Organizational behavior is the course where every option on the page sounds sensible. Understanding and Managing Organizational Behavior, 6th Edition by Jennifer M. George builds deliberately from the individual to the group to the whole organization, and exam items live on the seams between those levels. A scenario describes a demotivated employee, and the distractors offer you equity theory, expectancy theory, goal setting and job design, every one of which can be made to sound plausible. What separates a confident answer from a lucky one is knowing precisely what each theory claims and what it does not.
Why this test bank helps
Recognizing a theory by name is not the same as being able to use it. The rationale under each question states the mechanism the item is actually testing — that instrumentality is a perceived link between performance and reward, that procedural justice concerns the process rather than the size of the outcome, that a self-managed team changes the source of control and not the amount of it. Reading those explanations for the items you miss, and for the ones you guessed right, is what turns a page of familiar terms into knowledge you can apply.
What’s inside
- Chapter-by-chapter questions that follow the individual, group and organizational sequence of the book.
- A mix of definitional recall, theory-comparison items and applied workplace scenarios.
- A written rationale under every item, naming the theory at issue and separating it from the near-miss alternatives.
- Heavier practice on motivation, leadership and group dynamics, the three areas that carry the most exam weight.
- One organized PDF, downloadable the moment checkout completes.
Topics covered
- Individual differences — the five-factor personality model, ability, and the person-situation interaction.
- Values, attitudes, moods and emotions — job satisfaction, organizational commitment, emotional labor and affect at work.
- Perception, attribution and learning — schemas, bias, internal versus external attribution, reinforcement and social learning.
- Motivation — need theories, expectancy, equity, organizational justice, goal setting and the job characteristics model.
- Groups and teams — roles and norms, cohesiveness, social loafing, self-managed teams and group decision quality.
- Leadership — trait and behavioral approaches, contingency models, leader-member exchange and transformational leadership.
- Power, politics, conflict and negotiation — sources of power, coalition building, conflict-handling styles and integrative bargaining.
- Organizational design and change — structure, culture, communication networks, and resistance to planned change.
Who it’s for
Undergraduate and MBA students taking organizational behavior from this edition, plus human resources, management and applied psychology students who need the course as a prerequisite and want practice that mirrors how the material is examined.
How to use it (the right way)
Study the chapter first, and be able to state each theory in a single sentence before you open the questions. Then work a closed-book block, and for every miss write down which competing theory you confused it with; that list is your revision plan. This is a study aid. Use it in line with your institution’s academic-integrity policy, as preparation and self-testing rather than a shortcut around the coursework, and never take it into a graded assessment.
Sample question (shows the format — your download contains the full set)
Q. An analyst is confident that extra effort will raise her measured output, but she believes bonuses at her firm are handed out on the basis of favoritism whatever the numbers show. In expectancy theory terms, which component is low for her?
- A. Expectancy
- B. Instrumentality
- C. Valence
- D. Equity
Answer: B. Instrumentality is the perceived link between performance and the outcome, and she does not believe performance drives the bonus. Expectancy is the effort-to-performance link, which she rates highly. Valence is how much she wants the bonus, and nothing suggests she does not. Equity belongs to a separate theory and is not a component of the expectancy model at all.
Edition & format
- Matches: Understanding and Managing Organizational Behavior, 6th Edition, by Jennifer M. George.
- Format: Digital PDF, delivered instantly after checkout.
- Access: Lifetime — re-download from your account whenever you need it.
Chapter numbering and theory coverage change between editions. Please confirm the edition and ISBN above match your course before you buy.
Frequently asked questions
Is this the current edition? This set is prepared against the 6th Edition specifically. Later editions reorganize several chapters, so choose the listing that matches the edition named on your syllabus.
How do I receive it? Your file is on the confirmation page the moment checkout completes, and it stays in your account for re-download. Nothing physical is sent.
Do all the questions include rationales? Yes. Each question is followed by an explanation of why the keyed option is right and why the plausible alternatives are not.
Is using a test bank allowed? Treat it the way you would a workbook or a revision guide. Your institution’s academic-integrity policy governs how practice material may be used, and it should never enter a graded assessment.
Related titles for this subject sit in Management Test Banks.
Reviews
There are no reviews yet.