Organizational Behavior 2E Chapter 3
As manager of Kids Skids, Meghan wants to develop her relationship management skills. In order to do this, she learns how to A. build teams. B. recognize customer needs. C. read her own emotions. D. see the upside in events. E. sense others' emotions.
A
Giovanni is expressing ________ when he says, "I can run a mile in under five minutes." A. a high self-efficacy B. high self-esteem C. a high self-expectation D. his core self-evaluation E. an external locus of control
A
People with moderate emotional stability __________ than people with low emotional stability. A. tend to be more pessimistic B. experience more negative emotions C. earn lower salaries D. tend to perform more OCBs E. tend to perform more CWBs
D
Which of the following is not an element of emotional intelligence? A. self-awareness B. social awareness C. relationship management D. emotional stability E. self-management
D
Carl has a high self-efficacy belief. He is not likely to work hard in preparation for challenges because he is confident he can succeed.
FALSE
Discuss the good and bad of anger at work. Are there benefits to anger? Explain your answer.
Growing research evidence supports the undesirable outcomes from negative emotions that we all suspect. Negative emotions due to organizational change, for example, are linked to more sick time used and employee turnover. Customers' negative emotional displays have been shown to negatively affect employee job performance. On the other hand, expressing anger sometimes can actually solve a problem. A message that is communicated can lead to a better understanding. Displays of anger are more likely to be beneficial if they are directed at organizational issues and problems, which is perceived more constructively, than at individuals.
Define "self-efficacy." Explain what influences a person's self-efficacy, and the behavioral patterns that result from high and low self-efficacy. Discuss at least five ways that a manager can influence a subordinate's self-efficacy at work.
Self-efficacy is a person's belief about his or her chances of successfully accomplishing a specific task. Self-efficacy is relatively flexible and can be enhanced. Of the sources of self-efficacy beliefs, prior experience takes the first position as the most potent of the four sources. Other sources of self-efficacy beliefs are behavior models, persuasion from others, and physical and emotional factors. Managers can influence a subordinate's self-efficacy at work, as described in Table 3.5, through: " Job design " Training and development " Self-management " Goal setting and quality improvement " Creativity " Coaching " Leadership
Alana has a capacity for constructive thinking, reasoning, and problem solving. She exhibits intelligence.
TRUE
Benny has the ability to learn and use spoken and written languages. He shows linguistic intelligence.
TRUE
CSEs are related to reduced conflict and lower stress.
TRUE
People with high _________ see themselves as capable and effective. A. core self-evaluations B. emotional intelligence C. introversion D. extraversion E. openness to experience
A
________ are complex, relatively brief responses aimed at a particular target. A. Moods B. Emotions C. Personalities D. Attitudes E. CSEs
B
Dawn is a manager at a big box store. One of her employees, Edward, appears to have low self-efficacy. To help him, Dawn should set a very challenging sales goal.
FALSE
Which of the following is not one of the basic dimensions of the Big Five personality dimensions? A. emotional intelligence B. extraversion C. openness to experience D. conscientiousness E. agreeableness
A
People who are high on openness to experience are likely to demonstrate A. cooperation and soft-heartedness. B. a lack of worry. C. an outgoing and sociable orientation. D. curiosity and broad-mindedness. E. an achievement orientation.
D
James believes the best thing he can do is hire based on A. who has high self-esteem. B. who has an internal locus of control. C. who has high emotional stability. D. who has high self-efficacy. E. using CSE as one broad personality characteristic.
E
Katherine does especially well in her language courses, but struggles in chemistry. She has ______ intelligence. A. spatial B. naturalist C. intrapersonal D. bodily-kinesthetic E. linguistic
E
_______ is the personality trait with the strongest positive relationship with job performance. A. Extraversion B. Emotional stability C. Proactivity D. Agreeableness E. Conscientiousness
E
Jennifer wins an art contest. She attributes the outcome to luck. Jennifer is likely to have A. an external locus of control. B. an optimistic personality. C. high emotional stability. D. a proactive personality. E. a high level of extraversion.
A
In __________, the relationship between self-esteem and life satisfaction is significantly stronger. A. men rather than in women B. individualistic rather than collectivist cultures C. older people rather than younger D. women rather than in men E. only the United States
B
John hasn't started working on his term paper. He wants to do well in the course, but he's struggling with how to identify a solid topic and start an outline. Most of the other students appear to be moving ahead. John is procrastinating because he is A. lazy. B. stressed. C. unable to manage his time. D. not interested in the course. E. impulsive
B
Jonathan speaks four languages fluently. He is likely to have a high level of _______ intelligence. A. naturalist B. linguistic C. multiple D. emotional E. interpersonal
B
_______ provides broad and useful ways to describe personality in terms of our individual differences in self-efficacy, self-esteem, locus of control, and emotional stability. A. Interpersonal intelligence B. Core self-evaluation C. Conscientiousness D. Personality E. Practical intelligence
B
Halim, one of your employees, always seems to be "taking it easy," often ignores problems that arise, and rarely takes action on his own. It is likely that Halim is A. low on practical intelligence. B. an introvert. C. not a proactive personality. D. emotionally unstable. E. highly agreeable.
C
People with an internal locus of control A. have lower work motivation. B. earn lower salaries. C. tend to be more anxious. D. derive less job satisfaction from performance. E. have stronger expectations that effort leads to performance.
E
Marisa is the office manager in a small company. Her employees find that they can often come late to work and leave early, and Marisa will cover their work for them. Marisa is likely to score A. high on extraversion. B. high on agreeableness. C. low on conscientiousness. D. low on emotional stability. E. low on openness to experience.
B
Petra made a large mistake on a report she submitted to her boss, and it ended up costing the company a significant amount of money. When asked why this had occurred, she blamed one of her coworkers for giving her erroneous information for the report. Petra is expressing A. low agreeableness. B. an external locus of control. C. organizational citizenship behavior. D. counterproductive work behavior. E. low emotional stability.
B
Proactivity has been shown to be related to all of the following except A. social networking. B. intelligence. C. performance. D. satisfaction. E. affective organizational commitment.
B
Sandra has a new assignment. She is confident that she can successfully complete the task. This is an example of A. core self-evaluation. B. self-efficacy. C. self-esteem. D. self-expectation. E. self-expectancy.
B
_____ intelligence is the potential to understand and regulate oneself. A. Interpersonal B. Kinesthetic C. Intrapersonal D. Naturalist E. Linguistic
C
_______ is the ability to monitor one's own and others' feelings and emotions, to discriminate among them, and to use this information to guide one's thinking and actions. A. Proactivity B. Emotional stability C. Emotional intelligence D. Core self-evaluation E. Self-efficacy
C
Ben and Jen are arguing over individual differences. Which of the following does a person have the most control over? A. intelligence B. behavior C. emotions D. CSEs E. emotional intelligence
B
People with __________ see themselves as masters of their own fate. A. high emotional stability B. an internal locus of control C. an external locus of control D. high introversion E. high extraversion
B
Len is the top swimmer on his school's team. Star athletes are likely to be high in ______ intelligence. A. spatial B. linguistic C. bodily-kinesthetic D. naturalist E. musical
C
Martha worked for a marketing company with a casual atmosphere and informal culture. The company declared bankruptcy. Martha can't wait to find a similar position. In the past, she worked for companies with a more traditional and formal structure. She now has a new job in a bank. Martha dresses differently, puts in longer hours, and studies at home to better understand the bank's services. She is exhibiting _______ intelligence. A. multiple B. cognitive C. practical D. spatial E. bodily-kinesthetic
C
Nathan is dependable, responsible, and achievement-oriented, while Martin is relaxed and unworried. Nathan is likely to score high on A. openness to experience. B. introversion. C. conscientiousness. D. internal locus of control. E. agreeableness.
C
Pietro has a bachelor's degree in management. He comes from a middle-class background; his father worked in lower management for his entire career. Pietro wants a different life than his father's. He has saved his money, and he's always been lucky. Pietro might be a(n) A. project manager. B. professor. C. entrepreneur. D. financial planner. E. investor.
C
Samantha, a member of a team you are assigned to for a management class, has often been late getting her work to the team, and when it arrives it is often of poor quality. Samantha is likely to rank ________ dimension. A. low on the agreeableness B. high on the extraversion C. low on the conscientiousness D. low on the emotional stability E. low on the proactivity
C
Core self-evaluations represent a broad personality trait comprised of all of the following except A. emotional stability. B. generalized self-efficacy. C. locus of control. D. proactivity. E. self-esteem.
D
Which of the following is the least fixed of a person's individual differences? A. attitudes B. intelligence C. cognitive abilities D. self-esteem E. emotions
E
Openness to experience refers to a person being trusting and good-natured.
FALSE
Organizations should use selection based on attitudes and emotions to choose which employees to hire.
FALSE
Practical intelligence is very similar to logical-mathematical intelligence.
FALSE
The ability to monitor one's own and others' feelings, to discriminate among them, and to use this information to guide one's thinking and actions is known as emotional stability.
FALSE
When hiring people, the best thing a manager can do is to find someone like himself or herself and make sure the person "fits" into his or her stereotype of a good worker.
FALSE
David Waynescott is a highly successful lawyer who specializes in class action suits against pharmaceutical companies. Think about Gardner's theory of multiple intelligences. Profile the intelligences that Waynescott probably possesses and describe how each makes him excel at his job.
Howard Gardner, in his theory of multiple intelligences, describes eight different intelligences-linguistic, logical, musical, kinesthetic, spatial, interpersonal, intrapersonal, and naturalist. Linguistic intelligence is the potential to learn and use spoken and written languages (e.g., someone who is multilingual). Logical-mathematical intelligence is the potential for deductive reasoning, problem analysis, and mathematical calculation (e.g., college entrance exams). Musical intelligence is the potential to appreciate, compose, and perform music (e.g., Tony MacAlpine, guitar virtuoso). Bodily-kinesthetic intelligence is the potential to use mind and body to coordinate physical movement (e.g., LeBron James). Spatial intelligence is the potential to recognize and use patterns (e.g., fighter pilots). Interpersonal intelligence is the potential to understand, connect with, and effectively work with others (e.g., Jeff Bezos). Intrapersonal intelligence is the potential to understand and regulate oneself. Naturalist intelligence is the potential to live in harmony with one's environment. Waynescott probably has high linguistic, intrapersonal, and interpersonal intelligences. He may also possess logical-mathematical intelligence in terms of his deductive-reasoning abilities.
Francis interviews two candidates for an administrative assistant position that will require a fair amount of project management. The first candidate is enthusiastic and states that she can "do anything she sets her mind to." She shows up for the interview without a résumé because she knows she will be selected for the position. The second candidate is more reserved but offers Francis his résumé and a portfolio. He explains that in his last position he managed several projects and kept them on track. Which of the following would be the main reason for Francis to hire the second applicant? A. applicant's attitude B. applicant's emotional makeup C. applicant's cognitive abilities D. the self-esteem of the applicant
C
Josephine scored very high on the Scholastic Aptitude Test (SAT) on all three parts. She is likely to possess high ________ intelligence. A. naturalist B. practical C. logical-mathematical D. musical E. bodily-kinesthetic
C
Which of the following statements about self-efficacy is true? A. Self-efficacy is the same as self-esteem. B. A person with high self-efficacy is likely to work less hard than a person with low self-efficacy because he or she is already confident of good results. C. Self-efficacy can be developed. D. The biggest predictor of a person's self-efficacy is his or her emotional state. E. Self-efficacy is not related to prior experience.
C
Halfway through the semester, Samuel quit doing assignments for and going to his advanced accounting class. He attributes this to his poor performance on the first two tests, as well as his lack of talent for accounting; he feels he will do much better as a management major. Samuel is likely to be experiencing A. low self-esteem. B. low emotional stability. C. an external locus of control. D. low self-efficacy for accounting. E. low emotional intelligence.
D
____________ is associated with entrepreneurialism. A. Introversion B. Spatial intelligence C. Openness to experience D. Proactivity E. Emotional stability
D
Bill, who has an internal locus of control, failed his last history test. Which of the following is he likely to say? A. The test was poorly constructed. B. I'm going to complain to the dean of the college. C. I'll never pass this course. D. Professor Smith didn't prepare us for this test. E. I didn't study hard enough for this test.
E
Keyshawn is a player on a professional football team. Because of this, his plays every week are scrutinized by fans and media, as well as his own coaches. Sometimes, their comments are very negative and even personal. Keyshawn will handle this better if he has a high level of _________ intelligence. A. naturalist B. bodily-kinesthetic C. spatial D. interpersonal E. intrapersonal
E
Roberto is a manager at XYZ Corporation. Every day, he eats lunch in the company cafeteria so he can learn the latest news and rumors. Roberto is exhibiting his A. relationship management. B. self-awareness. C. self-disclosure. D. extraversion. E. social awareness.
E
Tony has a high CSE. He is not likely to experience A. better adjustment to international assignments. B. organizational citizenship behaviors. C. life satisfaction. D. reduced conflict. E. higher levels of stress.
E
________ intelligence will be most closely related to a performance on tests like the Scholastic Aptitude Test and the Graduate Management Admissions Test. A. Naturalist B. Interpersonal C. Intrapersonal D. Spatial E. Logical-mathematical
E
_______ is reflected in this statement: "I feel I am a person of worth, as good as other people." A. High self-efficacy B. Low core self-evaluation C. High emotional intelligence D. High self-identification E. High self-esteem
E`
You volunteer for Campus Social, a group that sets up events for incoming students to help them acclimate to the campus culture. This is your third year and you expected to be appointed student header. The dean informs you that someone else has been chosen to lead the group. Describe your emotions. Then explain what steps you might take to deal with these feelings.
Emotions are complex, relatively brief responses aimed at a particular target, such as a person (in this case, the dean), information (in this case, that you will not be student leader), experience, event or nonevent. They also change psychological and/or physiological states. Emotions can be thought of in terms of goals. Negative emotions are triggered by frustration and failure when pursuing one's goals, and are said to be goal incongruent. You might feel disappointed and/or angry (felt emotion). You might keep your feelings to yourself or you might begin to cry. Both reactions are instances of displayed emotions. It's just that in the first case you are choosing not to show emotion, which means your display is "no emotion." Your display can affect the outcomes, in this case the dean's reactions. Emotions also motivate your behavior and are an important means for communicating with others.
Meg (born and raised in Connecticut) is working with Namuto (born and raised in Tokyo) on a project for their OB class. Meg knows she can create a successful presentation, but she's concerned that (1) Namuto seems to defer all decisions to her, and (2) Namuto immediately backs down on suggestions if Meg disagrees. Does this mean that Meg has higher self-esteem than Namuto? If so, how can Namuto develop higher self-esteem?
Some have argued that self-esteem is largely a Western or even an American concept. To address this allegation, researchers surveyed more than 13,000 students from 31 countries. They found that self-esteem and life satisfaction were moderately related on a global basis. However, the relationship was stronger in individualistic cultures (United States, Canada, New Zealand, and the Netherlands) than in collectivist cultures (Korea, Kenya, and Japan). The likely reason is that individualistic cultures socialize people to focus more on themselves and value their own attributes and contributions, compared to people in collectivist cultures who "are socialized to fit into the community and to do their duty" (value the group more than oneself). Self-esteem is your general belief about your own self-worth. Self-efficacy beliefs are deep convictions supported by experience versus being simply confident (high self-esteem). If Namuto needs to build her self-esteem, she needs to analyze the desirable characteristics she possesses.
Managers should attempt to raise subordinates' self-efficacy by all of the following except A. guided experiences, mentoring, and role modeling. B. creating routine jobs that are boring but easy to perform. C. giving positive feedback. D. matching goal difficulty to each employee's self-efficacy. E. providing self-management training.
B
Inez wants to join an international humanitarian group. The group is comprised of people from many different backgrounds and nationalities. Since it's important to establish the group as a functional unit, all members will submit a CSE as part of the selection process.
Core self-evaluations (CSEs) represent a broad personality trait comprised of four narrower and positive individual traits: generalized self-efficacy, self-esteem, locus of control, and emotional stability. Self-efficacy is a person's belief about his or her chances of successfully accomplishing a specific task. Self-esteem is a person's general belief about his or her own self-worth. Locus of control is a relatively stable personality characteristic that describes how much personal responsibility someone will take for his or her behavior and its consequences. People tend to attribute the causes of their behavior primarily to either themselves (internal locus of control) or environmental factors (external locus of control). People with high levels of emotional stability tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure. A leader can use CSEs in member selection and training of the components of CSE. Self-efficacy is relatively more flexible and thus can be enhanced.
Klaus works in a very stressful job, but maintains his "cool" even in the worst times. This represents the ________ dimension. A. extraversion B. agreeableness C. conscientiousness D. emotional stability E. openness to experience
D
What is a "proactive personality"? Why is it important for managers to be proactive and have proactive subordinates? Now describe an example of proactivity from your student experience.
A proactive personality is someone who is relatively unconstrained by situational forces and who affects environmental change. Proactive people identify opportunities and act on them, show initiative, take action, and persevere until meaningful change occurs. Research shows that those with proactive personalities positively influence many work outcomes (e.g., increased performance, satisfaction, affective organizational commitment, and social networking). The ideal scenario is for both the manager and employee to be proactive.
Mike hosts a talk radio program that discusses political issues. He often receives emails and tweets that are very critical of his positions. However, these messages don't bother him. It is likely that he is high on _______ intelligence. A. intrapersonal B. naturalist C. practical D. linguistic E. multiple
A
Naturalist intelligence is A. the potential to live in harmony with one's environment. B. the potential for deductive reasoning, problem analysis, and mathematical calculation. C. the same as intrapersonal intelligence. D. the potential to use mind and body to coordinate physical movement. E. the potential to recognize and use patterns.
A
Vanessa receives her evaluation. Her supervisor gives her high marks in __________, noting that Vanessa is especially strong in self-awareness and self management. A. personal competence B. subjective well-being C. self-efficacy D. cognitive ability E. emotional stability
A
Anita is an introvert and finds it hard to take control of a meeting. Based on her hard work and strong results, she has been promoted to team leader. What steps can Anita take to be effective her new position?
Anita can benefit from the advice of Russ Fujioka, president of the Americas for cloud accounting company Xero. He is a self-proclaimed and successful introvert and suggests: " Be self-aware. Be aware that introverts can be perceived as disinterested or aloof when they seem less engaged in conversations and social interactions. They may or may not be disinterested, of course, but they are more likely to show it if they are. And in business situations, they must make the effort necessary to appear interested and force themselves to be engaged. " Calibrate your intensity. When engaging others, especially groups of people or teams at work, try to push your personal intensity level to 10 on a 10-point scale. If you feel your volume, body language, and interactions are maxed out, realize that if you were an extrovert you'd probably be playing at only 7 instead of 10. Your perception of intense and loud is lower than what others will perceive. " Play to your strengths. Because engaging others is typically quite draining for introverts, it is a good idea to talk about and stick to topics you personally know and care about. This will make you naturally more energized and comfortable. " Get team practice. Join a team. Whether you join a recreational sports team or a club of some sort, being a member will help you practice and get comfortable with interacting with others. If it is a non-work team, the pressure and stress of work won't be part of the experience, making it easier to engage.
A(n) _______ is someone who is relatively unconstrained by situational forces and who effects environmental change. A. extrovert B. proactive person C. stable person D. introvert E. imaginative and curious
B
People who are outgoing, talkative, sociable, and assertive are likely to score high on A. emotional stability. B. agreeableness. C. extraversion. D. openness to experience. E. conscientiousness.
C
Quantum Force wants to hire EI First to provide emotional intelligence products and services. Several members of the board of directors are reluctant to employ these services. They dispute the benefits of emotional intelligence and its relationship to job performance and leadership. You are responsible for making a presentation to the board of directors to address this reluctance. How would you define emotional intelligence and describe the benefits to Quantum Force?
Emotional intelligence is the ability to monitor your own emotions and those of others, to discriminate among them, and to use this information to guide one's thinking and actions. Emotional intelligence (EI) is a mixture of personality and emotions and has four key components: self-awareness, self-management, social awareness, and relationship management. While research results are mixed, EI has implications for job performance and leadership. EI has been linked to higher sales and greater customer retention for both real estate and insurance sales representatives. EI was positively related to leadership emergence, behavior, and effectiveness. EI was not clearly related to job performance, satisfaction, and other outcomes.
What is "emotional stability"? How is emotional stability related to variables that are important for managers?
Individuals with high levels of emotional stability tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure. Employees with high levels of emotional stability have been found to have higher job performance, perform more organizational citizenship behaviors, and exhibit fewer counterproductive work behaviors.
Define "locus of control," and describe what it means to have an "internal" and "external" locus of control. Give an example of each from your own experiences in school or work.
Locus of control is a relatively stable personality characteristic that describes how much personal responsibility you take for your behavior and its consequences. People who believe they control the events and consequences that affect their lives are said to possess an internal locus of control. Those who believe their performance is the product of circumstances beyond their immediate control possess an external locus of control. Students will give an example of each from their own experience.
Many effective managers select employees based on positive, job relevant, relatively stable individual differences.
TRUE
Personality models are unique to the cultures in which they were developed.
TRUE
Research in industrial-organizational psychology concluded that the typical personality test is not a valid predictor of job performance.
TRUE
The combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities is known as personality.
TRUE
More than one type of "personality" can define a successful manager. Let's look at two managers at Control Data Inc. Alice is a hands-on manager who prefers to use a team approach to build consensus on department decisions. Carol, on the other hand, is more dictatorial. She does not like casual conversations and prefers to make decisions based on reports that she has received. Both managers are successful in terms of profitability for the company. Describe the personality traits that each manager might possess. Who would you rather work for and why?
We use the Big Five Personality Dimensions to define personality. The dimensions are extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience, as shown in Table 3.2. Alice might score higher on extraversion, agreeableness, and openness to experience. Clearly, both are conscientious. Personality alone does not determine the success of a manager.
Johan does well at work because he is able to think constructively, reason, and problem solve. Johan is exhibiting A. intelligence. B. emotions. C. attitude. D. self-esteem. E. self-efficacy
A
Nora wants to be a buyer for Marstons Stores. She knows that they are looking for outgoing, social people. She purposely tries to present herself as an extrovert on the personality test that she takes even though she is shy and retiring. What is the likely result of this? A. Nora might get the job, but find she is unhappy in the role. B. Nora will not get the job. It is impossible to "fake" your personality on a test. C. Nora will get the job. The test is simply pro forma and no one looks at the results. D. The test will show that Nora is unstable. E. The test will flag Nora as someone who is not truthful and should not be hired by the company.
A
Owen leads a team tasked with developing a client tracking system. He is nervous and worried, afraid that if this assignment doesn't go well, he won't be promoted. Jack, a team member, is relaxed, unworried, and secure in the feeling that they have all the necessary resources and talents to make this work. Jack is likely to score high on A. emotional stability. B. introversion. C. conscientiousness. D. internal locus of control. E. agreeableness.
A
Vivek and Warren are working on an assignment for their marketing class. Warren finishes his part of the assignment; Vivek doesn't. Vivek apologizes because he took an extra shift at work and didn't give the assignment the priority it needed. He promises Warren he will stay home tonight and finish his work. What personality characteristic does this show? A. locus of control B. emotional stability C. self-efficacy D. self-esteem E. core self-evaluation
A
_________ is your general belief about your own self-worth. A. Self-esteem B. Self-efficacy C. Self-expectancy D. Core self-evaluation E. Self-expectation
A
Discuss whether organizations should use personality testing as part of the hiring process. What guidelines should managers follow? Assume you have to take a personality test. What traits would you try to minimize and why?
A panel of industrial-organizational psychologists concluded that the typical personality test is not a valid predictor of job performance. One personality profile does not fit all job situations. Good management involves taking the time to get to know each employee's unique combination of personality traits, abilities, and potential and then creating a productive and satisfying person-job fit. A contingency approach to managing people is best.
At ABC Inc., each employee is required to evaluate himself or herself as part of preparation to meet with his or her manager for the annual employee performance review. As part of this, Daneesha prepared a thoughtful and comprehensive list of her strengths and weaknesses. What competence does this display? A. proactive personality B. self-awareness C. self-management D. agreeableness E. extraversion
B
By ___________, a person can develop self-awareness. A. displaying honesty and integrity B. knowing his or her own strengths and limits C. being ready to seize opportunities D. keeping up with organizational politics E. wielding a range of tactics for persuasion
B
Terrance applies for a job at Jos Smith & Co. He prepares for the interview and expects some form of personality testing. Instead, after the interview, he is given a computer game to play. What does this represent? A. The game will measure Terrence's top five dimensions of personality. B. The game will assess Terrence's cognitive abilities and thought processes. C. The game is designed to measure Terrence's response rate. D. The game is meant to relax Terrence and will be followed by the standard multiple choice personality test. E. The game will measure Terrence's computer skills.
B
The distinction between flexible and fixed individual differences A. has no practical value for managers. B. is that managers have little or no impact on fixed differences. C. is that managers have little or no impact on flexible differences. D. is that managers should hire people based on their attitudes and emotions. E. is that managers have little or no impact on any individual differences
B
The part of CSE that can best be enhanced because it is most flexible is A. self-esteem. B. self-efficacy. C. locus of control. D. emotional stability. E. intelligence.
B
Together, social awareness and relationship management constitute A. emotional intelligence. B. social competence. C. personal competence. D. emotional stability. E. relationship competence.
B
Which of the following statements about emotions is false? A. Emotions change psychological and/or physiological states. B. Felt emotions are always displayed. C. Emotions motivate behavior. D. Positive emotions result from goal achievement. E. Emotions may occur from past or possible future events.
B
______ is the combination of stable physical, behavioral, and mental characteristics that gives individuals their unique identity. A. Intelligence B. Personality C. A person's value profile D. Self-efficacy E. Self-esteem
B
Nancy is at a staff meeting. Her manager asks if anyone has an idea for how to pull more customers into the restaurant at lunch time. Nancy starts to make a suggestion and her manager cuts her off mid-sentence, saying: "Oh Nancy, no...anyone else?" Nancy is feeling angry because her manager was disrespectful and didn't allow her to explain the idea. What should Nancy do to deal with these negative emotions? A. Submit the suggestion to her manager's boss. B. Ignore it. She thinks her manager is having a bad day. C. Leave the meeting since she isn't contributing anything of value. D. Wait until after the meeting and point out how important respect is between co-workers. E. Ask someone else to submit the idea at the next staff meeting.
D
FPS is a small firm that provides services to publishers using a team of freelancers. The president, Marsha, is a big-picture, conceptual, strategy-type person. She has a strong personality and makes decisions quickly. Claire, the vice president, is charged with implementing decisions and getting the projects done on time, within budget, and to the clients' satisfaction. She is more of the office "mother figure." FPS needs to expand. Marsha wants to add a person to help her strategize; Claire needs assistance with managing the increased project load. Claire is worried about: " keeping up with the projects. " keeping the freelancers happy. " the reputation of FPS should she fall behind. Marsha is getting increasingly aggravated that Claire doesn't see the big picture. Claire is getting more and more stressed out. She falls ill and has to miss a week of work. Marsha's response is to tell the office manager that she'll have to manage the freelance team until Claire comes back. The office manager has no project experience. Now, two projects are late, and the freelancers have started to call Marsha to complain that they aren't getting the assistance they need. When Claire returns, Marsha asks her to "make things right" with the clients and freelancers. She wants Claire to say that her illness caused the delays. Using the 3-Step Problem-Solving Approach and the Organizing Framework, how can FPS resolve this issue and expand in the best way?
Remember, you need to: Step 1. Define the problem: What is the problem here? Where are the gaps? Step 2. Identify causes of the problem: What are the person and situation factors involved? How important is personality here? Are there process issues as well? What about emotions and group dynamics? Step 3. Make recommendations: How can FPS move forward with a cohesive team?
Complex, relatively brief responses aimed at a particular target are known as emotions.
TRUE