Sp robbins organisational behaviour pdf download

Key features? A unique four-tier model explains the contextual issues and the challenges that South African organisations are facing;? Important terminology is explained in side notes and is included in a glossary;? Case incidents that look at the South African context are paired with questions to stimulate critical thinking and the application of theory; and? Perennial issues in South African organisations such as ethics and diversity are integrated with other themes throughout the book.

Additions that stimulate critical thinking and application? Updated local and international research data reflect current trends in organisational behaviour;? New relevant cases look at South African companies and the issues that today's organisations face;? Industry-specific examples are highlighted and dealt with in 'OB in the news', 'Myth or science', 'OB in a global context', 'From concepts to skills' and 'Point?

Summaries and sections on implications for managers emphasise the practical application of concepts in the workplace;? Questions for review, experiential exercises and ethical dilemmas stimulate student engagement; and? To learn more, view our Privacy Policy. To browse Academia. Log in with Facebook Log in with Google. Remember me on this computer.

Enter the email address you signed up with and we'll email you a reset link. Need an account? Click here to sign up. Download Free PDF. Yx6ndj Ccf2za. A short summary of this paper. A surface-level diversity; deep-level diversity B surface-level diversity; lateral-level diversity C organizational-level diversity; individual-level diversity D lateral-level diversity; deep-level diversity E physical-level diversity; intellectual-level diversity Answer: A Explanation: A Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions.

However, evidence has shown that as people get to know one another, they become less concerned about demographic differences if they see themselves as sharing more important characteristics, such as personality and values, that represent deep-level diversity. Category: Concept LO: 2. A individual-level diversity B organizational-level diversity C lateral-level diversity D surface-level diversity E deep-level diversity Answer: D Explanation: D Surface-level diversity refers to the differences in characteristics like education, upbringing, work-status, regional background, and gender.

Deep-level diversity, on the other hand, refers to differences in individual characteristics like personality, values, belief-system, and interests. A surface-level diversity B deep-level diversity C lateral-level diversity D organizational-level diversity E individual-level diversity Answer: B Explanation: B Surface-level diversity refers to the differences in characteristics like education, upbringing, work-status, regional background, and gender.

A stereotypes; assumptions B assumptions; judgments C values; personality D age; wisdom E gender; age Answer: C Explanation: C As people become more acquainted with one another, they become less concerned with demographic differences and rely more on deep-level diversity issues. A Surface-level diversity will overcome fundamental differences and promote harmony. B Surface-level diversity can co-exist with deep-level diversity within an organization.

C Surface-level diversity does not affect employees' perceptions. D Surface-level diversity, not thoughts and feelings, is mostly reflected in Demographics. E Surface-level diversity in the workforce can be eliminated by effective diversity management. Answer: D Explanation: D Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions.

Which action would not be considered a form of discrimination? Answer: B Explanation: B Simply because two or more parties do not agree does not constitute that discrimination has taken place. Category: Synthesis LO: 2. A surface-level diversity B unfair discrimination C ethnic diversity D irrelevant biographical characteristics E discrepancies in employee performance Answer: B Explanation: B Although diversity does present many opportunities for organizations, effective diversity management also means working to eliminate unfair discrimination.

To discriminate is to note a difference between things, which in itself isn't necessarily bad. Noticing one employee is more qualified is necessary for making hiring decisions; noticing another is taking on leadership responsibilities exceptionally well is necessary for making promotion decisions. Which of the following terms explains what she has been subjected to?

A recessionary practice B mockery and insult C discriminatory practice D exclusion E incivility Answer: C Explanation: C Discriminatory policies or practices are actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance. Example: Older workers may be targeted for layoffs because they are highly paid and have lucrative benefits. Diane is an older, long-tenured woman raised in rural Kansas, who achieved her current level in the organization by starting as a high school graduate and working her way up the hierarchy.

Clarke is a young, recently hired male college graduate with a business degree, raised in a Spanish-speaking neighborhood in Miami. However, both are deeply committed to their families, share a common way of thinking about important work problems, like to work collaboratively, and are interested in international assignments in the future.

Which of the following describes the diversity between these two? A lateral-level diversity B deep-level diversity C surface-level diversity D individual-level diversity E hierarchical-level diversity Answer: C Explanation: C Their surface-level similarity will not necessarily lead to positive interactions because they have such fundamental, deep-level differences.

It will be a challenge for them to collaborate regularly at work, and they'll have to make some compromises to get things done together.

A hiring appropriate candidates B making promotional decisions C recognizing differences in skill sets D classifying members of a given race for marketing purposes E determining the direction of a strategic plan Answer: D Explanation: D Noticing differences and acting upon them is crucial for making positive decisions within an organization; however, making the assumption that all members of a certain ethnic background all think the same is a negative use of discriminating thoughts.

Category: Analytical LO: 2. A randomization B inclusion C company policy D exclusion E sexual harassment Answer: D Explanation: D Some forms, like exclusion or incivility, are especially hard to root out because they are impossible to observe and may occur simply because the actor isn't aware of the effects of his or her actions.

A reduced productivity B workplace diversity C citizenship behavior D negative conflicts E increased turnover Answer: B Explanation: B Whether intentional or not, discrimination can lead to serious negative consequences for employers, including reduced productivity and citizenship behavior, negative conflicts, and increased turnover.

Which of the following terms accurately explains the type of discrimination she has been subjected to? A intimidation B sexual harassment C exclusion D inclusion E insult Answer: C Explanation: C Exclusion is a type of discrimination whereby, certain people are left out from job opportunities, social events, discussions, or informal mentoring; it can occur unintentionally. For example: many women in finance claim they are assigned to marginal job roles or are given light workloads that don't lead to promotion.

Which of the following terms accurately explains the type of discrimination Tamara has been subjected to? A exclusion B mockery C intimidation D sexual harassment E inclusion Answer: A Explanation: A As an African American, having signs which would limit usage harken to times in history when African American's were not allowed to use the same facilities as others. Which of the following terms accurately explains the type of discrimination he has been subjected to?

A exclusion B inclusion C intimidation D mockery E sexual harassment Answer: D Explanation: D Mockery and insults are a form of discrimination where people are cast into negative stereotypes and made fun of; sometimes the results of these jokes are taken too far.

Since this time, Thadius has no longer been invited to lunch with the members of his team and was not asked to play in the inter-departmental softball league this year. Thadius is experiencing which form of discrimination? A sexual harassment B intimidation C insult D exclusion E incivility Answer: D Explanation: D Exclusion from certain events, even if they are purely social, within the office based on sexual orientation is a form of discrimination.

A lateral diversity B individual diversity C organic diversity D workplace diversity E deep-level diversity Answer: D Explanation: D Diversity is a broad term, and the phrase workplace diversity can refer to any characteristic that makes people different from one another.

A Intimidation B Exclusive practices C Sexual harassment D Discriminatory policies or practices E Inclusive practices Answer: D Explanation: D Discriminatory policies or practices are actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance.

A Ignore the differences…we are all the same. B Implement policies which prohibit cultural conversations. C Create work groups which have members of all possible racial groups. D Hold an orientation in which team members can discuss their differences.

E Force people to work with people with whom they are uncomfortable. Answer: D Explanation: D Evidence suggests that knowing clear behavioral scripts along with understanding other people's viewpoints can lead to developing a positive working environment.

Category: Critical thinking LO: 2. Answer: TRUE Explanation: Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions. Answer: FALSE Explanation: Individual characteristics like age, gender, race, ethnicity, and abilities can influence employee performance.

More important characteristics like personality and values constitute deep-level diversity. Answer: FALSE Explanation: Although diversity does present many opportunities for organizations, effective diversity management also means working to eliminate unfair discrimination.

Answer: FALSE Explanation: Some forms of unfair discrimination, like exclusion or incivility, are especially hard to root out because they are impossible to observe and may occur because the actor isn't aware of the effects of his or her actions. Summarize the two major forms of workforce diversity. Answer: The predominantly white, male managerial workforce has given way to a gender- balanced, multiethnic workforce. That change is increasingly reflected in the makeup of managerial and professional jobs.

This permanent shift toward a diverse workforce means organizations need to make diversity management a central component of their policies and practices. Experts recognize the demographic characteristics of age, race, gender, ethnicity, religion, and disability status as just the tip of the diversity iceberg. Diversity is a broad term, and the phrase workplace diversity can refer to any characteristic that makes people different from one another.

Surface-level diversity refers to the differences in characteristics like education, upbringing, work-status, regional background, and gender. Deep- level diversity, on the other hand, refers to differences in individual characteristics like personality, values, belief-system, and interests. Answer: Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions.

Luis and Carol are co-workers who seem to have little in common at first glance. Luis is a young, recently hired male college graduate with a business degree, raised in a Spanish-speaking neighborhood in Miami. Carol is an older, long-tenured woman raised in rural Kansas, who achieved her current level in the organization by starting as a high school graduate and working her way up the hierarchy.

At first, these co-workers may experience some differences in communication based on their surface-level differences in education, ethnicity, regional background, and gender. However, as they get to know each other, they may find they are both deeply committed to their families, share a common way of thinking about important work problems, like to work collaboratively, and are interested in international assignments in the future.

These deep-level similarities will overshadow the more superficial differences between them, and research suggests they will work well together. Answer: To discriminate is to note a difference between things, which in itself isn't necessarily bad. Although diversity does present many opportunities for organizations, effective diversity management also means working to eliminate unfair discrimination.

Usually when we talk about discrimination, though, we mean allowing our behavior to be influenced by stereotypes about groups of people. Rather than looking at individual characteristics, unfair discrimination assumes everyone in a group is the same. This discrimination is often very harmful to organizations and employees. Some of the types of discrimination in an organizational setup are unfair policies or practices, sexual harassment, intimidation, mockery and insults, exclusion, and incivility.

Discriminatory policies or practices of the organization's representatives would result in denying equal opportunities to perform or unequal rewards for performance. Unwanted sexual advances and other verbal or physical conduct of a sexual nature would create a hostile or offensive work environment. Overt threats or bullying directed at members of specific groups of employees would make the targeted employees intimidated.

Jokes or negative stereotypes would be taken as mockery or insults when the results of the jokes are taken farther than what is acceptable. Exclusion of certain people from job opportunities, social events, discussions, or informal mentoring could happen unintentionally.

Disrespectful treatment, including behaving in an aggressive manner, interrupting the person, or ignoring their opinion is considered as uncivil behavior. Answer: Religion: Not only do religious and nonreligious people question each other's belief systems they often are in conflict. United States federal law prohibits employers from discriminating against employees based on their religion, with very few exceptions.

However, that doesn't mean it's a nonissue in organizational behavior. Nearly two million Muslims live in the United States and there is a wide variety of perspectives on Islam. Some take these general biases a step further.

Research has shown that job applicants in Muslim-identified religious attire who applied for hypothetical retail jobs in the United States had shorter, more interpersonally negative interviews than applicants who did not. Religious individuals may also believe they have an obligation to express their beliefs in the workplace, and those who do not share those beliefs may object.

Perhaps as a result of different perceptions of religion's role in the workplace, religious discrimination claims have been a growing source of discrimination claims in the United States. Sexual orientation and Gender identity: Employers differ widely in their treatment of sexual orientation.

Federal law does not prohibit discrimination against employees based on sexual orientation, though many states and municipalities do. In general, observers note that even in the absence of federal legislation requiring nondiscrimination, many organizations have implemented policies and procedures protecting employees on the basis of sexual orientation.

More than half the Fortune companies offer domestic-partner benefits for gay couples. Despite some gains, many lesbian, gay, and bisexual employees keep their gender identity from their co-workers for fear of being discriminated against. Companies are increasingly putting policies in place to govern how their organizations treat transgender employees.

Dealing with transgender employees requires some special considerations, such as for bathrooms, employee names, and so on. Capitol Building in Washington, D. Recently, at the same time Thadius and his partner Ryan announced plans to marry, he was denied a promotion to Captain. Within which doctrine can Thadius make a claim of discrimination? A religion B cultural identity C abilities D ethnicity E tenure Answer: D Explanation: D Ethnicity often extends beyond race and includes a set of cultural characteristics which may be embraced in addition to ones ethnical background.

A heritage B ethnic background C cultural identity D regionalistic customs E collective individuality Answer: C Explanation: C Cultural identity refers to the link to family ancestry or youth which lasts for a lifetime, regardless of where the person currently lives. When Jared recently represented his company at a formal dinner, his supervisor was surprised to see Jared wearing an expensive suit with cowboy boots.

A religion B cultural identity C abilities D ethnicity E tenure Answer: B Explanation: B Customs of dress are just as much a part of one's cultural identity as are their holidays and foods. Jared's boots were simply an expression of his cultural identity.

A The older you get, the less likely you are to be satisfied with your job. B The older you get, the less likely you are to quit your job. C The older you get, the more likely you are to equip yourself with new skills. D The older you get, the more likely you are to take a leave of absence. E The older you get, the less likely you are to be productive on the job. Answer: B Explanation: B The older you get, the less likely you are to quit your job.

That conclusion is based on studies of the age—turnover relationship. As workers get older, they have fewer alternative job opportunities as their skills have become more specialized to certain types of work. In general, older employees have lower rates of avoidable absence than do younger employees. A employees over the age of 50 were more productive than those under 50 B employees under 50 were more productive than those over 50 C policies allowing age discrimination encouraged lower levels of organizational commitment D policies allowing age discrimination encouraged higher levels of organizational commitment E age has no effect on performance or commitment Answer: C Explanation: C The companies with age discrimination policies had lower levels of organizational commitment which in turn resulted in lower levels of organizational performance.

A There are no consistent male-female differences in problem-solving ability, analytical skills, competitive drive, motivation, sociability, or learning ability. B Research suggests that women believe sex-based discriminations are less prevalent than do male employees. C Psychological studies have found women are more agreeable and willing to conform to authority. D Working mothers are more likely than their counterparts to prefer part-time work, flexible work schedules, and telecommuting in order to accommodate their family responsibilities.

E After rethinking what constitutes male and female roles, we can safely assume no significant difference in job productivity between men and women.

Answer: B Explanation: B Sex roles affect our perceptions. For example, women who succeeded in traditionally male domains are perceived as less likable, more hostile, and less desirable as supervisors. Interestingly, research also suggests that women believe sexbased discrimination is more prevalent than do male employees, and these beliefs are especially pronounced among women who work with a large proportion of men.