MGT 301 2nd Exam

People of the Type A Behavior Pattern add to the creation of a stressful environment. True or False

true

ratio bias effect

The tendency to judge the same probability of an unlikely event as lower when the probability is presented in the form of a ratio of smaller rather than of larger numbers.

contrast

The tendency to judge things erroneously based on a reference that is near to them.

framing

The tendency to make different decisions based on how a question or situation is phrased.

anchoring

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.

recency

The tendency to weigh recent events more than earlier events.

Variety

the degree to which the job requires a number of different activities that involve a number of different skills and talents

Identity

the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome.

Strains

Negative consequences of the stress response.

reputation

The prominence of an organization's brand in the minds of the public and the perceived quality of its goods and services.

trust propensity

A general expectation that the words, promises, and statements of individuals can be relied upon.

Cognitive moral development

As people age and mature, they move through several states of moral development, each more mature and sophisticated than the prior one.

Emotion focused-coping is used by employees when they feel they have no control over the stressful environment. True or False

true

Job characteristics theory

which describes the central characteristics of intrinsically satisfying jobs, attempts to answer this question.

work-family conflict

A form of role conflict in which the demands of a work role hinder the fulfillment of the demands in a family role (or vice versa).

Four Component Model

A model that argues that ethical behaviors result from the multistage sequence of moral awareness, moral judgment, moral intent, and ethical behavior.

Benign job demands are job demands that tend not to be appraised as stressful. True or False

True

Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors. True or False

True

Satisfaction with the work itself reflects employees' feelings about their actual work tasks and has the strongest influence on overall job satisfaction. True or False

True

Value Percept Theory

argues that job satisfaction depends on whether you perceive that your job supplies the things that you value.

Employees who experience higher levels of challenge stressors also tend to have higher levels of job performance and organizational commitment. True or False

true

Informational justice is fostered when authorities, truthfully and candidly, explain decision-making procedures and outcomes in a comprehensive and reasonable manner. True False

true

Altruism

Helping Others, moral causes

work responsibility

The number and importance of the obligations that an employee has to others.

escalation of commitment

refers to the decision to continue to follow a failing course of action.

Which of the following describes an emotion? "I am feeling bored." "I hate peanut butter and jelly sandwiches." "I am anxious." "I feel calm today." "Today, I feel particularly cheerful."

"I hate peanut butter and jelly sandwiches."

cognitive coping

Thoughts used to deal with a stressful situation.

SMART goals

Acronym that stands for Specific, Measurable, Achievable, Results-Based, Time-Sensitive goals.

Motivation

A set of energetic forces that determine the direction, intensity, and persistence of an employee's work effort.

Engagement

A term commonly used in the contemporary workplace to summarize motivation levels

Transactional Theory of Stress

A theory that explains how stressful demands are perceived and appraised, as well as how people respond to the perceptions and appraisals.

Equity Theory

A theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other.

emotion-focused coping

Behaviors and cognitions of an individual intended to help manage emotional reactions to stressful demands.

problem-focused coping

Behaviors and cognitions of an individual intended to manage the stressful situation itself.

coping

Behaviors and thoughts used to manage stressful demands and the emotions associated with the stressful demands.

Which of the following is a step in the bounded rationality decision-making process? Boil the problem down to something that is easily understood. Evaluate all the alternatives simultaneously. Pick the alternative that maximizes value. Use accurate information to evaluate alternatives. Develop an exhaustive list of alternatives to consider as solutions.

Boil the problem down to something that is easily understood.

How does job satisfaction positively affect job performance? By increasing task performance By increasing affective commitment By decreasing citizenship behavior By increasing continuance commitment By increasing life satisfaction

By increasing task performance

trustworthiness

Characteristics or attributes of a person that inspire trust, including competence, character, and benevolence.

stressors

Demands that cause the stress response.

Extrinsic Motivation

Desire to put forth work effort due to some contingency that depends on task performance.

Intrinsic Motivation

Desire to put forth work effort due to the sense that task performance serves as its own reward.

Which of the following questions is used to evaluate informational justice? Do authorities treat employees with sincerity? Do authorities explain procedures thoroughly? Are rewards allocated according to the proper norm? Do procedures consider the needs of all groups? Are procedures neutral and unbiased?

Do authorities explain procedures thoroughly?

Which of the following is responsible for the fluctuation of job satisfaction that occurs within a day? Employees' pay Behavior of supervisors Behavior of coworkers Employees' emotions Employees' work tasks

Employees' emotions

Which of the following is a performance outcome fostering intrinsic motivation? Bonuses Promotion Enjoyment Praise Free time

Enjoyment

_____ is described as a need to hold a high evaluation of oneself and to feel effective and respected by others. Existence Relatedness Control Esteem Meaning

Esteem

Primary Appraisal

Evaluation of whether a demand is stressful and, if it is, the implications of the stressor in terms of personal goals and well-being.

Job satisfaction is negatively correlated with citizenship behavior. True or False

False

Which of the following is true of explicit knowledge? It is what employees can learn only through experience. Most of the knowledge in a company occurs in this form. It cannot be communicated easily from person to person. It does not affect the performance of an employee. It is a large part of what companies teach in training sessions.

It is a large part of what companies teach in training sessions.

Which of the following is true of motivation? A person who works hard for a short time is unmotivated. Motivation shows a high negative correlation with ability. It is a set of energetic forces that originates both within and outside an employee. It is a synonym for high levels of intensity and persistence in work effort. Motivational forces such as confidence are external to the employee.

It is a set of energetic forces that originates both within and outside an employee.

Benigh Job Demands

Job demands that are not appraised as being stressful.

daily hassles

Minor day-to-day demands that interfere with work accomplishment.

_____ is an example of a behavioral strain resulting from prolonged stress. Depression Headaches Burnout Forgetfulness Overeating

Overeating

_____ is a strategy for fostering goal commitment that involves the collaboration of employees and leaders on setting the specific proficiency level and due date for a goal so that the employee feels a sense of ownership over the goal. Rewards Publicity Support Participation Resources

Participation

personal development

Participation in activities outside of work that foster growth and learning.

ability

Relatively stable capabilities of people for performing a particular range of related activities.

Which of the five satisfaction facets has the highest correlation with the overall index of job satisfaction? Coworker satisfaction Satisfaction with the work itself Promotion satisfaction Pay satisfaction Supervision satisfaction

Satisfaction with the work itself

Which motivating force has the strongest effect on performance? Perceptions of equity Motivation created by expectancy Self-efficacy or competence Difficult goals Motivation created by valence

Self-efficacy or competence

challenge stressors

Stressors that tend to be appraised as opportunities for growth and achievement.

valence

The anticipated value of the outcomes associated with successful performance.

With regard to the value-percept theory, which of the following conditions for a value would result in a high level of employee dissatisfaction? a)High Vwant, low Vhave, and low Vimportance b)Low Vwant, high Vhave, and low Vimportance c) Equal Vwant and Vhave, and high Vimportance d)Low Vwant, high Vhave, and high Vimportance e) High Vwant, low Vhave, and high Vimportance References

e) High Vwant, low Vhave, and high Vimportance Vwant reflects how much of a value an employee wants, Vhave indicates how much of that value the job supplies, and Vimportance reflects how important the value is to the employee. Big differences between wants and haves create a sense of dissatisfaction, especially when the value in question is important.

Distributive justice reflects the perceived fairness of decision-making processes. True or False

false

Justice reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms. True or False

false

One model of attribution processes suggests that when people have a level of familiarity with the person being judged, they'll use a more detailed decision framework. According to this model, a person's behavior will be attributed to internal factors if there is: high consensus, low distinctiveness, and high consistency. low consensus, high distinctiveness, and high consistency. low consensus, low distinctiveness, and low consistency. low consensus, low distinctiveness, and high consistency. high consensus, high distinctiveness, and low consistency.

low consensus, low distinctiveness, and high consistency.

vicarious experiences

observations of and discussions with others who have performed some work task.

rational decision- making model

offers a step-by-step approach to making decisions that maximize outcomes by examining all available alternatives

fundamental attribution error

people have a tendency to judge others' behaviors as due to internal factors

Meaningfulness of Work

reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs

knowledge of results

reflects the extent to which employees know how well (or how poorly) they're doing

Emotions

states of feeling that are often intense, last for only a few minutes, and are clearly directed at (and caused by) someone or some circumstance.

Feedback

the degree to which carrying out the activities required by the job provides employees with clear information about how well they're performing

Significance

the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large

availability bias

the tendency for people to base their judgments on information that is easier to recall.

Trust

The willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions.

Equity Distress

An internal tension that results from being overrewarded or underrewarded relative to some comparison other.

Learning refers to the process of generating and choosing from a set of alternatives to solve a problem. True False

False

Motivation is a set of distinctive, external forces. True or False

False

Of the knowledge contained in organizations, 90 percent is explicit knowledge. True False

False

____ schedules reinforce behaviors after a certain number of them have been exhibited. Continuous Fixed interval Variable interval Fixed ratio Variable ratio

Fixed ratio

Needs

Groupings or clusters of outcomes viewed as having critical psychological or physiological consequences.

According to equity theory, which of the following emotions is likely to be seen in an employee whose ratio of outcomes to inputs is more than those of their comparison other? Anger Envy Satisfaction Equanimity Guilt

Guilt

Which of the following is an example of a cognitive method of emotion-focused coping? Working harder Seeking assistance Strategizing Self-motivation Ignoring

Ignoring

Which of the following explains why the moderate correlation between learning and job performance may be underestimated? Learning seems less relevant to citizenship behavior and counterproductive behavior. Higher levels of job knowledge are associated with slight increases in emotional attachment to the firm. Employees with higher levels of expertise become more highly valued commodities on the job market. It's difficult to fulfill one's job duties if the employee doesn't possess adequate levels of job knowledge. It's difficult to measure tacit knowledge, which is relevant to task performance, because of its unspoken nature.

It's difficult to measure tacit knowledge, which is relevant to task performance, because of its unspoken nature.

Which of the following is a consequence of high job variety? The employee feels a distinct sense of beginning and closure. Employees are aware that their job has a positive impact on the people around them. Job holders rarely feel a sense of monotony or repetition. Employees feel the freedom to control the timing, scheduling, and sequencing of work activities. Employees are provided with clear information about how well they're performing.

Job holders rarely feel a sense of monotony or repetition.

Work Values

Pay, Promotions, Supervision, Coworkers, Work Itself, Altruism, Status, Environment

Type A Behavior Pattern

People who tend to experience more stressors, appraise more demands as stressful, and be prone to experiencing more strains.

verbal persuasion

Pep talks that lead employees to believe that they can "get the job done."

behavioral coping

Physical activities used to deal with a stressful situation.

Which one of the following is an example of a non-work-related, challenge stressor? Time pressure Work complexity Role overload Positive life events Financial uncertainty

Positive life events

emotional cues

Positive or negative feelings that can help or hinder task accomplishment.

_____ is a facet of social pressure that determines the moral intensity of an issue. Magnitude of consequences Probability of effect Proximity to those affected Temporal immediacy Concentration of effect

Proximity to those affected

Hindrance stressors

Stressors that tend to be appraised as preventing progress toward growth and achievement.

instrumentality

The belief that successful performance will result in the attainment of some outcomes.

affect-based trust

Trust that depends on feelings toward the authority that go beyond rational assessment.

cognition Based trust

Trust that is rooted in a rational assessment of the authority's trustworthiness.

Disposition-Based Trust

Trust that is rooted in one's own personality, as opposed to a careful assessment of the trustee's trustworthiness.

Which of the following best explains why the Type A Behavior Pattern is often seen in leaders and senior managers? Type A people are more prone to interpersonal conflict. Type A people are hypersensitive to demands affecting their progress. Type A people are extremely sociable and outgoing. Type A people have traits valued by organizations. Type A people are generally more skilled at interpersonal relations than others behavior types.

Type A people have traits valued by organizations.

financial uncertainty

Uncertainties with regard to the potential for loss of livelihood, savings, or the ability to pay expenses.

responsibility of outcomes

captures the degree to which employees feel that they're key drivers of the quality of the unit's work

Extinction occurs when a(n): unwanted outcome follows an unwanted behavior. unwanted outcome is removed following a desired behavior. consequence following an unwanted behavior is removed. positive outcome follows a desired behavior. unwanted outcome follows a wanted behavior.

consequence following an unwanted behavior is removed.

Moral judgment occurs when an authority recognizes that a moral issue exists in a situation or that an ethical code or principle is relevant to the circumstance. True False

false

Phrases such as "moving forward," "being on track," and "getting there" convey a sense of _____. impact meaningfulness competence self-determination cognitive distortion

impact

Job Satisfaction

is a pleasurable emotional state resulting from the appraisal of one's job or job experiences

Autonomy

is the degree to which the job provides freedom, independence, and discretion to the individual performing the work

Values

those things that people consciously or subconsciously want to seek or attain.

bounded rationality

the notion that decision makers simply do not have the ability or resources to process all available information and alternatives to make an optimal decision.

selective perception

the tendency for people to see their environment only as it affects them and as it is consistent with their expectations

In new relationships, trust depends solely upon: the trustor's propensity to trust. the benevolence of trustors. the integrity of the trustee. the ability of the trustee. feelings for the trustee.

the trustor's propensity to trust.

Expectancy Theory

theory that describes the cognitive process employees go through to make choices among different voluntary responses.

Stress

The psychological response to demands when there is something at stake for the individual, and where coping with these demands would tax or exceed the individual's capacity or resources.

representativeness

The tendency to assess the likelihood of an event by comparing it to a similar event and assuming it will be similar.

Which of the following is characteristic of the conventional stage of moral development? Laws, rules, and orders that govern society are emphasized over time. Relationships are self-interested with little concern for loyalty, gratitude, or fairness. Right versus wrong is referenced to a set of defined, established moral principles. It is the stage where people begin their moral development. Right versus wrong is viewed in terms of the consequences of various actions.

Laws, rules, and orders that govern society are emphasized over time.

Which two forms of reinforcement deliver intended results without creating feelings of animosity and conflict? Positive reinforcement and punishment Positive reinforcement and negative reinforcement Negative reinforcement and extinction Positive reinforcement and extinction Negative reinforcement and punishment

Positive reinforcement and extinction

Norcraft, Inc. usually promotes new employees within a year and fills most of its higher-level positions internally, resulting in a satisfied workforce as well as cost saving through lower turnover of employees. Which facet of job satisfaction has Norcraft fostered? Pay satisfaction Supervision satisfaction Task satisfaction Coworker satisfaction Promotion satisfaction

Promotion satisfaction

Justice

The perceived fairness of an authority's decision making.

Which of the following is characteristic of the preconventional stage of moral development? Right versus wrong is referenced to a set of defined, established moral principles. Concepts such as doing one's duty and maintaining the social order come to be valued for their own sakes. Right versus wrong is referenced to the expectations of one's family and one's society. People seek the approval of friends and family members, conforming to stereotypes about what's right. Relationships are based on self-interest, with little concern for loyalty, gratitude, or fairness.

Relationships are based on self-interest, with little concern for loyalty, gratitude, or fairness.

Integrity

The perception that an authority adheres to a set of acceptable values and principles.

self-efficacy

The belief that a person has the capabilities needed to perform the behaviors required on some task.

benevolence

The belief that an authority wants to do good for an employee, apart from any selfish or profit-centered motives.

Expectancy

The belief that exerting a high level of effort will result in successful performance on some task.

competence

The capability to perform work tasks successfully.

work complexity

The degree to which job requirements tax or just exceed employee capabilities.

Ethics

The degree to which the behaviors of an authority are in accordance with generally accepted moral norms.

burnout

The emotional, mental, and physical exhaustion from coping with stressful demands on a continuing basis.

emotional support

The empathy and understanding that people receive from others that can be used to alleviate emotional distress from stressful demands.

Instrumental Support

The help people receive from others that can be used to address a stressful demand directly.

Social Support

The help people receive from others when they are confronted with stressful demands.

past accomplishments

The level of success or failure with similar job tasks in the past.

Which of the following is characteristic of economic exchange relationships? They are based on vaguely defined obligations. They are based on obligations that are open ended. They are based on obligations that are long term in their repayment. They are based on exchanges resembling contractual agreements. They are based on exchanges characterized by mutual agreement.

They are based on exchanges resembling contractual agreements.

According to expectancy theory, motivational force equals zero if expectancy, instrumentality, or valence is zero. True or False

True

Attitude surveys are the most accurate and effective methods of assessing job satisfaction. True or False

True

Employees with higher levels of expertise may become more highly valued commodities on the job market, thereby reducing their levels of continuance commitment. True False

True

VISAF- Job characteristic theory

Variety, Identity, Significance, Autonomy, and Feedback.

Which of the following conditions describes a physiological strain? Weakening of one's immune system Inability to think clearly Grinding of one's teeth Being overly aggressive A loss of one's sense of humor

Weakening of one's immune system

nonprogrammer decisions

When a situation arises that is new, complex, and not recognized,

role overload

When an employee has too many demands to work effectively.

role ambiguity

When an individual has a lack of direction and information about what needs to be done.

Whistle-blowing

When employees expose illegal actions by their employer.

role conflict

When others have conflicting expectations of what an individual needs to do.

Secondary appraisal

When people determine how to cope with the various stressors they face.

programmed decisions

are 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.

Moods

are 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.

Which of the following is true of stress? a) The demands and situations that cause people to experience stress are called strains. b) Stress is defined as the negative consequences that occur when demands exceed a person's capacity. c) People evaluate and cope with similar stresses in the same way and hence experience the same stress levels. d)Stressors are defined as psychological responses to demands that tax or exceed the person's capacity or resources. e) Stress depends on both the nature of the demand and the person who confronts it. References

e) Stress depends on both the nature of the demand and the person who confronts it.