Question 1

Helping new employees and working voluntary overtime are examples of _____________________________________.

Accepted Answer

organizati

Question 2

Which of the following statements about exit interviews is true?

Accepted Answer

A) A departing employee's manager should always conduct the exit interview because the immediate supervisor knew the employee best. 
B) An exit interview always indicates why an employee is departing a firm. 
C) An exit interview always indicates how management can improve so other employees will not leave. 
D) An exit interview should be conducted by a member of the human resource department for best results. 
A) A departing employee's manager should always conduct the exit interview because the immediate supervisor knew the employee best. 
B) An exit interview always indicates why an employee is departing a firm. 
C) An exit interview always indicates how management can improve so other employees will not leave. 
D) An exit interview should be conducted by a member of the human resource department for best results.

Question 3

A departing employee's manager is the best person to conduct the exit interview.

Accepted Answer

A) True 
 B)False

Question 4

*SAS Institute advocates its employees create work/life balance by suggesting, "If you are working more than______, you are just adding bugs."

Accepted Answer

The answer of *SAS Institute advocates its employees create work/life...

Question 5

What is the value of an exit interview for a firm?

Accepted Answer

Exit interviews are conducted with emplo

Question 6

Personality is the main reason why individuals turnover in a firm.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following statements is true?

Accepted Answer

A) There is an exceptionally strong correlation between attitudes and behavior such that attitudes will almost perfectly predict behavior. 
B) Intention to behave and actual behavior are almost always the same. 
C) Attitude provides clues to behavior, but situational factors also impact behavior. 
D) Attitude is weakly related to intention to behave and actual behavior. 
A) There is an exceptionally strong correlation between attitudes and behavior such that attitudes will almost perfectly predict behavior. 
B) Intention to behave and actual behavior are almost always the same. 
C) Attitude provides clues to behavior, but situational factors also impact behavior. 
D) Attitude is weakly related to intention to behave and actual behavior.

Question 8

Maria just completed a series of personality assessments and is found to be high on external locus of control and introversion.Based on findings from research, it is likely she also has positive work attitudes.

Accepted Answer

A) True 
 B)False

Question 9

Attitude surveys conducted by companies produce more useful information if

Accepted Answer

A) surveys are completed electronically. 
B) the management is perceived as credible by employees. 
C) past surveys were conducted but no action has resulted from them. 
D) individual survey responses are made public. 
A) surveys are completed electronically. 
B) the management is perceived as credible by employees. 
C) past surveys were conducted but no action has resulted from them. 
D) individual survey responses are made public.

Question 10

The worst person to conduct an exit interview is the _________ of the departing employee.

Accepted Answer

The answer of The worst person to conduct an exit...

Helping new employees and working voluntary overtime are examples of _____________________________________.

Which of the following statements about exit interviews is true?

A departing employee's manager is the best person to conduct the exit interview.

*SAS Institute advocates its employees create work/life balance by suggesting, "If you are working more than______, you are just adding bugs."

What is the value of an exit interview for a firm?

Personality is the main reason why individuals turnover in a firm.

Which of the following statements is true?

Maria just completed a series of personality assessments and is found to be high on external locus of control and introversion.Based on findings from research, it is likely she also has positive work attitudes.

Attitude surveys conducted by companies produce more useful information if

The worst person to conduct an exit interview is the _________ of the departing employee.

Organizational Behavior

Diversity in the Workplace

Understanding People at Work: Individual Differences and Perception

Theories of Motivation

Designing a Motivating Work Environment

Managing Stress and Emotions

Communication

Managing Groups and Teams

Conflict and Negotiations

Making Decisions

Leading People Within Organizations

Power and Politics

Organizational Structure and Change

Organizational Culture

Filters

Exam 4: Individual Attitudes and Behaviors

Helping new employees and working voluntary overtime are examples of _____________________________________.

Which of the following statements about exit interviews is true?

A departing employee's manager is the best person to conduct the exit interview.

*SAS Institute advocates its employees create work/life balance by suggesting, "If you are working more than______, you are just adding bugs."

What is the value of an exit interview for a firm?

Personality is the main reason why individuals turnover in a firm.

Which of the following statements is true?

Maria just completed a series of personality assessments and is found to be high on external locus of control and introversion.Based on findings from research, it is likely she also has positive work attitudes.

Attitude surveys conducted by companies produce more useful information if

The worst person to conduct an exit interview is the _________ of the departing employee.

Organizational Behavior

Diversity in the Workplace

Understanding People at Work: Individual Differences and Perception

Theories of Motivation

Designing a Motivating Work Environment

Managing Stress and Emotions

Communication

Managing Groups and Teams

Conflict and Negotiations

Making Decisions

Leading People Within Organizations

Power and Politics

Organizational Structure and Change

Organizational Culture

Filters