Rokeach classified values as terminal and instrumental values. In this part, we review these approaches as follows. Milton Rokeach created the Rokeach Value Survey (RVS) (Rokeach, 1973:6) It consists of two sets of values, each containing 18 individual value items. One set, called terminal values, refers to desirable end-states. These are the goals a person would like to achieve during his or her lifetime. The other set, called instrumental values, refers to preferable modes of behavior, or means of achieving the terminal values. Some examples of terminal values in the Rokeach Value Survey are: Prosperity and economic success, Freedom, Health and well-being, World peace, Social recognition, and Meaning in life. The types of instrumental values illustrated in RVS are Self-improvement, Autonomy and Self-reliance, Personal discipline, Kindness, Ambition, and Goal-orientation. The correct answer is Choice D.

Imagine that you are the manager of human resource department in an organization, where relationship based conflict occurs frequently. To solve conflict, firstly, at the individual level analysis, you have to explore individual sources of conflict. This road takes you to analyze personalities and perceptions of the conflicting partners. At the group level analysis, you need to analyze communication patterns or look at the way conflicting partners interact. And finally at the organizational level, you need to focus on how people structure their working relations in HR department. The correct answer is Choice B.

Espoused values are less visible than artifacts but they will still have concrete expressions, such as a declaration of corporate values.

Each organization will have a different set of espoused values. And members of that organization will be able to articulate them.

Espoused values and beliefs do not have to be about complex virtues. They could be as simple as believing that greeting colleagues is appropriate behavior or they could be about material issues.

The espoused values of an organization are those beliefs and values that members of an organization share because these beliefs and values have proven useful in the past. It is important to remember that organizational members should see that the benefits of a specific value repeatedly before it becomes part of the organizational culture.

Organizational culture is about the (less) tangible, (more) symbolic properties of the environment within an organization including values and assumptions.

Organizational climate is concerned with (more) observable properties of the environment, such as policies, practices and managerial decisions, and the way they are interpreted.

According to Schein, organizational culture manifests at three different levels, going from the most visible, surface-level phenomena to the least tangible and unconscious understandings: artifacts, espouses values,   basic underlying assumptions.

Culture Type: Market

Assumption : Achievement

Artifacts: Goal setting, planning task focus, competitiveness, aggressiveness 

It is clear that psychology at the individual level, and sociology at the group level provide main contributions. The topics of industrial-organizational psychology, such as motivation, power and leadership, employee training and development, performance appraisal; and in terms of sociology based topics such as inter-group behavior, social categories and systems, small groups and group dynamics are very similar to the topics of OB. As can be understood from the information given, the correct answer is E. All topics in the answer choices are related to industrial-organizational psychology.

Schwartz (1987) distinguished between two views of organizations. The first one, which he defined as clockwork, represents an organization where everyone knows what the organization is about; and the other one, defined as snakepit, represents an organization where nobody knows what is going on.

Aggregation approach focuses on the sharedness of the responses of members (1-C); bandwith approach is concerned with the comparable broadness of organizational outcomes (2-A); focused approach looks at different types of climate (3-B). The correct answer is E.

A subject who scores high in Conscientiousness category is expected to be dependable, hardworking, organized, self-disciplined, persistent, responsible. For the other categories:

Emotional Stability: Calm, secure, happy, unworried

Agreeableness: Cooperative, warm, caring, good-natured, courteous, trusting

Extraversion: Sociable, outgoing, talkative, assertive, gregarious

Openness to Experience: Curious, intellectual, creative, cultured, artistically sensitive, flexible, imaginative. The correct answer is Choice D.

Organizational culture is a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems.

Organizational climate is the shared perceptions of and the meaning attached to the policies, practices, and procedures employees experience and the behaviors they observe getting rewarded and that are supported and expected.

Among the socially aversive personalities cited in Kowalski (2001), one has attracted the most empirical attention: Machiavellianism. The construct of Machiavellianism, the manipulative personality—emerged from Machiavelli’s original book of Prince (Paulhus and Williams, 2002). Within the personality theories literature, Machiavellianism has been stated as the dark personality characteristics. Machiavellianism is a personality trait that is characterized by manipulative and exploitative attitude toward others, lack of empathy, and a cynical view of human nature (Inancsi, Lang and Bereczkei, 2016). Machiavellians are characterized by agency and progress rather than connectedness to others and the community. Thus, they are usually autonomous, self-seeking, and lack social connectedness with others. These people are described as being coldhearted, self-seeking, dominant and lacking emphaty (Jones and Paulhus, 2011; Inancsi et al., 2016). Machiavellianism may be delineated by a combination of attributes such as dominant, self-seeking-utilitarian, secretive, suspicious, norm-avoiding, thinking in concrete and pragmatic terms as well as emotionally unstable and anxious in the context of close relationships (Inancsi, Lang and Bereczkei, 2015). The correct answer is Choice C.

In 1776, Adam Smith suggested division of labor.

With an emphasis on human side of organizations, human relations view attracted many research; but later important criticisms occurred due to its emphasis on mostly small and informal groups and the relations among the group members. The human relations approach ignored the formal organization and its relation with the environment. In 1960s, a major shift of thinking occurred, which was represented as a new scientific paradigm; this identified a third milestone in the OB history. The development of systems-theory in life-sciences as a multidisciplinary approach affected the way of thinking in organizations. There exist mainly three stages, defined as input, transformation and output, which each of the stage are affected from each other and by the forces outside the organization. The input stage consists of acquisition of raw materials, machinery and equipment, financial resources and human resources as well. At this stage, recruitment of skilled employees, training them both for work procedures and obtaining the other necessary resources at a reasonable cost and time are the key issues to be considered. After the organization obtain the necessary resources, next at the transformation stage, the inputs are converted to outputs that are finished ready-to-sell products, by using human skills and machinery and equipment. In order to produce the products (either goods or services) which satisfy the customers’ needs, the managers should create the necessary procedures and motivate the employees to behave accordingly to complete their tasks. It is also necessary to develop the skills of the employees, due to the occurrence of changes, such as new technologies, changing customer demands, or regulations. The organization offers its products in its external environment to the customers, as outputs, at the output stage. The correct answer is Choice C.

Type A personality is characterized by impatience, a chronic sense of time urgency, enhanced competitiveness, aggressive drive, and often some hostility.

The correct answer is D.

Avoiding conflict and confronting conflict directly are the two items considered among OCP Items. Supporting conflict is something that may destroy organizational culture.

Hierarchy of Needs Theory, X and Y Theory, ERG Theory, and Two-Factor Theory are Content Theories. Among the given options, only the Goal-Setting Theory is a process theory.

Self-monitoring refers to an individual’s ability to adjust his or her behavior to external, situational factors.

The correct answer is D.

The definition of personality was produced by Gordon Allport nearly 70 years ago.

The correct answer is B.

The given sentences can be best completed with Telecommunicating. Telecommuting provides companies to decrease their office space costs, but at the same time disloyalty might be experienced because of being distant. Managers might have problems in observing and tracking their subordinates’ performance. Thus, performance appraisal biases might occur. Employees who do not regularly stay at their desks might be disadvantaged in performance appraisals. Also, telecommuting restricts teamwork efficiency and coordination. The correct answer is C.