Exam 2 (CH 4-6), MHR 325: Chapter 4, Chapter 4, Organizational behavior exam 2, OB chapter 4, ch04, chapter 4 review exam 1, Organizational Behavior and Development Final, 5) Emotions, MGMT Quiz 3, MHR Chapter 6, MGT Chapter 6-9 Exam, CH 6, All, MGMT...
What type of mood is grouchy? A. Engaged B. Pleasant C. Deactivated D. Unpleasant E. Intense
D
- physiological - safety - social
Deficiency Needs
Moods can be characterized in two ways: occupancy and engagement.
F
Passive recreation like watching TV would trigger flow states.
F
Research reveals that job satisfaction is correlated strongly with citizenship behavior.
F
States of feeling that are intense, last for a few hours, and are clearly directed at (and caused by) someone or some circumstance are termed moods.
F
T/F: The moderate to strong positive correlations between the five core job characteristics and job satisfaction indicate all employees want more variety and more autonomous and significant jobs.
False
T/F: The value-percept theory utilizes three critical psychological states to measure job satisfaction.
False
According to the value-percept theory, the relation between Dissatisfaction, Value (importance) and Value (want) is given by:
Dissatisfaction = (Vwant - Vhave) x (Vimportance)
Which of the following is a unit-focused compensation plan element?
Gain sharing
What are the two things that moods can be categorized by?
Pleasantness and Activation
_____ occurs as people evaluate the significance and the meaning of the stressors they are confronting.
Primary appraisal
What are the two focus' people have when coping with stressors
Problem focused coping Emotion focused coping
Which type of emotion best explains a distressing condition that has changed for the better?
Relief
_____ refers to the lack of information regarding what needs to be done in a role, as well as unpredictability regarding the consequences of performance in that role.
Role ambiguity
Which of these is a work hindrance stressor?
Role overload
T/F: Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
True
T/F: Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
True
T/F: Service jobs are high in emotional labor.
True
T/F: Some employees do not want frequent promotions because promotions bring more responsibility and increased work hours.
True
T/F: The JDI manual provides national norms for all facets and breaks down those norms according to relevant demographic groups.
True
________ possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. a. Citizens b. Stars c. Lone wolves d. Apathetics e. Dogs
c. Lone wolves
_____ reflects how complicated the information and actions involved in a task are, as well as how much the task changes.
Task complexity
comparison other
The ____________ is the person who seems to provide an intuitive frame of reference for judging equity.
define other awareness
The appraisal or recognition of emotions in others
Values are those things that people consciously or subconsciously want to seek or attain.
T
______ is an important moderator of what individuals consider to be positively or negatively valent.
culture
Regarding bounded rationality define sunk cost fallacy
consider past investments when making future decisions
- variety - identity - significance - autonomy - feedback
five core job characteristics
Research shows that the differences between experts and novices are almost always a function of
learning
failure is not a problem, it's a challenge learning or performance orientation?
learning
interest is in building competence, in learning new material and/or skills willing to take on new tasks learning or performance orientation?
learning
Major types of power can be grouped along two dimensions:
organizational and personal.
behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it
organizational citizenship behavior
the desire on the part of an employee to remain a member of the organization
organizational commitment
Job satisfaction is positively correlated with ______ and negatively correlated with ______.
organizational commitment; counterproductive behavior
- production deviance - property deviance
organizational counterproductive behaviors
Noticing her reduced performance at work, Sabrina enrolled herself for training sessions offered by the company and saw her productivity improve. This helped restore her balance of comparison ratios. Prior to enrolling in the training session, Sabrina was most likely experiencing
over reward inequity
Food, shelter, safety, and protection required for human existence represent _____ needs.
physiological
When people first encounter stressors, the process of _____ is triggered.
primary appraisal
The transactional theory of stress deals with:
primary appraisal & secondary appraisal of stress
Self-motivation and changing priorities are examples of:
problem-focused cognitive coping strategies.
An energy rooted in the belief that work tasks contribute to some larger purpose is known as:
psychological empowerment.
Depression, anxiety, and anger reflect _____.
psychological strain
force that originates outside the individual - extrinsic motivators
pull forces
occurs when an unwanted outcome follows an unwanted behavior
punishment
The particular demands that cause people to experience stress are called:
stressors.
Job satisfaction has a _____ correlation with affective commitment.
strong
needs
the cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences
Define Expectancy
the probability that effort will result in performance
Define instrumentality
the probability the performance will result in an outcome
Interpersonal Justice is fostered when authorities adhere to which two particular rules?
the respect and propreity rule
propriety
the state or quality of conforming to conventionally accepted standards of behavior or morals.
when employees use too many materials or too much time to do too little work, is the most common form of production deviance
wasting resources
william james
who thought of "Peripheral" theory of emotion
a set of actions that employees perform to avoid the work situation - behaviors that may eventually culminate in quitting the organization
withdrawal behavior
According to Job Characteristics Theory, when students tell professors they hope to take more courses with them, this high level of identity affects the professors' job satisfaction.
F
According to affective events theory, positive emotions may trigger spontaneous instances of counterproductive behavior.
F
Identity, as a core job characteristic, captures the belief that the job really matters.
F
Define the value-percept theory
Job satisfaction depends on whether an employee perceives that a job provides things that the employee values -Job satisfaction is based on the job holder (perception)
What components does job satisfaction have?
Job satisfaction is an attitude that has emotional and cognitive components -how you think and feel about your job
How important is job satisfaction?
Job satisfaction is an important determinant of BOTH job performance and organizational commitment
Which of the following statements is true?
Job satisfaction is moderately correlated with citizenship behavior.
In organizational behavior research, a correlation of +1 between two variables is considered a. inconclusive b. arbitrary c. irrelevant d. perfect e. weak
d. perfect
Grace invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Grace demonstrates a high level of ______.
engagement
Bobbi invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Bobbi demonstrates a high level of
engagement
when employees are subjected to unwanted physical contact or verbal remarks from a colleague
harassment
assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they are first on the job
helping
Seth is a tax accountant who has the freedom to set his own schedule with his clients. This indicates that Seth's job has:
high autonomy.
Tom is a commercial interior designer. He is responsible for arranging the basic layout of spaces within a building as well as other aspects such as the acoustics, lighting, temperature, color, furniture, furnishings, moldings, and paneling inside the building. He enjoys transforming interior spaces into something functional as well as aesthetically appealing. Tom's job has:
high identity.
Common methodology (emotion)
in the lab, emotions can be elicited by music, memories, anticipation of future events, reading about hypothetical events, behavior, & film clips
- ability - personal & cultural values
individual characteristics
OB research on job performance and individual characteristics draws primarily from studies in
industrial and organizational psychology.
When the duties and responsibilities associated with a job are expanded by the employer to provide more variety, identity, and autonomy, it is termed as
job enrichment.
When the duties and responsibilities associated with a job are expanded to provide more variety, identity, and autonomy, it is termed as:
job enrichment.
In their evaluation of his performance as a trainer in the sales department of Ogilvy Pharmaceuticals, Jeremy's supervisors look at such factors as the amount of time he spends with each of his trainees, his coverage of all key points in training, his success rate in turning out trained salespeople within the amount of time allotted, and so forth. In other words, Jeremy's supervisors are evaluating his
job performance.
a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence
motivation
Effective job performance is most often a function of
motivation and ability
Motivation is a critical consideration because effective job performance is largely a function of:
motivation and ability.
those things about the job itself that increase a worker's satisfaction with his/her job
motivation factors
Mark, David, Tia, and Ashley are team members in a computer programming class. They have been assigned the task of creating a computerized payroll system involving multiple programs. Mark and Tia worked very hard and created programs that worked well. David and Ashley, however, did not work as hard as they could and created programs with numerous errors. This resulted in a payroll system that could not be implemented. The team's poor performance that was a result of David and Ashley not doing their best can be termed as
motivational loss.
The dimensions of psychological empowerment include all of these except
needs
____________ is the cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
needs
The cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences are known as:
needs.
The dimensions of psychological empowerment include all of these except:
needs.
occurs when an unwanted outcome is removed following a desired behavior
negative reinforcement
when an unwanted outcome is removed following a desired behavior
negative reinforcement
Russell works in a canvas factory where workers are paid five dollars for every tent they sew together. Workers who are very fast may make twice as much money as some of the slower workers. Which of the following compensation plan elements is used at Russell's factory?
piece-rate
Moods can be categorized into:
pleasantness and activation.
Ariel is the assistant editor at the local newspaper - The Morning Mail. With the increased readership, the editorial committee had decided to reduce the deadline for article submissions to eight hours. This move was not welcomed by the junior writers and editors. Ariel though unhappy with the decision faced the problem head on and chose to cope by working faster and harder. This is an example of:
problem-focused behavior coping.
Botox study
study of facial feedback hypothesis; showed it was more difficult to interpret others' emotions if people could not simulate them using their own facial muscles
Feeling
subjective experience of emotion
The cccc rule requires that the decision-making procedures and outcomes that the authorities explain to employees be honest and candid.
truthfullness
- tardiness - long breaks - missing meetings - absenteeism - quitting
types of physical withdrawal
- daydreaming - socializing - looking busy - moonlighting - cyberloafing
types of psychological withdrawal
____________ is the anticipated value of the outcomes associated with performance.
valence
reflects the anticipated value of the outcomes associated with performance
valence
The efficacy of an individual can be dictated by all of these except:
valence of rewards.
The anticipated value of the outcomes associated with performance is known as:
valence.
Which theory argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values?
value percept theory
Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values?
value-percept theory
Which of the following is true regarding value-percept theory? A) Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs. B) Value-percept theory suggests that satisfied employees are becoming more and more rare. C) Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job. D) Value-percept theory describes the central characteristics of intrinsically satisfying jobs. E) Value-percept theory implies that perceptions of the work environment are unrelated to job satisfaction.
value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job
james
"I feel afraid because I tremble"
define self-awareness
the appraisal or expression of emotions in oneself
What are the other two things you need for the 5 categories of job characteristics theory to matter?
-Knowledge and skill -Growth need strength
What are two explanations as to why some employees are more satisfied than others?
-Value Fulfillment -Transient moods and emotions
Happiness Anger Sadness Disgust Surprise Fear
6 basic/universal emotions
T/F: Meaningfulness of work captures the degree to which employees feel that they are key drivers of the quality of the unit's work.
False
Evan, Patrick, and Jamie have just finished their team's project and are waiting for their supervisor's feedback. Using the chart provided, one can map their moods onto different categories labeled as I - VIII. Jamie had ensured that the project was completed on time and met all the requirements. She received good feedback on the part she worked on. She is elated and enthusiastic about her future projects. Her mood will fall into category labeled as:
I.
________ is the use of power and influence to direct the activities of followers toward goal achievement.
Leadership
What are the two types of attitudes towards learning?
Learning and Performance Orientation
What is the second most important dterminan for job performance
Neuroticism
Define job crafting
Shape, mold and redefine their jobs in a proactive way
According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is NOT critical?
Supervisor's salary
T or F The JDI manual provides national norms for all facets and breaks down those norms according to relevant demographic groups.
True
Define instrumental social support
The demand or stressor is directly addressed
- feedback - task complexity - goal commitment
Three Variables of Goal Setting Theory
Define goal commitment
When a person accepts the goal and is determined to reach it
company
_____ equity is the comparison with others in the same organization doing substantially different jobs.
the tendency to judge things erroneously based on a reference that is near to them
contrast
Process gain is synonymous with
synergy.
_______ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees. A. Attitude surveys B. Interviews C. Focus groups D. Questionnaires E. Discussions
A
How can we overcome biases
be aware of them
The emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis is called:
burnout.
people that don't mind getting a little less for their inputs
equity benevolents
people that want the equity ratio to be in their favor or they are dissatisfied
equity entitleds
people that desire an exact 1:1 equity ratio
equity sensitives
When someone from another company is referred to as the 'comparison other', one is involved in a(n):
external comparison.
Which of the following is a dimension of the Big Five taxonomy?
extraversion
theory that views goals as the primary drivers of the intensity and persistence of effort
goal setting theory
internal comparison
involves a "comparison other" in the same company
Work-family conflict is a type of _____ stressor.
non work hindrance
Which facet of job satisfaction brings more responsibility and increased work hours?
promotion
According to research, of the five facets of value-percept theory, which two facets have moderately strong influences on overall job satisfaction?
promotion satistfaction and coworker satisfaction
The results of surveys of common work values can be broken down into several general categories. Those general categories include
promotions, altruism, and status
purposeful destruction of physical equipment, organizational processes, or company products
sabotage
goal setting theory
views goals as the primary drivers of the intensity and persistence of effort.
Job satisfaction has a ________ correlation with counterproductive behavior. A. moderate negative B. strong negative C. moderate positive D. weak positive E. strong positive
A
Define a state of flow
A state in which employees feel a total immersion in the task at hand. sometimes losing track of how much time has passed and physiological states such as hunger and fatigue.
Define Rational decision making
A step-by-step approach to making decisions that maximize outcomes by examining all available alternatives -non programmed decisions
accomplishment striving
A strong desire to accomplish task-related goals as a means of expressing one's personality.
Which of the following is true of teams?
A team works interdependently over some time period to accomplish common goals related to some task-oriented purpose.
Joe was recently hired at Creative Ideas, an advertising firm. Part of his training involves moving through all of the departments and learning what each one does. Everyday is something new for him and requires him to use different skills and knowledge. He truly enjoys the challenge of facing something new every workday. Joe's job is characterized by: A. low autonomy. B. high variety. C. high identity. D. high status and power. E. low utilization of ability.
B
States of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything are known as: A. emotions. B. satisfaction. C. moods. D. withdrawal symptoms. E. personality traits.
C
The JDI includes a companion survey, the JIG scale that assesses: _____ A. altruism. B. job significance. C. overall job satisfaction. D. mental wellbeing. E. leadership potential.
C
Ann works at Creative Links International. Her job requires her to spend 8 hours a day entering the employees' salary information on Excel spreadsheets. Ann's job is characterized by: A. high autonomy. B. high variety. C. high identity. D. high significance. E. low variety.
E
When it comes to pay satisfaction, most employees base their desired pay on their job duties and : A. the potential for promotions. B. their basic needs. C. their status. D. the pay given to their superiors. E. the pay given to comparable colleagues.
E
Increases in salary or income have a stronger impact on life satisfaction than do increases in job satisfaction.
F
T or F Meaningfulness of work captures the degree to which employees feel that they are key drivers of the quality of the unit's work.
False
T or F The value-percept theory utilizes three critical psychological states to measure job satisfaction.
False
T or F When employees are very talented and feel a strong need for growth, their core job characteristics have no effect on their job satisfaction.
False
T/F: Nations that are above the poverty line are no happier than those below the poverty line.
False
T/F: Passive recreation like watching TV is likely to trigger a flow state.
False
T/F: Research reveals that job satisfaction is correlated strongly with citizenship behavior.
False
What category makes up knowledge of results?
Feedback
_____ consists of updates on employee progress toward goal attainment.
Feedback
Which of the following is a non work hindrance stressor?
Financial uncertainty
goal setting
For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. Lucy's focus on concepts such as difficulty and specificity is a key aspect of
_____ is defined as the degree to which a person accepts a goal and is determined to try to reach it.
Goal commitment
_____ are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit.
Goals
self-determination
Gordon works as a senior software engineer. He can work from home or in the office, and he can take off whenever he likes. He can add features to the programs he is working on and change them significantly without collaborating with anyone else. He can also decide which projects get most of his attention. Which of the following does Gordonâs job definitely have?
________ suggest that leaders are born, not made.
Great person theories of leadership
- esteem - self-actualization
Growth Needs
Define emotional social support
Help from others that addresses emotional stress Someone to vent to
Two Needs: - Motivation Factors - Hygiene Factors
Herzberg's Two Factor Theory
equity distress
In equity theory, __________ is the internal tension that is caused by an imbalance in the ratios.
Which of the following statements is NOT true about life satisfaction?
Increases in salary have a stronger impact on life satisfaction than do increases in job satisfaction.
Which of these refers to the help people receive that addresses the stressful demand directly?
Instrumental support
Employees at Carpet Lot were given a survey about the workplace. One of the questions asked them about their wages. Which of the following respondents gave a response that shows a belief in a high level of instrumentality at Carpet Lot?
Irvin, who said wages are determined by employee job performance
Which of the following is true about knowledge of results?
It reflects the extent to which employees know how well (or how poorly) they are doing
emotional cues
Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Jerri's self-efficacy source appears to be
Employees are engaged in ______ when they shape, mold, and redefine their jobs in a proactive way.
Job Crafting
true
Specific, difficult goals are best
Define valance
The value of an outcome
What is the largest driver of job satisfaction?
Work itself
Which of the following theories argues that job satisfaction depends on whether an employee perceives that his/her job supplies the things that he/she values? A. Maslow's theory B. Job characteristics theory C. Value-percept theory D. Job withdrawal theory E. Emotional contagion theory
c
Which of the following correlations indicates no statistical relationship between two variables? a. -1 b. -0.1 c. 0 d. 0.1 e. 1
c. 0
Procedural justice is defined as a dimension of justice that reflects the perceived ____ of the decision-making process.
fairness
communication that's rude, impolite, discourteous, and lacking in good manners
incivility
internal comparison
involves a "comparison other" in the same company.
how orgs identify task performance behaviors
job analysis
The "M" in the S.M.A.R.T. goals acronym stands for
measurable
Coping strategies can be viewed as either _______ or _______ focused.
problem, emotion
theory that argues people in organizations have the ability to learn through the observation of others
social learning theory
Goals can be motivating if
they are specific and difficult
speaking up and offering constructive suggestions regarding opportunities to improve unit or organizational functioning or to address problems that could lead to negative consequences for the organization
voice
Which of the following is a work challenge stressor?
work complexity
Define representative bias
(the gamblers fallacy) you asses the probability of an event based on the outcome of similar events (if a coin gets heads, your more likely to get tails the next flip)
Mike is a child psychologist who is passionate about helping children through difficult situations. He also volunteers at a free clinic during the weekend. Which of the following work value categories would be important for him?
Altruism
Which of the following work value categories involve(s) helping others and working on moral causes?
Altruism
feedback
Amber is responsible for creating a master emergency preparedness plan for the chemical facility in which she works. Her supervisor, Whitney, has examined all of her materials and updated Amber on which parts of the plan are satisfactory and which parts need more work. Whitney has provided Amber with
What 3 categories make up meaningfulness of work?
-Variety -Identity -Significance
Employees are engaged in when they shape, mold, and redefine their jobs in a proactive way. A. job crafting B. job enrichment C. job enlargement D. perception testing E. satisfaction remodeling
A
Satisfaction with ___________ reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable. A. the work itself B. pay C. promotion D. supervision E. coworkers
A
The JDI assesses all the following satisfaction facets EXCEPT: A. altruism. B. pay. C. promotion. D. supervisor. E. coworker.
A
Which type of emotion best explains a distressing condition that has changed for the better? A. Pride B. Hope C. Relief D. Compassion E. Love
C
stimulus --> autonomic arousal --> conscious feeling (fear)
basic 3 step james theory
_____ theory acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also what happens to other people.
Equity
Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?
Equity Theory
a moderate positive; a moderate negative
Equity has _____ effect on citizenship behavior and _____ effect on counterproductive behavior.
representing the organization in a positive way when out in public, away from the office, and away from work
boosterism
In general, easy goals or "do your best" goals result in higher performance than specific and difficult goals
False
The motivating force with the strongest performance effect is the perception of equity.
False
Which scenario depicts an employee who experiences a high level of meaningfulness?
Floyd walks around his pet rescue, patting his employees on the back and reminding them they are improving the lives of animals and people.
What are the two Locus of control areas?
Internal External
According to the value-percept theory, in which of the following scenarios would the employee be the most dissatisfied?
Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork.
give employees honest evaluation scores based on their performance, good or bad
Libby is a mid-level supervisor in a university administrative office. Some of the employees feel the office lacks true equity. Libby has to do employee evaluations soon. What action should Libby take to reduce the feelings of inequity associated with her office?
stop goofing off
Loralie feels guilty. She spends much of her day goofing around and never gets caught, but if Lillianne, who works at the next desk, replies to her or says anything, the boss seems to magically show up, and Lillianne gets reprimanded for wasting time. Which of the following would be the most productive way for Loralie to get rid of her guilt?
Which of the following is true regarding emotions? a. Emotions are directed at someone or some circumstance. b. Being moved by another's situation is a negative emotion. c. Failing to live up to your ideal self is termed as guilt, a negative emotion. d. Revulsion aroused by something offensive is shame. e. Enhancement of identity by taking credit for achievement is a negative emotion.
a. Emotions are directed at someone or some circumstance.
strong positive
Motivation has a _____ effect on job performance
Which of the following is true about goal setting?
Specific, difficult goals are best.
Which of the following is true about goal setting?
Specific, difficult goals are better for motivating employees
Which of the following is defined as a psychological response to demands for which there is something at stake and coping with those demands taxes or exceeds a person's capacity or resources?
Stress
Which of the following statements about the JDI is FALSE?
The JDI manual provides international norms for all facets.
vicarious experiences
The Morning Muffin is a family-run baking company. It specializes in custom-made cakes, turnovers, croissants, muffins, and pies. Younger family members have learned the value of attention to detail when creating a new recipe by observing the praise given to bakers who exhibit this level of attention. Those who now exhibit close attention to detail while creating recipes have learned through
Specific, Measurable, Achievable, Results-Based, and Time-Sensitive.
The S.M.A.R.T. acronym summarizes many beneficial goal characteristics, standing for
In the context of abilities, which of the following is true regarding the relative influence of genes and the environment?
The amount attributed to genes or the environment depends on the nature of the ability.
Define the job characteristics theory
There are 5 job characteristics that lead to the 3 psychological states that lead to satisfaction of work itself
Define weak situations
There aren't a lot of rules or regulations
Regarding agreeableness define someone who is communion striving
They focus on getting along with people rather than getting ahead
Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors, particularly when those behaviors aid the organization.
True
Define the halo effect
When a prominent positive characteristic overshadows other facts We went to the same school, so he must be a perfect fit for the job
past accomplishments
When employees consider efficacy levels for a given task, they first consider their
Which of these is a nonwork challenge stressor?
a positive life event
Veronica is feeling over-stressed and has asked her manager if there are any supportive practices available to help her. Her manager suggests that since Veronica is interested in environmental issues, she should take advantage of a program that would enable her to take six months away from the company to work on the local "reclaim the bay" initiative. Veronica's manager is offering her _____.
a sabbatical
expectancy theory
a subjective probability ranging from 0 to 1 that describes how a specific amount of effort will lead to a specific level of performance.
Motivation that is controlled by some contingency that depends on task performance is _____ motivation.
extrinsic
Motivation that is controlled by some contingency that depends on task performance is known as _____ motivation.
extrinsic
Extrinsic theory acknowledges that motivation depends not only on a person's beliefs and circumstances, but also on what happens to other people.
false
Comparison with others in the same organization doing substantially different jobs is:
company equity.
The person who seems to provide an intuitive frame of reference for judging equity is known as:
comparison other.
The ____________ is the person who seems to provide an intuitive frame of reference for judging equity.
comparison others
employee behaviors that intentionally hinder organizational goal accomplishment
counterproductive behavior
Justice reflects the perceived fairness of an authority's
decision making.
Efficacy is moderated by _____, where feelings of fear or anxiety can create doubts about task accomplishment, while pride and enthusiasm can bolster confidence levels.
emotional cues
theory that acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people
equity theory
When does openness to experience gradually increase
in ones late teens to early twentys
According to the integrative model, job satisfaction is a(n)
individual mechanism.
- job satisfaction - stress - motivation - trust, justice & ethics - learning & decision making
individual mechanisms
- job performance - organizational commitment
individual outcomes
Technically, _____ is a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes.
instrumentality
A(n) _____ involves a 'comparison other' in the same company.
internal comparison
Which of the following is a primary individual outcome of interest to organizational behavior researchers according to the integrative model?
job performance
"Approaching tasks by planning and setting goals" describes the _______ type of Myers-Briggs indicator.
judging
Informational justice is fostered when authorities adhere to two particular rules
justification and truthfulness
Diane is a senior manager at The Southern Credit Union. A good part of her workday is spent in meetings with clients, subordinates at the bank, prospective customers, and auditors. Although Diane has such a busy schedule, she manages to find time for her equally important meetings with the Animal Habitat foundation. Diane's commitment to Animal Habitat can be classified under which of the following concepts of psychological empowerment?
meaningfulness
_____ captures the value of a work goal or purpose, relative to a person's own ideals and passions.
meaningfulness
The psychological state that reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs is known as
meaningfulness of work
"M" in the S.M.A.R.T. goals stands for:
measurable.
Teams differ from groups because
members of teams have a specific task-related purpose, while groups do not.
people hold firmly to some belief because some respected official, agency, or source has said it is so
method of authority
Equity has ________ effect on citizenship behavior and ________ effect on counterproductive behavior.
moderate positive, moderate negative
a desire to remain a member of an organization due to a feeling of obligation
normative commitment
Rigby has gotten his dream job working with one of the most prominent tech companies in Silicon Valley, and he is determined to make a good showing from the first day. The best way for him to do that is to
observe his coworkers from the start, figure out who is most successful and plugged in, get to know them, and not be shy about asking questions.
Define emotional contagion
one person can catch or be infected by the emotions of another person -smiling at people to make them smile
the field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
organizational behavior
Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator?
participation
When employees consider efficacy levels for a given task, they first consider their
past accomplishments
The "S" in the S.M.A.R.T. goals acronym stands for
specific
force that originates within the individual - intrinsic motivators
push forces
significantly less accurate for pos and neg emotions
results of botox study
The "R" in the S.M.A.R.T. goals acronym stands for
results-based
"R" in the S.M.A.R.T. goals stands for:
results-based.
Akari accepted a position with Innovate Electronics because she knows the company is highly regarded. Which of the following work value categories does Akari's choice relate to?
status
Having prestige, power over others, and fame are examples of work values related to
status
Research shows that job satisfaction has _____ correlation with normative commitment.
strong
reflect the degree to which employees feel that their company does business with fairness, honesty, and integrity
trust, justice & ethics
Manuela, a writer of advertising copy, has been an overachiever throughout her career. She enjoys the intellectual stimulation she has at work. She feels her work allows her to use her creativity and artistic skills to their full potential. Which of the following work value categories is important to Manuela?
work itself
Shane is the project manager of the organizational development team at Solid Hardwoods. Shane's team has been assigned the task of studying and evaluating Solid Hardwoods' organizational structure. Shane divided the tasks among the team members to collect preliminary information on different elements of Solid Hardwoods' structure. Meg was asked to collect information on the degree to which tasks are divided into separate jobs. Andrea was asked to collect information on formal authority relationships. Francine started looking into how many employees each manager has responsibility for, and Carol was asked to collect evidence on the degree to which rules and procedures are used to standardize behaviors at Solid Hardwoods. Shane decided to personally collect information and evidence on where exactly decisions are formally made at Solid Hardwoods. The team decided to meet with information in two weeks. Meg was given the job of collecting information on which of the following elements of the organizational structure?
work specialization
Cheryl continually boosts morale at the sales office of Monroe Consumer Products, and she has helped a number of her colleagues through difficult situations. Nevertheless, she received a bad job performance rating due to the fact that her sales for the quarter were down. This job performance rating is
wrong; Cheryl is contributing to the organization in ways that go beyond the bottom line.
Should managers focus on person job fit matching personality characteristics?
yes
Define confirmation bias
you only pay attention to the information that supports what you already believe
Job satisfaction is positively correlated with and negatively correlated with A. organizational commitment; counterproductive behavior B. counterproductive behavior; performance C. performance; organizational commitment D. performance; equity E. equity; organizational commitment
A
What are the 5 categories that make up job characteristics theory?
-Variety -Identity -Significance -Autonomy -Feedback
Expectancy is a subjective probability ranging from:
0 to 1.
Identify the 6 steps in rational decision making
1. Identify criteria that is important to making the decision 2. Generate a complete list of available alternatives 3. Evaluate those alternatives based on the criteria from Step 1 4. Select the alternative that leads to the _best outcome 5. implement_ the best alternative 6. monitor decision outcomes & make corrections if necessary
- gossiping - incivility
2 types of political deviance
- wasting resources - substance abuse
2 types of production deviance
- sabotage - theft
2 types of property deviance
- psychological withdrawal - physical withdrawl
2 types of withdrawal behavior
- affective - continuance - normative
3 types of commitment
According to research, of the five facets of value-percept theory which two facets have moderately strong influences on overall job satisfaction?
Pay satisfaction and promotion satisfaction
According to research, of the five facets of value-percept theory, which two facets have moderately strong influences on overall job satisfaction?
Pay satisfaction and promotion satisfaction
Values are defined as:
Those things that people consciously or subconsciously want to seek or attain.
Which of the following is a work challenge stressor?
Time pressure
Which of these is NOT a work hindrance stressor?
Time pressure
esteem
To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs
Merit pay represents the most common element of organizational compensation plans.
True
T or F Job characteristics theory argues that variety, identity, significance, autonomy, and feedback result in high levels of the three psychological states (meaningfulness of work, responsibility for outcomes, and knowledge of results), making work tasks more satisfying.
True
T or F Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
True
T or F Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
True
T or F Service jobs are high in emotional labor.
True
T or F Some employees do not want frequent promotions because promotions bring more responsibility and increased work hours.
True
T or F Values are those things that people consciously or subconsciously want to seek or attain.
True
T/F: A challenging assignment given to a knowledgeable and skillful person would be likely to trigger an intense positive mood.
True
Which of the following scenarios exemplifies span of control?
Vanna is responsible for managing 16 employees.
Nathan is defending his first place at the annual debate competition. Just minutes before his turn, Nathan gets cold feet and cannot remember his arguments. His teacher speaks to him which helps reinforce the lost confidence. Nathan delivered his best and defended his title. Which of the following considerations dictated Nathan's self-efficacy?
Verbal persuasion
persistence
Wallace just got a new batch of articles to edit. He is enthused about starting something new. He decides to put all other distractions aside and focus on this task. He gets a great deal done, but after three hours, he is ready for something else. Deciding to quit after a few hours demonstrates the effect of Wallace's motivation on his _____ of effort.
Define the negative emphasis bias
We place more weight on negative information rather than positive information
Define Stress
What a person experiences in response to the stressor
external comparison
When someone from another company is referred to as the "comparison other," one is involved in a(n
external comparison
When someone from another company is referred to as the "comparison other," one is involved in a(n)
Define a strong situation
When there are a lot of rules and regulations this deters a persons personality to shine through
gainsharing
Which of the following is a unit-focused compensation plan element?
true
Which scenario depicts an employee who experiences a high level of meaningfulness?: Floyd walks around his pet rescue, patting his employees on the back and reminding them they are improving the lives of animals and people.
equity
Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?
Peripheral theory of emotion
William James' theory that emotion is the result of a person's awareness of physiological change
What are the two environments where stressors occur
Work Non work
Which of the following refers to the degree to which the requirements of the work, in terms of knowledge, skills, and abilities, tax or exceed the capabilities of the person who is responsible for performing the work?
Work complexity
________ adjustment, the extent to which expatriates have difficulty socializing and interacting with members of the host culture, can affect the level of organizational commitment in global organizations. a. Interaction b. Relations c. Psychological d. Cultural e. Work
a. Interaction
________ is the idea that we learn by observing the link between our voluntary behavior and the consequences that follow it. a. Operant conditioning b. Contingencies of reinforcement c. Selective perception d. Learning orientation e. Social identity theory
a. Operant conditioning
Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with a. exit or neglect b. loyalty or neglect c. exit or loyalty d. exit or voice e. neglect or voice
a. exit or neglect
The resource-based view of organizations suggests that a resource is more valuable when it is a. inimitable b. expensive c. simple d. substitutable e. complex
a. inimitable
Walter Canon's criticism of peripheral theory of emotion
autonomic arousal is too diffuse to be specific & we can't always feel autonomic arousal & emotions must be mediated by the brain
When your job provides _____, you view the outcomes of it as the product of your efforts rather than the result of careful instructions from your boss or a well-written manual of procedures.
autonomy
According to the job characteristics theory, the degree to which the job provides freedom, independence, and discretion to the individual performing the work is known as:
autonomy.
the tendency for people to base their judgments on information that is easier to recall
availability bias
In ________, a performance evaluation system, managers rank employees relative to one another. a. 360-degree feedback b. forced ranking c. an employee evaluation d. the MBO process e. BARS
b. forced ranking
Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose? a. self-determination b. impact c. valence d. integrity e. competency
b. impact
The assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself. A. Employee Motivation Index B. Job Descriptive Index C. Job Satisfaction Index D. Employee Characteristics Index E. Employee Satisfaction Index
B
When the duties and responsibilities associated with a job are expanded to provide more variety, identity, and autonomy, it is termed as: A. vertical integration. B. job enrichment. C. onboarding. D. job coaching. E. horizontal integration.
B
Having prestige, power over others, and fame are examples of work values related to . A. altruism B. pay C. status D. promotion E. supervision
C
In job characteristics theory, the degree to which employees have strong needs for personal accomplishments or developing themselves beyond their current levels is known as: A. feedback. B. significance. C. growth need strength. D. autonomy. E. identity.
C
Job satisfaction has ________ a correlation with task performance. A. relatively weak B. strong positive C. moderate D. relatively strong E. weak negative
C
Research shows that job satisfaction has correlation with normative commitment. A. moderate weak B. moderate C. strong D. weak positive E. weak negative
C
Seth is a tax accountant who has the freedom to set his own schedule with his clients. This indicates that Seth's job has: A. low identity. B. low significance. C. high autonomy. D. high significance. E. high variety.
C
Which of the following is a specific value related to the work itself? A. High salary B. Good supervisory relations C. Intellectual stimulation D. Enjoyable coworkers E. Power over others
C
Which type of emotion can be best explained as "facing an immediate and concrete danger"? A. Anger B. Anxiety C. Fear D. Disgust E. Envy
C
What is meant by feedback?
Clear information about how you're performing
According to the job characteristics theory, the degree to which the job provides freedom, independence, and discretion to the individual performing the work is known as: A. feedback. B. significance. C. meaningfulness of work. D. autonomy. E. identity.
D
Which of the following is true regarding value-percept theory? A. Value-percept theory describes the central characteristics of intrinsically satisfying jobs. B. Value-percept theory implies that perceptions of the work environment are unrelated to job satisfaction. C. Value-percept theory suggests that satisfied employees are becoming more and more rare. D. Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job. E. Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs.
D
________ reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms.
Ethics
emotional cues
Evander has been asked to lead a team of educators. He is afraid his employees will not take him seriously because he is a nice guy, and he is nervous that his supervisors will see him as weak and ineffective. He is also excited by some great ideas he has for how to improve educational delivery methods that he knows will work. Evander's efficacy is moderated by his fears and anxieties, as well as his pride and enthusiasm, which are all examples of
What is the expectancy theory formula?
Expectancy X the sum of all (instrumentality X valence)
What are the two different types of knowledge?
Explicit and Tacit
Supervision satisfaction reflects employees' feelings about their co-workers and the work itself.
F
As goals move from moderate to difficult, the intensity and persistence of the effort needed are minimized.
False
T/F: The developers of the Job Descriptive Index (JDI) survey recommend that surveys in the organization should not be anonymous so that managers can identify which employees are not satisfied and address their specific needs.
False
T/F: When employees are very talented and feel a strong need for growth, their core job characteristics have no effect on their job satisfaction.
False
internal comparison
For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Lucy is a(n)
What is meant by Autonomy
Freedom, independence, and discretion to do the job your way
A company who values feedback and allows employees to voice themselves freely follows which justice dimension
procedural justice
Wes's employer has established a course of learning for him. From the standpoint of organizational behavior, this is particularly important because learning will help him to
become a better decision maker.
George is a stock broker in a leading brokerage firm. Recently he has been assigned several additional tasks. He begins to consume alcohol to cope with the increasing workload. George also becomes demanding and overly critical of his coworkers and his family. In this example, George is exhibiting _____.
behavioral strain
What two ways are stressors are coped with
behaviorally Cognitive
measures performance by directly assessing job performance behaviors
behaviorally anchored rating scales (BARS)
Job demands that tend not to be appraised as stressful are called:
benign job demands.
The management approach, ________, involves collecting performance information not only from the supervisor but also from anyone else who might have firsthand knowledge about the employee's performance behaviors. a. management by objectives b. forced ranking c. 360-degree feedback d. behaviorally anchored rating scales e. benchmarking
c. 360-degree feedback
________ are simple, efficient rules of thumb that allow us to more easily make decisions. a. Communities of practice b. Selective perception c. Heuristics d. Nonprogrammed decisions e. Stereotypes
c. Heuristics
________ is an intentional desire on the part of employees to appear like they are working, even when they are not performing work tasks. a. Cyberloafing b. Socializing c. Looking busy d. Moonlighting e. Daydreaming
c. Looking busy
The ________ is the person who seems to provide an intuitive frame of reference for judging equity. a. cognitive distortion creator b. goals monitor c. comparison other d. outcome evaluator e. equity resolver
c. comparison other
captures a person's belief in his or her capability to perform work tasks successfully a. meaningfulness b. self-determination c. competence d. impact
c. competence
Which of the following is a specific value related to the work itself? a. good supervisory relations b. high salary c. intellectual stimulation d. enjoyable coworkers e. power over others
c. intellectual simulation
competence
captures a person's belief in his or her capability to perform work tasks successfully. It brings with it a sense of pride and mastery that is itself intrinsically motivating.
meaningfulness
captures the value of a work goal or purpose, relative to a person's own ideals and passions
meaningfulness
captures the value of a work goal or purpose, relative to a person's own ideals and passions.
At Buddy's Bird Barn, every employee has to consult Buddy before completing any sale, and only Buddy can make decisions about purchasing and advertising. These rules represent ________ at Buddy's Bird Barn.
centralization
Stressful demands that are perceived as opportunities for learning, growth, and achievement are called:
challenge stressors.
Marilou just left her job at Valley Creek Community College. Valley Creek had not honored the wage scale they promised to employees for several years, and many of Marilou's colleagues were let go before they could retire, often with no reason given. Marilou was stressed about her inability to guess what the future would hold for her at Valley Creek. Marilou was stressed because she had a need for
control
________ summarize the statistical relationships between variables. a. Theories b. Hypotheses c. Observations d. Correlations e. Collections
d. Correlations
________ is a form of withdrawal in which employees appear to be working but are actually distracted by random thoughts or concerns. a. Satisficing b. Socializing c. Moonlighting d. Daydreaming e. Cyberloafing
d. Daydreaming
Which of the following reflect(s) the relatively minor routine demands that get in the way of accomplishing the things that we really want to accomplish?
daily hassles
the kind of information you're likely to think about when you picture someone sitting down at a desk to learn explicit or tacit?
explicit knowledge
When someone from another company is referred to as the "comparison other," one is involved in a(n)
external comparison
the degree to which carrying out the activities required by the job provides employees with clear information about how well they're performing
feedback
Blake is determined to finish a building project for Mr. Hicks before the deadline. Blake is certain that if he successfully performs this building project, Mr. Hicks will hire him as a permanent builder for his expanding condominium business. Blake's belief demonstrates
instrumentality
- political deviance - personal aggression
interpersonal counterproductive behaviors
abusive and derogatory attacks on employees shows a worker who lacks
interpersonal justice
Motivation that is felt when task performance serves as its own reward is _____ motivation
intrinsic
Donnell is a computer programmer whose job performance rating notes the fact that he often goes out to the parking lot and sits in his car during lunch hour. He is otherwise sociable and never late coming back from lunch; therefore, this is not an appropriate item to include on his job performance rating because it
is not a behavior relevant to the accomplishment of organizational goals.
Noticing her reduced performance at work, Sabrina enrolled herself for training sessions offered by the company and saw her productivity improve. This helped restore her balance of comparison ratios. Prior to enrolling in the training session, Sabrina was most likely experiencing...
overreward inequity (The resultant feelings of guilt can lead to the employees increasing their effort in an attempt to redress the balance)
Appraisal process
patterns of construal for evaluating events and objects in the environment based on their relation to current goals
Due to time pressure and heavy workload, Dan has developed high blood pressure and started to show forgetfulness at work and home. These are examples of:
physiological and psychological strains.
Moods can be categorized by:
pleasantness and activation.
behaviors that intentionally disadvantage other individuals rather than the larger organization
political deviance
Emotions can be categorized into:
positive and negative
Emotions can be categorized into:
positive and negative.
occurs when a positive outcome follows a desired behavior
positive reinforcement
Eliska is well established as a financial analyst at the Magnify Investment Company. She has significant financial responsibility for her family, and she has recently applied for a mortgage. Which of the following work value categories would likely be important to her?
pay
Eliska is well established as a financial analyst at the Magnify Investment Company. She has significant financial responsibility for her family, and she has recently applied for a mortgage. Which work value categories would likely be important to her?
pay
orientation that focuses on demonstrating their competence so that others will not think poorly of them
performance-avoid
orientation that focuses on demonstrating their competence so that others think favorably of them
performance-prove
Activities including participation in formal education programs, music lessons, sports-related training, hobby-related self-education, and volunteer work are examples of
personal development.
Activities including participation in formal education programs, music lessons, sports-related training, hobby-related self-education, and volunteer work are examples of:
personal development.
Some highly motivated individuals come to work even though they are suffering from the physiological, psychological, or behavioral strain caused by stress. This phenomenon, known as _____. can result in reductions in productivity even greater than those resulting from employees who are avoid work due to the effects of stress.
presenteeism
All of these are examples of supportive practices used by organizations that help employees manage and balance the demands that exist for them in their jobs EXCEPT:
primary appraisal.
goals
Emotions occur when we realize that a situation is relevant to our____
Family time demands refer to which type of stressor?
Non work challenge stressor
occurs when there is the removal of a consequence following up unwanted behavior
extinction
- harassment - abuse
2 types of personal aggression
__________ equity is the comparison with others in the same organization doing substantially different jobs.
Company
What is meant by identity?
Completing a whole identifiable piece of work
What is the largest determinant of job performance?
Concientiousness
The following are all dimensions of psychological empowerment EXCEPT:
Conscientiousness
According to the value-percept theory, the relation between dissatisfaction, value (importance), and value (want) is given by the following:
Dissatisfaction = (Vwant - Vhave) × (Vimportance)
According to the value-percept theory, the relation between dissatisfaction, value (importance), and value (want) is: (equation)
Dissatisfaction = (Vwant - Vhave) × (Vimportance)
A publishing firm believes in providing continuous feedback to employees regarding their work. Newly hired employees are assigned a mentor who works in their team. The mentor reviews the new employee's work, and provides tips on improving productivity. In this example, the firm is addressing which of the following critical psychological states that make work satisfying for employees? A. Responsibility for outcomes B. Identity C. Meaningfulness of work D. Variety E. Knowledge of results
E
define use of emotions
Harnessing emotions and employing them to be successful
facial feedback
How do we recognize others' emotions?
Define the transnational theory of stress
How stressors a perceived by an individual and appraises the stressor, then explains how individuals respond to their own appraisals.
Family time demands are what type of stressor?
nonwork challenge stressor
Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs.
Saki has the highest level of job satisfaction.
Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement?
Satisfaction with the work itself
Which of these is an example of problem-focused coping?
Seeking the assistance of a supervisor
Define satisficing
Selecting the first available solution (not necessarily the optimal solution)
Types of data (emotions)
Self reports Blood pressure, heart rate, skin conductant reactivity, brain activity, hormones fMRI, EEG Behavioral observation
In which of the following scenarios is the compensation plan element of gainsharing used?
The members of Shaeâs distribution unit get an extra seven percent salary if they meet their goals
Define Decision-making
The process of generating and choosing from a set of alternatives to make a decision
Work-family conflict is a type of ________ stressor.
nonwork hindrance
What type of mood is grouchy?
Unpleasant
Patrick, Evan, and Jamie have just finished their team's project and are waiting for their supervisor's feedback. Using the chart provided, one can map their moods onto different categories labeled as I - VIII. Patrick was not satisfied with the team he was working with and had hostile feelings toward them. He feels annoyed with them as he thinks that they did not work enough during the project, and now he is feeling nervous and anxious about the feedback. Patrick knows he did not do a good job with the project. Where would Patrick's mood fit in?
VII
Bill lays out a goal for Larry, the head of his printing department. He wants Larry to print exactly 500,000 books, which will be tracked by the counter on the book binding machine. Bill knows Larry can do this because they have printed that many books before. What does Bill need to add to make this a S.M.A.R.T. goal?
a deadline for when the books should be printed
Define emotional intelligence
a human ability that affects social functioning
Define knowledge of results
You know how you are performing, you know if its good or bad and how to fix it.
appraisal
_______ processes are the construal processes that trigger emotions.
Equity has _____ effect on citizenship behavior and _____ effect on counterproductive behavior.
a moderate positive; a moderate negative
Equity has _____ effect on citizenship behavior and a _____ effect on counterproductive behavior.
a moderate positive; moderate negative
whistleblower
a person who exposes any kind of information or activity that is deemed illegal, unethical, or not correct within an organization that is either private or public
The JDI assesses all the following satisfaction facets EXCEPT:
altruism.
The need to be able to predict and control one's future is a(n) _____ need.
autonomy
When a firm expands into a new product segment, it is known as
diversification.
The need to manage emotions to complete job duties successfully is called:
emotional labor.
the tendency to make different decisions based on how a question or situation is phrased
framing
argues that people have a tendency to judge others' behaviors as due to internal factors
fundamental attribution error
Which of the following is a unit-focused compensation plan element?
gainsharing
Which of the following are the strongest determinants of one's abilities?
genes and the environment
Affective style
genetic tendency to perceive and respond to environment with a particular emotional signature
Libby is a mid-level supervisor in a university administrative office. Some of the employees feel the office lacks true equity. Libby has to do employee evaluations soon. What action should Libby take to reduce the feelings of inequity associated with her office?
give employees honest evaluation scores based on their performance, good or bad
states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything
moods
States of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything are known as:
moods.
Workplace surveys suggest that satisfied employees are becoming
more uncommon
Workplace surveys suggest that satisfied employees are becoming _____.
more uncommon
hostile verbal and physical actions directed toward other employees
personal aggression
Goal commitment is defined as
the degree to which a person accepts a goal and is determined to try to reach it.
goal commitment
the degree to which a person accepts a goal and is determined to try to reach it.
psychological empowerment
the energy rooted in the belief that work tasks contribute to some larger purpose
setting specific goals
After his annual performance appraisal, Joe was disappointed with his 5 percent increase in pay, compared to the 10 percent increase his colleagues received. When Joe spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Joe had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would best help Joe improve his performance?
Which of the following demonstrates how day-to-day events can affect job satisfaction?
After receiving news of his mother's illness, Baltasar became stressed about the deadlines of his job.
Which of the following scenarios describes a worker with a neurotic personality?
Amy yells at Jacob to go away when he asks her how she is doing, then brings him coffee with a big smile an hour later.
Which of the following examples shows feedback obtained directly from the job?
As a politician, Gabila constantly receives feedback from her constituents through email and phone calls.
What category makes up responsibility for outcomes
Autonomy
According to research which of the following is considered the most stressful life-event?
Death of a spouse
Jamie, Patrick, and Evan have just finished their team's project and are waiting for their supervisor's feedback. Using the chart provided, one can map their moods onto different categories labeled as I - VIII. Evan has been mostly unengaged ever since the project started. This was not her best work, neither was her work bad. Her mood can be categorized under:
IV.
According to the job characteristics theory, the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome is known as:
Identity
The efforts of Coach Anderson have made the Silver Hawks the best football team in Brooklyn. The team owners Tell Coach Anderson that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Silver Hawks being ranked as the best team along the East Coast. Which psychological empowerment concept best expresses the impact of the owners' comments on Coach Anderson's motivation?
Impact
Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose?
Impact
cognitive distortion
In equity theory, ____________ is rethinking your inputs to restore balance mentally without altering your behavior in any way
primary
In the _____ appraisal stage, we evaluate whether ongoing events are congruent with our goals.
secondary
In the _______ appraisal stage, we determine why we feel as we do and what to do about it, considering different ways of responding and possible consequences.
Which of the following is NOT true about Type A behavior pattern?
It promotes physiological but not psychological and behavioral strains.
Define Strain
Negative consequences when demands tax or exceed a persons capabilities or resources
The _____ assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself.
Job Descriptive Index
What are 3 ways to improve job characteristics?
Job Enlargement Job Enrichment Job Crafting
When the duties and responsibilities associated with a job are expanded to provide more variety, identity, and autonomy, it is termed as:
Job Enrichment
_____ is a positive emotional state resulting from the appraisal of one's job or job experiences.
Job Satisfaction
Kylie, Jake, and Samantha have different ideas about what makes a job satisfying. They all work for a nonprofit organization and travel to areas where disease epidemics have broken out to render assistance to victims. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world famous, but their jobs provide a chance to engage in interesting analyses and publish research done by their team. Kylie feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Samantha likes teamwork but isn't thrilled by it and also has mild anxiety about germs. Which of the following statements is most likely true?
Kylie has the highest level of job satisfaction.
5 types of needs: - physiological - safety - social - esteem - self-actualization
Maslow's Hierarchy of Needs
Which of the following scenarios demonstrates the core job characteristic of variety?
Maxim has to answer the phone, provides tours, write reports, and make appointments
- Need for Power - Need for Achievement - Need for Affiliation and sometimes - Need for Autonomy
McClelland's Acquired Needs Theory aka Three (Four) Needs Theory
Karen is a senior manager at The American Bank. A good part of her workday is spent in meetings with clients, subordinates at the bank, prospective customers, and the auditors. Though Karen has such a busy schedule, she manages to find time for her equally important meetings with the PETA foundation. Karen's commitment can be classified under which of the following concepts of psychological empowerment?
Meaningfulness
_____ captures the value of a work goal or purpose, relative to a person's own ideals and passions.
Meaningfulness
What 3 parts is satisfaction with work itself broken into?
Meaningfulness Responsibility Knowledge of results
Which of the following examples of work involves the core job characteristic of identity?
Min-jun took two years to write a novel, from starting the first draft to getting it published.
States of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything are known as:
Moods.
Which of the following statements is true regarding social support?
Most research on social support focuses on the ways that social support buffers the relationship between stressors and strains.
______________ is the set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence.
Motivation
Define and explain motivation and its forces.
Motivation is a defined set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence. Motivation is a critical consideration because job performance is largely a function of two factors: motivation and ability. Motivation is not one thing but rather a set of distinct forces. Some of those forces are internal to the employee, such as a sense of self-confidence, whereas others are external to the employee, such as the goals an employee is given. Motivation also determines a number of facets of an employee's work effort. Motivation determines what employees do at a given moment. Once the direction of effort has been decided, motivation goes on to determine how hard an employee works and for how long.
extrinsic
Motivation that is controlled by some contingency that depends on task performance is _____ motivation
intrinsic
Motivation that is felt when task performance serves as its own reward is _____ motivation.
What effect does a hindrance stressor have on job performance and org commitment?
Negative
specific, measurable, achievable, results-based, time-sensitive
S.M.A.R.T. goals acronym
true
The dimensions of psychological empowerment include all of these: self-determination, meaningfulness, competence, impact
Selena sells luxury cars for a living, but in recent months her sales have slumped. This is partly due to an economic recession, which has led to a downturn in the market. In addition, Selena has been distracted by the fact that her mother has been in the hospital. As a result of her decline in sales, Selena recently received a bad job performance rating. Why would she have grounds to dispute this rating?
The economic downturn is a factor beyond her control.
impact
The efforts of Coach Greene have made the Red Wolves the best soccer team in Arizona. The team owners tell Coach Greene that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Red Wolves being ranked as the best team in the conference. Which psychological empowerment concept best describes the effect of the owners' comments on Coach Greene's motivation?
emotion, moods
The experience of ______ is generally brief, lasting only seconds or minutes; ____ often last for hours or days.
You want a job that is creative and pays well, but you are also concerned with the work environment. Based on the concept of supervision satisfaction, what kind of job would you most likely take?
The supervisor encourages innovative ideas and has a friendly attitude
You want a job that is creative and pays well, but you are also concerned with the work environment. Based on the concept of supervision satisfaction, which of the following jobs would you most likely take?
The supervisor encourages innovative ideas and has a friendly attitude
Alice, a cartoonist, has been an achiever throughout her career. She enjoys the intellectual stimulation and independence she has at work. She feels her work allows her to use her creativity and artistic skills to its full potential. Which of the following work value categories is important to Alice?
Work itself
_____ refer(s) to the nature of the obligations that a person has toward others.
Work responsibility
________ refers to the nature of the obligations that a person has toward others.
Work responsibility
Define the Affective Events Theory (AET)
Workplace events can generate affective reactions that can in turn influence job satisfaction and job performance
does personality change gradually over time?
Yes
Define Internal locus of control
You are in control of your situations and how you ended up where you are
Which of the following refers to the relatively stable capabilities people have to perform a particular range of different but related activities?
ability
captures the energetic forces that drive employee's work effort
motivation
well-known responses to demands that occur in a normal, routine, or otherwise predictable way
routine task performance
Which of the following motivating forces have the strongest performance effect?
self-efficacy and competence
Accomplishment striving describes a
strong desire to achieve task related goals as a mean of expressing personality
Hindrance stressors have a _____ relationship with organizational commitment.
strong negative
Motivation has a _____ effect on job performance.
strong positive
Motivation that is controlled by some contingency that depends on task performance is _____ motivation.
Extrinsic Motivation
Which type of emotion can be best explained as "facing an immediate and concrete danger"?
Fear
a desire to remain a member of an organization because of an awareness of the costs associated with leaving it
continuance commitment
Which of these refers to the learning plans and problem-solving approaches used to achieve successful performance?
task strategies
________ is a subjective probability ranging from 0 to 1 that describes how a specific amount of effort will lead to a specific level of performance.
Expectancy
Which theory focuses most specifically on describing the cognitive process that employees go through to make choices among different voluntary responses?
Expectancy theory
According to the value-percept theory, the relation between Dissatisfaction, Value (importance) and Value (want) is given by: A. B. C. D. E.
(want - have) x importance
According to the value-percept theory, in which of the following scenarios would the employee be the most dissatisfied? 1. Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork. 2. Sofia wants to work with numbers. As an accountant, she works with numbers for the majority of her time in the office. 3. Lorenzo likes physical activity and taking risks. His job in a circus involves both of these elements, but he also spends time cleaning animal cages. 4. Laura wants to focus on scientific research. In her job for Lako Chemical, about half of her time involves research and the rest involves meetings. 5. Rokas likes helping people who are less fortunate, so he took a job as a social worker. Although he spends hours helping the poor, he dislikes his hour-long commute.
1. Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork.
Which of the following scenarios deals with satisfaction with the work itself? 1. Piotr enjoys his job because he constantly faces new challenges. 2. Krystyna is happy with her job because it's a fast-track to the top. 3. Santiago enjoys his job because his boss is so easy to get along with. 4.Lotte likes her job mainly because a coworker has become a close friend. 5.Ximena is happy with her job because she just became a department head.
1. Piotr enjoys his job because he constantly faces new challenges.
What two conditions must be met for work itself to produce intense positive moods?
1. the work must be challenging 2. the employee must possess the unique skills needed to meet the challenge
What are the two primary goals managers have for their employees?
1. to maximize their job performance 2. to ensure that they stay with firm for a significant length of time
- helping - courtesy - sportsmanship
3 characteristics of interpersonal citizenship behavior
- voice - civic virtue - boosterism
3 characteristics of organizational citizenship behaviors
Which of the following examples shows feedback obtained directly from the job? 1.As a factory worker, Robert receives feedback from the factory owner via his floor boss at regular intervals. 2.As a teacher, Lucinda receives feedback from the principal after each semester. 3.As a politician, Gabila constantly receives feedback from her constituents through email and phone calls. 4.As a business executive, Ignas receives feedback from his supervisor twice a year. 5.As a scientist, Zoran receives monthly feedback from his manager about his research.
3.As a politician, Gabila constantly receives feedback from her constituents through email and phone calls.
According to the job characteristics theory, the degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is performing is known as: A. feedback. B. significance. C. meaningfulness of work. D. autonomy. E. identity.
A
Which of the following is true about knowledge of results? 1.It captures the degree to which employees feel like their efforts do not really matter because work outcomes are dictated by effective procedures. 2.It captures the degree to which employees feel that they are key drivers of the quality of the unit's work. 3.It reflects the extent to which employees know how well (or how poorly) they are doing. 4.It implies that trivial tasks tend to be less satisfying than tasks that make employees feel like they're aiding the organization in some meaningful way. 5.It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies.
3.It reflects the extent to which employees know how well (or how poorly) they are doing
Which of the following scenarios demonstrates the core job characteristic of variety? 1.Mariya has to formulate policies that affect thousands of her constituents. 2.Dmitri has to constantly perform before an audience that lets him know how he is doing. 3.Maxim has to answer the phone, provides tours, write reports, and make appointments. 4.Ivan has to track a project all the way from conception to implementation. 5.Anastasia has to spend most of her time out of the office, during which she supervises herself.
3.Maxim has to answer the phone, provides tours, write reports, and make appointments.
•CLASSICAL -ECONOMIC -RATIONAL MODEL •BOUNDED RATIONALITY MODEL •IMPLICIT FAVORITES MODEL (Retrospective Decision Model) •GARBAGE CAN MODEL: GIGO
4 Decision-Making Models
Which of the following statements is true regarding coworker satisfaction? 1. Coworker satisfaction leads to lowered productivity. 2. Coworker satisfaction does not contribute much to overall job satisfaction. 3. Coworker satisfaction increases if employees take part in annual reviews of each other's work. 4. Coworker satisfaction is important because employees spend considerable time with coworkers. 5. Coworker satisfaction requires that all employees of the same level be promoted at the same intervals.
4. Coworker satisfaction is important because employees spend considerable time with coworkers.
Which of the following examples of work involves the core job characteristic of identity? 1.Harry spends most his day driving from place to place, trying to sell appliances. 2.Joan works as a therapist rehabilitating accident victims so they can walk again. 3.Malik works as a jack-of-all trades, which includes carpentry, plumbing, and yard work. 4.Diego requires little supervision for his office work because it involves standardized forms. 5.Min-jun took two years to write a novel, from starting the first draft to getting it published.
5.Min-jun took two years to write a novel, from starting the first draft to getting it published.
According to research, of the five facets of value-percept theory which two facets have moderately strong influences on overall job satisfaction? A. Pay satisfaction and promotion satisfaction B. Promotion satisfaction and coworker satisfaction C. Supervision satisfaction and altruism D. Coworker satisfaction and supervision satisfaction E. Satisfaction with the work itself and promotion satisfaction
A
Jake, Kylie, and Sam have different ideas about what makes a job satisfying. They all work for a non- profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true? A. Jake most likely has the lowest job satisfaction. B. Jenna most likely has the lowest job satisfaction. C. Jake most likely has the highest job satisfaction. D. Sam most likely has the highest job satisfaction. E. Sam most likely has the lowest job satisfaction.
A
What is the streamlined definition of personality?
Consistent ways of thinking, feeling, and acting across different situations in time Personality is a collection of multiple traits in which you respond to stimuli
Kylie, Jake, and Sam have different ideas about what makes a job satisfying. They all work for a non- profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true? A. Kylie has the highest level of job satisfaction. B. They all have essentially equal levels of job satisfaction. C. Kylie is the most likely to quit. D. Jenna has the highest job satisfaction. E. Sam has the lowest job satisfaction.
A
The need to manage emotions to complete job duties successfully is called: A. emotional labor. B. pleasantness. C. emotional contagion. D. mood swings. E. structured labor.
A
The results of surveys of common work values can be broken down into several general categories. Those general categories include which of the following sets of items?? A. Promotions, altruism, and status B. Equity and equality C. Meaningfulness of work, responsibility for outcomes, and knowledge of results D. Identity, autonomy, and feedback E. Joy, pride, hope, and compassion
A
Values are defined as: A. those things that people consciously or subconsciously want to seek or attain. B. pleasurable emotional states resulting from the appraisal of one's job or job experiences. C. set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group. D. a process that elicits, controls, and sustains certain behaviors. E. the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.
A
Which facet of job satisfaction bring(s) more responsibility and increased work hours? A. Promotion B. Compensation C. Environmental factors D. Competition E. Change in leadership
A
Which of the following combinations is most likely to result in flow? A. High skills and high challenges B. Low altruism and low identity C. High altruism and high identity D. Low activation and high pleasantness E. High autonomy and low growth need
A
Workplace surveys suggest that satisfied employees are becoming . A. more uncommon B. more widespread C. less expensive D. less productive E. more complacent
A
Define Affect
A broad term that encompasses a broad range of feelings, including emotions and moods
oxytocin
A chemical known as _______, which circulates through the brain and bloodstream, promotes trust and devotion.
Define Positive Affectivity
A dis positional tendency to experience pleasant engaging moods and emotions (Buddy the elf is always happy)
Define negative affectivity
A dis positional tendency to experience unpleasant moods and emotions (Grumpy Cat)
Define job satisfaction
A pleasurable emotional state resulting from ones job or job experiences
Which of these is a non work challenge stressor?
A positive life event
Define reverse halo effect
A prominent negative characteristic that overshadows other evidence
What is the formal definition of motivation?
A set of energetic forces that originates both within and outside the employee, initiates work-related effort, and determines its direction, intensity, and persistence
remind the team of how they worked hard to successfully overcome challenges in the past
Alvin is the leader of a team of counselors at a camp for recovering addicts. He and his team have been asked to implement a new program, which on the surface looks much more difficult than what they have been doing. Before the program begins, Alvin feels he needs to give his team a speech to help motivate them for the upcoming challenge. What is the first thing Alvin should do in his speech?
Define the stereotype bias
Assumptions made about individuals based on their membership in social groups
_____ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees.
Attitude Surveys
_____ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees.
Attitude surveys
A person with high job satisfaction will have life satisfaction. A. weak B. high C. moderate D. high negative E. low positive
B
According to the job characteristics theory, the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large is known as: A. responsibility for outcomes. B. significance. C. autonomy. D. identity. E. feedback.
B
Alice, a cartoonist, has been an achiever throughout her career. She enjoys the intellectual stimulation and independence she has at work. She feels her work allows her to use her creativity and artistic skills to its full potential. Which of the following work value categories is important to Alice? A. Status B. Work itself C. Coworkers D. Altruism E. Supervision
B
George is a car wash employee whose job consists of directing customers into the automated car wash. Which of the following statements is true about George's job? A. It has high moral significance. B. It has low variety. C. It has low stability. D. It has high utilization of ability. E. It has high identity.
B
Job satisfaction has a correlation _________ with affective commitment. A. moderate weak B. strong C. moderate D. weak positive E. weak negative
B
Linda is well established as a financial analyst at the American Bank. She has recently applied for a housing loan and has several financial responsibilities toward her family. Which of the following work value categories would be her most important concern? A. Altruism B. Pay C. Status D. Achievement E. Environment
B
When your job provides____________ , you view the outcomes of it as the product of your efforts rather than the result of careful instructions from your boss or a well-written manual of procedures. A. feedback B. autonomy C. variety D. significance E. identity
B
Which of the following is true about knowledge of results? A. It captures the degree to which employees feel that they are key drivers of the quality of the unit's work. B. It reflects the extent to which employees know how well (or how poorly) they are doing. C. It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies. D It captures the degree to which employees feel like their efforts do not really matter, because work . outcomes are dictated by effective procedures. E It implies that trivial tasks tend to be less satisfying than tasks that make employees feel like they're . aiding the organization in some meaningful way.
B
Which of the following is true regarding emotions? A. Failing to live up to your ideal self is termed as guilt, a negative emotion. B. Emotions usually last for only a few minutes. C. Enhancement of identity by taking credit for achievement is a negative emotion. D. Revulsion aroused by something offensive is shame. E. Being moved by another's situation is a negative emotion.
B
Which of the following is an example of what equity theory refers to as an external comparison?
Bailey is angry because she finds our that dental hygienists in other offices earn more than she does
Which of the following is an example of what equity theory refers to as an external comparison?
Bailey is angry because she finds out that dental hygienists in other offices earn more than she does.
What is the order of maslows hierarchy of needs?
Base to top Physiological needs Safety Social Esteem Self-actualization
a
Because embarrassment and shame are focal emotions in interdependent cultures, Tracy and Matsumoto (2006) found that losing athletes from interdependent cultures were more likely than those from independent cultures to a. show intense displays of shame. b. de-intensify their feelings of shame to save face. c. mask their feelings of inadequacy. d. blame the outcome on chance.
define emotion regulation
Being able to recover quickly from emotional experiences
Which of the following scenarios demonstrates how workers determine efficacy levels through vicarious experiences?
Bill, just named sales manager, asks Fred what his job was like when he was the sales manager.
instrumentality
Blake is determined to finish a building project for Mr. Hicks before the deadline. Blake is certain that if he successfully performs this building project, Mr. Hicks will hire him as a permanent builder for his expanding condominium business. Blake's belief demonstrates
engagement
Bobbi invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Bobbi demonstrates a high level of
equity
Brandy has been given a great deal of opportunity to advance her career. She recently got a huge increase in authority and salary, and she was hired to do what she has always claimed was her dream job. However, Brandy is not enthusiastic about coming to work, and when she is there, she spends most of her time complaining about how Maurice got a bigger office and nicer furniture than she did. Brandy's behavior would seem to support _____ theory.
According to the affective events theory: A. emotions need to be concealed at the workplace. B. emotions are independent of job satisfaction which depends on rational analysis. C. emotions can trigger spontaneous behavior. D. employees feel like their efforts do not really matter when work evaluation is dictated by affective procedures. E. an employee will have high supervisor satisfaction if the supervisor is likeable.
C
The psychological state that reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs is known as: A. responsibility for outcomes. B. knowledge of results. C. meaningfulness of work. D. variety. E. identity.
C
Tom is a commercial interior designer. He is responsible for arranging the basic layout of spaces within a building as well as other aspects such as the acoustics, lighting, temperature, color, furniture, furnishings, moldings, and paneling inside the building. He enjoys transforming interior spaces into something functional as well as aesthetically appealing. Tom's job has: A. low autonomy. B. low variety. C. high identity. D. high monotony. E. low utilization of ability.
C
When one person can "catch" or "be infected by" the emotions of another person, it is called: A. attachment. B. engagement. C. emotional contagion. D. empathy. E. emotional labor.
C
Which of the following statements is true? A. People who experience lower levels of job satisfaction tend to feel higher levels of affective commitment. B. Job Satisfaction is weakly correlated with affective commitment. C. Job satisfaction is moderately correlated with citizenship behavior. D. Job satisfaction is weakly correlated with normative commitment. E. Job satisfaction has a weak positive effect on job performance.
C
________ can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels. A. Focus groups B. Structured interviews C. Attitude surveys D. Focus groups followed by interviews E. Unstructured interviews
C
Which of the following statements is true about the effects of stressors?
Challenge stressors have a moderate positive relationship with organizational commitment.
Which of these techniques attempt to help people appraise and cope with stressors in a more rational manner?
Cognitive-behavioral techniques
_____ refer(s) to the behaviors and thoughts that people use to manage both the stressful demands that they face and the emotions associated with those stressful demands.
Coping
________ refer(s) to the behaviors and thoughts that people use to manage both the stressful demands that they face and the emotions associated with those stressful demands.
Coping
Which of the following statements is true regarding coworker satisfaction?
Coworker satisfaction is important because employees spend considerable time with coworkers
Which of the following statements is true regarding coworker satisfaction?
Coworker satisfaction is important because employees spend considerable time with coworkers.
______ is (are) an important moderator of what individuals consider to be positively or negatively valent.
Culture
According to job characteristics theory, if employees lack _________, more variety and autonomy should not increase their satisfaction very much. A. the need for power B. altruism C. agreeableness D. growth need strength E. creativity
D
According to job characteristics theory, which of the following responsibilities CANNOT be described as part of an autonomous job? A. Having flexible work timings B. Having the freedom to schedule your work C. Using your own methods and procedures D. Following the instruction manual word by word E. Devising new shortcuts to finish work faster
D
Emotions can be categorized into: A. structured and unstructured. B. cognition and affect. C. schemas and rules. D. positive and negative. E. semi-structured and unstructured.
D
Jon is the marketing head at Avion International, an import-export agency. His calendar is filled with: meetings with heads of the companies; interviewing new people; giving interviews to business magazines; attending presentations and seminars in different countries. Jon feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Jon's job? A. It has high moral significance. B. It has low autonomy. C. It has low labor equity. D. It has high variety. E. It has high identity.
D
Mike is a child psychologist who is passionate about helping children through difficult situations. He also volunteers at a free clinic during the weekend. Which of the following work value categories would be important for him? A. Status B. Environment C. Pay D. Altruism E. Supervision
D
Moods can be categorized into: A. feelings and schemas. B. classical conditioning and operant conditioning. C. cognition and affect. D. pleasantness and activation. E. emotions and cognition.
D
Which of the following statements about the JDI is FALSE? A. JDI is written in simple style for easy understanding. B. JDI is one of the most widely administered job satisfaction surveys. C. JDI should be made anonymous so as to get honest feedback. D. The JDI manual provides international norms for all facets. E JDI allows for within-organization comparisons to determine which departments have the highest . satisfaction levels and which have the lowest.
D
Which of the following statements is NOT true about life satisfaction? A. Job satisfaction is strongly related to life satisfaction. B. It is the degree to which employees feel a sense of happiness with their lives. C. Research shows that job satisfaction is one of the strongest predictors of life satisfaction. D. Increases in salary have a stronger impact on life satisfaction than do increases in job satisfaction. E. If we want to feel better about our days, we need to find a way to be more satisfied with our jobs.
D
is a positive emotional state resulting from the appraisal of one's job or job experiences. A. Job development B. Organizational endurance C. Organizational performance D. Job satisfaction E. Organizational growth
D
meaningfulness
Diane is a senior manager at The Southern Credit Union. A good part of her workday is spent in meetings with clients, subordinates at the bank, prospective customers, and auditors. Although Diane has such a busy schedule, she manages to find time for her equally important meetings with the Animal Habitat foundation. Diane's commitment to Animal Habitat can be classified under which of the following concepts of psychological empowerment?
Which of the following reflect(s) the relatively minor routine demands that get in the way of accomplishing the things that we really want to accomplish?
Daily hassles
Mandi
Danielle experienced a generally unpleasant feeling that lasted all day. Mandi had a sharp, physiologically arousing reaction, that faded after a few minutes, to a news report showing children dying from hunger in Africa. Which woman felt an emotion (as defined by your textbook)? Mandi Danielle Both women felt an emotion. Neither woman felt an emotion.
________ is the process of generating and choosing from a set of alternatives to solve a problem.
Decision making
Define Bounded rationality
Decision-makers often do not have the time, ability, cognitive capacity, or other resources to process complete information_ in order to make an optimal decision
According to the job characteristics theory, the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome is known as: A. responsibility for outcomes. B. knowledge of results. C. significance. D. variety. E. identity.
E
According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is NOT critical? A. Supervisor's likeable nature B. Rewards and recognition for good performance C. Supervisor's ability to help the employee attain what he or she values D. Supervisor's values and beliefs E. Supervisor's salary
E
Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement? A. Pay satisfaction B. Promotion satisfaction C. Supervision satisfaction D. Coworker satisfaction E. Satisfaction with the work itself
E
Which of the following statements is true regarding coworker satisfaction? A. Coworker satisfaction leads to lowered productivity. B. Coworker satisfaction requires that all employees of the same level be given equal pay. C. Employees feel threatened if their coworkers are able to help them with their job. D. Coworker satisfaction does not contribute much to overall job satisfaction. E. Coworker satisfaction is important because employees spend considerable time with coworkers.
E
Which of the following statements is true regarding job satisfaction? A. It remains constant over time. B. It is independent of objective job appraisals. C. It is immeasurable. D. It is unrelated to job performance. E. It has rational and emotional components.
E
Which of the following work value categories involve(s) helping others and working on moral causes? A. Supervision B. Coworkers C. Pay D. Promotions E. Altruism
E
Define the expectancy theory
Employees will only put in effort if they believe that it will result in successful performance which will result in a valued outcome
Bobbi invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Bobbi demonstrates a high level of ___________.
Engagement
motivation and ability
Effective job performance is most often a function of
________ is a type of self-esteem influenced by past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.
Efficacy
d
Ekman and Friesen's famous 1971 study with the Fore in Papua, New Guinea, demonstrated that a. the Fore could accurately identify the emotions Western faces were displaying in photographs. b. college students from Western countries could accurately identify the emotions the Fore expressed in photographs. c. college students from Western countries could accurately identify only a few of the emotions the Fore expressed in photographs. d. both a and b are correct.
Seeking support and venting anger are examples of which of the following coping strategies?
Emotion-focused behavior coping
The need to manage emotions to complete job duties successfully is called:
Emotional Labor
Define intuition
Emotionally charged judgement that arise through quick non consciousness and holistic associations -Auto Pilot
Which of the following is true regarding emotions?
Emotions usually last for only a few minutes.
Define Value fulfillment
Employees are satisfied when a job provides things they value
Irvin, who said wages are determined by employee job performance
Employees at Carpet Lot were given a survey about the workplace. One of the questions asked them about their wages. Which of the following respondents gave a response that shows a belief in a high level of instrumentality at Carpet Lot?
What happens when the two intense positive mood conditions are met?
Employees experience a state of Flow
Brandy has been given a great deal of opportunity to advance her career. She recently got a huge increase in authority and salary, and she was hired to do what she has always claimed was her dream job. However, Brandy is not enthusiastic about coming to work, and when she is there, she spends most of her time complaining about how Maurice got a bigger office and nicer furniture than she did. Brandy's behavior would seem to support ________ theory.
Equity
Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?
Equity theory
competence
Eric is a loan assistant, but wants to become a commercial lender, so he engages in self-directed learning, seeks out feedback from his managers, and manages his own workload. Eric is attempting to build his own
self-actualization
Ernest would rather work in a park or forest where he could help the environment and preserve nature, because that is more important to him than his high salary. Ernest's longing to work with nature is a _____ need.
Emily and Steffi work at Education Yours, a non-profit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked by her supervisor to teach an online course. Being new to online teaching, Steffi is considering her efficacy. She talks to Emily and other individuals who have been teaching online for several years. Emily takes pride in her teaching and always approaches her teaching with total enthusiasm. Emily tells Steffi that she believes exerting a high level of effort will result in a successful performance in her online teaching. Which of the following best describes Emily's belief about exerting high level of effort?
Expectancy
_____ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
Expectancy
Joe noticed that when his teammate Jan arrived at work, she was grouchy. Later she appeared excited; but by the time they finished for the day, Jan was sluggish and bored. Joe noticed how Jan's emotions changed that day.
F
Meaningfulness of work captures the degree to which employees feel that they are key drivers of the quality of the unit's work.
F
Moderate to strong correlation between the five core job characteristics and job satisfaction indicates all employees want more variety, more autonomous and significant jobs.
F
Research shows that employees with low job satisfaction experience strong positive feelings when they think about their duties or take part in their task activities.
F
The Value-Precept Theory utilizes three critical psychological states to measure job satisfaction.
F
The developers of the Job Descriptive Index (JDI) survey recommend that surveys in the organization should not be anonymous so that managers can identify which employees are not satisfied and address their specific needs.
F
The elements in employees' relationships with their supervisors that affect levels of job satisfaction are much different from the elements in employees' relationships with their coworkers that affect job satisfaction.
F
Variety is the degree to which the job provides freedom, independence, and discretion to the individual performing the work.
F
When employees are very talented and feel a strong need for growth, the core job characteristics do not have any effect.
F
A lump-sum bonus is a bonus received by members of a unit for meeting unit goals.
False
A sense of self-determination is a strong driver of extrinsic motivation.
False
Expectancy represents the belief that low performance is the outcome of high efforts.
False
Individuals who value money for the achievement, respect, and freedom it confers value the rational meaning of money.
False
Intrinsic motivation is controlled by some contingency that depends on task performance.
False
Leticia has been assigned a task for which she knows that she does not have the necessary skills or knowledge. However, she really wants the bonus she can earn by completing the task. According to expectancy theory, Leticia will be highly motivated to complete the task.
False
Meaningfulness reflects energy rooted in the belief that work tasks contribute to some larger purpose.
False
Motivation determines the direction, intensity, and outcome of effort.
False
T or F According to job characteristics theory, when students tell professors they hope to take more courses with them, this high level of identity positively affects the professors' job satisfaction.
False
T or F Nations that are above the poverty line are no happier than those below the poverty line.
False
T or F Passive recreation like watching TV is likely to trigger a flow state.
False
T or F Research reveals that job satisfaction is correlated strongly with citizenship behavior.
False
T or F Research shows that employees with low job satisfaction experience strong positive feelings when they think about their duties or take part in their task activities.
False
T or F States of feeling that are intense, last for a few hours, and are clearly directed at (and caused by) someone or some circumstance are termed moods.
False
T or F The developers of the Job Descriptive Index (JDI) survey recommend that surveys in the organization should not be anonymous so that managers can identify which employees are not satisfied and address their specific needs.
False
T or F The elements in employees' relationships with their supervisors that affect levels of job satisfaction are much different from the elements in employees' relationships with their coworkers that affect job satisfaction.
False
T or F The moderate to strong positive correlations between the five core job characteristics and job satisfaction indicate all employees want more variety and more autonomous and significant jobs.
False
T/F: According to job characteristics theory, when students tell professors they hope to take more courses with them, this high level of identity positively affects the professors' job satisfaction.
False
T/F: Research shows that employees with low job satisfaction experience strong positive feelings when they think about their duties or take part in their task activities.
False
T/F: States of feeling that are intense, last for a few hours, and are clearly directed at (and caused by) someone or some circumstance are termed moods.
False
T/F: The elements in employees' relationships with their supervisors that affect levels of job satisfaction are much different from the elements in employees' relationships with their coworkers that affect job satisfaction.
False
Task strategy reflects how complicated the information and actions involved in a task are, as well as how much the task changes
False
The belief that a person has the capabilities needed to execute the behaviors required for task success is known as self-actualization.
False
expectancy is not correlated with self-efficacy T/F
False. Expectancy is highly correlated with self-efficacy
job satisfaction does not predict job performance T/F
False. job satisfaction is moderately correlated with task performance
Amber is responsible for creating a master emergency preparedness plan for the chemical facility in which she works. Her supervisor, Whitney, has examined all of her materials and updated Amber on which parts of the plan are satisfactory and which parts need more work. Whitney has provided Amber with
Feedback
vicarious experiences
Flint has been assigned the task of reconfiguring all the digital projectors in his office building. He knows Ellie had to do this two years ago, and he remembers that she was crying in frustration and almost resigned because of complications and a lack of cooperation that hindered her ability to do the job properly. This is an example of Flint taking _____ into account
According to job characteristics theory, which of the following responsibilities CANNOT be described as part of an autonomous job?
Following the instruction manual word by word
external comparison
For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Meg is a(n):
Over the course of a week, various coworkers confide in you about their states of feeling. Which of the following scenarios are you most likely to characterize as a mood?
For some unknown reason, Vasil felt vaguely irritable at work for days.
Allan and Danny have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Danny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. Allan's focus on concepts such as difficulty and specificity is a key aspect of:
Goal setting
A person with high job satisfaction will tend to have _____ life satisfaction.
High
What are the two types of stressors
Hindrance Challenge stressors
_____ is a positive emotional state resulting from the appraisal of one's job or job experiences.
Job satisfaction
self-determination
Incusafe is a venture capital firm that helps finance small businesses. New hires at the firm are given a project worth $100,000 to work on with minimum interference from the senior associates. The project has a large scope for innovation and creation. What is management attempting to use as a motivator for the new hires?
Which of the following is a specific value related to the work itself?
Intellectual stimulation
Which of the following statements is true regarding job satisfaction?
It has both rational and emotional components.
Jon is the marketing head at Avion International, an import-export agency. His calendar is filled with: meetings with heads of the companies; interviewing new people; giving interviews to business magazines; attending presentations and seminars in different countries. Jon feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Jon's job?
It has high variety.
George is a car wash employee whose job consists of directing customers into the automated car wash. Which of the following statements is true about George's job?
It has low variety.
Which of the following is true about knowledge of results?
It reflects the extent to which employees know how well (or how poorly) they are doing.
Jake, Kylie, and Sam have different ideas about what makes a job satisfying. They all work for a non-profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true?
Jake most likely has the lowest job satisfaction.
Kylie, Jake, and Samantha have different ideas about what makes a job satisfying. They all work for a nonprofit organization and travel to areas where disease epidemics have broken out to render assistance to victims. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world famous, but their jobs provide a chance to engage in interesting analyses and publish research done by their team. Kylie feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Samantha likes teamwork but isn't thrilled by it and also has mild anxiety about germs. Which of the following statements is most likely true?
Jake most likely has the lowest job satisfaction.
Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs.
Jake most likely has the lowest job satisfaction.
expectancy
Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media.
Which of the following scenarios demonstrates how feedback can moderate progress toward attaining goals?
Jerry tells Jorge he has done a fantastic job so far, but he needs to bump his production up by ten percent to meet the required rate.
_____ is a positive emotional state resulting from the appraisal of one's job or job experiences.
Job Satistfaction
________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
Job performance
What is meant by variety
Jobs that require a variety of activities, skills, and talents
Trust in authorities like the management in a firm depends on which two factors?
Justice and ethics
verbal persuasion
Kelli is about to deliver an important presentation on her highly innovative efficiency technique at an internationally recognized business conference. Just minutes before she is to go on stage, Kelli gets nervous and cannot remember half of her talking points. Her boss speaks to her, reminding her that she works everyday with the information she plans to communicate, which helps shore up her confidence. Kelli then makes a presentation that earns her a standing ovation. Which of the following considerations dictated Kelli's self-efficacy?
A publishing firm believes in providing continuous feedback to employees regarding their work. Newly hired employees are assigned a mentor who works in their team. The mentor reviews the new employee's work, and provides tips on improving productivity. In this example, the firm is addressing which of the following critical psychological states that make work satisfying for employees?
Knowledge of results
engagement
Kwame designs and delivers public outreach programs for Hydro Sun Electric. He seems to never take a break, he always talks about work, and he often reaches the end of the day wishing he could do more and not realizing how late it has gotten. Kwame's behavior demonstrates the concept of
self-efficacy
Linda has been hired by Doctor Patel to oversee a fast-paced, innovative medical office. It is a highly difficult, but well-paid job. Linda believes she has the skills and experiences to easily handle the task and improve the efficiency of the office. Linda's belief in her capabilities is known as
The results of surveys of common work values can be broken down into several general categories. Those general categories include which of the following sets of items??
Promotions, altruism, and status
goal setting
Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. Lucy's focus on concepts such as difficulty and specificity is a key aspect of
participation
Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator?
control
Marilou was stressed about her inability to guess what the future would hold for her at Valley Creek. Marilou was stressed because she had a need for
overreward ineguity
Noticing her reduced performance at work, Sabrina enrolled herself for training sessions offered by the company and saw her productivity improve. This helped restore her balance of comparison ratios. Prior to enrolling in the training session, Sabrina was most likely experiencing
overreward inequity
Noticing her reduced performance at work, Sabrina enrolled herself for training sessions offered by the company and saw her productivity improve. This helped restore her balance of comparison ratios. Prior to enrolling in the training session, Sabrina was most likely experiencing
What are the Big 5 personality traits?
OCEAN -Openness to experience -Conscientiousness -Extroversion -Agreeableness -Neuroticism
________ are the manifestations of an organizational culture that everyone can see or talk about.
Observable artifacts
internal comparison
On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Lucy is a(n)
external comparison
On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Meg is a(n):
________ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.
Organizational behavior
a
Oxytocin was found to have all of the following effects except a. decreases in depression. b. increases in monogamy among typically promiscuous voles. c. greater willingness to trust strangers. d. higher instances of emotional aggression.
Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator?
Participation
Neurocultural view of emotions
Paul Ekman's theory that emotions represent biological (and thus universal) phenomena with some cultural nuances (display rules)
Linda is well established as a financial analyst at the American Bank. She has recently applied for a housing loan and has several financial responsibilities toward her family. Which of the following work value categories would be her most important concern?
Pay
Linda is well established as a financial analyst at the American Bank. She has several significant financial responsibilities concerning her family and recently applied for a housing loan. Which of the following work value categories would likely be important to her?
Pay
Define the equity theory
People compare how much effort they put into an activity and how much other people put in and what they get in return -if things arent fair people will be motivated to make them fair -inequity motivates action to make things more fair
Wallace just got a new batch of articles to edit. He is enthused about starting something new. He decides to put all other distractions aside and focus on this task. He gets a great deal done, but after three hours, he is ready for something else. Deciding to quit after a few hours demonstrates the effect of Wallace's motivation on his _____ of effort.
Persistence
Which of the following scenarios deals with satisfaction with the work itself?
Piotr enjoys his job because he constantly faces new challenges.
Anchoring bias defined
Placing too much emphasis on one trait or piece of information
What effect do challenge stressors have on job performance and org commitment?
Positive
________ is the ability to influence the behavior of others and to resist unwanted influence in return.
Power
Eliza and Samantha work at the Snack Time factory. The company is short staffed and the employees are finding it difficult to meet the daily production requirements. Both Eliza and Samantha indicated that they were facing time pressures in their respective departments. Eliza decided to work longer hours to meet the deadline, whereas Samantha tries to distance herself from her problems at work by thinking about the positive things in her life. Which of these coping strategies is utilized by Eliza?
Problem-focused behavior coping
Which facet of job satisfaction bring(s) more responsibility and increased work hours?
Promotion
Which facet of job satisfaction brings more responsibility and increased work hours?
Promotion
________ is the energy rooted in the belief that work tasks contribute to some larger purpose.
Psychological empowerment
_________ is the energy rooted in the belief that work tasks contribute to some larger purpose.
Psychological empowerment
make the goals very specific
Rocco has been asked to set some effective goals for the workers in his sales department. Rocco wants to get the best performance out of his team that he can, because he is being evaluated on how well they do. How should Rocco go about determining the goals for his team?
What employees actually do is captured by satisfaction with the work itself.
T
Tim is working as the marketing head at Blue Chip Investments. His work requires him to travel extensively and meet clients in various countries. However, his role also requires him to mentor several marketing representatives who work under him and keep track of their progress. Since Tim stays away from his office most of the time, he finds it difficult to manage both types of work responsibilities. Tim faces which of the following challenges?
Role conflict
_____ is a work hindrance stressor that occurs from incompatible demands within a single role that a person may hold.
Role conflict
_____ refers to a work hindrance stressor that occurs when the number of demanding roles a person holds is so high that the person simply cannot perform some or all of the roles very effectively.
Role overload
Employees are motivated when their goals are...
SPECIFIC and DIFFICULT
Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs. Who has a high job satisfaction? Who has a low job satisfaction?
Saki has the highest level of job satisfaction Jake most likely has the lowest job satisfaction.
Define the self serving bias
Self serving bias: Attribute our own behavior to external characteristics - its not my fault im late to work because there was traffic, there was nothing I could do
GroundWork is a venture capital firm that helps in financing small businesses. New hires at the firm are given a project worth $50,000 to work on with minimal interference from senior management. The project has a large scope for innovation and creation. What is management attempting to use as a motivator for the new hires?
Self-determination
GroundWork is a venture capital firm that helps in financing small businesses. New hires at the firm are given a project worth $50,000 to work on with minimum interference from the senior associates. The project has large scope for innovation and creation. What was the management attempting to use as a motivator for the new hires?
Self-determination
Linda has been hired by Doctor Patel to oversee a fast-paced, innovative medical office. It is a highly difficult, but well-paid job. Linda believes she has the skills and experiences to easily handle the task and improve the efficiency of the office. Linda's belief in her capabilities is known as
Self-efficacy
Which of the following is/are the motivating force(s) with the strongest performance effect?
Self-efficacy/competence
both
Sherika notices an angry look cross her professor's face while they are talking one-on-one. Sherika decides that the anger has to do with the professor's opinion of the theory they are discussing, not with Sherika herself. Sherika feels pride in her work as a student because her professor obviously thinks highly enough of her work to share an important opinion. What type of appraisal process(es) did Sherika engage in? primary secondary both primary and secondary neither primary nor secondary
Regarding bounded rationality define cognitive heuristics
Simple rules of thumb that allow us to make decisions more easily Cognitive Short-Cuts
________ is the phenomenon occurring when members of a team exert less effort when working on team tasks than they would if they worked alone on those same tasks.
Social loafing
Define Stressor
Some kind of environmental demand that a person must meet
After the annual appraisal, Ted was disappointed with his 10% increase in pay compared to the 20% increase his colleagues received. When Ted spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Ted had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would help Ted improve his performance?
Specific goals
Define Moods
States of feeling that are mild in intensity, are not directed at anything or anyone specific, and tend to last for an extended duration
Having prestige, power over others, and fame are examples of work values related to _____.
Status
Define Personality (formal)
Structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior
Identify and explain the mathematical formula for expectancy theory. Construct an example from your own life to illustrate this theory
Student answers and examples will vary but should demonstrate understanding of expectancy theory and its mathematical formula. A sample answer follows. Expectancy represents the belief that exerting a high level of effort will result in the successful performance of some task. More technically, expectancy is a subjective probability, ranging from 0 (no chance!) to 1 (a mortal lock!) that a specific amount of effort will result in a specific level of performance (abbreviated E → P). Once I was asked to try out for the basketball team. I had a low expectancy because I knew that even if I tried my best, I would not make it because I am not as tall or athletic as most people.
Loren wants to implement a new compensation plan in his growing pre-fabricated housing business. He has been using profit-sharing, but he did not see the productivity gains he was hoping for. Identify and explain individual-, unit-, and organization-focused compensation plan elements, and explain which method might be a good choice for Loren to use.
Student answers will vary but should demonstrate understanding of compensation plan elements and how they can be used to motivate. A sample answer follows. Individual-focused compensation plan elements include piece rates, merit pay, lump-sum bonuses, and recognition awards. Unit-focused compensation plan elements include gain sharing. Organization focused elements include profit sharing. Merit pay and profit sharing offer little in the way of difficult and specific goals because both essentially challenge employees to make next year as good (or better) than this year. In contrast, lump-sum bonuses and gain sharing provide a forum for assigning difficult and specific goals; the former does so at the individual level and the latter at the unit level. Partly for this reason, both types of plans have been credited with improvements in employee productivity. Profit sharing, for example, is unlikely to have strong motivational consequences because an individual employee can do little to improve the profitability of the company, regardless of the employee's job performance. Instrumentality and equity are more achievable with gain sharing because the relevant unit is smaller, and the relevant outcomes are more controllable. Still, the highest instrumentality and equity levels will typically be achieved through individual-focused compensation elements, such as piece-rate plans or merit pay plans. Loren can try profit sharing again, but it does not provide difficult or specific goals, and the workers have little control over the result as individuals. He might try gain sharing because it allows workers to set goals together, but also gives them more control than profit sharing. He is likely to see the greatest gains in productivity and equity by implementing wage incentives at the individual level, such as piece wages or individual merit pay. He can increase the effectiveness and pinpoint the goals of merit pay better if he shortens the span between tracking and recognition of productivity to less than the standard annual interval that companies have traditionally used.
Describe equity theory. What are the three general possibilities that can result from the comparison of the ratio of outcomes and inputs to the ratio of some comparison other? Describe a situation when you experienced a sense of inequity, and relate your response to that situation.
Student answers will vary but should demonstrate understanding of equity theory and the three general possibilities that can result from comparison. A sample answer follows. Equity theory acknowledges that motivation does not just depend on your own beliefs and circumstances but also on what happens to other people. More specifically, equity theory suggests that employees create a "mental ledger" of the outcomes (or rewards) they get from their job duties. Equity theory argues that you compare your ratio of outcomes and inputs to the ratio of some comparison other—some person who seems to provide an intuitive frame of reference for judging equity. There are three general possibilities that can result from this "cognitive calculus." The first possibility is that the ratio of outcomes to inputs is balanced between you and your comparison other. In this case, you feel a sense of equity, and you are likely to maintain the intensity and persistence of your effort. The second possibility is that your ratio of outcomes to inputs is less than your comparison other's ratio. According to equity theory, any imbalance in ratios triggers equity distress—an internal tension that can only be alleviated by restoring balance to the ratios. The third possibility is that your ratio of outcomes to inputs is greater than your comparison other's ratio. Equity distress again gets experienced, and the tension likely creates negative emotions such as guilt or anxiety. Once, I worked at a grocery store. I did extra jobs, such as sweeping and straightening shelves. My friend, who also worked at the store, did nothing extra and even stole snacks from the back room. He always got to work more hours than I did. I quit the job because I felt it was unfair.
At Drone Craft Industries, several people are feeling that things are not fair. Reva works harder than Brit, but Brit gets first choice on vacation dates and earns more bonus pay. Benny slacks off, but the boss likes him, so he gets better assignments than Lanie, the team member who works next to him and works harder than Benny ever has. Identify and explain the possible outcomes of equity theory comparisons and ways to restore the balance for each outcome. Then, identify the situations Reva and Benny are in, and suggest how they might feel and what they might do about it.
Student answers will vary but should demonstrate understanding of equity theory. A sample answer follows. The first possibility is that the ratio of outcomes to inputs is balanced between you and your comparison other. In this case, you feel a sense of equity, and you're likely to maintain the intensity and persistence of your effort. The second possibility is that your ratio of outcomes to inputs is less than your comparison other's ratio. According to equity theory, any imbalance in ratios triggers equity distress—an internal tension that can only be alleviated by restoring balance to the ratios. In an underreward case, the equity distress likely takes the form of negative emotions, such as anger or envy. One way to stop feeling those emotions is to try to restore the balance in some way. You could be constructive and proactive by talking to your boss and explaining why you deserve better outcomes. Such actions would result in the growth of your outcomes, restoring balance to the ratio. Of course, anger often results in actions that are destructive rather than constructive, and research shows that feelings of underreward inequity are among the strongest predictors of counterproductive behaviors, such as employee theft. Another means of restoring balance is to shrink your inputs by lowering the intensity and persistence of effort. The third possibility is that your ratio of outcomes to inputs is greater than your comparison other's ratio. Equity distress again gets experienced, and the tension likely creates negative emotions such as guilt or anxiety. Balance could be restored by shrinking your outcomes (taking less money, giving something back to the comparison other), but the theory acknowledges that such actions are unlikely in most cases. Instead, the more likely solution is to increase your inputs in some way. You could increase the intensity and persistence of your task effort or decide to engage in more "extra mile" citizenship behaviors. At some point though, there may not be enough hours in the day to increase your inputs any further. An alternative (and less labor-intensive) means of increasing your inputs is to simply rethink them—to reexamine your mental ledger to see if you may have "undersold" your true contributions. On second thought, maybe your education or seniority is more critical than you realized, or maybe your skills and abilities are more vital to the organization. This cognitive distortion allows you to restore balance mentally, without altering your behavior in any way. There is one other way of restoring balance, regardless of underreward or overreward circumstances: Change your comparison other. After all, we compare our "lots in life" to a variety of other individuals. Some of those comparisons are internal comparisons, meaning that they refer to someone in the same company. Others are external comparisons, meaning that they refer to someone in a different company. If a given comparison results in high levels of anger and envy or high levels of guilt and anxiety, the frame of reference may be shifted. Reva sees herself in an underreward situation, where her ratio of outcomes to inputs is less than Brit's, and she probably feels anger and resentment. She might complain to her boss about the inequity, or she may begin to engage in destructive behaviors or quit. Benny's ratio of outcomes to inputs is greater than Lanie's, and he probably feels guilt or anxiety. He could restore balance by working harder or by offering Lanie first choice of job assignments.
How do employees make the choices that take them in the "right direction"? Justify your answer with the help of expectancy theory.
Student answers will vary but should demonstrate understanding of expectancy theory and how it relates to employee choices. A sample answer follows. The expectancy theory describes the cognitive process that employees go through to make choices among different voluntary responses. The theory suggests that our choices depend on three specific beliefs that are based in our past learning and experience: expectancy, instrumentality, and valence. Expectancy represents the belief that exerting a high level of effort will result in the successful performance of some task. Instrumentality represents the belief that successful performance will result in some outcome. It is a set of subjective probabilities, each ranging from 0 (no chance!) to 1 (a mortal lock!) that successful performance will bring a set of outcomes. Valence reflects the anticipated value of the outcomes associated with performance. Salary increases, bonuses, and more informal rewards are typical examples of "positively valenced" outcomes, whereas disciplinary actions, demotions, and terminations are typical examples of "negatively valenced" outcomes.
What is the difference between extrinsic and intrinsic motivation? Give some examples of outcomes associated with each of these. Are you more motivated by extrinsic or intrinsic outcomes? Explain, using examples from your own life.
Student answers will vary but should demonstrate understanding of extrinsic and intrinsic motivation. A sample answer follows. Extrinsic motivation is motivation that is controlled by some contingency that depends on task performance. Other outcomes, such as enjoyment, interestingness, and personal expression, are self-generated, originating in the mere act of performing the task. These outcomes foster intrinsic motivation—motivation that is felt when task performance serves as its own reward. I am more motivated by extrinsic motivation. I work for the contingency that I will get paid. I do not like working, but I do it for the check. I believe that if I had a chance to do a job with intrinsic motivation, I would be even more motivated, but right now all I know is extrinsic motivation.
Iggy has seen what he feels is too much turnover in the work force at his distillery. He wants to see his workers perform better and demonstrate a better commitment to the organization. Explain how motivation relates to job performance and organizational commitment, and give some examples of what Iggy can do to boost performance and commitment.
Student answers will vary but should demonstrate understanding of motivation and how it relates to job performance and organizational commitment. A sample answer follows. Turning first to job performance, literally thousands of studies support the relationships between the various motivating forces and task performance. The motivating force with the strongest performance effect is self-efficacy/competence, because people who feel a sense of internal self-confidence tend to outperform those who doubt their capabilities. Difficult goals are the second most powerful motivating force; people who receive such goals outperform the recipients of easy goals. The motivational force created by high levels of valence, instrumentality, and expectancy is the next most powerful motivational variable for task performance. Finally, perceptions of equity have a somewhat weaker effect on task performance. The relationship between motivation and organizational commitment seems straightforward. After all, the psychological and physical forms of withdrawal that characterize less committed employees are themselves evidence of low levels of motivation. Clearly employees who are daydreaming, coming in late, and taking longer breaks are struggling to put forth consistently high levels of work effort. Research on equity and organizational commitment offers the clearest insights into the motivation-commitment relationship. Specifically, employees who feel a sense of equity are more emotionally attached to their firms and feel a stronger sense of obligation to remain. Iggy can set difficult goals that he knows will challenge his workers, but he should also make them attainable. When the employees achieve goals, Iggy should praise them so they gain self-confidence and believe in their abilities. Iggy can also make sure all employees are treated fairly and equally in order to boost their sense of equity.
Maitlyn has discovered that almost all of her co-workers are just there to collect a paycheck, and few of them feel as though they are motivated intrinsically. Maitlyn feels she should bring this to the attention of upper management so they can make some changes. Define psychological empowerment, and using Maitlyn's situation, identify the four concepts that can make work tasks intrinsically motivating, and explain each concept.
Student answers will vary but should demonstrate understanding of psychological empowerment and intrinsic motivation. A sample answer follows. Psychological empowerment represents a form of intrinsic motivation, in that merely performing the work tasks serves as its own reward and supplies many intrinsic outcomes. Models of psychological empowerment argue that a similar set of concepts can make work tasks intrinsically motivating. Four concepts are particularly important: meaningfulness, self-determination, competence, and impact. Meaningfulness captures the value of a work goal or purpose, relative to a person's own ideals and passions. When a task is relevant to a meaningful purpose, it becomes easier to concentrate on the task and get excited about it. Self-determination reflects a sense of choice in the initiation and continuation of work tasks. Employees with high levels of self-determination can choose what tasks to work on, how to structure those tasks, and how long to pursue those tasks. That sense of self-determination is a strong driver of intrinsic motivation, because it allows employees to pursue activities that they themselves find meaningful and interesting. Competence captures a person's belief in his or her capability to perform work tasks successfully. Competence brings with it a sense of pride and mastery that is itself intrinsically motivating. Impact reflects the sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose. Phrases such as "moving forward," "being on track," and "getting there" convey a sense of impact. The polar opposite of impact is "learned helplessness"—the sense that it does not matter what a person does, nothing will make a difference. Here, phrases such as "stuck in a rut," "at a standstill," or "going nowhere" become more relevant. Maitlyn's supervisors could structure the work so employees have more say in choosing how to do their work, which might give them a sense of self-determination. They might also set up a standard that workers can achieve to show that they are capable of doing their jobs, boosting their sense of confidence and competence. Supervisors could also use encouraging phrases to give the workers more of a sense of impact.
Martha was assigned to present the bank's financial statement to its shareholders. The management chose Martha because she was good at negotiating and had the skills to tackle any question thrown her way. Although Martha was not confident in the beginning, she managed to pull it off with ease. Using Martha as an example, define self-efficacy and identify and explain its determinants.
Student answers will vary but should demonstrate understanding of self-efficacy. A sample answer follows. One of the most critical factors that shape efficacy for a task is self-efficacy, defined as the belief that a person has the capabilities needed to execute the behaviors required for task success. Think of self-efficacy as a kind of self-confidence or a task-specific version of self-esteem. Employees who feel more "efficacious" (i.e., self-confident) for a particular task will tend to perceive higher levels of expectancy—and therefore be more likely to choose to exert high levels of effort. When employees consider efficacy levels for a given task, they first consider their past accomplishments—the degree to which they have succeeded or failed in similar sorts of tasks in the past. They also consider vicarious experiences by taking into account their observations and discussions with others who have performed such tasks. Self-efficacy is also dictated by verbal persuasion because friends, coworkers, and leaders can persuade employees that they can "get the job done." Finally, efficacy is dictated by emotional cues, in that feelings of fear or anxiety can create doubts about task accomplishment, whereas pride and enthusiasm can bolster confidence levels. Martha had emotional cues that made her have fear and anxiety. Once she began her job, her efficaciousness grew and she became more confident.
Melissa has noticed that people in her office lack commitment to their goals. Each year goals are set and then ignored. Describe some strategies for fostering goal commitment that Melissa could use in her office.
Student answers will vary but should demonstrate understanding of strategies that can increase goal commitment. A sample answer follows. Goal commitment is defined as the degree to which a person accepts a goal and is determined to try to reach it. When goal commitment is high, assigning specific and difficult goals will have significant benefits for task performance. However, when goal commitment is low, those effects become much weaker. The importance of goal commitment raises the question of how best to foster commitment when assigning goals to employees. Powerful strategies for fostering goal commitment include rewards, publicity, supervisory support, employee participation, and providing resources to help employees reach goals. Melissa could give prizes to employees who reach their goals. She could give a special parking space to the one who does the best. She could also tell the workers she is there to help them and ask them if they need any supplies or training to help them meet their goals.
Freddie needs to set goals for his team of real estate agents. Freddie wants the goals to improve task performance for his team. Use Freddie's situation to identify and explain the factors that alter the effects of goal setting on task performance.
Student answers will vary but should demonstrate understanding of the factors that impact the effects of goal setting on task performance. A sample answer follows. Goal setting theory views goals as the primary drivers of the intensity and persistence of effort. Goals are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit. More specifically, the theory argues that assigning employees specific and difficult goals will result in higher levels of performance than assigning no goals, easy goals, or "do-your-best" goals. The assignment of a specific and difficult goal shapes people's own self-set goals—the internalized goals that people use to monitor their own task progress. In the absence of an assigned goal, employees may not even consider what their own goals are, or they may self-set relatively easy goals that they are certain to meet. As a self-set goal becomes more difficult, the intensity of effort increases, and the persistence of effort gets extended. However, goals have another effect; they trigger the creation of task strategies, defined as learning plans and problem-solving approaches used to achieve successful performance. In the absence of a goal, it is easy to rely on trial and error to figure out how best to do a task. Under the pressure of a measuring stick, however, it becomes more effective to plan out the next move. Put differently, goals can motivate employees to work both harder and smarter. Freddie should make sure to set team goals that are difficult and specific, and he should set a timeline for achieving them. This will increase the performance required for the goals his team will set for themselves as well, forcing them to challenge themselves more and take more creative approaches to problems. Freddie could set a goal for listings and sales within a timeframe, such as a month or six weeks. He should tell the agents exactly how many listings they should aim for. The goal should be a bit higher than what they typically achieve.
Identify and explain the acronym S.M.A.R.T. as used in goal setting theory. Give an example of a S.M.A.R.T. goal from your own life.
Student examples will vary but should demonstrate understanding of S.M.A.R.T. goal setting. A sample answer follows. The S.M.A.R.T. acronym summarizes many beneficial goal characteristics, standing for Specific, Measurable, Achievable, Results-Based, and Time-Sensitive. (Although that acronym is a useful reminder, note that it omits the all-important "Difficult" characteristic.) I set a S.M.A.R.T. goal to complete my degree in three years. It is specific because it tells exactly what I am doing; it is measurable because when I complete my credits I will have earned my degree; it is achievable because many people finish in three years; it is results-based because if I do not pass my classes, I will not achieve it; and it is time-sensitive because it has to be done in three years.
A challenging assignment given to a knowledgeable person would trigger intense positive moods.
T
According to the affective events theory, affective reactions can influence work attitudes and behaviors.
T
Enrichment efforts can heighten work accuracy and customer satisfaction, though training and labor costs tend to rise as a result of such changes.
T
Feedback provided directly by the job may have greater impact on job satisfaction than formal appraisals from a supervisor.
T
For an individual with high growth need strength, there is a strong positive correlation between satisfaction with the work itself and levels of the five core job characteristics.
T
Growth need strength captures whether employees have strong needs for personal accomplishment or developing themselves beyond their current levels.
T
Job characteristics theory argues that variety, identity, significance, autonomy, and feedback result in high levels of the three psychological states (meaningfulness of work, responsibility for outcomes, and knowledge of results), making work tasks more satisfying.
T
Research shows that job satisfaction is one of the strongest predictors of life satisfaction.
T
Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
T
Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
T
Service jobs are high in emotional labor.
T
Some employees do not want frequent promotions because promotions bring more responsibility and increased work hours.
T
Surveys that never lead to any kind of on-the-job change eventually may be viewed as a waste of time.
T
The JDI manual provides national norms for all facets and breaks down those norms according to relevant demographic groups.
T
Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job.
T
Which of these refer(s) to the learning plans and problem-solving approaches used to achieve successful performance?
Task strategies
What is meant by significance
The job has a substantial impact on others
Regarding cognitive heuristics define availability bias
The tendency to base judgement on information that is easy to recall -because i see it all the time it must be the case for everyone
Hannah has been asked to give the opening speech at her global company's annual sales convention. She has successfully given speeches in the past, and her friends have all told her she would be great. These have resulted in a high sense of self-efficacy, and she accepts the assignment.
True
Motivation is not one thing but rather a set of distinct forces.
True
Research suggests that employees underestimate how powerful a motivator pay is to them.
True
T or F A challenging assignment given to a knowledgeable and skillful person would be likely to trigger an intense positive mood.
True
T/F: Job characteristics theory argues that variety, identity, significance, autonomy, and feedback result in high levels of the three psychological states (meaningfulness of work, responsibility for outcomes, and knowledge of results), making work tasks more satisfying.
True
T/F: Values are those things that people consciously or subconsciously want to seek or attain.
True
Valence can be positive, negative, or zero.
True
When goal commitment is high, assigning specific and difficult goals will have significant benefits for task performance.
True
job satisfaction influences organizational commitment T/F
True
motivation has a strong positive correlation with job performance T/F
True
________ is the willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions.
Trust
Which of the following scenarios involving Tisha, a nurse at a major metropolitan hospital, depicts a situation where her ratio of outcomes to inputs is lower than her comparison other?
Valerie, a nurse with less experience than Tisha, gets first choice of vacation days, which is supposed to be done by seniority.
Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values?
Value-percept theory
Which of the following theories argues that job satisfaction depends on whether an employee perceives that his/her job supplies the things that he/she values?
Value-percept theory
Which of the following is true regarding value-percept theory?
Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job.
The Cotton Yard is a family run knitting company. It specializes in custom-made woolen sweaters, pullovers, scarves and gloves. Younger family members have learn the value of attention to detail when creating a knit pattern by observing the praise given to knitters who exhibit this level of attention. Those who now exhibit close attention to detail while knitting have learned through______.
Vicarious experiences
The Morning Muffin is a family-run baking company. It specializes in custom-made cakes, turnovers, croissants, muffins, and pies. Younger family members have learned the value of attention to detail when creating a new recipe by observing the praise given to bakers who exhibit this level of attention. Those who now exhibit close attention to detail while creating recipes have learned through
Vicarious experiences
true
Which of the following is an example of what equity theory refers to as an external comparison?: Bailey is angry because she finds out that dental hygienists in other offices earn more than she does.
c
Which of the following is not a critique of the Ekman studies on the universality of facial expressions? a. Ekman should have allowed participants to come up with their own words to identify the expressions. b. Ekman's research included only a limited number of emotions. c. Ekman did not include enough cultures to generalize his results. d. Ekman did not control for the mood of the participants.
Specific, difficult goals are best
Which of the following is true about goal setting?
self-efficacy and competence
Which of the following motivating forces have the strongest performance effect?
impact
Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose?`
Jerry tells Jorge he has done a fantastic job so far, but he needs to bump his production up by ten percent to meet the required rate.
Which of the following scenarios demonstrates how feedback can moderate progress toward attaining goals?
Bill, just named sales manager, asks Fred what his job was like when he was the sales manager.
Which of the following scenarios demonstrates how workers determine efficacy levels through vicarious experiences?
Elis and Phoebe work at United Insurance, a medium-sized insurance company with 240 branches in 8 states. Elis works as a teller. Phoebe works as one of five regional supervisors, who are each expected to supervise a team of tellers. Elis recently received instructions from her supervisor that all tellers will be evaluated on the number of people they assist at their window per day. Serving more customers means higher performance effectiveness. However, Elis is also expected to follow the bank's number one goal of customer satisfaction. Phoebe on the other hand is facing a difficult situation. Two of the regional supervisors left the bank for other opportunities resulting in significant increase in the work responsibility and time pressure for Phoebe and the remaining two supervisors. The bank hired Jason as a trainee for the supervisor position. Two days into his new job, he was asked to take up all the responsibilities of a regional supervisor. Jason was given very few instructions or guidelines about how things are supposed to be done. He was expected to learn on the job. Elis is facing which type of stressor?
Work hindrance
Mariel is in the market to buy a used car. Her friend Mika tells her that she should avoid City Motors. Mika's boyfriend bought his car there, and it breaks down constantly. Mariel talks to several other friends who agree with Mika. Their judgment reflects the fact that City Motors has
a poor reputation.
Define external locus of control
You aren't in control of your situations, fate or circumstance has brought you to where you are
emotion
a brief, specific response, both psychological and physiological that helps people meet goals, including social goals
At the annual holiday party, ABC Airlines gives awards to employees to recognize examples of "going above and beyond" to serve customers. Almost all the employees who possibly can, attend. This is an example of
a ceremony
positive affectivity
a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation
Technically, instrumentality is
a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes
instrumentality
a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes
efficacy
a type of self-esteem influenced by past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.
________ is the tendency for people to base their judgments on information that is easier to recall. a. Availability bias b. Social identity theory c. Fundamental attribution error d. Satisficing e. Stereotyping
a. Availability bias
________ is the process of generating and choosing from a set of alternatives to solve a problem. a. Decision making b. Continuous reinforcement c. Knowledge transfer d. Selective perception e. Escalation of commitment
a. Decision making
Groups of employees, or ________, work together and learn from one another by collaborating over an extended period of time. a. communities of practice b. communities of shared aims c. organic models of practice d. organic models of attribution e. organic models of community
a. communities of practice
Which of the following explains the term causal inferences? a. establishing that one variable truly does result in another b. making sure the sample size is adequate enough c. explaining why one variable is not correlated to another d. proving that two variables are correlated e. analyzing a situation and understanding what went wrong
a. establishing that one variable truly does result in another
Examples of physiological needs are a. food, safety, and shelter b. effectiveness and respect c. lasting interpersonal relationships d. autonomy, control, and responsibility e. purpose and fulfillment
a. food, safety, and shelter
Karabo works at United Causes International. Her job requires her to spend eight hours a day entering donor information on Excel spreadsheets. Karabo's job is characterized by a. low variety b. high identity c. high variety d. high significance e. high autonomy
a. low variety
captures the value of a work goal or purpose, relative to a person's own ideals and passions a. meaningfulness b. self-determination c. competence d. impact
a. meaningfulness
when an employee is assaulted or endangered in such a way that physical and psychological injuries may occur
abuse
The "A" in the S.M.A.R.T. goals acronym stands for
achievable
"A" in the S.M.A.R.T. goals stands for:
achievable.
employee responses to task demands that are novel, unusual, or at the very least, unpredictable
adaptive task performance
a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization
affective commitment
Neuroticism decreases with what
age
Yusuf is a pediatrician who is passionate about helping children with difficult medical conditions. He also volunteers at a free clinic during the weekend. Judging from this, which of the following work value categories would be important for him?
altruism
Define emotional labor
an employees expression of organizationally desired emotions during interpersonal transactions at work -acting happy for a customer
culture
an important moderator of what individuals consider to be positively or negatively valent
the tendency to rely too heavily, or "anchor," on one trait or piece of information when making decisions even when the anchor might be unreliable or irrelevant
anchoring
Features of emotions (5)
appraisal process, physiological responses, expressive behavior, subjective feelings, action tendencies
expectancy theory
argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
Define the fundamental attribution error
attribute someone elses bad behavior to internal characteristic That person was late to work they must be a bad person, they don't care about their job
reflects a sense of choice in the initiation and continuation of work tasks a. meaningfulness b. self-determination c. competence d. impact
b. self-determination
Which of the following methods suggests that people hold firmly to some belief because it is consistent with their own observations? a. method of intuition b. method of science c. method of experience d. method of behavior e. method of authority
c. method of experience
The dimensions of psychological empowerment include all of these except a. self-determination b. meaningfulness c. needs d. competence e. impact
c. needs
Greta is responsible for the organization and distribution of relief packages to nations affected by famine throughout the world. According to the job characteristics theory, Greta's job has a high degree of a. variety b. feedback c. significance d. autonomy e. identity
c. significance
The explicit obligations that an employee must fulfill to receive compensation and continued employment are referred to as a. civic virtue b. citizenship behavior c. task performance d. job performance e. knowledge work
c. task performance
task complexity
can show how complex the information and actions involved in a task are and how much the task changes
•Reward every time the behavior occurs •Learning is rapid •Costly-lots of rewards needed •Behavior may be easily extinguished when rewards are no longer given
continuous reinforcment
Shane is the project manager of the organizational development team at Solid Hardwoods. Shane's team has been assigned the task of studying and evaluating Solid Hardwoods' organizational structure. Shane divided the tasks among the team members to collect preliminary information on different elements of Solid Hardwoods' structure. Meg was asked to collect information on the degree to which tasks are divided into separate jobs. Andrea was asked to collect information on formal authority relationships. Francine started looking into how many employees each manager has responsibility for, and Carol was asked to collect evidence on the degree to which rules and procedures are used to standardize behaviors at Solid Hardwoods. Shane decided to personally collect information and evidence on where exactly decisions are formally made at Solid Hardwoods. The team decided to meet with information in two weeks. Andrea was asked to collect information on which of the following elements of the organizational structure?
chain of command
voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting or context in which work takes place
citizenship behavior
participating in the company's operations at a deeper-than-normal level by attending voluntary meetings and functions, reading and keeping up with organizational announcements, and keeping abreast of business news that affects the company
civic virtue
Pavlov •Learning occurs through conditioned stimuli •The stimulus elicits a response (behavior)
classical conditioning
In equity theory, ____________ is rethinking your inputs to restore balance mentally without altering your behavior in any way.
cognitive distortion
In equity theory, rethinking your inputs to restore balance mentally without altering your behavior in any way is known as:
cognitive distortion.
Which of the following represents the three general categories into which abilities can be grouped?
cognitive, emotional, and physical
Eric is a loan assistant, but wants to become a commercial lender, so he engages in self-directed learning, seeks out feedback from his managers, and manages his own workload. Eric is attempting to build his own
compatence
Which of the following attributes have been identified as some of the worst behaviors exhibited by coworkers?
complaining about anything and everything
Discrete vs. dimensional view of emotions
conflicting theories that emotions can be categorized into discrete categories or that emotions are more complex and overlapping
Herb's office is impeccably organized. Herb always shows up on time and can be counted to volunteer when someone is needed to go above and beyond usual duties. Herb says he will run the company someday, and he is willing to put in as many hours and as much suffering as it takes to get there. Herb exemplifies the personality trait of
conscientiousness.
keeping coworkers informed about matters that are relevant to them.
courtesy
the degree to which individuals develop ideas or physical outcomes that are both novel and useful
creative task performance
Which of the following statements is true regarding job satisfaction? a. It is not measurable. b. It is independent of objective job appraisals. c. It is unrelated to job performance. d. It has both rational and emotional components. e. It remains constant over time.
d. It has both rational and emotional components.
According to the job characteristics theory, the degree to which the job provides freedom, independence, and discretion to the individual performing the work is known as a. meaningfulness of the work b. identity c. feedback d. autonomy e. significance
d. autonomy
The concept of bounded rationality suggests that we are likely to a. evaluate all alternatives simultaneously b. use accurate information to evaluate alternatives c. pick the alternative that minimizes value d. choose the first acceptable alternative e. develop an exhaustive list of alternatives to consider as solutions
d. choose the first acceptable alternative
Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties? a. extrinsic b. expectancy c. psychological empowerment d. equity e. goal-setting
d. equity
In equity theory, ________ is the internal tension that is caused by an imbalance in the ratios. a. cognitive dissonance b. cognitive distortion c. expectancy d. equity distress e. goal commitment
d. equity distress
The knowledge and skills that distinguish specialists from novices is referred to as a. intuition b. distinctiveness c. learning d. expertise e. training
d. expertise
According to the integrative model of organizational behavior, motivation, trust, justice, and ethics are a. group outcomes b. group mechanisms c. individual outcomes d. individual mechanisms e. organizational mechanisms
d. individual mechanisms
Culture, trust, teamwork, and reputation are termed ________ because it is not always clear how they came to develop, though it is clear which organizations do possess them. a. natural structures b. associative structures c. evidence-based resources d. socially complex e. vague correlations
d. socially complex
Mood
diffuse affective (emotion) state with unclear cause..last longer
Emotion
discrete, brief response to eliciting event of significance to organism
your personality traits include a general propensity to trust others
disposition based trust
Lynette is the new head of operations for ShurWay, a nationwide corporation with offices in several major cities. Promoted to headquarters from an office in another city, she will be overseeing people who have long worked together and may feel some resistance to an "outsider." Therefore, it is important for her to establish herself as a leader in their eyes. She will have an opportunity to do just that tomorrow, when she will be invited to make some remarks at a departmental get-together organized in her honor. The best way for Lynette to set the right tone is to let everyone know that she is ready to
do everything she can, both in terms of her position and her knowledge and other abilities, to help each employee do what they need to do to help the company meet its objectives.
The most widespread form of psychological withdrawal among white-collar employees is ________, using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties a. satisficing b. socializing c. moonlighting d. daydreaming e. cyberloafing
e. cyberloafing
true
employee who experiences a high level of meaningfulness:Floyd walks around his pet rescue, patting his employees on the back and reminding them they are improving the lives of animals and people
Which of the following scenarios demonstrates the core job characteristic of variety? a. Mariya has to formulate policies that affect thousands of her constituents. b. Anastasia has to spend most of her time out of the office, during which she supervises herself. c. Ivan has to track a project all the way from conception to implementation. d. Dmitri has to constantly perform before an audience that lets him know how he is doing. e. Maxim has to answer the phone, provides tours, writes reports, and make appointments.
e. Maxim has to answer the phone, provides tours, write reports, and make appointments
________ captures the value of a work goal or purpose, relative to a person's own ideals and passions. a. Impact b. Integrity c. Self-determination d. Competence e. Meaningfulness
e. Meaningfulness
________ is the anticipated value of the outcomes associated with performance. a. Self-efficacy b. Equity c. Expectancy d. Instrumentality e. Valence
e. Valence
Looking for the positive in the negative; and avoiding, distancing, and ignoring are examples of:
emotion-focused cognitive coping strategies.
A(n) ________ involves a "comparison other" in the same company. a. cognitive distortion b. external comparison c. equity distress d. emotional cue e. internal comparison
e. internal comparison
Employees are engaged in ________ when they shape, mold, and redefine their jobs in a proactive way. a. perception testing b. satisfaction remodeling c. job enlargement d. job enrichment e. job crafting
e. job crafting
________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. a. citizenship behavior b. civic virtue c. knowledge work d. task performance e. job performance
e. job performance
Relatively permanent changes in an employee's knowledge or skill that result from experience are reflected in that person's a. intuition b. expertise c. consistency d. heuristics e. learning
e. learning
________ base(s) an employee's evaluations on whether the employee achieves specific performance goals. a. forced ranking b. benchmarking c. behaviorally anchored rating scales d. 360-degree feedback e. management by objective
e. management by objectives
Job satisfaction is positively correlated with ________ and negatively correlated with ________. a. counterproductive behavior; performance b. performance; equity c. equity; organizational commitment d. performance; organizational commitment e. organizational commitment; counterproductive behavior
e. organizational commitment; counterproductive behavior
________ is defined as a collection of assertions that specify how and why variables are related, as well as the conditions in which they should and should not be related. a. paradigm b. information c. data d. hypothesis e. theory
e. theory
Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values? a. job characteristics theory b. job withdrawal theory c. Maslow's theory d. emotional contagion theory e. value-percept theory
e. value percept theory
OB primarily uses models from ________ to understand motivation, learning, and decision making.
economics
____________ is a type of self-esteem influenced by past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.
efficacy
acording to the principle of ___ an act is morally right if the decision maker freely decides to pursue his or her own short/long term interests?
egoism
Martha owns an event management firm. During the holiday season, especially during Christmas, she finds herself overloaded with work which often makes her feel irritable and anxious. To calm herself, she often takes time out to go swimming. In this example, the coping strategy that Martha uses can be classified as:
emotion-focused coping.
When one person can "catch" or "be infected by" the emotions of another person, it is called:
emotional contagion.
Evander has been asked to lead a team of educators. He is afraid his employees will not take him seriously because he is a nice guy, and he is nervous that his supervisors will see him as weak and ineffective. He is also excited by some great ideas he has for how to improve educational delivery methods that he knows will work. Evander's efficacy is moderated by his fears and anxieties, as well as his pride and enthusiasm, which are all examples of
emotional cues
Jerri and Janelle work at Logistics of Love, a nonprofit designer of homeless shelters. Last month, Janelle, newly hired on a temporary designing assignment, was asked by her supervisor to oversee the company's social media presence. Being new to using social media in a professional context, Janelle is considering her efficacy. She talks to Jerri and other individuals who have been creating professional social media content for several years. Jerri takes pride in her work-related social media posts and always approaches company-based social media with total enthusiasm. Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Jerri's self-efficacy source appears to be
emotional cues
Jerri and Janelle work at Logistics of Love, a nonprofit designer of homeless shelters. Last month, Janelle, newly hired on a temporary designing assignment, was asked by her supervisor to oversee the company's social media presence. Being new to using social media in a professional context, Janelle is considering her efficacy. She talks to Jerri and other individuals who have been creating professional social media content for several years. Jerri takes pride in her work-related social media posts and always approaches company-based social media with total enthusiasm. Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Jerri's self-efficacy source appears to be
emotional cues.
Last month, Janelle, newly hired on a temporary designing assignment, was asked by her supervisor to oversee the company's social media presence. Being new to using social media in a professional context, Janelle is considering her efficacy. She talks to Jerri and other individuals who have been creating professional social media content for several years. Jerri takes pride in her work-related social media posts and always approaches company-based social media with total enthusiasm. Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Jerri's self-efficacy source appears to be...
emotional cues.
A supervisor appears understanding and empathizes with his subordinates when they experience work related stress. In the example, the supervisor provides:
emotional support.
According to the affective events theory:
emotions can trigger spontaneous behavior.
Kwame designs and delivers public outreach programs for Hydro Sun Electric. He seems to never take a break, he always talks about work, and he often reaches the end of the day wishing he could do more and not realizing how late it has gotten. Kwame's behavior demonstrates the concept of
engagement
Kwame designs and delivers public outreach programs for Hydro Sun Electric. He seems to never take a break, he always talks about work, and he often reaches the end of the day wishing he could do more and not realizing how late it has gotten. Kwame's behavior demonstrates the concept of...
engagement
employees that completely invest themselves and their energies into their jobs
engagement
Brandy has been given a great deal of opportunity to advance her career. She recently got a huge increase in authority and salary, and she was hired to do what she has always claimed was her dream job. However, Brandy is not enthusiastic about coming to work, and when she is there, she spends most of her time complaining about how Maurice got a bigger office and nicer furniture than she did. Brandy's behavior would seem to support _____ theory.
equity
Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?
equity
In equity theory, ________ is the internal tension that is caused by an imbalance in the ratios.
equity distress
In equity theory, __________ is the internal tension that is caused by an imbalance in the ratios.
equity distress
In equity theory, the internal tension that is caused by an imbalance in the ratios is known as:
equity distress.
true
equity theory as an external comparison: Bailey is angry because she finds out that dental hygienists in other offices earn more than she does
To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs.
esteem
Jerri and Janelle work at Logistics of Love, a nonprofit designer of homeless shelters. Last month, Janelle, newly hired on a temporary designing assignment, was asked by her supervisor to oversee the company's social media presence. Being new to using social media in a professional context, Janelle is considering her efficacy. She talks to Jerri and other individuals who have been creating professional social media content for several years. Jerri takes pride in her work-related social media posts and always approaches company-based social media with total enthusiasm. Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Which of the following best describes Jerri's belief about exerting a high level of effort?
expectancy
_____ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
expectancy
___________ is the belief that exerting a high level of effort will result in the successful performance of some task.
expectancy
_____________ is a subjective probability ranging from 0 to 1 that describes how a specific amount of effort will lead to a specific level of performance.
expectancy
theory that argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others
expectancy theory
The belief that exerting a high level of effort will result in the successful performance of some task is known as:
expectancy.
The knowledge and skills that distinguish specialists from novices is referred to as
expertise.
information that's relatively easily communicated and a large part of what companies teach during training sessions explicit or tacit?
explicit
For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Meg is a(n):
external comparison
Allen and Denny have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allen has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Denny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. From Denny's view in the above situation, Jim is a(n):
external comparison.
Amber is responsible for creating a master emergency preparedness plan for the chemical facility in which she works. Her supervisor, Whitney, has examined all of her materials and updated Amber on which parts of the plan are satisfactory and which parts need more work. Whitney has provided Amber with
feedback
Which of the following is a nonwork hindrance stressor?
financial uncertainty
Examples of physiological needs are:
food, safety, and shelter
Examples of physiological needs are
food, safety, and shelter.
physiological needs
food, safety, shelter
In job characteristics theory, the degree to which employees have strong needs for personal accomplishments or developing themselves beyond their current levels is known as
growth need strength.
For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. Lucy's focus on concepts such as difficulty and specificity is a key aspect of
goal setting
casual conversations about other people in which the facts are not confirmed as true
gossiping
Jamie owns a small sporting goods store. He has decided to aggressively pursue a policy to make sure employees feel a sense of equity in his store. What result is Jamie most likely going to see as a result of his push for equity?
greater commitment from his employees
- leadership: styles & behaviors - leadership: power & negotiation - teams: processes & communication - teams: characteristics & diversity
group mechanisms
An example of a work team would be a
group of four workers making a specific part on the production line of an automobile factory.
According to job characteristics theory, if employees lack _____, more variety and autonomy should not increase their satisfaction very much.
growth need strength
Joe was recently hired at Creative Ideas, an advertising firm. Part of his training involves moving through all of the departments and learning what each one does. Everyday is something new for him and requires him to use different skills and knowledge. He truly enjoys the challenge of facing something new every workday. Joe's job is characterized by:
high variety.
Stressful demands that are perceived as hindering progress toward personal accomplishments or goal attainment are called:
hindrance stressors.
Eagle is a human resources coordinator for a large firm dealing with a range of products. She needs to immediately hire an employee high in reasoning ability, but the only tests she has available test for quantitative and verbal abilities. What can she do when she administers the test to Pablo, and he scores very well on both of them?
hire Pablo because people tend to score similarly across all types of cognitive ability
Task complexity can show
how complex the information and actions involved in a task are and how much the task changes.
Those factors surrounding the job, that cause workers to be dissatisfied with their jobs. Simply improving these factors will not increase a worker's motivation.
hygiene factors
written predictions that specify relationships between variables
hypotheses
Facial feedback hypothesis
hypothesis that activation of facial musculature influence our subjective feelings
the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome
identity
The efforts of Coach Greene have made the Red Wolves the best soccer team in Arizona. The team owners tell Coach Greene that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Red Wolves being ranked as the best team in the conference. Which psychological empowerment concept best describes the effect of the owners' comments on Coach Greene's motivation?
impact
Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose?
impact
Brady looks up to his boss, Malik, who has a business degree from Yale and, like Brady, is ambitious, successful, and extroverted. In addition, Brady and Malik share a similar, warped sense of humor. Malik often tells Brady "you remind me of me ten years ago." Brady is likely to be a member of Malik's
ingroup.
openness to experience is also called
inqusitiveness/intelectuallness
There are two major types of social support:
instrumental and emotional.
Danny is an associate with the Valley Chartered Accounts, NY. Among various other work commitments, Danny has to file the tax returns of Emerald Builders, an important client. It is a job with heavy workload and a short turnaround deadline. Sam, Danny's colleague observed this stressful situation and volunteered to assist Danny in meeting the deadline. The support received by Danny can be best described as _____.
instrumental support
The belief that successful performance will result in some outcome(s) is known as:
instrumentality
Which of the following is a specific value related to the work itself?
intellectual stimulation
•Reward only once in a while •Learning is slower •Less costly since fewer rewards are given •Behavior is more resistant to extinction
intermittent reinforcement
A(n) _____ involves a "comparison other" in the same company.
internal comparison
For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Lucy is a(n)
internal comparison
Danny and Allan have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Danny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. From Danny's view in the above situation, Allan is a(n):
internal comparison.
What are the two main types of citizenship behavior?
interpersonal & organizational
behaviors that benefit coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations
interpersonal citizenship behavior
expectancy theory
is the belief that exerting a high level of effort will result in the successful performance of some task
Which of the following is true about knowledge of results? A) It reflects the extent to which employees know how well (or how poorly) they are doing. B) It captures the degree to which employees feel that they are key drivers of the quality of the unit's work. C) It captures the degree to which employees feel like their efforts do not really matter, because work outcomes are dictated by effective procedures. D) It implies that trivial tasks tend to be less satisfying than tasks that make employees feel like they're aiding the organization in some meaningful way. E) It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies.
it reflects the extent to which employees know how well (or how poorly) they are doing.
Employees are engaged in ______ when they shape, mold, and redefine their jobs in a proactive way.
job crafting
Employees are engaged in ________ when they shape, mold, and redefine their jobs in a proactive way.
job crafting
the duties and responsibilities associated with a job are expanded to provide more variety, identity, autonomy, and so forth
job enrichment
People who experience higher levels of challenge stressors tend to have higher levels of:
job performance.
Two people sharing the responsibilities of a single job, as if the two people were a single performing unit is known as:
job sharing.
When employees perceive high levels of ________, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
justice
The degree to which the leader's actions result in the achievement of the unit's goals; the continued commitment of the unit's employees; and the development of mutual trust, respect, and obligation in leader-member dyads are all called
leader effectiveness.
Paolo calls in his sales team and says "Okay, everybody, listen up: We're going to increase our sales across the board 30 percent next quarter. Here's how we're going to do it, and here's what I'm going to do to help us get there." Paolo is demonstrating
leadership.
Ann works at Creative Links International. Her job requires her to spend 8 hours a day entering the employees' salary information on Excel spreadsheets. Ann's job is characterized by:
low variety.
Rocco has been asked to set some effective goals for the workers in his sales department. Rocco wants to get the best performance out of his team that he can, because he is being evaluated on how well they do. How should Rocco go about determining the goals for his team?
make the goals very specific, stating exactly how many sales he wants and when he wants them
The set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence is known as:
motivation
The psychological state that reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs is known as:
meaningfulness of work.
people hold firmly to some belief because it "just stands to reason" - it seems obvious or self-evident
method of intuition
people accept some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods.
method of science
When does personality determine a situation
only if the situation offers a chance for personality to shine through in weak situations
is a key driver of creative thought, as people with this trait, excel at the style of thinking demanded by creativity
openess to experience
Quincy is always wondering about why things happen, how things work, and what would happen if something was different. He thinks of exciting possibilities that are often outside the box. He is described by his friends as classy and eloquent. Quincy is probably high on the trait of
openness to experience.
B.F. Skinner •Learning occurs through the consequences of behavior •Situation -> Behavior -> Outcome •If outcome is positive, behavior is reinforced and repeated. If negative, no reinforcement, no repetition.
operant conditioning
- organizational structure - organizational culture
organizational mechanisms
When employees consider efficacy levels for a given task, they first consider their:
past accomplishments.
According to research, of the five facets of value-percept theory, which two facets have moderately strong influences on overall job satisfaction?
pay satisfaction and promotion satisfaction
Which of the following contribute to overall job satisfaction as measured by the Value-Percept Theory? (Check all that apply) Pay satisfaction Coworker satisfaction Fairness satisfaction Promotion satisfaction Feedback satisfaction
pay, coworker, promotion
failure should be avoided at all costs learning or performance orientation?
performance
Unlike other types of teams, the purpose of work teams is to
produce goods or provide services.
A team of highly skilled and qualified members of an organization failed to perform the team objective assigned to them. When the reason for this lack of performance was investigated, it was clear that, although the team members worked hard, they had to wait for their teammates to complete a particular task before they could start their own. Which of the following explains the reason for process loss in this case?
production blocking
directed against the organization but focuses specifically on reducing the efficiency of work output
production deviance
decisions that become somewhat automatic because people's knowledge allows them to recognize and identify a situation and the course of action that needs to be taken
programmed decisions
the belief that others think, feel, and act the same way you do
projection bias
Which facet of job satisfaction bring(s) more responsibility and increased work hours? A) Promotion B) Change in leadership C) Environmental factors D) Compensation E) Competition
promotion
The results of surveys of common work values can be broken down into several general categories. Those general categories include which of the following sets of items?
promotions, altruism, and status
behaviors that harm the organization's assets and possessions
property deviance
What are the 3 types of strain?
psychological Physiological Behavioral
What makes a resource valuable?
rare and inimitable
task strategies
refers to the learning plans and problem-solving approaches used to achieve successful performance
self-determination
reflects a sense of choice in the initiation and continuation of work tasks. Employees with high levels of this can choose what tasks to work on, how to structure those tasks, and how long to pursue those tasks.
ethics
reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms.
impact
reflects the sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose. Phrases such as "moving forward," "being on track," and "getting there" convey a sense of ____
As an alternative to managing stressors, many organizations teach employees to use _____ to counteract the effects of stressors by engaging in activities that slow the heart rate, breathing rate, and blood pressure.
relaxation techniques
Alvin is the leader of a team of counselors at a camp for recovering addicts. He and his team have been asked to implement a new program, which on the surface looks much more difficult than what they have been doing. Before the program begins, Alvin feels he needs to give his team a speech to help motivate them for the upcoming challenge. What is the first thing Alvin should do in his speech?
remind the team of how they worked hard to successfully overcome challenges in the past
the tendency to assess the likelihood of an event by comparing it to a similar event and assuming it will be similar
representativeness
Beth is a senior accountant at The American Bank. Her job profile includes preparing monthly financial statements, getting high net worth individuals to invest in the bank, and dealing with people who want loans above $30,000. Her work involves a lot of paper work as well as traveling to meet clients. The month ends are especially busy when Beth has to check the audit reports as well. Unable to handle the pressure, Beth has requested the management for an assistant. This is an example of:
role overload.
Beth is a senior accountant at The American Bank. Her job profile includes preparing monthly financial statements, getting high-net-worth individuals to invest in the bank, and dealing with people who want loans above $30,000. Her work involves a lot of paperwork and she frequently travels to meet clients. The end of each month is especially busy because Beth has to check the audit reports as well. Unable to handle the pressure, Beth speaks to her boss and asks to be given an assistant. This is an example of
role overload.
Gordon works as a senior software engineer. He can work from home or in the office, and he can take off whenever he likes. He can add features to the programs he is working on and change them significantly without collaborating with anyone else. He can also decide which projects get most of his attention. Which of the following does Gordonâs job definitely have?
self-determination
Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement?
satisfaction with the work itself
Which of the following reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable? A) Pay satisfaction B) Satisfaction with the work itself C) Promotion satisfaction D) Supervision satisfaction E) Coworker satisfaction
satisfaction with work itself
Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement?
satistfaction with the work itself
the tendency for people to see their environment only as it affects them and as it is consistent with their expectations
selective perception
Ernest has a high paying, low-stress job as a buyer at a warehouse facility. Most people are envious of Ernest, but he is not happy. Ernest would rather work in a park or forest where he could help the environment and preserve nature, because that is more important to him than his high salary. Ernest's longing to work with nature is a _____ need.
self-actualization
The need to perform tasks that one cares about and that appeal to one's ideals and sense of purpose is a _____ need.
self-actualization
Incusafe is a venture capital firm that helps finance small businesses. New hires at the firm are given a project worth $100,000 to work on with minimum interference from the senior associates. The project has a large scope for innovation and creation. What is management attempting to use as a motivator for the new hires?
self-determination
Linda has been hired by Doctor Patel to oversee a fast-paced, innovative medical office. It is a highly difficult, but well-paid job. Linda believes she has the skills and experiences to easily handle the task and improve the efficiency of the office. Linda's belief in her capabilities is known as
self-efficacy
the belief that a person has the capabilities needed to execute the behaviors required for task success
self-efficacy
The belief that a person has the capabilities needed to execute the behaviors required for task success is known as:
self-efficacy.
All of these are examples of emotion-focused coping strategies EXCEPT:
self-motivation.
After his annual performance appraisal, Joe was disappointed with his 5 percent increase in pay, compared to the 10 percent increase his colleagues received. When Joe spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Joe had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would best help Joe improve his performance?
setting specific goals
Paul Ekman's study of expressions
showed participants from different cultures 30 photos of emotional expression to match with sets of affect words; agreement was incredibly high
the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large
significance
According to the job characteristics theory, the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large is known as:
significance.
True
situation where her ratio of outcomes to inputs is lower than her comparison other: Valerie, a nurse with less experience than Tisha, gets first choice of vacation days, which is supposed to be done by seniority.
Define emotions
specific and intense feelings that are directed at someone or something that do not usually last long
effective goals are ___ and ___
specific, difficult (but not too hard)
"S" in the S.M.A.R.T. goals stands for:
specific.
maintaining a good attitude with coworkers, even when they've done something annoying or when the unit is going through tough times
sportsmanship
Having prestige, power over others, and fame are examples of work values related to _____.
status
occurs when assumptions are made about others on the basis of their membership in a social group
stereotype
Loralie feels guilty. She spends much of her day goofing around and never gets caught, but if Lillianne, who works at the next desk, replies to her or says anything, the boss seems to magically show up, and Lillianne gets reprimanded for wasting time. Which of the following would be the most productive way for Loralie to get rid of her guilt?
stop goofing off and remain as focused as Lillianne
The negative consequences that occur when demands tax or exceed one's capacity or resources are called:
strains.
Which of the following focuses on the product choices and industry characteristics that affect an organization's profitability?
strategic management
First the copy machine broke down, then the person in the next office started arguing loudly with another coworker, now she can't find a pen that isn't out of ink. Hannah's head hurts, her shoulders are tense, and her back aches. The problems represent _____. The results are _____.
stressors; strains
According to the value-percept theory, for an employee to have high supervision satisfaction, what is critical?
supervisor's values and beliefs
According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is critical?
supervisor's values and beliefs
Nike's "swoosh" is an example of a
symbol
When Mathilda first walked into the glass-enclosed lobby of Data Mining Solutions' headquarters, she observed an enormous three-dimensional recreation of the company's logo—a bright red question mark—hanging from the ceiling. As she was taken on a tour of the building, the same red question mark appeared painted along the hallways, in decals placed on all street-facing windows, and as a screen saver on the company computers. Such corporate branding is an example of which type of observable artifact?
symbols
information that can typically be learned only through experience explicit or tacit?
tacit
Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces are referred to collectively as
task performance.
Value-Percept Theory
that people evaluate job satisfaction according to specific "facets" of the job.
valence
the anticipated value of the outcomes associated with performance.
Expectancy theory focuses on describing
the cognitive process that employees go through to make choices among different voluntary responses.
expectancy theory
the cognitive process that employees go through to make choices among different voluntary responses.
true
the compensation plan element of gainsharing used: The members of Shae's distribution unit get an extra seven percent salary if they meet their goals.
Regarding bounded rationality define escalation of commitment
the decision to continue to follow a failing course of action, if you just continue on this failing course of action you will somehow succeed...this is not the case
Goals are defined as
the objective or aim of an action, typically refer to attaining a specific standard of proficiency, often within a specified time limit.
goals
the objective or aim of an action, typically refer to attaining a specific standard of proficiency, often within a specified time limit.
When it comes to pay satisfaction, most employees base their desired pay on their job duties and ______:
the pay given to comparable colleagues.
When it comes to pay satisfaction, most employees base their desired pay on their job duties and
the pay received by comparable colleagues.
motivation
the set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence.
Satisfaction with ______ reflects employees' feelings about their actual job tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
the work itself
Satisfaction with ______ reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
the work itself
Values are defined as
those things that people consciously or subconsciously want to seek or attain
Values are defined as:
those things that people consciously or subconsciously want to seek or attain.
The "T" in the S.M.A.R.T. goals acronym stands for
time-sensitive
"T" in the S.M.A.R.T. goals stands for:
time-sensitive.
Organizations can provide _____, aimed at increasing job-related competencies and skills, that help employees to cope with stressful demands.
training interventions
Which of the following reflect(s) the degree to which employees feel that their company does business with fairness, honesty, and integrity?
trust, justice, and ethics
Kelli is about to deliver an important presentation on her highly innovative efficiency technique at an internationally recognized business conference. Just minutes before she is to go on stage, Kelli gets nervous and cannot remember half of her talking points. Her boss speaks to her, reminding her that she works everyday with the information she plans to communicate, which helps shore up her confidence. Kelli then makes a presentation that earns her a standing ovation. Which of the following considerations dictated Kelli's self-efficacy?
verbal persuasion
Employees consider _____ for a given task by taking into account their observations and discussions with others who have performed similar tasks.
vicarious experiences
Flint has been assigned the task of reconfiguring all the digital projectors in his office building. He knows Ellie had to do this two years ago, and he remembers that she was crying in frustration and almost resigned because of complications and a lack of cooperation that hindered her ability to do the job properly. This is an example of Flint taking _____ into account.
vicarious experiences
The Morning Muffin is a family-run baking company. It specializes in custom-made cakes, turnovers, croissants, muffins, and pies. Younger family members have learned the value of attention to detail when creating a new recipe by observing the praise given to bakers who exhibit this level of attention. Those who now exhibit close attention to detail while creating recipes have learned through
vicarious experiences
The Morning Muffin is a family-run baking company. It specializes in custom-made cakes, turnovers, croissants, muffins, and pies. Younger family members have learned the value of attention to detail when creating a new recipe by observing the praise given to bakers who exhibit this level of attention. Those who now exhibit close attention to detail while creating recipes have learned through
vicarious experiences.
Hindrance stressors have a _____ effect on job performance.
weak negative
What are integrity tests used for?
weeding out dishonest individuals in order to make selection decisions
Elis and Phoebe work at United Insurance, a medium-sized insurance company with 240 branches in 8 states. Elis works as a teller. Phoebe works as one of five regional supervisors, who are each expected to supervise a team of tellers. Elis recently received instructions from her supervisor that all tellers will be evaluated on the number of people they assist at their window per day. Serving more customers means higher performance effectiveness. However, Elis is also expected to follow the bank's number one goal of customer satisfaction. Phoebe on the other hand is facing a difficult situation. Two of the regional supervisors left the bank for other opportunities resulting in significant increase in the work responsibility and time pressure for Phoebe and the remaining two supervisors. The bank hired Jason as a trainee for the supervisor position. Two days into his new job, he was asked to take up all the responsibilities of a regional supervisor. Jason was given very few instructions or guidelines about how things are supposed to be done. He was expected to learn on the job. Phoebe's stress is related to a _____.
work challenge
peripheral theory of emotion
• Emotion = awareness of physiological change • We don't run because we are afraid ... • We become afraid because we experience ourselves running
