CAIIB ABM Module B UNIT 12 MCQ – Human Implications of Organisations

Correct Answer: B. Understanding and appreciating individual differences and their impact on behaviour. Effective human resource management requires recognising that each person is unique in behaviour and psychological traits, which influences their actions and interactions in the workplace.

Correct Answer: C. Originating and responding behaviour. Human behaviour is seen as a complex mix involving actions initiated by the individual (originating) and reactions to external stimuli or situations (responding).

Correct Answer: B. Economic, Social, Political. Environmental factors are external influences on behaviour, including the economic climate, social norms and cultural values, and the political environment.

Correct Answer: D. Psychological Factors. These factors relate to the internal mental and emotional states and processes of an individual that shape their behaviour.

Correct Answer: C. The person and the environment. Lewin proposed that behaviour arises from the interaction between an individual’s personal characteristics and the environmental situation they are in.

Correct Answer: C. Economic man and rational man approach. This early managerial perspective viewed employees as logical beings chiefly driven by financial incentives.

Correct Answer: C. Social interactions and treatment at the workplace. These studies revealed that social needs, how employees are treated, and recognition significantly influence their attitude and performance, leading to the ‘social man’ concept.

Correct Answer: C. Man is a complex being with differing personalities. Contemporary views acknowledge that individuals are multifaceted, with diverse needs including creativity and growth, and that personalities vary significantly.

Correct Answer: B. To predict behaviour like absenteeism and turnover and take preventive measures. Understanding personality helps managers anticipate employee actions, adjust their own behaviour, foster cohesiveness, and address potential issues proactively.

Correct Answer: C. Group performance and output beyond individual contributions. Synergy results from effective teamwork, cooperation, and collaboration, leveraging individual differences to achieve collective results greater than the sum of individual efforts.

Correct Answer: B. An individual has dignity. This assumption emphasizes the inherent worth and ethical treatment deserved by every employee within an organisation.

Correct Answer: C. Individual differences and commonalities. This highlights that while individuals share some universal human characteristics and group traits, each person also possesses unique qualities.

Correct Answer: B. A stable set of characteristics and tendencies determining commonalities and differences in psychological behaviour over time. Maddi’s definition emphasizes the relative stability of personality traits and tendencies that shape thoughts, feelings, and actions, while acknowledging gradual change.

Correct Answer: B. A pattern of traits. Cattell viewed personality as composed of underlying permanent traits that form the structure of an individual’s personality and influence their behaviour.

Correct Answer: C. Temperaments. Eysenck concentrated on temperaments, using factor analysis to identify key dimensions like extraversion and neuroticism, which he linked to genetic factors.

Correct Answer: C. Type A personality. This behaviour profile is characterised by a sense of time urgency, competitiveness, and a drive for rapid accomplishment.

Correct Answer: C. Being easy-going and relaxed about time pressure. Type B individuals are typically less competitive, more patient, and have a more balanced approach to life and work compared to Type A individuals.

Correct Answer: C. Displaying nervous gestures like a clenched fist. This is one of the observable characteristics associated with the restlessness and underlying tension often found in Type A behaviour.

Correct Answer: C. Trust vs. Mistrust. This initial stage focuses on developing a sense of trust when caregivers reliably meet the infant’s needs, or mistrust if needs are inconsistently met. This dynamic can reappear in the workplace when relying on others for guidance.

Correct Answer: B. Autonomy vs. Shame and Doubt. This stage centers on developing a sense of independence and self-control. Success leads to autonomy, while failure can result in shame and self-doubt, applicable both in childhood and workplace scenarios.

Correct Answer: B. Initiative vs. Guilt. This stage involves asserting oneself, taking initiative in activities, and learning purposefulness. Mistakes or criticism during this stage can lead to feelings of guilt.

Correct Answer: B. Industry vs. Inferiority. This stage focuses on developing competence through mastering tasks and knowledge. Failure to do so can lead to feelings of inadequacy and inferiority compared to peers.

Correct Answer: B. Identity vs. Role Confusion. Adolescence and early adulthood involve exploring different roles and ideologies to form a cohesive sense of self (identity). Difficulty in this process can result in confusion about one’s place and role.

Correct Answer: B. Intimacy vs. Isolation. This stage in early adulthood focuses on forming deep, meaningful relationships. Success leads to intimacy, while failure can result in loneliness and isolation.

Correct Answer: B. Generativity vs. Stagnation. This stage involves finding purpose through contributing to society, family, or work. Failing to find such purpose can lead to feelings of stagnation and unproductiveness.

Correct Answer: C. Type A personality. A key characteristic of the Type A behaviour pattern is a chronic feeling of time urgency and impatience.

Correct Answer: C. Easy-going and relaxed. The Type B personality is generally characterized by a relaxed disposition, patience, and a less competitive nature compared to Type A.

Correct Answer: B. Strong achievement orientation. Type A individuals are often driven by a desire to achieve goals quickly and efficiently, exhibiting a high degree of achievement orientation.

Correct Answer: C. They generally do not experience a strong competitive drive. Unlike Type A individuals, Type B persons are typically less competitive and more relaxed about outcomes.

Correct Answer: D. Eight stages. Erikson’s psychosocial theory outlines eight sequential stages of development, each presenting a unique conflict or challenge that shapes personality.

Correct Answer: C. Youth (Early Adulthood). Erikson’s stage of Intimacy vs. Isolation, occurring in early adulthood, focuses on the individual’s need to form close, loving relationships.

Correct Answer: C. Mutuality of interest. This concept posits that organisations function effectively when there is a degree of shared or mutual interest among its members, aligning individual and organisational goals.

Correct Answer: B. The existence of common patterns and variables determining personality. Identifying common personality traits and patterns allows for classifying individuals and predicting their likely behaviour in certain situations.

Correct Answer: B. Id, Ego, Super Ego. Freud’s Psycho-analytical Theory posits that personality structure and behaviour result from the interplay between the instinctual drives (Id), the reality-oriented conscious self (Ego), and the internalized moral conscience (Super Ego).

Correct Answer: C. Traits inherent to a person are the primary determinants of personality. Trait Theory suggests that personality consists of fundamental, relatively stable characteristics or traits, largely inherent, which explain consistent patterns of behaviour.

Correct Answer: C. Understanding the individual’s own internal frame of reference and self-image. Self-Concept Theory emphasizes that behaviour is best understood from the individual’s perspective, focusing on their self-perception and how they see themselves in relation to others and the world.

Correct Answer: B. Personality development is more a result of social variables and learning than biological factors. This theory asserts that personality is largely acquired or modified through learning processes, influenced by social interactions, observation, reinforcement, and punishment.

Correct Answer: C. There is a mutual interaction where behaviour partly creates the environment, and the environment affects behaviour. Social Learning Theory highlights a reciprocal determinism, where an individual’s actions influence their surroundings, and those surroundings, in turn, influence their behaviour.

Correct Answer: C. A balance in the relationship between the id, the ego, and the super ego. Psycho-analytical theory suggests that a healthy, ‘normal’ personality requires equilibrium among the instinctual demands of the id, the reality-based ego, and the moral constraints of the super ego.

Correct Answer: C. Aggressive. Trait theory uses stable characteristics (traits) to describe personality. Consistent forceful behaviour aligns with the trait description of being aggressive.

Correct Answer: C. Self-Concept Theory. A core tenet of Self-Concept Theory, often associated with Carl Rogers, is that individuals have a perception of themselves (self-image) and their behaviour tends to be consistent with that image.

Correct Answer: D. Social Learning Theory. This theory posits that personality is not fixed but is developed and shaped over time as the sum total of everything a person has learned through interaction with their social environment.

Correct Answer: D. The Id. Within Freud’s framework, the Id resides entirely in the unconscious and operates on the pleasure principle, representing primal biological urges and instinctual drives.

Correct Answer: C. The role of the brain. The brain is mentioned as a significant biological factor influencing personality, with concepts like electrical stimulation and hemispheric specialization being relevant.

Correct Answer: C. Reducing stress and tension, stimulating creative thinking. ESB is noted for its potential use in managing stress and possibly enhancing creativity, based on the idea of stimulating specific brain areas.

Correct Answer: B. Speech/Verbal ability, logical/mathematical reasoning, sequential processing. The left hemisphere is typically linked to analytical, verbal, and logical functions, controlling the right side of the body.

Correct Answer: C. Spatial/musical abilities, holistic processing, intuitive/creative thought. The right hemisphere is generally associated with more holistic, intuitive, creative, and spatial functions, controlling the left side of the body.

Correct Answer: C. Satisfaction depends on the successful match between an individual’s personality type and their occupation. Holland’s theory proposes that job satisfaction and the likelihood of leaving a job are dependent on how well an individual’s personality aligns with their occupational environment.

Correct Answer: C. Realistic. The Realistic type prefers hands-on work involving tools, machines, or physical skill, and often possesses characteristics like practicality and persistence. Congruent occupations include mechanic and farmer.

Correct Answer: B. Investigative. This type enjoys exploring ideas, working with data, and solving problems through thinking. Congruent occupations include biologist, economist, and mathematician.

Correct Answer: D. Social. The Social type enjoys interacting with people, helping, teaching, and providing service. Congruent occupations include social worker, teacher, and counsellor.

Correct Answer: C. Rule-regulated, orderly, and unambiguous activities. The Conventional type thrives in structured environments, preferring tasks that involve data, records, and established procedures. Congruent occupations include accountant and bank teller.

Correct Answer: D. Artistic. This type prefers self-expression through various forms like art, music, or writing, often in unstructured environments. Congruent occupations include painter, musician, and writer.

Correct Answer: B. The brain contains definite pleasurable and painful areas. It is believed that the human brain has distinct regions associated with experiencing pleasure and pain, which could potentially be stimulated.

Correct Answer: C. It may be possible to physically manipulate personality via ESB. The text suggests that because specific brain areas are linked to pleasure and pain, physical manipulation through ESB might influence personality.

Correct Answer: D. John Holland. John Holland developed the widely recognized personality-job fit theory, proposing six distinct personality types and their suitability for different occupational environments.

Correct Answer: C. Intuitive and creative behaviour. The right hemisphere of the brain is generally associated with functions such as intuition, creativity, spatial awareness, and holistic processing.

Correct Answer: B. Analytical behaviour. The left hemisphere is predominantly linked with analytical thought, logic, language processing, and sequential reasoning.

Correct Answer: C. Speech and verbal ability. Language functions, including speech and verbal processing, are typically controlled by the left hemisphere of the brain.

Correct Answer: C. Facial recognition. Recognizing faces is one of the complex perceptual tasks generally attributed to the processing capabilities of the right hemisphere.

Correct Answer: B. The right side of the body. Neural pathways cross over, meaning the left hemisphere of the brain controls the motor functions and receives sensory input from the right side of the body.

Correct Answer: B. Because they were largely designed for a more homogeneous workforce. Increasing workforce diversity has led organisations to realise that HR systems based on assumptions of employee similarity may no longer be effective.

Correct Answer: C. Homogeneous reproduction. This term refers to the phenomenon where organisational systems, often unintentionally, perpetuate similarity by selecting and promoting individuals who resemble those already in power or successful roles.

Correct Answer: C. Difficulty in responding to new market conditions or technologies. A workforce lacking diversity may struggle to adapt to significant environmental shifts due to a limited range of perspectives, skills, and ideas.

Correct Answer: C. Diversity Enlargement. This strategy aims to change the demographic composition of the organisation by hiring more individuals from underrepresented groups.

Correct Answer: C. To teach employees about cultural differences and promote understanding through training. Diversity sensitivity training aims to reduce stereotypes and improve communication and relationships among employees from diverse backgrounds.

Correct Answer: B. Difficulty retaining diverse workers due to feelings of isolation or tokenism if their numbers are too small. Achieving a ‘critical mass’ means having enough representation from diverse groups so individuals feel accepted and integrated, rather than isolated tokens.

Correct Answer: C. When evaluators receive more relevant information about the job and the applicant’s past performance. Providing detailed, relevant information helps evaluators make decisions based on qualifications rather than gender stereotypes.

Correct Answer: C. Payment of equal remuneration to men and women employees for similar work and prevention of gender discrimination. This Act mandates equal pay for equal work, irrespective of gender, and seeks to prevent discrimination against women in employment matters.

Correct Answer: C. Requires permission for women to work during odd hours or in shift duties under specific conditions. The Act acknowledges the vulnerability of women and includes provisions for their safety and protection, regulating work during non-standard hours.

Correct Answer: C. To protect women from sexual harassment at their place of work. The PoSH Act provides a legal framework for preventing, prohibiting, and redressing acts of sexual harassment against women in the workplace.

Correct Answer: C. Section 354. This amendment specifically added clauses under Section 354 (like 354A) that define acts constituting sexual harassment and stipulate penalties for such offences.

Correct Answer: B. Women are making important gains in representation, especially in senior leadership. The report highlights progress in women’s representation at higher levels and notes their significant contributions to team support and diversity efforts.

Correct Answer: B. Movere (to move). The term motivation is derived from the Latin word ‘movere’, implying a force that causes movement or action.

Correct Answer: B. The extent of willingness of an employee to respond to organisational requirements. Motivation in the workplace relates directly to an employee’s readiness and drive to contribute towards organisational goals and tasks.

Correct Answer: C. Content Theories. Content theories focus on identifying the internal factors (like needs) that energize and direct human behaviour. Maslow, Herzberg, Alderfer, and McClelland are key proponents.

Correct Answer: C. Workers are primarily motivated by economic considerations and higher wages. Taylor’s rational economic view assumed that financial incentives were the main driver for employees to exert more effort and follow prescribed efficient methods.

Correct Answer: B. The assumption that the primary interest of workers is economic gain. The ‘rabble hypothesis’ refers to Taylor’s simplistic view that money is the predominant motivator for the average worker.

Correct Answer: B. The importance of human affairs and interpersonal relations at work. The Hawthorne studies highlighted that social factors, group dynamics, and how employees felt treated significantly impacted their motivation and productivity.

Correct Answer: B. By acknowledging their social needs and making them feel useful and important. This model suggested that motivation could be enhanced by attending to employees’ social needs, involving them, and fostering a sense of belonging and importance.

Correct Answer: C. It places undue reliance on social contacts alone as motivators. Critics argue that while social factors are important, the Human Relations Model’s focus on them was excessive and didn’t fully account for other motivators or the intrinsic nature of work itself.

Correct Answer: C. To move. The term motivation originates from the Latin word ‘movere’, which translates to ‘to move’, indicating the driving force behind actions.

Correct Answer: D. Early Theories / Rational Economic View. Taylor’s Scientific Management is typically categorized as an early or classical approach focused on rational economic motivation, distinct from later Content or Process theories.

Correct Answer: C. As one of the early theories of Motivation. Emerging after Scientific Management, the Human Relations Model represents an early shift towards considering social factors in motivation.

Correct Answer: D. Elton Mayo. Elton Mayo’s work, particularly the Hawthorne Studies, formed the foundation of the Human Relations Model, emphasizing social factors and employee attitudes.

Correct Answer: D. Abraham Maslow. Abraham Maslow, a clinical psychologist, introduced the Hierarchy of Needs theory, outlining five fundamental human needs in a specific order of importance.

Correct Answer: D. Physiological Needs. Maslow stated that physiological needs (like food, shelter, sleep) are the most basic and must be met to a satisfactory degree for individuals to focus on higher-level needs.

Correct Answer: B. Physiological Needs. Salary allows employees to meet basic survival requirements (food, shelter), and safe, comfortable working conditions address fundamental physical well-being, both falling under physiological needs in the workplace.

Correct Answer: B. Safety/Security Needs. These practices address the employee’s need for stability, protection from physical harm, and security regarding future employment and well-being.

Correct Answer: C. Safety/Security Needs. Such actions create uncertainty and anxiety, particularly regarding continued employment and fair treatment, thus failing to meet the need for security.

Correct Answer: C. Social Needs. These needs relate to an individual’s desire for connection, affection, and acceptance within a group or community, including workplace relationships.

Correct Answer: C. Social Needs. Informal groups provide opportunities for friendship, belonging, and peer acceptance, directly addressing the social needs of employees.

Correct Answer: B. Self-Esteem Needs. This level encompasses the need for feeling competent, respected by oneself and others, achieving recognition, and gaining status.

Correct Answer: D. Self-Esteem Needs. These practices contribute to feelings of competence, achievement, recognition, and responsibility, thus fulfilling esteem needs.

Correct Answer: D. Self-Actualisation Needs. This represents the peak of the hierarchy, focusing on personal growth, fulfillment, and the realisation of one’s full potential.

Correct Answer: B. They prefer autonomy and less supervision. Individuals seeking self-actualisation are often self-directed and motivated by the intrinsic nature of their work, thus preferring independence.

Correct Answer: C. The hierarchical progression is rigid and not universally applicable, and concepts like self-actualisation are hard to measure. Critics point out exceptions to the hierarchy and the difficulty in empirically testing abstract concepts like self-actualisation.

Correct Answer: B. It offers a good conceptual scheme for understanding the different needs employees may seek to satisfy at work. The theory provides a valuable framework for managers to think about the diverse motivations of employees and how different needs become prominent.

Correct Answer: C. Frederick Herzberg. Frederick Herzberg proposed the Two-Factor Theory based on his research into factors causing job satisfaction and dissatisfaction.

Correct Answer: C. Critical Incident Method (asking about particularly good and bad job experiences). Herzberg asked employees (accountants and engineers) to describe specific situations where they felt exceptionally good or bad about their jobs.

Correct Answer: B. Factors causing satisfaction are different from those causing dissatisfaction. Herzberg concluded that the factors leading to positive feelings (satisfaction) were distinct from those leading to negative feelings (dissatisfaction).

Correct Answer: C. No Job Satisfaction. Herzberg proposed that satisfaction and dissatisfaction are not opposites on a single continuum. The absence of satisfying factors leads to a state of ‘no satisfaction’, not necessarily dissatisfaction.

Correct Answer: D. No Job Dissatisfaction. According to Herzberg, removing factors that cause dissatisfaction only leads to a neutral state of ‘no dissatisfaction’, it does not automatically create satisfaction or motivation.

Correct Answer: D. Motivational Factors (Motivators). These factors relate directly to the content of the job and its intrinsic aspects. Their presence leads to satisfaction and motivation.

Correct Answer: B. Their presence creates motivation and satisfaction, but their absence causes ‘no satisfaction’. Motivators are seen as the primary drivers of job satisfaction and motivation when present.

Correct Answer: D. Hygiene or Maintenance Factors. These factors relate to the context or environment surrounding the job, rather than the job content itself.

Correct Answer: B. Their absence causes serious dissatisfaction, but their presence only leads to ‘no dissatisfaction’. Hygiene factors are necessary to prevent dissatisfaction but do not, in themselves, provide positive motivation or satisfaction.

Correct Answer: C. Motivational Factor. Recognition is directly linked to feelings of achievement and is considered a key driver of job satisfaction and motivation.

Correct Answer: C. Hygiene Factor. Relationships at work are part of the job context or environment. While poor relationships can cause dissatisfaction, good relationships primarily prevent dissatisfaction rather than actively motivate.

Correct Answer: C. They create the background or atmosphere for work and prevent dissatisfaction. Hygiene factors relate to the work environment; ensuring they are adequate is necessary to avoid dissatisfaction, but they are not the source of positive motivation.

Correct Answer: C. Five. Maslow’s theory outlines a hierarchy comprising five fundamental levels of human needs: Physiological, Safety, Social, Self-Esteem, and Self-Actualisation.

Correct Answer: D. Self-Actualisation Needs. Self-Actualisation, representing the drive to achieve one’s full potential, is considered the highest level need in Maslow’s hierarchical structure.

Correct Answer: B. Prescriptive. Herzberg’s theory goes beyond description; it prescribes that managers should focus on motivators to enhance job satisfaction and address hygiene factors to prevent dissatisfaction.

Correct Answer: C. Motivators and Hygiene Factors. The core of Herzberg’s theory is the distinction between Motivators (related to job content, causing satisfaction) and Hygiene factors (related to job context, preventing dissatisfaction).

Correct Answer: B. Existence, Relatedness, Growth. ERG theory condenses Maslow’s hierarchy into three core needs: Existence (basic survival), Relatedness (social connections), and Growth (personal development).

Correct Answer: C. Frustration-Regression. Alderfer proposed that frustration in attaining higher-level needs (like Growth) could lead to regression, increasing the desire to satisfy lower-level needs (like Relatedness or Existence).

Correct Answer: C. ERG theory postulates that more than one need may be operative at the same time. Unlike Maslow’s generally sequential progression, ERG theory allows for multiple needs to be active simultaneously as motivators.

Correct Answer: B. Achievement, Power, Affiliation. McClelland identified Need for Achievement (nAch), Need for Power (nPow), and Need for Affiliation (nAff) as primary learned needs influencing motivation.

Correct Answer: D. The satisfaction derived from achieving goals and succeeding at tasks. High nAch individuals are driven by accomplishment itself; money serves more as an indicator of success rather than the primary motivator.

Correct Answer: C. Building social ties and maintaining friendly relationships. High nAff individuals derive satisfaction from interpersonal connections and belonging, sometimes valuing relationships over task competence.

Correct Answer: C. The nature of rewards people expect to get as a result of their job performance. Expectancy theory posits that individuals are motivated if they believe their effort leads to performance, which leads to desired rewards.

Correct Answer: C. The belief that performing at a particular level will lead to a desired outcome or reward. Instrumentality is the perceived link between successful performance (first-level outcome) and obtaining a specific reward (second-level outcome).

Correct Answer: C. The perceived value or importance a person assigns to a potential reward or outcome. Valence reflects individual preferences; a reward will only motivate if it is personally valued by the employee.

Correct Answer: B. Perceiving that the rewards received for their contributions are fair compared to peers. Equity theory focuses on the perception of fairness in the ratio of one’s own inputs/outcomes compared to the ratio of a relevant comparison other.

Correct Answer: C. The characteristics an individual brings to the job, like education, skills, and effort. Inputs represent the contributions made by the individual to the organisation in exchange for outcomes.

Correct Answer: C. Reduce the perceived inequity. The feeling of unfairness creates tension, motivating the individual to take actions (behavioural or cognitive) to restore a sense of balance or equity.

Correct Answer: B. Individuals are rational beings making conscious decisions about their behaviour. This model assumes employees make logical choices about their actions based on expectations of desired outcomes.

Correct Answer: C. Value of reward and Perception of effort-reward probability. Effort is seen as a function of how much the potential reward is valued (Valence) and the perceived likelihood that effort will actually lead to that reward (Expectancy).

Correct Answer: C. The fairness of the rewards received for the performance. Satisfaction results when the actual rewards received (intrinsic and extrinsic) meet or exceed the rewards the individual perceives as equitable for their level of performance.

Correct Answer: D. Law of Effect. Reinforcement theory operates on the principle that behaviour followed by rewarding consequences tends to be repeated, while behaviour followed by punishing consequences tends not to be repeated.

Correct Answer: A. Organisational Behaviour Modification (OB Mod). OB Mod refers to the systematic application of reinforcement theory principles to shape and manage behaviour within an organisational setting.

Correct Answer: C. Motives. Motives are the internal states or ‘whys’ that energize behaviour and direct it towards certain goals.

Correct Answer: D. Incentives (Goals). Goals or incentives are the external stimuli or rewards (tangible or intangible) that individuals strive to attain, driven by their internal motives.

Correct Answer: B. It has a diminishing return; its motivational impact may lessen over time or beyond a certain point. Money’s effectiveness as a sole motivator can decrease as basic needs are met and other factors become more important.

Correct Answer: C. Recognition and appreciation for good work. Acknowledging an employee’s contribution satisfies the need for esteem and feeling valued, often serving as a powerful non-financial motivator.

Correct Answer: C. Assigning more tasks of the same level to diversify skills. Job enlargement is a horizontal expansion, adding variety by increasing the number of similar-level tasks an employee performs.

Correct Answer: C. To make jobs more challenging, creative, and involving higher responsibility and control. Job enrichment is a vertical expansion, aiming to increase intrinsic motivation by enhancing job depth, autonomy, and responsibility.

Correct Answer: B. Job Rotation. This involves moving an employee between different jobs at a similar level, often with different functionalities, to increase skill variety and reduce boredom.

Correct Answer: B. Employees may resist due to inertia or fear of the unknown. Some employees prefer the familiarity of their current job and may be hesitant to move to new roles, potentially limiting the effectiveness of job rotation.

Correct Answer: C. Participative Management. This approach involves employees in decisions that affect them, aiming to increase motivation, commitment, and acceptance of change.

Correct Answer: B. Workers’ Participation in Management (WPIM). Article 43A directs the state to take steps to secure the participation of workers in the management of undertakings.

Correct Answer: B. Employees derive satisfaction from being involved in decisions and having some self-control. The premise is that involvement fosters a sense of importance, ownership, and effectiveness, leading to greater satisfaction and acceptance.

Correct Answer: C. The degree to which employees can satisfy important personal needs through their organisational experience. QWL encompasses the overall quality of human experience in the workplace, considering factors beyond just pay or hours.

Correct Answer: C. An environment fostering employee self-esteem and identity. QWL includes aspects like adequate compensation, safety, skill development, growth opportunities, respect for rights, and fostering self-esteem.

Correct Answer: C. Role. A role encompasses the pattern of actions and behaviours expected from an individual based on the position they hold within a social system like an organisation.

Correct Answer: B. Role is obligational, while position is relational and power-related. A role emphasizes the expected functions and obligations, whereas position often relates more to status, hierarchy, and power within the structure.

Correct Answer: C. The dynamic interrelationship between the self and the various roles an individual occupies. Role space refers to the collection of different roles a person plays (e.g., worker, parent, friend) centered around their sense of self.

Correct Answer: C. Role Stagnation. This occurs when an individual, despite occupying a new role (often through promotion), feels stuck or unable to grow into its requirements effectively, leading to stress.

Correct Answer: A. Inter-Role Distance conflict. This specific conflict arises from incompatible demands placed upon an individual by two or more different roles they occupy simultaneously (e.g., work role vs. family role).

Correct Answer: C. Lack of clarity about the expectations, responsibilities, or priorities associated with one’s role. Role ambiguity arises when the role occupant is uncertain about what is expected of them, often due to insufficient information or understanding.

Correct Answer: D. Role Overload. This occurs when the sheer volume of expectations and demands associated with a role exceeds the individual’s perceived capacity or resources to meet them.

Correct Answer: C. Role Erosion. This occurs when an individual feels their role is diminishing, often because duties they believe should be theirs are assigned to or taken over by others.

Correct Answer: C. Resource Inadequacy. This type of role stress arises when the role occupant lacks the necessary resources (material, financial, informational, human) to perform their role effectively.

Correct Answer: C. Feeling that one lacks the necessary knowledge, skills, or experience to perform the role effectively. This stress arises from a perceived gap between the demands of the role and the individual’s own capabilities.

Correct Answer: D. Integrity vs. Despair. This eighth stage involves looking back on life; a sense of fulfillment leads to integrity, while regret and disappointment lead to despair, particularly relevant as one approaches the end of life and career.

Correct Answer: C. Eight stages. Erikson identified eight developmental stages, each characterized by a specific psychosocial conflict, spanning from infancy to late adulthood.

Correct Answer: C. Desire for quick achievement. While Type A behaviour has drawbacks, the strong drive for rapid accomplishment can be beneficial in roles demanding speed, efficiency, and high output.

Correct Answer: B. Personal, Psychological, Organisational, Environmental. The text categorizes the influences on behaviour into these four main groups: Personal (age, sex, education), Psychological (personality, perception, attitudes), Organisational (job nature, structure, leadership), and Environmental (economic, social, political).

Correct Answer: C. Cultural Audit. A cultural audit is a strategy used to understand the existing organisational culture and identify obstacles hindering the progress and integration of diverse employee groups.

Correct Answer: C. Enhanced creativity and problem-solving. Effectively managed diversity can lead to better group processes, fostering creativity, improving problem-solving capabilities, and enhancing communication through varied perspectives.

Correct Answer: B. Because managers face the challenge of how to encourage employees to work towards organisational goals. Motivation directly impacts employees’ willingness to exert effort and perform well, making it a key concern for managers responsible for achieving results through people.

Correct Answer: A. Maslow views them as potential motivators at lower levels, while Herzberg classifies them as Hygiene factors that primarily prevent dissatisfaction. Maslow includes salary/conditions in Physiological/Safety needs which must be met before higher needs motivate. Herzberg sees them as Hygiene factors (context) whose absence causes dissatisfaction, but whose presence doesn’t cause satisfaction/motivation.

Correct Answer: B. If a higher-order need is frustrated, the desire to satisfy a lower-order need increases. This principle explains that inability to fulfill growth or relatedness needs might lead an individual to focus more intensely on existence needs.

Correct Answer: D. Expectancy, Instrumentality, and Valence. Motivation is determined by the perceived likelihood that effort leads to performance (Expectancy), that performance leads to rewards (Instrumentality), and the value placed on those rewards (Valence).

Correct Answer: C. The desire to influence and control others and resources. Individuals high in nPow derive satisfaction from being in positions of influence, directing others, and having control over situations and resources.

Correct Answer: C. To increase job satisfaction by making work more challenging, responsible, and intrinsically rewarding. Job enrichment aims to enhance motivation by increasing the depth of a job, involving more planning, decision-making, and control (vertical loading).

Correct Answer: B. By reducing boredom and developing a wider range of skills through movement between different jobs. Job rotation provides variety, prevents monotony associated with doing the same job for too long, and broadens employee skill sets.

Correct Answer: C. Incompatibility among the expectations held by different significant people related to a single role. Role set conflict arises when a person in a specific role receives conflicting demands or expectations from various people they interact with in that role (e.g., boss, subordinates, peers).