MGT 3023 Midterm Ch.1-7

Which of the following questions best helps understand an employee's organizational commitment?

Do you believe in the organization's objective on sustainable work practices? The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization is referred to as organizational commitment. .

Which of the following is a drawback of self-report surveys?

They may result in the respondent rating themselves better to create a good impression. The most common means of measuring personality is through self-report surveys. In general, when people know their personality scores are going to be used for hiring decisions, they rate themselves as about half a standard deviation more conscientious and emotionally stable than if they are taking the test to learn about themselves.

An employee who may be made fun of because he is an Arab-American is being subjected to ________, a kind of discrimination in work environments.

mockery and insults Mockery and insults often refer to jokes or negative stereotypes. For instance, Arab-Americans that may be asked whether they were carrying bombs or were members of terrorist organizations is an example of mockery and insults.

Individuals low in self-monitoring ________.

tend to display their true dispositions and attitudes in every situation Individuals low in self-monitoring tend to display their true dispositions and attitudes in every situation; hence, there is high behavioral consistency between who they are and what they do.

Angela Wells recently applied for a job at Spiga, a lounge in Paris. Having worked in several restaurants and lounges in and across France, she was confident that she would get the job. However, soon after the interview, she was informed that another candidate was offered the job, even though the other candidate had limited experience in comparison to her. Angela feels that she was discriminated against. Which of the following, if true, would best justify Angela's assumption?

Angela is a single mother with two young children. The fact that Angela has two young children may bias the employer against her because working mothers are often known to be inflexible when it comes to work schedules. The fact that the other candidate could speak French fluently weakens Angela's assumption because it will help the candidate communicate better if she knows the local language. The fact that Angela does not have a degree in hospitality management weakens her assumption. The lounge catering to an elite clientele is irrelevant to this argument. In addition, Angela getting to know of the position through a friend who works at the lounge plays no role in this argument.

Which of the following is the best example of the use of intimidation?

Anya's boss, Kira, sets difficult targets and hints that Anya may lose her job if she doesn't meet them. Intimidation is a kind of discrimination which refers to overt threats or bullying directed at members of specific groups of employees.

Which of the following is true with regard to moderating variables in attitude relationships?

Attitudes that our memories can easily access are more likely to predict our behavior. Attitudes that our memories can easily access are more likely to predict our behavior. One would be more likely to remember attitudes one frequently expresses. So the more one talks about an attitude on a subject, the more likely one is to remember it, and the more likely it is to shape a behavior.

Ben has been working as a process executive at an accounting firm for the past two years. A hard worker, his work is of good quality and he often puts in extra hours at the office to ensure his schedules are on track. Noticing his efforts, the management offers him a 20 percent hike. Two months later, Ben submits his resignation and soon joins a startup organization, at a senior position. Which of the following best explains this situation?

Ben found his work to be routine and monotonous. Even if Ben were a highly competent employee, he would be more likely to quit in spite of the salary hike if he found his work to be routine and monotonous. This implies a lack of job satisfaction and involvement. If Ben felt the hike was unwarranted, it would still not drive him to resign from the firm. Similarly, if Ben were motivated by the extrinsic rewards, it would not explain his leaving the firm as he was given a salary hike. It cannot be argued that Ben lacked ambition as he found employment with another firm, at a senior position. It also cannot be argued that Ben was aiming for a position at the competing firm all along, because he worked as a process executive for two years and he joined a startup company.

Raylon Inc. needs to hire a new floor supervisor. As the company has recently made an effort to increase diversity within the organization, the HR team wants to hire a qualified female candidate for the role instead of adequately qualified male candidates. However, top management insists that optimal performance is the top priority and that the candidate hired should be the person best suited for the job. Which of the following, if true, would most strengthen HR's case for hiring the female candidate?

Both candidates have the qualifications required to perform up to expectations. If both candidates have the potential to perform up to expectations, hiring the female candidate will allow the company to increase diversity while maintaining its performance. The fact that there are almost as many female employees on the floor as male employees would indicate that the workforce was diverse as to gender and would weaken HR's argument. The company's increasing benefits for working mothers would weaken HR's case if the candidate has children but would not affect it if she does not. The fact that most top-level managers are female weakens HR's argument as this would indicate that the company does incorporate gender diversity. The requirement that employees work a night shift one week a month is irrelevant to the argument.

Mara is looking to send one of her team members on an international assignment to China to train a group of employees located at her company's office in Beijing. As part of the assignment, the chosen employee will have to undergo a three-week diversity training program to help him/her learn about his/her new environment. Bryan, one of Mara's colleagues, is interested in taking up the assignment.

Bryan is quite sociable and can "think on his feet." Of the Big Five traits, openness to experience would be most important to effectiveness in international assignments. Open people are more likely to be culturally flexible-to "go with the flow" when things are different in another country. If Bryan is sociable and can "think on his feet," then this would strengthen his chances of being selected. Just because his application was rejected the last time he applied for an international assignment does not mean he will be given a chance this time around. Similarly, it cannot be argued that he is the right person for this job just because he has trained people in the past. The fact that he sometimes displays striking contradictions between his public persona and his private self does not influence his chances of being selected.

Carrie recently received the Employee of the Year award at the call center where she works as a customer service representative. She was chosen for the award because she is known to be highly courteous toward even the most difficult of callers and is efficient at handling their queries. A month after receiving the award, Carrie submits her resignation. According to her exit interview, she felt burnt out. Which of the following best explains this situation?

Carrie felt the strain of having to constantly fake positive emotions towards her customers. This situation relates to emotional dissonance. Carrie was most likely feeling the strain of having to project one emotion while feeling another, especially when dealing with difficult callers, which ultimately caused her to feel burnt out. It cannot be argued that Carrie was overwhelmed by the award as it would not cause her to feel burnt out. The fact that Carrie won the Employee of the Year award proves that she was skilled and motivated, and that she received recognition for her work. It cannot be argued that she lacked empathy as she was courteous with her callers and efficiently handled their queries.

________ refers to bottom-line conclusions individuals have about their capabilities, competence, and worth as a person.

Core self-evaluation Core self-evaluations are bottom-line conclusions individuals have about their capabilities, competence, and worth as a person. People who have positive core self-evaluations like themselves and see themselves as effective, capable, and in control of their environment. Those with negative core self-evaluations tend to dislike themselves, question their capabilities, and view themselves as powerless over their environment.

Irene Jones, a project manager at a water conservation foundation, is holding a team meeting to discuss the different modes of spreading awareness about the issue of water conservation to the public. A team member, John Sullivan, states that using broadcasting media is the best way to reach out to the public. On the other hand, Pamela Riley states that print media is the right medium to spread word about the issue. Jones is now weighing the pros and cons of both her team members' suggestions before choosing the medium that will be most appropriate for the water conservation project. Which of the following dimensions of intellectual ability is Jones most likely to be using to make her decision?

Deductive reasoning Deductive reasoning may be defined as a person's ability to use logic and assess the implications of an argument. In this situation, Jones is using logic to weigh the pros and cons of both broadcasting media and print media before arriving at a decision about how to reach out to the public about the issue of water conservation.

________ diversity refers to diversity with respect to attributes that are less easy to observe initially but that can be inferred after more direct experience.

Deep-level As people get to know one another, they become less concerned about demographic differences if they see themselves as sharing more important characteristics, such as personality and values, that represent deep-level diversity.

The human resource department of Palmer Inc. is aiming to understand the degree of employee engagement in the organization. Which of the following statements would best help them in the process?

Do you enjoy your everyday tasks and achieving project milestones? Employee engagement refers to an individual's involvement with, satisfaction with, and enthusiasm for the work he or she does.

Charles, Anna, Elle, and Adam are college friends and work in New York City. Comfortable living in New York occurs at about $40,000 a year. Charles makes $24,000 a year, Anna makes $30,000 a year, Elle makes $50,000 a year, and Adam makes $75,000 a year. Which of the following is most likely to be true with reference to correlation between pay and job satisfaction?

Elle and Adam are most likely to have a similar level of job satisfaction. Research shows that once a person earns a comfortable living, the correlation between pay and job satisfaction disappears. Thus, in this scenario, Elle and Adam are likely to be equally satisfied with their jobs. For those earning under the amount of comfortable living, pay is related to job satisfaction.

Which of the following is a characteristic of emotions?

Emotions are short-lived feeling experiences. Emotions are intense, discrete and short-lived feeling experiences that are often caused by a specific event. Emotions are reactions to a person. For instance, seeing a friend at work may make one feel glad or an event dealing with a rude client may make one feel angry.

The findings of a recent company survey at Rader Industries showed that employees are experiencing high levels of work stress. To offset this, a manager suggests instituting a leave policy whereby employees must go on a mandatory vacation for seven days in the year. The manager's suggestion is based on which of the following assumptions?

Employees' workload can be adjusted to accommodate their requests to go on leave. If employees must go on a mandatory vacation for seven days in a year, then it is assumed that their workload can be adjusted during these periods. The manager would not suggest a mandatory vacation if employees already had work-life balance. Given that the employees themselves have reported high levels of work stress, the manager is not assuming that they are misusing the company's policy of exchanging unused leave for cash. The manager would not suggest a mandatory vacation policy if employees have been able to go on leave whenever they wanted to and have been working on the normal working days of the year.

Which of the following statements is true regarding negotiation?

Feeling bad about your performance during a negotiation tends to impair future negotiations. Displaying a negative emotion (such as anger) can be effective, but feeling bad about your performance appears to impair future negotiations. Individuals who do poorly in a negative emotion, develop negative perceptions of their counterpart, and are less willing to share information or be cooperative in future negotiations. Anger should be used selectively in negotiation: angry negotiators who have less information or less power than their opponents have significantly worse outcomes.

Jane Hastings recently joined her first job as a communication executive and is working on creating press releases for an upcoming campaign. The campaign is getting launched publicly in the next week and Hastings will need to interact with the media and give sound bites on the issue. This is the first time she will be interacting with the press and she is experiencing emotions of anxiousness, nervousness, and stress. Which of the following mood dimensions is she experiencing?

High negative affect Negative affect is a mood dimension consisting of nervousness, stress, and anxiety at the high end.

Which of the following statements represents a person's job attitude?

I enjoy my work because it offers me challenges and helps me hone my networking skills. When people speak of employee attitudes, they usually mean job satisfaction, which describes a positive feeling about a job resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while a person with a low level holds negative feelings.

Which of the following is not true regarding emotion regulation?

It can be defined as a person's ability to understand the meaning of emotions. The central idea behind emotion regulation is to identify and modify the emotions one feels. Recent research suggests that emotion regulation is a strong predictor of task performance for some jobs and organizational citizenship behaviors. One strategy people use to change their emotions is surface acting. However, surface acting doesn't change the emotions, so the regulation effect is minimal.

Which of the following is an argument used against emotional intelligence?

It cannot be measured easily and measures of EI are diverse. Many critics have raised questions about measuring EI. Because EI is a form of intelligence, they argue, there must be right and wrong answers for it on tests. The measures of EI are diverse, and researchers have not subjected them to as much rigorous study as they have measures of personality and general intelligence.

What is the major problem with the Myers-Briggs Type Indicator as a measure of personality?

It forces a person to be categorized as either one type or another. A problem with the Myers-Briggs Type Indicator is that it forces a person into one type or another. For instance, if one is not introverted or extraverted, there is no in-between, though in reality people can be both extraverted and introverted to some degree.

Which of the following statements is true regarding surface acting?

It involves foregoing emotional expressions in response to display rules. Surface acting is hiding feelings and foregoing emotional expressions in response to display rules. Surface acting deals with displayed emotions, and deep acting deals with felt emotions. Research shows surface acting is more stressful to employees because it entails feigning their true emotions.

Which of the following is true with respect to workplace discrimination?

It may lead to reduced productivity and citizenship behavior. Discrimination can occur in many ways, and its effects can be just as varied depending on the organizational context and the personal biases of its members. Discrimination can lead to serious negative consequences for employers, including reduced productivity and citizenship behavior, negative conflicts, and increased turnover.

Which of the following is true with respect to surface-level diversity?

It refers to differences in easily perceived characteristics, such as gender and race. Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

- Annette Simpson works for a fashion house in Paris and is preparing for the company's upcoming line of winter clothing. She is currently researching online to know what is in vogue this season. In addition, she is also networking with contacts from the press and fashion magazine editors to understand the changing tastes of consumers. Which of the following roles is Simpson playing according to Mintzberg's classification of managerial roles?

Monitor According to Mintzberg's classification of managerial roles, the monitor role comprises collecting information from external organizations and institutions, typically by scanning the news media, talking with other people to learn about changes in the public's tastes and what competitors may be planning, and so forth.

________ refers to feelings that tend to be less intense than emotions and that lack a contextual stimulus.

Mood Moods are feelings that tend to be less intense than emotions and that lack a contextual stimulus.

The ________ is a personality assessment consisting of 100 questions where respondents are classified as extraverted or introverted, sensing or intuitive, thinking or feeling, and judging or perceiving.

Myers-Briggs Type Indicator The Myers-Briggs Type Indicator (MBTI) is the most widely used personality assessment instrument in the world. It is a 100-question personality test that asks people how they usually feel or act in particular situations. Respondents are classified as extraverted or introverted, sensing or intuitive, thinking or feeling, and judging or perceiving.

Sally Mitchell works as a manager at an environmental organization. She is currently working on a global warming project and decides which tasks related to creating awareness about the issue need to be done. In addition, she is also deciding which members of her team will work on engaging with the public and which will work on lobbying with the government. She is also assigning people as team members to ensure that tasks are undertaken on time. Which of the following categories of functions is Mitchell undertaking?

Organizing Managers are responsible for designing an organization's structure. This function is called organizing. It includes determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made.

Which of the following is true about the correlation between salary and job satisfaction?

Pay does not play a critical role in job satisfaction when an individual reaches a level of comfortable living. For people who are poor or who live in poor countries, pay does correlate with job satisfaction and overall happiness. But once an individual reaches a level of comfortable living (in the United States, that occurs at about $40,000 a year, depending on the region and family size), the relationship between pay and job satisfaction virtually disappears. People who earn $80,000 are, on average, no happier with their jobs than those who earn closer to $40,000.

In Indonesia, comfortable living occurs at about $30,000. Based on the measurement of comfortable living, which of the following is most likely to be true?

People earning below $30,000 experience a positive correlation between pay and job satisfaction. For people who are poor or who live in poor countries, pay does correlate with job satisfaction and overall happiness. But once an individual reaches a level of comfortable living (in the United States, that occurs at about $40,000 a year, depending on the region and family size), the relationship between pay and job satisfaction virtually disappears. People who earn $80,000 are, on average, no happier with their jobs than those who earn closer to $40,000.

_______ is the degree to which employees believe the organization values their contribution and cares about their well-being.

Perceived organizational support Perceived organizational support (POS) is the degree to which employees believe the organization values their contribution and cares about their well-being. Research shows that people perceive their organization as supportive when rewards are deemed fair, when employees have a voice in decisions, and when they see their supervisors as supportive.

________ seeks to measure, explain, and sometimes change the behavior of humans and other animals.

Psychology Psychology seeks to measure, explain, and sometimes change the behavior of humans and other animals. Those who have contributed and continue to add to the knowledge of OB are learning theorists, personality theorists, counseling psychologists, and, most important, industrial and organizational psychologists.

Which of the following is a difference between sociology and psychology?

Sociology studies people in relation to their social culture whereas psychology focuses on the individual. While psychology focuses on the individual, sociology studies people in relation to their social environment or culture.

Synergy Inc. is a medium-sized logistics company. The management is facing tough times as the workers are dissatisfied and are engaging in a number of deviant workplace behaviors such as stealing and substance abuse during working hours. The management is considering various options to curb these counterproductive behaviors. What would be a better way to deal with such forms of workplace deviance?

The management should attack the source of the problem, i.e., the dissatisfaction. Workers who do not like their jobs "get even" in various ways. Since those ways can be quite creative, controlling only one behavior, such as introduction of an absence control policy, leaves the root cause untouched. To effectively control the undesirable consequences of job dissatisfaction, employers should attack the source of the problem, i.e., the dissatisfaction rather than try to control the different responses.

Kimberly Ortiz strongly believes in working for a company that promotes diversity. She believes that such organizations are respectful of differences and allow employees more exposure. She recently attended an interview where she was told that the company follows policies that focus on organizational diversity. However, when she finally joined the company, she had a strong feeling that the company's claim was not true. Which of the following, if true, weakens Kimberly's belief that the company does not encourage diversity?

The workforce is not dominated by any specific ethnic or racial group. The fact that the workforce is not dominated by any one ethnic or racial group indicates that the workplace has a mix of all ethnicities and races and does not discriminate. The fact that 85 percent of the top management positions of the company are held by men works against the argument because it shows that the company is biased toward men. In addition, if Kimberly is the only African-American member in the entire workforce, it shows that the company is biased toward other racial groups. Kimberly's previously working for a company that believes in gender equality is irrelevant to this argument. Her team members being treated equally in spite of differences in performance represents unfair discrimination. It works against the argument.

Alex was sent to Beijing to help local managers solve the problem of growing worker dissatisfaction at their manufacturing facility located in the city. As part of his visit, he decided to have a town hall meeting with the workers to understand the problems that they were facing and the reasons for their discontent. The turnout at the meeting was substantial; however, when asked for their opinions and suggestions, the crowd fell silent. As a result, Alex was unable to determine the reason for employee dissatisfaction. Which of the following, if true, best explains this situation?

There is an unequal distribution of power in the company. If there is an unequal distribution of power within a company, then employees would be reluctant to do anything that would be considered an act of insubordination, such as voicing their opinions. Hence, this would explain the employees' silence. If the employees were genuinely concerned about improving their lot, and the company had yielded to employee demands in the past, then the workers would have voiced their opinions. Additionally, if Alex were conversant in the local language, then this would imply that there were no language barriers between him and the workers and that they could understand him, yet they chose not to respond. It is irrelevant that a small portion of the workers at the facility were baby boomers.

Which of the following is most likely to be a drawback of highly conscientious people according to the Big Five model?

They can be too deliberate and perfectionistic. Like any trait, conscientiousness has pitfalls. Extremely conscientious individuals can be too deliberate and perfectionistic, resulting in diminished happiness and performance, which includes task performance, safety performance, and OCB. They may also become too focused on their own work to help others in the organization. Finally, they are often less creative, especially artistically.

Which of the following is most likely to be a characteristic of disengaged employees?

They put in time but give no attention to their work. Employee engagement refers to an individual's involvement with, satisfaction with, and enthusiasm for the work they do. Highly engaged employees have a passion for their work and feel a deep connection to their company. On the other hand, disengaged employees put time, but not energy or attention, into their work.

Which of the following is true regarding contingency variables?

They refer to situational factors that moderate the relationship between two or more variables. Contingency variables refer to situational factors that moderate the relationship between two or more variables.

Which of the following is true about how we speak of peoples' personalities?

We tend to use many adjectives to describe how people act and seem to think. We tend to use many adjectives to describe how people act and seem to think.

Which of the following is true regarding work-life balance for a majority of men and women in a recent survey?

Work-life balance was more important than money, recognition, and autonomy. As a result of increased responsibilities in and out of the workplace, employees want jobs that give them flexibility in their work schedules so they can better manage work—life conflicts. Fifty-six percent of men and women in a recent study reported that work—life balance was their definition of career success, more than money, recognition, and autonomy.

Thurman Inc., a manufacturing company in Vermont, needs to hire employees for its new office in the city. The positions require the employees to travel across the country regularly. The management has specified that they are looking for employees below the age of 40 who are young and dynamic. Which of the following beliefs is the management most likely to hold?

Younger workers are more flexible to change. When organizations are actively seeking individuals who are adaptable and open to change, the negatives associated with age clearly hinder the initial hiring of older workers and increase the likelihood they will be let go during cutbacks.

Negative affect is a mood dimension consisting of nervousness, stress, and anxiety at the high end.

affect Affect is a generic term that covers a broad range of feelings people experience, including both emotions and moods. Emotions are intense discrete and short-lived feeling experiences that are often caused by a specific event. Moods are less intense feelings than emotions and often, though not always, lack a contextual stimulus.

Ben Ervin often experiences emotions in a much stronger manner than most of his other colleagues. Events that do not provoke any significant emotional response from another person send him into fits of happiness, anger, or depression. In view of such a situation, Ervin is displaying a high level of ________.

affect intensity Affect intensity is defined as the individual differences in the strength with which individuals experience their emotions. Affectively intense people experience both positive and negative emotions more deeply: when they are sad, they are very sad, and when they are happy, they are very happy.

Janice Hartley works as a writer at a fashion magazine in New York. She was recently asked by her editor to write an article on "10 must-haves for the autumn season." Her editor has now sent back the article saying it is not interesting enough to hold the attention of the reader. Janice is upset and disappointed about the feedback. Which component of an attitude is represented in this scenario?

affective component The emotional, or feeling, segment of an attitude is known as the affective component. It is reflected in this scenario because Janice is upset and disappointed about the feedback received.

Anna Madison works as a receptionist at a fashion magazine. One morning, her boss walks into the office and yells at her, telling her that the front office is a mess and she needs to clean it immediately. After her boss leaves the room, Madison goes to the front office and violently slams trash into the bin. Which of the following best describes Madison's anger?

an emotion Madison is experiencing an intense feeling of anger, which is an emotion directed toward her boss. Emotions are intense, discrete and short-lived feeling experiences that are often caused by a specific event.

Which of the following is one of the five essentially universal emotions agreed on by a majority of researchers?

anger Many researchers agree on five essentially universal emotions. These comprise anger, fear, sadness, happiness, disgust, and surprise.

The concept of "reflected best-self" involves ________.

asking employees to think about when they were at their personal best in order to exploit their strengths Positive organizational scholars have studied a concept called "reflected best-self" by asking employees to think about when they were at their "personal best" in order to understand how to exploit their strengths.

Leon Festinger argued that ________ follow(s) ________.

attitudes; behavior While Festinger argued that attitudes follow behavior, other researchers asked whether there was any relationship at all.

Any incompatibility between two or more attitudes or between behavior and attitudes results in ________.

cognitive dissonance Cognitive dissonance is defined as any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes. Organizational dissonance, attitudinal clarification, positivity offset, and affective reactance are not types of attitude or behavior in OB.

With reference to the Hofstede's Framework for Assessing Cultures, ________ emphasizes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

collectivism Collectivism emphasizes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

An example of a process at a group level is ________.

communication Processes are actions that individuals, groups, and organizations engage in as a result of inputs and that lead to certain outcomes. At the group level, processes include communication, leadership, power and politics, and conflict and negotiation.

Lesley Torres is a project manager for the campaign "Action against Deforestation in Indonesia." She recently faced a glitch when the campaign could not be launched publicly according to schedule. Torres monitored the schedule to find the cause of the delay before speeding up the implementation process by allocating more members for the implementation phase. By doing this, which of the following functions is she performing?

controlling To ensure things are going as they should, management must monitor the organization's performance and compare it with previously set goals. If there are any significant deviations, it is management's job to get the organization back on track. Tasks which involve monitoring, comparing, and potential correcting are part of the controlling function.

With reference to John Holland's personality-job fit theory, people belonging to the ________ type prefer verbal activities in which there are opportunities to influence others and attain powers.

enterprising With reference to John Holland's personality-job fit theory, people belonging to the enterprising type prefer verbal activities in which there are opportunities to influence others and attain powers.

Jonathan Cowan is upset because he was passed over for a promotion he had really worked hard for. In response to his anger toward the manager and the company, he has started gossiping about the manager with his colleagues and assigning blame on him unnecessarily. Jonathan's behavior is an example of ________.

deviant workplace behavior People often behave in ways that violate established norms and threaten the organization, its members, or both. Such actions are called workplace deviant behaviors. For instance, an envious employee could backstab another employee, negatively distort others' successes, and positively distort his/her own accomplishments.

Johanna Godfrey works as a guest relations executive at a five-star deluxe hotel in Washington. During her job, she needs to greet and smile at guests irrespective of her state of mind. In addition, when any guest faces problems, she needs to be calm and composed and help resolve issues. This shows that Johanna's job requires ________.

emotional labor Emotional labor is defined as a situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work, meaning that his/her job demands a certain set of emotional responses regardless of true feelings.

Among the Big Five model traits, ________ is most strongly related to life satisfaction, job satisfaction, and reduced intentions to quit and burn out.

emotional stability Of the Big Five traits, emotional stability is most strongly related to life satisfaction, job satisfaction, and reduced intentions to quit and burnout. People with high emotional stability can adapt to unexpected or changing demands in the workplace.

According to Mintzberg's classification of managerial roles, a(n) ________ searches the organization and its environment for opportunities and initiates projects to bring about change.

entrepreneur According to Mintzberg's classification of managerial roles, an entrepreneur searches the organization and its environment for opportunities and initiates projects to bring about change.

Differences in ________ indicate surface-level diversity.

ethnicity Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

Whether a candidate has high emotional intelligence would be a significant factor when considering a candidate for the job of a(n) ________.

event planner who needs to coordinate with several people Emotional intelligence (EI) is a person's ability to (1) perceive emotions in the self and others, (2) understand the meaning of these emotions, and (3) regulate one's emotions. It is specifically useful in a job that needs one to interact with several other people.

Ellen Athers works as a communication executive at a travel house. She is known to be friendly with her colleagues and interacts with them regularly to build strong work relationships. She knows that her rapport with her co-workers is a crucial part of her work and invests time in these relationships. In addition, she is assertive in making decisions, and colleagues take her decisions seriously. Which of the following types is Athers most likely to be characterized as according to the Myers-Briggs Type Indicator (MBTI) classification?

extraverted According to the Myers-Briggs Type Indicator (MBTI) classification, extraverted people are outgoing, sociable, and assertive, whereas introverted people are quiet and shy.

Managers who oversee the movement of jobs to countries with low-cost labor are most likely to ________.

face the difficult task of balancing the interests of different groups In a global economy, jobs tend to flow where lower costs give businesses a comparative advantage, though labor groups, politicians, and local community leaders see the exporting of jobs as undermining the job market at home. Managers face the difficult task of balancing the interests of their organization with their responsibilities to the communities in which they operate.

Which of the following is an example of the affective component of an attitude?

feeling hurt at being unfairly accused of a wrongdoing The affective component refers to the emotional, or feeling, segment of an attitude.

Carlos is upset because his boss gave him work to finish over the weekend. It is Friday. Which of the following is most likely to help Carlos lift his spirits?

going to a party with his friends Emotions are intense, discrete and short-lived feeling experiences that are often caused by a specific event. Emotions are reactions to a person. For instance, seeing a friend at work may make one feel glad or an event dealing with a rude client may make one feel angry.

ean Ervin works as a fund raising executive at a women's rights organization in San Diego. Though she has been with the organization for only a year now, she has already been promoted and often gets excellent feedback from her manager. Her manager says that the key to Ervin's good performance is that she is happy with the work she does and she is excited about the challenges in tasks, which she takes up with a lot of enthusiasm. Which of the following mood dimensions is Ervin most likely to be feeling?

high positive affect Positive affect is a mood dimension consisting of positive emotions such as excitement, self-assurance, and cheerfulness at the high end.

A key issue for managers in good economic times is ________.

how to retain employees Managing employees well when times are tough is just as hard as when times are good, if not harder. In good times, understanding how to reward, satisfy, and retain employees is at a premium. In bad times, issues like stress, decision making, and coping come to the forefront.

With reference to a basic OB model, ________ are determined in advance of the employment relationship and refer to variables such as personality, group structure, and organizational culture that lead to processes.

inputs Inputs are variables such as personality, group structure, and organizational culture that lead to processes. These variables set the stage for what will occur in an organization later. Many are determined in advance of the employment relationship.

In a workplace, ________ involves overt threats or bullying directed at members of specific groups of employees.

intimidation In a workplace, intimidation involves overt threats or bullying directed at members of specific groups of employees.

________ refers to a gut feeling not necessarily supported by research.

intuition A gut feeling not necessarily supported by research is known as intuition.

Robert Springer woke up in the morning and felt a sense of joy and peace as he got ready for work. At work, though challenges came his way, he tackled them without getting stressed about them. This feeling lasted for several days that week. What is one of the reasons that Springer's feeling can be categorized as a mood and not as an emotion?

it is prolonged in nature Springer's general ambiguous feeling of happiness is ongoing or prolonged, which is a characteristic of a mood. Contextual stimulus, strong feelings, and being directed at an event or person are characteristics of an emotion. In addition, both mood and emotion can be positive.

Which of the following is a type of response to dissatisfaction that is constructive and passive?

loyalty Loyalty is considered a passive constructive response to dissatisfaction.

Which of the following is a result of globalization?

jobs moving to nations with low-cost labor In a global economy, jobs tend to flow where lower costs give businesses a comparative advantage, though labor groups, politicians, and local community leaders see the exporting of jobs as undermining the job market at home.

Ellen Ortiz works as a sales manager at a telecom firm. The company has recently launched a new product in the market. Her work in the next few weeks involves sharing knowledge about the product with her team members. She will also need to inspire them to reach their sales targets and clarify any doubts about the new product. Which of the following roles is Ortiz playing?

leader A leadership role comprises hiring, training, motivating, and disciplining employees.

Which of the following is a biographical characteristic of an employee?

length of tenure Biographical characteristics refer to personal characteristics such as age, gender, race, and length of tenure that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity.

Which of the following traits has a negative effect on job search?

low self-efficacy Extraversion, conscientiousness, proactive personality, and positive affect have a positive effect on job search, whereas negative affect, hostility, and low self-esteem and self-efficacy have a negative effect.

According to the Big Five model, the ________ dimension addresses a range of interests and fascination with novelty.

openness to experience

Marina Lyon works as a reservation executive at a travel and tourism company. Though her job requires her only to efficiently book flight tickets for customers, she has also opted to undergo training to learn the process of hotel reservations. In addition, every evening she reads travelogues to be aware of upcoming travel destinations and trends. She loves the industry she works in and is eager to learn as much as she can. Considering the information given in this case, which dimension of the Big Five model best describes Lyon's personality?

openness to experience The openness to experience dimension addresses a range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the openness category are conventional and find comfort in the familiar.

Jeremy Samuels works in a police department in California. His job often requires him to observe clues that criminals leave behind. His job is to analyze these clues, which helps the department catch the criminal. Which of the following dimensions of intellectual ability does Samuels most likely have?

perceptual speed Perceptual speed is a dimension of intellectual ability which refers to identifying visual similarities and differences quickly and accurately.

The management at Climate Action Development needs to recruit campaign managers for its Renewable Energy Project. They are looking for candidates who are assertive, extroverted, and who can tackle challenges head-on. Which of the following deep-level characteristics should they focus on to best help them recruit the right candidate for the job?

personality Deep-level diversity comprises differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.

Esther Lugo has gone for an interview at an advertising firm in Manhattan and has been asked to complete a self-report survey to help interviewers understand if she is the right candidate for the job. From the interview, they have found that she is extroverted, empathic, scrupulous, and cooperative in nature, which are key characteristics needed for the job. These characteristics about Lugo indicate her ________.

personality Personality is the sum of ways in which an individual reacts to and interacts with others.

Employees with positive core self-evaluations believe in their inner worth and basic competence and are more satisfied with their jobs than those with negative core self-evaluations. The concept of positive core self-evaluations indicates that ________.

personality plays a role in job satisfaction Job satisfaction is not just about job conditions. Personality also plays a role in it. Research has shown that people who have positive core self-evaluations, who believe in their inner worth and basic competence, are more satisfied with their jobs than those with negative core self-evaluations.

________ may be referred to as the capacity to undertake tasks that demand stamina, dexterity, and strength.

physical abilities Physical abilities may be referred to as the capacity to undertake tasks that demand stamina, dexterity, and strength. Research on many jobs has identified nine basic abilities needed in the performance of physical tasks.

You are bringing together faculty from different behavioral disciplines to author a new textbook in organizational behavior. Represented are professors from psychology, sociology, social psychology, anthropology, political science, and industrial engineering. Which faculty member is most likely to furnish information about personality, learning, and motivation?

psychology Psychology seeks to measure, explain, and sometimes change the behavior of humans and other animals. Psychology's focus on the individual has led to contributions in the areas of learning, personality, emotions, motivational forces, and more.

_______ diversity refers to diversity in observable attributes such as race, ethnicity, sex, and age.

surface=level Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

Which of the following is an example of counterproductive behavior?

sabotaging one's organization's computers People often behave in ways that violate established norms and threaten the organization, its members, or both. Such actions are called counterproductive work behaviors. For instance, an envious employee could backstab another employee, sabotage the organization's computers, negatively distort others' successes, and positively distort his/her own accomplishments.

What does the Myers-Briggs Type Indicator classification of S versus N stand for?

sensing/intuitive In the Myers-Briggs Type Indicator, individuals are classified as extraverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P).

Which of the following fields of study is most likely to involve studying organizational culture, formal organization theory, and structure?

sociology Sociologists study organizational culture, formal organization theory and structure, organizational technology, communications, power, and conflict.

The role of a(n) ________, according to Mintzberg's classification of managerial roles, is to transmit information to outsiders about an organization's plans, policies, actions, and results and to serve as an expert in the organization's industry.

spokesperson According to Mintzberg's classification of managerial roles, the role of a spokesperson is to transmit information to outsiders about an organization's plans, policies, actions, and results and to serve as an expert in the organization's industry.

The physical ability that allows a body to continue maximum effort at maintaining prolonged effort over time is known as ________.

stamina The dimension of physical ability that allows a body to continue maximum effort at maintaining prolonged effort over time is known as stamina.

________ refers to the ability to exert force against external objects.

static strength Physical abilities may be referred to as the capacity to undertake tasks that demand stamina, dexterity, and strength. Research on many jobs has identified nine basic abilities needed in the performance of physical tasks. Static strength is the ability to exert force against external objects.

The bookselling industry was revolutionized by ________.

the ability of Big Data Big Data refers to the extensive use of statistical compilation and analysis. Before online selling, brick-and-mortar bookstores could collect data about book sales only to make their projections about consumer interests and trends. With the advent of Amazon, suddenly a vast array of information about consumer preferences became available for tracking: what customers bought, what they looked at, how they navigated the site, and what they were influenced by. The challenge for Amazon was to identify which statistics were persistent and predictive and to use this information to develop algorithms to forecast which books customers would like to read next.

Which of the following best describes the physical ability known as dynamic flexibility?

the ability to make rapid, repeated flexing movements The ability to make rapid, repeated flexing movements is known as dynamic flexibility.

Employees are most likely to perceive their organization as supportive when ________.

they have a voice in decisions People perceive their organization as supportive when rewards are deemed fair, when employees have a voice in decisions, and when they see their supervisors as supportive.

The exit-voice-loyalty-neglect framework expands employee response to include voice and loyalty-constructive behaviors that allow individuals to ________.

tolerate unpleasant situations or revive satisfactory working conditions The exit-voice-loyalty-neglect framework expands employee response to include voice and loyalty-constructive behaviors that allow individuals to tolerate unpleasant situations or revive satisfactory working conditions.

According to Hofstede's framework, ________ indicates the degree to which people in a country prefer structured over unstructured situations.

uncertainty avoidance According to Hofstede's framework, the degree to which people in a country prefer structured over unstructured situations defines their uncertainty avoidance. Cultures low on uncertainty avoidance are more accepting of ambiguity, are less rule oriented, take more risks, and are more readily accept change.

Which of the following terms describes basic convictions that "a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite mode of conduct"?

values Values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. Values contain a judgmental element in that they carry an individual's ideas as to what is right, good, or desirable.

Attending union meetings as a way of coping with job dissatisfaction is an example of a(n) ________ response.

voice According to the exit-voice-loyalty-neglect framework, the voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.