MGT 291 EXAM 1 QUESTIONS AND
ANSWERS (VERIFIED AND UPDATED)
Organizational Behavior (OB) - ANS Understanding, explaining, and ultimately improving
attitudes & behaviors of individuals and groups within an organization
Job Performance (behaviors) and org commitment (beliefs, attitudes, emotions) - ANS 2
primary OB interests - individual outcomes (and what they are linked to)
Resource Value - ANS Rarity and Inimitable factors contribute to ____ _____
History, # small decisions, socially complex resources - ANS 3 characteristics of inimitable
factors of a person that lead to higher resource value
History - ANS This cannot be bought and is a collective pool of wisdom, experience, and
knowledge that benefit an organization through 1 person having it
Rule of 1/8 - ANS Only 1/8 or 12% of orgs will do what is required to build profits by putting
people 1st (1/2 orgs see connection between mgt of people and profits, 1/2 of that don't only
make single changes, and 1/2 of that do it for long enough)
Theory, Hypothesis, Data, Verification - ANS Scientific method (Sir Francis Bacon made in the
1600s)
Social Undermining - ANS Sabotaging coworkers reputations and making them look bad
@2026/2027 ALLRIGHTS RESERVED.
,Task performance, citizenship behavior, counterproductive behavior - ANS 3 broad categories
of thing "Good Performers" do(/don't do)
Task Performance - ANS behaviors directly involved to transform org resources into goods
and services | set of explicit obligations for employee to receive compensation and continued
employment
Citizenship behavior - ANS Voluntary activities (rewarded or not) for improving overall quality
of the workplace
interpersonal, organizational - ANS 2 types of Citizenship behavior ___________ (helping,
courtesy, sportsmanship) and __________ (voice, civic, virtue, boosterism)
Counterproductive Behavior - ANS Intentional employee behavior that hinders org goals
(assessed by organizational to interpersonal and minor to serious)
Production deviance - ANS Organizational and minor counterproductive behavior | i.e.
wasting resources, substance abuse
Political deviance - ANS Interpersonal and minor counterproductive behavior | i.e. gossiping
and incivility
Property deviance - ANS Organizational and serious counterproductive behavior | i.e.
sabotage and theft
Personal Aggression - ANS Interpersonal and serious counterproductive behavior | i.e.
harassment and abuse
Knowledge work - ANS Trend that involves becoming more relevant that jobs involving
physical activities and work
@2026/2027 ALLRIGHTS RESERVED.
, Service work - ANS Trend that is one of the fastest growing and largest sectors of the
economy | work that provides nontangible goods to customers through direct electronics,
verbal, or physical interaction
Gig work - ANS Trend that is short term in nature, can be primary or secondary income, and
examples include uber, doordash, and etsy
Management by objectives (MBO) - ANS Set SMART goals mutually and evaluate if employee
achieves them | Application of employee job performance and org performance
Behaviorally Anchored Rating Scale (BARS) - ANS Measures performance by assessing job
performance behavior and "critical incidents" (effective and ineffective behaviors) | Application
of employee job performance and org performance
360 degree feedback - ANS Best for improving and developing employee talent because of
bias, power, etc. | Application of employee job performance and org performance
Forces Ranking - ANS "Vitality curve": top 20% A Players, middle 70% vital B players, and
bottom 10% C Players | Application of employee job performance and org performance
Social Media Performance Dialog / Social Media MGT - ANS Timely and relative | Application
of employee job performance and org performance
Correlation - ANS 0 to 1, .5 = strong, .3 = moderate, and .1 = weak
Causation - ANS 1 variable causes another
Org commitment - ANS desire on part of employee to remain member of org | influences
whether employee stays a member of the org (retained) or leaves to pursue another job (turns
over)
@2026/2027 ALLRIGHTS RESERVED.
ANSWERS (VERIFIED AND UPDATED)
Organizational Behavior (OB) - ANS Understanding, explaining, and ultimately improving
attitudes & behaviors of individuals and groups within an organization
Job Performance (behaviors) and org commitment (beliefs, attitudes, emotions) - ANS 2
primary OB interests - individual outcomes (and what they are linked to)
Resource Value - ANS Rarity and Inimitable factors contribute to ____ _____
History, # small decisions, socially complex resources - ANS 3 characteristics of inimitable
factors of a person that lead to higher resource value
History - ANS This cannot be bought and is a collective pool of wisdom, experience, and
knowledge that benefit an organization through 1 person having it
Rule of 1/8 - ANS Only 1/8 or 12% of orgs will do what is required to build profits by putting
people 1st (1/2 orgs see connection between mgt of people and profits, 1/2 of that don't only
make single changes, and 1/2 of that do it for long enough)
Theory, Hypothesis, Data, Verification - ANS Scientific method (Sir Francis Bacon made in the
1600s)
Social Undermining - ANS Sabotaging coworkers reputations and making them look bad
@2026/2027 ALLRIGHTS RESERVED.
,Task performance, citizenship behavior, counterproductive behavior - ANS 3 broad categories
of thing "Good Performers" do(/don't do)
Task Performance - ANS behaviors directly involved to transform org resources into goods
and services | set of explicit obligations for employee to receive compensation and continued
employment
Citizenship behavior - ANS Voluntary activities (rewarded or not) for improving overall quality
of the workplace
interpersonal, organizational - ANS 2 types of Citizenship behavior ___________ (helping,
courtesy, sportsmanship) and __________ (voice, civic, virtue, boosterism)
Counterproductive Behavior - ANS Intentional employee behavior that hinders org goals
(assessed by organizational to interpersonal and minor to serious)
Production deviance - ANS Organizational and minor counterproductive behavior | i.e.
wasting resources, substance abuse
Political deviance - ANS Interpersonal and minor counterproductive behavior | i.e. gossiping
and incivility
Property deviance - ANS Organizational and serious counterproductive behavior | i.e.
sabotage and theft
Personal Aggression - ANS Interpersonal and serious counterproductive behavior | i.e.
harassment and abuse
Knowledge work - ANS Trend that involves becoming more relevant that jobs involving
physical activities and work
@2026/2027 ALLRIGHTS RESERVED.
, Service work - ANS Trend that is one of the fastest growing and largest sectors of the
economy | work that provides nontangible goods to customers through direct electronics,
verbal, or physical interaction
Gig work - ANS Trend that is short term in nature, can be primary or secondary income, and
examples include uber, doordash, and etsy
Management by objectives (MBO) - ANS Set SMART goals mutually and evaluate if employee
achieves them | Application of employee job performance and org performance
Behaviorally Anchored Rating Scale (BARS) - ANS Measures performance by assessing job
performance behavior and "critical incidents" (effective and ineffective behaviors) | Application
of employee job performance and org performance
360 degree feedback - ANS Best for improving and developing employee talent because of
bias, power, etc. | Application of employee job performance and org performance
Forces Ranking - ANS "Vitality curve": top 20% A Players, middle 70% vital B players, and
bottom 10% C Players | Application of employee job performance and org performance
Social Media Performance Dialog / Social Media MGT - ANS Timely and relative | Application
of employee job performance and org performance
Correlation - ANS 0 to 1, .5 = strong, .3 = moderate, and .1 = weak
Causation - ANS 1 variable causes another
Org commitment - ANS desire on part of employee to remain member of org | influences
whether employee stays a member of the org (retained) or leaves to pursue another job (turns
over)
@2026/2027 ALLRIGHTS RESERVED.
