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RIT OB Questions
| Question | Answer |
|---|---|
| Why is ethics so important to employees from a supervisor-subordinate relationship perspective? | The most important factor to employees in surveys is honestly/ethics in a leader. The most powerful foundation is a set of shared values - a strong organizational culture. |
| Why is the Big 5 important and how does it influence organizational behavior? | Studies report that there are fairly strong associations between personality and a variety of workplace behaviors and outcomes. |
| Which of the Big 5 factors are the strongest predictors of job performance and leadership? | • Conscientiousness<br> • Emotional stability (low neuroticism) |
| How are the MBTI types limited in their measurement of personality? | • Personality is not fixed, but emerges in interaction<br> • Personality can be "acted"<br> • Personality varies across situations and lives |
| Why is the MBTI personality categorization still so widely used? | • To fit people to jobs<br> • Improve hiring and placement decisions |
| What lessons about perspectives and ways of seeing do you get from Kim Cunningham? | Our way of seeing impacts moral judgement.<br> What we see something as determines how we interpret what it is. |
| Why are individuals such an important resource? | |
| Why do individuals and organizations place so much emphasis on personality tests? | • Affirms rational approach to HRM<br> • Managers can deploy employees to the best advantage of the organization<br> • Managers can justify the decisions they make based on employees<br> • Cheap to administer<br> • Everyone is doing it! |
| What was identified to be the most powerful strategy that organizations can employ to establish sustained ethical behavior? | <b>• Sharing values that reinforce ethical conduct</b><br> • Creating ethical codes<br> • Ethical training<br> • Whistle-blowing privacy |
| How do you think "Office Space" contributed to our understanding of job satisfaction? | Movie showed that job satisfaction is very important and not only affects job performance but also personal life. |
| How do our cognitive biases affect our ability to make managerial decisions - especially hiring and firing decisions? | |
| Why is escalation of commitment so hard to avoid, even when we know we should avoid it? | • "Psychology of entrapment"<br> • "Sunk-cost effect"<br> • "Too-much-invested-to-quit syndrome" |
| What insights on behavioral modeling did we gain from our class activity on learning? | |
| What aspect of the job provides the strongest correlation to overall job satisfaction and why do you think this is the case? | The work itself, because if it is boring, you won't be motivated or interested. |
| We discussed how the Fast Ferry investment ended up being an escalation of commitment situation. Using class concepts, what were some causes for this resulting in an escalation of commitment decision-making outcome? | • "Too-much-invested-to-quit syndrome" |
| What can we do to reduce the impact of decision-making biases and become more effective at making decisions? | • Involve others in decision<br> • Designate a "devil’s advocate"<br> • Balance emotions and rational influences<br> • Take time to periodically re-evaluate<br> • Scenario planning: Plan for emergencies<br> • Establish pre-set level to abandon projec |
| When we experience cognitive dissonance, what are we as individuals more likely to change, our beliefs or behaviors? Provide an example of this occurrence. | We usually change our beliefs and feelings to reduce the inconsistency. |
| Why is it important to involve employees in the decision-making process? | • First hand experience with problem<br> • More and better solutions than when people work alone<br> • Better at choosing best solution with different perspectives and representation of values |
Created by:
thecrew
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