior
and performance. Personality testing attempts to provide quantifiable data that can make the
differentiation easier. Such differentiation is still difficult. Some personality researchers suggest
there are regional differences in personality. That is, a New York candidate for Mark's position
would be differ-ent from an Oregon candidate.

Mark, after considering all the issues surrounding personality testing, decided he would not con-
duct or use such tests in the future.
Source: Adapted from Patrick D. Converse, Frederick L Oswald, Anne Imus, Cynthia Hedricks, and Rocha Roy, “Comparing
Personality Test format end Warnings-. Effects on Criterion-Related Validity and Test format-Taker Reactions; International
Journal of Selection end Assessment113, no. 2 (Juno zoom, pp. 15E-Elt Victor,. Knight. -Personality Tests as Hiring Tools," the
Well Street journal, March 15, 2006, p. El3A; and "The Big Ave Personality Test; www.outofservice. Com/bigfive/info
(accessed April 6, 20091.

Question 7

a) Is Mark making a good decision to drop the use of personality testing? Why?
(7 marks)

b) The better-quality personality tests are difficult to fake. Other than attempting to land the job,
why would a job candidate fake a personality test?
(8 marks)

c) Could personality testing be used for management decisions other than hiring? Explain.

(10 marks)

~ THE END~