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Organizational
Behavior
1. Define Organizational Behavior.
Answer: Organizational Behavior (OB) is a field of study devoted to understanding, explaining, and improving the attitudes and behaviors of individuals and groups in organizations. It helps managers increase job performance and organizational commitment.
2. Why is Organizational Behavior important for
managers?
Answer: Organizational Behavior is important because:
- It improves job performance of employees
- It increases organizational commitment
- It reduces employee turnover
- It enhances productivity and profitability
- It helps managers understand human behavior at work
3. Explain the contributing disciplines of Organizational
Behavior.
Answer: Organizational Behavior is interdisciplinary in nature and draws from:
- Psychology – job performance, motivation, emotions, satisfaction
- Social Psychology – influence of people on behavior
- Sociology – teams and organizational structure
- Anthropology – organizational culture
4. What are the two main individual outcomes in
Organizational Behavior?
Answer: The two main individual outcomes are:
- Job Performance – how well employees perform job duties
- Organizational Commitment – the desire of employees to stay with the organization
5. What are Individual Mechanisms? Explain any three.
Answer: Individual mechanisms are factors that directly affect job performance and organizational commitment. Any three:
- Job Satisfaction – employees’ feelings about their job and daily work
- Motivation – forces that drive employees’ work effort
- Stress – psychological response to job demands (Other mechanisms include trust, justice, ethics, and learning & decision making.)
- Organizational Structure – how departments communicate and coordinate
- Organizational Culture – shared values and beliefs guiding behavior
9. Explain the Integrative Model of Organizational
Behavior.
Answer: The Integrative Model of OB shows how:
- Individual characteristics
- Group mechanisms
- Organizational mechanisms influence individual mechanisms, which then affect individual outcomes such as job performance and organizational commitment.
10. What is the Resource-Based View (RBV) of
organizations?
Answer: The Resource-Based View states that an organization’s success depends on its resources. These include financial, physical, and human resources. Human resources are the most valuable as they are rare and hard to imitate.
11. What makes a resource valuable according to the
Resource-Based View?
Answer: A resource is valuable if it is:
- Rare
- Difficult to imitate
- Developed over time Sources of value include history, numerous small decisions, and socially complex resources like culture, trust, and teamwork.
12. “Organizational Behavior affects bottom-line
profitability.” Explain.
Answer: Organizational Behavior improves employee performance, satisfaction, and commitment. According to the Resource-Based View, skilled and committed employees create competitive advantage, which increases organizational profitability.
13. What is Organizational Culture?
Answer: Organizational culture refers to shared values, beliefs, and norms that influence how employees think, feel, and behave in an organization. It represents “the way things are done” in the organization.
14. Write a short note on Research Evidence in OB.
Answer: Research evidence shows that good employees are rare and difficult to imitate. Their knowledge, skills, and experience create valuable resources that provide organizations with a competitive advantage.
Topic 2: Job Performance
topic 2
b. Increasingly important due to globalization and technological change.
3. Creative Task Performance a. Developing ideas or outcomes that are both novel and useful. b. Essential for innovation and competitive advantage.
5. What is Job Analysis? Explain the steps involved.
Answer: Job analysis is a systematic process used to identify task performance behaviors. Steps:
- Generate a list of job activities using observations, surveys, and interviews
- Subject matter experts rate each activity
- Activities that are most important and frequent are retained
6. Define Citizenship Behavior.
Answer: Citizenship behavior refers to voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving its overall quality and effectiveness.
7. What are the two main types of Citizenship Behavior?
Answer:
1. Interpersonal Citizenship Behavior
Benefits coworkers. Examples:
- Helping – assisting coworkers with heavy workloads
- Courtesy – keeping coworkers informed
- Sportsmanship – maintaining a positive attitude
2. Organizational Citizenship Behavior
Benefits the organization. Examples:
- Voice – offering constructive suggestions
- Civic Virtue – attending voluntary meetings
- Boosterism – promoting the organization positively in public
8. Define Counterproductive Behavior.
Answer: Counterproductive behavior refers to employee behaviors that intentionally hinder organizational goal accomplishment.
9. Explain the types of Counterproductive Behavior.
Answer:
1. Property Deviance
2. Production Deviance
- Wasting resources
- Substance abuse at work
12. What is Performance Management?
Answer: Performance management involves using job performance information to improve employee performance and organizational effectiveness.
13. Explain Management by Objectives (MBO).
Answer: Management by Objectives is a performance management approach where managers and employees jointly set specific and measurable goals. Performance is evaluated based on the extent to which objectives are achieved.
14. What are Behaviorally Anchored Rating Scales
(BARS)?
Answer: BARS measure job performance by directly assessing behaviors using critical incidents. These incidents describe effective and ineffective behaviors that help evaluate employee performance accurately.
15. Explain the 360-Degree Feedback system.
Answer: 360 - degree feedback collects performance information from supervisors, peers, subordinates, and others who have direct knowledge of an employee’s performance.
16. What is Forced Ranking?
Answer: Forced ranking is a performance evaluation system in which employees are ranked relative to one another, from highest to lowest performers.
Topic 3: Organizational Commitment
Topic 3
1. Define Organizational Commitment.
Answer: Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization. Employees who are not committed are more likely to engage in withdrawal behavior.
2. Explain the types of Organizational Commitment.
Answer: There are three major types of organizational commitment:
1. Affective Commitment
- Emotional attachment to the organization
- Employees stay because they want to
2. Continuance Commitment
- Awareness of costs associated with leaving
- Employees stay because they need to
- Lack of alternative employment opportunities
- Embeddedness (links, fit, and sacrifice related to leaving)
6. What is Embeddedness?
Answer: Embeddedness refers to the extent to which employees have links to their organization and community, how well they fit in, and what they would have to sacrifice by leaving their job.
7. Explain Normative Commitment.
Answer: Normative commitment exists when employees feel that staying with the organization is the right or moral thing to do. It often develops due to feelings of obligation created by organizational investments or ethical practices.
8. Define Withdrawal Behavior.
Answer: Withdrawal behavior refers to employee actions that provide a physical or psychological escape from the work environment due to low commitment.
9. What are the types of Withdrawal Behavior?
Answer:
1. Psychological Withdrawal
- Socializing
- Looking busy
- Moonlighting
- Cyber loafing
2. Physical Withdrawal
- Tardiness
- Long breaks
- Missing meetings
- Absenteeism
10. Explain Exit, Voice, Loyalty, and Neglect.
Answer:
- Exit – actively leaving the organization (active, destructive)
- Voice – trying to improve the situation (active, constructive)
- Loyalty – staying and maintaining effort (passive, constructive)
- Neglect – reducing effort and interest (passive, destructive)
11. How does Organizational Commitment affect
employee behavior?
Answer: Higher commitment reduces withdrawal behaviors and increases citizenship behaviors, performance, and retention. Low commitment increases absenteeism, turnover, and reduced productivity.
15. How can organizations increase Normative
Commitment?
Answer: Normative commitment can be increased by:
- Providing training and development opportunities
- Creating ethical and socially responsible practices
- Investing in employees to build feelings of obligation
