MGTS1601 Sample Examination Paper Semester 1 2025 Notes
Organisational Behaviour Processes
- Three processes studied in Organisational Behaviour:
- Task performance
- Withdrawal behaviour
- Group cohesion
Determinants of Behaviour in Organisations
- Three determinants of behaviour in organisations:
- Individuals
- Groups and teams
- The organisation system
Difficulty in Making Sweeping Statements
- It's difficult to make sweeping statements about people using the science of organisational behaviour because:
- People react differently to similar situations.
Systematic Approach to Organisational Behaviour
- The systematic approach to organisational behaviour assumes:
- Behaviour is as predictable as it is measurable through scientific study.
Organisational Behaviour Today
- Statements true about Organisational Behaviour today:
- Managers are expected to provide a psychosocially safe environment and reduce the risk of psychosocial hazards at work.
Gen X Employee Values
- OB researchers have found that Gen X employees are most likely to value:
- Work-life balance and loyalty to relationships.
Examples of Discrimination
- Examples of discrimination:
- Older workers being targeted for redundancies
- Women being assigned to marginal job roles that don’t lead to promotion
Workforce Diversity in Australia
- The Australian workforce has:
- become more diverse as time has passed.
Diversity in Organisations Today
- Statements true about diversity in organisations today:
- Employers today should seek to attract, select, develop and retain a diverse workforce.
- Managers need to pay particular attention to diversity management in groups.
- Expatriate employees often need specialized support to manage the adjustment process.
Biographical Characteristics
- Biographical characteristics that are important to consider in organisations today include:
- Age and gender.
- Race and ethnicity.
- Disability.
Equitable Treatment of Employees
- Ensuring equitable treatment of all employees will involve:
- Treating everyone fairly and taking into account individual circumstances.
- Making sure everyone feels valued and welcome at work.
Components of Attitude
- The statement ‘my pay is poor’ reflects the cognitive component of an attitude.
Perceived Organisational Support
- The degree to which employees believe they are valued by their organization and that it will care about their well-being is:
- perceived organisational support.
Types of Employee Commitment
- Layla has strong normative commitment and Nick has strong continuance commitment.
Predictors of Organisational Support
- Research shows that people perceive their organisation as supportive when:
- Employees have a voice in decisions.
Predictors of Job Satisfaction
- Predictors of high job satisfaction:
- A good relationship with one’s manager
- Viewing one’s work as contributing to a higher purpose
- Social support from and interaction with colleagues outside of work
Core Self-Evaluations
- An employee with positive core self-evaluations will likely:
- like themselves and see themselves as capable of achieving goals.
Holland’s Theory of Personality-Job Fit
- Holland’s theory of personality-job fit argues that job satisfaction is highest and turnover is lowest where:
- personality and occupation are in agreement.
The Big Five Model
- Based on research into the Big Five, and with these behaviors in mind, you should choose someone with: High openness to experience, high extraversion, moderate agreeableness
- Michelle will be quite comfortable with solitude.
Proactive Personality
- They typically need a lot of supervision and guidance at work.
Uncertainty Avoidance
- Uncertainty avoidance is the degree to which people in a country feel threatened by ambiguous situations and try to evade them.
Values Influence on Work
- OB research has found that values tend to be:
- a major influence on behaviour at work.
Displayed Emotions
- Emotions that are organisationally required and considered appropriate in a given job are termed displayed emotions.
Affect, Emotions and Moods
- Moods are more general than emotions; affect includes both moods and emotions.
Ethical Considerations for Emotional Intelligence Testing
- Although EI predicts job performance, there are many issues around testing EI that need to be taken into account before using it in hiring decisions.
Influences on Negative Moods
- The cold and rainy weather
Workplace Health and Safety
- Employees in negative moods are more likely to experience injuries at work.
Concepts of Acting
Attribution Theory
- Attribution theory explains why we evaluate people carefully to determine the:
- internal or external causality of behaviour.
Factors Influencing Ratings
- Factors in the perceivers and the target
False statement on intuitive decision-making?
- It is a relatively fast process with no emotional input.
Perceptual Shortcut
- The perceptual shortcut that occurs when people are judged in comparison to those recently encountered rather than objective criteria is termed:
Fundamental Attribution Error
- The fundamental attribution error
Ethics
- The code of moral principles that sets standards of good or bad in a person's conduct and helps to guide the behaviour of an individual or group is known as:
Prioritizing Business Ethics
- Reasons that organisations should prioritise business ethics today:
- Unethical behaviour can lead to negative implications for individuals and organisations.
- Socially responsible behaviours help organisations build strong, lasting relationships with stakeholders.
- Companies that are perceived to have a high degree of ethical behaviour and integrity have a higher average total return to shareholders than those that do not.
Elizabeth Holmes Ethics
- Her charisma and narcissism contributed to the deviant behaviour.
Unethical Behaviour at Work
- Highly neurotic employees are less likely to engage in deviance.
Cultural Relativism
Motivation
- Processes that account for an individual’s intensity, direction and persistence towards attaining a goal.
Equity Theory
- Job inputs and outcomes of others.
Piece-Rate Plan
- Is compensated two dollars for each unit produced
Participative Management
- Subordinates share a significant degree of decision-making power with their supervisors.
Task Significance
- Caring for patients in an Intensive Care Unit in a hospital.
Forces for Change
Kurt Lewin Model of Change
Stress at Work
Employee Wellbeing Program
- Relaxation training and time management techniques
Core Values
- The dominant values that are accepted throughout an organisation are known as core values.
Organisational Culture Characteristics
- Outcome orientation and innovation and risk-taking
Building Positive Cultures
- Managers can build positive cultures through:
- empowering employees.
- rewarding people more than they punish.
- emphasising individual vitality and growth
Culture as a Liability
- Culture may be a liability because it can act as a barrier to:
- successful mergers and acquisitions.
- attempts to encourage diversity in organisations.
- successful organisational change processes.
Stories
- Anchor the present in the past and explain and legitimise current practices.
Tuckman's Model of Group Development
Team Effectiveness Model
Changes in Team Operation
- Managers of the future must be prepared for changes in how teams operate:
- Increasing diversity of team membership (e.g., age, race, ethnicity, disability)
- Greater use of Artificial Intelligence (AI) to support team collaboration
- More use of virtual teams as employees become more geographically dispersed
Punctuated-Equilibrium Model
Work Team vs. Work Group
- Aim for collective performance, have positive synergy, have some mutual accountability and have complementary skills.
