Question 1: Leadership is the ability to influence a group toward the achievement of a vision

and set of goals.

A. True
B. False

Question 2: Which of the following is NOT a reason for why organizations need leaders ?

A. Organizations need leader to challenge the status quo

B. Leaders are the one who can create visions of the organizations
C. Leaders are the one who can formulate the plans of the organizations
D. Inspiring members to achieve visions and goals are the things that leaders can do
effectively.

Question 3: What is the biggest difference between trait and behavioral theories of leadership ?

A. Behavioral theory differentiates leaders from non-leaders in terms of observable personal

characteristics and inherent qualities while trait theory differentiates in terms of trainable
qualities that can be developed over time
B. Trait theory differentiates leaders from non-leaders in terms of observable personal
characteristics and inherent qualities while behavioral theory differentiates in terms of
trainable qualities that can be developed over time
C. Behavioral theory differentiates extraordinary leaders from leaders in terms of observable
personal characteristics and inherent qualities while trait theory differentiates in terms of
trainable qualities that can be developed over time
D. Trait theory differentiates extraordinary leaders from leaders in terms of observable
personal characteristics and inherent qualities while behavioral theory differentiates in
terms of trainable qualities that can be developed over time

Question 4: Which of the following is NOT a characteristic in the Big Five Model of trait
leadership ?

A. Extraversion
B. Emotional Stability
C. Self-motivation
D. Conscientiousness

Question 5: Which of the following traits is usually considered as the opposite of emotional
stability in the Big Five Trait Model of leadership ?

A. Neuroticism
B. Introversion

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 C. Agreeableness
D. Openness to experience

Question 6: Which of the following is the core component of emotional intelligence (EI) ?

A. Social skills
B. Self-awareness
C. Self-management
D. Empathy

Question 7: Trait theories are far bigger predictor of leadership emergence than leadership
effectiveness.

A. True
B. False

Question 8: Trait theories select the right people for leadership but behavioral theories train
people to be leaders.

A. True
B. False

Question 9: The quality of initiating structure is most closely associated to the human-oriented
approach of leadership behavior

A. True Initiating structure = task-oriented

B. False Consideration = human-oriented

Question 10: Which of the following is NOT an action implemented by a leader that is
characterized by higher level of initiating structure ?

A. Assigned group members to particular tasks

B. Express appreciation and support
C. Emphasizes the meetings of deadlines
D. Expect workers to maintain define standards of performance

2
Question 11: A leader who emphasizes interpersonal relations, takes personal interest in the
needs of employees, and accepts individual differences among members

A. Task-oriented leader
B. Production-oriented leader
C. Employee-oriented leader
D. Human-oriented leader

Question 12: Which leadership theory is premised on the notion that leaders establish close
working relationships with an in-group of followers?

A. Leader-member exchange theory

B. Leader-participation theory
Leaders are responsible for paving the way for employees to achieve the goal by information,
C. Path-goal theory support, other resources
D. Situational leadership theory Leadership style should be suitable to the degree of readiness of followers.
Readiness should be understood as willingness and ability
Question 12: The leadership approach in which the way a leader makes a decision must be
aligned with what they actually decide is path-goal theory

A. True
B. False

Question 13: Which leadership theory is premised on proposes that effective group performance
depends on the proper match between the leader’s style and the degree to which the situation
gives the leader control.

A. Fielder leadership model Tuỳ vào tình huống nào mà sử dụng leadership style đó
B. Path-goal leadership theory
C. Leader-participation leadership theory
D. Situational leadership theory

Question 14: Which of the following best describes one of the downsides of the charismatic
leadership style?

A. Charisma is overrated
B. Charismatic leadership always leads to inflated stock prices

3
 C. Charismatic leaders may not always act in the best interests of the organisation
D. Charismatic leadership is usually ineffective in most modern organizations

Question 15: How does the affiliative leadership style build resonance?

A. By connecting what a person wants with the organization’s goals

Connect - coaching
B. By moving people toward shared dreams Moving - visionary
C. By valuing people’s input and getting commitment through participation Value - democratic
Harmony - affiliative
D. By creating harmony by connecting people to each other

Question 16: The quality of consideration is most closely associated with which approach to
leadership?

A. Task-oriented leadership

B. Production-oriented leadership

C. Structure-oriented leadership

D. Human-oriented leadership

Question 17: Which of the following best describes the value of trait theories of leadership?

A. They are good at predicting leader effectiveness, but not leader emergence.
B. They are good at predicting leader emergence, but not leader effectiveness.
C. They are good at predicting both leader effectiveness and leader emergence.
D. They are not good at predicting leader emergence, nor leader effectiveness

Question 18: Production-oriented leadership is the practice in which the leaders emphasizes
technical and task aspects of the jobs.

A. True
B. False

Question 19: Which of the following is NOT a characteristic of authentic leadership ?

A. Being ethical
B. Practicing servant leadership

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 C. Universal effectiveness
D. Creating trust

Question 20: Which of the following is NOT an aspect of creating trust in authentic leadership
approach ?

A. Fairness
B. Intergrity
C. Benevolence Vị tha, rộng lượng

D. Ability

Question 21: Coaching leadership style has positive climate on the team and it builds resonance
by valuing people’s inputs and getting commiment through participation

A. True
B. False Coaching - connect
Value - democratic
Question 22: Which of the following is NOT a component of job attitudes ?

A. Affective Affective = feeling

Cognitive = thinking
B. Cognitive Behavioral = behaving

C. Assonance
D. Behavioral

Question 23: Which component of attitude describes an intention to behave desired action in a
certain way toward someone or something ?

A. Behavioral
B. Cognitive
C. Satisfaction
D. Affective

Question 24: Job involvement is the degree to which an employee identifies with a particular
organization and its goals and wishes to maintain membership in the organization.

A. True Job involvement is the degree to which an employee identifies with a particular job, actively participate
in it and consider perceived performance self-worthy

5
Organizational commitment is the degree to which an employee identify with a particular
organization and its goal and wishes to be a member of that organization.
 B. False

Question 25: Job involvement connects perceived personal performance with what individual
quality?

A. Self-esteem
B. Self-concept
C. Self-improvement
D. Self-worth

Question 26: Which concept is usually closely related to job involvement ?

A. Job satisfaction
B. Organizational commitment
C. Psychological empowerment
D. Psychological flexibility

Question 27: Which of the following is correct about the difference between job involvement
and organizational commitment ?

A. Job involvement is major predictor of job performance while organizational commitment

is major predictor of job productivity
B. Job involvement is major predictor of job productivity while organizational commitment
is major predictor of job performance
C. Both job involvement and organizational commitment are major predictors of job
performace and job productivity
D. Neither job involvement nor organizational is major predictor of job performance and job
productivity

Question 28: According to the textbook, which is the main cause of job dissatisfaction?

A. Pay
B. Job security
C. Promotion
D. Job stress

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Question 29: Which of the following is true about job dissatisfaction in the US ?
Mỹ là pay
A. 75% of US employees feel unsatisfied about their jobs
B. Employees with lower pay feel unsatisfied with all aspects of their job
C. Lack of participation in leadership is one of the main causes for job dissatisfaction in the
US
D. US employees feel satisfied with their jobs due to the high degree of adhocracy

Question 30: According to job dissatisfaction in VietNam, which of the following is NOT a
reason for why employees feel unsatisfied about their jobs ?

A. Lack of independent work opportunities

B. Lack of opportunities to improve skills
C. Lack of work-life balance Các nước chưa phát triển ko quan tâm tới work-life balance

D. Lack of participation in leadership

Question 31: Dissatisfaction expressed through active and constructive attempts to improve
conditions is “Voice” response method
4 dạng expression of dissatisfaction:
+ Voice: Actively raise the opinion, discuss with the manager to find out the constructive solution
A. True + Neglect: An passive and destructive expression of dissatisfaction. Always along with the absentism,
reduced productivity and some other positive results for organization (thấy vde mà kệ, nản)
B. False + Exit: Actively leave the organization. Dont care about the destructive outcome of the resignment.
+ Loyalty: Passively and constructively waiting for the improvement of the situation. (Ở lại mà ko làm j hết)
Question 32: Which of the following is incorrect about Emtional intelligence (EI) ?

A. EI is the single biggest predictor of leadership effectiveness and performance

B. EI is based on: perceiving emotions in yourself and in others, understanding the meaning
of emotions, regulating own emtions
C. Everyone contribute equally to the overall level of EI, including leader when developing
group EI
D. People develop strong EI competencies as they get older and more experienced and have
spent more time working and leading others.

Question 33: What gender differences have been demonstrated to exist with respect to the
experience of emotion? Phụ nữ thường trải qua và express mạnh mẽ hơn đàn ông

7
A. There is insufficient evidence to determine any gender differences in the experience of
emotion
B. There are no gender differences in the experience of emotion
C. Women generally experience and express emotions more intensely than men
D. Men generally experience and express emotions more intensely than women

Question 34: Why is determining Emotional Intelligence (EI) so important in an organization’s

selection processes?

A. Because people in jobs are always highly emotional

B. Because jobs often involve a high degree of social interaction
C. Because people are unlikely to succeed in a job unless they demonstrate high EI during the
selection process
D. Because jobs are always highly emotional

Question 35: Which of the following is not a characteristic when applying psychological
flexibility to develop emotion intelligence (EI) ?

A. Trust
B. Long-term thinking Trust
Long-term thinking
C. Fair and inclusive decision making Social value orientation

D. Social orientation value

Question 36: Which of the following is NOT one of the leadership styles included in the
leadership repertoire in Primal Leadership?

A. Transactional

B. Pacesetting

C. Democratic

D. Commanding

Question 37: Which of the following best describes one of the downsides of the charismatic
leadership style?

8
 A. Charisma is overrated
B. Charismatic leadership always leads to inflated stock prices
C. Charismatic leaders may behave out of narrow self-interest
D. Charismatic leadership is usually ineffective in most modern organizations

Question 39: What is the best way of familiarizing yourself with the core design principles of
the Prosocial process?

A. By applying them to a group that you have obligations toward

B. By applying them to a group that you can effect harmonious relations with
C. By applying them to a group that you care about
D. By applying them to a group that pays you

Question 40: Which of the following concepts best captures the essence of leadership?

A. Position
B. Volition
C. Precision
D. Vision

Question 41: Charismatic leadership is usually a combination of traits (“leaders are born”) and
behaviours (“leaders are made”).

A. True
B. False

Question 42: According to Primal Leadership, empathy can be built over time through practice.
Which of the following is NOT one of the practices that allows this process to occur?

A. Undertaking training programmes

B. Motivation
C. Emotional commitment
D. Intentional effort

Question 43: According to Prosocial, what is one of the key capabilities required in order to
develop well-being?

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 A. Integrating what is actually happening and the interpretations and meanings we attach to
what is happening.
B. Consolidating what is actually happening and the interpretations and meanings we attach to
what is happening.
C. Differentiating between what is actually happening and the interpretations and meanings
we attach to what is happening.
D. Ignoring what is actually happening and the interpretations and meanings we attach to what
is happening.

Question 44: Emotions and moods are both sub-categories within which larger category of
psychological phenomena:

A. Aspiration
B. Antagonism
C. Awareness
D. Affect

Question 45: Which of the following is NOT one of the four major employee responses to job
dissatisfaction?

A. Neglect
B. Exit
C. Labour
D. Voice

Question 46: Personality is determined by two components: heredity and personality traits

A. True
B. False

Question 47: What is the best conclusion that can be drawn about the current state of the
scientific evidence of the Myers-Briggs Type Indicator (MBTI) with respect to its usefulness in
organizations?

A. The MBTI has moderately-supportive evidence to support its usefulness in organizations

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 B. The MBTI has conclusive evidence to support its usefulness in organizations
C. The MBTI has strong evidence to support its usefulness in organizations
D. The MBTI has extremely weak-to-no evidence to support its usefulness in organization

Question 48: People who have high level in neuroticism/ emotional stability will be less likely
to suffer mood swings, anxiety, irritability, and sadness.

A. True
B. False

Question 49: Which of the following traits is considered the opposite of emotional stability
among the Big Five Personality Model traits?

A. Conscientiousness
B. Extraversion
C. Openness to experience
D. Neuroticism

Question 50: Which of the following qualities is typically NOT associated with
Machiavellianism? Bất chấp tất cả để thành công Machiavellianism: The degree to which an individual is:
- Pragmatic
- Maintains emotional distance
A. Pragmatism - Believes that ends can justify means
B. A belief that the ends always justify the means
C. Emotional closeness
D. Emotional distance

Question 51: Which of the following qualities is typically NOT associated with Narcissism?

A. Arrogant Narcissism: The tendency to be arrogant, self-importance, admiration

B. Self-importance
C. Admiration
D. Persevere untill meaningful change occurs (Proactive personality)

Question 52: Values are not fluid and flexible but tend to be relatively stable and enduring

A. True Trong sách

11
 B. False

Question 53: Which of the following best describes the concepts of terminal and instrumental
values?: Terminal value is the value people
pursue for all the lifetime

A. Both terminal values and instrumental values are about the “what” Instrumental value is the value as the
mean to achieve terminal value
B. Terminal values are about the “how”; instrumental values are about the “what”
C. Terminal values are about the “what”; Instrumental values are about the “how”
D. Both terminal values and instrumental values are about the “how”

Question 54: Which of the following is considered “desired end-states” ?

A. Accomplishment values
B. Instrumental values
C. Terminal values
D. Proactive personality

Question 55: The value of “work-life balance” is thought to have first emerged with which
generation’s entry into the workforce?

A. Baby Boomers
B. Gen-Z
C. Gen-X
D. Gen-Y / Millennials

Question 56: Baby boomers value workplaces that have flat hierarchies, democratic cultures,
humane values, equal opportunities, and warm and friendly environments

A. True Câu này true, xem trong slide

B. False

Question 57: What is the term used to describe the alignment between the values of an
organization and the values of a particular person performing a particular job in the organization?

A. Job-person fit
B. Job-organization fit

12
C. Person-person fit
D. Person-organization fit

Question 58: Which of the following is NOT a component under Hofstede’s Five Value
Dimensions of a National Culture ?
Hofstede's Five Value Dimention:
A. Power distance - Power distance
- Individualism/Collectism
B. Performance orientation - Short/Long term orientation
- Masculinity/ Femininity, uncertainty avoidance
C. Individualism
D. Uncertainty advoidance

Question 59: Frameworks like Hofstede and GLOBE are becoming less useful and meaningful
in an increasingly global business landscape
The latest research suggests that it has become more difficult to attribute distinct
A. True values based on culture alone.
Frameworks like Hofstede and GLOBE are becoming less useful and meaningful in
B. False an increasingly global business landscape.

Question 60: The GLOBE framework for assessing cultures: retains five Hofstede’s values and
adds performance orientation and humane-orientation.

A. True GLOBE = Hofstede + Humane and performance-orientation

B. False

Question 61: What is the most accurate comparison of “surface-level” and “deep-level”
diversity with “demographic” and “individual” diversity?

A. Individual diversity is similar to both surface-level and deep-level diversity

B. Demographic diversity is similar to neither deep-level nor surface-level diversity
C. Deep-level and individual diversity are similar, and surface-level and demographic
diversity are similar
D. Surface-level and individual diversity are similar, and deep-level and demographic
diversity are similar

Question 62: Practicing diversity in mordern organizations does NOT have which of the
- Demographic and individual diversity work hand-in-hand (song song)
following: - By promoting a greater commitment to demographic diversity in hiring, selection and recruitment processes,
organizations will widen their talent pool and increase the degree of individual diversity available to them.
This has a two-pronged effect:
Greater fairness and equity in the workplace, and better representation of marginalized or underrepresented population
groups in organization. 13
A diversification of the range of individual approaches to problem-solving; creativity; solutions analysis; innovation;
strategic thinking; and other qualities that organizations value when trying to recruit the best talent.
The ethical case for diversity and the business case also go hand-in-hand.
 A. It leads to greater fairness and equity in the workplace, and better representation of
marginalized or underrepresented population groups in organization
B. It gives a diversification of the range of individual approaches to problem-solving;
creativity; solutions analysis; innovation; strategic thinking; and other qualities that
organizations value when trying to recruit the best talent in diversity background
C. The ethical and business cases for diversity are totally inextricably seperated.
D. Demographic and individual diversity work hand-in-hand

Question 63: What is one of the downsides of focusing on fairness in groups and teams?

A. It causes people to focus on how they are benefiting themselves from the group, rather than
the actual shared purpose of the group.
B. It causes people to stop focusing on group productivity.
C. It causes people to stop focusing on organizational profitability.
D. It causes people to focus on how the group is benefiting, rather than on how the organization
is performing.

Question 64: According to Prosocial, what quality most notably increases among employees
when all people are treated with fairness?

A. Remuneration
B. Communication
C. Diversification
D. Motivation

Question 65: In an organization with well-functioning diversity and inclusion policies, and
equal-opportunity recruitment and selection policies, what is the single-most important
characteristic that should be identified in potential new job candidates?

A. Their gender
B. Their age
C. Their sexual orientation
D. Their qualifications

14
Question 66: Person-organization fit should be assessed during selection process to predict
performance and job knowledge

A. True
B. False (Person-job fit)

Question 67: Which of the following statement is correct when mentioning the application of
person-job-organization fit for a adaptable firm ?

A. Adaptable firm should focus more on creating personal-job fit to maximize efficiency
B. Adaptable firm should concentrate on fit between employees’values and corporate culture
to maintain organizational commitment.
C. Adaptable firm should let employee’s personalities fit with the overall organization’s
culture rather than with the characteristics of any specific job
D. Adaptable firm should create harmony between person-job-fit and person-organization-fit
to reduce turnover

Question 68: Which of the following is NOT correct about individual diversity ?

A. It is also known as deep-level diversity

B. Idiosyncratic diversity is reffered to individual diversity
C. Individual diversity is about the combination of all the different variables which make
you you. No other person on Earth – past, present, or future – has the exact same
combination of variables
D. Open dialogue is the key thing to develop ones’ individual diversity to match with the
team in organization. Demographic not Individual

Question 69: Which is the following is FALSE?

A. By promoting a greater commitment to demographic diversity in hiring, selection and

recruitment processes, organizations will widen their talent pool and increase the degree
of individual diversity available to them
B. Demographic diversity is an increasing source of concern for modern organizations and
leadership; particularly since more cultures are striving to achieve greater workplace

15
 equality and inclusion for people of different e.g. genders; ethnicities; sexual orientation;
region of origin
C. Group diversity represent what people can offer an organization in terms of improving its
performance and effectiveness
D. Demographic underrepresentation is remaining a big problem in many organizations at
present.

Question 70: Diversity training programmes have been proven to be especially effective to
promote group and individual diversity level in the organization

A. True
B. False (have not been proven) Slide 12 - SS 4

Question 71: Which of the following is NOT a challenge of workplace diversity ? Slide 40

A. People’s attitudes are often a product of the generation they are from and generational
changes can take time. Therefore, the wide application of diversity and inclusion is costly
for organizations
B. There are sometimes innocent, non-discriminatory explanations for demographic
underrepresentation
Ý này nằm bên
demographic --> C. The topic of demographic diversity in workplace is very controversial and inflammatory
NOT Challenges
in Workplace and it can not yet approach this issue in a measured, democratic, and humane manner.
Diversity
D. Biases in attitudes and discrimination in policies and practice can sometimes prevent
demographic minorities from being given the chance to prove they are the best candidate

Question 72: What is the fundamental attribution error?

A. Under-estimating internal factors and over-estimating external factors in one’s own

failures
B. Over-estimating internal factors and under-estimating external factors in one’s own
failures
C. Under-estimating internal factors and over-estimating external factors in other’s failures
D. Over-estimating internal factors and under-estimating external factors in others’ failures

Question 73: Selective perception’s greatest advantage is:

Fundamental attribution error: Over-estimating internal factors and under estimating external factors in others' failures:
Luôn nghĩ rằng họ là người gây ra chứ ko phải do chính mình 16

Self-serving bias: Over-eatimating external factors and under-estimating internal factors in our own failures: Luôn nghĩ
kết quả tốt là của họ, xấu là đổ thừa cho ngta
 A. Efficiency Transformational leader: change followers' awareness of issues by helping them
look at old problem in new ways
B. Accuracy Transactional leader: establishes goals by clarifying role and task requirements
C. Comprehensiveness
D. Universality

Question 74: What is the self-serving bias?

A. Under-estimating internal factors and over-estimating external factors in other’s failures

B. Over-estimating internal factors and under-estimating external factors in others’ failures
C. Under-estimating internal factors and over-estimating external factors in one’s own failures
D. Over-estimating internal factors and under-estimating external factors in one’s own failures

Question 75: What is a major downside of involving a lot of people in making a decision?

A. Increased risk of group crisis

B. Increased risk of group compromise
C. Increased risk of group conflict Chỉ có group conflict chứ không có những cái khác

D. Increased risk of group challenges

Question 76: Why is rationality bounded? Sự lí trí bị giới hạn lại bởi mỗi con người => Không bao giờ giống
nhau giữa tất cả mọi người

A. Because all forms of rationality have limits

B. Because we cannot process all the information we absorb
C. Because we are bounded by our perceptions of other people
D. Because we cannot expect people to be rational

Question 77: What makes inclusive decision-making systems more resilient over time?
Inclusive: xuất phát từ chữ
A. Heightened dependence upon individuals and their specific preferences include (bao gồm) => Mang
tính bao gồm
B. Lowered dependence upon groups and their collective preferences Inclusive decision-making:
đưa ra quyết định bao gồm ý
C. Heightened dependence upon groups and their collective preferences kiến của tất cả mọi người
D. Lowered dependence upon individuals and their specific preferences trong company
Giảm sự phụ thuộc vô từng cá nhân
Question 78: What is the hindsight bias (also known as retrospective illusion)?
Nhìn lại ở phía trước. Là hiện tượng tâm lí cho rằng mình đoán được trước kết quả
A. The tendency to over-estimate our predictive capacities after an outcome is known

17
 B. The tendency to under-estimate our predictive capacities before an outcome is known
C. The tendency to over-estimate our predictive capacities before an outcome is known
D. The tendency to under-estimate our predictive capacities after an outcome is known

Question 79: What is the relationship between mental ability and perceptual errors?

A. People with higher mental abilities almost always avoid perceptual errors
B. People with higher mental abilities can be prone to perceptual errors, and are just as likely
as people with lower mental abilities to overcome them
C. People with higher mental abilities are almost always subject to perceptual errors
D. People with higher mental abilities can be prone to perceptual errors, but are better
positioned to overcome them Bởi vì giỏi nên dễ dàng vượt qua nó

Question 80: “Tell and sell” is synonymous with which decision-making style?
Tell and sell: Nói là làm không có được cãi, không được bàn luận
A. Consultative
B. Content-based decision-making
C. Facilitative
D. Autocratic Độc quyền / Độc tài

Question 81: What is the most dominant philosophy of ethical decision making in business?
Để make the bustiness philosophy thì dựa vào những cái nào.
A. Justice and fairness Costs and benefits distributed
in an equitable manner => Phải giải thích ra được 3 yếu tố trên (nó có nghĩa gì)
(Essay)
B. Deontology Base on basic right of the human
C. Collectivism
D. Utilitarianism The best number for the best good: chủ nghĩa vị lợi (Outcomes càng tốt thì
càng ethical)
Question 82: Which of the following is correct about how we perceive the information on the
reality arround us ? Behaviours are determined by perception about
reality but not the reality itself

A. Our behaviors are determined by our perception about the reality but not the reality itself
B. What we perceive about the reality is the same as what the reality actually is
C. Our behaviors are determined by the fact of reality but not our perception about the
reality

Hành vi dựa vào perception của bản thân chứ chưa chắc sự thật đã là như vậy

18
 D. Knowing and suffering the reality does not provide any linkage to what we organize and
interpret our perception about itself

Question 83: Which of the following is one of the factors that influence perception ?

A. Stimulus
B. Target
C. Affective
D. Behavioral

Question 85: The approach in which we judge others based on attributions we make about their
behaviour, and whether it was internally- or externally-caused is attribution theory

A. True Slide 48
B. False

Question 86: Internally-caused behaviors in attribution theory are the ones we attribute to
situational factors Internally-caused behaviours are those we attribute to individual control.
Externally-caused behaviours are those we attribute to situational factors
A. True
B. False (internal control not situational factors)

Question 87: We make attributions of internally- or externally-caused behaviour based on which

of the following EXCEPT:

A. Distinctiveness Low of consitency is internally cause (nhớ đọc sách lí do tại sao)

B. Consensus Distinctiveness: “Is it unusual for this person to do something like this?”
Consensus: “Did other people behave similarly in the same situation?”
C. Consistency Consistency: “Does this person do this regularly?”
D. Expertise

Question 88: The cognitive bias and perceptual shortcut characterized by the tendency to rely
heavily upon the first piece of information that individuals receive is

A. Hindsight bias Khi có kết quả rồi thì kết luận điều đó hiển nhiên
Hiệu ứng hào quang (Nhiều người thấy như vậy nên mình sẽ bị ảnh hưởng bởi cái popular
B. Halo effect opinion đó)
C. Anchoring bias Hiệu ứng mỏ neo (Ví dụ món đồ đó 50k, mà vì mình là còn gái nên 40k xong nghĩ là
nó giảm giá => va vào bẫy mỏ neo)

19
 D. Confirmation bias Thiên kiến xác nhận (Khi mình thích mua 1 cái áo thì thấy nhiều người mặc nó hơn
nhiều bình thường nhưng thật ra ko có như vậy do bth ko để ý)

Question 89: The cognitive bias and perceptual shortcut characterized by the preferency to
ignore negative information is

A. Endowment effect Value items more if they belong to us k,

B. Ostrick effect Over estimate your opinion ignore negative information
C. Sailence bias Focus on items or information that are prominent and ignore others - Tập trung vào mục nổi bật, bỏ qua
những mục khác
D. Observer Expectancy Effect change our behavior when we’re being watched

Question 90: Which of the following is NOT a component of individual differences in

decision-making ?

A. Energy and metabolism 4 component of individual differences:

- Energy and metabolism
B. Personality - Personality
- Cultural differences
C. Perception - Gender
D. Cultural differences

Question 91: Which of the following is correct when mentioning about differences in individual
decision-making by genders ?

A. Females are more likely to make risky decisions with low information based on perceived
short-term gain
B. Males are more likely to overanalyze problems before making a decision and to try to
change a decision once it has been made
C. Males are more likely to make risky decisions with low information based on perceived
short-term gain Đàn ông take risk nhiều hơn
D. There is no evidence-based on how gender can influence decision-making of a person

Question 92: Which of the following is NOT a constraint in decision-making process in the
organization ?
Những người cũ đã làm gì đó sai nên ngta có xu hướng sợ làm những điều
A. Historical Precedents giống vậy
B. Cognitive biases
C. Time Constraints Nhiều khi có quá ít thời gian và khiến người ta không thể brainstorm nhiều thứ. Bị
thiếu thời gian để explore Constraint in decesion-making process:
- Performance evaluation: hide or withhold important information if it reflect
badly on their perfomance.
20 - Reward system: the rewards and incentive in organization influence how "
rationally" decision are made.
- Formal Regulations: Most organization have rules and norms which restrict the
range of possible decisions
- Time constraints
- Historical Precedents
 D. Performance evaluation Tự đánh giá cao để hong bị ảnh hưởng. Vdu tự đánh giá bản thân giỏi để được
lương cao
Question 93: Which of the following is NOT a type of decision-making process to practice with
risk and uncertainty ?

A. Nominal decision making

B. Rational decision making
C. Bounded rationality
D. Intuitive decision making

Question 94: Which of the following is NOT a component in the 3-Component Model of
Creativity for better decision-making

A. Deontology
B. Expertise The potential for creativity is enhanced when individuals have abilities, knowledge, proficiencies, and similar
expertise in their field of endeavor

C. Creative-thinking skills The ability to use novelty and analogies as thinking tools

D. Intrinsic task motivation The desire to work on something because it’s interesting, involving, exciting, satisfying, or personally challenging.

Question 95: Inclusive decision-making systems are more resilient over time because they are
less dependent upon individuals and their specific preferences

A. True Học thuộc inclusive decision-making là gì? -> được make bởi mọi người trong
organization.
B. False

Question 96: Which of the following terms best helps to differentiate teams from groups?

A. Synthesis
B. Syndication
C. Synergy Characteristic quan trọng nhất của team -> Trong group mọi người đóng góp 1 các liêng lẻ.
Nhưng trong team thì quan trọng phần tổng của tất cả các phần.
D. Symbiosis

Question 97: Which of the following is NOT one of the perceived benefits of monitoring group
behaviour?

A. Decreased cheating
B. Decreased conflict

21
 C. Improved coordination
D. Increased shared identity

Question 98: Which of the following does a shared purpose in a group NOT create?

A. Motivation
B. Empowerment
C. Belonging
D. Reduced personal benefits

Question 99: Group norms have what effect on the external control of the group?

A. They reduce the necessity of external control Minimum of external control

B. They increase the necessity of external control
C. They increase the incidence of external control
D. They reduce the incidence of external control

Question 100: With respect to group formation, what does uncertainty avoidance help to provide
for individuals joining a group?

A. Fairness
B. Frankness
C. Freedom
D. Fit

Question 101: When considering the contribution all group members make to group Emotional
Intelligence (EI) what is the role of the leader?

A. EI cannot be understood in terms of the leader; only the group

Leader phải có EI đó và biết điều hướng,
B. The leader alone contributes to group EI gather emotion của mọi người
C. Everyone contributes to the overall leader of group EI, but particularly the leader
D. Everyone contributes equally to the overall level of group EI, including the leader

Question 102: Approximately how often should monitoring meetings be held among groups?

A. Every week

22
 B. Every 1-2 weeks
C. Every 2-4 weeks
D. Every 6 months

Question 103: Which of the following categories best describes a team which has a norm of
listening to everyone’s perspective?
- Self aware: be aware of emotions of each member (từng người)
A. Self-confident team
B. Self-managed team - Self-management: each person take the responsibility for the team
emotions and norm (1 nhóm)
C. Self-inclusive team
- Empathic team: Understand the differences in emotions and use it to
D. Self-aware team succed (Hiểu được cảm xúc của từng người rồi dẫn nó đến thành công)

Question 104: What are the two “faces” of group cohesion?

A. Social cohesion and structure cohesion Social cohesion: quality of relatipnships between people in
the group.
B. Task cohesion and social cohesion
C. Structure cohesion and equity cohesion Task cohesion: quality of commitment to the shared group
purpose.
D. Task cohesion and structure cohesion

Question 105: Team size and effectiveness are related in which way?

A. Smaller teams are usually less effective

B. Larger teams are usually more effective
C. Larger teams are usually ineffective
D. Smaller teams are usually more effective

Question 106: Formal group is natural formations in the work environment that appear in
response to the need for social contact
_ Formal group: is a group established base on the organization's structure
which designated worktask or assignment. (Được thành lập dựa trên cấu trúc
A. True
của tổ chức với các task được chỉ định) (Common experience).
B. False (Informal group) _ Informal group: is established by the common interest / unique
characteristic. (Response to the need for social contact)
Question 107: Based on social identity theory to explain why do people form groups, which of
the following is NOT a characteristic of the theory ?

A. Uncertainty reduction
Social identity theory:
_ Uncertainty reduction: membership helps others understand
23 who they are and how they fit into the world.
_ Similarity: have the same value and characteristic as other members => high levels of group identification
_ Status: use identities to define themselves and increase self-esteem
_ Distinctiveness: notice identities that show how they are different from other groups.
 B. Similarity
C. Group involvement
D. Status

Question 108: Which of the following is NOT one of stages in group development model ?

A. Norming Forming, Storming, Norming, Performing, Adjourning

B. Reforming
C. Performing
D. Adjourning

Question 109: Which of the stage in group development model that characterized by high level
of uncertainty about purpose, identity and leadership ?

A. Forming
B. Storming
C. Norming
D. Performing

Question 110: Which of the following is NOT a property of groups ?

A. Cohesiveness
Roles, norm, status, size, cohesiveness, diversity
B. Diversity
C. Roles
D. Generation

Question 111: Which is the implication for job productivity based on the correlation of
performance norms and degree of cohesiveness in groups ? (Difficult)

A. Both low level of performance norms and cohesiveness will result in low productivity
B. High level of performance norms and low cohesiveness will result in low productivity
C. Both high level of performance norms and cohesiveness will result in low productivity
D. Low level of performance norms and high level of cohesiveness will result in low
Performance norm
productivity
Moderate
High Productivity
Productivity

24 Cohesiveness
Moderate-to-low
Low Productivity
Productivity
Question 112: According to the Primal Leadership, to build emotional reality for teams, all of
the following is necessary EXCEPT:

A. Self-aware
B. Self-managed
C. Self-motivation
D. Empathic

Question 113: Which of the following is correct about the effectiveness and efficiency of group
decision-making ?

A. High effectiveness and high efficiency Effectiveness: Do thing right Làm hiệu quả
Efficiency: Do right thing
B. High effectiveness and low efficiency Làm tất cả mọi thứ đặt ra không quan tâm tới
hiệu quả
C. Low effectiveness and high efficiency
D. Low effectiveness and low efficiency

Question 114: Which of the following is NOT a characteristic when defining and creating
effective teams ?
Potential group effectiveness + Process gains - Process losses = Actual group effectiveness

A. Context
Effective team:
B. Performance _ Context: tools, leadership style, structure, climate of trust, reward system (5)
_ Composition: skills, abilities and personalities (3)
C. Composition _ Work design: autonomy for employees, clear-defined task (2)
_ Process: strong commitment, flexibility, belief to succeed and handle conflict and
D. Process
social floating

Question 115: Which of the following can be the ways to monitoring teams’ behaviors well ?

A. Holding periodic meetings

B. Using project-management tools
C. Processing for performance evaluation and management
D. All of the above are correct

Question 116: Which of the following is NOT a benefit of monitoring teams’ behaviors ?

A. Increased statisfaction
B. Increased prosociality
C. Decrease cheating

25
 D. Increased motivation and shared identity

Question 117: All of the “official leaders” in an organization are defined by the emotional
leaders

A. True B. False

Question 118: Which of the following is true regarded to meritocracy as a challenge in

workplace diversity ?

A. The best individual candidate for the job should be hired if their personalities fit with
organizational demographic qualities

B. The best individual candidate for the job should be hired regardless of their demographic
qualities Meritocracy (Chủ nghĩa tài cán) Merit: tài cán tựa như tài sản

C. The best individual candidate for the job should not be hired if their personalities fit with
organizational demographic qualities

D. The best individual candidate for the job still should not be hired regardless of their
demographic qualities

Question 119: Which of the following is the best comparison of the experiences of responding to
helpful behaviour compared with responding to unhelpful behaviour?

A. They are somewhat similar

B. They are very different

C. They are very similar

D. They are somewhat different

Question 120: Which of the following is one of the principal advantages of written
communication?

A. The “personal touch”

B. The “primary message”

26
 C. The “paper trail” Đường mòn bằng giấy tờ. Cây viết đi qua như bước chân đi qua

D. The “pony express”

Question 121: An effective approach for evaluating an individual’s role or responsibility in a

problematic is to try and adopt which of the following:

A. Their perceptual outlook

B. Their perspective

C. Their personality

D. Their performance outlook

Question 122: When communicating a sanction or penalty to someone, it’s usually helpful to
accompany this communication with which of the following:

A. A suggestion of a more helpful behaviour

B. A suggestion of a more effective communication style

C. A suggestion of a less troublesome outlook

D. A suggestion of a less incomprehensible communication style

Question 123: The essence of communication is the transfer and understanding of which of the
following:

A. Meaning The communication in organization is always goal-oriented.

B. Emotional expression

C. Information

D. Data

Question 124: In the process of selective perception, the receivers of a communication project
what into their understanding of the message?

27
 A. Their voice and hearing

B. Their interests and expectations

C. Their speaking characteristics

D. Their job qualities and characteristics

Question 125: Which of the following best represents the understanding of the concept of
“lying”?

A. Lying is only ever about deliberate misrepresentation of truth Global implication

for organization
B. Lying is only ever about the mere withholding of information

C. Lying is understood to mean the same thing by all peoples across the world

D. Lying is based on different definitions and interpretations across people and cultures

Question 126: Which kind of processing of communication is most closely related to the
concepts of cognitive biases and perceptual shortcuts?

A. Cognitive processing _ Automatic processing: use intuition, instincts, heuristic, and mental
shortcuts rapidly and reflexibly to process info quickly. (Relate to cognitive
biases and perceptual shortcuts
B. Controlled processing
_ Controlled processing: Analyze facts, figures, contextualizing data slowly
C. Automatic processing and deliberately to process info studiously

D. Autonomous processing

Question 127: How can having psychological flexibility help you in a situation in which you
have to communicate with someone who has performed a negative behaviour?

A. It will prevent any emotional feelings in your response from occurring

B. It will ensure that you punish the person appropriately but fairly

C. It guarantees that you will treat that person fairly

D. It will allow you to become more open and receptive to that person

28
Question 128: Which of the following best captures the important of communication in business
and management to achieve desired organizational outcomes ?

A. Meaning

B. Motivation and persuasion

C. Emotional expression

D. Goal-oriented

Question 129: Using force, or the threat of force, in order to establish power represents what
kind of power? Cái nào có force là đánh cưỡng chế
Formal power:
A. Reward power + Legitimate Power: based on structure of organization
+ Reward Power: based on the reward the power user can give
+ Coercive Power: established based on the punishment
B. Reference power
Informal power:
C. Coercive power + Expert power: based on the expertise of the power user (Kiến thức chuyên
môn)
+ Referent power: established by the desirable resources or personal trait.
D. Legitimate power

Question 130: When conflict is healthy, nothing about the conflict itself is:
3 types of conflict:
A. Perfect + Task conflict: the conflict about characteristics and the expected result (tính chất công
việc và kết quả)
+ Relationship conflict: about the interpersonal problems and people aspect
B. Permanent + Process conflict: about the process the work to be done (how the work to be done)
Def: Conflict between A and B happens when A think that B damages the benefit
C. Personal or about to damage a benefit of A
_ Task conflict is only healthy (functional) is the conflict from low to moderate.
D. Perspective-dependent _ Relationship conflict is always dysfunctional/unhealthy.
_ Process conflict is only healthy (finctional) when it is low.
Question 131: Which of the following is NOT one of the three constitutive features of
dependence as it relates to power?
Slide 98: Good and bad conflict management => Học
A. Importance

B. Status

C. Scarcity

29
 D. Non-substitutability

Question 132: Organizational factors influence organizational politics mostly as a function of

what:

A. Inclinations

B. Incentives

C. Interests

D. Indiscriminateness

Question 133: “Bad faith” negotiations should never be:

A. Tolerated

B. Abandoned

C. Completely rejected

D. Recognized

Question 134: Under good conflict management practices, which of the following is
emphasized:

A. Harmony

B. Unity

C. Agreement

D. Solutions

Question 135: When people have good political skills, they will typically view office politics as
what: Có 2 yếu tố làm nên politic: Làm bởi cấp trên + Làm cho riêng họ

A. A temporary imposition _ Politic is action/activity employees do for their own interest regardless of using the
resource or sth else of the organization. (Làm vì chính lợi ích của mình mặc dù có thể sdu
những resources của orgnaization).
B. A necessary inconvenience
_ Polictics is often done by the top position (được làm bởi những ng cấp trên)

30
 C. An opportunity to grow personally

D. An opportunity to secure more power

Question 136: Power achieved as the result of charisma has what kind of formality?

A. Formality

B. Informality

C. Misformality

D. Proformality

Question 137: Under poor conflict management practices, perspectives are considered:

A. Anonymously
Good Conflict Management
B. Selectively - All perspectives get heard

Poor Conflict Management

C. Universally - Selected perspectives get heard

D. Invariantly

Question 138: The features of an individual’s contracted job profile represent what kind of
power?

A. Reward power

B. Coercive power

C. Legitimate power

D. Referent power

Question 139: Which of the following is NOT one of six elements of organization structure ?

A. Work specialization Matrix structure create dual line of authority: reduce the tendency of
departmental heads to put their department goals first before the
B. Formilization organization goals.
=> Many specialist and experts work together => They are at conflict
beacause they want to achieve the most suitable means to an end.
=> Matrix structure often has healthy conflict
31
Healthy conflict: low process conflict and low-to-moderate task conflict.
 _ Chain of command, span of control and decentralization =>
Boundariless structure (Cấu trúc có ranh giới)

_ Mối quan hệ của từng cái tới Boundariless:

C. Task required skills + Remove Chain of command
+ Limitless Span of control
+ Focused on decentralization
D. Departmentalization Relationship conflict is always unhealthy

Question 140: Which of the following is NOT one of the ways in which jobs can be
departmentalized?

A. Based on process requirements Trong Departmentalization có:

- Function
- Product
B. Based on geographic location - Geography
- Process
- Customer needs.
C. Based on governance concerns

D. Based on customer needs

Question 141: Which of the following is NOT one of advantages in jobs involved high level of
decentralization ?

A. Quick decision and response times Avantages of high decentralization:

include quick decision and response times,
better ability to expand the organization,
B. Clarity in decision-making greater leveraging of skill specialization,
Advantages of high centralization increased employee empowerment and morale,
practical connection between compensation and responsibility, and
C. Greater leveraging of skill specialization better use of lower and middle management

D. Better use of lower and middle management

Question 142: Which of the following is NOT one of the problems created by a misaligned
organizational structure?

A. Disorganization and improper staffing

B. Despairing constitutional separation

C. Diminished capacity, capability, and agility

D. Declining workforce engagement

Question 143: In modern management, is more or less centralization and decentralization

recommended?

32
A. There is no universal recommendation for centralization and decentralization

B. More centralization, less decentralization

C. Less of both centralization and decentralization

D. More decentralization, less centralization

Question 144: The concept of an organization that isn’t limited by structural boundaries
originated with the head of which American company?

A. Ford

B. General Electric

C. IBM

D. Berkshire Hathaway

Question 145: Matrix-based organizational structures are mainly designed based on differences
in what:

A. Departmental dysfunctionality

B. Departmental formalization

C. Departmental informalization

D. Departmental functionality

Question 146: The great advantage of organically-designed organizations lies in their greater:

A. Formalization and centralization

B. Mechanism and structure

C. Stability and rigidity

D. Flexibility and adaptability

33
Question 147: Which of the following is NOT one of the effects of the relative absence of
separation of ownership and control in Vietnamese corporate governance?

A. The uncommonness of directors and chairmen serving concurrently

What does separation of ownership and control cause?
B. Inadequate representation of information to non-insiders + allows for substantial managerial discretion which
can be abused -> loại A
C. Poor accountability + agency problem (Shareholders lack direct control of
large, publicly traded corporations; It is difficult or
expensive for the principal to verify that the agent has
D. A lack of harmony in inter-party transactions behaved appropriately) -> Loại D, B

Question 148: What is thought to be the main conceptual difference between organizational
structure and design?

A. Structure is static, design is dynamic

B. Structure is informal, design is formal

C. Structure is formal, design is informal

D. Structure is dynamic, design is static

Question 149: Consider a task force in the context of the Five Stage Team Development model
(Class 5). Which of the following best describes the process of a task force:

A. A task force is not required to adjourn at any point.

B. A task force performs, then adjourns, then returns to the norming stage.

C. A task force performs, then adjourns.

D. A task force performs, then adjourns, then returns to perform again.

Question 150: Which of the following is NOT an aspect of managerial complexity to determine
the number of subordinates a manager can efficiently and effectively direct ?

A. Time allocation Time allocation, Process standardlizarion, Work variety and

Team Skills required.
B. Motivation potential
4 aspects managerial Complexity liên quan đến Optimal Spans of Control:
- Time allocation: How much actual time is the manager spending on her own work so với
managing others.
- Process standardization 34
- Work variety
- Team skills required
C. Process standardization

D. Work variety

Question 151: Which of the following is NOT a core value in which the organization are
designed ?

A. People

B. Process

C. Structure

D. Compensation

Question 152: In which organization structure do employees are spread across multiple
functions, working in one department while having responsibilities in another ?

A. Matrix structure = Function + Product

B. Divisional structure

C. Bottom-up structure

D. Hierarchy structure

Question 153: Which of the following is NOT true regarding structural boundaries within a
organization ?

A. It seeks to eliminate the chain of command

B. It includes entire chain of command responsible for tasks and decisions

C. It has limitless spans of control

D. It replaces departments with empowered teams

Question 154: Which of the following is correct when comparing the sharing value in strong and
weak organization culture ?

35
A. In strong culture, values are widely shared while in weak culture, values only accepted by a
few people Xem SS 10, phần Strong and Weak Organization Culture

B. In weak culture, values are widely shared while in strong culture, values only accepted by a
few people

C. Regardless of the strong or weak culture level, values are widely shared to ensure employees
to work toward common goals

D. Regardless of the strong or weak culture level, values only accepted by a few people, usually
top management

Question 155: Which of the following best describes organization culture and climate ?

A. Organizational culture is “in practice” while organization climate is “on paper”

B. Organizational culture is “on paper” while organization climate is “in practice” Xem phần Culture VS.
Climate SS 10
C. Organizational culture is “vision” while organization climate is “experience”

D. Organizational culture is “experience” while organization climate is “vision”\

Question 156: Which of the following is NOT a component of mechanistic approach of

organization structure ?

A. High specialization Culture có thể dẫn tới Climate nhưng

Climate không thể dẫn tới Culture
B. Rigid departmentalization => Mối quan hệ 1 chiều

C. Low formalization

D. Narrow spans of control

Question 157: Which of the following is NOT a dimension to consider the fit between strategy
and structure in organization environment ?

A. Capacity

B. Volatility

36
C. Complexity

D. Technology

Question 158: Which of the following is NOT a way to build an ethical culture in the
organization ?

A. Be a visible role model

B. Provide protective mechanisms

C. Explicitly define values

D. Visibly reward ethical acts and punish unethical ones

Question 159: Which of the following is considered as a way to establish a strong and positive
culture within an organization ?
Explicitly define values: People want to believe that they are part of something
meaningful, that they are contributing to a common purpose.
A. Communicate ethical expectations Be authentic: Your purpose and values will only create a solid foundation for
culture if you truly believe them. The process must be genuine.
Actively listen and seek feedback constantly (get an impression of the climate).
B. Build psychological safety and flexibility Build psychological safety and flexibility: Foster trust and ensure that your
actions are in line with your organization's values.
C. Provide ethical training Accept mistakes, and learn from them.
Monitor trends: Organizations are never static, and neither is the process of
updating culture.
D. Provide protective mechanisms

Question 160: Which of the following is NOT a component of workplace spirituality ?

A. Flexibilty and creativity

B. Benevolence

C. Strong sense of purpose

D. Open-mindedness

Question 161: Which of the following is global implications for practicing organization culture
when it appears to multi-national corporations (MNCs) ? Slide 111

A. Decentralization are always promoted regardless the differences in values in global context.

37
B. Different countries have same perspectives on values, thus MNCs do not necessary to adapt a
new value into other cultures. Mỗi nơi tôn sùng 1 giá trị khác nhau. Value có thể thay đổi dựa trên
cái culture. Value of 2 countries dont need to be the same
C. Values don’t always neatly translate from one national or cultural context to another, thus
MNCs need to consider and adapt appropriate values to best fit with with the other cultures.

D. MNCs are forced to make their subordinates in other cultures fit with the values in their home
nations due to the fact that value is static, not fluid and flexible.

Question 162: The organizational structure of working with many groups at a given locality is
referred to as:

A. Egalitarianism

B. Ecosystem

C. Equal economy

D. Externality economy

Question 163: “Scale independence” is a feature of what kind of organizational structural

feature:

A. Polycentric governance

B. Unicentric governance

C. Tricentric governance

D. Bicentric governance

Question 164: What is the term which denotes the basis by which jobs are grouped?

A. Specialization

B. Formalization

C. Departmentalization

D. Naturalization

38
Question 165: In highly centralized organizational structures, lower-level managers are
responsible for what with respect to decision making?

A. Executing decisions

B. Planning decisions

C. Defining decisions

D. Authorizing decisions

Question 166: What kind of structure employees dual lines of authority to streamline workplace
performance?

A. Hierarchical structure

B. Boundaryless structure

C. Matrix structure

D. Organic structure

Question 167: What can top management most effectively do with regard to creating an ethical
culture within their organization?

A. Undertake ethical training

B. Eliminate all possible ethical difficulties from the company

C. Have uniform ethical expectations of all people

D. Be a public role model

Question 168: Which of the following is NOT one of the ways in which employees learn
organizational culture? Organizational culture có thể học qua:
+ Language
A. Language + Stories
+ Rituals
+ Material symbol
B. Training

39
C. Stories

D. Rituals

Question 169: “Managing upward” can be particularly difficult within which kind of
organizational structure:

A. Adhocracy

B. Boundaryless

C. Matrix

D. Hierarchy

Question 170: The term “formalization” is largely interchangeable with which other
organizational structure term?

A. Centralization

B. Standardization

C. Decentralization

D. Informalization

Question 171: In a boundaryless organization, what theoretical quality do spans of control

possess?

A. Tightness

B. Limitlessness

C. Looseness

D. Limitedness

Question 172: Although the market today is dynamic and changeable, there are still companies
that have a particularly stable environment.

40
A. True

B. False No companies nowadays have the stable environment.

Question 173: What is the rallying cry among today's managers worldwide?

A. Change is constant

B. Risk is better than regret

C. Change or die

D. Management is an art

Question 174: Which one of these is NOT a force of change?

A. Nature of the workforce Những động cơ để ngta thay đổi (force of change)
+ Economic shocks (Inflation, ...)
B. Economic shocks + Technology
+ Change in workforce
+ Competition
C. Globalization + Social trends
+ World politics
D. World politics

Question 175: Who in an org is responsible for managing change activities?

A. HRM Department.

B. Everyone in the organization.

C. The shareholders

D. Change agents

Question 176: How do you explain the principle that Connelly calls "launch hard and ramp
fast."? Cho ra mắt sản phẩm mới và mong rằng sẽ đạt
được revenue cao nhất có thể
A. Continuously selling products with lower costs compared to the market price

B. Launch new products and derive as much of its revenues as possible

41
C. Launch as many marketing campaigns as possible to attract new customers

D. Launch as many new projects as possible to genera

Question 177: Which one is NOT an individual source of resistance to change? Slide 127 Học định
nghĩa từng cái
A. Security Resistance to change can be overcome through:
- Education and communication;
- Universal participation;
B. Fear of the unknown - Systems of support and commitment;
- The development of positive relationships;
C. Selective information processing - Fairness in implementing change; recruiting and selecting people who are
willing and open to change itself; and coercion and manipulation.
D. Favoritism

Question 178: Which one is NOT an organizational source of resistance to change?

A. Structural inertia Organizational sources can include: '

- structural inertia;
B. Limited focus of change - limited focus of change;
- inertia due to group norms;
- threats to established experts and authorities;
C. Organizational culture - threats to established power relationships.

D. Threat to established power relationships

Question 179: What are the three steps in Lewin's Change Model?

A. Unfreezing -> Movement -> Refreezing

B. Defrosting -> Movement -> Freezing

C. Freezing -> Unfreezing -> Refreezing

D. Freezing -> Defrosting -> Refreezing

Question 180: What are the steps of action research in order?

A. Diagnosis, action, analysis, feedback, evaluation and action

B. Diagnosis, analysis, feedback, action and evaluation

C. Diagnosis, analysis, action, feedback and evaluation

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D. Diagnosis, analysis, action, evaluation and feedback

Question 181: Which approach to managing organizational change whose focus is on how
individuals make sense of their work environment?

A. Lewin's Change Model

Là 1 cách quản lý thay đổi của tổ chức. Điều tập trung là mỗi cá nhân đóng
B. Kotter's Eight-step Plan góp như thế nào. Định nghĩ sự phát triển của tổ chức bằng sự phát triển của
từng cá nhân và ý nghĩa của từng cái phát triển đó
C. Action Research

D. Organizational Development

Question 182: Which is NOT an underlying value in most OD efforts?

A. Trust and support

OD is based on five principle underlying values:
B. Power equalization - Respect for people
- Trust and support
- Power equalization and abandonment of hierarchical control
C. Gender equality - Open confrontation of problems
- Universal and democratic participation
D. Participation

Question 183: Appreciative inquiry (AI) focuses on an organization's problems.

A. True

B. False

Question 184: Which step is included in Appreciative Inquiry (AI)?

A. Discovery, dreaming, design and destiny

B. Discovery, design, dreaming and action

C. Discovery, design, action and evaluation

D. Discovery, dreaming, design and action

Question 185: How long is AI played in a large-group meeting?

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A. 1 week to 1 month

B. Over a 2- or 3-day time period

C. Over a year

D. Over a 4- or 5-day time period

Question 186: Which is NOT a source of innovation?

A. Organic structure

B. Long tenure in management

C. Abundant resources

D. Interunit communication

E. Flexible working time

Question 187: Which is NOT one of the three fundamental problems of traditional organization
that proponents of the learning organization envision it as a remedy?

A. Fragmentation

B. Specialization

C. Competition

D. Reactiveness

Question 188:"They correct errors by modifying objectives, policies, and standard routines" is
the definition of:
Key learnings:
A. Single-loop learning + Recruitment vs Selection
- Recruitment: attract potential candidate as much as posible
B. Double-loop learning - Selection: Reduce candidate until the best candidate can be selected.
(Recruitment first, then selection) => Luôn luôn đi đều với nhau
C. Idea champions + Coaching vs Mentoring

D. Process Consultation + Def action learning culture (Action first and learn by this action)

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