THE STORIES ABOUT AN ORGANISATION ON HOW IT HANDLES THE FIRING POLICY FOR EMPLOYEES IS AN

EXAMPLE OF ---------- LEVEL OF CULTURE

VALUES
WHEN THE INTERVIEW AND EXPERIENTAL DATA ABOUT A CANDIDATE IS INSUFFICIENT OR TOO VOLUMINOUS
VARIED OR CONTRADICTORY, MANAGERS USE THEIR OWN
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-WORKING
AS PER PATH GOAL THEORY, IF EMPLOYEES ARE SKILLED PROFESSIONAL , TASK IS DIFFICULT YET ACHIEVABLE,
THE LEADERSHIP STYLE SUITED IS
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
VALUES
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 INVOLVED AND SO ON, PROVIDED
Work motivation
IN THE USA EMPLOYEES MAY VIEW PARTICIPATIVE MANAGMENT POSITIVELY , WHILE IN GERMANY EMPLOYEES
MAY SEE IT AS MANAGERIAL INCOMPETENCE. EMPLOYEES IN INDIA MIGHT WONDER.
why boss is involving employees in decision making
PERSONALITY REFERS TO A WIDE RANGE OF
INDIVIDUAL ATTRIBUTES
FOR MORE FAVOURABLE ATTITUDES AT WORK, THE ORGANISATIONS CAN PROVIDE THE CONTEXT FOR
Creating, strengthening and sustaining employee effectiveness
THE TERM SKILL IN THE BEHAVIOURAL SCIENCE IS DEFINED AS
Intentionally repeatable, goal directed behaviours and behaviour sequences.
WHY SYSTEMS UNDERGO TRANSITION, IT CREATES
Uncertainity and confusion
THERE ARE FOUR COMPONENTS OF COMMITMENT
AFFECTIVE, Continuance , Normative , Managing Continuance and Normative Commitment.

MOTIVATED BEHAVIOUR IS UNDERSTOOD TO FOLLOW PATTERNS CREATED BY

repetitive choice of goals as well as the sets of behavior for achieving those
goals

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 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 CALLED
Organizational 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 PROFESSOR ON A SUBJECT TOPIC, THE CONFLICT OCCURS DUE TO
Differences in culture
THE BEHAVIOURAL RESPONSE OF A TARGET TOWARDS THE SENSED AND ACCEPTED EXPECTATION OF THE
PRECEIVER IS KNOWN AS THE
PYGMALION EFFECT
THE EARLY STUDIES AT OHIO STATE AND MICHIGAN UNIVESITIES BROUGHT IN A SHIFT IN FOCUS FROM SKILLS
AND TRAITS TO LEADER'S BEHAVIOUR CLASSIFIED AS
Human orientation and a production orientation
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 IMPORTANT NEEDS MAY LEAD TO
POSITIVE RESULTS AND SIMPLE PROBLEMS
ORGANISATIONS THAT ARE CONSIDERING OPENING FOREIGN OFFICES SHOULD FOCUS ON
UNDERSTANDING CULUTRAL ( CUSTOMS )
THE MAJOR CONTENTIONS AGAINST THE DRIVE THEORY 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 THE OBSERVER'S PRESPECTIVE
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, retain, 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 THAT DETERMINE
his unique adjustment to his environment
THE QUESTION IS NOT ABOUT WHICH ONE IS A BETTER SOURCE OF MOTIVATION WE ALL EXPERIENCE
both extrinsic & intrinsic

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 PERSONALITY REFERS TO A UNIQUE COMBINATION OF AN INDIVIDUAL'S CHARACTERSTICE THAT REMAINS
STABLE OVER TIME INFLUNCES THE PERSON'S
behaviour

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
Do not actively manage their own career from own interest, but they wait for their employer to tell them
what to do
WHEN YOUR FRIEND ACHIEVED GOOD GRADES IN THE EXAM, YOU ATTRIBUTE HIS SUCCESS TO COCHING THAT
HE RECEIVED FOR THE EXAM, THIS IS AN EXAMPLE ATTRIBUTION ERROR OF
Self Serving Bias
WHICH OF THE FOLLOWING IS NOT A DIMENSION OF POLITICAL SKILL
- Social power
THE PATH-GOAL THEORY SUGGESTED THAT
a leader's behavior is contingent on the satisfaction, motivation, and performance of
their employees.
IT IS BELIEVED THAT THE LEVELS OF OUR EMOTIONAL PSYCHLOGICAL AND PHYSICAL WELL-BEING GO AS HIGH
AS ALLOWED BY THE LEVELS OF OUR
Interpersonal skills
AS PER TRANSACTIONAL LEADERSHIP THEORY THE LEADER RELIES ON
rewards and punishments
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 HAVE VERY DIFFERENCE IMPLICATIONS FOR THE
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 IN AFFECTIVELY
Unpleasant, non-rewarding organizationally relevant behaviours

THE CONFLICT MANAGEMENT STYLE THAT IS INTERMEDIATE IN BOTH ASSERTIVNESS AND COOPERATIVENESS IS
Compromising
THE EMPLOYEES HIGHLY SATISFIED WITH THEIR JOBS ARE MORE LIKELY
To stay with the organization, are less absent, are more likely to engage in Organizational Citizenship behavior
and experience higher satisfaction with their life in general
ORGANISATIONS ARE A CONTINUING SYSTEM OF
differentiated and coordinated human activities
ACCORDING TO MASLOW, THE HIGHER NEEDS ARE DIFFERENT BECAUSE THEY DO NOT ARISE OUT OF
deficiency AND THEY ARE NOT CYCLICAL
LEADER MEMBER RELATIONSHIP IS FAVOURABLE TO THE EXTENT TO WHICH

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 the employees accept the leader
AS PER FIEDLER'S THEORY IF A LEADER MEMBER RELATIONS ARE GOOD THAT TASK IS UNSTRUCTURED AND
POSITION POWER IS WEAK, THEN IT WOULD LEAD TO
Moderate LPC
AS PER HOFSTEDE, THE DIFFERNECE IN WORK RELATED ATTITUDES IS STRONGLY DUE TO
CULTURE
LEVEL-2 LEADER CONTRIBUTES INDIVIDUAL CAPABILITIES
highly capable individual who plays an important role through his/her own talent
POSITIVE PERSONAL AND WORK OUTCOMES INCLUDE
internal work motivation, general job satisfaction, growth satisfaction, work effectiveness
THE EXPRESIION REALITY-DISTORTION WAS COINED BY EMPLOYEES OF .......... TO DESCRIBE CHARISMA OF THEIR
LEADER
APPLE
INTRINSIC MOTIVATION IS CONSIDERED SUPERIOR, MORE ENDURING SOURCE OF MOTIVATION THAT HAS
POSITIVE ASSOSCIATION WITH IMPORTANT ORGANIZATIONAL OUTCOMES SUCH AS
Creativity, risk taking and work quality
AS PER FIEDLER IF A LEADER DESCRIBES HIS LPC IN POSITIVE TERMS ARE
RELATIONSHIP ORIENTED
A HIGH LPC SCORE SUGGESTS THAT THE LEADEER HAS A
HUMAN RELATIONS ORIENTATION
PRESENTING TO SHARE INFORMATION CAN BE CRUCIAL FOR
Problem solving and collaboration
ONE OF THE MOST FREQUENTLY QUOTED DEFINITION DESCRIBES WORK MOTIVATION AS A SET OF ENERGETIC
FORCES
both within and beyond and individual's being
PERSISTENCE HELPS US DISTINGUIS MOTIVATION FORM SIMILAR CONCEPTS SUCH AS
job satisfaction

ORGANISATIONS ARE ALSO THE SOCIAL UNITS DELIBERATELY CONSTRUCTED AND RECONSTRUCTED TO SEEK
specific goals
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 LEADERSHIP STYLE JOB INVOLVMENT AND ORGANISATIONAL COMMITMENT WEAKEN, LEADING
TO POOR
work commitment
Full Form of ERG Theory
Existence, Relatedness and Growth

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