Organizational Behavior Chapter 7**, Organizational Behavior Chapter 7, Chapter 7 Quiz Organizational Behavior, Organizational Behavior Chapter 7
McGregor's Theory X and Y
- Theory X: The assumption that employees dislike work, are lazy, dislike responsibility and must be coerced to perform. - Theory Y: The assumption that employees like work, are creative, seek responsibility and can exercise self-direction.
Inhibitors of mindfulness
-Attentional deficit -Attentional hyperactivity
What are the five forms of decision making according to the normative decision theory?
1. Decide—the manager makes the decision alone and either announces it or "sells" it to the group. 2. Consult individually—the manager presents the problem to the group members individually, gets their input, and then makes the decision. 3. Consult group—the manager presents the problem to the group members in a meeting, gets their input, and then makes the decision. 4. Facilitate—the manager presents the problem to the group in a meeting and acts as a facilitator, defining the problem and the boundaries that surround the decision. 5. Delegate—the manager permits the group to make the decision within prescribed limits, providing needed resources and encouragement.
Define a job in its organizational context?
A job is a set of specified work and task activities that engage an individual in an organization.
behaviorism
A theory that argues that behavior follows stimuli in a relatively unthinking manner.
Inhibitors of mindfulness
Attentional deficit & Attentional hyperactivity
What are the behavioral consequences of distress?
Behavioral problems include workplace aggression, substance abuse, and accidents.
What is charismatic leadership?
Charismatic leadership results when a leader uses the force of personal abilities and talents to have profound and extraordinary effects on followers. Charismatic leadership is especially effective in times of uncertainty
What is Strain?
Distress
Attentional hyperactivity
Happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing
Attentional deficit
Inability to focus vividly on an object
Resilience
Resiliency is the capacity to consistently bounce back from adversity and to sustain yourself in the face of challenges
Flow
State of being completely involved in an activity for its own sake
What is the Tertiary prevention?
Tertiary prevention is intended to heal individual or organizational symptoms of distress and strain
Engagement
The extent to which you are physically, cognitively, and emotionally involved with an activity, task, or project
What is the team manager?
The team manager builds a highly productive team of committed people. This leader works to motivate employees to reach their highest levels of accomplishment, is flexible, is responsive to change, and understands the need for change
Self-reliant individuals tend to be better at transformational coping.
True
What are yes people?
Yes people are followers who do not think independently or critically, yet are very active in their behavior
flexible benefits
a benefits plan that allows each employee to put together a benefit package individually tailored to his or her own needs and situation
An individual who is relatively good at transformational coping is/has:
a hardy personality
Organizational practices
a host of procedures, policies, practices, routines, and rules that organizations use to get things done
The Yerkes-Dodson law suggests the relationship between stress level and performance arousal is:
bell-shaped
Meaningfulness
belonging to and serving something that you believe is bigger than the self
Well-being
combined impact of five elements -- positive emotions, engagement, relationships, meaning, and achievement (PERMA)
Robert Kahn's person-environment fit approach emphasized the idea that:
confusing and conflicting expectations of a person in a social role create stress for that person.
The mechanistic approach results in...
decreased training time and less likelihood of errors, as well as lower job satisfaction and lower motivation.
Healthy or normal stress is known as:
eustress
flexitime
flexible work hours
A personality that tends to be resistant to distress is:
hardy
The Yerkes-Dodson law suggests that:
in the midrange of the stress-performance curve, performance tends to be greatest
Organizational climate
is defined as employees' perceptions "of formal and informal organizational policies, practices, procedures, and routines."
Learned optimism is:
is non-negative thinking
The investment of an employee's physical, cognitive, and emotional energies into job performance is called ________. A) vicarious modeling B) self-determination C) job engagement D) management by objectives E) job analysis
job engagement -the investment of an employee's physical, cognitive, and emotional energies into job performance.
what kind of individual will stay with a task long enough to achieve their goal?
motivated
Which of the following is NOT a mind-body change associated with stress?
normal physical fatigue
Benefits of eustress include all of the following except:
overstimulation
Costs associated with absenteeism, tardiness, strikes, work stoppages, and turnover are known as:
participation problems
Which of the following is NOT considered to be a source of stress at work?
psychological demands
The three forms of individual distress include:
psychological, medical, and behavioral problems
Positive OB (POB)
purposely positive approach to managing the behavior of individuals, groups and organizations'
A(n) ________ is any consequence, immediately following a response, that increases the probability that the behavior will be repeated. A) conclusion B) reinforcer C) goal D) objective E) referent
reinforcer -behavior is controlled by reinforcers
Which of the following is a motivational factor, according to Herzberg's two-factor theory? A) quality of supervision B) recognition C) pay D) relationships with others E) company policies
relationships with others
George is trying to teach his two-year old son to gently caress their cat. George softly strokes the animal and every time his son does the same, he rewards him with kind words like "good job!" The child is very attentive during the process and claps his hands when his father praises him. However, as soon as George leaves, the boy lunges for the cat and grabs it by the tail. Which process of social-learning theory is failing? A) attentional processes B) justification processes C) retention processes D) motor reproduction processes E) reinforcement processes
retention processes -Four processes determine a model's influence on an individual: attentional processes, retention processes, motor reproduction processes, and reinforcement processes. The child is paying attention, reproducing the behavior, and receiving reinforcement. The learning process is breaking down at the retention process in which the individual is supposed to remember the model's action after the model is no longer readily available. The child seems to immediately forget when his father leaves.
The ________ theory is also known as the social cognitive theory or the social learning theory. A) two-factor B) self-determination C) goal-setting D) self-efficacy E) reinforcement
self-efficacy
Role ambiguity is:
the confusion one experiences related to the expectations of others
The demand, person, activity, or event that triggers an uncomfortable encounter is known as:
the stressor
job enrichment
the vertical expansion of jobs, which increases the degree to which the worker control the planning, execution, and evaluation of the work
Job design
the way the elements in a job are organized
resilient
then you have the capacity to consistently bounce back from adversity and to sustain yourself in the face of the demands of positive events.
One of the sources of self-efficacy is ________, becoming more confident because you see someone else doing the task. A) arousal B) enactive mastery C) visualization D) vicarious modeling E) verbal persuasion
vicarious modeling
Virtuousness
what individuals and organizations aspire to be when they are at their very best
Mindlessness
"is a state of reduced attention. It is expressed in behavior that is rigid," or thoughtless.
Flow
"is defined as the state of being completely involved in an activity for its own sake."
Negative emotions
-Are limiting -Spur you to act in narrow or specific ways
Positive emotions
-Are resources that fuel individual, group, and organizational success -Help build social, psychological, and physical resources -Combat negative emotions -Broaden your mindset, open you to consider new things -Have benefits which endure over long periods of time -Broaden your perspective about how to overcome challenges -Build on themselves resulting in a spread of positive emotions -Strengthens relationships with others (the R component in PERMA)
Efficacy
-Confidence in your ability to do something -Influences the world around you and your ability to deal with inherent challenges and opportunities -When high, leads to being more confident and positive
Strategies to increase positivity
-Create high-quality connections -Cultivate kindness -Develop distractions -Dispute negative self-talk and thoughts
Strategy to increase positivity
-Create high-quality connections -The only person in the room- -Support -Give trust -Goof off -Cultivate kindness -Develop distractions (negativity) -Dispute negative self-talk and thoughts
Social support is the amount of perceived helpfulness derived from social relationships
-Esteem support -Informational support -Social companionship -Instrumental support
Benefits of virtuous leadership
-Financial performance -Customer satisfaction -Positive organizational climate -Measures of organizational effectiveness
Virtuous leadership
-Greater good -Trust -Integrity -Forgiveness
Positive deviance is associated with
-Higher overall job performance -Less burnout -Increased commitment -Higher job satisfaction -Fewer sick days
Those with high levels of Psychological Capital have high levels
-Hope -Efficacy -Resilience -Optimism
Benefits of mindfulness
-Increased physical, mental, and interpersonal effectiveness -More effective communication -More balanced emotions -Personal effectiveness
Benefits of mindfulness
-Increased physical, mental, and interpersonal effectiveness -More effective communications -More balanced emotions -Personal satisfaction
Culture
-Long-term -Harder to change -example: personality
Waypower
-Means for achieving the goal -Need to see alternative paths to achieve the goal
Optimism
-Optimists view successes as due to their personal, permanent, and pervasive causes, and negative events to external, temporary, and situation-specific causes -Optimists are realistic and flexible -Optimism is self-inspirational
Positive emotions have desirable effects on
-Organizational commitment -Creativity -Decision making -Intentions to quit -Performance -Stress
Well-being is the combined impact of five elements (PERMA)
-P = Performance emotions -E = Engagement -R = Relationships -M = Meaning -A = Achieving -Flourishing reflects the extent to which our lives contain PERMA
Elements of flourishing
-Positive emotions -Engagement -Relationships -Meaning -Achievement
How positivity works
-Positive emotions -Mindfulness -Psychological capital and signature strengths -Organizational culture and climate
Relationships
-Positive emotions are associated with activities involving others -Social support is the amount of perceived helpfulness derived from social relationships
Organizational values
-Restorative justice -Comparison -Temperance
Climate
-Short-term -Easier to change -example: mood
Mindlessness
-State of reduced attention expressed in behavior that is rigid or thoughts -Typified by a failure to control emotions -Requires minimal information processing -Automatic -Associated with poor mental and physical health
Positive emotions outcomes
-Stronger social relationships -Prosocial behaviors -Liking of yourself and others -Stronger bodies and immune systems -Original thinking
Mindfulness
-The awareness that emerges through paying attention on purpose -Is in the present moment -Is nonjudgmental to the unfolding of experience moment by moment -Requires effort because the brain works in ways that detract from staying focused -Improves interpersonal communication -Requires attentional balance
The power of positive emotions
-They are contagious -They can offset negative emotions
Organizational practices
-Training -Support programs -Human resource, practices, programs, and policies
In the context of social learning, explain the four processes that determine a model's influence on an individual.
1. Attentional processes: People learn from a model only when they recognize and pay attention to its critical features. We tend to be most influenced by models that are attractive, repeatedly available, important to us, or similar to us in our estimation. 2. Retention processes: A model's influence depends on how well the individual remembers the model's action after the model is no longer readily available. 3. Motor reproduction processes: After a person has seen a new behavior by observing the model, watching must be converted to doing. This process demonstrates that the individual can perform the modeled activities. 4. Reinforcement processes: Individuals are motivated to exhibit the modeled behavior if positive incentives or rewards are provided. Positively reinforced behaviors are given more attention, learned better, and performed more often.
What are the 4 approaches to understanding stress?
1. Homeostatic / medical approach 2. cognitive appraisal approach 3. person-environment fit approach 4. psychoanalytic approach
What are the 3 primary prevention activities?
1. Learned optimism—when one cultivates an optimistic frame of mind, bad life events are bathed in a positive light, preventing future and healing past distress. 2. Time management—setting concrete goals and prioritizing these goals are the most important first steps in time-management skills, ensuring that the most important work and study activities receive enough time and attention. 3. Leisure time activities—leisure time provides employees an opportunity for rest and recovery from strenuous activities at home and work.
What the 2 Tertiary prevention activities?
1. Opening up—traumatic, distress-inducing events are an unfortunate fact of life. One of the most therapeutic responses to such events is to confide in other people. 2. Professional help—confession and opening up may occur in professional healing relationships.
Describe 6 patterns of working that have been studied in different countries
1. Pattern A people define work as an activity in which value comes from performance and for which a person is accountable. It is generally self-directed and devoid of negative affect. 2. Pattern B people define work as an activity that provides a positive personal affect and identity. It contributes to society and is not unpleasant. 3. Pattern C people view work as an activity where profits accrue to others by performance. Work is strenuous and somewhat compulsive. 4. Pattern D people define work as a physical activity directed by others, and usually devoid of positive affect and is unpleasantly connected to performance. 5. Pattern E people see work as a physically and mentally strenuous activity. 6. Pattern F people define work as an activity constrained to specific time periods that does not create positive affect when performed. Work is defined most positively and with the most balanced personal and collective reasons for participating in the Netherlands. In contrast, work is least positive in Germany and Japan.
What are the 3 secondary prevention activities?
1. Physical exercise—different types of physical exercise are important secondary stress prevention activities for individuals. 2. Relaxation training—reading, massage, and secular yoga practice can all elicit the relaxation response. 3. Diet—diet may play an indirect role in stress and stress management.
What are the four referent comparisons that add to the complexity of equity theory?
1. Self-inside: An employee's experiences in a different position inside the employee's current organization. 2. Self-outside: An employee's experiences in a situation or position outside the employee's current organization. 3. Other-inside: Another individual or group of individuals inside the employee's organization. 4. Other-outside: Another individual or group of individuals outside the employee's organization.
what are the 5 core job dimensions?
1. Skill variety is the degree to which the job requires multiple skills and talents. 2. Task identity is the completion of an identifiable piece of work. 3. Task significance is the degree to which the job has a substantial impact. 4. Autonomy is freedom and independence. 5. Feedback is clear and direct information on job performance.
The four job design approaches considered by the interdisciplinary framework..
1. The mechanistic Approach 2. motivational approach 3. biological approach 4. perceptual / motor approach
4 essential qualities of effective followers
1. They practice self-management and self-responsibility. 2. They are committed both to the organization and a purpose, principle, or person outside themselves. 3. They invest in their own competence and professionalism and focus their energy for maximum impact. 4. They are courageous, honest, and credible.
Employees who perceive inequity will make one of six choices
1. change their inputs (exert less effort if underpaid, or more if overpaid) 2. change their outcomes (individuals paid on a piece-rate basis can increase their pay by producing a higher quantity of units of lower quality) 3. distort perceptions of self ('I used to think I worked at a moderate pace, but now I realize I work a lot harder than everyone else') 4. distort perceptions of others ('Mike's job isn't as desirable as I thought') 5. choose a different referent ('I may not make as much as my brother-in-law, but I'm doing a lot better than my dad did when he was my age') 6. leave the field (quit the job).
What are the 3 critical physiological states in the job characteristics model?
1. meaningfulness of work (the job is valuable and worthwhile), 2. experienced responsibility for work outcomes (personal accountability), 3.knowledge of results (an understanding of how well one is performing the job).
What are the 4 salient (most noticeable or important) features of the social information processing model of job design?
1. other people provide cues that help workers decipher the work environment. 2. other people help workers judge what is important in a job. 3. other people tell workers how they see those workers' jobs. 4. both positive and negative feedback from others helps workers understand their feelings about their jobs.
Maslow's hierarchy of needs theory
1. physiological—includes hunger, thirst, shelter, sex and other bodily needs 2. safety—security and protection from physical and emotional harm 3. social—affection, belongingness, acceptance and friendship 4. esteem—internal factors such as self-respect, autonomy and achievement, and external factors such as status, recognition and attention 5. self-actualisation—drive to become what we are capable of becoming; includes growth, achieving our potential and self-fulfilment.
what are the 4 traditional approaches to the design of work in America?
1.Work simplification is the standardization and narrow, explicit specification of task activities for workers. 2. Job enlargement and job rotation involve increasing the number of tasks in a job and systematic shifting of workers from one task to another over time, respectively 3. Job enrichment designs jobs by incorporating motivational factors into them and increases the amount of responsibility in a job through vertical loading 4. The Job Characteristics Model focuses on five core job characteristics and three critical psychological states.
Which of the following is a positive outcome associated with the mechanistic approach to job design?
A lower stress level is a positive outcome associated with the mechanistic approach to job design.
As compared to a leader, a manager:
A manager avoids solitary work activity, preferring to work with others; avoids close, intense relationships and avoids conflict.
job characteristics model
A model that proposes that any job can be described in terms of five core job dimensions: 1. Skill variety is the degree to which a job requires a variety of different activities so the worker can use a number of different skills and talent. 2. Task identity is the degree to which a job requires completion of a whole and identifiable piece of work. 3. Task significance is the degree to which a job has an impact on the lives or work of other people. 4. Autonomy is the degree to which a job provides the worker freedom, independence and discretion with scheduling and planning his or her work. 5. Feedback is the degree to which carrying out the work activities generates direct and clear information about the worker's own performance.
reinforcement theory
A theory that behavior is a function of its consequences.
Equity Theory
A theory that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities Four referent comparisons: 1. self-inside—an employee's experiences in a different position inside his or her current organisation 2. self-outside—an employee's experiences in a situation or position outside his or her current organisation 3. other-inside—another individual or group of individuals inside the employee's organization 4. other-outside—another individual or group of individuals outside the employee's organization
goal-setting theory
A theory that specific and difficult goals, with feedback, lead to higher performance.
self-determination theory
A theory that states that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling.
expectancy theory
A theory that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual Focuses on three relationships: 1. effort-performance relationship—the probability perceived by the individual that exerting a given amount of effort will lead to performance 2. performance-reward relationship—the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome 3. rewards-personal goals relationship—the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards to the individual.
operant conditioning
A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment.
According to the expectancy theory, the performance-reward relationship is the degree to which ________. A) the individual believes performing at a particular level will lead to desired outcomes B) organizational rewards satisfy an individual's personal goals or needs C) organizational rewards are perceived as attractive by the individual D) the individual believes that exerting a given amount of effort will lead to performance E) organization rewards correspond with the individual's level of effort
A) According to expectancy theory, the performance-reward relationship indicates the degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome.
Why do people who perceive themselves as victims of interactional injustice often blame their immediate supervisor rather than the organization at large? A) Interactional justice or injustice is intimately tied to the conveyer of the information. B) Interactional injustice usually occurs during face-to-face encounters. C) When people are not treated with respect they tend to retaliate against those closest at hand. D) Interactional injustice is in the eyes of those who perceive they are disrespected. E) Interactional injustice is most often the result of the impersonal policies of the organization.
A) Interactional justice describes an individual's perception of the degree to which she is treated with dignity, concern, and respect. When people are treated in an unjust manner (at least in their own eyes), they retaliate (for example, badmouthing a supervisor). Because people intimately connect interactional justice or injustice to the conveyer of the information, we would expect perceptions of injustice to be more closely related to the supervisor.
MBO emphasizes goals that are ________. A) tangible, verifiable, and measurable B) achievable, controllable, and profitable C) inspirational, verifiable, and creative D) tangible, rewarding, and assigned E) profitable, attainable, and self-set
A) Management by objectives (MBO) emphasizes participatively set goals that are tangible, verifiable, and measurable.
Self-inside, one of the four referent comparisons in the equity theory, refers to ________. A) an employee's experiences in a different position inside the employee's current organization B) an employee's experiences in a different position outside the employee's current organization C) another individual or group of individuals inside the employee's organization D) an employee's experiences in a similar position outside the employee's current organization E) another individual or group of individuals outside the employee's organization
A) The referent comparison of self-inside refers to an employee's experiences in a different position inside the employee's current organization.
Explain how a manager motivates employees with reference to Herzberg's two-factor theory.
According to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job dissatisfaction may bring about peace, but not necessarily motivation. They will be placating rather than motivating their workers. As a result, Herzberg characterized conditions such as quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security as hygiene factors. When they're adequate, people will not be dissatisfied; neither will they be satisfied. If we want to motivate people on their jobs, Herzberg suggested emphasizing factors associated with the work itself or with outcomes directly derived from it, such as promotional opportunities, personal growth opportunities, recognition, responsibility, and achievement. These are the characteristics people find intrinsically rewarding.
What are alienated followers?
Alienated followers think independently and critically, yet are very passive in their behavior.
How does the German approach to work differ from the American?
Americans emphasize personal identity and social benefits of work. The German approach values a highly educated workforce and emphasizes a highly efficient hierarchical work environment
self-efficacy
An individual's belief that he or she is capable of performing a task; also known as social cognitive theory or social learning theory. Four ways it can be increased: 1. enactive mastery - gaining relevant experience 2. vicarious modeling - seeing someone else do the task 3. verbal persuasion - someone else convinces you that you have the skills necessary for success 4. arousal - leads to an energized state which drives a person to complete the task
employee engagement
An individual's involvement and satisfaction with, and enthusiasm for, the work he or she does
Assume you are a supervisor of ten employees, one of whom is clearly a Type A personality. Which of the following approaches would you follow to effectively manage this employee?
Assist the employee through encouraging time management applications and convincing the person to pace him or herself.
What is authentic leadership?
Authentic leadership includes transformational, charismatic, or transactional leadership as the situation might demand but only in accordance with the leader's conscious and well-developed sense of values. Because authentic leaders act in ways that are consistent with their value systems, they have a highly evolved sense of moral right and wrong
What are the differences between autocratic and democratic work environments?
Autocratic and democratic are usually easy for students to differentiate. The leader with an autocratic style uses strong, directive actions to control the rules, regulations, activities, and relationships in the work environment. In contrast, the leader with a democratic style uses interaction and collaboration with followers to direct work and the work environment.
The proponents of reinforcement theory view behavior as ________. A) the result of a cognitive process B) environmentally caused C) a reflection of the inner state of the individual D) a function of one's power need E) a product of heredity
B) Reinforcement theory takes a behavioristic approach, arguing that reinforcement conditions behavior. Reinforcement theorists see behavior as environmentally caused
According to the equity theory, what are the choices made by employees who perceive inequity?
Based on equity theory, employees who perceive inequity will make one of six choices: 1. Change inputs (exert less effort if underpaid, or more if overpaid) 2. Change outcomes (individuals paid on a piece-rate basis can increase their pay by producing a higher quantity of units of lower quality) 3. Distort perceptions of self ("I used to think I worked at a moderate pace, but now I realize I work a lot harder than everyone else.") 4. Distort perceptions of others ("Mike's job isn't as desirable as I thought.") 5. Choose a different referent ("I may not make as much as my brother-in-law, but I'm doing a lot better than my Dad did when he was my age.") 6. Leave the field (quit the job)
Compare House's path-goal theory of leadership with the situational leadership model.
Both path-goal theory and Situational Leadership Model are contingency theories of leadership that examine specific leader behaviors that are most effective in specific situations. Both propose four similar leadership styles. 1. Path-goal—directive, supportive, participative, and achievement oriented 2. Situational Leadership—telling, selling, participating, and delegating While path-goal theory examines characteristics of both the followers and the work environment as situational characteristics, the situational leadership model only examines the maturity level of followers as a situational characteristic.
Logan is an employee who processes health insurance forms. Initially he was criticized by his supervisor for sloppy work, but thereafter he improved considerably. Now he consistently processes his forms without errors and even does more than his fair share of work. However, Logan's supervisor has not responded to the extra effort he has put in, giving him no praise or monetary benefits. This leads Logan to believe that his supervisor is biased against him. According to the expectancy theory, in this situation, there is a problem in the ________ relationship. A) rewards-personal goals B) performance-awareness C) performance-reward D) performance-objectives E) performance-achievement
C) The performance-reward relationship is the degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome. Employees sometimes, rightly or wrongly, perceive the boss doesn't like them. As a result, they expect a poor appraisal, regardless of effort.
According to the equity theory, there are four referent comparisons. The referent comparison known as other-inside refers to ________. A) an employee's experiences in a different position inside the employee's current organization B) an employee's experiences in a different position outside the employee's current organization C) another individual or group of individuals inside the employee's organization D) an employee's experiences in a similar position outside the employee's current organization E) another individual or group of individuals outside the employee's organization
C) The referent comparison of other-inside refers to another individual or group of individuals inside the employee's organization.
With reference to the four sources of self-efficacy as proposed by Albert Bandura, verbal persuasion involves becoming more confident ________. A) because you have gained relevant experience with the particular task or job B) because you see someone else doing the particular task or job C) because someone convinces you that you have the skills necessary to be successful D) because you are rewarded for performing a similar task well E) because you get energized or "psyched up" to perform the particular task or job
C) Verbal persuasion involves becoming more confident because someone convinces you that you have the skills necessary to be successful. Motivational speakers use this tactic a lot.
Jim is a salaried employee whose job is to develop content for online web sites. He discovers that he is paid substantially more than his colleagues, even though their jobs and levels of performance are very similar. According to the equity theory, what impact is this discovery most likely to have on his behavior and performance? A) He will reduce the amount of work that he does on a daily basis. B) He will compare his earnings to those of another group of employees. C) He will increase his productivity and/or the overall quality of his work. D) He will seek a position within the company commensurate with his pay. E) He will begin to look for a position outside of the company.
C) When people see themselves as overrewarded, it creates guilt. In order to reinstate a sense of equity, according to equity theory, Jim will change his inputs (exert more if overpaid). He will increase his productivity and/or the overall quality of his work.
What is involved in comprehensive health promotion programs?
Comprehensive health promotion programs are aimed at establishing "strong and resistant hosts" by teaching individual prevention and lifestyle change.
What is consideration?
Consideration is leader behavior aimed at nurturing friendly, warm working relationships, as well as encouraging mutual trust and interpersonal respect within the work unit.
Which of the following statements is true regarding goal-setting theory? A) Goal commitment is more likely when individuals have an external locus of control. B) Externally generated feedback is more powerful than self-generated feedback. C) Generalized goals produce a higher level of output as compared to specific goals. D) People do better when they get feedback on how well they are progressing toward their goals. E) Assigned goals generate greater goal commitment in low rather than high power-distance cultures.
D) People do better when they get feedback on how well they are progressing toward their goals, because it helps identify discrepancies between what they have done and what they want to do. Self-generated feedback — with which employees are able to monitor their own progress — is more powerful than externally generated feedback.
Other-outside is a referent comparison that refers to ________. A) an employee's experiences in a similar position outside the employee's current organization B) another individual or group of individuals inside the employee's organization C) an employee's experiences in a different position inside the employee's current organization D) another individual or group of individuals outside the employee's organization E) an employee's experiences in a different position outside the employee's current organization Answer: D Explanation: D) The referent comparison of other-outside refers to another individual or group of individuals outside the employee's organization.
D) The referent comparison of other-outside refers to another individual or group of individuals outside the employee's organization.
According to the two-factor theory, ________. A) there exists a hierarchy of needs within every human being, and as each need is satisfied, the next one becomes dominant B) most employees inherently dislike work and must therefore be directed or even coerced into performing it C) employees view work as being as natural as rest or play, and therefore learn to accept, and even seek, responsibility D) the aspects that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction E) achievement, power, and affiliation are three important needs that help explain motivation
D) The two factor theory proposes that the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction.
Rachel's parents used to pay her an allowance every week to feed the cats and to do a few other chores around the house. However, once her mother lost her job, her parents stopped giving her an allowance. Although Rachel quit making her bed every morning, she still continued to feed the cats. Which of the following best explains why Rachel continues to feed the cats? A) Without the extrinsic reward, the task itself is eliminated. B) With the extrinsic reward, the execution of the task relies on internal motivation. C) Without the intrinsic reward, the execution of the task relies on external motivation. D) Without the extrinsic reward, the execution of the task relies on internal motivation. E) With the intrinsic reward, the execution of the task relies on external motivation.
D)By eliminating the extrinsic reward (the allowance), the explanation for Rachel's behavior (continuing to feed the cats) shifts from an external motivation to an internal motivation. Rachel must enjoy or feel some other internal desire to continue feeding the cats.
According to the situational leadership model, a ________ style is characterized by low task behavior and low relationship behavior.
Delegating
Discuss distributive justice, procedural justice, and interactional justice.
Distributive justice indicates the employee's perceived fairness of the amount and allocation of rewards among individuals. Procedural justice indicates the perceived fairness of the process used to determine the distribution of rewards. Interactional justice indicates an individual's perception of the degree to which she is treated with dignity, concern, and respect. Of these three forms of justice, distributive justice is most strongly related to organizational commitment and satisfaction with outcomes such as pay. Procedural justice relates most strongly to job satisfaction, employee trust, withdrawal from the organization, job performance, and citizenship behaviors. There is less evidence about interactional justice.
With reference to the expectancy theory, which of the following examples indicates a weak rewards-personal goals relationship? A) An employee lacks the skills required to reach the desired performance level. B) An organization's appraisal system assesses nonperformance factors such as creativity and initiative. C) An organization rewards its employees based on factors such as seniority and skill level. D) An employee believes that his manager does not like him and hence expects a poor appraisal. E) An employee works hard in order to be relocated to the Paris office but instead is transferred to Beijing.
E) According to expectancy theory, the rewards-personal goals relationship indicates the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual. If an employee puts in extra effort to be relocated to the Paris office but instead is transferred to Beijing, then it indicates a weak rewards-personal goals relationship.
According to goal-setting theory, goals are more likely to have a stronger impact on performance when ________. A) goals have long time frames for completion B) tasks are complex rather than simple C) tasks are novel rather than well learned D) goals are easy rather than difficult E) tasks are independent rather than interdependent
E) Goal commitment is most likely to occur when goals are made public, when the individual has an internal locus of control, and when the goals are self-set rather than assigned. Goals themselves seem to affect performance more strongly when tasks are simple rather than complex, well learned rather than novel, and independent rather than interdependent. On interdependent tasks, group goals are preferable.
Helen, a high school teacher, wants her students to actively participate more in class. She has decided to use reinforcement theory to get the required results. Which of the following methods is she most likely to use? A) She is going to call on students who never participate. B) She is going to yell at students, telling them that they are not making good grades. C) She is going to ask the students that always participate to allow the others to have a chance. D) She is going to model what active participation should look like, at the beginning of class. E) She is going to give students an extra mark each time that they contribute.
E) Helen is most likely going to use operant conditioning in which she gives participating students additional marks. With this practice she is motivating the students by conditioning them to expect a reward each time they demonstrate a specific behavior (speaking up in class).
psychological empowerment
Employee's belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job and their perceived autonomy in their work
What are the three relationships in Vroom's expectancy theory?
Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The theory focuses on three relationships: a) The effort-performance relationship is the probability perceived by the individual that exerting a given amount of effort will lead to performance. b) The performance-reward relationship is the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome. c) The rewards-personal goals relationship is the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual.
Which of the following statements is true regarding the cognitive evaluation theory? A) People need extrinsic rewards in order to be motivated. B) Extrinsic rewards tend to reduce intrinsic interest in a task. C) Intrinsic rewards are almost as effective as extrinsic rewards. D) Externally imposed standards of work largely improve intrinsic motivation. E) Extrinsic rewards, including verbal praise, significantly decrease intrinsic motivation.
Extrinsic rewards tend to reduce intrinsic interest in a task
According to Harry Levinson and Freudian psychoanalytic theory, self-image is the embodiment of a person's perfect self.
False
According to Herzberg, the opposite of "satisfaction" is "dissatisfaction."
False
Counterdependence is a healthy, secure, interdependent pattern of behavior that is useful when facing stressful situations.
False
Emotional toxins typically don't spread through a work environment and cause a range of disturbances.
False
Individuals who display hardiness tend to be Type A personalities.
False
Interrole conflict is caused by conflicting expectations related to a single role.
False
Organizations should work to discourage positive deviance in the workplace.
False
The cognitive appraisal approach to stress emphasizes the fit between a person and his or her environment in terms of individual abilities and task or role demands.
False
The natural stress response has been shown to be inherently bad or destructive.
False
Type B personalities display insecure behavior and may respond aggressively in conflict situations.
False
According to the two-factor theory, adequate hygiene factors provide job satisfaction.
False -According to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Adequate hygiene factors avoid job dissatisfaction but they do not provide job satisfaction.
According to Maslow, lower-order needs are satisfied internally while higher-order needs are satisfied externally.
False -According to Maslow, lower-order needs are satisfied externally while higher-order needs are satisfied internally.
Goal-setting theory takes a behavioristic approach whereas reinforcement theory takes a cognitive approach.
False -Goal-setting is a cognitive approach, proposing that an individual's purposes direct his action. Reinforcement theory, in contrast, takes a behavioristic view, arguing that reinforcement conditions behavior. The two theories are clearly at odds philosophically.
Underpayment and overpayment, according to equity theory, tend to produce similar reactions to correct the inequities.
False -If we perceive our ratio to be equal to that of the relevant others with whom we compare ourselves, a state of equity exists; we perceive that our situation is fair and justice prevails. When we see the ratio as unequal and we feel under-rewarded, we experience equity tension that creates anger. When we see ourselves as overrewarded, tension creates guilt.
Individuals low in self-efficacy respond to negative feedback with increased effort and motivation.
False -Individuals high in self-efficacy seem to respond to negative feedback with increased effort and motivation, whereas those low in self-efficacy are likely to lessen their effort when given negative feedback.
Goal-setting theory strongly advocates participation in decision making, whereas MBO demonstrates that managers' assigned goals are usually just as effective.
False -The only area of possible disagreement between MBO and goal-setting theory is participation: MBO strongly advocates it, whereas goal-setting theory demonstrates that managers' assigned goals are usually just as effective.
McClelland's theory of needs proposes that the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction.
False -The two-factor theory proposes that the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. McClelland's theory of needs proposes that achievement, power, and affiliation are three important needs that help explain motivation.
Under Theory Y, managers believe that employees inherently dislike work and must therefore be directed or even coerced into performing it.
False -Under Theory X, managers believe that employees inherently dislike work and must therefore be directed or even coerced into performing it. Under Theory Y, in contrast, managers assume employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, and even seek, responsibility.
Workers around the world prefer rewards based on seniority over rewards based on performance and skills.
False -Workers around the world prefer rewards based on performance and skills over rewards based on seniority.
Why are people motivated by challenging goals?
First, challenging goals get people's attention and thus tend to help them focus. Second, difficult goals energize workers because they have to work harder to attain them. Third, when goals are difficult, people persist in trying to attain them. Finally, difficult goals lead employees to discover strategies that help them perform their jobs or tasks more effectively. If they have to struggle to solve a difficult problem, people often think of a better way to go about it.
Explain, in terms of McClelland's theory of needs, the relationship between the need for achievement and job performance.
First, when jobs have a high degree of personal responsibility and feedback and an intermediate degree of risk, high achievers are strongly motivated. They are successful in entrepreneurial activities such as running their own businesses, for example, and managing self-contained units within large organizations. Second, a high need to achieve does not necessarily make someone a good manager, especially in large organizations. People with a high achievement need are interested in how well they do personally, and not in influencing others to do well. High-nAch salespeople do not necessarily make good sales managers, and the good general manager in a large organization does not typically have a high need to achieve. Third, needs for affiliation and power tend to be closely related to managerial success. The best managers are high in their need for power and low in their need for affiliation. In fact, a high power motive may be a requirement for managerial effectiveness.
Define followership:
Followership is the process of being guided and directed by a leader in the work environment
What is the difference between formal and informal leadership?
Formal leadership is officially sanctioned leadership based on the authority of a formal position. Informal leadership is unofficial leadership accorded to a person by other members of the organization
Conscious capitalism
Four key principles: 1.) Higher purpose ( beyond profit maximization) 2.) Stakeholder interdependence (not shareholder-centric) 3.) Conscious leadership (not "carrots and sticks" 4.) Conscious culture (not bottom-line focused)
What is the psychoanalytic approach to understanding stress?
Freudian psychoanalytic theory can help people understand the role of unconscious personality factors as causes of stress within a person. Applying this psychoanalytic approach, Harry Levinson argued that two elements of the personality interact to cause stress—ego-ideal and the self-image. Stress results from the discrepancy between the idealized self (ego-ideal) and the real self-image; the greater the discrepancy, the more stress a person experiences.
The Pygmalion effect is also called the ________ effect. A) halo B) self-concordance C) Galatea D) self-determination E) pseudocertainty
Galatea effect
Willpower
Having a goal and the determination to achieve it
Explain how the different relationships in expectancy theory are related to distributive justice and procedural justice in equity theory.
Historically, equity theory focused on distributive justice, the employee's perceived fairness of the amount and allocation of rewards among individuals and who received them. Equity also considers procedural justice, the perceived fairness of the process used to determine the distribution of rewards. Expectancy theory focuses on three relationships 1. Effort-performance relationship: The probability perceived by the individual that exerting a given amount of effort will lead to performance. 2. Performance-reward relationship: The degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome. 3. Rewards-personal goals relationship: The degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual. The relationships in expectancy theory are similar to distributive and procedural justice in that they both rely on a fair and objective appraisal. If the appraisal isn't fair in the effort-performance relationship, the employee lacks the motivation to work hard. This is because regardless of the person's level of motivation, the procedure of appraisal is prejudiced.
How do individual differences moderate the relationship between stress and strain?
Individual differences play a central role in the stress-strain relationship. Individual differences, such as gender and Type A behavior pattern, enhance vulnerability to strain under stressful conditions. Other individual differences, such as personality hardiness and self-reliance, reduce vulnerability to strain under stressful conditions.
What is initiating structure?
Initiating structure is leader behavior aimed at defining and organizing work relationships and roles, as well as establishing clear patterns of organization, communication, and ways of getting things done.
What are interpersonal demands?
Interpersonal demands are emotional toxins, sexual harassment, and poor leadership.
Explain the similarities between Maslow's hierarchy of needs theory and McClelland's theory of needs.
It can be noted that the need for achievement in McClelland's theory is very similar to the self-actualization needs in Maslow's. Both deal with the drive to become what we are capable of becoming which includes growth, achieving our potential, and self-fulfillment. The need for power in McClelland's theory is similar in many aspects to esteem needs in Maslow's theory. The need for affiliation is similar to the social needs in Maslow's theory.
The ________ is a framework for understanding person-job fit through the interaction of core job dimensions with critical psychological states within a person.
Job characteristics model
outcomes of organizational commitment
Job satisfaction (overall) r = .53 Job performance (others' rating) r = .13 Intention to search r = -.60 Intention to leave r = -.46 Turnover r = -.28
increasing satisfaction and commitment
Justice/support - Apply humanitarian values - Support employee wellbeing Shared values - Values congruence Trust - Employees trust organization leaders - Job security supports trust Organisational comprehension - Know firm's past/present/future - Open and rapid communication Employee involvement - Employees feel part of company - Involvement demonstrates trust
What are the key job parameters to be considered when examining the effects of work design on health and well-being?
Key job design parameters include—worker control through opportunity to control aspects of work and the workplace, machine and task design, and performance-monitoring feedback systems; uncertainty reduction by providing timely and complete information, clear and unambiguous work assignments, improved communication, and employee access to information sources; conflict management through participative decision making, supportive supervisory styles, and sufficient resources; and task/job design improvement by enhancing core job characteristics.
________ is a major task-related source of stress, especially in positions that are difficult and psychologically demanding.
Lack of control
Which of the following is a leader personality characteristic examined under early trait theories?
Leader personality characteristics that have been examined include originality, adaptability, introversion—extroversion, dominance, self-confidence, integrity, conviction, mood optimism, and emotional control.
Define leadership:
Leadership in organizations is the process of guiding and directing the behavior of people in the work environment
Explain what is an MBO program and discuss the common elements of MBO programs and goal-setting theory.
Management by objectives (MBO) is a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress. The organization's overall objectives are translated into specific objectives for each level (divisional, departmental, individual). But because lower-unit managers jointly participate in setting their own goals, MBO works from the bottom up as well as from the top down. The result is a hierarchy that links objectives at one level to those at the next. And for the individual employee, MBO provides specific personal performance objectives. Four ingredients are common to MBO programs: goal specificity, participation in decision making (including the setting of goals or objectives), an explicit time period, and performance feedback. Many elements in MBO programs match propositions of goal-setting theory. For example, having an explicit time period to accomplish objectives matches goal-setting theory's emphasis on goal specificity. Similarly, feedback about goal progress is a critical element of goal-setting theory. The only area of possible disagreement between MBO and goal-setting theory is participation: MBO strongly advocates it, whereas goal-setting theory demonstrates that managers' assigned goals are usually just as effective.
Briefly explain Maslow's hierarchy of needs theory.
Maslow's hierarchy of needs hypothesized that within every human being there exists a hierarchy of five needs. a) The physiological needs include hunger, thirst, shelter, sex, and other bodily needs. b) Safety includes security and protection from physical and emotional harm. c) Social includes affection, belongingness, acceptance, and friendship. d) Esteem includes internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention. e) Self-actualization is the drive to become what one is capable of becoming and it includes growth, achieving one's potential, and self-fulfillment. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, according to Maslow, you need to understand what level of the hierarchy that person is currently on and focus on satisfying those needs at or above that level.
________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal. A) Leadership B) Management C) Learning D) Emotional labor E) Motivation
Motivation
McClelland's achievement motivation theory
Motivation is a function of the desire for fulfillment of 3 needs: Need for achievement - Unconscious concern for excellence in accomplishments - Internal locus of control, self-confidence, and high energy - Goal-oriented, seek challenge, excellence and individuality - Perform well in non-routine, challenging, and competitive working conditions - N Ach ~ performance and entrepreneurial positions Need for power - Unconscious concern for influencing others - Dominance, self-confident, and high energy - Controlling the situation, influencing and controlling over others and enjoying competition - Lower need for affiliation - Personalized vs socialized power - Personalized = use of power to advance personal interest, status symbol - Socialized = desire of power as a means to help and benefit others Need for affiliation - Unconscious concern for developing, maintaining, and restoring close personal relationships - Desire to seek approval: wanting to be liked by others, enjoying social activities, seeking to belong - Sensitivity to others - People in decision-making positions should have low need for affiliation so that choices are not biased by desire to seek approval from others
Describe the three key elements in the definition of motivation.
Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal. The three key elements in our definition are intensity, direction, and persistence. Intensity describes how hard a person tries. This is the element most of us focus on when we talk about motivation. However, high intensity is unlikely to lead to favorable job performance outcomes unless the effort is channeled in a direction that benefits the organization. Therefore, we consider the quality of effort as well as its intensity. Effort directed toward, and consistent with, the organization's goals is the kind of effort we should be seeking. Finally, motivation has a persistence dimension. This measures how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal.
Positive emotions can offset negative emotions
Need multiple positives experiences to counter a negative experience
What are non work demands?
Nonwork demands may broadly be identified as impositions from an individual's personal life environment (home demands) and self-imposed restrictions (personal demands).
Flourish
Occurs with achievement is pursued for its own sake
_______ identifies a job in relation to other parts of an organization.
Organizational position identifies a job in relation to other parts of an organization.
List the positive and negative outcomes of the four job design approaches considered by the interdisciplinary framework.
Outcomes of the mechanistic approach include decreased training time and less likelihood of errors, as well as lower job satisfaction and lower motivation. The motivational approach results in higher job satisfaction and higher motivation, but also involves increased training time and a greater chance of errors. The biological approach results in less physical effort and fatigue and higher job satisfaction, but requires higher financial costs because of the necessity to change equipment in order to achieve those reductions. Outcomes of the perceptual/motor approach include reduced likelihood of accidents and errors, and decreased training time, as well as lower job satisfaction and motivation
People look at work differently, and there are distinctive patterns that people use in defining work. Which one of the following statements provides an accurate description of the patterns people use in defining work?
Pattern F people define work as an activity constrained to specific time periods that does not bring positive affect through its performance.
Achievement
Pertaining to the extent to which you have a self-directed life, containing achievement for its own sake
What are physical demands?
Physical demands include extreme environments, strenuous activities, hazardous substances, and global travel.
What is primary prevention?
Primary prevention is intended to reduce, modify, or eliminate the stress-causing demand or stressor
Edith believes that the methods for determining salary hikes and bonuses in her company are extremely unfair. In this case, Edith perceives a lack of ________ justice. A) interpersonal B) distributive C) associative D) procedural E) interactional
Procedural justice -refers to the perceived fairness of the process used to determine the distribution of rewards.
The best way for a manager to use verbal persuasion is through the ________, a form of self-fulfilling prophecy in which believing something can make it true. A) confirmation bias B) Pygmalion effect C) anchoring bias D) framing effect E) Electra complex
Pygmalion effect
As a supervisor of claim adjusters for a property and casualty insurance company, you assign and reassign adjusters to handle routine and emergency situations. Your managerial skills have become severely tested because several adjusters, after short-term emergency assignments, are threatening to quit. What short-term approach to their stressful situation would be most appropriate?
Reduce task demands and make sure no adjuster works more than five days a week.
The path-goal theory of leader effectiveness is based on:
Robert House developed a path-goal theory of leader effectiveness based on an expectancy theory of motivation.
What are role demands?
Role demands include inter-role expectations, intra-role expectations, person-role expectations, and role ambiguity
The two organizational stress prevention methods—team building and social support at work—are ________ .
Secondary prevention
What is secondary prevention?
Secondary prevention is intended to modify the individual's or the organization's response to a demand or stressor
What is self-efficacy?
Self-efficacy (also known as social cognitive theory or social learning theory) refers to an individual's belief that he or she is capable of performing a task. The higher your self-efficacy, the more confidence you have in your ability to succeed. So, in difficult situations, people with low self-efficacy are more likely to lessen their effort or give up altogether, while those with high self-efficacy will try harder to master the challenge. Self-efficacy can create a positive spiral in which those with high efficacy become more engaged in their tasks and then, in turn, increase performance, which increases efficacy further. Changes in self-efficacy over time are related to changes in creative performance as well. Individuals high in self-efficacy also seem to respond to negative feedback with increased effort and motivation, while those low in self-efficacy are likely to lessen their effort after negative feedback.
What are sheep?
Sheep are followers who do not think independently or critically and are passive in their behavior
What is the relationship between stress and performance?
Some managers and executives thrive under pressure because they practice what world-class athletes already know—that bringing mind, body, and spirit to peak condition requires recovering energy, which is as important as expending energy. Yerkes-Dodson curve
Define Stress
Stress is the unconscious preparation to fight or flee that person experiences when faced with any demand
Positive deviance
Successful performance that dramatically exceeds the norm in a positive direction
Assume the supervisor of a team of 10 employees, one of whom is clearly a Type A personality, what is an approach you would follow to effectively manage this employee?
Suggest some helpful time management applications to the employee, and help the person to pace his or her self
________ are the least disruptive and the lowest-risk followers in an organization.
Survivors
What are survivors?
Survivors are the least disruptive and the lowest-risk followers in an organization
shaping behavior
Systematically reinforcing each successive step that moves an individual closer to the desired response.
What are task demands?
Task demands related to stress are change, lack of control, career progress, new technologies, and temporal pressure.
In the context of situational favorableness, task structure refers to:
Task structure refers to the degree of clarity, or ambiguity, in the work activities assigned to the group.
thematic apperception test
Test of imagination that present subjects with ambiguous pictures. Subject is asked to develop a spontaneous story for each picture
The typical ________ approach emphasizes performance, accountability, and other- or self-directedness in defining work.
The Japanese approach emphasizes performance, accountability, and other- or self-directedness in defining work.
How does the Japanese approach to work differ from American?
The Japanese approach to work is collectivist in nature, while the U.S. approach is highly individualized. The Japanese work system emphasizes strategic and cooperative working arrangements.
How does the least preferred coworker scale (LPC) measure leadership style
The LPC Scale measures leadership style by asking leaders to describe the person they least prefer to work with using a sixteen eight-point bipolar adjective sets.
What is the Yerkes-Dodson law?
The Yerkes-Dodson law indicates that stress leads to improved performance up to an optimum point. Beyond that point, stress has a detrimental effect on performance. Therefore, healthy amounts of stress are desirable to improve performance by arousing a person to action. The greatest performance benefits from stress are achieved in the mid range of the Yerkes-Dodson curve
What is the authority compliance manager?
The authority-compliance manager has great concern for production and little concern for people
What is the country club manager?
The country club manager has great concern for people and little concern for production.
job involvement
The degree to which a person identifies psychologically with their job, actively participates in it, and considers their perceived performance level important to self-worth
self-concordance
The degree to which a person's reasons for pursuing a goal are consistent with the person's interests and core values.
What is the impoverished manager?
The impoverished manager has little concern for people or production, avoids taking sides, and stays out of conflicts; he is often referred to as a laissez-faire leader.
What is the laissez faire workplace?
The leader with a laissez-faire style abdicates the authority and responsibility of the position, and this style often results in chaos. It also causes role ambiguity for followers because the leader fails to clearly define goals, responsibilities, and outcomes.
As compared to the management process, the leadership process involves:
The leadership process involves (1) setting a direction for the organization; (2) aligning people with that direction through communication; and (3) motivating people to action, partly through empowerment and partly through basic need gratification.
What is the middle of the road manager?
The middle-of-the-road manager attempts to balance a concern for people and production without a commitment to either
what are the major psychological consequences of distress?
The most common symptoms of psychological distress are depression, burnout, and psychosomatic disorders—physical ailments with psychological origins
what are the major medical consequences against distress?
The most significant medical consequences of distress are heart disease, strokes, backaches, peptic ulcers, and headaches
Which of the following statements is true of the perceptual/motor approach to job design?
The perceptual/motor approach is based on engineering that considers human factors such as ergonomics.
What are the four ways of increasing self-efficacy, as proposed by Albert Bandura?
The researcher who developed self-efficacy theory, Albert Bandura, proposes four ways self-efficacy can be increased: 1. Enactive mastery 2. Vicarious modeling 3. Verbal persuasion 4. Arousal According to Bandura, the most important source of increasing self-efficacy is enactive mastery — that is, gaining relevant experience with the task or job. The second source is vicarious modeling — or becoming more confident because you see someone else doing the task. The third source is verbal persuasion — becoming more confident because someone convinces you that you have the skills necessary to be successful. Finally, Bandura argues that arousal increases self-efficacy. Arousal leads to an energized state, which drives a person to complete a task. The person gets "psyched up" and performs better.
How does the Scandinavian approach to work differ from American approach?
The social democratic tradition in Scandinavia lays stress on social concern over efficiency, with numerous laws supporting the rights and health conditions of workers.
The social information-processing (SIP) model:
The social information-processing (SIP) model emphasizes the interpersonal aspects of work design.
Positive Organizational Behavior
The study and application of positively oriented human resources strengths and the psychological capacities that can be measured, developed, and effectively managed for improvement performance in today's workplace
What are the 3 dimensions of the LPC?
The three dimensions of the leaders' situations are task structure, position power, and leader-member relations.
social-learning theory
The view that people can learn through observation and direct experience. Four processes: 1. Attentional processes. People learn from a model only when they recognize and pay attention to its critical features. We tend to be most influenced by models that are attractive, repeatedly available, important to us or similar to us in our estimation. 2. Retention processes. A model's influence depends on how well the individual remembers the model's action after the model is no longer readily available. 3. Motor reproduction processes. After a person has seen a new behaviour by observing the model, watching must be converted to doing. This process demonstrates that the individual can perform the modelled activities. 4. Reinforcement processes. Individuals are motivated to exhibit the modeled behavior if positive incentives or rewards are provided. Behaviors that are positively reinforced are given more attention, learned better and performed more often.
How do non work demands affect an individual?
The wide array of home and family arrangements in contemporary American society has created great diversity in the arena of home demands. Traditional and nontraditional families may experience demands that create role conflicts or overloads that are difficult to manage. Workaholism, a form of addiction, may be the most notable of the self-imposed personal demands. Another type of personal demand comes from civic activities, volunteer work, and organizational commitments to religious or public service organizations.
What are the costs of distress to organization?
Three major costs of organizational distress are participation problems, performance decrements, and compensation awards. Participation problems include absenteeism, tardiness, strikes and work stoppages, and turnover. Performance decrements are the costs resulting from poor quality or low quantity of production, grievances, and unscheduled machine downtime and repair. Compensation awards are the organizational costs resulting from court awards for job distress.
What is transformational leadership?
Transformational leaders inspire and excite followers to high levels of performance. They rely on their personal attributes instead of their official position to manage followers.
According to McClelland's theory of needs, when jobs have a high degree of personal responsibility and feedback and an intermediate degree of risk, high achievers are strongly motivated.
True
According to goal-setting theory, a specific goal will produce a higher level of output than a generalized goal.
True
Change and lack of control are two of the most stressful demands people face at work.
True
Employee assistance programs have been designed in part to provide help to employees in coping with nonwork demands.
True
Interactional justice refers to an individual's perception of the degree to which she/he is treated with dignity, concern, and respect.
True
It is unfortunate that stress carries a negative connotation as though it were something to be avoided.
True
Men and women have different vulnerabilities to stress.
True
Nonwork demands may broadly be identified as home demands from an individual's personal life environment and personal demands that are self-imposed.
True
People who pursue goals for intrinsic reasons are more likely to attain their goals and are happy even if they do not.
True
Primary stress prevention is designed to reduce and possibly eliminate the source of stress, or the stressor.
True
Problem-focused coping focuses on managing and controlling the stressor.
True
Procedural justice refers to the perceived fairness of the method used to determine the distribution of rewards.
True
Psychological detachment from work can be a successful strategy for coping with work stressors and reduce the psychological strain associated with work place bullying.
True
Regardless of the stress approach used, the stress response can be characterized by a predictable sequence of mind and body events.
True
Role ambiguity and task uncertainty both indicate lack of information.
True
The fight-or-flight response to stress is based on an environmental demand that upsets a person's natural steady state according to the homeostatic approach.
True
The stress response can activate some bodily systems and cause others to operate at reduced capacity.
True
Transformational coping is actively changing an event into something less subjectively stressful by viewing it in a broader life perspective.
True
True or False: According to Maslow, a need that is substantially satisfied no longer motivates
True
True or False: Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
True
Type A behavior is also labeled coronary-prone behavior.
True
Self-generated feedback is a more powerful motivator than externally generated feedback.
True -People do better when they get feedback on how well they are progressing toward their goals, because feedback helps to identify discrepancies between what they have done and what they want to do. But all feedback is not equally potent. Self-generated feedback is a more powerful motivator than externally generated feedback.
Self-efficacy refers to an individual's belief that he or she is capable of performing a task.
True -The higher your self-efficacy, the more confidence you have in your ability to succeed.
True or False: Most organization prevention is primary?
True.
Compare and contrast a Theory X manager with a Theory Y manager.
Under Theory X, managers believe employees inherently dislike work and must therefore be directed or even coerced into performing it. Under Theory Y, in contrast, managers assume employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, and even seek, responsibility. Theory Y assumes that higher-order needs dominate individuals. McGregor himself believed that Theory Y assumptions were more valid than Theory X. Therefore, he proposed such ideas as participative decision making, responsible and challenging jobs, and good group relations to maximize an employee's job motivation.
Positive emotions are contagious
Upward spirals of positivity,where positive behaviors, feelings, and attitudes feed your own and those of others in a continual, reinforcing
Which of the following people developed the idea of the stress response?
Walter B. Cannon
Meanigfulness
When someone feels a sense of belonging and serving something that is bigger than self
When compared to a manager, a leader is more likely to be someone who:
Whereas leaders agitate for change and new approaches, managers advocate stability and the status quo.
employee involvement
a participation process that uses the input of employees and is intended to increase employee commitment to an organization's success
merit-based pay plan
a pay plan based on performance appraisal ratings
piece-rate pay plans
a pay plan in which employees are paid a fixed sum for each unit of production completed
variable-pay program
a pay plan that bases a portion of an employee's pay on some individual and/or organizational measure of performance
bonuses
a pay plan that rewards employees for recent performance rather than for historical performance
motivating potential score
a predictive index that suggests the motivating potential in a job MPS = (skill variety + task identity + task significance)/3 x autonomy x feedback
participative management
a process in which subordinates share a significant degree of decision-making power with their immediate superiors
Restorative justice
a shared belief in the importance of resolving conflict multilaterally through the inclusion of victims, offenders, and all other stakeholders
Mindlessness
a state of reduced attention. it is expressed in behavior that is rigid, or thoughtless
representative participation
a system in which workers participate in organizational decision making through a small group of representative employees
Why should organizations be concerned about stress at work?
a variety of indirect costs of mismanaged stress for an organization, such as low morale, dissatisfaction, breakdowns in communication, and disruption of working relationships
job performance
ability (can do) and motivation (will do)
What is the homeostatic / medical approach to understanding stress?
according to this approach, stress occurs when an external, environmental demand upsets an individual's natural steady-state balance, called homeostasis. Walter B. Cannon developed this approach and believed that the body was designed with natural defense mechanisms to keep it in homeostasis.
McClelland's theory is based on which of the following needs? A) stability, growth, and security B) achievement, power, and affiliation C) self-actualization, stability, and safety D) hygiene, control, and security E) control, status, and self-actualization
achievement, power and affiliation nAck, nPow, nAff
Secondary prevention is intended to:
alter or modify the individual's or the organization's response to a demand
job sharing
an arrangement that allows two or more individuals to split a traditional 40-hour-a-week job
Workaholism refers to:
an imbalanced preoccupation with work at the expense of home and personal life satisfaction
An employee assistance program is:
an individual prevention approach to stress relief or reduction
organizational justice
an overall perception of what is fair in the workplace comprised of distributive, procedural, and interactional justice
profit-sharing plan
and organization wide program that distributes compensation based on some established formula designed around a company's profitability
Psychosomatic disorders:
are physical ailments that begin in the mind
Prosocial behaviors
are positive acts performed without expecting anything in return.
Kotter suggests that leadership and management:
are two distinct, yet complementary systems of action in organizations
positive deviance
as "successful performance that dramatically exceeds the norm in a positive direction."
Dr. Beswick was writing questions for a test, but found herself listening to reggae music coming from an adjoining office, and thinking about her upcoming trip to the Caribbean. She is experiencing
attentional deficit
According to blake and Moutons leadership grid, an impoverished manager is one who
avoids taking sides and stays out of conflicts
tension-reduction process
behave to reduce tension created by dissatisfied need
The concept of operant conditioning is a part of the broader concept of ________, which argues that behavior follows stimuli in a relatively unthinking manner. A) equity theory B) expectancy theory C) cognitive behavioral therapy D) behaviorism E) humanism
behaviorism -Skinner's broader concept of behaviorism -radical behaviorism rejects feelings, thoughts and other states of mind as causes of behavior =people learn to associate stim and response but conscious awareness of association is irrevelant
job enlargement was developed to overcome the problem of:
boredom associated with overspecialized work
continuance commitment
calculative attachment to an organization. status, financial. lower performance and citizenship behavior
Resilient
capacity to consistently bounce back from adversity and to sustain yourself in the face of the demands of positive events
Two of the most stressful demands people face at work are:
change and lack of control
Self-determination theory proposes that in addition to being driven by a need for autonomy, people seek ways to achieve ________. A) competence and positive connections B) high rewards C) recognition and status D) career growth E) power and control
competence and positive connections
Strain is the same as:
distress
The adverse psychological, physical, behavioral, and organizational consequence that may occur as a result of stressful events is known as:
distress
Jackie thinks that she is paid a lot less than other employees in her division and feels extremely resentful. She starts taking long breaks and generally wastes time. Her actions resulted from a perceived lack of ________ justice. A) interactional B) interpersonal C) procedural D) distributive E) associative
distributive -Equity theory focuses on distributive justice, the employee's perceived fairness of the amount and allocation of rewards among individuals.
Which of the following statements is true according to McClelland's theory of needs ? A) People with a high achievement need prefer tasks that have a high level of risk. B) People with a high achievement need are interested in motivating others to do well. C) People with a high need for power and affiliation often make good managers in large firms. D) People with a high achievement need experience great satisfaction from success that comes by luck. E) People with a high need for power and a low need for affiliation often make the best managers.
e) needs for affiliation and power are related to managerial success -best managers have high need for power and low need for affiliation -high power motivate may be a requirement for managerial effectiveness
The positivity
effect "is the attraction of all living systems toward positive energy and away from negative energy, or toward that which is life giving and away from that which is life depleting."
affective commitment
emotional attachment to, involvement in, and identification with an organization more strongly related to performance/motivation
Organizational climate
employees' perception "of formal and information organizational policies, practices, procedures, and routines."
When a secretarial employee is given the responsibility and signature authority to handle certain types of correspondence, the job is:
enriched
Karen graduated from college four years ago and has been working at Betaphy Inc. ever since. She has consistently received good performance evaluations for the quality of her work. She recently found out that her company hired a fresh college graduate with no experience at a salary higher than hers. Which of the following theories will Karen most likely use to evaluate this situation? A) reinforcement B) goal setting C) equity D) expectancy E) operant conditioning
equity -Equity theory states that individuals make comparisons to referent others (compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.) In this situation, because Karen is comparing income, it is likely that she will use equity theory.
Which of the following theories discusses three relationships: effort-performance relationship, performance-reward relationship, and rewards-personal goals relationship? A) goal-setting theory B) self-efficacy theory C) equity theory D) expectancy theory E) self-determination theory
expectancy theory -3 relationships
Efficacy is a component of a person's core self-evaluation; it influences how we perceive ourselves but does not influence how we perceive the world.
false
In a POB scenario, an organization measures its success by its accumulation of wealth.
false
normative commitment
feeling of obligation to stay with the organization values, family, co-workers
Which of the following statements best reflects the support for trait theories to identify universal distinguishing attributes of leaders?
finding on traits as a basis for explaining leader effectiveness are neither strong nor uniform
The person-environment fit approach to stress emphasizes the:
fit between external and internal role expectations
A state of _____ exists when employees are physically, cognitively, and emotionally engaged in an activity or project.
flow
A positive consequence of organizational distress may take the form of:
functional turnover
To get the best results while using reinforcement theory, rewards should be ________. A) small and given only once B) large and given at irregular intervals C) given prior to the desired behavior response D) given immediately following the desired behavior E) presented publicly with a large number of witnesses
given immediately following the desired behavior -People will most likely engage in desired behaviors if they are positively reinforced for doing so -Rewards are most effective if they immediately follow the desired response; and that behavior that is not rewarded, or is punished, is less likely to be repeated
Job redesign as a stress prevention method may involve any one or all of the following except:
giving the worker inspection responsibility or expanding the employee's job decision latitude
Attentional hyperactivity
happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing.
The motivational approach results in...
higher job satisfaction and higher motivation, but also involves increased training time and a greater chance of errors.
The fight-or-flight stress response is most closely associated with which approach to stress?
homeostatic
The medical approach to stress is most similar to:
homeostatic approach
According to Herzberg, when ________ are adequate, people won't be dissatisfied, but they will also not be satisfied. A) achievement needs B) affiliation needs C) motivational factors D) power needs E) hygiene factors
hygiene factors
the person-enviorment approach to stress emphasizes the:
idea that confusing and conflicting expectations of a person in a social role creates stress for that person
Which of the following sources of increasing self-efficacy involves gaining relevant experience with a particular task or job? A) verbal persuasion B) enactive mastery C) vicarious modeling D) arousal E) cognitive learning
inactive mastery
According to Albert Bandura, the most important source of increasing self-efficacy is ________. A) arousal B) vicarious modeling C) verbal persuasion D) enactive mastery E) cognitive learning
inactive mastery -gaining relevant experience with the task or job -if you do your job successfully in the past, you are more confident you will be able to do it in the future
What are examples of primary prevention
includes job redesign, goal setting, role negotiation, and career management. A major goal in job redesign should be to increase worker control. Goal-setting activities are designed to increase task motivation while reducing role conflict and ambiguity. Role negotiation allows individuals to modify their work roles. Social support systems provide emotional caring, information, evaluative feedback, modeling, and instrumental support.
Role conflict results from:
inconsistent expectations
conscious capitalism
incorporate four key principles: 1. Higher purpose (beyond profit maximization). 2. Stakeholder interdependence (rather than shareholder-centric). 3. Conscious leadership (instead of "carrots and sticks"). 4. Conscious culture (instead of bottom-line focused). 16
The problem of overspecialization has been addressed by
increasing the variety in jobs (definition of enlargement)
Transformational leaders
inspire and stimulate followers to high performance levels
The ________ element of motivation describes how hard a person tries. A) intelligence B) experience C) direction D) intensity E) persistence
intensity
Self-reliance is a healthy, secure, _____ pattern of behavior.
interdependent
An employee with a major sales presentation on Monday and a sick child at home Sunday night is likely to experience:
interrole conflict
A manager who presses employees for both very fast work and high-quality work would likely cause:
intrarole conflict
All of the following are stress-related interpersonal demands of the workplace except:
intrarole conflict
Positive OB (POB)
involves the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today's workplace.czhnhnchnhnhnghtyyyy tryyudyhgncyyhxtnc
Temperance
is a shared belief in showing restraint and control when faced with temptation and provocation. It promotes self-control, humility, and prudence.
Compassion
is a shared value that drives people to help others who are suffering.
Meaningfulness
is defined as "belonging to and serving something that you believe is bigger than the self."
Mindfulness
is defined as "the awareness that emerges through paying attention on purpose, in the present moment, and nonjudgmentally to the unfolding of experience moment by moment."
forgiveness
is defined as "the capacity to foster collective abandonment of justified resentment, bitterness, and blame, and, instead, it is the adoption of positive, forward-looking approaches in response to harm or damage."
Social support
is the amount of perceived helpfulness derived from social relationships.
Well-being
is the combined impact of five elements—positive emotions, engagement, relationships, meaning, and achievement (PERMA).
What is the limitation of reinforcement theory in explaining changes in behavior? A) It does not adequately describe the original behavior. B) It lays too much emphasis on feelings and attitudes. C) Most behavior is, in fact, environmentally caused. D) It ignores the effect of rewards and punishments on behavior. E) It does not recognize the effect of cognitive variables.
it does not recognize the effect of cognitive variables -In its pure form, reinforcement theory ignores feelings, attitudes, expectations, and other cognitive variables known to affect behavior
Task demands include all of the following except:
leadership style
According to Douglas McGregor's Theory Y, a manager assumes that employees ________. A) need to be directed B) prefer to be controlled C) learn to accept responsibility D) need to be micromanaged E) attempt to avoid work
learn to accept responsibility- assumes employees can view work as being natural as rest or play and that the average person can learn to accept and seek responsibility
the biological approach results in..
less physical effort and fatigue and higher job satisfaction, but requires higher financial costs because of the necessity to change equipment in order to achieve those reductions.
Of the following, ______ is the most frequently experienced emotion.
love
The biggest benefits of physical exercise come as a result of:
low intensity exercise
Utilizing the cognitive appraisal approach to stress, problem-focused coping emphasizes:
managing the stressor
Individuals possessing a Type A personality:
may become aggressive, even somewhat hostile when faced with conflict and other work-related difficulties
___________ is defined as belonging to and serving something that you believe is bigger than yourself.
meaningfulness
All of the following are approaches, services, or work arrangements intended to minimize the impact of nonwork demands on work except:
mentoring
Reyna is meeting with her supervisor to discuss a project. Someone knocks on the door and walks in, saying, "I have a quick question." The supervisor keeps looking at Reyna and puts her hand up to stop the person who interrupted them. This behavior reflects
mindfulness
Which of the following statements about mindfulness is false?
mindfulness requires less effort than letting our minds wander
According to social learning theory, which of the following processes demonstrates whether an individual is capable of performing the modeled activities? A) attentional process B) retention process C) motor reproduction process D) reinforcement process E) motivation process
motor reproduction process -After a person has seen a new behavior by observing a model, watching must be converted to doing. The motor reproduction process demonstrates that the individual can perform the modeled activities.
Erika wants to become the head of the HR department. Although the role comes with a generous salary hike and will put her in charge of several subordinates, she is mainly pursuing this position because she believes she can do the job better than anyone else and wants people to know this. According to McClelland's theory of needs, which of the following needs is Erika primarily driven by in this case? A) the need for stability B) the need for achievement C) the need for security D) the need for affiliation E) the need for power
need for achievement- drive to excel
two of the most stressful demands people face at work are:
new technologies and lack of control
Optimists
often view successes as due to their "personal, permanent, and pervasive causes, and negative events to external, temporary, and situation-specific one."
optimists
often view successes as due to their "personal, permanent, and pervasive causes, and negative events to external, temporary, and situation-specific ones."
________ argues that people learn to behave to get something they want or to avoid something they don't want. A) Theory Y B) Theory X C) Social cognitive theory D) Operant conditioning theory E) McClelland's theory of needs
operant conditioning theory -Unlike reflexive or unlearned behavior, operant behavior is influenced by the reinforcement or lack of reinforcement brought about by its consequences.
In equity theory, individuals assess the ________. A) cost-benefit ratio B) efficiency-effectiveness trade-off C) quantity-quality trade-off D) outcome-input ratio E) quality of outcome
outcome-input ratio -Equity theory states that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities. Employees perceive what they get from a job situation (salary levels, raises, recognition) in relationship to what they put into it (effort, experience, education, competence) and then compare their outcome-input ratio with that of relevant others.
Three direct costs of organizational distress include:
participation problems, performance decrements, and compensation awards
Unlike in the case of goal-setting theory, MBO strongly advocates ________. A) self-generated feedback B) explicit time periods C) participatively set goals D) independent tasks E) specific performance objectives
participatively set goals -Many elements in MBO programs match propositions of goal-setting theory. The only area of possible disagreement between MBO and goal-setting theory is participation: MBO strongly advocates it, whereas goal-setting theory demonstrates that managers' assigned goals are usually just as effective.
distributive justice
perceived fairness of the amount and allocation of rewards among individuals
Oscar is looking for a new job. He used to be the company's top sales representative and was eagerly expecting to be promoted. However, one of the regional manager's friends was promoted to district manager instead. According to the expectancy theory, Oscar's dissatisfaction with his current job stems from a breakdown in the ________ relationship. A) performance-reward B) effort-performance C) reward-personal goal D) satisfaction-effort E) personal goal-self actualization
performance-reward -explains the degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome
The ________ dimension of motivation measures how long a person can maintain effort. A) direction B) persistence C) intensity D) knowledge E) experience
persistence
A manager instructs an employee to ship an item with a minor defect to a customer. This is an example of:
person-role conflict
MBO provides individual employees with ________. A) personal performance objectives B) greater work supervision C) predefined targets D) generalized feedback E) clear-cut growth paths
personal performance objectives -As lower-unit managers jointly participate in setting their own goals, MBO works from the bottom up as well as from the top down. The result is a hierarchy that links objectives at one level to those at the next. And for the individual employee, MBO provides specific personal performance
The approach to stress that is based on the concept of homeostasis is known as:
physiological
Which level of Maslow's hierarchy of needs deals with satisfying one's hunger, thirst, and other bodily needs? A) safety B) physiological C) social D) esteem E) psychological
physiological
what is the lowest hierarchy of needs and what does it include?
physiological- hunger, thirst, shelter sex
Prosocial behaviors
positive acts performed without expecting anything in return
Buffering effect
positive practices buffer or reduce the impact of negative events and stressors
buffering effect
positive practices buffer or reduce the impact of negative events and stressors.
Amplifying effect
positive practices have an amplifying or escalating effect on positive outcomes because of their association with positive emotions and social capital
Juan finished the special report for the vice president of marketing. He spent many extra hours compiling this report and knows it has excellent quality. _____ is the emotion Juan is most likely experiencing.
pride
Job redesign, goal setting, and career management would be organizational stress prevention strategies applied at which stage of prevention?
primary stage
Which of the following types of justice relates most strongly to job satisfaction, employee trust, withdrawal from the organization, job performance, and citizenship behaviors? A) associative justice B) interactional justice C) distributive justice D) procedural justice E) integrative justice
procedural justice
According to the two-factor theory proposed by Herzberg, which of the following is considered a hygiene factor? A) promotional opportunities B) quality of supervision C) achievement D) recognition E) responsibility
quality of supervision others- pay, company policy, physical working conditions, relationships with others, job security
the perceptual / motor approach results in...
reduced likelihood of accidents and errors, and decreased training time, as well as lower job satisfaction and motivation
according to the contingency theory, what is the most appropriate action where it is found there is a misfit between the leader and situation?
reengineer the leaders situation to fit the leaders basic predisposition
Organizational practices
refer to a host of procedures, policies, practices, routines, and rules that organizations use to get things done.
Restorative justice
reflects "a shared belief in the importance of resolving conflict multilaterally through the inclusion of victims, offenders, and all other stakeholders."
Attentional deficit
reflects the inability to focus vividly on an object
An attentional deficit
reflects the inability to focus vividly on an object.
The stress-handling strategy that is considered an alternative to transformational coping and may lead to short-term stress reduction at the cost of long-term healthy life adjustment is:
regressive coping
Virtuousness
represents "what individuals and organizations aspire to be when they are at their very best."
An intention
represents an end point or desired goal you want to achieve.
Intention
represents and end point or desired goal you want to achieve
Flourishing
represents the extent to which our lives contain PERMA.
Armando has a goal of earning a B in his statistics course, but currently his grade is a C-. Therefore, he decides to study more hours for the next test and even get involved in a study group. Armando is experiencing
resilience
Organizations need to be sensitive to sources of stress, which include all of the following except:
resource
Pete and Dana are working on a project together. They disagree on how to present the key concept of equality. Dana complains that Pete is dismissing her "feminist" position without consideration. Pete claims that Dana considers him a chauvinist. Wyatt, their supervisor, knows that both Pete and Dana are committed employees who support equality. He sits both of them down to work through the issues. This reflects _____ justice.
restorative
Mark is an excellent technical writer. He has never missed a deadline and all his projects are of superior quality. He now wants to telecommute two days a week, so that he can spend more time with his family. He feels that he has proven his reliability. However, his boss is unable to comply with his request and gives him a substantial raise instead. According to the expectancy theory, Mark's disappointment demonstrates a breakdown in the ________ relationship. A) performance-reward B) effort-performance C) rewards-personal goals D) effort-satisfaction E) performance-achievement
rewards-personal goals -indicates the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual.
If a manager incorrectly assumes that all employees want the same thing, then according to the expectancy theory, it is most likely to result in a weak ________ relationship. A) performance-achievement B) effort-performance C) performance-reward D) rewards-personal goals E) effort-satisfaction
rewards-personal goals -indicates the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual. So if a manager incorrectly assumes that all employees want the same thing then according to the expectancy theory, it is most likely to result in a weak rewards-personal goals relationship.
All of the following would be considered a source of stress due to interpersonal demands except:
role ambiguity
The two major categories of "role stress" at work include:
role conflict and role ambiguity
During a class lecture, Mike finds himself thinking about an argument he had last night with his girlfriend. Mike is displaying
rumination
Organizational costs of distress may take the form of all of the following except:
sabotage
8) According to Maslow's hierarchy of needs, which of the following is a lower-order need? A) social B) safety C) esteem D) self-actualization E) recognition
safety and physiological are lowest, self-actualization, social and esteem is the highest
If we consider Maslow's hierarchy of needs in the context of Japan, Greece, and Mexico, where uncertainty-avoidance characteristics are strong then ________ needs would be on top of the hierarchy. A) self actualization B) security C) social D) esteem E) growth
security
Which of the following needs in Maslow's hierarchy refers to the drive to become what one is capable of becoming? A) social B) self-actualization C) physiological D) esteem E) safety
self-actualization- growth, achieving our potential, and self-fulfillment
The concept of ________ considers how strongly peoples' reasons for pursuing goals are consistent with their interests and core values. A) self-serving bias B) self-fulfilling prophecy C) self-concordance D) self-actualization E) self-efficacy
self-concordance -A recent outgrowth of self-determination theory is self-concordance, which considers how strongly peoples' reasons for pursuing goals are consistent with their interests and core values. If individuals pursue goals because of an intrinsic interest, they are more likely to attain their goals and are happy even if they do not.
Which of the following theories proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation? A) self-serving theory B) motivation-hygiene theory C) two-factor theory D) self-determination theory E) goal setting theory
self-determination- people prefer to feel they have control over their actions, so any previously enjoyed task that feels like an obligation than a chosen will undermine motivation
________ refers to an individual's belief that he or she is capable of performing a task. A) Emotional contagion B) Affect intensity C) Self-efficacy D) Self-determination E) Reinforcement
self-efficacy -higher self-efficacy, the more confident you have in your ability to succeed
The psychoanalytic approach to stress most likely include which of the following personality dimensions?
self-esteem
Temperance
shared belief in showing restraint and control when faced with temptation and provocation. it promotes self-control, humility, and prudence
Compassion
shared value that drives people to help others who are suffering
If Alberta is a categorized as a Theory X manager, which of the following behaviors is she most likely to exhibit? A) She will empower her subordinates. B) She will trust her employees to use their discretion in most matters. C) She will strictly control all the details of any project she is managing. D) She will delegate authority extensively to junior managers. E) She will let her employees choose their own goals.
she will strictly control all the details of any project she is managing -manager think employees hate work, don't trust employees and week they try to control work as a result
What is an argument used to support the standardized job approach of scientific management?
simplifying work allowed workers of diverse ethnic backgrounds to work together in a systematic way
Which of following needs, as detailed by Maslow's hierarchy of needs, best corresponds to McClelland's need for affiliation? A) safety B) social C) esteem D) self-actualization E) physiological
social Maslow- need for affection, belongingness, acceptance, and friendship McClelland- desire for friendly and close relationships
The person-environment fit approach to studying and understanding stress emphasizes:
social and organizational role stress
Evaluative feedback is an aspect of a(n) _____ approach to stress prevention.
social support system
Which of the following is not a form of social support?
spending time discussing your vision
Flow
state of being completely involved in an activity for its own sake
The unconscious preparation to fight or flee that a person experiences when faced with any demand is known as:
stress
A manager's decision to reduce task demands in a stress management situation is:
stressor directed
Positive deviance
successful performance that dramatically exceeds the norm in a positive direction
A secondary prevention method of organizational stress is:
team building
The stage in preventive stress management designed to heal individual or organizational symptoms of distress and strain is called:
tertiary prevention
The job strain model presented in your text suggests:
that the combination of high job demand and restricted job decision latitude leads to a high-strain job
define distress
the adverse psychological, physical, behavioral and organizational consequences that may arise as a result of stressful events
Social support
the amount of perceived helpfulness derived from social relationships. -Esteem support -Informational support -Social companionship -Instrumental support
Positivity effect
the attraction of all living systems toward positive energy and away from negative energy, or toward that which is life giving and away from that which is life depleting
Mindfulness
the awareness that emerges through paying attention on purpose, in the present moment, and nonjudgmentally to the unfolding of experience moment by moment
Forgiveness
the capacity to foster collective abandonment of justified resentment, bitterness, and blame, and, instead, it is the adoption of positive, forward-looking approaches in response to harm or damage
Flourishing
the extent to which our lives contain PERMA
Engagement
the extent to which you are physically, cognitively, and emotionally involved with an activity, task, or project
interactional justice
the perceived degree to which one is treated with dignity, concern, and respect
procedural justice
the perceived fairness of the process used to determine the distribution of rewards
job rotation
the periodic shifting of an employee from one task to another
motivation
the processes that account for an individual's intensity, direction, and persistence of effort towards attaining a goal
what is accurate in regards to the stress response?
the stress response in the mind and body begins with the release of chemical messengers, primarily adrenaline into the bloodstream
Why is Maslow's theory criticized? A) The concept of self-actualization was unfounded. B) There is little evidence that needs are structured or operate in the way it describes. C) The esteem need is a more powerful motivator than self-actualization. D) Its terminology tends to alienate those to whom it is applied. E) It does not adequately describe how an organization can satisfy higher-order needs.
there is little evidence that needs are structured or operate in the way it describes -no empirical substantiation -no evidence that needs are organized, unsatisfied needs motivate, or that a satisfied need activates movement to a new level
What is the person-environment fit approach to understanding stress?
this approach emphasizes the idea that confusing and conflicting expectations of a person in a social role create stress for that person. A good person-environment fit occurs when one's skills and abilities match a clearly defined, consistent set of role expectations.
What is the cognitive appraisal approach to understanding stress?
this approach sees stress as a result of a person-environment interaction, yet emphasizes the individual's cognitive appraisal in classifying persons or events as stressful or not. Individuals differ in their appraisals of events and people.
Positive psychological capital
those with high levels have high levels of hope, efficacy, resilience, and optimism (HOPE)
positive psychological capital (PsyCap)
those with high levels of ...have high levels of hope, efficacy, resilience, and optimism (HERO).
Which of the following is the best example of a positive (challenge) stressor?
time pressure
Hope
to have it you need to have a goal and the determination to achieve it (willpower), and you need to see one or more alternative paths to achieve your goal, even when faced with adversity (waypower)
Attentional deficit can result from lack of sleep, conflicting priorities, or counterfactual thinking.
true
People with high levels of positive psychological capital have high levels of hope, efficacy, resilience, and optimism.
true
Stephen is a new insurance agent with an established company. He is nervous at the idea of making cold calls on the telephone to prospective clients. After thinking through the problem, Stephen decides to ask his supervisor if he can host a small introductory meeting, inviting local business in for coffee and cake to introduce himself. Stephen is exhibiting a high level of hope.
true
Which of the following theories proposes the idea of a dual continuum? A) Maslow's hierarchy of needs theory B) self-determination theory C) two-factor theory D) cognitive evaluation theory E) McClelland's theory of needs
two-factor -dual continuum: opposite of "satisfaction" is "no satisfaction" and opposite of "dissatisfaction" is "no dissatisfaction"
The ________ theory is also called motivation-hygiene theory. A) hierarchy of needs B) goal-setting C) self-determination D) cognitive evaluation E) two-factor
two-factor -frederick hezberg
When we get wrapped up in our own problems, we forget to take care of others. Several years ago, a movement called "Random Acts of Kindness" started. What does this reflect?
upward spirals of positivity
______ are abstract ideals that guide one's thinking and behavior across all situations.
values
Which of the following ways of increasing self-efficacy is generally used by motivational speakers? A) arousal B) enactive mastery C) focused training D) vicarious modeling E) verbal persuasion
verbal persuasion -involves becoming more confident because someone convinces you that you have the skills necessary to be successful. Motivational speakers use this tactic a lot
Attentional hyperactivity
when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing
Upward spirals of positivity
where positive behaviors, feelings, and attitudes, feed your own and those of others in a continual, reinforcing process
upward spirals of positivity,
where your positive behaviors, feelings, and attitudes feed your own and those of others in a continual, reinforcing process.
Hope consists of
willpower and waypower
In the context of meaning of work, similarities among countries appear to exist in
work content and job context
the most notable self-imposed personal demand is probably
workaholism
telecommuting
working from home at least 2 days per week on a computer linked to the employee's office
to have hope
you need to have a goal and the determination to achieve it (willpower), and you need to see one or more alternative paths to achieve your goal, even when faced with adversity (waypower).
