Organizational Theory Ch. 8
T/F: Some researchers believe that the unhealthier the organization, the higher the proportion of bullied versus nonbullied employees.
T
If an employer offered a promotion in exchange for a sexual favor it would be considered ________harassment. A. Quid pro quo B. Physiological C. Hostile work environment D. Psychological
A
In which of the following work settings or activities is one the least likely to be a victim of work place violence? A. Fire fighting B. Exchanging money C. Making deliveries D. Working late nights
A
_______________ at work is the effort of an individual to inflict harm on others with whom the person works, or has worked, or on the organization itself. A. Sabotage B. Aggression C. Harassment D. Assault
B
Workplace relationships can have a host of negative ramifications, including: A. Gossip B. Decreased productivity C. Accusations of favoritism D. All of the choices are correct.
D
From a legal perspective, which of the following is not one of the types of sexual harassment? A. Quid pro quo B. Physiological C. Hostile work environment D. Psychological
B
Pryor and Stoller found that men who scored high on a characteristic designated "likelihood to sexually harass" were more likely to display all of the following behavior except: A. They hold adversarial sexual beliefs B. They are aggressive in their business dealings C. They have difficulty understanding others' perspectives D. The endorse traditional male sex stereotypes
B
________________is defined as the behavior exhibited by an individual or group that is purposeful (intentional) and can be harmful to the person and others, as well as financially and socially costly. A. Incidental misbehavior B. The intention to misbehave C. Negative behavior D. Bad citizenship
B
The most efficient misbehavior intervention point is _______________. A. when the misbehavior is first noticed B. after a warning has been issued C. during the preemployment phase D. during performance evaluation cycles
C
This type of sexual harassment occurs when sex-related behavior interferes with an employee's work performance or creates an intimidating, hostile, or offensive working environment. A. Quid pro quo B. Physiological C. Hostile work environment D. Psychological
C
Within the "Model of Misbehavior" presented in the text, the intention of an intervention at C (mediators to outcomes) shifts from prevention to _______________. A. analysis B. prediction C. deterrence D. compliance
C
Workplace violence accounts for about _______________ of the all workplace fatalities in 2010. A. 90 percent B. 75 percent C. 18 percent D. 2 percent
C
_______________ of female employees report that they have been the object of sexually harassing behavior at work. A. Up to 25 percent B. Between 25 and 50 percent C. Over 70 percent D. Over 90 percent
C
A "consensual relationship agreement," also known as a "love contract," typically includes all of the following provisions except: A. The relationship is consensual B. What the dating employees will do if the relationship stops being consensual C. A verification that both employees are aware of the company's policies on sexual harassment D. Acknowledgement that the dating employees know they will be fired if they continue dating
D
According to the U.S. Equal Employment Opportunity Commission, there were ________ charges of sexual harassment filed in 2011. A. less than 1500 B. between 1500 and 2500 C. approximately 9,000 D. more than 11,000
D
The financial cost of the Enron debacle to employees, executives, the surrounding community, and society is estimated to be in the _______________. A. thousands B. hundreds of thousands C. millions D. billions
D
This type of sexual harassment occurs when an employee "feels harassed" regardless of whether or not the sex-related behavior is illegal. A. Quid pro quo B. Physiological C. Hostile work environment D. Psychological
D
T/F: A manager who uses intimidation, threats of firing, and promises of disciplinary action if desired performance is not achieved is displaying incivility.
F
T/F: American employees now put in less time at work than they did 20 years ago.
F
T/F: Multiple tests are now available that can accurately predict future substance abuse.
F
T/F: Researchers have found that overachievers are bullied less often than are average performers.
F
T/F: Stealing is limited to tangible items, such as money and equipment.
F
T/F: The concept of "wages in kind" suggests that the more dissatisfied the employee, the more motivated he or she will be to engage in incivility.
F
T/F: Today's organizations commonly share information about worker aggression.
F
T/F: Women tend to classify a smaller range of behavior as sexually harassing than do men.
F
T/F: Sexual harassment is a form of discrimination, and harassed employees can file claims for battery and defamation.
T
T/F: Demographic data may be the best predictors of violence, but it is prohibited by law from being collected.
T
T/F: Experiencing repeated incidents of rudeness can cause some workers to become physically ill or suffer depression.
T
T/F: One reason that management should be concerned about incivility between colleagues is that can escalate to a more intense form of interaction, such as aggression or violence.
T
T/F: Passive aggression is accomplished through the withholding of something desired.
T
T/F: Researchers have concluded that workers' substance use and abuse has more to do with personal characteristics than with working conditions.
T
T/F: Sabotage is a tangible expression of aggression or violence
T