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Organizational behavior is the study of human behavior in organizations.

Learning about organizational behavior can help you expand your potential for career success in the dynamic, shifting, and complex workplaces of today.

The early focus of the systematic study of management was on physical working conditions, principles of administration, and principles of industrial engineering.

Organizational behavior is an interdisciplinary body of knowledge with strong ties to psychology, sociology, criminal justice, and anthropology.

Financial capital is the building block of organizational success.

Organizational behavior is an academic discipline devoted only to understanding group behavior.

Organizational behavior seldom uses scientific methods to develop generalizations about behavior in organizations.

Research in organizational behavior is based on scientific thinking, which means the proposed explanations are carefully tested and the explanations that can be scientifically verified are the only ones that are accepted.

As job satisfaction increases, absenteeism tends to go down; as job satisfaction decreases, absenteeism often goes up.

Scientific methods models in OB are not able to link causes with outcomes due to the human element.

Commonly used organizational behavior research methods include case studies, survey studies, meta analyses, field studies, and laboratory studies.

When organizational behavior researchers collect data in real-life organizational settings, the research method of case studies is being used.

Laboratory studies are being used when organizational behavior researchers collect data in simulated and controlled settings.

When organizational behavior researchers collect data by using questionnaires and interviews in sample populations, the research method of meta analysis is being used.

Organizational behavior scholars believe that there is one best or universal way to manage people and organizations.

An essential responsibility of the science of organizational behavior is to create and test models that offer evidence-based foundations for decision making and action.

Evidence-based management uses hard facts and empirical evidence to make decisions.

Organizational behavior research is now rich with empirically based insights into cross-cultural issues.

Progressive workplaces today look and act very similar to those of the past.

Eagley and colleagues conclude that followers are more accepting of a transformational style of leadership when the leader is male.

Important trends in the contemporary business world include the demise of command-and-control of organizational structures and a commitment to ethical behavior.

An organization is defined as a collection of people working together in a division of labor to achieve a common purpose.

Organizations that obtain resource inputs from the environment and transform them into outputs that are returned to the environment in the form of finished goods or services are viewed as open systems.

In organizational cultures that are more authoritarian and hierarchical, people are hesitant to make decisions and take action on their own, so they tend to show little initiative and wait for approval.

Customers, owners, employees, suppliers, regulators, and local communities are among the key stakeholders of most business organizations.

Fortunately, organizational stakeholders typically have the same business interests and objectives.

Some organizational climates are relaxed and informal, while others are more structured.

The value chain begins when customers and clients are well served.

Workforce diversity involves differences based on gender, race and ethnicity, age, able-bodiedness, and sexual orientation.

Todays labor force is composed of fewer women than in prior years.

The proportion of African-Americans, Hispanics, and Asians in the labor force is increasing.

Demographic trends indicate that, in the future, people of color will constitute the majority of the U.S. population.

A key element in any organization that embraces multiculturalism is inclusion.

An effective manager is one whose organizational unit, group, or team consistently achieves its goals despite the fact that its members are uncommitted and unenthusiastic.

Task performance is defined as the quality and quantity of the work produced or the services provided by a work unit as a whole.

Organizational behavior clearly indicates that managers should be held accountable for task performance results, but not job satisfaction results.

In the new workplace, management is most effectively accomplished through directing and controlling rather than supporting.

The word manager is increasingly being replaced in conversations by such terms as coordinator, coach, or team leader.

The four basic functions of management are delegating, leading, controlling, and decision making.

Controlling is the process of creating work structures and systems, and arranging resources to accomplish goals and objectives.

When managers are instilling enthusiasm by communicating with others, motivating them to work hard, and maintaining good interpersonal skills, they are engaged in the managerial function of leading.

Henry Mintzberg identified a set of roles that managers perform. These roles are: interpersonal, informational, and decisional.

Henry Mintzberg identified the set of roles that managers perform as technical, human, and conceptual.

According to Henry Mintzberg, managerial roles that involve working directly with other people are called human roles.

A managers informational roles include being a figurehead, leader, and liaison.

According to Henry Mintzberg, when a manager acts as a disturbance handler, this is an interpersonal role.

According to Henry Mintzberg, managerial roles involving decision-making that affects other people are called technical roles.

Decisional roles include seeking out problems to solve and opportunities to explore, helping to resolve conflict, allocating resources, and negotiating with other parties.

According to Robert Katz, the essential skills of management can be grouped into three categories. These categories are: interpersonal, informational, and decisional.

According to Robert Katz, the relative importance of technical, human, and conceptual skills varies across the different levels of management.

According to Katz, proficiency in database management is considered a technical skill in todays workplace.

Emotional intelligence, the ability to understand and deal with emotions, falls into the category of conceptual skills according to Robert Katz.

Emotional intelligence includes the human skills of self-awareness, self-regulation, motivation, empathy, and social skill.

Leaders succeed when people follow them not because they have to, but because they want to.

According to Archie Carroll, an immoral manager does not subscribe to ethical principles, but instead makes decisions and acts to take best personal advantage of a situation.

According to Archie Carroll, the manager who unintentionally acts unethically is considered amoral.

Ethics mindfulness is an enriched awareness that causes a manager to behave with an ethical consciousness from one decision or behavioral event to another.

Learning is an enduring change of behavior that results from experience.

Life-long learning refers to the need to learn from day-to-day work experiences, conversations with colleagues and friends, counseling and advice from mentors, success models, training seminars and workshops, and other daily opportunities.

The learning sequence begins with initial experience and subsequent reflection.

Multiple Choice

__________ is a multidisciplinary field devoted to understanding individual and group behavior, interpersonal processes, and organizational dynamics.Organizational behaviorMotivationPerformance managementWorkgroup analysisAccounting

The following statements are accurate descriptions of the evolution of the scientific study of organizations EXCEPT:the early focus of the systematic study of management was on physical working conditions, principles of administration, and principles of industrial engineering.as management research progressed, emphasis was placed on the human factor with respect to individual attitudes, group dynamics, and relationships between managers and workers.organization behavior continues to evolve as a discipline devoted to understanding individuals and groups in organizations.organization behavior continues to evolve as a discipline devoted to understanding the performance implications of organizational processes, systems, and structures.the primary focus on the human factor began in the 18th

From its scientific heritage, organizational behavior has developed all of the following EXCEPT:an emphasis on finding the one best way to complete a task.an interdisciplinary body of knowledge.use of scientific methods.a focus on application.contingency thinking.

Organizational behavior is an interdisciplinary body of knowledge with strong ties to all of the following disciplines EXCEPT:

Which of the following statements about organizational behavior is NOT accurate?Organizational behavior has strong ties to the behavioral sciences and allied social sciences.Organizational behavior seeks to integrate the diverse insights of the behavioral sciences and allied social sciences.Organizational behavior is divorced from the disciplines of political science and economics.Organizational behavior seeks to improve the quality of work life.Organizational behavior seeks to improve the performance of people, groups, and organizations.

Organizational behavior goals include all of the following EXCEPT improving the:performance of people.performance of groups.performance of organizations.quality of overall work life.level of organizational profits.

Scientific methods models link __________ with __________.independent variables; dependent variablesspecific variables; contingency variablesproven variables; non-proven variablesdiscovered variables; undisclosed variableshighly publicized variables; undisclosed variables

Scientific thinking is important to organizational behavior researchers and scholars for all of the following reasons EXCEPT:the process of data collection is controlled.the process of data collection is systematic.proposed explanations are carefully tested.only explanations that can be scientifically verified are accepted.the process of data collection is discretionary.

Which of the following is NOT an important research question addressing applications within the field of organizational behavior?What creates job satisfaction for people at work?How can ethical and socially responsible behavior in and by organizations be assured?Should decisions be made by individual, consultative, or group methods?What are the ingredients for marketing promotions within organizations?How can organizational cultures be changed?

__________ are simplified views of reality that attempt to explain real-world phenomena.ModelsIncubatorsTheoriesScientific methodsReproductions

When OB researchers use statistics to pool the results of different studies, which research method are they using?Survey studiesCase studiesMeta-analysisField studiesLaboratory studies

Which of the following was NOT cited as a possible leadership strength of women in the research by Eagley?Good at mentoringMore transformationalEncourage creativityVery inspiringFairness in punishing

Rather than assuming that there is one best or universal way to manage people in organizations, which approach do researchers use to try to identify how different situations can be best understood and handled?ScientificIndustrial engineeringContingencyEmotional intelligenceLaboratory study

When OB researchers look in depth at single situations, which research method are they using?Survey studiesCase studiesMeta-analysisField studiesLaboratory studies

The realities of the contemporary business world include all of the following trends EXCEPT:the demise of command-and-control organizational structures.the importance of human capital.a commitment to ethical behavior.an emphasis on individuals working independently of one another.a changing definition of jobs and career.

Which of the following is NOT a trend in the contemporary business world?Pervasive influence of information technology.Respect for new workforce expectations.Emphasis on teamwork.Increase in command-and-control leadership.Changing careers

All of the following are characteristic of Generation F at work EXCEPT:no one kills an idea.credentials overrule contributions.people choose tasks that interest them.wisdom lies within the crowd.resources flow toward good ideas and projects.

Which of the following reflects the expectations of the new generation of workers?Less tolerant of hierarchyLess high techMore concerned about statusLess focus on work/life balanceMore focus on structure

The increase in teamwork today is a function of all of the following EXCEPT:managements dislike for individual contributors.organizations can no longer rely on just managers for leadership.leadership is valued by all members.people are valuable human assets.work is increasingly focused on peer contributions.

Data show that women earn only __________ cents per dollar earned by men.a) 50b) 68c) 75d) 90e) 95

A collection of people working together in a division of labor to achieve a common purpose refers to a(n):labor union.

All of the following are examples of organizations EXCEPT:small and large businesses.religious bodies.voluntary organizations.a government representative.

The match of organizational culture and individual characteristics is called a(n):

Since organizations obtain resource inputs from the environment and transform them into outputs that are returned to the environment in the form of finished goods or services, they may be viewed as:open systems.transformational systems.resource allocators.

Which of the following is a sequence of activities that creates valued goods and services for customers?Assembly lineValue chainOutput processEvidence-based managementNone of the above

Among the following, who are considered to be stakeholders?CustomersOwnersEmployeesLocal communitiesAll of the above

The shared beliefs and values that influence the behavior of organizational members refers to organizational:

As used in OB, the term multiculturalism refers to:hiring people from different cultures to work in one company.pluralism, and respect for diversity and individual differences.developing employees to better understand people from non-United States cultures.a job rotation system whereby employees move from country to country.a job design system whereby managers are required to oversee people from different countries.

Demographic trends driving workforce diversity in American society today include:fewer number of women in the labor force.fewer African-Americans in the labor force.fewer Hispanics in the labor force.an increasing percentage of people of color in the labor force.more white males in the labor force.

The degree to which the culture respects and values diversity and is open to anyone who can perform a job, regardless of their diversity attributes, is known as:workforce diversity.cultural sensitivity.constructive culture.

An individual who helps others achieve high levels of both performance and satisfaction is a(n):effective manager.team follower.

Which of the following is NOT one of the four basic functions of management?PlanningOrganizingLeadingDirectingControlling

When managers define goals, set performance objectives, and identify action steps for accomplishing them, they are engaged in which management function?PlanningOrganizingLeadingDirectingControlling

Suppose that the companys president decides to develop a policy to increase the companys commitment to its employees and then develops a set of procedures to implement this policy. The president is engaged in which management function?PlanningOrganizingLeadingDirectingControlling

Suppose that a manager sets up a committee to develop procedures for dealing with companywide training needs and then assigns people to conduct specific training programs. This manager is engaged in which management function?PlanningOrganizingMotivatingLeadingControlling

Suppose a manager starts an affirmative action program to increase opportunities for minority advancement and then clearly and convincingly communicates the objectives of the program to all employees. By doing this the manager gains their support and participation. This manager is engaged in which management function?PlanningOrganizingLeadingMotivatingControlling

When a manager monitors the progress of an affirmative action program to advance minorities within the corporation, reviews progress on changes in employee attitudes, calls a special meeting to discuss problems, and makes appropriate adjustments in the program, the manager is engaged in which management function?PlanningOrganizingLeadingControllingDelegating

Henry Mintzberg identified a set of roles that managers perform. These roles are grouped into which of the following three categories?Interpersonal, strategic, and decisionalStrategic, informational, and politicalInterpersonal, informational, and decisionalSupervisory, authoritarian, and decisionalSupervisory, informational, and strategic

Which of the following represent informational roles as identified by Henry Mintzberg?Figurehead, leader, and spokespersonMonitor, disseminator, and spokespersonNegotiator, entrepreneur, and resource allocatorLeader, disseminator, and entrepreneurEntrepreneur, disturbance handler, and resource allocator

Which of the following descriptions of Mintzbergs managerial roles is correct?Interpersonal roles include the monitor, disseminator, and spokesperson.Informational roles include the figurehead, leader, and liaison.Decisional roles include the entrepreneur, disturbance handler, resource allocator, and negotiator.Decisional roles include the leader, disturbance handler and spokesperson.Informational roles include the figurehead, monitor, leader and spokesperson.

According to Robert Katz, the essential skills of management can be grouped into which of the following three categories?Technical, interpersonal, and informationalTechnical, human, and conceptualInterpersonal, decisional, and informationalOrganizing, planning, and leadingLeading, decisional, and human

According to Robert Katz, all of the following statements are correct EXCEPT that the:technical skills are considered important for supervisors and team leaders who must deal with job-specific problems.conceptual skills are important for senior executives who deal with organizational purpose, mission and strategy issues.technical skills are equally important for both entry and senior level management positions.conceptual skills are important for senior executives who must deal with broad, ambiguous and long-term decisions.human skills are consistently important across all managerial levels.

A manager who is using spreadsheet software to prepare a departmental budget is using which managerial skill according to Katz?SupervisoryConceptualCreativeTechnicalHuman

In trying to work out an acceptable solution to a problem, managers who rely on their understanding of other people and who empathize with others feelings are using which managerial skill according to Katz?SupervisoryConceptualCreativeTechnicalHuman

Important dimensions of emotional intelligence include all of the following human skills EXCEPT:self-awareness.self-regulation.technical skill.social skill.

Which managerial skill involves the capacity to analyze and solve complex and interrelated problems?SupervisoryConceptualCreativeTechnicalHuman

A manager who thinks critically and analytically when developing an organizational strategy for dealing with a highly competitive global environment is using which managerial skill?SupervisoryConceptualCreativeTechnicalHuman

Of the following, which refers to a capacity to get things done due to relationships with other people?Social capitalValue chainTask performanceWorkforce diversityOpen systems

According to Archie Carroll, if a manager doesnt subscribe to any ethical decision-making principles and acts in any situation to simply take personal advantage, he or she would be classified as a(n):moral manager.amoral manager.immoral manager.ombudsman manager.opportunistic manager.

The ethics center of gravity can be moved positively in a virtuous shift with:emotionally intelligent leadership.immoral leadership.amoral leadership.moral leadership.philanthropic leadership.

According to Archie B. Carroll, the majority of managers are:none of the above.

Which of the following is an enduring change of behavior that results from experience?LearningManagerial sense-makingOrganizational trackingLifelong careersManagerial scholarship

Initial experience of the experiential learning cycle in an organizational behavior course, focuses on:personal experiences, the classroom as an organization, in-class exercises and simulations, group project assignments, and cases.personal thoughts, class discussions, informal discussions, readings, lectures, and written assignments.personal experiences, personal thoughts, personal theories, and trying new personal behaviors.theories in readings, theories from lectures, personal theories, and theories from other sources.trying new behaviors in work experiences, class experiences, and everyday experiences.

Short answer

What is the study of human behavior in organizations called?

As job satisfaction increases, absenteeism tends to do what?

When organizational behavior researchers collect data in real-life organizational settings, what research method is being used?

When organizational behavior researchers collect data in simulated and controlled settings, what research method is being used?

Rather than assuming that there is one best or universal way to manage people in organizations, what approach do researchers use to try to identify how different situations can be best understood and handled?

What is evidence-based management?

Who are the people, groups, and institutions that are affected by and thus have an interest in an organizations performance?

What is organizational culture?

What is workforce diversity?

By the year 2060, which demographic group will comprise nearly 30% of the US population?

What is a key element in any organization that embraces multiculturalism?

What are the two key outcomes on which an effective manager will focus?

Who is a manager?

What are the four basic functions of management?

Defining goals, setting performance objectives, and identifying action steps for accomplishing them describes which management function?

What is the process of creating work structures and systems, and arranging resources to accomplish goals and objectives?

Describe the managerial function of leading.

Which managerial function concerns itself with ensuring that things go well by monitoring performance and taking corrective action as necessary?

According to Henry Mintzberg, what are the managerial roles that involve working directly with other people?

According to Henry Mintzberg, what are the managerial roles that involve the exchange of information with other people?

According to Robert Katz, what are the three categories of managerial skills?

According to Robert Katz, what is an ability to perform specialized tasks?

According to Katz, in trying to work out an acceptable solution to a problem, managers who rely on their understanding of other people and who empathize with others feelings are using which managerial skill?

According to Daniel Goleman, what is the ability to understand and deal with emotions?

A management team that thinks critically and analytically when developing an organizational strategy for dealing with a highly competitive global environment is using which managerial skill?

What is the ability to understand the emotions of others called as?

Essay

Identify the trends that are affecting organizational behavior and explain why these trends are occurring.

Define the term workforce diversity. Why is workforce diversity an important issue for contemporary organizations?

Briefly describe each of the four functions of management. Describe Mintzbergs managerial roles and explain how they are helpful in performing the four functions of management.

Human skills such as emotional intelligence are indispensable in the new age of organizations. Identify and define five important dimensions of emotional intelligence that can and should be developed by any manager today.

When it comes to ethics and morality, Archie Carroll draws a distinction between managers. Identify and briefly explain the three managerial categories defined by Carroll.

Why is learning about organizational behavior important?

File: ch02

True/False

In OB, the term individual differences is used to refer to the ways in which people are similar and how they vary in their thinking, feeling, and behavior.

In studying individual differences, we attempt to identify where behavioral tendencies are similar and where they are different.

Self-esteem has no drawbacks; high self-esteem only boosts performance and satisfaction.

Self-esteem is an individuals belief about the likelihood of success in completing a particular task.

As a determinant of personality, heredity consists of those factors that are determined at conception, including physical characteristics, gender, and personality factors.

Environment sets the limits on just how much an individuals personality characteristics can be developed; heredity determines development within these limits.

According to research by Rich Arvey and colleagues, family experiences are more important than experiences at work in shaping womens leadership development.

Personality represents the overall combination of characteristics that capture the unique nature of a person as he or she reacts and interacts with others.

The Big Five personality traits include extraversion, agreeableness, conscientiousness, emotional stability, and creativity.

Extraversion, a Big Five personality dimension, is associated with being imaginative, curious, and broad-minded.

In terms of job performance, research has shown that conscientiousness predicts job performance across five occupational groups of professionsengineers, police, managers, salespersons, and skilled and semiskilled employees.

Problem-solving style is a measure representing social traits.

In assessing a persons problem-solving style, information gathering involves making judgments about how to deal with and interpret information.

In solving problems, sensation-type individuals prefer routine and order whereas intuitive-type individuals prefer the big picture.

Thinking-type individuals use reason and intellect to deal with problems and they downplay emotions.

Problem-solving styles are most frequently measured by the Myers-Briggs Type Indicator (MBTI), which asks individuals how they usually act or feel in specific situations.

Personal conception traits represent the way individuals tend to think about their social and physical setting as well as their major beliefs and personal orientation concerning a range of issues.

People with an intuitive-thinking style of problem solving tend to be speculative, objective, impersonal, and idealistic.

People with an external locus of control believe that they control their own fate or destiny.

Positive and innovative changes in organizations have a greater degree of positive effects on proactive individuals.

People with an internal locus of control exhibit greater self-control, are more cautious, engage in less risky behavior, and are less anxious.

A person high in dogmatism tends to adhere rigidly to conventional values and to obey recognized authority.

Highly authoritarian individuals are so susceptible to authority that in their eagerness to comply they may behave unethically.

A low-Machiavellian personality approaches situations logically and thoughtfully and is even capable of lying to achieve personal goals.

High self-monitoring individuals cannot disguise their behaviors what you see is what you get.

Individuals with a Type A orientation are characterized as being more easy going and less competitive than Type B.

Individuals with a Type B orientation are characterized by impatience, desire for achievement, and perfectionism.

Stress is a state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities.

Eustress has a negative impact on both attitudes and performance.

Job burnout manifests itself as a loss of interest in and satisfaction with a job due to stressful working conditions.

To make a plan of action and follow it is an example of an emotion-focused coping strategy.

Personal wellness requires attention to such factors as smoking, weight, diet, alcohol use, and physical fitness.

Values are broad preferences concerning appropriate courses of action or outcomes.

Values rarely influence an individuals attitudes and behaviors.

Both terminal and instrumental values differ across groups, and these differences can encourage conflict or agreement when the groups have to deal with each other.

Bruce Meglinos classification of human values includes the values of achievement, helping and concern for others, honesty, and fairness.

Meglinos value schema includes theoretical, economic, aesthetic, social, political, and religious values.

In Meglinos value schema, the value of honesty refers to being impartial and doing what is fair for all concerned.

Value congruence occurs when individuals express positive feelings upon encountering others who exhibit values similar to their own.

When values differ, or are incongruent, conflicts over such things as goals and the means to achieve them may result.

When examining value congruence between leaders and followers, researchers using Meglinos value schema reported greater follower satisfaction with a leader when there was value congruence in terms of achievement, helping, honesty and fairness values.

Culture is the learned, shared way of doing things in a particular society.

People are born into a society that teaches their members its culture.

The way individuals think about such matters as achievement, material gain, wealth, risk and change may influence how they approach work and their relationships with organizations.

According to Hofstedes framework, value differences across national cultures can be evaluated in terms of power distance, uncertainty avoidance, individualism-collectivism, masculinity-femininity, and long-term/short-term orientation.

According to Hofstedes framework of national culture, uncertainty avoidance reflects the degree to which people are likely to respect hierarchy and rank in organizations.

In Hofstedes framework of national culture, individualism-collectivism reflects the degree to which organizations emphasize competition and assertiveness versus interpersonal sensitivity and concerns for relationships.

South Korea is low on Hofstedes long-term orientation and the U.S. is a more long-term oriented country.

When using the Hofstede framework of national culture, it is important to remember that the five dimensions are independent.

High power distance and collectivism are often found together, as are low power distance and individualism.

Workforce diversity has increased in the U.S. and decreased in the rest of the world.

Research shows that companies with a higher percentage of female board directors and corporate officers, on average, financially outperform companies with the lowest percentages by significant margins.

The leaking pipeline describes how women have not reached the highest levels of organizations.

In the workplace, sexual orientation and ablebodiedness are protected from discrimination by Title VII of the Civil Rights Act of 1964.

In recent years, there has been a shift from a focus on diversity to a focus on inclusion.

The primary generational point of conflict is work ethic.

Even though recent studies report that there is no significant difference in performance between workers with disabilities and those without, nearly three quarters of people with severe disabilities are reported to be unemployed.

Sexual orientation is protected by the EEOC.

Valuing diversity assumes that groups will retain their own characteristics.

Multiple Choice

__________ and __________ are two related aspects of the self-concept.a) Self-esteem; self-monitoringb) Self-esteem; self-assessmentc) Self-esteem; self-efficacyd) Self-monitoring; self-assessmente) Self-monitoring; self-efficacy

__________ means being aware of our own behaviors, preferences, styles, biases, personalities, and so on.a) Self-awarenessb) Awareness of othersc) Self-conceptd) Self-esteeme) Self-efficacy

________ means being aware of the behaviors, preferences, styles, biases, personalities, and so on of others.a) Self-awarenessb) Awareness of othersc) Self-conceptd) Self-esteeme) Self-efficacy

Which of the following statements provides an inaccurate description of people with high self-esteem?a) They see themselves as capable, worthwhile, and acceptable.b) They tend to have few doubts about themselves.c) They seldom experience a boost in job performance.d) When under pressure, they may become boastful and act egotistically.e) They may be overconfident at times.

Firstborns in families tend to be __________.a) lonersb) quietc) shyd) impatiente) enterprising

__________ combines a set of physical and mental characteristics that reflect how a personlooks, thinks, acts, and feels.

a) Cognitionb) Personalityc) Perceptiond) Aptitudee) Ability

Which traits are associated with the Big Five personality dimension of extraversion?a) Outgoing, sociable, and assertiveb) Good-natured, trusting, and cooperativec) Responsible, dependable, and persistentd) Unworried, secure, and relaxede) Imaginative, curious, and broad-minded

The Big Five personality dimension of agreeableness refers to which of the following sets of personality traits?a) Outgoing, sociable, and assertiveb) Good-natured, trusting, and cooperativec) Responsible, dependable, and persistentd) Unworried, secure, and relaxede) Imaginative, curious, and broad-minded

Conscientiousness is a Big Five personality dimension that involves the traits of being __________.a) outgoing, sociable, and assertiveb) good-natured, trusting, and cooperativec) responsible, dependable, and persistentd) unworried, secure, and relaxede) imaginative, curious, and broad-minded

Which of the following personality traits is NOT included in the Big Five?a) Extraversionb) Agreeablenessc) Conscientiousnessd) Self-concepte) Emotional stability

__________ traits are surface-level traits that reflect the way a person appears to others when interacting in various social settings.a) Standardb) Statutoryc) Situationald) Sociale) Demographic

Problem-solving style reflects the way a person goes about __________ and __________ information in solving problems and making decisions.a) interpreting; evaluatingb) interpreting; communicatingc) gathering; collectingd) evaluating; analyzinge) gathering; evaluating

__________individuals prefer routine and order, and emphasize well-defined details in gathering information; they would rather work with known facts than look for possibilities.a) Thinking-typeb) Feeling-typec) Intuitive-typed) Sensation-typee) Cognitive-type

__________ individuals prefer the big picture, like solving new problems, dislike routine, and would rather look for possibilities than work with facts.a) Thinking-typeb) Feeling-typec) Intuitive-typed) Cognitive-typee) Sensation-type

__________ individuals are oriented toward conformity and try to accommodate themselves to other people.a) Cognitive-typeb) Sensation-typec) Intuitive-typed) Feeling-typee) Thinking-type

__________ individuals use reason and intellect to deal with problems and downplay emotions.a) Thinking-typeb) Feeling-typec) Intuitive-typed) Cognitive-typee) Sensation-type

Which of the following statements about problem-solving styles is NOT accurate?a) Information gathering involves getting and organizing data for use.b) Sensation-type individuals and intuitive-type individuals represent two forms of information gathering.c) Evaluation involves making judgments about how to deal with information once it has been collected.d) Two forms of evaluation are feeling and thinking.e) Problem-solving styles are most frequently measured by the Morrison-Bellarmine Type Index.

Which of the following statements about locus of control is correct?a) People with an external locus of control tend to be more introverted.b) People with an internal locus of control tend to be more extroverted.c) People with an internal locus of control tend to perform better on tasks requiring complex information processing and learning.d) People with an external locus of control are more oriented toward their own feelings.e) Many managerial and professional jobs require behavior that is consistent with an external locus of control.

Individuals with a sensation-feeling style of problem solving tend to be good at which of the following?a) Empathizingb) Observingc) Imaginingd) Inquiringe) Filing

Research has shown that proactive personality is positively related to all of the following EXCEPT:a) job performance.b) creativity.c) leadership.d) salary.e) career success.

A person high in __________ is concerned with toughness and power and opposes the use of subjective feelings.a) authoritarianismb) Machiavellianismc) internal locus of controld) dogmatisme) external locus of control

An individual high in __________ sees the world as a threatening place.a) self-monitoringb) Machiavellianismc) authoritarianismd) locus of controle) dogmatism

A person with a(n) __________ personality regards legitimate authority as absolute and accepts or rejects others according to how much they agree with accepted authority.a) dogmaticb) authoritarianc) external locus of controld) Machiavelliane) type A

Which of the following is LEAST likely to be observed in a high-Mach personality?a) Capable of lying to achieve personal goalsb) Approaches situations logicallyc) Rarely swayed by loyaltyd) Rarely skilled at influencing otherse) Rarely swayed by the opinions of others

Which of the following statements does NOT accurately describe high self-monitors?a) High self-monitors are sensitive to external cues.b) High self-monitors tend to behave differently in different situations.c) High self-monitors present a very different appearance from their true self.d) High self-monitors ignore the behavior of others.e) High self-monitors are flexible and especially good at responding to situational contingencies.

The __________ traits measure how much an individual experiences emotional distress or displays unacceptable acts.a) cognitive strengthb) statutory adjustmentc) emotional adjustmentd) social desirabilitye) personal conception

Which of the following statements does NOT describe the Type A personality?a) Type A people tend to work fastb) Type A people tend to be abruptc) Type A people tend to be laid backd) Type A people tend to be irritablee) Type A people tend to be aggressive

Common work-related stressors include all of the following EXCEPT:a) ethical dilemmas.b) interpersonal problems.c) economic difficulties.d) career development problems.e) task demands.

Which of the following is NOT a common work-related stressor?a) Being asked to do too muchb) Being asked to do too littlec) Not knowing what you are expected to dod) The birth of a childe) Being bothered by noise and lack of privacy

__________ stress has a positive impact on both attitudes and performance.a) Efficientb) Statutoryc) Naturald) Constructivee) Affluent

__________, also known as distress, is dysfunctional.a) Job burnoutb) Eustressc) Constructive stressd) Abnormal stresse) Destructive stress

When people lose interest in and satisfaction with a job due to stressful working conditions, they are likely to experience __________.a) constructive stressb) Type A behaviorc) job burnoutd) Type B behaviore) eustress

Which of the following is an example of a problem-focused coping strategy?a) Look for the silver liningb) Try to look on the bright sidec) Stand your ground and fight for what you wantd) Try to forget the whole thinge) Accept sympathy from someone

Managers should be alert to key symptoms of excessive stress in themselves and their employees. Which of the following is a key stress symptom?a) Changes from punctuality to tardinessb) Changes from diligent work to careless workc) Changes from a positive attitude to a negative attituded) Changes from cooperation to hostilitye) All of the above

__________ is the best first-line strategy in the battle against stress.a) Stress preventionb) Stress avoidancec) Personal wellnessd) EAPse) Stress management

When learning to say no, an individual should do which of the following?a) Focus on what matters mostb) Weigh the yes-to-stress ratioc) Take guilt out of the equationd) Sleep on ite) All of the above

__________ involves the pursuit of ones job and career goals with the support of a personal health promotion program.a) Quality of work life programsb) Stress prevention programsc) Eustress management programsd) Employee assistance programse) Personal wellness

Peoples __________ develop as a product of the learning and experience they encounter in the cultural setting in which they live.a) wantsb) needsc) perceptionsd) cognitionse) values

Which of the following is NOT an example of a terminal value?a) Broad-mindednessb) An exciting lifec) A world at peaced) Family securitye) Pleasure

All of the following are terminal values EXCEPT:a) a sense of accomplishment.b) a world of beauty.c) mature love.d) forgiving.e) freedom.

Which of the following is NOT an example of instrumental values?a) Courageb) Lovec) Wisdomd) Logice) Independence

All of the following are instrumental values EXCEPT:a) self-control.b) self-respect.c) honesty.d) ambition.e) imagination.

Which of the following is NOT one of the work setting values specifically identified by Meglino and associates?a) Achievementb) Economic valuesc) Helping and concern for othersd) Honestyd) Fairness

Which of the following is an incorrect description of the workplace values schema developed by Bruce Meglino and his associates?a) Getting things done and working hard to accomplish difficult things in lifeb) Being concerned for other people and helping othersc) Telling the truth and doing what you feel is rightd) Discovering truth through reasoning and systematic thinkinge) Being impartial and doing what is fair for all concerned

__________ occurs when individuals express positive feelings upon encountering others who exhibit values similar to their own.a) Personal consistencyb) Theoretical consistencyc) Personal congruenced) Value performancee) Value congruence

Which of the following statements is TRUE concerning dimensions of national culture?a) U.S. is a more long-term oriented countryb) Japans culture is considered to be femininec) U.S. has a highly individualistic cultured) Hong Kong is considered to have a high uncertainty avoidance culturee). Mexico is considered to have an individualistic culture

__________ refers to policies and practices that seek to include people within a workforce who are considered to be, in a way, different from those in the prevailing constituency.a) Workforce diversityb) Cultural variancec) Employee divergenced) Inclusivenesse) Employee multiculturalism

What phrase was coined to describe how women have not reached the highest levels of organizations?a) Multiculturalismb) Inclusivityc) Leaking pipelined) Reverse discriminatione) Double bind

Which of the following has been cited as a recommendation for changing structures and perceptions to address the leaking pipeline?a) Provide mentoring for all high potential female managersb) Create organizational cultures more satisfying to womenc) Measure performance through resultsd) Actively monitor satisfaction levels of womene) All of the above

Title VII covers all of the following issues EXCEPT:a) recruiting.b) promotion.c) job training.d) union membership.e) wages.

In recent years, the workplace has experienced a shift from a focus on diversity to a focus on __________.a) multiculturalismb) inclusionc) social identityd) affirmative actione) EEO

Baby Boomers believe that Millenials __________.a) are very hard workingb) are too entitledc) are earning their stripes quicklyd) value structuree) value professional dress

Estimates indicate that __________ Americans have one or more physical or mental disabilities.a) 10 millionb) 20 millionc) 30 milliond) 40 millione) 50 million

Which of the following statements concerning sexual orientation is TRUE?a) Sexual orientation is protected by the EEOC.b) The first U.S. corporation to add sexual orientation to its nondiscrimination policy was Apple Computers.c) A 2010 Harris poll shows that 78 percent of heterosexual adults in the S. agree that how an employee performs at his or her job should be the standard for judging an employee, not ones sexual orientation.d) Few companies are extending rights to gay workers.e) Attitudes towards gays in the workplace are not changing significantly.

__________ in organizations emphasizes appreciation of differences in creating a setting where everyone feels valued and accepted.a) Employee appreciationb) Valuing diversityc) Diversity divergenced) Employee valuatione) Employee tolerance

Fill in the blank

__________ is the view individuals have of themselves as physical, social, and spiritual or moral beings.

__________ means being aware of our own behaviors, preferences, styles, biases, personalities, and so on.

What are two related aspects of the self-concept?

__________ consists of those factors that are determined at conception, including physical characteristics, gender, and personality factors.

Carl Jungs work on problem-solving style reflects the way a person __________ and __________ information.

__________ represent the way individuals tend to think about their social and physical settings as well as their major beliefs and personal orientation concerning a range of issues.

People who believe that the events in their lives are controlled primarily by themselves are said to have a(n) __________ locus of control.

__________ refers to the tendency to adhere rigidly to conventional values and to obey recognized authority.

Someone who views and manipulates others purely for personal gain has a(n) __________ personality.

__________ reflects a persons ability to adjust his or her behavior to external, situational (environmental) factors.

Individuals with a(n) __________ orientation are characterized by impatience, desire for achievement, and perfectionism.

__________ is a tension experienced by individuals facing extraordinary demands, constraints, or opportunities.

__________ refer to the wide variety of things that cause stress for individuals.

A(n) __________ results when forces in an individuals personal life affect them at work.

__________ involves the pursuit of ones job and career goals with the support of a personal health promotion program.

130.__________ are broad preferences concerning appropriate courses of action or outcomes.

__________ reflect a persons preferences concerning the ends to be achieved.

A persons preferences about the means for achieving desired ends are known as __________.

__________ is the learned, shared way of doing things in a particular society.

The five dimensions of national culture identified by Geert Hofstede are __________, __________, __________, __________, and __________.

In Hofstedes national culture framework, __________ reflects the degree to which peopleare likely to prefer structured versus unstructured organizational situations.

According to Hofstedes national culture framework, __________ reflects the degree to which organizations emphasize competition and assertiveness versus interpersonal sensitivity and concerns for relationships.

__________ is a phrase coined to describe how women have not reached the highest levels of organizations.

__________ prohibits employers from discriminating against any individual with respect to compensation, terms, or conditions of employment because of race, color, religion, sex, or national origin.

__________ diversity is a result of Millenials, Gen Xers, and Baby Boomers in the workplace.

A(n) __________ is a phenomenon whereby an individual is rejected as a result of an attribute that is deeply discredited by his or her society.

Essay

Define and provide examples for each of the following: social traits, personal conception traits, and emotional adjustment traits.

Differentiate between constructive stress and destructive stress. Discuss coping mechanisms.

Identify and define the five dimensions that Geert Hofstede uses to describe differences in national cultures. Describe the implications of each dimension for organizations and their members. Also provide examples of countries that fall at opposite ends of Hofstedes dimensions.

Explain Rokeachs categories of values and provide examples of each.

Discuss the types of diversity reflected in the workplace today and how organizations can value and support diversity.

File: ch03

True/False

Affect is the range of feelings in the form of emotions and moods that people experience.

The term affect encompasses a range of feelings in the forms of emotions and moods.

Emotions are intense feelings that are directed at someone or something.

Emotional intelligence is ones ability to understand emotions and manage relationships effectively.

A person who is good at knowing and managing his or her own emotions and good at reading others emotions may perform better in his or her own job.

Self-management in emotional intelligence is the ability to think before acting and to be in control of otherwise disruptive impulses.

Researchers have identified twenty major categories of emotions, each of which generally includes some subcategories.

Researchers have identified six major categories of emotions: anger, fear, joy, love, sadness, and surprise.

Self-conscious emotions come from internal sources and social emotions come from external sources.

Shame, guilt, embarrassment, and pride are internal emotions.

Self-conscious emotions help individuals stay aware of and regulate their relationships with others.

Social emotions refer to individuals feelings based on their external information.

Social emotions include pity, envy, and jealousy.

Compared to emotions, moods are more intense.

Moods frequently, though not always, lack a contextual stimulus.

Moods are not likely to be directed at a specific person or event.

Moods typically last longer than emotions.

Research shows that managers do not need to pay attention to their employees affective factors such as moods and emotions.

Emotions and moods mutually influence each other.

Emotions are never contagious.

Bad moods generally travel person-to-person slower than good moods.

Work environments and events cannot influence a persons feelings at work.

The concept of emotional labor relates to the need to show certain emotions in order to do a job well.

Emotional labor is a situation where a person displays organizationally desired emotions during interpersonal transactions at work.

Inconsistencies between the emotions a person feels and the emotions a person projects is called emotional dissonance.

Deep acting and surface acting are two terms reflecting ways of dealing with emotional dissonance.

Deep acting is hiding ones inner feelings and forgoing emotional expressions as a response to display rules.

Surface acting is trying to modify your true inner feelings based on display rules.

Mexican culture tends to encourage downplaying emotions, while British culture is much more demonstrative in public.

The Affective Events Theory ties together and extends peoples emotional reactions on-the-job and how these reactions influence those people.

Personality may influence positive and negative reactions, as can moods.

The frequency and intensity of emotions have been shown to be consistent across cultures.

The emotions of happiness, joy, and love are generally valued positively across cultures.

Norms for expressing emotions are consistent across cultures.

Display rules, or informal standards, govern the degree to which it is appropriate for people from different cultures to display their emotions similarly.

Attitudes are influenced by values and are acquired from the same sources as values: friends, teachers, parents, role models, and culture.

Values focus on specific people or objects, whereas attitudes have a more general focus and are more stable than values.

Attitudes are predispositions to respond in positive or negative ways to people or things in ones environment.

Attitudes are hypothetical constructs which means that attitudes are inferred from the things people say, informally, in formal opinion polls, or through their behavior.

The cognitive component of an attitude reflects the beliefs, opinions, knowledge, orinformation a person possesses.

The affective component of an attitude is an intention to behave in a certain way based on an individuals specific feelings or attitudes.

The behavioral component of an attitude is a specific feeling regarding the personal impact of the antecedents.

An attitude results in intended behavior which may or may not be carried out in a given circumstance.

A stronger relationship between attitudes and behaviors exist when both attitudes and behaviors are specific rather than general.

Even though attitudes do not always predict behavior, the link between attitudes and potential or intended behavior is important for managers to understand.

Cognitive dissonance describes a state of inconsistency between an individuals attitude and behavior.

Changing the underlying attitude, changing future behavior, or developing new ways of explaining or rationalizing an inconsistency can reduce cognitive dissonance.

Choices regarding cognitive dissonance reduction methods are influenced by thedegree of a persons perceived control over the situation and the magnitude of the

rewards involved.

Job satisfaction is the degree to which individuals feel positively or negatively about their jobs.

Two primary dimensions of job involvement are rational commitment and emotional commitment.

Rational commitment reflects feelings that the job serves ones financial, developmental, and professional interests.

A survey of workers by the Gallup Organization suggests that profits for employers rise when workers attitudes reflect high job involvement and organizational commitment.

Managers must be able to infer the job satisfaction of others by careful observation and interpretation of what people say and do while going about their jobs.

A survey conducted by The Conference Board notes that in 2009 only 45 percent of employees were reporting job satisfaction.

Both the Job Descriptive Index and the Minnesota Satisfaction Questionnaire are popular job satisfaction questionnaires.

Job satisfaction does not influence employee absenteeism and turnover.

According to a 2011 survey by Accenture, Gen Y workers ranked pay higher as a source of motivation that either Gen Xers or Baby Boomers.

According to a recent survey by Salary.com, workers in their 40s and early 50s were most likely to engage in just-in-case job-seeking activities such as Web surfing and posting resumes.

Physical aggression is an example of a counterproductive workplace behavior.

Wasting resources, avoiding work, and making deliberate work errors are examples of political deviance.

The spillover effect examines happiness at home spilling over into satisfaction on the job.

The causal relationship between job satisfaction and performance has been clearly established.

The argument that satisfaction causes performance suggests that managers should help workers attain high performance, and as a consequence workers will be satisfied.

Job satisfaction alone is a consistent predictor of individual work performance.

The argument that rewards cause both satisfaction and performance suggests that managers can positively influence both satisfaction and performance by properly allocating rewards.

Well managed rewards can positively influence both individual satisfaction and performance.

Multiple Choice

All of the following are tips that Lisa Druxman, founder of Stroller Strides, believes lead to business success EXCEPT:a) creating a vision and road map on how to attain a goal.b) hiring out everything you can so that there is progress when you are with your family.c) having a like-minded partner.d) working on the most important things.e) keeping your spouse from buying-in with parenting.

__________ always have an object or something to trigger them.a) Moodsb) Attitudesc) Emotionsd) Behaviorse) Beliefs

The term EI __________.a) refers to cognitive ability and intelligenceb) is used interchangeably with IQc) is more of a recent concept.d) has been measured for over 100 yearse) is measured in the Myers Briggs

Emotional intelligence includes all the following factors EXCEPT:a) appraisal and expression of emotions in oneself.b) appraisal and recognition of emotions in others.c) assessment of management attitudes.d) regulation of emotions in oneself.e) use of emotions to facilitate performance.

According to EI, the ability to think before acting and to control disruptive impulses is __________.a) social awarenessb) self-awarenessc) emotional contagiond) self-managemente) relationship management

Emotional intelligence includes all of the following factors EXCEPT:a) ones ability to understand the IQ of managers.b) ones ability to understand ones own emotions and to express them naturally.c) ones ability to perceive and understand the emotions of others.d) the ability to regulate ones own emotions.e) ones ability to use emotions by directing them toward constructive activities and improved performance.

Which of the following is NOT one of the six major types of emotions identified by researchers?a) Angerb) Joyc) Loved) Feare) Interest

The six major categories of emotions identified by researchers are __________.a) fear, joy, love, sadness, disappointment, and surpriseb) happiness, love, disappointment, calm, pleasure, and blissc) anger, fear, joy, love, sadness, and surprised) joy, love, calm, pleasure, fear, and disappointmente) bliss, sadness, surprise, joy, anger, and happiness

Which of the following is one of the six major categories of emotions identified by researchers?a) Interestb) Greedc) Surprised) Valuese) Moods

When considering the major categories of emotions identified by researchers, which of the following statements is incorrect?a) The sadness category may contain disappointment, neglect, and shame.b) The anger category may contain disgust and envy.c) The fear category may contain alarm and anxiety.d) The love category may contain affection, longing, and lust.e) The happiness category may contain pride and self-worth.

Joseph said to himself, Oh, I just dont have the energy to do much today; Ive felt down all week. This is an example of a(n) __________.a) emotionb) moodc) cognitiond) display rulee) citizenship behavior

I was really angry when my professor criticized my presentation. This is an example of a(n) __________.a) emotionb) moodc) cognitiond) display rulee) citizenship behavior

Which of the following statements regarding the six major categories identified by researchers is correct?a) The fear category may contain alarm and anxiety.b) The calm category may contain contentment and relaxation.c) The respect category may contain reverence and integrity.d) The ethics category may contain morals and values.e) The surprise category may contain concern and wonder.

__________ emotions help individuals stay aware of and regulate their relationships with others, while __________ emotions refer to individuals feelings based on information external to themselves.a) Awareness; openb) Recognized; acknowledgedc) Internal; externald) Self-conscious; sociale) Known; found

Which of the following statements is correct?a) Social emotions come from internal sources.b) Self-conscious emotions come from external sources.c) Self-conscious emotions come from internal sources.d) Social emotions and self-conscious emotions come from internal sources.e) Self-conscious emotions and social emotions come from external sources.

All of the following are examples of internal emotions EXCEPT:a) shame.b) guilt.c) embarrassment.d) pride.e) fear.

Pity, envy, and jealousy are examples of __________.a) moodsb) social emotionsc) valuesd) self-conscience emotionse) attitudes

Social emotions refer to __________.a) an individuals feelings based on information internal to himself or herselfb) an individuals feelings based on information external to himself or herselfc) group feelings based on information internal to themselvesd) group feelings based on information external to themselvese) an individuals feelings based on information internal and external to himself or herself

Which of the following statements about emotions is false?a) Emotions can change into a mood.b) Emotions tend to be contagious.c) Emotions are arguably more fleeting than moods.d) Emotions are likely to last for hours or even days.e) Emotions are more intense than moods.

Which statement about moods is accurate?a) A positive or negative mood can influence emotions.b) Moods are more intense, compared with emotions.c) Moods always lack a contextual stimulus.d) Moods are more fleeting than emotions.e) A mood is likely to be directed at a specific person or event.

Which of the following statements is correct?a) Emotions and moods tend to be more stable than attitudes and values.b) Emotions and attitudes tend to be more stable than moods and values.c) Emotions and values tend to be more stable than moods and attitudes.d) Attitudes and values tend to be more stable than moods and emotions.e) Attitudes and moods tend to be more stable than emotions and values.

Emotional labor requirements are especially important in the work of __________.a) construction workersb) day laborersc) flight attendantsd) brick layerse) landscapers

The advice to managers today is to __________.a) pay lots of attention to affective factors such as moods and emotionsb) pay little attention to affective factors such as moods and emotionsc) pay lots of attention to affective factors such as ethics and valuesd) pay little attention to affective factors such as ethics and valuese) totally ignore employee attitudes, moods, and emotions

An inconsistency between the emotions we actually feel and the emotions we try to project is knows as __________.a) emotional dissonanceb) surface actingc) deep actingd) cognitive dissonancee) emotional intelligence

Which of the following statements is correct?a) Deep acting is hiding your inner feelings and forgoing emotional expressions as a response to display rules.b) Surface acting is trying to modify your true inner feelings based on display rules.c) Deep acting and surface acting are two terms reflecting ways of dealing with emotional dissonance.d) Deep acting and surface acting are two terms reflecting ways of behavior when a persons ethics is somewhat questionable.e) Deep acting is trying to modify your true inner feelings based on your personal standards for behavior.

Which of the following statements about emotions is true?a) Negative emotions are required for success on-the-job in most cultures.b) Management in Europe is not concerned about differences in emotions.c) The type and duration of emotions are consistent across cultures.d) The frequency and intensity of emotions has been shown to vary across cultures.e) The frequency and intensity of emotions are consistent across cultures.

Managers today should be __________.a) ignorant of emotions in foreign culturesb) resistant to emotions in foreign culturesc) insensitive to emotions in foreign culturesd) very sensitive to the display of emotions in foreign culturese) reporting negative emotions to the corporate office

The informal standards which govern the degree to which it is appropriate for people from different cultures to show their emotions similarly are known as __________.a) emotional intelligence agenciesb) affective rulesc) cognitive rulesd) display rulese) behavioral rules

According to the Affective Events Theory, which of the following is true?a) Work events include job demands and daily hassles.b) Emotional reactions include personality and positivity.c) Work environment includes characteristics of the job and personality.d) Personal predispositions include personality and mood.e) Affective Events Theory extends understanding of peoples moods on the job and why job satisfaction is decreasing.

The Affective Events Theory __________.a) is a change management theory that deals with organizational eventsb) ties together and extends peoples emotional reactions on-the-job and how these reactions influence those peoplec) relates the needs of the organization with those of its membersd) identifies managements emotional growth as they progress upward on the career pathse) considers how employees will be impacted after an acquisition or merger

Affective Events Theory includes all of the following components EXCEPT:a) work environment.b) work events.c) physical reactions.d) personal predispositions.e) job satisfaction.

In the Affective Events Theory, the term work environment can involve the following subcategories:a) characteristics of the job, job demands, and emotional labor requirements.b) characteristics of the job, job demands, and the supervisors directives.c) supervisors directives, emotional labor requirements, and co-worker involvement.d) supervisors directives, co-worker involvement, and subordinate support.e) co-worker involvement, subordinate support, and emotional labor requirements.

In the Affective Events Theory, the term personal predispositions can involve the following subcategories:a) values and attitudes.b) ethics and objectives.c) personality and mood.d) ego and values.e) personality and objectives.

The Affective Events Theory suggests that employees__________.a) emphasize emotions, along with more cognitive aspects in performing their jobsb) recognize when their organizations are transforming organizational culturec) do not always understand developmental goals set by managementd) process emotions in a strict hierarchal structuree) feel sad when passed over for a promotion

Which of the following statements about attitudes is false?a) Attitudes are influenced by values.b) Attitudes are acquired from the same sources as values.c) Attitudes focus on specific people or objects.d) Attitudes are more stable than values.e) Attitudes are hypothetical constructs.

The __________ component of an attitude reflects the beliefs, opinions, knowledge, or information a person possesses.The __________ component of an attitude is a specific feeling regarding the personal impact of the antecedents, while the __________ component is an intention to behave in a certain way based on your specific feelings or attitudes.a) emotional; intendedb) acknowledged; affectivec) cognitive; behaviorald) affective; behaviorale) cognitive; affective

Attitudes are acquired from all of these sources EXCEPT:a) friends.b) teachers.c) business models.d) role models.e) culture.

Which of the following statements provides an accurate description of the attitude-behavior linkage?a) An attitude results in intended behavior; this intention will always be carried out in a given circumstance.b) The relationship between general attitudes and behavior is stronger than the relationship between specific attitudes and behaviors.c) The attitude-behavior linkage tends to be stronger when a person has had experience with the stated attitude.d) The attitude-behavior linkage is weak when individuals have little emotional intelligence.e) The relationship between general attitudes and behavior is weaker than the relationship between specific values and norms.

A state of inconsistency between an individuals attitudes and behavior is known as __________.a) emotional laborb) emotional contagionc) cognitive dissonanced) emotional intelligencee) the spillover effect.

Which of the following is an example of cognitive dissonance?a) A manager gives a high performer a good raise in his salary.b) A manager fires a person who steals from a firm.c) A manager hires a person with terrific relevant work and educational experience.d) A manager appraises all the employees using uniform standards, regardless of the individuals performance on-the-job.e) A manager promotes an employee with a stellar work record.

According to Leon Festinger, individuals reduce cognitive dissonance in all of the following ways EXCEPT:a) developing new ways of explaining the inconsistency.b) changing future behavior.c) re-evaluating values and beliefs.d) changing the underlying attitude.e) developing new ways of rationalizing the inconsistency.

__________ and __________ influence the choices a person makes regarding which cognitive dissonance reduction method to use.a) The degree of a persons emotional adjustment; the magnitude of the rewards involvedb) The degree of a persons perceived control over the situation; the magnitude of the rewards involvedc) The degree of a persons perceived control over the situation; the magnitude of the persons sociabilityd) The degree of a persons authoritarianism; the magnitude of the persons self-esteeme) The magnitude of the persons agreeableness; the magnitude of the persons self-efficacy

The degree of loyalty an individual feels toward the organization is known as __________.a) job satisfactionb) organizational commitmentc) job involvementd) employee engagemente) organizational citizenship

The extent to which an individual is dedicated to a job is known as __________.a) job satisfactionb) organizational commitmentc) job involvementd) employee engagemente) organizational citizenship

The two primary dimensions to organizational commitment are __________.a) employee engagement and rational commitmentb) rational commitment and emotional commitmentc) employee engagement and job satisfactiond) job satisfaction and job involvemente) emotional commitment and employee engagement

If John has high job involvement, which of the following can be expected?a) John will work beyond expectations to complete a special project.b) John is not dedicated to his job.c) John is highly committed to his organization.d) John psychologically identifies with his organization.e) All of the above

Which work attitude reflects feelings that the job serves ones financial, developmental, and professional interests?a) Rational commitmentb) Emotional commitmentc) Job involvementd) Spillover effecte) Employee engagement

According to the Gallop Organization, which of the following does not count most toward high engagement?a) Believing one has the opportunity to do ones best every day.b) Believing ones opinions count.c) Believing fellow workers are committed to quality.d) Believing there is a direct connection between ones work and the companys mission.e) Believing there is a direct connection between ones work and ones pay.

The combination of high job involvement and organizational commitment creates, what the Gallop Organization has called, __________.a) at home effectb) counterproductive workplace behaviorsc) job satisfactiond) organizational citizenshipe) employee engagement

Job satisfaction is important for all of the following reasons EXCEPT:a) it influences the decision a person makes to join an organization.b) it influences the decision a person makes to be creative.c) it influences the decision a person makes regarding how hard to work in the pursuit of high performance.d) it influences the decision a person makes to remain as a member of an organization.e) it influences the decision to perform.

Which of the following statements is NOT true regarding job satisfaction findings?a) About 45 percent of workers reported job satisfaction in 2009.b) Job satisfaction is down.c) Job satisfaction is lower among the youngest workers.d) There are gender differences in job satisfaction and how it is dealt with.e) Job satisfaction is lower in smaller companies.

The five facets of job satisfaction measured by the Job Descriptive Index are __________.a) the work itself, quality of supervision, relationships with co-workers, promotion opportunities, and payb) skill variety, task identity, task significance, autonomy, and feedbackc) the work itself, task identity, task significance, autonomy, and opportunities for learningd) quality of supervision, relationships with co-workers, opportunities for learning, pay, and autonomye) autonomy, relationships with peers, relationships with superiors, feedback, and the work itself

The flip side of organizational citizenship are__________.a) home effectsb) counterproductive workplace behaviorsc) job satisfaction behaviorsd) job commitment behaviorse) employee engagement behaviors

Which of the following is NOT an example of counterproductive workplace behaviors?a) Intimidationb) Avoiding workc) Positively commenting publicly on the employerd) Stealing moneye) Lacking civility in relationships

Sarah spreads harmful rumors, gossips, uses bad language, and lacks civility in relationships while at work. In which of the following is Sarah engaging in?a) Personal aggressionb) Production deviancec) Political devianced) Property deviancee) Psychological deviance

If John is stealing money from his employer, he is engaging in __________ type of behaviors.a) organizational citizenshipb) counterproductivec) cognitively dissonantd) at-home effecte) spillover

The extras people do to go the extra mile in their work are referred to as __________.a) organizational citizenship behaviorsb) counterproductive behaviorsc) deviant workplace behaviorsd) at-home effect behaviorse) spillover behaviors

Lawler and Porter maintain that __________.a) perceived equity of rewards does not impact the performance/satisfaction relationshipb) performance accomplishment lead to rewards that lead to satisfactionc) rewards do not have to be perceived as equitable to lead to satisfactiond) individuals who are unfairly rewarded will still be satisfiede) satisfaction causes performance

Which of the following statements is true with respect to job satisfaction and performance?a) Job satisfaction does not cause performance.b) Performance does not cause job satisfaction.c) Rewards cause both job satisfaction and performance.d) Rewards do not cause job satisfaction.e) Rewards do not cause performance.

Which of the following statements with respect to the relationship between satisfaction and performance is NOT correct?a) The argument that satisfaction causes performance suggests that managers should make employees happy in order to increase work performance.b) The argument that performance causes satisfaction suggests that managers should help workers attain high performance, and as a consequence the workers will be satisfied.c) The argument that rewards cause both satisfaction and performance suggests that managers can positively influence both satisfaction and performance by properly allocating rewards.d) The argument that rewards cause both satisfaction and performance is the most compelling argument regarding the performance/satisfaction relationship.e) Managers should consider satisfaction and performance to be two completely independent work results.

The relationship between job satisfaction and performance is a complex one for all of the following reasons EXCEPT:a) job satisfaction alone is not a consistent predictor of individual work performance.b) individual performance can lead to rewards that, in turn, lead to individual satisfaction (if the rewards are equitable).c) well managed rewards can positively influence individual satisfaction.d) well managed rewards can positively influence individual performance.e) individual job satisfaction standards change frequently.

Fill in the blank

__________ is a generic term that covers a broad range of feelings that individuals express.

A(n) __________ is an intense feeling that is directed toward someone or something.

__________ is ones ability to understand emotions and manage relationships effectively.

__________ is the ability to understand our emotions and their impact on us and others.

__________ is the ability to establish rapport with others in order to build good relationships.

When considering the major categories of emotions identified by researchers, __________ may contain cheerfulness and contentment.

__________ help individuals stay aware of and regulate their relationships with others.

__________ refer to individuals feelings based on information external to themselves such as pity, envy, and jealousy.

Shame, guilt, embarrassment, and pride are examples of __________.

__________ are generalized positive and negative feelings or states of mind.

___________ refers to a customer catching the emotions of a salesperson.

__________ is a situation where a person displays organizationally desired emotions in a job.

__________ is defined as inconsistencies between emotions people feel and the emotions they project.

__________ refers to modifying your true inner feelings based on display rules and _________ refers to hiding your inner feeling and forgoing emotional response to display rules.

__________ are informal standards that govern the degree to which it is appropriate for people from different cultures to display their emotions similarly.

When you say you like chocolate ice cream, you are expressing a(n)__________.

__________ are inferred from the things people say or from their behavior.

A(n) __________ is a predisposition to respond in a positive or negative way to someone or something in ones environment.

The __________ component of an attitude reflects the beliefs, opinions, knowledge, or information a person possesses, while the __________ component is a specific feeling regarding the personal impact of the antecedents.

The __________ component of an attitude is a specific feeling regarding the personal impact of the antecedent conditions.

The __________ component of an attitude is an intention to behave in a certain way based on your specific feelings or attitudes.

__________ describes a state of inconsistency between an individuals attitudes and behavior.

__________ is known for using the term cognitive dissonance to describe a state of inconsistency between an individuals attitudes and his or her behavior.

__________ is the degree to which individuals feel positively or negatively about their jobs.

__________ is the loyalty of an individual to the organization.

Personal aggression and property deviance like stealing money are examples of __________.

Two popular job satisfaction questionnaires are the __________ and the __________.

The spillover of job satisfaction onto family lives is also known as __________.

In the Lawler and Porter model addressing the relationship between performance and satisfaction, the intervening variables linking performance with later satisfaction are __________.

The key issue in respect to the allocation of rewards is __________, or varying the size of the reward in proportion to the level of performance.

Essay

Define emotional intelligence and identify the four competencies of emotional intelligence.

Define emotional labor. Give two examples of jobs where positive reactions on-the-job are required for job success, regardless of job circumstances.

Define display rules. Give several examples of how display rules impact work cultures in different countries.

What is an attitude? Discuss the three basic components of an attitude.

Explain the alternative views of the relationship between job satisfaction and performance, and discuss the managerial implications of each view.

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True/False

Perception is the process through which people select, organize, interpret, retrieve, and respond to information from their environment.

Different people may perceive the same situation quite differently.

The quality or accuracy of a persons perceptions has a relatively minor impact on the persons behavior.

The factors that contribute to perceptual differences and the perceptual process among people at work include characteristics of the perceiver, the setting, and the perceived.

A persons past experiences, needs or motives, personality, values, and attitudes may all influence the perceptual process.

The physical, social, and organizational context of the perceptual setting can influence the perceptual process.

Characteristics of the perceived person, object, or event such as contrast, intensity, figure-ground separation, size, motion, and repetition or novelty are important in the perceptual process.

Intensity of the perceived person, object, or event can vary in terms of brightness, color, depth, sound, etc.

When a bright red sports car stands out from a group of gray sedans, this demonstrates figure/ground separation.

The novelty of a situation affects a persons perception of it.

The information-processing stages of the perceptual process are divided into information attention and selection, organization of information, information interpretation, and information retrieval.

Selective screening lets in only a tiny portion of all of the information available.

Controlled processing occurs when a person consciously decides what information to pay attention to and what information to ignore.

Selective screening occurs only through conscious awareness.

Schemas are cognitive frameworks that represent organized knowledge about a given concept or stimulus developed through experience.

Impersonal schemas refer to the way individuals divide others into categories, such as types or groups, in terms of similar perceived features.

A stereotype is an abstract set of features commonly associated with members of a particular category.

A person-in-situation schema is defined as a knowledge framework that describes the appropriate sequence of events in a given situation.

Script schemas combine schemas built around persons and events.

People may pay attention to the same information, organize it in the same way, and yet interpret in differently.

Schemas play an important role in the retrieval stage of the perceptual process.

Impression management is a persons systematic attempt to influence how others perceive us and flattering others to favorably impress them.

We practice a lot of impression management as a matter of routine in everyday life.

Impression management is more important in face-to-face meetings than in online interactions.

The right social networks can create the right impression.

The common perceptual distortions include stereotypes or prototypes, halo effects, selective perception, projection, contrast effects, and the self-fulfilling prophecy.

Stereotypes obscure individual differences; that is, they can prevent managers from getting to know people as individuals and from accurately assessing their needs, preferences, and abilities.

Ability and age stereotypes have almost been eliminated from the workplace today.

Like stereotypes, halo effects are most likely to occur in the interpretation stage of the perceptual process.

Halo effects are particularly important in the performance appraisal process because they can influence a mangers evaluations of subordinates work performance.

Projection is the tendency to single out those aspects of a situation, person, or object that are consistent with ones own needs, values, or attitudes.

Projection can be controlled through a high degree of self-awareness and empathy.

A contrast effect occurs when an individuals characteristics are compared with those of others who have been recently encountered and who rank higher or lower on the same characteristics.

When a manager comparatively ranks all his/her subordinates on their oral communication skills, the contrast effect may creep in as a perceptual bias.

Impression management is sometimes referred to as the Pygmalion effect.

The effects of the self-fulfilling prophecy argue strongly for managers to adopt negative and pessimistic approaches to people at work.

According to a study on ethical workplace conduct conducted for Deloitte & Touche USA, 91% of workers reported that they were more likely to behave ethically when they have work-life balance.

Assimilation theory is the attempt to understand the causes of a certain event, assess responsibility for outcomes of the event, and evaluate the personal qualities of the people involved in the event.

Attribution theory aids in the process of perception interpretation by focusing on how people attempt to understand the causes of a certain event, assess responsibility for the outcomes of the event, and evaluate the personal qualities of the people involved in the event.

According to attribution theory, the three factors that influence whether an event is attributed to an internal cause or an external cause are distinctiveness, consensus, and aptitude.

In the context of attribution theory, distinctiveness considers how consistent a persons behavior is across different situations.

In the context of attribution theory, consistency takes into account how likely all those facing a similar situation are to respond in the same way.

If everyone using the same equipment performs poorly, the tendency is to attribute any one persons poor performance to internal causes; but if other people using the equipment perform well while one person performs poorly, the tendency is to attribute that individuals poor performance to external causes.

If a person performs poorly in many different situations, the tendency is to attribute the persons poor performance to external causes; but if the person performs poorly only occasionally, the tendency is to attribute the persons poor performance to internal causes.

The fundamental attribution error is the tend