Chapter 3

A(n) _____ value is a personal conviction about lifelong goals or objectives. A. terminal B. instrumental C. extrinsic D. nominal E. corporate

A. terminal

Which of the following is true of moods and emotions? A. Moods last longer than emotions. B. Emotions last longer than moods. C. Changes in mood do not affect judgment. D. Changes in emotion do not affect judgment. E. Moods and emotions do not influence each other.

A. Moods last longer than emotions.

____ reflects the distinctive ways in which organizational members perform their jobs and relate to others inside and outside the organization. A. Organizational culture B. Emotional intelligence C. Organizational control D. Negative affectivity E. Conscientiousness

A. Organizational culture

Which of the following rites internalizes the norms and values of an organization within an employee? A. Rites of passage B. Rites of integration C. Rites of inclusion D. Rites of acceptance E. Rites of enhancement

A. Rites of passage

_____ is an example of an instrumental value. A. Self-discipline B. Security C. Prosperity D. Equality E. Inner-harmony

A. Self-discipline

_____ values help explain what managers are striving to achieve in their organizations and what they will focus their efforts on. A. Terminal B. Nominal C. Strategic D. Instrumental E. Extrinsic

A. Terminal

Which of the following is true of value systems? A. They are the terminal and instrumental values that are guiding principles in an individual's life. B. They are reward systems that encourage valued employees to set high standards for themselves. C. They highlight valuable contributions employees have made toward organizations in the past. D. They are the rules valued by organizations by which employees are expected to abide. E. They are the personality traits of employees valued by organizations

A. They are the terminal and instrumental values that are guiding principles in an individual's life.

People with an external locus of control _____. A. believe that outside forces are responsible for what happens to and around them B. believe that their actions always make a difference C. believe that they themselves are responsible for the events in their life D. tend to solve problems easily E. tend to be highly ethical and extremely helpful

A. believe that outside forces are responsible for what happens to and around them

Tony is a manager with the ability to understand and gauge the moods and feelings of his employees with little difficulty. Tony displays high _____. A. emotional intelligence B. negative affectivity C. organizational socialization D. introversion E. organizational integration

A. emotional intelligence

Glenn is an effective and efficient manager. He, however, tends to be pessimistic and avoids social interactions. This implies that Glenn is low in _____. A. extraversion B. negative affectivity C. organizational commitment D. introversion E. conscientiousness

A. extraversion

A manager who is organized and self-disciplined is _____. A. high on conscientiousness B. low on competence C. low on perseverance D. high on negligence E. low on determination

A. high on conscientiousness

Emily is seldom in a bad mood and is always optimistic about herself and others. It can be said that Emily is low on _____. A. negative affectivity B. agreeableness C. affiliation D. positive affectivity E. extraversion

A. negative affectivity

The U.S. Army develops socialization programs to determine how individuals enter, advance within, and leave the organization. This is a rite of _____. A. passage B. integration C. celebration D. ceremony E. enhancement

A. passage

Organizational commitment can be defined as _____. A. the collection of feelings and beliefs that managers have about their organization as a whole B. the process by which individuals internalize the values and expectations of an organization C. the training received by newcomers which teaches them the norms of the organization D. the collection of terminal and instrumental values that are held by an organization E. the rites of passage that determine how individuals enter, advance within, and leave organizations

A. the collection of feelings and beliefs that managers have about their organization as a whole

_____ are intense and relatively short-lived feelings. A. Moods B. Emotions C. Attitudes D. Norms E. Values

B. Emotions

Which of the following is true of organizational commitment? A. It is the process by which individuals enter, advance within, and leave organizations. B. It helps managers perform their figurehead and spokesperson roles. C. It is of the same intensity across all countries and is unaffected by sociocultural factors. D. It is the process by which newcomers internalize an organization's values and norms. E. It contributes little toward the formation of a strong organizational culture.

B. It helps managers perform their figurehead and spokesperson roles.

Which of the following statements demonstrates that Amanda, the general manager of Waterworks Ltd., has high emotional intelligence? A. She has trouble handling her own moods satisfactorily. B. She is able to interpret the moods of her employees with no difficulty. C. She cannot identify or manage the moods of her employees. D. Her emotions often interfere with her decision making. E. She cannot understand the frustrations and challenges her employees sometimes face.

B. She is able to interpret the moods of her employees with no difficulty.

____ values signify what an organization and its employees are trying to accomplish. A. Instrumental B. Terminal C. Intrinsic D. Nominal E. Extrinsic

B. Terminal

Which of the following is true of managers who are high on extraversion? A. They have a less optimistic outlook on life. B. They tend to feel good about themselves and other people. C. They are socially inept and avoid interacting with other people. D. They are ineffective in situations which call for high levels of social interaction E. They tend to be less outgoing and friendly than other people.

B. They tend to feel good about themselves and other people.

The model developed to explain the role that founders' personal characteristics play in determining organizational culture is known as the _____ framework. A. avoidance-selection-attribution B. attraction-selection-attrition C. aptitude-strategy-attitude D. ability-skills-attitude E. attitude-socialization-assimilation

B. attraction-selection-attrition

An organization which considers and analyzes the ideas and suggestions of all employees regardless of their hierarchical position has a(n) _____ culture. A. vertical B. innovative C. conservative D. traditional E. regressive

B. innovative

Rites of _____, such as shared announcements of organizational successes, office parties, and company cookouts, build and reinforce common bonds among organizational members. A. passage B. integration C. advancement D. enhancement E. acceptance

B. integration

People who tend to be sociable, outgoing, and friendly are low in _____. A. extraversion B. introversion C. openness to experience D. affiliation E. agreeableness

B. introversion

When people belong to the same organization, they tend to share certain beliefs and values that lead them to act in similar ways. This is known as _____. A. organizational socialization B. organizational culture C. emotional intelligence D. conscientiousness E. emotional integration

B. organizational culture

The collection of feelings and beliefs that managers have about their current jobs is known as job _____. A. affiliation B. satisfaction C. agreeability D. acceptance E. evaluation

B. satisfaction

Organizational _____ is the process by which newcomers internalize an organization's values and norms and behave in accordance with them. A. commitment B. socialization C. attribution D. extrication E. enhancement

B. socialization

According to McClelland, the extent to which people have strong desires to perform challenging tasks and to meet personal standards of excellence is known as _____. A. the need for affiliation B. the need for achievement C. the need for power D. the need for acceptance E. the need for solidarity

B. the need for achievement

Which of the following is a terminal value? A. Ambition B. Honesty C. Freedom D. Courage E. Responsibility

C. Freedom

Which of the following statements demonstrates that Jonathan, the general manager of Dawson and Co., has low emotional intelligence? A. He has no trouble handling his own moods. B. He is able to understand the challenges and frustrations faced by his employees. C. He cannot identify or interpret the moods of his employees. D. His emotions seldom interfere with his decision making. E. His ability to empathize with his employees creates strong interpersonal ties.

C. He cannot identify or interpret the moods of his employees.

Which of the following employees exhibits organizational citizenship behavior? A. Gary: An efficient manager who doesn't work beyond the minimum hours stipulated by his company B. Morgan: An efficient manager who, as a matter of principle, never consents to work on weekends C. Kelly: A hardworking employee who is willing to work overtime for her company if a project necessitates it D. Sam: An astute employee who is always on the lookout for better jobs E. Vivian: An agreeable manager with a high need for affiliation and a low need for achievement

C. Kelly: A hardworking employee who is willing to work overtime for her company if a project necessitates it

_____ is the tendency to be highly critical of oneself and of others. A. Agreeableness B. Extraversion C. Negative affectivity D. Affiliation E. Openness to experience

C. Negative affectivity

Donna is an efficient manager who is on very good terms with her employees. She is known for taking risks and being innovative in her planning and decision making. Which of the following statements is true about her? A. She is high on introversion. B. She is low on agreeableness. C. She is high on openness to experience. D. She is low on positive affectivity. E. She is low on conscientiousness.

C. She is high on openness to experience.

Which of the following is true of people with high self-esteem? A. They are frequently unsure of themselves. B. They are insecure and often feel incompetent. C. They believe that they are capable of handling most situations D. They are timid and are afraid to take on new tasks. E. They have low confidence in their abilities and understanding.

C. They believe that they are capable of handling most situations

Which of the following is true of managers in conservative cultures? A. They lead by example, encouraging their employees to take risks. B. They are likely to try to create a flat, organic structure. C. They constantly monitor the progress of their employees. D. They are flexible and encourage creativity. E. They decentralize authority so that employees can work together easily.

C. They constantly monitor the progress of their employees.

Which of the following is true of managers in innovative cultures? A. They establish clear reporting relationships with their employees. B. They constantly monitor the progress of their employees. C. They encourage their employees to take risks and experiment. D. They emphasize formal top-down planning. E. They develop a clear set of rules by which employees are expected to work.

C. They encourage their employees to take risks and experiment.

In what way do moods differ from emotions? A. Unlike emotions, moods are extremely intense and are directly linked to a cause. B. Unlike emotions, moods do not affect ethical decision making. C. Unlike moods, emotions are relatively short-lived. D. Unlike moods, emotions never linger after being dealt with. E. Unlike moods, emotions can result in increased creativity whether positive or negative.

C. Unlike moods, emotions are relatively short-lived.

People who are high on negative affectivity are especially likely to experience _____. A. enthusiasm B. elation C. distress D. satisfaction E. contentment

C. distress

In a(n) _____ culture, managers are likely to lead by example, encouraging employees to take risks and experiment. A. formal B. vertical C. innovative D. hierarchical E. conservative

C. innovative

According to McClelland, the extent to which a person has a strong desire to control and to influence others is known as _____. A. the need for affiliation B. the need for agreeableness C. the need for power D. the need for conscientiousness E. the need for achievement

C. the need for power

The attraction-selection-attrition framework suggests that the founders of organizations tend to be attracted to and select employees _____. A. with similar educational qualifications B. with diverse interests and skills C. whose personalities are similar to theirs D. whose need for power is high E. whose need for achievement is low

C. whose personalities are similar to theirs

Which of the following is true of emotions? A. Emotions have no effect on moods. B. Emotions persist over long periods of time. C. Emotions that have been dealt with never linger. D. Emotions play important roles in ethical decision making. E. Emotions do not impact judgment.

D. Emotions play important roles in ethical decision making.

Jim has been employed at Fortis Services for nearly 15 years. Which of the following statements, if true, would imply that Jim is low on openness to experience? A. Jim is known for being unconventional and daring in his business plans. B. Jim is never conservative in his decision-making approaches. C. Jim often comes up with and implements radical ideas. D. Jim is not open to a wide range of stimuli. E. Jim does not have narrow, conservative interests.

D. Jim is not open to a wide range of stimuli.

Mario is the product manager of Lampshades Ltd. Which of the following, if true, supports the statement that he is sociable, affectionate, outgoing, and friendly? A. Mario is low on conscientiousness. B. Mario is low on openness to experience. C. Mario is high on introversion. D. Mario is high on extraversion. E. Mario is low on agreeableness.

D. Mario is high on extraversion.

Which of the following is an instrumental value? A. Contentedness B. Salvation C. Social recognition D. Responsibility E. Freedom

D. Responsibility

Which of the following is true of norms? A. They are standards for personal excellence set by people with a high need for achievement. B. They are formalized codes of conduct that govern the behavior of employees in corporate organizations. C. They are ever-changing rules that govern the daily activities of organizations. D. They are unwritten codes of conduct considered important by most members of a group. E. They are laws set down by the government that affect the way non-governmental organizations function.

D. They are unwritten codes of conduct considered important by most members of a group.

Which of the following is true of people who are high on negative affectivity? A. They experience positive moods frequently. B. They are very optimistic and friendly. C. They are incapable of feeling happy. D. They experience negative moods frequently. E. They are incapable of being pessimistic.

D. They experience negative moods frequently.

Which of the following is true of managers who are low on extraversion? A. They tend to experience positive moods and emotions frequently. B. They are friendly, affectionate and highly social. C. They are highly ineffective and inefficient in jobs that require little social interaction. D. They view the world and their life with little optimism. E. They always feel good about themselves and other people.

D. They view the world and their life with little optimism.

People with an internal locus of control _____. A. believe that outside forces are responsible for events in their life B. do not make attempts to solve problems or change situations C. tend to be highly unethical and unhelpful D. believe that they are responsible for their own fate E. believe that their actions make no difference to the events around them

D. believe that they are responsible for their own fate

Rites of _____ motivate commitment to the norms and values of the organization by publicly recognizing and rewarding employee contributions. A. passage B. integration C. celebration D. enhancement E. ceremony

D. enhancement

People who are high on extraversion are especially likely to experience _____. A. fear B. hostility C. distress D. enthusiasm E. nervousness

D. enthusiasm

Kenneth, the CEO of Dewberry Inc., is very particular about establishing and maintaining good interpersonal relations with his employees. He also has high standards for personal excellence and works hard to accomplish his goals. According to McClelland, this indicates that Kenneth has a _____. A. high need for power and low need for affiliation B. high need for control and low need for affiliation C. high need for power and low need for achievement D. high need for affiliation and high need for achievement E. low need for power and low need for achievement

D. high need for affiliation and high need for achievement

_____ helps managers maintain their enthusiasm and confidence and energize subordinates to help the organization attain its goals. A. Negative affectivity B. Introversion C. An external locus of control D. A high need for power E. Emotional intelligence

E. Emotional intelligence

Sandra, an employee of SilverStone Inc., is extremely ambitious and insists on working on important projects by herself. According to McClelland, she has a high need for _____. A. affiliation B. power C. agreeableness D. socialization E. achievement

E. achievement

Managers in a(n) _____ culture are likely to establish clear reporting relationships so employees know exactly whom to report to and how to react to any problems that arise. A. informal B. horizontal C. innovative D. decentralized E. conservative

E. conservative

Awards dinners, newspaper releases, and employee promotions that let organizations publicly recognize employees' contributions are examples of rites of _____. A. passage B. integration C. initiation D. affiliation E. enhancement

E. enhancement

A(n) _____ value is a personal conviction about desired modes of conduct or ways of behaving. A. terminal B. strategic C. nominal D. extrinsic E. instrumental

E. instrumental

According to McClelland, the extent to which a person is concerned with being liked and having others get along well with one another is called _____. A. the need for power B. the need for control C. the need for independence D. the need for achievement E. the need for affiliation

E. the need for affiliation