Organizational Behavior Chapter 7

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."

positive and negative experiences

*Are not equivalent *You cannot remedy a negative experience with a positive one. *You must have 3, 5, or more positive experiences for every negative. *You don't need to focus on which positive emotions you feel at a particular time; just be sure you have multiple positives for ever one negative *Negative experiences activate survival orientation *Positive experiences activate a supportive orientation, which leads to more responsive to positive information.

Pursuing achievement for its own sake helps build:

*Feelings of mastery *Feelings of self-efficacy

It is important to understand the components of your PsyCap because:

*It is flexible *It can increase job satisfaction *It has been shown to predict many of the outcomes in the Integrative Framework in desirable ways such as ----Decreased intentions to quit ----Decreased job stress ----Decreased anxiety ----Decreased counterproductive work behaviors

Key sets of practices that organizational climate are:

*Training programs *Human resources practices and policies *Support programs

A positive view of organizational behavior is characterized by:

*meaningfulness and virtuousness *positive spirals of excellence *trustworthiness

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.

Negative emotions

-Are limiting -Spur you to act in narrow or specific ways Recognizing them is important because: *to ignore them undermines effectiveness and well-being *it is realistic to recognize that we experience loss, betrayal, and anger

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)

Inhibitors of mindfulness

-Attentional deficit -Attentional hyperactivity

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 pilot -Associated with poor mental and physical health

Positive emotions outcomes

-Stronger social relationships: energize others, make you more attractive and are contagious -Prosocial behaviors: helping others, altruism, and openness -Liking of yourself and others: linked to improved self-esteem and self-efficacy -Stronger bodies and immune systems: help lower stress hormones and blood pressure, pain, and the frequency of colds -Original thinking: enhance creativity, openness to more alternatives, and collaboration. -Build on themselves within you and spread to others

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

3 organizational values that promote POB

1) restorative justice = resolving conflict multilaterally (victims, offenders, and all other stakeholders) 2) compassion = help those who are suffering 3) temperance = showing restraint and control when presented with temptation and provocation

Resiliency is powerful because resilient people:

1. Are open to new experiences. 2. Are flexible to changing demands. 3. Are emotionally stable when confronted with adversity. *Resilience is a clear component of psychological capital and POB.

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 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.

Steps to implement walking meditation:

1. Form an intention, which represents an end point or desired goal you want to achieve. This sends a signal to your mind that guides its attentiveness and awareness. 2. Begin walking keeping your intention in mind. Concentrate on the placement of one footstep after another. Feel the rhythmic nature. 3. Focus on how it feels to lift and place your feet on the surface. Train your mind to be aware of your footsteps. Notice your speed and the pressure being felt by your feet. Consider changing the length of your stride and notice how it feels. 4. If your mind starts to wander or you begin thinking about something you have to do, just recognize the thought and then drop it. Return your attention and awareness to your intention, which is the act of walking. Try for 5 minutes

Resilience

1. Have the capacity to consistently bounce back from adversity. 2. To sustain yourself in the face of demands of positive events. 3. Arguably, the most positive resource to navigating a turbulent and stressful workplace.

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

Positive Organizational Behavior (POB)

1. The study and application of positively oriented human resources strengths 2. The study and application of psychological capacities that can be measured, developed, and effectively managed for improvement performance in today's workplace

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).

Positive health outcomes due to flourishing

1. lower cardiovascular risk 2. lower inflammation 3. longer life 4. greater REM sleep 5. positive mental health

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.

The type of performance measurement system where a company assembles performance data on an individual from most or all of his/her contacts within and outside the company is known as:

360-degree performance appraisals

What is the difference between formal and informal groups?

A formal group is assigned by an organization or its managers to accomplish specific goals.

Learning

A head chef of a restaurant always encouraged his subordinates to be creative in the culinary art. He did not believe in using prescribed recipes while cooking. He allowed them to create unique recipes and use different ingredients to prepare dishes. This implied that the head chef made ___________ goals. A. Learning B. Procedural C. Performance D. Equity E. Project

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.

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.

Encourage all group members to participate

A person in the gatekeeper role will: A. Foster group solidarity by accepting and praising various points of view B. Encourage all group members to participate C. Serve as a passive audience D. Mediate conflict through reconciliation or humor E. Evaluate the quality of group processes.

Evaluate the quality of group processes

A person in the standard setter role will: A. Foster group solidarity by accepting and praising various points of view B. Encourage all group members to participate C. Serve as a passive audience D. Mediate conflict through reconciliation of humor E. Evaluate the quality of group processes.

behaviorism

A theory that argues that behavior follows stimuli in a relatively unthinking manner.

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.

Self-determination; Relatedness

ABC Company recently held a company picnic. _____ theory would suggest that this kind of event is good because it increases employees' _______. A. Self-determination; competence B. Theory Y; performance C. Maslow's needs hierarchy; satisfaction of physiological needs D. Self-determination; Relatedness E. Expectancy; valences

Values

Abstract ideals that guide one's thinking and behavior across all situations are known as: A. Norms B. Goals C. Personalities D. Values E. Cognitions

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

Serenity

An emotion that is similar to, but more low key than joy, is: A. Gratitude B. Serenity C. Amusement D. Inspiration E. Awe

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

In the _________ bias, a decision maker is influenced by the first information received about a decision, even if it is irrelevant.

Anchoring

Hope

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 A. Hope B. Faith C. Effectiveness D. Health E. PERMA

Physiological

As the mothers of two small children, Jen struggles to make ends meet on her minimum wage jobs. After paying rent and child-care expenses, there is sometimes not enough money left at the end of the month to pay the heating bill. More than once the family has gone without warmth on cold nights, and she and the kids have gone to bed hungry. Which of the five basic needs is Jen struggling to meet? A. Safety B. Esteem C. Love D. Physiological E. Self-actualization

What form of diversity management is an organization adopting when it assumes that all diverse people will learn to fit in or become like the dominant group?

Assimilation

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.

Inhibitors of mindfulness

Attentional deficit & Attentional hyperactivity

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.

State lottery officials send residents a facsimile of a winning check for over $95 million to encourage the residents to imagine themselves as possible winners. The lottery promoters are most clearly exploiting the influence of:

Availability heuristic

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

What is true about research on the relationship of virtuous leadership to organizational and individual employee performance? A. A long-standing tradition of research in this area has demonstrated a strong, positive relationship between these variables B. Recent research in this area has shown a positive relationship between these variables. C. Recent research in this area has show a positive relationship between virtuous leadership and organizational performance, but a negative relationship between virtuous leadership and individual outcomes. D. Recent research in this area has shown a positive relationship between virtuous leadership and individual performance, but a negative relationship between virtuous leadership and organizational outcomes E. No research has been conducted in this area

B. Recent research in this area has shown a positive relationship between these variables.

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)

What are the behavioral consequences of distress?

Behavioral problems include workplace aggression, substance abuse, and accidents.

Despite being convicted on 25 counts of racketeering, conspiracy, and extortion charges related to awarding state river boat casino licenses to local businessmen, Governor Randolph continues to receive widespread support from some of her loyal constituents. Which of the following best explains the reactions of Governor Randolph's supporters?

Belief Perseverance

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.

______ is the idea that decision makers are restricted by constraints when making decisions.

Bounded rationality

Daniel has been promoted three times. As he moves up in the organization, he will increasingly need

Business and strategic skills

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.

When Harry has a perceived conflict with a co-worker, he will send them e-mails that are taunting or insulting. This is an example of-

CWB

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

To derive effective solutions in short time spans with limited information, leaders primarily need

Cognitive Abilities

Trust of disclosure

Communication trust is: A. Trust of character B. Trust of disclosure C. Trust of capability D. Trust of expertise E. Trust of justice

________ is the shared belief that drives people to help others who are suffering.

Compassion

Trust of capability

Competence trust is: A. Trust of character B. Trust of disclosure C. Trust of capability D. Trust of expertise E. Trust of justice

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.

Which of the following best explains why business managers are more likely to track the career achievements of employees they once hired than the achievements of employees they once rejected for a job?

Confirmation Bias

In ________, one party perceives that its interests are being opposed or negatively affected by another party.

Conflict

Which of the following explains why humans tend to do what everyone else is doing?

Conformity

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.

Norah and Katy work together. They are also friends outside of work. Norah and Katy are constantly texting each other. Their supervisor comments that, while this might be fine outside of work, it's inappropriate to constantly text each other in the office. This is an example of

Context of interaction

Trust of character

Contractual trust is: A. Trust of character B. Trust of disclosure C. Trust of capability D. Trust of expertise E. Trust of justice

_________ are discussions between two or more people where the stakes are high, opinions vary, and emotions run strong.

Crucial Conversations

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.

_________ occurs when people perceive that they are being attacked or threatened.

Defensiveness

According to the situational leadership model, a ________ style is characterized by low task behavior and low relationship behavior.

Delegating

_______ are the statistical measurements of populations and their qualities (such as age, race, gender, or income) over time.

Demographics

What is Strain?

Distress

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.

If a speedy decision is needed, the _______ conflict handling style is appropriate.

Dominating

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

Which of the following statements is true?

Employees' level of flourishing is related to organizational outcomes such as productivity and financial performance.

The _____ model suggests that managers should monitor employees' perceptions of fairness.

Equity

Form of social support with explanation

Esteem support: Providing information that a person is accepted and respected despite any problems or inadequacies. Informational support: Providing help in defining, understanding, and coping with problems. Social companionship: Spending time with others in leisure and recreational activities. Instrumental support: Providing financial aid, material resources, or needed services

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

TRUE OR FALSE "Men have a more difficult time empathizing with others." This statement is:

FALSE

Values tend to vary across generations because they are influenced by events in childhood and youth. For example, some parents lived through the Depression, and this experience led them to be risk takers in terms of their investments.

FALSE

Sharon is the Director of Human Resources at a company that is undergoing a merger with another organization. As a result of the merger, a portion of the combined workforce will be laid off. Sharon understands that even with a lucrative severance package, the news will adversely affect the lives of these employees. Therefore, she wants to break the news to them in a sensitive manner so as to maintain the company's image. Which of the following is the most appropriate communication medium to use in this situation?

Face-to-face conversation

Roger manages both Bill and Nancy. They are in an argument about who should handle a particular job. Roger encourages them to deal directly with each other in a positive and constructive manner. Roger is acting as a(n)

Facilitator

"Your assignments are always late" is an example of good feedback.

False

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

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

Managers wishing to reduce conflict between members and groups should isolate them from each other as much as possible.

False

Norms only emerge on their own in group situations; they are not consciously formed.

False

TRUE OR FALSE Counterdependence is a healthy, secure, interdependent pattern of behavior that is useful when facing stressful situations.

False

TRUE OR 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.

TRUE OR FALSE To achieve positive OB, an organization must pursue they key contributors of distributive justice, temperance, and virtuous leadership.

False Figure 7.3 presents a model outlining the key contributors to an organizational climate that fosters positive OB: organizational values, organizational practices, and virtuous leadership.

Mindlessness is awareness that emerges through paying attention on purpose.

False 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.

One of the components of virtuous leadership is charisma.

False The four components of virtuous leadership are "greater good," trust, integrity, and forgiveness.

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.

_______ is defined as the state of being completely involved in an activity for its own sake.

Flow

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)

Frank is the manager for a grocery store. He supervises 18 workers who perform service and clerical work that requires minimal training. Which of the following statements would indicate that Frank is following the servant-leadership model of leadership?

Frank refrains from engaging in self-serving behaviors that hurt others and focuses on increased service to others rather than to himself

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.

Samantha assumes that someone experiencing poverty simply refuses to work hard enough to make a living. Which of the following does this describe?

Fundamental Attribution Error

The Pygmalion effect is also called the ________ effect. A) halo B) self-concordance C) Galatea D) self-determination E) pseudocertainty

Galatea effect

Which of the following is the best approach for building hope?

Generate an important goal that is attainable yet challenging

Which of the following rater errors leads employees to believe that no aspects of their performance need improvement?

Halo

Attentional hyperactivity

Happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing

Willpower

Having a goal and the determination to achieve it

Which of the following methods of problem solving is the most likely to result in errors?

Heuristics

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.

willpower + waypower

Hope equals

Element of Positive capital (PsyCap) with explanation

Hope: Persevering toward goals to succeed Efficacy: Having confidence to take on challenging tasks Resilience: Bouncing back after problems or adversity Optimism: Making a positive attribution about success now and in the future

Instrumentality

How an individual perceives the movement from performance to outcome is called: A. An expectancy B. An expectation C. Instrumentality D. A valence E. A value

Another's ratio of outputs to inputs exceeds my ratio of my outputs to inputs

I will perceive negative inequity when: A. Another's total rewards are greater than the rewards I receive B. Another's total input is less than my total input C. Another's ratio of outputs to inputs exceeds my ratio of my outputs to inputs D. Another's ratio of outputs to inputs is less than my ratio of my outputs to my inputs E. Another's ratio of outputs to inputs is equal to my ratio of my outputs to my inputs

Top-down

In _______ job design, managers changed employees' tasks with the intent of increasing motivation and productivity A. Top-down B. Bottom-up C. Idiosyncratic D. Work-team E. Joint ownership

Determined by the task to be performed

In a practical sense, the best size for a team is: A. Between two and twenty-five members B. Five or fewer people C. Determined by the task to be performed D. As large as possible E. Five or fewer people

Teamwork

In a study of executives from 300 companies, the most desirable soft skill named was: A. Interpersonal skills B. Social skills C. Managerial skills D. Teamwork E. Functional knowledge of business

Specific, measurable, attainable, results-oriented, time-bound

In the context of goal setting, SMART stands for: A. Specific, measurable, attainable, realistic, time-bound B. Specific, measurable, aligned, results-oriented, time-bound C. Sequential, measurable, aligned, results-oriented, time-bound D. Specific, measurable, attainable, results-oriented, time-bound E. Sequential, measurable, attainable, realistic, time-bound

Forming

In which stage of the group development process are group members uncertain about their roles, who's in charge, and the group's goals? A. Forming B. Storming C. Norming D. Conforming E. Performing

Attentional deficit

Inability to focus vividly on an object

Four benefits of mindfulness

Increased physical, mental and interpersonal effectiveness: This occurs because people are more aware of physical sensations, personal feelings, personal emotions, and the feeling and emotions of others More effective communications: Mindfulness fosters more effective listening, greater use of empathy, and more attention to nonverbal cues during conversations. More balanced emotions: Paying attention to internal emotions and the emotions of others leads us to be more balanced and less reactive. This in turn help reduce conflict with others. Personal effectiveness: Mindfulness enhances your ability to contribute during class sessions or meetings at work, to provide social support to others, to ask for help when needed and to develop and sustain loving relationships.

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.

When issues are complex, better solutions are needed, commitment is needed, and time is available, the ________ conflict handling style is appropriate.

Integrating

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.

Herzberg's motivator-hygiene

Job Enrichment is based on the ______ theory of job satisfaction A. Herzberg's motivator-hygiene B. Acquired needs C. Equity D. Expectancy E. Self-determination

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

Informational support

John received a poor performance evaluation from his boss. On the weekend, he talks with his neighbor Faisal about his situation. Faisal asks him questions about his work and the evaluation, and as a result John develops a plan of action for improving his productivity. Faisal has provided: A. Instrumental support B. Informational support C. Esteem support D. Achievement support E. Social companionship

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

_______ leadership is an example of passive leadership.

Laissez-Faire

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

Which of the following is not an outcome likely to result from positive emotions?

Loss of focus

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.

Objective

Melissa's manager set a goal that she should be able to produce 16 widgets per hour. This is a(n) _______ goal. A. Behavioral B. Objective C. Task D. Project E. Procedural

_____ is a key input to positivity from person factors.

Mindfulness

Santiago needs to study for an upcoming test in his business law course. His roommate is driving him crazy by singing and whistling. Santiago heads for the library and finds a quiet room in the back so he can study more effectively. Santiago is increasing his

Mindfulness 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.

________ 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.

Which of the following interpersonal traits has research shown to have a negative relationship with leadership effectiveness?

Narcissism

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).

In what stage of the group development process are group standards developed?

Norming

Flourish

Occurs with achievement is pursued for its own sake

______ programs help employees to integrate, assimilate, and transition to new jobs.

Onboarding

Positive deviance

One characteristic that would describe an organization with positive OB is: A. Single-minded focus on winning B. Pursuing wealth C. Positive deviance D. Secrecy E. Figuring out how to beat the competition

________ is solving problems by producing the best possible solution.

Optimizing

Which of the following types of performance is characterized by assisting coworkers, having a positive attitude, and representing the company in a positive way outside of work?

Organizational Citizenship behaviors

________ is the extent to which an individual identifies with an organization and commits to its goals.

Organizational Commitment

_______ identifies a job in relation to other parts of an organization.

Organizational position identifies a job in relation to other parts of an organization.

Which of the following statements about conflict is true?

Organizations can suffer from too little conflict.

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

Stockbrokers often believe that their own expertise will enable them to select stocks that will outperform the market average. This belief best illustrates:

Overconfidence

The organization was unintentionally rewarding counterproductive behavior

Papa Bill's, a local pizza chain, instituted a new compensation policy to increase the on-time delivery of its pizzas. Drivers were paid an extra $1.00 for each on-time delivery, payable on the next pay period. However, a review of the policy showed that traffic tickets for reckless driving among delivery drivers had increased by 50% since the new policy was introduced. Which of the following best explains why this reward system did not perform as expected? A. The organization was unintentionally rewarding counterproductive behavior B. Employees viewed the $1.00 incentive as an entitlement C. The delay was too long between the performance and the reward D. The organization placed too much emphasis on monetary rewards E. The reward lacked an "appreciation effect"

Has more education and experience

Pat and Chris are both computer programmers, but Pat earns more money than Chris. However, Chris perceives an equitable relationship because pat: A. Has more education and experience B. Takes longer breaks C. Works as hard as Chris D. Works less than Chris E. Needs the money more than Chris

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.

Which of the following contributes least to employee engagement in North America?

Pay

High in personal power

People who want to control others and often manipulate people for their own gratification are described as: A. High in personal power B. High in institutional power C. High in need for affiliation D. High in need for achievement E. High in Theory X

The ratio of my output to my input, compared to another's total output to input

Perceptions of equity are based on comparing: A. My total input to another's total input B. My total output to another's total output C. My total input to another's total output D. My total output to another's total input E. The ratio of my output to my input, compared to another's total output to input

Jack set himself a goal of shooting a 79 or better on his local golf course before the end of spring. This is a ________ goal.

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.

Kerry's manager asks her to head up a team reviewing office protocols. Kerry is in a great mood, having received a substantial bonus last week. This indicates that _____ experiences lead us to be more responsive to positive information.

Positive

Mickey is a successful salesman at AHR Corp. In addition to his normal duties, Mickey has created a best practices manual for new salespeople to help ensure their success. This is an example of:

Positive deviance

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.

Distributive

Professor Jones learns that faculty members in another college with the same degree, years of teaching experience, and publication record are making significantly more money than he is. He considers this unfair. Which aspect of justice is he reacting to? A. Institutional B. Organizational C. Distributive D. Procedural E. Interactional

When a receiver expresses a reaction to the sender's message, he or she is

Providing feedback

Donna works as a project manager for a major consumer products firm. She works with beliefs, perceptions, and informal obligations about what she is entitled to receive in return for what she provides to the organization. Janice's beliefs represent a(n)

Psychological Contract

Jay works for ABC Corporation. He feels quite comfortable expressing his opinions about a wide variety of issues facing the company without fear of reprisal. This reflects ABC's:

Psychological Safety

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

Self-managed team

Sarah and Bill were recently hired at the local manufacturing plant. Before being hired, they were interviewed by the team members with whom they were going to work. The team contained members from various areas of the manufacturing process. As part of the training process, Sarah and Bill met the other team members a number of times, and learned how to perform several administrative tasks, including scheduling work assignments for the team. Sarah and Bill's new team is an example of a ____? A. Project team B. Advice team C. Virtual team D. Self-managed team E. Centralized team

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

Which of the following employment selection decisions best characterizes affirmative action?

Selection of Equal Candidates

Which of the following refers to your confidence in your ability to performance a specific task?

Self-Efficacy

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.

Sierra receives a compliment on her class presentation and attributes her success to his diligent preparation. Antwan received a poor grade and blames it on his adding the class late and missing a few early classes. These are examples of:

Self-serving bias

What are sheep?

Sheep are followers who do not think independently or critically and are passive in their behavior

Which of the following rater errors is made when people give higher evaluation to individuals who they consider akin to themselves?

Similar-to-me

When some group members try to avoid responsibility and allow others to do the work of the group, they are displaying:

Social Loafing

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

Flow

State of being completely involved in an activity for its own sake

Joyce finds that the members of the project team to which she has been promoted are all middle-aged men. Joyce wonders if she, a young new graduate from a local university, will be taken seriously. Joyce is likely to be reacting to a

Stereotype

A negative reinforcer tends to _____________ the behavior it follows.

Strengthen

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.

In 360-degree feedback, individuals compare perceptions of their own performance with information from their manager, subordinates, and peers.

TRUE

Research has found that some aspects of an individual's disposition are significantly associated with some aspects of job satisfaction, such as having autonomy or receipt of rewards.

TRUE

With self-serving bias, employees attribute their success to internal factors and their failures to external factors.

TRUE

What kind of goal is best for jobs that are dynamic, but in which nearer-term activities and milestones can be defined?

Task

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.

Virtual teams

Teams that work together over time and distance via electronic media to combine efforts and achieve common goals are called: A. Internet teams B. Intranet teams C. Virtual teams D. Cross-functional teams E. Self-managing team

Openness, emotional stability

Teams with high levels of ____ and _____ deal with task conflict better than those without these characteristics A. Extraversion, need for power B. Need for power, agreeableness C. Openness, emotional stability D. Need for affiliation, openness E. Need for achievement, extraversion

In a study of executives from 300 companies, the most desirable soft skill named was

Teamwork

Hygiene factors

Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, these extrinsic factors that create job dissatisfaction are called: A. Motivators B. Hygiene factors C. Affiliation factors D. Wellness factors E. Achievement factors

What is the Tertiary prevention?

Tertiary prevention is intended to heal individual or organizational symptoms of distress and strain

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

Social Support

The amount of perceived helpfulness derived from our relationships with others is known as: A. Flow B. Social Support C. Meaningfulness D. Virtuousness E. Flourishing

What is the authority compliance manager?

The authority-compliance manager has great concern for production and little concern for people

Flow

The concept of ____ is defined as a state of being completely involved in an activity for its own sake A. Virtuousness B. Flow C. Well-being D. Achievement E. Flourishing

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.

Engagement

The extent to which you are physically, cognitively, and emotionally involved with an activity, task, or project

Defining performance

The first step in effective performance management is: A. Providing consequences B. Reviewing performance C. Defining performance D. Evaluating performance E. Monitoring performance

Increase intrinsic motivation in jobs

The goal of the job characteristics model is to: A. Apply scientific methods to job design B. Increase intrinsic motivation in jobs C. Increase extrinsic motivation in jobs D. Guide the goal-setting process E. Guide managers in applying job swapping techniques

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.

Behavioral

The manager of the Conquest Casino notices that the security employees at the casino are treating customers impersonally. He sets a goal that they should make better eye contact and treat customers in a friendlier manner. This is a ____ goal. A. Behavioral B. Objective C. Task D. Project E. Procedural

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

willpower

The need to have a goal and the determination to achieve it

Esteem

The needs for self-confidence and strength is part of the need for: A. Love B. Esteem C. Self-actualization D. Safety E. Physiological

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.

Positive reinforcement

The process of strengthening a behavior by contingently presenting something pleasing is known as: A.Positive reinforcement B. Negative reinforcement C. Extinction D. Punishment E. Respondent behavior

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.

Objective

The sales department of a mutual fund firm set goals for the next fiscal year to sell a certain number of mutual funds each month. The firm only set targets and not anything about how they will meet this target. These goals are ________ goals. A. Behavioral B. Objective C. Task D. Project E. Procedural

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.

Forming > storming > norming > performing >adjourning

The stages of group development process, in order, are:

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

What are the 3 dimensions of the LPC?

The three dimensions of the leaders' situations are task structure, position power, and leader-member relations.

Restorative justice, compassion, and temperance

The three global values that are essential for promoting positive OB are: A. Hope, optimism, and resilience B. Restorative justice, compassion, and temperance C. Positive emotions, engagement, and meaning D. Flourishing, motivation, and satisfaction E. Social support, information support, and instrumental support

Performance and learning

The two basic types of goals are: A. Learning and behavioral B. Behavioral and performance C. Performance and objective D. Project and objective E. Performance and learning

Task

The type of goals that are best for jobs that are dynamic but in which nearer-term activities and milestones can be defined, are: A. Behavioral B. Objective C. Task D. Learning E. Reinforcement

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.

Evaluate employees against a predetermined standard

To minimize contrast effects bias, a manager should: A. Record examples of positive and negative performance throughout the year B. Be fair and realistic in evaluations C. Define an accurate profile with both high and low points D. Evaluate employees against a predetermined standard E. Provide only negative feedback

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

Communication competence is a performance-based index of an individual's abilities to effectively use communication behaviors in a given context.

True

Effective leadership is influenced not only by leadership behavior, but also task-oriented traits and interpersonal attributes.

True

Functional conflict is also known as constructive or cooperative conflict.

True

Interactional justice refers to an individual's perception of the degree to which she/he is treated with dignity, concern, and respect.

True

Intuitive processes are influenced by both expertise and feelings.

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

Recent research has shown that employees' use of social media is related to increased job satisfaction, performance, and retention.

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

Self-reliant individuals tend to be better at transformational coping.

True

TRUE OR FALSE Employee assistance programs have been designed in part to provide help to employees in coping with nonwork demands.

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

The two components of hope are willpower and waypower.

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.

Pride is a positive emotion. However, unchecked pride is hubris, which is not positive.

True Table 7.2 lists the 10 most common positive emotions as joy, gratitude, serenity, interest, hope, pride, amusement, inspiration, awe, and love. Pride is when you're "to blame" for something good, something for which you can take credit, or when you recognize that you made a positive difference to someone else. (However, unchecked pride is hubris.)

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.

Respondent behavior

Unlearned reflexes are: A. Operant behavior B. Consequential behavior C. Reward behavior D. Respondent behavior E. Contingent behavior

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

______ are abstract ideals that guide one's thinking and behavior across all situations.

Values

Which of the following people developed the idea of the stress response?

Walter B. Cannon

What is the primary cost of using 'silence' as a method of managing conflict?

We give our unspoken approval

Which of the following is a potential disadvantage associated with the use of representativeness heuristics?

We ignore relevant information

We have the cognitive capacity to process words at a much higher rate than people speak. Which of the following can result from this?

We miss or lose some of what we hear

Which of the following is defined by levels of positive emotions, work engagement, relationships, means, and achievement?

Well-being

To both progress toward goal achievement and the ultimate level of goal achievement

When monitoring performance, a manager should pay attention: A. To both progress toward goal achievement and the ultimate level of goal achievement B. Only to progress toward goal achievement C. Only to ultimate goal achievement D. Primarily to subordinates' reactions to the goal E. Primarily to the "bottom line"

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.

Keep your goals to yourself

Which of the following is not a tip for increasing goal commitment and success? A. Reward yourself for progress, not just for ultimate goal achievement B. Break large goals down into sub-goals C. Keep your goals to yourself D. Write goals down E. List the benefits of achieving the goal

Increase group size

Which of the following is not a way to reduce social loafing? A. Increase group size B. Assure equity of effort among group members C. Hold individuals accountable D. Use hybrid rewards E. Hold both individuals and the group accountable

Competitiveness

Which of the following is not one of the competencies (Cs) of effective teams? A. Charters and strategies B. Capacity C. Composition D. Competitiveness E. All of the above are competencies of effective teams

Provide feedback about an aspect of a job that is beyond the individual's control

Which of the following is not something a manager should do when giving feedback? A. Provide feedback as soon as possible B. Provide feedback about an aspect of a job that is beyond the individual's control C. Be honest D. Keep feedback relevant by relating it to existing goals E. Provide specific, descriptive feedback

People who do not conform to group roles are given high status by the group

Which of the following statements about groups is not true? A. People often play multiple roles in their lives B. Individuals frequently play more than one role in a group C. People who do not conform to group roles are given high status by the group D. Both tasks and maintenance roles are important to group effectiveness E. Leaders can help groups function effectively by stepping in to perform roles the group has not undertaken on its own.

Employees level of flourishing is related to organizational outcomes such as productivity and financial performance

Which of the following statements is true? A. PERMA elements are positively related to good health, but are not related to work-related outcomes such as organizational commitment and career satisfaction B. Well-being is a single, unique concept that is related to happiness C. Employees level of flourishing is related to organizational outcomes such as productivity and financial performance D. Positive emotions "happen to people;" they cannot be pursued proactively E. PERMA should be pursued as a means to obtain a better career

More conformity to others' opinions

Which one of the following is not likely to result from positive emotion: A. Stronger social relationships B. Lower Stress C. Psychological well-being D. More conformity to others' opinions E. Fewer colds

Ellen and George work for the same company. Ellen, a Gen Xer, really appreciates the flextime opportunities, while George, a baby boomer, takes advantage of the free computer training offered at the company. These policies are examples of

Work-life balance

What are yes people?

Yes people are followers who do not think independently or critically, yet are very active in their behavior

Attentional hyperactivity

____ happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing A. Mindlessness B. Attentional hyperactivity C. Positive deviance D. PsyCap E. Negative emotions

Virtuousness

____ represents what individuals and organizations aspire to be when they are at their very best. A. Virtuousness B. PsyCap C. Positive OB D. Well-being E. PERMA

Formal; informal

_____ groups are assigned by organizations or managers, while _____ groups form when members purpose of getting together is friendship or a common interest. A. Organizational; individual B. Departmental; divisional C. Formal; informal D. Focus; interest E. Task; maintenance

Job crafting

_______ is defined as the physical and cognitive changes individuals make in the task or relational boundaries of their work. A. Job swapping B. Job crafting C. Job design D. Job enrichment E. Job enlargement

Content

_______ theory(-ies) of motivation revolve(-s) around the idea that employees' needs influence their motivation A. Content B. Process C. Extrinsic D. Equity E. Expectancy

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

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

flow of positive influence

amplifying effect = positive practices amplify positive outcomes because they're associated with positive emotions and social capital (prosocial behaviors = positive acts performed without expecting anything in return) buffering effect = positive practices buffer or reduce impact of negative effects/stressors positivity effect = attraction of all living systems to positive energy (and life) and away from negative energy (and death)

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

Communication competence is

an individual's ability to effectively use communication behaviors in a given context

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

When in class boredom, a cold, or conflicting priorities can lead to

attentional deficit

inhibitors to mindfulness

attentional deficit = inability to focus vividly on an object attentional hyperactivity = minds racing/wandering, resulting in compulsive daydreaming/fantasizing

According to blake and Moutons leadership grid, an impoverished manager is one who

avoids taking sides and stays out of conflicts

mindfulness

awareness that emerges through paying attention on purpose to the unfolding of experience moment by moment; the extent to which we are aware and attentive Improves interpersonal communications because it keeps us focused on others we're involved with.

tension-reduction process

behave to reduce tension created by dissatisfied need

Personal attitudes affect _______ via ______.

behavior; intentions

Which of the following types of performance measurement is more reliable, valid, and provides more useful feedback to employees?

behaviorally anchored rating scales

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

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

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

Well-being

combined impact of five elements -- positive emotions, engagement, relationships, meaning, and achievement (PERMA)

well-being

combined impact of five elements: positive emotions, engagement, relationships, meaning, and achievement (PERMA)

Norman is elected president of the debate club. He is known as a team player. That means that Norman is

committed, collaborative, and competent

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

Which of the following situations is most likely to result in conflict?

competition for limited resources

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.

Which of the following is an individual function of a group?

coordinate interdepartmental efforts

conscious capitalism

corporate social responsibility: 1) higher purpose (beyond max profit) 2) stakeholder interdependence 3) conscious leadership 4) conscious culture

The mechanistic approach results in...

decreased training time and less likelihood of errors, as well as lower job satisfaction and lower motivation.

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."

organizational climate

employees' perceptions of organizational policies, practices, procedures, and routines (formal and informal)

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.

Healthy or normal stress is known as:

eustress

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

flourishing

extent to which our lives contain PERMA

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

TRUE OR FALSE In a POB scenario, an organization measures its success by its accumulation of wealth.

false

Rebecca e-mailed a wedding invitation to her cousin Shawn. A few days later, she got a reply saying that he can't make it to the wedding because he will not be able to get any vacation. In the communication process, Shawn's reply is an example of

feedback

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

flexitime

flexible work hours

A state of _____ exists when employees are physically, cognitively, and emotionally engaged in an activity or project.

flow

components of virtuous leadership

focused on greater good promote trust have integrity forgiveness

A positive consequence of organizational distress may take the form of:

functional turnover

Nicole is a manager at a fast food restaurant. She is under a lot of pressure from headquarters to increase her monthly profits. Nicole isn't sure what the solution is for her financial dilemma. She decides to use the rational decision-making model to determine the best path for a solution. The problem has already been defined by headquarters. Now Nicole has to

generate alternative solutions

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

Group polarization research suggests that:

group members will ignore or minimize evidence that challenges positions they already hold

Attentional hyperactivity

happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing.

A personality that tends to be resistant to distress is:

hardy

Roger, a manager, knows that one of his employees values conformity and tradition. Roger should assign the employee to a job that includes-

high respect, commitment, and acceptance

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 key inhibitors of mindfulness are attentional ___ and ___ deficit

hyperactivity; attentional

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

The Yerkes-Dodson law suggests that:

in the midrange of the stress-performance curve, performance tends to be greatest

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

benefits of mindfulness

increased physical, mental, and interpersonal effectiveness more effective communications more balanced emotions personal effectiveness

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

When a leader is resolving disputes and facilitating communication among subordinates, he or she is engaging in ________ behaviors.

interaction-facilitation

Self-reliance is a healthy, secure, _____ pattern of behavior.

interdependent

Paying focus attention to what a co-worker is saying is an example of how mindfulness improves ___ ___

interpersonal communications

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.

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."

Learned optimism is:

is non-negative thinking

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

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.

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

Multitaskers end up switching tasks hundreds of times a day. This makes them ______ in their work environment.

less efficient

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.

Managers can improve employee satisfaction with the feedback process by:

letting the employee voice his/her opinion and discuss performance goals.

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

what kind of individual will stay with a task long enough to achieve their goal?

motivated

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

Which of the following is NOT a mind-body change associated with stress?

normal physical fatigue

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.

Formal groups perform two basic functions: __________ and __________.

organizational; individual

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.

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

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

A very cohesive sales team that achieved much higher sales that expected in a much shorter time period would be an example of :

positive deviance

positive emotions

positive emotions help you build social, psychological, and physical resources that support your efforts and performance upward spirals of positivity = your positive behaviors, feelings, and attitudes feed your own and those of others in a continual, reinforcing process

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

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' *POB focuses on exceptionally positive inputs, processes, and outcomes at all levels in the Integrative Framework. Above and beyond expectations, more than just making the grade. AKA positive deviance

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.

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

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

Leader-member exchange theory focuses on the leader's

relationships with followers

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

Virtuousness

represents "what individuals and organizations aspire to be when they are at their very best."

Psychological capital

represents a set of personal characteristics that help us to flourish and resilient in the face of adversity or challenging obstacles.

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.

Mindfulness DOES NOT

require less effort than letting our minds wander

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

The three global values that are essential for promoting positive OB are

restorative justice, compassion, and temperance.

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.

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

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

________ 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

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

One of the benefits of using intuition to make decisions is that it can

speed up the decision-making process.

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

mindlesness

state of reduced attention; behavior that is rigid or thoughtless

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 OB (POB)

study and application of positive HR strengths and psychological capacities that can be managed for performance improvement in workplace

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 or positive relationships

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

Role ambiguity is:

the confusion one experiences related to the expectations of others

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

Increasing your level of mindfulness is likely to positively impact:

the processes shown in the Integrative Framework, which in turn should foster positive outcomes across the individual, group/team, and organizational levels.

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

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.

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 PsyCap have high levels of Hope, Efficacy, Resilience, and Optimism (HERO) hope = Persevering toward goals, determination to achieve it, and redirecting paths to goals (hope) in order to succeed. efficacy = Having confidence (efficacy) to take on and put in the necessary effort to succeed in challenging tasks. resilience = When beset by problems and adversity, sustaining and bouncing back and even beyond (resilience) to attain success optimism = Making a positive attribution (optimism) about succeeding now and in the future. Ralistic and flexible.

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)

TRUE OR FALSE Attentional deficit can result from lack of sleep, conflicting priorities, or counterfactual thinking.

true

TRUE OR FALSE People with high levels of positive psychological capital have high levels of hope, efficacy, resilience, and optimism.

true

TRUE OR FALSE 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

Inspire attempts at positivity can erode ___ as it undermines your credibility.

trust

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

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 or Virtuous Leadership

what individuals and organizations aspire to be when they are at their very best

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).