Organisational Behaviour and HR Basics Questions and Answers

Q: The way in which people come to understand the cause of other and their own behaviour, is described by the process :

The process is the attribution process.Attribution theory, developed by Fritz Heider and Harold Kelley, explains how people judge whether their own and others' behaviour is caused internally (ability, effort, personality) or externally (luck, the situation, other people). Kelley's model uses three cues for this judgement: distinctiveness, consensus and consistency.Consensus and consistency are therefore criteria within the attribution process, not the process itself. Expectancy belongs to Vroom's theory of motivation, which deals with effort, performance and rewards rather than with explaining behaviour.

Q: Organize the following needs as described by A. H. Maslow in correct sequence :(1) Self-actualization need(2) Social belongingness need(3) Physiological need(4) Esteem need(5) Security need

The correct sequence is 3, 5, 2, 4, 1.Maslow's hierarchy runs from the most basic needs to the highest:Physiological needs (3): food, water, shelter.Safety or security needs (5).Social or belongingness needs (2).Esteem needs (4).Self-actualisation (1).A higher need becomes a motivator only when the lower ones are reasonably satisfied. The other sequences start from self-actualisation or security, or reverse the social and esteem levels.

Q: Which of the following is the correct match ?

The correct match is E.R.G. Theory - Alderfer.Clayton Alderfer's ERG theory (1969) condenses Maslow's five levels into three groups of needs: Existence, Relatedness and Growth. Unlike Maslow, he allowed several needs to operate at once and proposed frustration-regression when a higher need is blocked.The other pairs are swapped. The need hierarchy (printed 'Hierachy') theory is Maslow's, the two-factor theory is Herzberg's, and the need for achievement theory is David McClelland's.

Q: Which of the following terms for choosing the individual who is best suited to a particular position and to the organization from a group of potential applicants :

The term is Selection.Selection is the process of choosing, from a pool of applicants, the person best suited to the job and to the organisation, through screening, tests, interviews and reference checks.Recruitment comes before it: attracting and building that pool of candidates. Staffing is the whole function of filling and keeping positions filled, including recruitment, selection, placement and training. Enrolment is registration, not a staffing term.

Q: Which of the following best defines recruitment in an organisation ?

Recruitment is best defined as developing an appropriate applicant pool.Recruitment is the process of searching for prospective employees and stimulating them to apply, so that the organisation has a pool of qualified candidates from which to choose. It ends where selection begins.Forecasting the supply of outside candidates is part of human resource planning, which comes before recruitment. Judging the relative merit of applicants is the job of selection, which follows it. Preparing a job profile is job analysis (description and specification), also a step before recruitment.

Q: What describes in detail, the various aspects of a job like the tasks involved the responsibilities of the job and deliverables ?

It is the job description.A job description, one product of job analysis, is a written statement of what the job involves: its title, the tasks and duties, responsibilities, reporting relationships, working conditions and expected outputs or deliverables.A job specification describes the person rather than the job: the qualifications, skills, experience and personal qualities needed to do it. Job evaluation ranks jobs to set their relative worth for pay, and job enlargement adds more tasks at the same level to a job.

The advantage of On-the-job training is:

A.Saves time
B.Faster and more efficient
C.Saves cost
D.All of the given options

Exam Year(s)

DSSSB PGT - 2023,

Answer: D

On the job training is given while the employee does the work, so it saves time, since the employee does not have to be away from the work, it is faster and more efficient since the trainee learns in the real setting, and it saves cost, since no special facilities are needed. All of the options are advantages. The answer is all of the given options, option D.

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An unhappy employee because of ______ processes in a business can negatively affect the corporate image of the business and make the business less successful.

A.poor communication
B.frequent communication
C.instant communication
D.easy communication

Exam Year(s)

DSSSB TGT - 2023,

Answer: A

An unhappy employee because of poor communication processes in a business can harm the corporate image. Poor communication, such as unclear instructions or no feedback, is a cause of employee dissatisfaction and so affects the business badly. Frequent, instant and easy communication are all helpful qualities and would not make an employee unhappy or make a business less successful, so they do not fit the sentence. Employee unhappiness and a damaged image are both consequences of a fault, and only poor communication is a fault, whereas the other three are neutral or good.

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Which of the following is/are type(s) of business communication? Types: i) Internal Business Communication ii) Lateral Business Communication iii) External Business Communication iv) Protected Business Communication

A.i, ii and iii only
B.ii, iii and iv only
C.i and ii only
D.i only

Exam Year(s)

DSSSB TGT - 2023,

Answer: A

The types of business communication in the question are internal, lateral and external, which is the first option. Internal communication takes place within the organisation, lateral communication between people at the same level and external communication with parties outside, such as customers. 'Protected business communication' is not a recognised type, so the options with iv are wrong, and the options with fewer types are incomplete. Lateral communication, for example between two department heads at the same level, does not follow the chain of command, which is why it is listed as a separate type.

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Which of the following are the dimensions of communication?

Dimensions:
i) Downward
ii) Upward
iii) Horizontal/Lateral
iv) Diagonal
v) Grapevine
vi) Circular

A.i, ii, iii, iv and v
B.ii, iii and v only
C.i, iv and iv only
D.i and ii only

Exam Year(s)

DSSSB TGT - 2023,

Answer: A

The dimensions of communication are downward, upward, horizontal or lateral, diagonal and grapevine, which gives i, ii, iii, iv and v. Downward moves from superiors to subordinates, upward the other way, lateral between people at the same level, diagonal across levels and departments, and the grapevine is the informal network. 'Circular' is not one of these dimensions, so vi is left out. The other options leave out some of the five dimensions.

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The way in which people come to understand the cause of other and their own behaviour, is described by the process :

A.Consensus process
B.Attribution process
C.Consistency process
D.Expectancy process

Exam Year(s)

MH SET - 2018, SET Exam - 2018,

Answer: B

The process is the attribution process.

Attribution theory, developed by Fritz Heider and Harold Kelley, explains how people judge whether their own and others' behaviour is caused internally (ability, effort, personality) or externally (luck, the situation, other people). Kelley's model uses three cues for this judgement: distinctiveness, consensus and consistency.

Consensus and consistency are therefore criteria within the attribution process, not the process itself. Expectancy belongs to Vroom's theory of motivation, which deals with effort, performance and rewards rather than with explaining behaviour.

Discuss in Forum

Organize the following needs as described by A. H. Maslow in correct sequence :

(1) Self-actualization need
(2) Social belongingness need
(3) Physiological need
(4) Esteem need
(5) Security need

A.1, 2, 3, 4, 5
B.5, 4, 2, 3, 1
C.3, 5, 2, 4, 1
D.5, 4, 3, 1, 2

Exam Year(s)

MH SET - 2018, SET Exam - 2018,

Answer: C

The correct sequence is 3, 5, 2, 4, 1.

Maslow's hierarchy runs from the most basic needs to the highest:

Physiological needs (3): food, water, shelter.
Safety or security needs (5).
Social or belongingness needs (2).
Esteem needs (4).
Self-actualisation (1).

A higher need becomes a motivator only when the lower ones are reasonably satisfied. The other sequences start from self-actualisation or security, or reverse the social and esteem levels.

Discuss in Forum

Which of the following is the correct match ?

A.Need Hierachy theory - D.C. Mc Clelland
B.Two-factor Theory - A. H. Maslow
C.E.R.G. Theory - Alderfer
D.Need Achievement Theory - Herzberg

Exam Year(s)

MH SET - 2018, SET Exam - 2018,

Answer: C

The correct match is E.R.G. Theory - Alderfer.

Clayton Alderfer's ERG theory (1969) condenses Maslow's five levels into three groups of needs: Existence, Relatedness and Growth. Unlike Maslow, he allowed several needs to operate at once and proposed frustration-regression when a higher need is blocked.

The other pairs are swapped. The need hierarchy (printed 'Hierachy') theory is Maslow's, the two-factor theory is Herzberg's, and the need for achievement theory is David McClelland's.

Discuss in Forum

Which of the following terms for choosing the individual who is best suited to a particular position and to the organization from a group of potential applicants :

A.Recruitment
B.Staffing
C.Enrollment
D.Selection

Exam Year(s)

MH SET - 2018, SET Exam - 2018,

Answer: D

The term is Selection.

Selection is the process of choosing, from a pool of applicants, the person best suited to the job and to the organisation, through screening, tests, interviews and reference checks.

Recruitment comes before it: attracting and building that pool of candidates. Staffing is the whole function of filling and keeping positions filled, including recruitment, selection, placement and training. Enrolment is registration, not a staffing term.

Discuss in Forum

Which of the following best defines recruitment in an organisation ?

A.Forcast the supply of outside candidates
B.Develop an appropriate applicant pool
C.Determine the importance of Job applicants
D.Preparing job profile as per post requirement

Exam Year(s)

MH SET - 2018, SET Exam - 2018,

Answer: B

Recruitment is best defined as developing an appropriate applicant pool.

Recruitment is the process of searching for prospective employees and stimulating them to apply, so that the organisation has a pool of qualified candidates from which to choose. It ends where selection begins.

Forecasting the supply of outside candidates is part of human resource planning, which comes before recruitment. Judging the relative merit of applicants is the job of selection, which follows it. Preparing a job profile is job analysis (description and specification), also a step before recruitment.

Discuss in Forum

10.

What describes in detail, the various aspects of a job like the tasks involved the responsibilities of the job and deliverables ?

A.Job Description
B.Job Specification
C.Job Evaluation
D.Job Enlargement

Exam Year(s)

MH SET - 2018, SET Exam - 2018,

Answer: A

It is the job description.

A job description, one product of job analysis, is a written statement of what the job involves: its title, the tasks and duties, responsibilities, reporting relationships, working conditions and expected outputs or deliverables.

A job specification describes the person rather than the job: the qualifications, skills, experience and personal qualities needed to do it. Job evaluation ranks jobs to set their relative worth for pay, and job enlargement adds more tasks at the same level to a job.

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