HR EXAM 2

360 degree feeedback

employees are rated by persons who have had opportunities to observe their performance

Which is true of appropriate self-disclosure? a) it erodes professional relationships at work b) you can never disclose too much c) it is a way to achieve good emotional health d) the best Johari window is when all four windows are the same size

it is a way to achieve good emotional health

rumination

process of replaying the incident over and over in our minds

Benefits gained from self-disclosure

1. Increased accuracy in communication 2. Reduction of stress 3. Increased self-awareness: ability to recognize and understand your moods, emotions and drives, as well as their effect on others 4. Stronger relationships 5. Increased authenticity: unimpeded operation of one's true or core self in one's daily interactions with others

Maslow's Hierarchy of Needs

1. People have number of needs that requires some measure of satisfaction 2. only unsatisfied needs motivate behavior 3. needs are arranged in hierarchy of prepotency (lower satisfied -> next lowest) - physiological: food, clothing, shelter - safety and security - social - self-esteem - self-actualization needs: realize potential

Your internal values, your personal standards of behavior - honesty, integrity, and moral strength - make up your a) Personality b) Character c) Ethical framework d) Conscience

Character

A person's _____ are those that consistently rank higher than others and define the kind of person one wants to be. a) character traits b) ethics c) values and beliefs d) core values

Core values

One of the most significant differences between high and low achievers is choice of career. a) True b) False

False

Linda says she values education. Over the years she has had several employees that were working for her and earning their college degrees at the same time. To support them, Linda allows them to flex their daily work hours. In this example, Linda demonstrates... a) integrity b) ethics c) values d) high self-esteem

Integrity

A self fulfilling prophecy is an example of which motivational theory? a) Herzberg's motivation-maintenance theory b) the Expectancy theory c) the goal-setting theory d) McGregor's theory x/theory y

The Expectancy theory

trust

- element of both character and competence - caring, competency, and commitment - lack of trust is the most common and the most serious barrier to self-disclosure - trust index: research tool that measures the level of trust, pride and camaraderie within the workplace

Motivation through job design

- job rotation: allows workers to move through a variety of jobs in a predefined way over a period of time - job enlargement: expanding an employee's duties or responsibilities - job enrichment: attempt to make jobs more desirable or satisfying, thereby triggering internal motivation -> new and more difficult tasks, grant additional authority - incentives: used to improve quality, reduce accidents, increase sales, improve attendance and speed up production - intrapreneurship: encourage employees to pursue an idea, product, or process, with company providing encouragement and support - motivation through learning opportunities

ethics

- principles that define behavior as right, good and proper

Good companies recognize the need to reconcile corporate and employee values. a) True b) False

True

Individual character is based on internal values, personal standards of behavior, and the resulting judgments one makes. a) True b) False

True

Some companies feel that the key to success is developing their organization's value system then hiring people who share those values. a) True b) False

True

U.S. culture puts a lot of emphasis on self-gratification, which makes it more difficult to establish clear moral boundaries. a) True b) False

True

Whistle blowing can damage your career. a) True b) False

True

integrity

basic ingredient of character that is exhibited when you achieve congruence between what you know, what you say and what you do (practice what you preach)

Rude behavior in the workplaces such as using profanity and failure to say "please" and "thank you" demonstrates a lack of... a) basic interpersonal skills b) appreciation of coworker diversity c) openness to change d) self-motivation

basic interpersonal skills

Influences that shape your values

- Generation -Family - Religious Groups - Education - The Media - People you admire

Conceptual age: predicts that one major player is emphasizer

- ability to imagine themselves in someone else's position and understand what the person is feeling - understand subtleties to society

The Expectancy Theory

- based on assumption that motivational strength is determined by whether or not you believe you can be successful at a task - self-fulfilling prophecy: if you can conceive it and believe it, you can achieve it

Attitudes valued by employers

- basic interpersonal skills - self-motivation - openness to change: don't be stubborn, arrogant or inflexible - team-spirit - health consciousness - appreciation of coworker diversity - honesty

Helping others change their attitudes

- change the conditions that precede the behavior - change the consequences that follow the behavior

3 components of Attitude

- cognitive: beliefs about the attitude object - emotional: affective component includes feelings about the object - behavioral: way people act toward the object

character

- composed of personal standards of behavior, including honesty, integrity and moral strength

Goals motivate by

- directing attention - encouraging effort - encouraging persistence - fostering goal-attainment

self-description

- disclosure of nonthreatening information, such as your age, favorite food, or where you went to school

Age of Information: Attitudes change

- early: best jobs filled by people who were proficient at reasoning, logical thinking and analysis - later: organizations realized that it takes more than quick and accurate info communicated through advanced technology to retain clients

Motivation through job design (cont.)

- empowerment: policies that share information, authority, and responsibility with the lowest ranks of the org - grit: major indicator of success in form of hard work and determination - go outside of comfort zone - strive for balance - take action

motivation

- influences that account for the initiation, direction, intensity and persistence of behavior - physiological factors: need for food, water and sleep - emotional factors: panic, fear, anger, love and hatred -> jealousy and physical violence - cognitive factors: perceptions of the world, beliefs about what they can or can't do and how others respond to them - social factors: teachers, family members, friends, media, and other sociocultural forces (i.e. fashion and org membership)

How to make the right ethical choices

- learn to distinguish between right and wrong - don't let your life be driven by desire for immediate gratification - make certain your values are in harmony with those of your employer

Observational Learning

- learning by watching others - modeling: shaped behavior to resemble that of people you admire and embraced qualities those people demonstrate

How to change attitudes

- life is 10% what happens to you and 90% how you react to it - choose happiness: happy people have better relationships, are more likely to thrive at work and also live better and longer - embrace optimism: pessimism leads to cynicism: mistrusting attitude regarding the motives of people - think for yourself - keep an open mind

moral intelligence

- mental capacity to determine how universal human principles such as responsibility, compassion, forgiveness, and humility should be applied to our personal values, goals and actions

Herzberg's Motivation-Maintenance (2 Factor Theory)

- motivation factors: elements that go above and beyond the basic maintenance factors; include recognition, advancement, or more responsibility - maintenance factors: represents basic things people consider essential to any job, such as salaries, fringe benefits, working conditions, social relationships, supervision, and org policies and administration

"feel good" happiness vs "value-based" happiness

- motives are individualistic - motives change - motives may be unconscious - motives are inferred - motives are hierarchal

internal values conflict

- person who is forced to choose between two or more strongly held values

values

- personal beliefs and preferences that influence your behavior - core values: values you consistently rank higher than others

Art of Apologizing

- regret: must be communicated sincerely - responsibility: don't blame others for what you did - remedy: commitment that you won't repeat the behavior

self-disclosure

- relationships grow stronger when people are willing to reveal more about themselves and their work experiences - process of letting another person know what you think, feel or want (private, personal info) - improve interpersonal communication, resolve conflict, and strengthen interpersonal relationships

- values drift - values conflict

- slow erosion of your core values over time - difference in values

How attitudes are formed

- socialization: process through which people are integrated into a society by exposure to the actions and opinions of others - peer group: people their own age have powerful influence on attitude formation - reference group: several people who share a common interest - rewards and punishments - role model: person you most admire or are likely to emulate (pay more attention to what they do than what they say) - culture: sum total of knowledge, beliefs, values, objects and ethnic customs that we use to adapt to our environment

Johari Window

- some info you know about yourself and other info you are not yet aware of; willingness to share and listen effects your understanding of yourself with others' understanding of you - open: info known to self, info known to others - blind: info not known to self, info known to others - hidden: info known to self, info unknown to others - unknown: info unknown to self and others - x= solicit feedback, info known to you - y = self-disclosure, info others know about you

McGregor's Theory X/Theory Y

- theory x: pessimistic attitude toward their worker's potential -> think they're lazy, must be given pay or punishment, little or no ambition, avoid responsibility, and only do as much work as they need to in order to keep their jobs - theory y: optimistic view, do their best, capable of self-direction, and accept and seek responsibility

Attitudes

- thoughts that you have accepted as true and that lead you to think, feel, or act positively or negatively toward a person, idea, or event

Codes of Ethics

- written statements of what an organization expects in the way of ethical behavior, can give employees a clear indication of what behaviors are acceptable or improper

Kyoto wants to consider the safety and security needs of her employees. Which of the following organizational conditions would help meet those needs? a) a pension plan b) a seniority system of job assignment c) a company benefits plan d) all of the above

all of the above

Improving your interpersonal effectiveness and building relationships often require a reduction in the size of the _______ in Johari window... a) open area b) blind, hidden and unknown areas c) hidden area d) unknown area

blind, hidden and unknown areas

An important first step in improving your attitude is... a) changing your lifestyle b) asking your parents for feedback c) asking your friends to change their attitudes with you d) concentrating on positive things in your life

concentrating on positive things in your life

Apology alone is enough for self-disclosure to repair a relationship. a) true b) false

false

Companies can make full use of the ideas, talents, experiences and perspectives of their employees by limiting diversity. a) True b) False

false

Constructive criticism is still effective when a listener has an attitude of defensiveness. a) true b) false

false

It is easy to identify a person's motives as they are clearly reflected in their behavior. a) true b) false

false

in general, money is a more effective motivational tool for Generation Y workers than Mature or baby boomer workers. a) true b) false

false

constructive criticism

form of self-disclosure that helps another person look at his or her own behavior without putting that individual on the defensive

The quality of feedback you receive from others depends to a large degree on... a) the number of people with whom you come in contact b) how confident you are c) how much you practice self-disclosure d) your presentation skills

how much you practice self-disclosure

To facilitate more open communication, supervisors and managers should... a) try to become employees' buddies b) avoid developing role expectations c) learn to step outside their roles occasionally d) display a wide range of expectations

learn to step outside their roles occasionally

Under Herzberg's theory of motivation, opportunities for recognition, advancement, or more responsibility are considered... a) ego boosters b) motivational factors c) maintenance factors d) unnecessary

motivational factors

Which type of person is likely to view problems as temporary setbacks rather than barriers to success? a) pessimists b) optimists c) introverts d) directors

optimists

Kyoto tells her friend Scott that this semester she is taking accounting 122, Human Resources 156 and Business Ethics 201. This is an example of... a) self-awareness b) self-disclosure c) self-efficacy d) self-description

self description

Carlos teaches high school language arts classes. When selecting a reference group he is MOST likely to choose... a) several educators who belong to the National Council of Teachers of English b) various school administrators c) the high school student body d) members of his family

several educators who belong to the National Council of Teachers of English

Growing up, Omar developed a deep appreciation for the environment from his father who was a forest ranger in a state park. Today he is an environmental engineer, designing wastewater treatment systems. Work for Omar is largely driven by which factor? a) physiological b) cognitive c) social d) emotional

social

When applied to values formation, the term "modeling" refers to... a) how we make complex ethical decisions b) the impact our family has on personal values formation c) the influence of those we admire d) the influence of media on early values formation

the influence of those we admire

Attitudes are our sincere thoughts. Which of the following statements is true about attitudes? a) they affect how we think, feel and act b) they are the foundation upon which we develop our values c) they are relatively easy to form and change d) they can significantly affect our mental health but have little impact on our physical health

they affect how think, feel and act

Emotional, social and physiological factors all contribute to an individual's sources of motivation. a) true b) false

true

If a need is already satisfied, an individual cannot usually be motivated by that need. a) true b) false

true

It can be difficult, though not impossible, to unlearn negative attitudes. a) True b) False

true

It is appropriate to keep some information about yourself hidden from others. a) true b) false

true

Most differences between happy and unhappy individuals is based on external factors. a) true b) false

true

Theory Y managers are more likely than Theory X managers to use empowerment as a motivational technique. a) true b) false

true

Trust can be damaged by avoiding commitments. a) true b) false

true

When asked, employees cite interesting work and recognition among the best ways to help them improve their attitudes in an organization. a) true b) false

true

When individuals hide their true feelings it weakens the communication process. a) true b) false

true

Understanding what motivates a person is not easy because each individual has different... a) values, attitudes and needs b) career paths c) employers d) obligations

values, attitudes and beliefs

In making a decision that causes and internal value conflict, it is important to first.. a) weigh the pros and cons to each side of the decision b) procrastinate on making the decision c) prioritizing your core values d) adapt your value system to minimize the conflict

weigh the pros and cons to each side of the decision