Organizational Behavior, Exam 1
Match the following terms with their definitions. 1. Emotions 2. Positive emotions 3. Negative emotions & A. Reactions to desired events. B. Reactions to undesired events. C. A short, intense feeling resulting from some event
1C 2A 3C
Match the components of emotional intelligence with their definitions. 1. Self-awareness 2. Self-management 3. Social awareness 4. Relationship management & A. Being able to help others manager their own emotions and truly establish supportive relationships with others. B. Being able to direct your emotions in a positive way when needed. C. Being able to accurately perceive, evaluate, and display appropriate emotions. D. Being able to understand how others feel.
1C 2B 3D 4A
Match the following terms to their definitions: 1. Emotional Labor 2. Surface Acting 3. Deep Acting 4. Genuine Acting 5. Emotional Intelligence & A. When individuals are asked to display emotions that are inline with their own. B. When an individual exhibits physical signs, such as smiling, that reflect emotions others want to experience. C. The degree of awareness of one's own and others' emotions D. The regulation of feelings and expressions for organizational purposes. E. Actively trying to experience the emotion they are displaying.
1D 2B 3E 4A 5C
Which of the following statements about the personality trait agreeableness is FALSE? -People high in agreeableness tend to exhibit strong helping behavior. -All occupations look to hire people who are high in agreeableness. -People high in agreeableness tend to be less effective at providing constructive criticism. -People high in agreeableness are very likeable and get along well with others.
All occupations look to hire people who are high in agreeableness.
Which of the following is accurate for the relationship between attitudes and performance? -though you want to perform better, your skill set may prevent that from occurring. -though you want to perform better, the equipment used at work may not be functioning properly. -though you want to perform better, too much may be outside your control. -All of the above.
All of the above.
Who is most responsible for making strategic decisions? -managers -engineers -low-level employees -CEOs.
CEOs.
Which of the following statements regarding turnover is true? -The link between work attitudes and turnover is direct. -Even though they are very unhappy with a job, employees may not leave an organization. -Employees will quit their jobs voluntarily only when they feel they will get fired. -Manager absenteeism causes employee turnover.
Even though they are very unhappy with a job, employees may not leave an organization.
Which of the following statements regarding first impressions is INCORRECT? -First impressions are fleeting impressions. -First impressions are resilient even in the face of contrary evidence. -First impressions become independent of the evidence that created them. -First impressions are stable impressions.
First impressions are fleeting impressions.
Which of the following statements regarding group decision support systems (GDSS) is INCORRECT? -GDSS could make employees reluctant to share information. -GDSS could become too complex. -GDSS improves the output of group collaborative work through higher information sharing. -GDSS avoids all possibilities of information overload.
GDSS avoids all possibilities of information overload.
A culture categorized by high uncertainty avoidance is -Denmark. -Jamaica. -Greece. -China.
Greece.
Which of the following is true for group decision making? -Group decision making is faster than individual decision making. -Groups often perform lower than the best individual in the group. -Group decision making is more efficient than individual decision making. -Groups generate fewer ideas than individuals.
Groups often perform lower than the best individual in the group.
Which of the following questions is an example of a tactical decision? -Should we takeover our competitor? -How should we market the new product line? -What should I say to the customers about our return policy? -How will I balance my master's degree workload with my work assignments?
How should we market the new product line?
If a collectivist was told, "Tell me about yourself.", he might say -I want to be a doctor when I graduate. -I like playing video games. -I am a black belt in karate. -I am the third child of a doctor and a lawyer.
I am the third child of a doctor and a lawyer.
Which is the first step in the rational decision-making model? -Establish decision criteria. -Identify the problem. -Weigh decision criteria. -Generate alternatives.
Identify the problem.
Which of the following statements about attribution is correct? -Attributions depend only on consensus, distinctiveness and consistency. -When faced with poor performance, one punishes the person more if we make an external attribution. -If someone's failure is due to internal causes, we feel empathy and offer help. -If we make an external attribution to someone's goal achievement, we are less likely to reward the individual
If we make an external attribution to someone's goal achievement, we are less likely to reward the individual
Which of the following statements about the creative decision-making model is INCORRECT? -Creativity is the generation of new, imaginative ideas. -The dynamic nature of today's organizations, including structural changes and cost cutting, have driven creativity in the business. -Problem identification is the first step in the creative decision making model. -Innovation and creativity are the same process.
Innovation and creativity are the same process.
When analyzing the information on work attitudes and aspects of the work environment, which of the following statements is true? -Attitudes always predict behavior in the work environment. -People with negative work attitudes never perform well. -Personality and organizational citizenship behaviors are the two key attitudes that are the most relevant to important outcomes in the work environment. -Maintenance of the psychological contract helps develop organizational commitment.
Maintenance of the psychological contract helps develop organizational commitment.
Which of the following is NOT a recommended step to take to avoid getting stuck in the storming phase of Tuckman's group development? -Make sure to limit discussions and discussants. It is not productive to re-hash all the same points over and over. -Do not rush the group's development. It takes time to get things right. -Normalize conflict. Conflict is normal and can be cathartic. -Support all group members. Do not allow anyone to feel insecure as he or she operates in the group.
Make sure to limit discussions and discussants. It is not productive to re-hash all the same points over and over.
Which of the following statements regarding diversity in the workplace is accurate? -Older employees are more prone workplace injury than their younger counterparts. -Women who negotiate achieve higher salaries than men who negotiate. -More than half of the Fortune 500 companies offer same sex health benefits to their employees. -While employees with physical disabilities are protected by federal law, employees with mental disabilities remain unprotected, and face routine discrimination.
More than half of the Fortune 500 companies offer same sex health benefits to their employees.
__________ is the degree to which a person is anxious, irritable, aggressive and moody. -Neuroticism -Extraversion -Conscientiousness -Openness
Neuroticism
Which of the following statements regarding employee satisfaction at work is FALSE? -Personality is related to one's happiness at work. -Developing good relationships at work improves employee satisfaction. -A fit between you and the company is important. -Pay is the most important aspect of job satisfaction.
Pay is the most important aspect of job satisfaction.
Which of the following statements regarding power distance and teams is correct? -People in high power distance countries expect unequal power distribution in the social, political and economic areas. -Countries with high power distance tend to use participative decision making. -Countries high in power distance tend to use sports metaphors more often in training than family metaphors. -Countries with high power distance define the roles of team members very clearly.
People in high power distance countries expect unequal power distribution in the social, political and economic areas.
Which of the following statements is true? -External locus of control and introversion result in positive work attitudes. -Low self-esteem results in more positive work attitudes. -People who are critical of themselves experience less job satisfaction. -People with positive affective dispositions are less committed to their work organizations.
People who are critical of themselves experience less job satisfaction.
Which of the following statements regarding work attitudes and job performance is accurate? -Work attitudes are more strongly related to job performance than they are to organizational citizenship behaviors. -If you want to perform better, you will actually perform better. -Workforce satisfaction has an impact on profitability. -People who are happy at work are more satisfied in their overall life too.
People who are happy at work are more satisfied in their overall life too.
Which of the following statements about self-efficacy is INCORRECT? -Self-efficacy is job specific. -People with high self-efficacy tend to procrastinate. -Self-efficacy is related to job performance. -Training people to increase their self-efficacy can be effective.
People with high self-efficacy tend to procrastinate.
Which of the following is the correct order of the phases in the creative decision-making model? -Problem identification, incubation, immersion, illumination, verification and application. -Problem identification, immersion, incubation, illumination, verification and application. -Problem identification, illumination, immersion, incubation, verification and application. -Problem identification, illumination, incubation, immersion, verification and application.
Problem identification, immersion, incubation, illumination, verification and application.
Research on absenteeism indicates which of the following statements to be accurate? -Problems in job design can result in absenteeism. -Older individuals, because they are more likely to have health problems, are more likely to be absent from work. -Employees who are permitted to manage their work schedules with regard to time at the company are more likely to be absent. -Absenteeism saves organizations money because the company does not have to pay employees who are absent from their jobs.
Problems in job design can result in absenteeism.
Which of the following statements regarding the rational decision-making model is INCORRECT? -The decision maker should generate alternatives before establishing criteria. -The decision maker should make certain to clearly identify the problem before undertaking any other step. -Successful managers tend to be clear on what they want at the outset of the decision making process. -One research study indicated that no alternative generation occurred in 85% of the decisions examined.
The decision maker should generate alternatives before establishing criteria.
Which of the following statements about emotions at work is FALSE -Emotions shape an individual's belief about the value of a job, a company, or a team. -Emotions affect behaviors at work. -Emotions inspire actions that can benefit or impede others at work. -Jobs that are high in negative emotion can lead to frustration and burnout—an ongoing negative emotional state resulting from dissatisfaction. -The effects of negative emotions at work typically do not have significant impacts on customers.
The effects of negative emotions at work typically do not have significant impacts on customers.
Which of the following statements is INCORRECT with regard to the concept of social loafing? -The incidence of social loafing declines as group size increases. -A tendency for social loafing develops when a perception of inequity in regard to rewards and/or blame arises in a group. -Social loafing is a consistent effect across groups. -Social loafing is a consistent effect across cultures.
The incidence of social loafing declines as group size increases.
Which of the following statements regarding the predictors of organizational citizenship behaviors is FALSE? -The link between ability and citizenship behavior is stronger than the link between motivation and citizenship behavior. -The most important factor in determining employee citizenship behavior is how employees are treated by those around them. -People with positive affectivity tend to exhibit stronger citizenship behaviors. -Older people tend to exhibit stronger citizenship behaviors than younger people.
The link between ability and citizenship behavior is stronger than the link between motivation and citizenship behavior.
Which of the following statements regarding work attitude and performance is FALSE? -Those with the most positive work attitudes are always strong performers. -In engineering, there tends to be a stronger link between work attitude and performance than one finds in an assembly line job. -The correlation between commitment and performance is not strong. -Your skill level in performing a job matters.
Those with the most positive work attitudes are always strong performers.
Gender discrimination is prohibited by which of the following laws? -Age Discrimination Act -Americans with Disabilities Act -Title VII of the Civil Rights Act -Occupational Safety and Health Act
Title VII of the Civil Rights Act
All of the following statements are correct about top management teams EXCEPT -Top teams are most effective when there is limited diversity in their composition. -Top management teams generally function without formal rules for team design or structure. -Top management teams are important for their symbolic roles. -Top management teams make decisions on new products, markets and expansions and divestitures.
Top teams are most effective when there is limited diversity in their composition.
A group is -a collection of individuals who interact with each other such that one person's actions have an impact on the others. -made up of managers, subordinates, or both with close associations among group members that influence the behavior of individuals in the group. -made up of two or more individuals who are associated with one another in ways not prescribed by the formal organization. -a cohesive coalition of people working together to achieve happiness.
a collection of individuals who interact with each other such that one person's actions have an impact on the others.
A culture that values maintaining good relationships, caring for the weak and quality of life is -a low power distance culture. -a masculine culture. -a high power distance culture. -a feminine culture
a feminine culture
Research conducted in an actual organization is -a field study. -a survey. -a lab study. -a meta-analytic study.
a field study.
Research that is performed under very controlled conditions and can include observation, interviews, or experiments is called -a case study. -a survey. -a field study. -a lab study.
a lab study.
Datum is -multiple observations. -the consistency of a measure. -the truth of a measure. -a single observation.
a single observation.
Analyses of companies that utilize teams indicate some impressive results. Team-based organizations tend to show all the following results but -an increase in productivity. -a reduction in costs. -an increase in revenue. -an increase in marketing.
an increase in marketing.
All of the following are challenges of managing age diversity in the workplace EXCEPT -an age-diverse team has differing opinions on fairness than one not age-diverse. -an age-diverse team has different learning styles that vary by generation. -differences in generational values required different management approaches. -an-age diverse team offers fewer alternatives to a problem than a team where there is limited age diversity.
an-age diverse team offers fewer alternatives to a problem than a team where there is limited age diversity.
The availability of too much information leading to more and more time being spent on gathering information and thinking about it, resulting in no decisions being made is -satisficing. -analysis paralysis. -wildstorming. -anchoring.
analysis paralysis.
Studies on decision making have been carried out in all of these disciplines EXCEPT -anthropology -political science -economics -psychology
anthropology
Which of the following is a surface-level diversity trait? -aggressiveness -Type A personality -being smart -being Asian
being Asian
Among the limitations associated with using personality tests in employee selection is -candidate inability to understand the purpose of the personality test. -candidates faking their answers. -candidates refusing to take personality tests. -finding that performance cannot be predicted by personality testing.
candidates faking their answers.
Across a variety of occupations and jobs, what is the one personality trait that most uniformly predicts how high a person's performance will be? -conscientiousness -extraversion -agreeableness -openness
conscientiousness
Boundary spanning roles include coordinator and -consul. -cooperator. -contributor. -critic.
consul.
Collectivistic cultures are -cultures where people define themselves as individuals and form looser ties with their groups. -cultures that value achievement and competitiveness as well as acquisition of money and other material objects. -cultures where people have strong bonds to their groups and group membership forms a person's self-identity. -cultures that value maintaining good relationships, caring for the weak and quality of life.
cultures where people have strong bonds to their groups and group membership forms a person's self-identity.
Idea generation tasks -include actually making something such as a building, product or marketing plan. -deal with creative tasks such as brainstorming a new direction or creating a new process. -refer to coming up with plans for actions and making decisions. -involve team members working on each task simultaneously.
deal with creative tasks such as brainstorming a new direction or creating a new process.
Escalation of commitment occurs because -decision makers do not want to admit they were wrong. -strict "turn back" points have been established. -persistence pays off. -decision makers lack personal pride.
decision makers do not want to admit they were wrong.
Making choices among alternative courses of action, including inaction, is -decision making. -programmed decisions. -satisficing. -consensus
decision making.
Teams differ by all of the following task classes EXCEPT -production tasks. -idea generation tasks. -development tasks. -problem-solving tasks.
development tasks.
The ways in which people are similar or different from one another is -culture. -diversity. -stereotypes. -faultlines.
diversity.
Operational decisions are made by -managers. -top management teams. -employees throughout the organization. -CEOs.
employees throughout the organization.
The belief that one's own culture is superior to other cultures is -geocentrism. -ethnocentrism. -monocentrism. -polycentrism
ethnocentrism.
Negative affective people -see "the glass as half full." -experience anxiety. -are tolerant of others' opinions. -help their teams have lower rates of absenteeism.
experience anxiety.
Which personality characteristic tends to lead to effectiveness in jobs with a lot of opportunities to interact with others? -openness -conscientiousness. -extraversion -agreeableness
extraversion
Group members in the norming stage -not only get the work done, but they also pay greater attention to how they are doing it. -begin to explore their power and influence. -find it easy to establish their own ground rules. -try to figure out who likes whom.
find it easy to establish their own ground rules.
All of the following factors contribute to job satisfaction and organizational commitment EXCEPT -personality. -job characteristics. -work/life balance. -firm competitiveness in the market.
firm competitiveness in the market.
Individuals are influenced in their decision making by all of the following EXCEPT -escalation of commitment. -foresight bias. -anchoring. -framing bias.
foresight bias.
The norming stage in Tuckman's model of group evolution features -uncertainty, with observant, conflict avoidant group members who are trying to achieve several goals at once. -competent group members who work interdependently as part of a greater entity. -chaos with group members exploring power and influence roles. -high energy with group members committed to each other and the overall goal.
high energy with group members committed to each other and the overall goal.
Which of the following is NOT a benefit of effective management of diversity? -greater creativity in decision making -better service to customers -higher productivity of operations -more satisfied workers
higher productivity of operations
Which of the following factors is a major predictor of job performance? -work/life balance issues -employee age -employee personality -how we are treated at work
how we are treated at work
Self-managed teams typically have all the following goals EXCEPT -increased conflict. -improved quality. -cost reduction. -meeting deadlines.
increased conflict.
The glass ceiling -is based on a faultline in the employee workgroup. -is the underrepresentation of women in executive and upper level management positions of companies. -is an issue that was a problem until a decade ago. -is the result of the less effective leadership styles practiced by women.
is the underrepresentation of women in executive and upper level management positions of companies.
Outcome interdependence -exists when team members may work independently and simply combine their efforts to create the team's output. -involves team members working on each task simultaneously. -refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective. -is when the rewards that an individual receives depend on the performance of others
is when the rewards that an individual receives depend on the performance of others
According to the authors of Organizational Behavior, a company's greatest asset is -its product. -its financial resources. -its people. -its location.
its people.
If one looks at the number of studies conducted on attitude, which of the following seems to be the most important? -organizational commitment -job satisfaction -satisfaction with supervisors -cognitive ability
job satisfaction
Research indicates that all of the following characteristics produce healthy organizations EXCEPT -role clarity. -participative decision making. -information sharing. -limited feedback.
limited feedback
Internal attribution occurs with -low consensus, high distinctiveness, and high consistency. -high consensus, high distinctiveness, and high consistency. -low consensus, low distinctiveness, and high consistency. -high consensus, low distinctiveness, and high consistency.
low consensus, low distinctiveness, and high consistency.
Cultures that are comfortable in unpredictable situations and have high tolerance for ambiguity are -low uncertainty avoidance cultures. -collectivistic cultures. -high uncertainty avoidance cultures. -individualistic culture
low uncertainty avoidance cultures.
Tactical decisions are generally made by -CEOs. -engineers. -managers. -Boards of Directors.
managers.
Which stage in Tuckman's forming-storming-norming-performing model is characterized by the establishment of ground rules and operating procedures and goals by group participants? -forming -storming -norming -performing
norming
Overconfidence bias -is the tendency of decision makers to be influenced by the way that problems are framed. -occurs when looking backward in time where mistakes seem obvious after they have already occurred. -refers to the tendency for individuals to rely too heavily on a single piece of information. -occurs when individuals overestimate their ability to predict future events.
occurs when individuals overestimate their ability to predict future events.
Stereotypes -often lead to unfair decisions being made. -are never accurate descriptions of particular groups. -are assumptions held by only one individual. -are often verified prior to making decisions based upon them.
often lead to unfair decisions being made.
An attitude is -our opinions, beliefs and feelings about our environment. -an outcome of our efforts. -the drive that energizes an individual. -the degree to which people have freedom to decide how to act.
our opinions, beliefs and feelings about our environment.
Which of the following is not a key factor in understanding what kind of attributions we make? -consistency -distinctiveness -perception -consensus
perception
The Americans with Disabilities Act -requires a firm to hire individuals with disabilities. -requires a firm to interview individuals with disabilities. -prohibits discrimination in employment against individuals with physical disabilities. -prohibits discrimination in employment against individuals with physical or mental disabilities if these employees are otherwise qualified to do their jobs with or without reasonable accommodation.
prohibits discrimination in employment against individuals with physical or mental disabilities if these employees are otherwise qualified to do their jobs with or without reasonable accommodation.
Research indicates that effective organizations tend to: -centralize their entire decision making. -have a very large differential in pay between the lowest paid employee and the CEO. -hire the first person available for any job opening. -provide as much employment security as possible to their employees.
provide as much employment security as possible to their employees.
Organizational behavior draws heavily on personality and motivation studies from what other discipline? -psychology -physiology -economics -political science
psychology
The bounded rationality decision-making model -describes a series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice. -recognizes the limitations of decision making processes by having individuals knowingly limit their options to a manageable set and choose the best alternative without conducting an exhaustive search of alternatives. -refers to arriving at decisions without conscious reasoning, arguing that experts make decisions by scanning the environment for cues to recognize patterns. -refers to arriving at decisions after first gathering information about the problem and then setting the problem consciously aside until an insightful solution to the problem arises.
recognizes the limitations of decision making processes by having individuals knowingly limit their options to a manageable set and choose the best alternative without conducting an exhaustive search of alternatives.
Task interdependence -exists when team members work independently and simply combine their efforts to create a team's outputs. -refers to one individual's output becoming another's input. -involves team members working on each task simultaneously. -refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective.
refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective.
Which of the following statements about work attitude causes is true? -role ambiguity can lead to job dissatisfaction. -negative affective disposition leads to higher organizational commitment. -stress always leads to job dissatisfaction. -using too many skills on the job usually leads to job satisfaction because it increases stress.
role ambiguity can lead to job dissatisfaction.
Norms are -agreements on established ground rules, goals and roles. -shared expectations about how things operate within a group or team. -formal approaches to decision making in the group or team. -measures of camaraderie in the group or team.
shared expectations about how things operate within a group or team.
Work on team processes has been carried out in what area? -sociology -finance -economics -physics
sociology
Which of the following is accurate according to organizational behavior research? -successful companies are more centralized. -successful companies emphasize the status differences between their employees. -successful companies have very simple and informal hiring systems. -successful companies treat their employees well.
successful companies treat their employees well.
Demographic traits make up -deep-level diversity. -cultural diversity. -collective diversity. -surface diversity.
surface diversity.
Our first interaction with individuals makes us aware of -surface diversity. -collective diversity. -deep-level diversity. -value-based diversity.
surface diversity.
High social monitors -tend to be more successful in their careers. -tend to experience lower levels of stress. -are very accurate at conducting performance evaluations. -are more committed to their companies.
tend to be more successful in their careers.
The decision-making process where decisions are arrived at without conscious reasoning, arguing that experts make decisions by scanning the environment for cues to recognize patterns is -the creative decision-making model. -the bounded rationality model. -the intuitive decision-making model. -the rational decision-making model.
the intuitive decision-making model.
Attitude surveys conducted by companies produce more useful information if -surveys are completed electronically. -the management is perceived as credible by employees. -past surveys were conducted but no action has resulted from them. -individual survey responses are made public.
the management is perceived as credible by employees.
The bounded rationality model should be used to make decisions when -the minimum criteria are clear. -you must identify the best option. -there is no time pressure. -many new solutions need to be generated.
the minimum criteria are clear.
The decision-making technique designed to help with group decision making by ensuring that all members participate fully is -majority rule. -consensus. -the Delphi technique. -the nominal group technique.
the nominal group technique.
The creativity level evaluation factor of fluency is -how different the ideas are from one another. -the number of ideas a person is able to generate. -how unique a person's ideas are. -the set number of ideas a group must reach.
the number of ideas a person is able to generate.
Meta-analysis is -a study with a group that receives a treatment and a comparison group that receives no treatment. -a study conducted in an actual organization. -the process of summarizing research findings from studies on related topics. -an in-depth analysis of a single industry or company.
the process of summarizing research findings from studies on related topics.
Psychology is -the scientific study of mental processes and behaviors of the individual. -the systematic study of individual behavior in society. -the systematic study of the processes by which groups of people make decisions. -the systematic study of how to improve the performance and well being of individuals in the workplace.
the scientific study of mental processes and behaviors of the individual.
self-enhancement bias -the tendency for people to underestimate their performance, undervalue capabilities, and see events in a way that puts them in a more negative light. -the tendency to overestimate our performance and capabilities and see ourselves in a more positive light than others see us. -the overestimation of how similar we are to other people. -the process with which individuals detect and interpret environmental stimuli.
the tendency to overestimate our performance and capabilities and see ourselves in a more positive light than others see us.
All of the following are accurate about those with a proactive personality EXCEPT -they have higher levels of performance in their firms. -they adjust to new jobs quickly. -they may try to change things others are not willing to let go. -they often have difficulty making friends.
they often have difficulty making friends.
Employees with which of the following personality traits would experience high job satisfaction? -those with positive affective dispositions -those with neurotic personalities -those with low self-esteem -those who are introverted
those with positive affective dispositions
High power distance cultures -view an unequal distribution of power as relatively acceptable. -prefer predictable situations and have low tolerance for ambiguity. -emphasize caring for the weak and quality of life. -are comfortable in unpredictable situations and have high tolerance for ambiguity.
view an unequal distribution of power as relatively acceptable.