QUESTIONS

ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
QUESTIONS
ANSWER
THE STORIES ABOUT AN ORGANISATION ON HOW IT HANDLES THE FIRING POLICY FOR EMPLOYEES IS AN EXAMPLE OF ---------
VALUES
WHEN THE INTERVIEW AND EXPERIENTAL DATA ABOUT A CANDIDATE IS INSUFFICIENT OR TOO VOLUMINOUS VARIED OR CON
PERCEPTION & ATTRIBUTION
THE WESTERN PRESPECTIVE OF ORGANISATIONS WOULD SUGGEST THAT
MEMBERSHIP IS CONTRACTUAL
TO BE EFFECTIVE CULTURE TOOLS, STORIES MUST BE
CREDIBLE
MOTIVATION IS UNDERSTOOD AS A GOAL-DIRECTED BEHAVIOUR AIMED ACHIEVING AT SOME GOAL
BOTH ACHEIVING SOMETHING DESIRABLE SOMETHING UNDSIREABLE
THE BASIC SKILL PRACTICED BY INTERPERSONALLY COMPETENT PEOPLE INCLUDE
LISTENING, QUESTIONING AND PRESENTING: FACILITATIONG OTHERS, ASSERTING SELF, NEGOTIATING AND GROUP-WORKI
AS PER PATH GOAL THEORY, IF EMPLOYEES ARE SKILLED PROFESSIONAL , TASK IS DIFFICULT YET ACHIEVABLE, THE LEADERSHI
Achievement Oriented
THERE ARE THREE ELEMENT OF PRECEPTION'
THE TARGET, THE PERCEIVER AND THE CONTEXT PRECEPTION
PERSONAL ENACTMENT BY TOP MANAGERS IN AN ORGANISATION IS AN EXAMPLE OF ------- CULTURE
ARTIFACTS
THE FIRST DOUBLE-BIND CAUSING
Weak work motivation and performance
TERRITORY IS OFTEN DEMARCATED BY THE
Hierarchy, structure and formal authority
HERZBERG PROPROSED THAT THE JOB CONTENT , ELEMENT OF CHALLANGE IN THE JOB, AMOUNT OF RESPONSIBILITY IT INVO
Work motivation
IN THE USA EMPLOYEES MAY VIEW PARTICIPATIVE MANAGMENT POSITIVELY , WHILE IN GERMANY EMPLOYEES MAY SEE IT A

PERSONALITY REFERS TO A WIDE RANGE OF

Individual attributes
FOR MORE FAVOURABLE ATTITUDES T WORK, THE ORGANISATIONS CAN PROVIDE THE CONTEXT FOR

THE TERM SKILL IN THE BEHAVIOURAL SCIENCE IS DEFINED AS

Intentionally repeatable, goal directed behaviours and behaviour sequences.
WHEN SYSTEMS UNDERGO TRANSITION, IT CREATES
Uncertainity and confusion
THERE ARE FOUR COMPONENTS OF COMMITMENT
Affective, involvement, continuance and normative
MOTIVATED BEHAVIOUR IS UNDERSTOOD TO FOLLOW PATTERNS CREATED BY

SEVERAL THEORIST PRESENT MOTIVATION, PRECEPTION & LEARNING AS INTERACTING FORCES SHAPING
Personality
THE PROCESS BY WHICH NEWCOMERS ARE TRANSFORMED FROM OUTSIDERS TO PARTICIPTING AND EFFECTIVE MEMBER IS C
Organisational socialization
ONE IMPORTANT CHANGE ON THE EMPLOYEE'S SIDE OF ATTITUDES AT WORK IS THAT
WORK COMMITMENT SHOULD BE MORE THAN LOYALTY
IN AN MBA CLASS, INDIAN STUDENTS WERE HORRIFIED ( SURPRISED) WHEN AMERICAN STUDENTS CHALLANGED THE PROFES
Differences in culture
THE BEHAVIOURAL RESPONSE OF A TARGET TOWARDS THE SENSED AND ACCEPTED EXPECTATION OF THE PRECEIVER IS KNOW
PYGMALION EFFECT
THE EARLY STUDIES AT OHIO STATE AND MICHIGAN UNIVESITIES BROUGHT IN A SHIFT IN FOCUS FROM SKILLS AND TRAITS TO
Human orientation and initiating structure
THE ACHIEVMENT OF SUPER ORDINATE GOALS REQUIRE
COOPERATION BY BOTH THE PARTIES
WHICH OF THE FOLLOWING ORGANISATIONAL CONDITIONS DO NOT ENCOURAGE POLITICAL ACTIVITY
AUTROCATIC DECISION MAKING
NEEDS ARE IMPORTANT FOR OPTIMAL HUMAN DEVELOPMENT AND INTEGRITY BECAUSE PROLONGED DEPRIVATION OF IMPO
POSITIVE RESULTS AND SIMPLE PROBLEMS
ORGANISATIONS THAT ARE CONSIDERING OPENING FOREIGN OFFICES SHOULD FOCUS ON
UNDERSTANDING CULUTRAL ( CUSTOMS )
THE MAJOR CONTENTIONS AGAINST THE DRIVE THEOR ARE THAT ITS ASSUMPTIONS TAKE
mechanistic view of humans
THE INDIAN MANAGERS ARE WILLING TO PUT
Time and resources into thinking differently about how to manage people
THE FIRST MEANING OF PERSONALITY REFERS TO THE WAY AN INDIVIDUAL IS PERCEIVED BY OTHERS-PERSONALITY FROM TH
Private and verifiable
AS PER LMX THEORY OF LEADERSHIP THE OUT-GROUP EMPLOYEES
All are correct
ATTITUDES SUCH AS SATISFACTION, COMMITMENT AND CITIZENSHIP BEHAVIOUR CAN INFLUENCE
PERFORMANCE AND OGANIZATIONS EFFECTIVNESS SIGNIFICANTLY
AN EMPHATIC LEADER CAN
Identify, retail and develop talent of people
P-I MOTIVE RELATES WITH THE NEED FOR ,
Pioneering-Innovating
PERSONALITY IS UNDERSTOOD AS A DYNAMIC ORGANISATION WITHIN THE INDIVIDUAL OF THOSE PSYCHLOGICAL SYSTEMS T
His unique adjustment to his environment
THE QUESTION IS NOT ABOUT WHICH ONE IS A BETTER SOURCE OF MOTIVATION WE ALL EXPERIENCE

PERSONALITY REFERS TO A UNIQUE COMBINATION OF AN INDIVIDUAL'S CHARACTERSTICE THAT REMAINS STABLE OVER TIME
Behavior, and determines individual style
CONSENSUS IS ESTABLISHED BY OBSERVING WHETHER PEOPLE OTHER THAN TARGET PERSON BEHAVED IN
THE SAME MANNER IN THE SAME SITUATION/ THE DIFFERNCE MANNER IN THE SAME SITUATION
THE LOYALTY PARADIGM MEANS THAT THE EMPLOYEES

WHEN YOUR FRIEND ACHIEVED GOOD GRADES IN THE EXAM, YOU ATTRIBUTE HIS SUCCESS TO COCHING THAT HE RECEIVED F

WHICH OF THE FOLLOWING IS NOT A DIMENSION OF POLITICAL SKILL

- Social power
THE PERTH-GOAL THEORY SUGGESTED THAT
Management styles can be placed on the grid coordinates along two axes of leader’s concern for task and people.
IT IS BELIEVED THAT THE LEVELS OF OUR EMOTIONAL PSYCHLOGICAL AND PHYSICAL WELL-BEING GO AS HIGH AS ALLOWED B
Interpersonal skills
AS PER TRANSACTIONAL LEADERSHIP THEORY THE LEADER RELIES ON
Rewards and punishment
THE SECOND MEANING OF PERSONALITY REFERS TO THE
Structures, dynamics, processes, and propensities
IS DEEPLY CONNECTED TO ORGANISATIONAL CULTURE
Anthropology
WHILE THE MODERN, FAST, HIGH-TECH MODES OF COMMUNICATION INCREASE THE FREEDOM AND SPEED BUT THEY ALSO H
INTERPERSONAL PROCESSED COMMUNICATION, PROBLEM SOLVING AND BONDING BETWEEN MEMBERS OF THE SAME
THE CONTEXT OF PERCEPTION IS PROVIDED BY
The type a occasion, timing and the customs
THE TERM DEDICATION AS A WORK ATTITUDE IS DEFINED AS THE DISPOSTION OF THE EPMLOYEE TO VOLUNTARILY ENGAGE I

THE CONFLICT MANAGEMENT STYLE THAT IS INTERMEDIATE IN BOTH ASSERTIVNESS AND COOPERATIVENESS IS

THE EMPLOYEES HIGHLY SATISFIED WITH THEIR JOBS ARE MORE LIKELY

ORGANISATIONS ARE A CONTINUING SYSTEM OF

ACCORDING TO MASLOW, THE HIGHER NEEDS ARE DIFFERENT BECAUSE THEY DO NOT ARISE OUT OF

LEADER MEMBER RELATIONSHIP IS FAVOURABLE TO THE EXTENT TO WHICH

AS PER FIEDLER'S THEORY IF A LEADER MEMBER RELATIONS ARE GOOD THAT TASK IS UNSTRUCTURED AND POSITION POWER

AS PER HOFSTEDE, THE DIFFERNECE IN WORK RELATED ATTITUDES IS STRONGLY DUE TO

LEVEL-2 LEADER CONTRIBUTES INDIVIDUAL CAPABILITIES

POSITIVE PERSONAL AND WORK OUTCOMES INCLUDE

THE EXPRESIION REALITY-DISTORTION WAS COINED BY EMPLOYEES OF .......... TO DESCRIBE CHARISMA OF THEIR LEADER

INTRINSIC MOTIVATION IS CONSIDERED SUPERIOR, MORE ENDURING SOURCE OF MOTIVATION THAT HAS POSITIVE ASSOSCIA

AS PER FIEDLER IF A LEADER DESCRIBES HIS LPC IN POSITIVE TERMS ARE

A HIGH LPC SCORE SUGGESTS THAT THE LEADEER HAS A

PRESENTING TO SHARE INFORMATION CAN BE CRUCIAL FOR

ONE OF THE MOST FREQUENTLY QUOTED DEFINITION DESCRIBES WORK MOTIVATION AS A SET OF ENERGETIC FORCES

PERSISTENCE HELPS US DISTINGUIS MOTIVATION FORM SIMILAR CONCEPTS SUCH AS

ORGANISATIONS ARE ALSO THE SOCIAL UNITS DELIBERATELY CONSTRUCTED AND RECONSTRUCTED TO SEEK
WHEN LEADERS ACT AS CHANGE AGENTS
THEY SET THE DIRECTION FROM THE TOP/ FOCUS ON HARD ELEMENTS
WHEN THE POWEFUL PEOPLE REINFORCE IT BY PREFERRING PERSONAL STATUS AND ADOPTION OF PERSONALIZED LEADERSH
RS USE THEIR OWN

ETENCE. EMPLOYEES IN INDIA MIGHT WONDER.

C, THE CONFLICT OCCURS DUE TO

LASSIFIED AS

N EXAMPLE ATTRIBUTION ERROR OF

MPLICATIONS FOR THE

LD LEAD TO

ORGANIZATIONAL OUTCOMES SUCH AS

NT AND ORGANISATIONAL COMMITMENT WEAKEN, LEADING TO POOR