Ob Final Test 1

?
Which definition best reflects the main objectives of the discipline of

Organisational Behaviour
-Understand, learn to predict and manage the behaviour of people in an
organisation
-to explain the reasons for the behaviour of individuals under particular conditions
-Predict the future behaviour of employees
-mastering people management skills
?What is the first stage in the development of the theory of organisational

behaviour (20-30 years of the xxth century) called?
-classical
-management of human relations
-stage of social and group norms of behaviour
-behavioural
?Organizational behaviour as a scientific discipline was formed in:

-60-70s of the twentieth century
-30-40 years of the twentieth century
?The essence of the theory of equality and justice:

-fair evaluation of a person's efforts in comparison to the efforts of other
employees
-satisfying the needs of different levels of employees
-Consideration of individual abilities of employees
-providing incentives for all employees
?At the organisational behavioural level, decision-making is seen as:

-primary mechanism for managing organisational behaviour which determines
both the organisational climate and the performance of the organisation
-a precondition for employee development
-a condition of trust in the manager
-a condition for employee empowerment
?What is the number of levels at which OB analyses can be conducted?

-3
-2
-4
-5
?Identify the most complete and correct characterisation of the scientific discipline
of Organisational Behaviour:
-Develops and provides theoretical approaches and concepts for managing the
behaviour of people and groups at a macro level to a greater extent
-develops practical and applied approaches to analysing the causes of human and
group behaviour
-develops and delivers more applied approaches to managing the behaviour of
people and groups in organisations
-is interested in the phenomena of managing the behaviour of people and groups at
a micro level
?The extent to which the needs of the organisation and the needs of employees are
suppressed characterises to a greater extent:
-organisational climate
-the presence of training programmes
-the level of conflict in the organisation
-the nature of communication in the organisation
?Which organisational behaviour model is referred to if the needs of the

organisation and the needs of the people overlap to a large extent:
- "win-win" model on both sides
- "win-win" model
-gain-loss model
-gain-loss model on both sides.
?Which behavioural model is in question if there is a psychological barrier that

makes it difficult for the two parties: the management of the organisation and the
employee to communicate reasonably
-The "win-win" model on both sides
- "win-lose" model on both sides
- "lose-lose" model
-losing model.
?Which statement sufficiently describes the function of communication in an

organisation:
-communication is the communication of information from one person to another
or groups of people for the purpose of mutual understanding in order to improve
the quality of decisions made
-communication is the exchange of information between members of a group
-communication is the motivation of the organisation's members
-communication facilitates the inter-adaptation of people in the organisation
?A communicative, active structure, without a formal leader, which allows all

group members to exchange information freely and with a high level of satisfaction
with the communication process, is called a -channel communication network:
- multi-channel communication network
-communicative flow
-chain
-wheel
?A communication flow that moves from one level in a group or organisation to
another? from a lower to a higher level, is called: ?
- ascending
-horizontal
-operational
-effective
?Define the purpose of bottom-up information in an organisation:

-informs about current problems, performance from the perspective of the workers
themselves
-increases the timeliness of decision making
-decreases the degree of distortion of information
-increases the autonomy and responsibility of the persons involved in
joint activities
?Identify the main function of informal communication in the organisation:

-mechanism of feedback signalling the interests and needs of staff
-a feedback mechanism, signalling the interests and needs of staff
-a means to bring together outsiders in a coalition
-provides an increase in employee anxiety
?An external mechanism for managing group behaviour, individual level behaviour
acts through:
-organisational culture and the system of formal and informal relationships carried
out in a given organisation
-professional and personal development of employees in the organisation
-values of particular groups
-the solution of problematic situations in the organisation
?The internal mechanism for managing group and individual behaviour in the
organisation is realised through
-Sustainable system of perceptions of the self, through influencing the image of the
self, which influences interpersonal behaviour in the group
-management of communication flows
-implementation of staff development programmes
-the performance appraisal of employees
?The purpose of the organisational behaviour management model developed by

Joseph Laft and Harry Ingram (Johari Window):
-Again a mutual understanding of organisational behaviour
-manipulating another person
-demonstrating behaviour
-activation of defence mechanisms of behaviour
?An important mechanism for managing the individual level of organisational
behaviour is:
-setting the goal or objective of the professional activity
-a) giving consideration to the individual's personal characteristics
-material and non-material stimulation
-a feeling of meaning in work
?The SMART-technology is the technology of

-goal-setting
-motivation
-organisation
-assessment
?Increasing the effectiveness of management decisions is facilitated by the method:

-Brainstorming method in different variations
-testing method
-the method of interview
-sociometry method
?The method helps to obtain an objective picture of the organisation "over the
head" of a line manager effectively and quickly:
-the chief goes "to the people"
-questionnaire
-testing
-brainstorming
?Highlight the definition of counterculture:

-culture that opposes the dominant organisational culture
-a culture shared by the majority of employees
-culture of a social or demographic group
-culture of interpersonal relations within a workforce
?The most important thing in managing change in an organisation, from an

organisational behavioural perspective, is to:
-overcome employee resistance to innovation
-passing on information to employees
-to implement new technologies
-organisational restructuring
?What is Downsizing?
-The process of downsizing in order to achieve the optimum number of employees
needed for the effective functioning of the newly built organisation?
-It is the process of eliminating units that are not related to the core business of the
organisation and hiring other companies to run it.
-the process of reducing the number of employees, in order to dissolve the
organisation
-The process of establishing and operating community associations
?Outsourcing is
-a process of eliminating subdivisions which are not related to the central activities
of an organisation and hiring other companies to execute them
-the process of reducing the number of employees in order to achieve the optimum
number of employees needed for the effective functioning of the newly created
organisation?
-the process of downsizing in order to dissolve the organisation
-The process of establishing and operating community associations
?An employee who plans his or her career, professional development, and skill
growth in order to move up the hierarchy exhibits targeted...
-stratification behaviour
-authoritarian behaviour
-professional behaviour
-democratic behaviour
?A mechanism that allows you to put yourself in another person's shoes and
experience similar feelings, but is by no means guaranteed to achieve exactly the
same state?
-Empathy
-Sympathy
-antipathy
-sympathy
?...? - people, who are characterised by a permanent search for improvement,

whose motto is: "Anything that can be improved, must be improved".
-innovators
-sceptics
-rationalists
-enthusiasts
? ...- people who accept the new regardless of the degree of its elaboration,
validity, possibilities of use in practice?
-enthusiasts
-sceptics
-rationalists
-neutrals
?New ideas are accepted by people of this type only after careful analysis of their
usefulness, possibilities of use, probable difficulties, etc.
-rationalists
-neutrals
-innovators
-sceptics
?People who will act on what they have been told or influenced to do?
-neutrals
-rationalists
-sceptics
-conservatives
?What denotes the whole person in the unity of his individual abilities and the
social functions (roles-, the totality of a person's social and psychological
properties that express what unites a person with society and characterizes him as a
member of the macrosociety, i.e. his social being?
-personality
-individuality
-subject
-person
?A person working under an employment agreement (contract-, subject to the

internal work regulations of the organisation, who has rights and duties (to
conscientiously perform his/her work duties, to observe work discipline, to treat
the property of the organisation with care, to comply with the established work
standards?
-employee
-specialist
-employee
- colleague
?Subjectivity (imagery - perception) is?

-is the ability to reflect objects and phenomena of the real world not in the form of
a set of unrelated sensations, but in the form of individual holistic (interrelated
properties of stimuli-images of specific objects.
-this ability to reflect objects and phenomena of the real world in the form of a set
of unrelated sensations, and in the form of individual holistic (interrelated
properties of stimuli) images of specific objects?
-it is the activity of the mental process of choosing and structuring previous and
new internal experience as a focus of attention within the sphere of consciousness
-is the activity of the mental process of choice and structuring of prior and new
internal experience as a focusing of attention within the sphere of consciousness
?An unconscious psychological state, an intrinsic quality of the subject based on

his prior experience, a predisposition to a certain activity in a certain situation?
-setting
-perception
-activity
-illusion
?A combination of individual psychophysical characteristics of the human nervous

system that determines the dynamic side of behaviour?
-temperament
-character
-perception
-direction
?Socialisation is...
-all answers are correct
-is the assimilation of social experience by an individual, in the course of which a
specific personality is formed?
-The absorption of different social norms and values
-An individual's attempt to maximise personalisation, impact on others, self-
actualisation
?The common components of the meaning of life as recognised and accepted by

the individual
-personal values
-family values
-Family values -Group values
-Collective values
?It is a process that begins with a physiological or psychological lack or need that
activates behaviour or creates a motivation to achieve a certain goal
-motivation
-stimulus
-striving
-self-actualisation
?Targeted action on an individual's formed system of motives for organisational

behaviour
-activation
-initiating
-motivation
-education
?Identification and investigation of the individual's internal drives that condition

his/her particular behaviour
-motivation
-motivation
-motivation
-education
?Who holds the two-factor theory that all basic motives should be subdivided into
two main and fundamentally different groups, "hygiene factors" and "motivator
factors"?
-F.Herzberg
-A.Maslow
-M.Weber
-A.Fayol
?What do the hygiene factors relate to?

-with the conditions of work, with the environment in which it is implemented;
-With the nature, essence and content of the work itself;
-with the remuneration and rewards of work;
-with the possibility and reality of promotion?
?What do the motivating factors relate to?

-with the nature, nature and content of the work itself?
-with the conditions of work, with the environment in which it is carried out;
-with the nature of the relationship with colleagues and superiors;
-with the absence of frequent work stresses?
?The systemic interaction of motives with other psychological phenomena is?

-mechanism of motivation
-motivation formation
-evolution of motivation
-the construction of motivation
?The interlocutor's response, which indicates how successful the communication

process was, is the link ???
-verse
-direct
-professional
-evolutionary
?The concept that is based on what goals a person realises in work, what needs and
motives he/she wants to satisfy by this work is the concept of ???
-professional roles
-motivational roles
-no correct answers
?Violation of generally accepted rules and procedures of interaction between

people is?
-deviant behaviour
-social behaviour
-negative behaviour
?Body movements, intonation of speech, facial expression, especially the eyes,

physical distance between the speaker and the listener is a form of
communication ???
-nonverbal
-verbal
-paraverbal
-written
?What are the types of conflicts (according to the number of participants)?

-intergroup
-individuals
-All answers are correct.
-between a person and a group
?What is the ability to influence and lead individuals and groups to achieve goals?
-leadership
-conflictuality
-authority
-motivation
?Who conducted the experiments at the Western Electric plant in Hawthorne that
resulted in the formulation of the human relations doctrine?
-Elton Mayo
-Albert Bandura.
-George Kelly
-Abraham Maslow!
?What is motivation?
-The process of inducing a person or group of people to act in order to achieve an
organisation's goals
-achieving personal goals through achieving common goals
-achieving a desired outcome
?What is the state of an individual that occurs in response to various extreme

influences of external and internal environment, which unbalance physiological or
psychological functions of the organism?
-stress
-conflict
-frustration
-fear
?What is meant by the skeleton of an organisation, the pattern of positions and
subdivisions on which the formal relationships between people in an organisation
are built?
-organisational structure
-organisational design
-organisational culture
-community
?What are the names of organisations that are characterised by sustainable

production, a clear division of labour, hierarchy of management, standardisation of
activities, predominance of organisational values over personal values?
-Corporate organisations
-participative organisations
-dhocratic organisations
-individualistic organisations
?What is the best form of conflict resolution?

-Through a strategy of final decision
-Through a coping strategy
-through ignoring strategy
-by a compromise strategy
?What are the sources of group efficiency?

-Group norms
-skills
-reoles
?What is the reason for the existence of informal communication in organisations?

-In the informal structure of the organisation.
-In a lack of discipline in the team
-A lack of authority among managers
-In an overburdened formal communication channel
?Identify which companies are characterised by a divisional organisational

structure:
-Companies operating in several different market segments
-For any company
-Large, diversified companies
-Medium sized, specialised companies
?What makes a functional conflict?

-makes decision making more efficient
-gives additional information useful for decisionmaking
-makes it more difficult to meet the needs of an individual
-All answers are correct
?Which of the following issues are related to the level of individual behaviour?
-employee capabilities
-team building
-management of innovation
-behavioural marketing
?If "individualism" prevails in an organisation, then:

-Employees expect the organisation to protect their interests
-employees do not want the organisation to interfere in their private life
-employees do not want to be disturbed in their private lives; -it encourages the
entrepreneur to take the initiative
-There is a high level of cohesion in the organization
?The indications for a democratic management style are:

-The presence of active, proactive, unconventional thinking and acting employees
-Low qualification of employees, lack of initiative
-Lack of time
-working situations which endanger people's health and lives
?Changes in the behaviour and condition of the recipient of information in the

communication process is
-information message
-channel of transmission of information
-the result (effect-of-the communication process
-feedback in communication
?What is a conflict incident?

-conflict actions
-consciousness of the participants of the conflict of their interests
-conflict resolution
-The formation of conflicting interests, values, norms.
?Which of the following statements is false?

-perception can be inaccurate and ambiguous?
-perception is the result of ordering perceptions and transforming them into
knowledge about objects and events in the world around us?
-All knowledge about reality depends on our sensors, so there is an inextricable
link between the world around us and our awareness of it?
-Are perception and perception autonomous processes?
?Which of the following statements is true?

-In the complete absence of external stimuli, both the sensory system and the brain
are characterized by continuous spontaneous neural activity?
-in the total absence of external stimuli, both sensory system and brain are
characterized by intermittent neural activity?
- both sensory system and brain are characterized by neuronal passivity in total
absence of external stimuli?
?Initial processes of detecting and coding energy of the physical world are called:
-registration
-perception
-presentation
-perception
?Our knowledge of the real world depends on our senses, which is why the world
created by human perception
-does not always correspond to the real physical world
-always corresponds to the real physical world
-Never corresponds to a real physical world
?The fact that human perception tends to process and interpret information that
comes through the senses, e.g. giving a certain shape to some abstract drawing,
indicates that
-we perceive the world through the prism of our stereotypes and past experiences,
like a computer processing incoming information according to a certain algorithm
-We see the world as it really is.
-we model and conjecture the situation with minimal reliance on information
provided by our senses
-Not one answer is correct.
?Impression control is:

-targeted activity to control and regulate information in order to create an
appropriate image
-unfocused activity to control and regulate information to create an appropriate
image
-targeted activity to omit information in order to create an appropriate image
-no answer is correct
?Within the characterisation of charismatic leadership, the term "empathy" means:

- persistence
-professional competence
-empathy towards others
-support and assistance
?What is the meaning of Mitchell and House's Pathway to Purpose model?

-A leader who organises subordinates to achieve their goals influences the ways in
which those goals are achieved.
-a manager organising subordinates' activities motivates them to perform better by
setting ambitious goals
-the superior, organising the activities of subordinates, engages them in developing
goals and objectives
-while organising subordinates to achieve their objectives, regularly critiques and
reviews their actions to achieve subordinate-activity-goal alignment
?Power, which is closely associated with some people's desire to be associated

with a person in a position of power (his or her resources or personal qualities) that
has attraction and standing in society, is called
-referential
-expert
-legitimate
-power based on incentives
?Highlight the characteristics of a manager (NOT a leader) in the choices offered:

-develops
-creates
-Borrowing
-Is people-oriented
?Trust, which relies on facts, evidence, observations and conclusions reached by

others, in particular specialists and experts in the relevant field of argument, is:
-primary credibility
-secondary credibility
-indirect trust
-mediated credibility
?Which leadership style can be used if one wants to help the employee/s improve
performance by developing abilities according to Goleman's theory?
-ambitious
-authoritarian
-learning
-idealistic
?A leader shares ideas, facilitates decision-making by subordinates?

-mentoring style
-A supportive style
-A directive style
?A mentoring style of leadership is appropriate in the following situations:

-high competence of the slaves
-low competence of the wingmen
-low slave motivation
-?Highly motivated slaves
?Emotional intelligence is the skill to

-management of own emotions, management of slave emotions
-Creating a strategic vision
-systemic approach to problem solving
?The concept of the eight team roles is by:

-Myers-Briggs
-John Stokes
-Belbin
-Tuckman
?A person who plays the role of "Idea Generator" in a team usually has the
following characteristics:
-has a strong imagination
-Establishes contacts
-Capable of overcoming inertia and being dynamic
-sensible
?A team member who plays a relationship-oriented role:

-supportive - inspiring
-rejects topics
-displays problems
-seeks and analyses different opinions
?The "Action" stage of team development reflects the following characteristics:

-high trust of team members in each other
-team members devise their own ways of achieving goals
-team members support each other
-A leader - manager
?An authoritarian approach is ...

-a concentration of power in the hands of the leader
-delegation of power
-a lack of responsibility
-concentration of power in the hands of an initiative group
?The differential threshold, or threshold of distinction, is ...

-the minimum difference between two signals that is necessary for them to be
perceived as different signals
-minimum difference between two signals that is necessary for them to be
perceived as the same signal
-Maximum difference between the two signals required for them to be considered
as different signals
-is the minimum power of a signal sufficient for human perception of it
?What are the three main transformation mechanisms of information in perceptual

processes?
-Generating, omitting and distorting
-generation, reduction and distortion
-generalisation, omission and imagination
-centralisation, omission and distortion
?What are the ways to correct an unbalanced team in terms of roles?

-Hire missing team members to take over the missing roles
-if possible, remove people with overstaffed roles from the team
-reassign functional responsibilities among team members
?What is the purpose of concretisation when working with universal quantitative

words and phrases?
-To concretise the overgeneralisation made
-find out the benchmark of comparison (what is being compared to-
-Determine the causal relationship that is implied by the statement
-Move on to a higher level quantitative generalisation
?Compromise is a style of conflict resolution that consists of:

-The parties make mutual concessions to each other
-Both sides make mutual concessions to one another; - In taking a decision, the
partners may pressure one another, coerce one another
-One side tries to get out of the conflict situation by any means?
?Which type of temperament is characterised by the following traits: high

emotionality, sensitivity, vulnerability, thoughtfulness, low self-esteem?
-sanguine
- melancholic
-phlegmatic
-choleric
?If a person tries not to engage in discussion of issues fraught with controversy,
this style of behaviour is called
-abstinence
-coercion
-compromise
-agreement
?What is the basic understanding of conflict?

-it is a negative phenomenon in the organisation, indicating weakness of the leader
-It is a positive phenomenon, which makes the problem clear from all sides
-It is a natural phenomenon that can have both functional and dysfunctional
consequences
?If a conflict situation is transformed in such a way that the parties are forced to
cease conflictual actions, but they still have a desire to achieve their original goals,
then the conflict is:
-solved;
-is not resolved;
-is not resolved
-partially resolved.
?The request refers to:

-administrative method of conflict management
-social-psychological
-pedagogical
-economic
?Science knows the following types of conflicts:

-organisational, industrial, interpersonal
-organisational, intrapersonal, interpersonal, intergroup
-organisational, industrial, interpersonal, intrapersonal
-organisational, managerial, familial, intergroup
?Frustration is:
-a state of discomfort caused by insurmountable difficulties in achieving a goal
-a state of anger, increased conflict in a team
-learning the level of conflict in a team
?Stress is the result of:

-negative events in personal life
- negative events in personal life, in the organisation
-Both negative and positive events in private life and in the organisation
-positive events in personal life and organisation
?What conflict resolution style does not exist?

-rejection
-avoidance
-conciliation
-Problem solving
?There are the following ways of managing conflict:

-interpersonal and organisational
-organisational and structural ?
-structural and interpersonal ?
-organisational and emotional
?The union chairman is an

-informal leader
-a formal leader
-A formal and informal leader?
-None of the answers are correct
?The ability in many complex and demanding situations to do without external

positive reinforcement for long periods of time is...
-...self-motivation of employees.
-compromise
-problem solving
- conflict avoidance
?A stimulus is
-any external influence
-very prominent stimuli in the management of employees, people
-those items, values, etc.-that are able to satisfy a need in carrying out a certain
action
?A special kind of human mental processes or states that manifest themselves in

the experience of any meaningful situations (joy, fear, pleasure-, phenomena and
events in the course of life is?
-emotions
-stress
-affect
-relationship
?Emotional management is?

-management of an organisation's emotional resources in order to improve its
effectiveness
-the ability to understand and manage one's own and others' emotions
-the ability to accurately recognise, validate and express emotion
?What is the system of cognitive abilities: sensation, perception, memory, thinking,

etc., all mental skills and knowledge?
-general intelligence (IQ)
-emotional intelligence (EQ)
-stress intelligence (SQ)
-no correct answer
?Organisational culture is?

-social phenomenon that occurs in any enterprise and is a system of values, beliefs
as well as norms, roles, rules that guide the activities of the
organisation(enterprise-?
-A system of values, norms and behavioral patterns which are shared by the
majority of the members of the organization and which distinguish it from other
organizations.
-"corporate glue" that attaches the "muscles" of the business processes to the
"bones" of the organizational structure
?Functions of organisational culture:

-integrative and regulatory
-integrative and organisational
-integrative and controlling
-integrative and integrative
?Who is the originator of the study of corporatism?

-M. Weber
-F.Herzberg
-A.Maslow
-A.Fayol
?Requirements (both documented and tacit) to employee behaviour, which are

perceived by employees as a certain set of rules defining what should be the 'right',
'proper' behaviour for members in certain standard situations are?
-Behavioural norms
-organisational values
-corporate traditions
?A complex, multifaceted process of establishing and developing contacts between

people, generated by the needs of joint activity and involving the exchange of
information, the development of a common strategy of interaction, perception and
understanding of the other person is?
-communication
-behaviour
-activity
-emotion
?What is business communication?
-It is a type of interpersonal communication aimed at achieving some kind of
substantive agreement
-Communication which involves a complex, multifaceted process of human
interaction through the exchange of information in a professional or business
context.
-Communication in an organisation which aims to further the construction of plans
and goals
What is a specific feature of business communication?

-In its regimented nature
-in its complexity
-in its uncertainty
-in its formality
?What is argumentation?
-is a way of persuading someone by means of meaningful logical arguments
-it is the making of a psychological contact
-it's a discussion of a problem
-It's about solving a problem
?What is not to be done in conflict situations with partners or clients?

-Assess the situation from a critical viewpoint
-see negative intentions in the behaviour of others
-Demonstrate superiority or superiority over one's opponent.
How many categories are there in all negotiations, according to Ikle's typology?
-5
-4
-3
-2
?There are two main hard bargaining tactics:

-ultimative tactics and squeeze concessions tactics
-Ultimatum tactics and compromise tactics.
-ultimactic tactics and conflict avoidance
-conflict avoidance and give and take tactics
?What is a career?
-it is a successful advancement in the field of career, social, scientific or other
activities
-It is a climb up the corporate ladder
-It is a "social lift".
-All the answers are correct.
?the ability to make things happen according to a pre-determined scenario

-power
-a balance of power
-power tactics
- motive of power
?Means of ensuring that the subject influences the object of power?

-resources of power
-power
- motive of power
-power balance
?Active intervention by a researcher in the life of an organisation in order to create

the conditions in which a fact is discovered is:
-experiment
-motivation
-stimulus
-power
?An active, energising motive is:

-wanting
-experiment
-incentive
-power
?The analysis of the state of social objects and processes, the identification of
problems, their functioning and development is
-diagnosis
-exploration
-information-gathering
-forecast
?An attribute of a business conversation that denotes a mutual exchange of

information, discussion, is:
-dialogue
-question
-answer
-calling out
?The attribute of a business conversation that denotes the desire to reach a

consensus of viewpoints and interests is
-objective
-motive
-incentive
-dialogue
?A barrier to effective communication that refers to the sender of a message

seeking to make it more convenient for the recipient is information ???
-filtering
-analysis
-synthesis
-forecast
?Higher pay, shorter working hours, priority provision of leave are additional???
-incentives
-bonuses
-motives
-privileges
?In principle, consistency in defending their views, unity of word and deed is
expressed by an active ???
-position
-motivation
-conversation
-diagnosis
?The reciprocal singling out of each other as an object of perception and attention
is _________________ contact?
-psychological
-business
-friendly
-sociological
?Inclusion of a particular worker in a particular social and working environment is

adaptation ???
-professional
-psychophysiological
-organisational-psychological
?The process of formation of equilibrium in the system "person - professional

environment", which is manifested in the effectiveness and quality of work, in
human satisfaction with the process of work, its results, himself as a professional,
relations in the team is ...?
-Professional adaptation
-psychophysiological
-organizational-psychological
?Power, which is based on the possibilities of moral reward, is power ???

- persuasion
-coercion
-motivational
-authoritarian
?Power that is based on fear, can be caused by both physical threat and
psychological pressure, is power ???
- coercion
-?persuasion
-democratic.-
-authoritarian
?The individual's making conscious adjustments to his or her lifestyle, activities

and behaviour in accordance with socially significant goals is ?
-self-regulation
-directivity
-control
-behaviour
?Internal motives of a person to activity or behaviour are: -motives

-motives
-incentives
-self-regulation
-courages
?Verbal expression of dissatisfaction or criticism of a manager by an employee is

-dissatisfaction
-threatening
-gratitude
-reassurance
?A highly qualified professional in a particular field of work is:

-an expert
-mentor
-supervisor
-leader
?Gaining the support of other members of the organisation is a tactic ???

-coalition
-authority
-gratitude
-motivation
?In organisational behaviour there are aspects of:
-relationships between subjects and objects of management
-the behaviour of the system as a whole and the behaviour of people within the
organisation
-the requirements for the staff and the conformity of their behaviour to those
requirements
-the behaviour of the shareholders
?The informal organisation is understood to mean:

-the actual behaviour of people in the organisation, their connections and
interactions with each other
-the lack of a clear organisational structure in the organisation
-an organisation which is not registered with the tax inspectorate
-an organisation which is not registered at the tax office - an organisation which is
not registered at the tax office
?An employee behavioural model is developed in order to:

-development of an incentive system for employees in the organisation
-development of an employee training program
-the identification of dysfunctional activities
-the dismissal of employees
?Individual behaviour is a function of the following variables:

-particularities of the individual, the external environment
-perception, external environment, characteristics of the individual
-the external environment, the type of enterprise, the functional role
-experience, type of business
?Which factor is essential for an association of working people to be considered an

organisation?
-common interests
-common needs
-common purpose
-collaboration of a large number of people
?The process of perceiving the causes of people's behaviour and its results is called
-social cognition
-attribution
-abstraction
-communication
?A concept reflecting a consistent set of characteristics that define commonalities

and differences in human behaviour:
-"human being"
-"individuality"
-"subject"
- "personality"
?Perception is:
-the process of organising information from the world around us in such a way that
it makes sense
-it is the process of discovering the structural and logical relationships between the
events in the environment
-a creative process in the course of which an individual discovers features of an
object that are not visible at first sight
-a process by which an individual makes meaning of elements and phenomena in
the external environment, involving selection, organisation, storage and
interpretation
?Components of attitude:
-affective, cognitive
-affective, cognitive, behavioural
-affective (evaluative)
-affective, informative, behavioural
?If the tasks of the group are quite simple and unrelated, then:
-the cohesion of group members is low
-Group members are required to cooperate with one another
-Each member of the group will strive to compete with the others
-It is easy to evaluate the individual performance of each group member
?Sources of intergroup conflict:

-role interplay
-Individual differences, lack of information, ineffective communication
-interdependency of tasks, ambiguity of power, competition for status
-clear distinction between tasks
?Parameters on which workgroups and teams can be compared

-leader, mission, responsibility, work output, work process, form of joint activity
-size, level of development, leadership, nature of the tasks to be performed, stage
of development
-leadership, work process, form of joint problem solving, methods of performance
evaluation, group cohesion
-composition, leadership, tasks to be solved by the group, nature of interpersonal
relations, creation principle
?Barriers to effective communication:

-personal, temporal, linguistic, semantic, physical, organisational, cultural
differences, communication overload, status differences, reluctance to share
information
-interpersonal, semantic, temporal barriers, filtering of information, interference in
transmission
-perceptual stereotypes, failure to listen, psychological incompatibility, selective
perception of information, differences in value judgments
-Inability to listen, personality, time, organisational barriers, differences in status,
language barriers, communication overload, cultural differences, breach of norms
of controllability, excessive centralisation, uncertainty of rights and responsibilities
?The most relevant to the study of organisational behaviour are:

-verbal and non-verbal communication
-interpersonal communications
-formal and informal communications
-vertical, horizontal and diagonal communication
?Two-way communication process makes:

-message sending
-feedback
-transmission of a message
-decoding of the message
?Elements of the communication process:

-sending message, sending message, receiving message
-coding of a message, transmission of a message, decoding of a message
-value formulation, message, receipt of the message
-?Communicator, message, transmission channels, message receipt, feedback
?Basic criteria for classifying communication in an organisation:

-source, communication content, system component, communication time;
-medium, channels, motives of communication, scope of joint activity, reality of
implementation, scope
-subject, forms, channels, direction of communication, reality of implementation
-form, direction, channels, subject and means of communication, spatial location of
channels
?A special importance is given to rituals and ceremonies:

-in "hard approach" culture
-in all types of cultures
-in a "process" culture
-in any type of culture
?The most correct definition of organisational culture is:
-a set of beliefs, values and norms shared by all members of the organisation
-an element of the internal environment of an organisation
-a way of living, thinking, acting
-The "spirit of the organisation".
?The most complete list of the components of organisational culture:

-value system, staff appearance, ceremonies and rituals
-cultural network, heroes of the organisation
-corporate beliefs and values
-leadership style, organisational heroes, staff appearance
?The main functions of organisational culture include the following:

-providing stability to the organisation
-the achievement of strategic goals
-maintaining organisational stability in a continuously changing business
environment
-to ensure the involvement of all members of the organisation in its common
cause;
?The dependence of an organisation's reputation on the behaviour of its employees

can be seen in the following:
-employees build the organisation's reputation
-Employees destroy the organisation's reputation
-Employees manage the organisation's reputation
-Employees participate in building, maintaining and defending the organisation's
reputation;
?The greatest effectiveness of employees in dealing with customers is shown by

-Employees are most effective when dealing with customers: -attractive customer
behaviour
-selective customer behaviour
-in anti-customer behaviour
-in pseudo-customer behaviour
?The reputation of an organisation does not depend on:

-on the stage of the organisation's life cycle
-on the opinion of consumers
-on the market situation
-the owner's mood
?The main indicator for loyalty:

-customer behaviour management indicators and metrics
-the qualification and competence of the staff in the organisation
-the level of interaction between the organisation and its customers
-the market situation
?The main principles of customer relationship marketing:

-quality of products (services)
-insensibility to the consumers
-Continuous interaction with customers
-a focus on profitable customers
?Stress is good for the individual if it is:

-is short-lived and small
-is the result of an ongoing struggle between people
-occasional tensions in a department which arise because of the work to be done
-Is the consequence of performing work that is not in conformity with
qualifications
?If the unit manager gives regular feedback to subordinates and listens to what
they have to say, this can lead to
-subordinates will become "bogged down" in discussing tasks and delaying their
completion
-subordinates will work productively, but will not be satisfied with their jobs
-Satisfied but sloppy at work
-subordinates will be satisfied with their jobs and will increase their productivity
and job quality
?Guidelines for stress management at the organisational level include:

-Setting specific and achievable tasks
-absenteeism at work
-Employee wellness programmes via unpaid time off
-Collaboration and group decision-making
?The effectiveness of incentives is ensured by

-hard and unconditional coercion
-fear of loss of resources and derogation of the image
-the threat of negative evaluation and its consequences
-a desire for resources and opportunities
?Choose the correct sequence of stages of loss of interest in work:

-Disappointment, confusion, irritation
-Loss of willingness to cooperate, unconscious expectations
-lack of readiness to co-operate, frustration, unconscious hopes, irritation
-disappointment, frustration, unconscious hopes, disappointment, loss of co-
operation
?National business culture and organisational culture relate as follows

-organisational culture is part of national business culture
-The national business culture reflects the peculiarities of the organisational culture
of the companies
-National business cultures strongly influence the organisational culture
-National business cultures influence only the organisation's business culture
?The main components of the process of organisational socialisation involve

-changing attitudes, values and behaviours
-the continuity of the socialisation process over a sustained period of time
-Adapting to new job responsibilities, work groups and organisational functioning
-the reciprocal influence of new employees and managers
?Does the organisational culture allow employees to identify with themselves as an

entity that is different from the others?
-No, it does not, it has other functions.
-yes, it does, because it establishes a common goal and unites the people in the
organisation
-only in small organisations
-in part, if employees work in the same unit
?Factors that influence the formation of corporate culture:

-mission and activity goals, national characteristics
-the development strategy
-the organisational structure of the management
-the division and co-operation of labour within the organisation
?Is the impact of corporate culture the same for the organisation's members?
-yes, it is the same.
-no, it depends on the hierarchical level of the employee
-No, it depends on the incentive structure of the organisation
-No, it depends on the extent to which members of the organisation share common
values and ideas
?In determining the nature and depth of change, should the stage of the
organisation's life cycle be taken into account?
-Yes, it is necessary because each stage has its own specific processes.
-No, this is not mandatory.
-Necessary only in the declining stage
-is necessary if a radical change is proposed?
?In which type of production is the organisation most conducive to improving team
relations?
-in individual, specialised production
-in small series, complex production
-in high-volume production
-in complex mass productions, corporate production
?What is the relationship between strategy and change in the organization?
-no relation
-the strategy is the first step in the change
-the strategy is the final step of the change
-Changes ensure implementation of the strategy
?Are there any positives in resistance to change?

-No, there are no positives.
-yes, there are, because the managers of the organisation re-examine the developed
concept and evaluate the appropriateness of the current situation.
-exist for the organisation's competitors
-competition from within the organisation intensifies
?hoW do the managers of the organisation behave if the change initiatives come
from their subordinates?
-Assist the initiative as much as possible
-discourage initiative
-carry out a thorough analysis of the proposed change and make a decision based
on this analysis
-Encourage subordinates but do not shape the change initiative
?Do I have to delegate authority to implement change?

-needs to be evaluated on a case-by-case basis
-no, it is not feasible
-yes, because it reduces the chances of future resistance to change
-yes, if the change is radical
?The notion of "job satisfaction" is best defined as

-a person's general appreciation of his or her work
-a powerful motivational factor which stimulates a person to do a good job
-a goal which leads to a defined result
-A variable component of the pay, the payment of which is not guaranteed
?What do you think is the main distinguishing characteristic of a workgroup and a

team?
-organisation of the team process
-The amount of responsibility for the organisation's resources
-The amount of responsibility for the organisation's resources and the level of
delegation
-organisation of group process and level of delegation
?The communication space of the leader, based on interdependence, implies:

-identifying weaknesses in the organisation's communication system
-division of communications into top-down and bottom-up
-subdivision of communications into personal and business
-all of the above are true
?What do you think might be the distinguishing characteristic of two organisations

in the same industry (business area-?
-employee hiring practices
-relations between supervisors and subordinates
-level of creativity at work
?What are the "anchors" of an employee's career in the organisation?

-breeding in a large number of relatives
-a high priority for family relations
-a preference for security
-Lack of loyalty to the organisation
?The development of stress occurs in the following order:

-anxiety - resistance - exhaustion
-resistance - anxiety - exhaustion
-depletion - anxiety - resistance
?The "halo effect" as a feature of personality perception means:

-mistaken perception of personality
-perception of a person on the basis of her best features
-perception of a person based on the conclusions drawn from continuous
communication
-The perception of a person based on one character trait, for example, manner of
speaking, appearance, tendency to smile while speaking, etc.
?Individuals begin to change their attitudes:

-When they become aware of the situation
-When they ignore the situation
-Individuals start to change their attitudes: when they become aware of a situation
-under the influence of fear
?Employee behaviour, which is described as follows: "the employee is over-active,

trying to help everyone", shows:
-the employee has persistently high standards
-appearance of a consistently high ability level -appearance of a consistently high
ability level -appearance of an adaptive capacity
- employee has adaptive capacity
-the staff is misused in the organization
?The process of an individual's entry into the organisation involves

-changing attitudes, values and behaviours
-adapting to a new position and to a new work group
-mutual influence of new employees and their managers
-Adoption of the standards of conduct, job descriptions and rules of
communication existing in the organisation
?Motivation and incentives:

-interact with each other
-coordinate
-co-operate
-Are self-reliant?
?What stages do groups go through in their development?

-Forming, doing the job, disbanding
-creation, standardisation, regulation, efficient work, disintegration
-Establishment, structure, standardisation, performance, disbandment
-creation, regulation, performance, disintegration
?The main reasons why people join together in groups:

-desires, emotions, the possibility of achieving personal goals and the
attractiveness of group goals
-easier to work, the leader cannot give the same attention to everyone, so they can
hide behind their colleagues, proximity to home, the chance to avoid personal
responsibility, the desire to play different roles
-geographical proximity, the possibility of meeting different needs, similar
attitudes and values, shared feelings, it is easier to achieve personal goals in a
group
-Spatial and geographical proximity, needs can be met in the group.
?Specify the statements that do not correctly describe the leadership phenomenon:
-leadership is the attempt to use non-coercive forms of influence to motivate
individuals to achieve a certain goal
-leadership is the fact that a person has formal authority over subordinates;
-leadership implies the use of coercion in relation to subordinates
-Leadership is the dominant member's suppression of the others in the group;
?The subject of the conflict means:

-what is claimed by each of the conflicting parties
-opposing positions of the parties on an issue, conflicting interests, striving for
opposite goals
-a subjective existing or imaginary problem which causes a discord between the
parties
- an obstacle to the achievement of goals
?Power in an organisation implies

-social relations that involve the compulsory execution of the will of the leader,
conditioned by his or her power and ability to coerce
-ability and capacity to determine the behavior of other people and groups in any
way
-the superior's orders
-subordination?
?The main reason for differences in employee behaviour:

-differences in educational attainment
-different perceptions of the environment
-different needs, values, and goals
-inheritance
?A. Maslow asserted:

-the satisfaction of higher needs does not necessarily require the satisfaction of
lower needs
-the higher needs are only actualised when the lower needs are satisfied
-lower needs are satisfied in parallel with higher needs
-regression, a return to needs that have already been satisfied, is possible
?The role of perception in the organisation of individual behaviour

-is the basis for all further behaviour
-allows for the shaping of behaviour based on recorded, selected and interpreted
information
-leads to a change in the individual's attitude
-leads to errors in employee evaluations
?Field theory defines

-how the environment and organisational culture of a company stimulate the
employee's work performance
-an orientation towards difficult, interesting work which makes it possible to
discover one's abilities and to realise one's potential.
-corporate mechanisms relating to attachment to the team, the group and the
organisation
-economic motivational mechanisms involving the formation of activity and
interest among economic actors
?Creation of conditions for achieving labour satisfaction:

-increases employee productivity
-reduces labour turnover in the organisation
-increases employee loyalty to the organisation
-leads to a reduction in the unit's payroll
?People with a high need for achievement prefer:

-obtain goals that are too easy or too difficult
-Receive immediate and reliable feedback on their performance
-Not take responsibility for the problem at hand
-Share power with others
?Which motivation theory posits that employees strive for a balance between
"inputs" and "outputs", costs and income, labour costs and remuneration (the main
criterion for assessing balance, the balance of costs and income, is comparing these
figures to those of other employees doing similar work-?
-equity theory
- labour motivation theory
-Vrum's expectations theory
-Maslow's hierarchical needs theory
?Charismatic leadership means the following:

-the leader establishes what the slaves prefer and want, and helps them achieve a
level of performance that provides satisfying encouragement
-Able to influence those in their charge based on a supernatural gift and power of
attraction
-Capable of inspiring and challenging subordinates to achieve higher than
originally planned results and to provide intrinsic rewards
-the ability to attract the attention of others through unorthodox behaviour
?OB draws on influencing techniques from the following disciplines:

-Organisational theory, psychology, management, human resource management
-organisation theory, psychology, management, human resource management, -
logic, logistics, managerial decision-making, -modern natural science concepts
-higher mathematics, organisation of production, statistics
-philosophy, statistics
?Is there resistance to any change in the organisation?

-no, not any, but those that break with tradition.
-if managed well, none
-Practically any
-yes, but only in subordinates
?Career advancement reflects:

-experience
-evaluation
-training
-achievements
?Which theoretical model is more conducive to understanding, predicting and

controlling employees in an organisation?
-social learning model
-cognitive model
-biviorist model
-standard model
?The effectiveness of the guardian model of behaviour depends on

-depends on the motivation of the employee
-the resources available
-the employee's remuneration
-the relationship with the supervisor
?The tendency of the perceiver to exaggerate the homogeneity of the partner's

personality is called
-projection
-perception
-halo effect
-stereopia
?The term "conformism" implies:

-harmonisation of objective patterns and subjective aspirations
-a person who blindly follows the opinion of others
-high level of self-esteem
-low self-efficacy
?OB studies
-the laws and characteristics of work behaviour of individuals, groups and
organisations as a whole;
-psychological characteristics of the individual;
-the mission, goals and objectives of the organisation;
-all these answers are correct
?Organisational behaviour is considered at three interrelated levels

-Individual, group and organisational behaviour
-management, organisation theory, human resource management
-the psyche, the conscience, the emotions;
-no right answers
?The conditions for the formation of organisational behaviour are

- confrontation-collaboration
-"leader-subordinate";
-"habituate-skill";
-"stimulus-response"
?The effectiveness of organisational behaviour is expressed in terms of

-The degree to which the overall objective is achieved;
-The perception of the objective and the willingness to work together;
-The rationality of achieving the objective;
-the choice of the means to achieve the objective
?The OB course is linked to the following disciplines, which include: -basic

management theory; -organisational theory; -systemic management theory; -
disciplines such as
-Management fundamentals, organisation theory, social psychology
-Mathematics, statistics and econometrics;
-Analysis and Audit, Financial Management and Accounting;
?A.Fayol divided the entire management process into major functions

-planning, organisation, recruitment and placement, leadership, control;
-causal identification, exchange, comparison, interpersonal relationship building,
implementation;
-selection and placement, training, career development, restrictions, leadership;
-all answers are correct?
?The founder of the "school of human relations" is

-E.Mayo
-F.Taylor;
-A.Fayol;
-F.Herzberg;
?The main conclusion of the school of human relations was that

-Workers' productivity depends on social conditions, the manager's attention;
-conscious processes play a greater role in shaping behaviour;
-an individual has the right to be himself, while retaining his uniqueness and
uniqueness;
?Scientist J.Watson, a representative of behaviorism, has proven that

-Behavioural responses arise in response to a specific stimulus;
-Human beings have a tendency to imitate the behaviour of others;
-human beings must anticipate the consequences of their behaviour through self-
evaluation;
-all answers are correct.
?According to McGregor's "X" theory, a person

-All the answers are true...
-has an innate aversion to work;
-needs to be forced to work;
-prefers to be led;
?McGregor's "Y" theory is characterised by

-work is natural, like a game;
-the individual tries to get away from work.
-A vanity is insufficient.
-All the answers are correct?
?The ideas of W. Ouchi's "Z" theory boil down to the following:

-all the answers are correct.
-long-term recruitment;
-appraisal and promotion;
-all-round care of employees;
?An individual's adaptation to an organisation manifests itself as:

-An individual's adjustment to the values, norms, conditions and features of the
organisational environment?
-The individual's adaptation to the organisation manifests itself in the following
ways: -the state of experiencing failure, caused by the inability to satisfy needs;
-The individual's aspiration to discover and develop his/her personal abilities as
fully as possible;
-attempt to put oneself in the place of another by rationally comprehending what is
happening to the other person;
?Role dissatisfaction is expressed as

-A person's state of being if one type of expectation for a job is at odds with
another type of expectation;
-A situation in which an employee in an organisation does not understand what his
or her rights and responsibilities are in relation to the job;
-A situation in which the employee has to get along or work together with a person
of a different temperament and with whom he or she does not feel comfortable;
-A situation in which the employee is tired of working and wants to leave the
organisation;
?A lack of clear goals for managers can cause

-Correct answers to all questions
-Excessive stress levels;
-indifference to their careers;
-disregard for important assignments;
?A person's motivation to act is understood as a

-a set of driving forces that motivate a person to work to achieve personal and
organisational goals?
-adapting the body to changed external conditions in order to achieve its own
goals;
- separation from the environment and other people in order to achieve the goals
set;
-reasonable adherence to common opinions, fashionable trends in order to acquire
individuality;
?needs are
-an apparatus by which a work is done, an action;
-a method, a way of action to achieve a goal;
-a human being's state at a certain point in his development;
-a want that needs to be satisfied
?Motives are
-a motive for an action, a reason for doing something
-a phenomenon that causes another phenomenon to occur;
-the degree to which a person is educated and trained;
-the ability to perform a physical action?
?The main difference between stimulation and motivation is that it is a

-an external influence on the behaviour of the employee;
-information about work results; -a force for the attainment of work results; -a
force for the attainment of work results;
-a force that contributes to the achievement of objectives;
-the result obtained in the performance of the activity?
?An individual's internal standards of behaviour can be compared with

-rule;
-prescription;
-code;
?Content theories of motivation do not include:

-K. Lewin's theory
-Maslow's hierarchical theory
-K. Alderfer's ERG theory of needs
-D. McClelland's theory of needs
?Content theories of motivation reveal

-reasons for human behaviour;
-the values of human beings;
-values of the activity process;
-the means to an end; -the means to an end
?Identify the primary group of needs in Maslow's pyramid

-physiological needs, safety and security;
- belonging and belonging;
-acceptance and esteem;
-self-expression
?When managing people with self-expression needs, it is necessary to

-Involve them in activities which require creativity;
-strive to give them small, uncomplicated tasks
-Limit their freedom to choose how to do things;
-create a safe and secure insurance system
?What are the needs not related to Alderfer's theory?

-Achievement needs;
-existence needs;
-the need for connection;
-growth needs
?K.Alderfer's theory differs from A. Maslow's theory

-The movement from need to want goes both ways;
-needs are located hierarchically;
-movement from need to need goes only from the bottom upwards;
-all answers are correct.
?Д. McClelland believes that, in order for a manager to succeed, the most
important requirement is the desire to
-to solve group problems;
-power for the sake of power;
-to command others;
-power for the sake of vanity;-power for the sake of power; -power to command
others;
?The process theories of motivation explain

-How people should be influenced to perform;
-what promotes advancement in the job hierarchy;
-what conditions should be created for the successful adaptation of the employee's
personality;
-which groups of needs influence a person's behaviour?
?The essence of V.Vroom's expectation theory is

-The existence of an active need in a person;
-The expectation that the behaviour chosen will result in the fulfilment of that
need;
-the pursuit of self-actualization;
-receiving only a valuable reward;
?The starting point of the Adamsian motivational theory of fairness is

-The employee subjectively determines the relationship between the reward
received and the effort expended;
-an employee relates his reward to the rewards and labour inputs of others doing
similar work;
-The lack of fairness causes psychological tension and deviation in OB;
?The practical use of McGregor's "X" and "Y" theories depends on

-The level of development of consciousness and personnel qualities;
- involvement of an employee in a particular informal group;
-inconsistency between goals, contents and working methods;
-the stage of development of the small professional group;
? E.Locke's goal-setting theory assumes that

-the emotional state of the individual influences the choice of goals;
-personal relationships determine the employee's goals;
-A person's behaviour is determined by the goals for which they act;
-A person's susceptibility to group pressure adjusts his or her behaviour to other
people's goals;
?Conflict is
-control;
-problem;
-consequence;
-coercion;
?Conflict management is
-addressing the causes of conflict;
-minimisation of the causes of conflict;
-correcting the behaviour of the participants;
?Conflict strategy means

-means and techniques to achieve an objective;
-The overall plan for conducting the conflict;
-temporal and spatial characteristics;
-emotional attitude towards what is happening;
?In a confrontation strategy, the manager actively uses the

-the power of law;
-relationships;
-authority;
?In a strategy of accommodation, priority is given to

-fighting for personal interests;
-The interests of the opponent; - the interests of the opponent; - the interests of the
opponent.
-a temporary pause in relations with an opponent;
-preserving or restoring harmony in interpersonal relations;
?A manager's compromise strategy is characterised by a
-a middle ground between the interests of the conflicting parties?
-priority of the rival's interests;
-prioritizing only one's own interests;
-focusing on the hierarchical superior-subordinate vertical;
?Conflict avoidance allows

-assess the strengths of the conflicting parties;
-analyse the weaknesses of the conflicting parties;
-to return to a normal emotional state;
-?Do not disrupt the interpersonal relationships of the conflicting parties;
?What has been emphasised within the classical school of management?

-?Rational human behaviour
-management of people
-management of human resources
?Conflicts that do not involve people who are subordinate to each other are:
-horizontal
-vertical
-direct
-concerns
?What was the name of the theory proposed in "modern management theory"?
-"X" and "Y"
-Maslow
-A.Fayol
-no correct answer
?On the question of human behaviour, which statement belongs to the "Y" theory?
-Work is as natural for a person as play is for a person -Work is a repetitive
process
-Work is a repetitive process
-no correct answer
?In what sequence did the school of management evolve?

-Classical, behavioural, management science, case management approach
-Classical, Behavioural, Situational Management Approach, Management Science
-Classical, managerial science, behavioural science, situational approach in
management
-Classical, Situational Approach in Management, Behavioural, Management
Science
?At what stage in the development of conflict is negotiation appropriate?
-Competition
-at the beginning
-at the end
-no right answer
?Competitive pay levels that allow for insurance material savings are:
-Material methods
-intangible methods
-competitive method
-No answer is correct
?What is the essence of planning?

-A justified determination of the main directions and proportions of production
development, taking into account
material resources
- Reasonable determination of the main trends and proportions of production
development, taking into account material resources
- Reasoned determination of the main trends and proportions of production
development without considering material resources
- no correct answer
?Who created the concept of "management grid"?

-Robert Blake
-Maslow
-Fayolle
-Keroll
?Conflicts caused by failure to meet certain demands of participants or by an

unfairly, in the opinion of one or both parties, the distribution of any advantages
between them and aimed at achieving a particular result, are
-Realist conflicts
-complicated conflicts
-Conflict of interest
-no correct answer
?The mission is:

-The purpose for which the organisation exists and which is to be achieved in the
planning period
-obligation of the company
-commission of the director
-a task to be accomplished by the employee
?What affects the process in the system in the systems approach?

-The external environment and feedback
-People
-negotiations
?What is the main positive method of conflict resolution?

-Negotiation
-Silence
-Humour
-?Ignore it.
?The black box principle is an element of:

-Systems approach
-Group approach
-?Individual approach
?What is the main way of motivating work?

-Rewarding
-words
-literacy
-criticism
?What is the order of the elements in the hierarchy of needs in ascending order?
-Physiological, safety, belonging and love, self-respect, need for personal
improvement
-security, physiological, belonging and love, self-esteem, need for personal
improvement
-physiological, safety, self-respect, belonging and love, need for personal
improvement
-Physiological, safety, belonging and love, need for personal improvement, self-
respect,
?Who offered his view of management theory, called Theory "Z" and Theory "A"?
-William Ouchi
-Maslow
-Faiole
-Keroll
?The joint discussion by the conflicting parties, possibly involving a mediator, of

the issues in dispute in order to reach agreement is:
-Negotiations
-conflicts
-agreement
-No answer is correct.
?Which approach should take into account technical, environmental, economic,
organisational, social, psychological, political and other aspects of management
and their interrelationships?(If one of these is omitted, the problem will not be
solved)?
-Comprehensive
-Systemic
-individual
-Group
?Who proposed the hierarchy of needs theory?

-Maslow
-Faiole
-Keroll
-no correct answer
?The methods used in organisational behaviour:

-economic-mathematical;
-socio-economic;
-socio-psychological;
-socio-psychological and economic-mathematical?
?Informal organisation is defined as:

-the actual behaviour of people in an organisation, their connections and
interactions with each other;
-The lack of a clear organisational structure in the organisation;
-An organisation which is not registered with the tax authorities;
-A relationship of friendly people?
?There are aspects of organisational behaviour:

-management-customer relationships;
-generational relationships;
-The behaviour of the system as a whole and the behaviour of individuals;
-the behaviour of associates?
?A persistent tendency to feel or behave in a certain way towards someone is seen

as:
-self-image;
-attitude;
-principledness;
-stubbornness
?Motivation and stimulation are related as follows:

-are synonymous;
-are interdependent; -are mutually dependent on each other
-They co-operate
-Interact with each other?
?A set of methods, forms and means of managing an organisation to achieve its

objectives:
-modernisation;
-marketing; -marketing;
-management;
-planning?
?A group formed for the long-term performance of a particular function is called:

-permanent;
-?functional;
-productive;
-An interest group
?Conflict arises when role behaviour:

-conforms to the role expectation;
-?Undefined;
-is explicitly at odds with the role expectation;
-does it not sufficiently meet the role expectation?
?The subject of a conflict is:

-an objectively existing or imagined problem that is the cause of discord between
the parties;
- something that is claimed by each of the conflicting parties;
-an obstacle to the achievement of objectives;
-a mismatch of interests?
?The manifestation of inter-group conflict includes:

-determined positions of the parties;
-an intensification of interactions;
-An increase in cohesion between groups;
-clashes between different groups?
?The authority of a supervisor is defined as:

-ability to carry out tasks;
-The right to make decisions in his position without the approval of a superior;
-The right to make decisions in all matters;
-The authority of a manager?
?The basis of power in an organisation is:

-voluntary obedience;
-The authority of the supervisor;
- orders and instructions from management;
-coercion, resources, voluntary obedience?
?The need for power in an organisation is determined by the fact that:

-authority leads to disorganisation;
-Power exists to suppress the individual;
-Power is an organizing principle;
-Power serves to isolate the organisation?
?Verbal communication is carried out with the help of:

-gestures;
-information technologies;
-distance between communicators;
-verbal communication?
?The communication process is authentic:

-the presence of the recipient;
-received message;
-decoded message;
-feedback.
?The most relevant to the study of organisational behaviour is: -the presence of the
recipient; -the received message; -the encoded message; -feedback:
-communication carried out by technical means;
-vertical, horizontal and diagonal communications;
-interpersonal communications;
-formal and informal communications
?Managerial effectiveness is determined by:

-connecting people for the purpose of working together;
the volume of production; -the development of market relations; -development of
relations with the market;
-the development of market relations;
-the entrepreneurial activity of subordinates
?The perceived reason for an individual's actions and deeds is defined as:
-objective;
-objective; -mission;
-mission;
-motive
?The realisation of the functions to be performed by any leader:

-tactics;
-objective;
-management;
-planning
?The life cycle of an organisation is characterised by:
-the period of promotion;
-The time during which the organisation goes through the phases of its operation;
-the period of activity of the organisation;
-The period of emergence
?The transformation of a message into a meaningful form:

-compatibility;
-information;
-decoding;
-construction
?The functional areas of the organisation that determine its profile and
specialisation:
-The main functions of the organisation;
-The main functions of the organisation;
-the special functions of the organisation;
-non-specific functions of the organisation
?An end result or by-product of an activity which is of value to staff and which
satisfies their actual needs:
-Remuneration;
-experience;
-relation;
-conflict
?A variety of the organizational conflict which is shown at a level of the person of

the worker and caused by different role positions:
-international;
-role;
-extradepartmental;
-political
?A conflict that occurs between two or more individuals who are in opposition to
each other:
-role-based;
-group;
-interpersonal;
-inter-organisational
?The Delphi method involves:

-Generating alternative solutions through a series of surveys;
-Generating ideas through free discussion;
-Mimicking the success of others;
-Individual and group research in organisations
The process of reaching a joint decision when stakeholders have different

preferences:
-conflict;
-conflict; -meeting;
-Negotiation;
-management
?The author of the "Theory of Expectations" is:

-R.Haus;
-A.Maslow;
-K.Alderfer;
-V.Vroom; ?
?Differences relating to gender, race, ethnicity, age and physical ability in an

organisation can be defined as:
-demographic differences;
-Workforce diversity;
-social diversity;
-ethnographic differences
?Theories that describe the different needs that can motivate individual behaviour:
-content;
-processual;
-motivations;
-attributions
?Strategies for planned change do not include:

-coercive force;
-rational persuasion;
-power sharing;
-spontaneous change?
?Does any change in the organisation cause resistance:

-practically any;
-only causes resistance in subordinates;
-In good management, it causes none;
-No, not any, only one that breaks with tradition?
The organisation's leader should act if the initiative for change comes from his
subordinates:
-claim authorship of the change;
-Rescind the initiative;
-Analyse the proposed change and make a decision;
-Assist the subordinates' initiative in any way possible?
? "Open" problems manifest themselves in:

-friendly;
-mutual aid;
-conflict; -conflict;
-creating?
?Information exchange between two or more people:

-communication process;
-hearsay;
-knowledge;
-socio-political process
?The exchange of information between different departments to coordinate actions

is a type (type-of-communication:
-horizontal;
-vertical; -vertical;
-exchange with the external environment;
-diagonal?
?Upward communication usually takes the form of:

-congratulations, wishes;
-reports, explanatory notes;
-?Rumours, assumptions;
-?Orders, instructions?
?Initiative, information, defence, decision-making, conflict resolution, critical

analysis are elements of the:
-communication process;
-?the process of implementation;
-a management process;
-adaptation process?
?Douglas McGregor's "X and Y theory" refers to:

-authoritarian;
-democratic;
-liberal-populist;
-managerial
?Methods that rely on the authority of the manager, his right to give orders are: -
democratic; -liberal-admissive; -managerial?
-democratic;
-Control and managerial methods are: -democratic; -organizational-administrative;
-Authoritarian;
-official-pragmatic
?The Hershey and Blanchard situational leadership model suggests the following
leadership style for subordinates with low levels of readiness:
-"selling" style;
-"delegating" style;
-"engaging" style;
-"presenting" style.
?The role of leadership is to ensure:

-functioning stability;
-security of performance;
-sustainability of functioning;
- beneficial change
?Effective leadership behaviours are:

-leadership styles;
-leadership conditions; -leadership conditions;
-leadership principles;
-use of power
?Relationships that develop between participants who are in frequent physical

contact, where it is possible to observe each other's behaviour in different
situations, are defined as
-secondary relationships;
-complex relationship;
-primary relationship;
-simple relationship
?The degree to which members of a group are satisfied with working together and
are attracted to the prospect of continuing to do so is:
-group cohesion;
-group behaviour;
-group relations;
-Group success?
?The theory according to which the personality is formed and develops in

accordance with its innate qualities and characteristics; the social environment
does not play a special role in this process:
-biological;
-sociological;
-Z. Freud's psychoanalytic theory;
-dynamic theory of C. Jung
?Content theories of motivation focus mainly on:

-personal traits;
-needs;
-conclusions;
-results?
?Group behaviour is not characterised by:

-the emergence of group norms;
-The emergence of a leader or initiative core;
-The persistence of misconceptions;
-?The encouragement of individual opinion?
?The ability to establish and maintain the necessary contacts with others, namely to
achieve mutual understanding, a clear understanding of the situation and the
subject matter of communication is:
-communicative competence;
-leadership traits;
-organisational management;
-behavioural competence?
?The type of communication where the interests of the case are more important
than possible personal differences when dealing with an issue:
-business communication;
-formal and role-based communication;
-manipulative communication;
- secular communication?
?When performers have a good, sometimes better, understanding of the subtleties

of work and can bring novelty and creativity to it, this is usually the case:
-authoritarian leadership style;
A-democratic leadership style;
-consultative leadership style;
-dominant leadership style?
?The conflict generated by the contradictory ambiguity of the role played by the
individual: on the one hand, realistically, on the other hand, in the perception of the
individual himself, is:
-multiple;
-personal-role;
-intergroup;
-intra-role; * intra-group; * intra-role.
?Conflicts that are indifferent to the objects of the conflict and are held mainly by
motives are:
-social conflicts;
-psychological conflicts;
-emotional conflicts;
-organisational conflicts
?Which definition best reflects the main objectives of the discipline?

"Organisational Behaviour":
-understand, learn to predict and manage the behaviour of people in an
organisation;
-explain reasons for the behaviour of individuals in particular contexts;
-Predict the future behaviour of employees;
- mastering people management skills;
?What is the first stage in the development of the theory of organisational

behaviour?
-cultural;
-classical;
-human relations management;
-the stage of socio-group norms of behaviour;
?The essence of equity and fairness theory:

-creating favourable working conditions for all employees;
-fair evaluation of an individual's efforts in comparison to those of other
employees;
-Meeting the needs of different levels of employees;
- Consideration of the individual capabilities of the employee;
At the organisational behavioural level, decision-making is seen as

-A key mechanism for managing organisational behaviour that determines both the
organisational climate and organisational performance;
-condition for employee development;
a condition of trust in the leader; -a condition of trust in the leader;
-possibility to take into account the individual capabilities of employees; -
opportunity to be creative; -condition for creativity;
?Identify the most complete and correct description of the scientific discipline of
Organisational Behaviour:
-develops practical and applied approaches to analyse the causes of human and
group behaviour;
-develops and provides applied approaches to managing the behaviour of people
and groups in organisations;
-is concerned with the phenomena of managing the behaviour of people and groups
at the micro level;
-implements theoretical approaches and concepts for managing people and group
behaviour at the macro level;
-develops and provides theoretical approaches and concepts on managing people
and group behaviour at macro level to a greater extent
?The extent to which the needs of the organisation and the needs of employees are
interrupted
characterises to a greater extent:
-the organisation's mission;
-organisational climate;
-the presence of training programmes; -the level of conflict in the organisation; -
the organisation's climate;
-The level of conflict in the organisation;
?Which organisational behaviour model are we talking about if the needs of the
organisation and the needs of the people overlap to a large extent?
-"win-win" model;
-"win-loss" model;
- win-win model on both sides;
-gain-loss model on both sides;
-"win-loss" model,
?Which model of organisational behaviour is in question if there is a psychological

barrier that makes it difficult for the two parties, the organisation's management
and the employee, to communicate reasonably:
- "win-win" model on both sides;
- win-win model on both sides;
- "win-win" model;
-loss model;
-gain-loss model?
?Which model of behaviour in the organisation is characterised by the presence of

a conflictogenic background, expressed in an aggressive and hostile psychological
atmosphere, which is particularly pronounced in the polarisation along the vertical:
-winner model;
-winningsmodel;
- "win-loss" model on both sides;
-gain-loss model on both sides;
-winner-loser model?
?The communication flow moving from one level in a group or organisation to

another from a lower to a higher level, is referred to as:
-downward;
-ascending;
-horizontal;
-operational;
-effective?
?Define the purpose of bottom-up information in an organisation:

-increases the timeliness of decisions made;
-decreases the degree of distortion of information;
-informs about current issues, performance from the employees' point of view;
-increases the autonomy and responsibility of those involved in the
in a joint activity;
-solves creative problems effectively; and
?What is the main function of informal communication in the organisation?

-manipulation of information;
-a feedback mechanism that signals the interests and needs of the staff;
-performance appraisal by the manager;
-a means of bringing outsiders together in a coalition;
-produces an increase in employee anxiety
?The external mechanism for managing group behaviour, the individual level of
behaviour, operates through:
-organisational culture and the system of formal and informal relationships carried
out in a given organisation;
-professional and personal development of the organisation's employees;
-values of specific groups;
-the solving of problematic situations in the organisation;
-the employees' performance evaluation
?The internal mechanism for managing group and individual behaviour in the
organisation is realised through
-Sustainable system of perceptions of the self, through the impact on the image of
the self, which influence interpersonal behaviour in the group;
-management of communicative flows;
-implementation of staff development programmes;
-the appraisal of employees' performance;
-the realisation of the organisation's mission.
?The purpose of the organisational behaviour management model developed by

Joseph Laft and Harry Ingram (Johari Window):
-Awareness in organisational behaviour;
-manipulating another person;
-demonstrating behaviour;
-activation of defence mechanisms of behaviour;
-personal and professional growth of the employee
?An important mechanism for managing the individual level of organisational

behaviour is:
-assessment of the employee's performance;
-Setting a goal or an objective for professional activity;
-The individual characteristics of the employee are taken into account;
-pecuniary and non-pecuniary incentives;
-a feeling of meaningfulness of work
?The SMART technology is a technology of

-the interaction between supervisor and employee;
-Aiming; -motivation; -motivation;
-motivation; -organisation; -motivation;
-organisation;
-assessment
?The method contributes to the effectiveness of managerial decisions:

-observation;
-testing; -testing; -discussion; -reinforcing the effectiveness of the decisions made
by the managers;
-conversation; -sociometry; -synthesis; -discussion; -discussion;
-sociometry;
-Brainstorming in different variations.
?The method of getting an objective picture of the organisation "over the head" of
the line manager helps in an effective and quick way:
-questionnaire;
-testing;
-"brainstorming" ?
-the chief goes "into the crowd"
-sociometry.
?Identify the definition of counterculture:

-culture shared by the majority of employees;
-culture of a social or demographic group;
-A culture that opposes the dominant organisational culture;
-culture of interpersonal relationships in the workforce;
-a management culture that is characterised by management methods, leadership
style
?The most important thing in managing change in an organisation, from an

organisational behavioural perspective, is to:
-overcome employee resistance to innovation;
-transmit information to employees;
-introduce new technology;
-to restructure the organisation;
-adopt a new planning system
?What are the recognised standards developed in a group as a result of long

interaction between group members?
-Group dynamics
-roles
-group norms
?What are organisations, which are applied in the field of high technology, with
false innovation processes, based on the knowledge and competence of the staff?
-dhocracy organisations
-corporate organisations
?Who conducted the experiments at the Western Electric plant in Hawthorne that
resulted in the formulation of the human relations doctrine?
-Albert Bandura.
-Alton Mayo.
-George Kelly
-A and B
?What is meant by the skeleton of the organisation, the pattern of positions and
units on which the formal relationships between people in the organisation are
based?
-organisational design
-organisational structure
?What are the names of organisations, which are characterised by stable

production, a clear division of labour, hierarchy of management, standardisation of
activities, predominance of organisational values over personal values?
-dhocratic organisations
-corporate organisations
?What are the sources of group effectiveness?

-skills
-group norms
?What is motivation?
-The achievement of personal goals through the achievement of common goals
-the process of motivating an individual or a group of people to act in order to
achieve organisational goals
-pursuit of a desired outcome
?Who proposed a classification of human needs and the relationships between

them, arranged in a hierarchy in which higher needs are not in the foreground until
lower level needs are met?
-Abraham Maslow
-Rensis Likert
-Frederick Taylor
-no correct answer
?What is the reason for the existence of informal communication in organisations?

-Lack of discipline in a team
-A lack of authority among managers
-In the overload of official communication channels
-In the informal structure of the organisation.
?Determine which companies are characterised by a divisional organisational

structure:
-Any company
-Large, diversified companies
-Companies that operate in several different market segments
-Medium-sized, specialised companies
?What are the groups that are created by management decision in the structure of
the organization to perform specific tasks that contribute to the organization's
goals?
-Management teams
-Formal groups
-informal groups
-no correct answer
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?

Which definition best reflects the main objectives of the discipline of

?What is the first stage in the development of the theory of organisational

?Organizational behaviour as a scientific discipline was formed in:

?The essence of the theory of equality and justice:

?At the organisational behavioural level, decision-making is seen as:

?What is the number of levels at which OB analyses can be conducted?

?Which organisational behaviour model is referred to if the needs of the

?Which behavioural model is in question if there is a psychological barrier that

?Which statement sufficiently describes the function of communication in an

?A communicative, active structure, without a formal leader, which allows all

?Define the purpose of bottom-up information in an organisation:

?Identify the main function of informal communication in the organisation:

?The purpose of the organisational behaviour management model developed by

?The SMART-technology is the technology of

?Increasing the effectiveness of management decisions is facilitated by the method:

?Highlight the definition of counterculture:

?The most important thing in managing change in an organisation, from an

?...? - people, who are characterised by a permanent search for improvement,

?A person working under an employment agreement (contract-, subject to the

?Subjectivity (imagery - perception) is?

?An unconscious psychological state, an intrinsic quality of the subject based on

?A combination of individual psychophysical characteristics of the human nervous

?The common components of the meaning of life as recognised and accepted by

?Targeted action on an individual's formed system of motives for organisational

?Identification and investigation of the individual's internal drives that condition

?What do the hygiene factors relate to?

?What do the motivating factors relate to?

?The systemic interaction of motives with other psychological phenomena is?

?The interlocutor's response, which indicates how successful the communication

?Violation of generally accepted rules and procedures of interaction between

?Body movements, intonation of speech, facial expression, especially the eyes,

?What are the types of conflicts (according to the number of participants)?

?What is the state of an individual that occurs in response to various extreme

?What are the names of organisations that are characterised by sustainable

?What is the best form of conflict resolution?

?What are the sources of group efficiency?

?What is the reason for the existence of informal communication in organisations?

?Identify which companies are characterised by a divisional organisational

?What makes a functional conflict?

?If "individualism" prevails in an organisation, then:

?The indications for a democratic management style are:

?Changes in the behaviour and condition of the recipient of information in the

?What is a conflict incident?

?Which of the following statements is false?

?Which of the following statements is true?

?Impression control is:

?Within the characterisation of charismatic leadership, the term "empathy" means:

?What is the meaning of Mitchell and House's Pathway to Purpose model?

?Power, which is closely associated with some people's desire to be associated

?Highlight the characteristics of a manager (NOT a leader) in the choices offered:

?Trust, which relies on facts, evidence, observations and conclusions reached by

?A leader shares ideas, facilitates decision-making by subordinates?

?A mentoring style of leadership is appropriate in the following situations:

?Emotional intelligence is the skill to

?The concept of the eight team roles is by:

?A team member who plays a relationship-oriented role: