Question 1.1.As group size increases, all of the following occur EXCEPT: (Points : 2) members are likely to think their individual contributions are not very important. identifying individual contributions becomes more difficult. the chances of social loafing increase. group cohesiveness increases. communication becomes more difficult.Question 2.2.A marketing manager who is a member of a task force for new product development is expected to represent the marketing department’s concerns to the task force. Which of the following best describes the expectation? (Points : 2) Group norm Group role Groupthink Group cohesiveness Group polarizationQuestion 3.3.As group cohesiveness increases: (Points : 2) participation of members decreases. members share more information. members are less open with each other. communication effectiveness declines. team effectiveness increases.Question 4.4.In general, higher group cohesiveness is associated with: (Points : 2) large groups. similarity among group members. high organizational identity. decreasing groupthink. greater deviance.Question 5.5.A task force submits its final report on the project on which the group has been working. At which stage is this group operating? (Points : 2) Forming Storming Adjourning Norming PerformingQuestion 6.6.A manager designs a training class that includes key aspects of the work situation and attempts to duplicate the necessary job tasks as closely as possible. This is known as designing a(n): (Points : 2) simulation. orientation. reliability test. ability test. validation test.Question 7.7.A manager requires all job applicants to complete an online questionnaire that claims to tell the manager if each applicant is an extrovert or an introvert. In which aspect of the HRM process is this manager engaging? (Points : 2) Reference checking Interviewing Ability testing Personality testing Background informationQuestion 8.8.The component of an HRM system that focuses on attempting to attract and hire employees who have the abilities and experiences to help the organization to achieve its goals is known as: (Points : 2) job searching. development. recruitment and selection. advertising. outsourcing.Question 9.9.Managers face contemporary challenges such as managing HIV-positive employees, managing older workers, and eliminating sexual harassment. These arise out of the _ environment of business. (Points : 2) economic social legal political demographicQuestion 10.10.Newly-hired programmers at Microsoft Corporation join small work teams so that experienced workers can serve as mentors to them while they are adjusting to their new job. This is an example of which component of the HRM process? (Points : 2) Self-managing work teams Selection Performance appraisal Orientation Training and development
The Correct Answer and Explanation is:
Correct Answers:
- Group cohesiveness increases.
✅ Correct Answer: group cohesiveness increases (This is the EXCEPTION.)
As group size increases, communication becomes harder, individual contributions are harder to identify, and social loafing increases — but group cohesiveness tends to decrease, not increase. - Group role
✅ Correct Answer: Group role
The marketing manager represents their department’s interests in a task force. This reflects a group role, which defines expected behavior associated with a position within the group. - Members share more information.
✅ Correct Answer: members share more information
When cohesiveness is high, trust and unity lead to better communication and information sharing among group members. - Similarity among group members.
✅ Correct Answer: similarity among group members
Cohesiveness often arises when group members are similar in background, attitudes, or goals. Large groups or high deviance typically reduce cohesiveness. - Adjourning
✅ Correct Answer: Adjourning
When a group completes its task and disbands, it is in the adjourning stage — the final stage of Tuckman’s group development model. - Simulation
✅ Correct Answer: simulation
Recreating the actual work environment in training is called simulation, designed to closely mimic real job tasks and scenarios. - Personality testing
✅ Correct Answer: Personality testing
Using a questionnaire to assess whether someone is an extrovert or introvert falls under personality testing, a tool used during the hiring process. - Recruitment and selection
✅ Correct Answer: recruitment and selection
This HRM function involves finding and choosing candidates with the right skills to meet organizational goals. - Legal
✅ Correct Answer: legal
Managing workplace issues like harassment or accommodating HIV-positive employees is part of navigating the legal business environment. - Orientation
✅ Correct Answer: Orientation
Introducing new employees to a job and pairing them with mentors is part of the orientation process in HRM.
Explanation:
Group dynamics and Human Resource Management (HRM) are key concepts in organizational behavior. As group size increases, coordination becomes more difficult, and individual accountability can decline. Larger groups often suffer from social loafing, where individuals put in less effort. It’s also harder to identify personal contributions, and communication suffers. Contrary to what some may think, group cohesiveness usually decreases in large groups due to weaker interpersonal bonds and less frequent interactions.
Group roles define the specific functions or responsibilities individuals fulfill within a team. For instance, a marketing manager advocating for department goals in a cross-functional team is performing a role based on expertise and organizational expectation. When group cohesiveness is high, members trust each other, communicate more, and generally function more effectively as a unit. This is often the result of shared goals, values, or backgrounds.
In HRM, key functions include recruitment and selection, which focus on attracting and hiring talent that aligns with organizational goals. Training and development, as well as orientation, help new hires adjust and perform effectively. Simulations are useful for preparing employees for real-world job conditions in a controlled environment.
Personality testing and other assessment tools during the selection process can help match applicants to roles that fit their traits. Legal considerations also play a major role in modern HRM, as organizations must ensure compliance with laws related to workplace diversity, harassment, and discrimination.
Together, understanding group behavior and employing robust HRM practices help organizations build cohesive, effective teams while remaining compliant and competitive.
