Deck 3: Values Attitudes, Emotions, and Culture: the Manager As a Person

Question 1

The need for affiliation is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence.

Answer 1

False

Question 2

________ is the tendency to be highly critical of oneself and of others.

A)Agreeableness
B)Extraversion
C)Negative affectivity
D)Affiliation
E)Openness to experience

Answer 2

C

Question 3

In order to complete projects quickly, Bennett, a hard worker, prefers not to spend work time chatting with coworkers or attending social gatherings with them. Bennett is high in extraversion.

Answer 3

False

Question 4

________ is the tendency to experience negative emotions and moods.

A)Extraversion
B)Agreeableness
C)Negative affectivity
D)Affiliation
E)Openness to experience

Question 5

Marco is the product manager at Lawns R Us. He is sociable, affectionate, outgoing, and friendly with his employees and clients. How would you rate him on the Big Five personality traits?

A)Marco is low on conscientiousness.
B)Marco is low on openness to experience.
C)Marco is high on introversion.
D)Marco is high on extraversion.
E)Marco is low on agreeableness.

Question 6

Successful managers who take chances and use new methods in their planning and decision making are likely low on openness to experience.

Question 7

Joleen has just been promoted to president of her company. It is likely that she has a high need for power, which is an important trait in high-level managers.

Question 8

Managers who are low on extraversion tend to

A)experience positive moods and emotions frequently.
B)be friendly, affectionate, and highly social.
C)be highly ineffective and inefficient in jobs that require little social interaction.
D)view the world and their life with little optimism.
E)always feel good about themselves and other people.

Question 9

The employees of Burger Prince enjoy their work very much. This is largely due to their manager, Violet, who is always sympathetic to the needs of her employees and is seldom uncooperative. Violet can be said to be low on the agreeableness continuum.

Question 10

As a manager who is high on the extraversion continuum, Farid is likely to

A)have a less optimistic outlook on life.
B)feel good about himself and other people.
C)be socially inept and avoid interacting with other people.
D)be ineffective in situations which call for high levels of social interaction.
E)be less outgoing and friendly than other people.

Question 11

George is an effective and efficient manager. However, he tends to be pessimistic and avoids social interactions. How would you categorize him using the Big Five personality traits?

A)low on extraversion
B)high on negative affectivity
C)low on organizational commitment
D)low on introversion
E)low on conscientiousness

Question 12

A personal belief or opinion about lifelong goals or objectives is a terminal value.

Question 13

As CEO of a conservative company, Rashid is likely to emphasize a top-down approach to planning, which can slow down decision making.

Question 14

Jim has been employed at Fortis Services for nearly 15 years in the same job. He has been offered promotions, but he likes what he does. Which statement would imply that Jim is low on openness to experience?

A)Jim is known for being unconventional and daring in his business plans.
B)Jim is not conservative in his decision-making approaches.
C)Jim often comes up with and implements radical ideas.
D)Jim is not open to a wide range of stimuli.
E)Jim does not have narrow, conservative interests.

Question 15

When Marta encounters a problem in her work, she is determined to find a way to solve it. Marta is

A)high on conscientiousness.
B)low on competence.
C)low on perseverance.
D)high on negligence.
E)low on openness to experience.

Question 16

Carlos, a manager at Carz Autobody, always appears to be happy. He rarely exhibits negative emotions and moods and is always optimistic about himself and others. If you were his manager, you would tell Carlos that he needs to reduce his negative affectivity.

Question 17

Emily is seldom in a bad mood and is always optimistic about herself and others. It can be said that Emily is low on

A)negative affectivity.
B)agreeableness.
C)affiliation.
D)positive affectivity.
E)extraversion.

Question 18

Emotional intelligence helps managers understand and relate well to subordinates and to energize them to aid the organization in attaining its goals.

Question 19

Delilah is an efficient manager who is on very good terms with her employees. She is known for taking risks and being innovative in her planning and decision making. Delilah is

A)high on introversion.
B)low on agreeableness.
C)high on openness to experience.
D)low on positive affectivity.
E)low on conscientiousness.

Question 20

Organizational citizenship behaviors (OCBs)are required behaviors of organization members that contribute to organizational efficiency and effectiveness.

Question 21

According to McClelland, the need for ________ is the extent to which a person is concerned with being liked and having others get along well with one another.

A)power
B)control
C)independence
D)achievement
E)affiliation

Question 22

Marjorie has high self-esteem, so she is likely to

A)be frequently unsure of herself.
B)be insecure and often feel incompetent.
C)believe that she is capable of handling most situations.
D)be timid and afraid to take on new tasks.
E)have low confidence in her abilities and understanding.

Question 23

Managers who are high in ________ are likely to be successful in positions that require high levels of social interaction with other employees.

A)the need for affiliation
B)the need for power
C)organizational skills
D)negative affectivity
E)extraversion

Question 24

A(n)________ is what a person is striving to achieve in life and how he or she wants to behave.

A)terminal value
B)value system
C)instrumental value
D)attitude
E)need for affiliation

Question 25

Dwight was working with two of his colleagues to create a marketing plan for his company's new product. The team was scheduled to meet with their manager on Monday to present the plan, but the plan wasn't final when the team met with the manager. Instead of accepting any responsibility, Dwight told the manager that the plan was not final because the profile of the geographical area was inaccurate. Dwight's view of the situation is an example of

A)external locus of control.
B)internal locus of control.
C)high self-esteem.
D)tolerance of failure.
E)need for affiliation.

Question 26

Value systems are defined as

A)the terminal and instrumental values that are guiding principles in an individual's life.
B)reward systems that encourage valued employees to set high standards for themselves.
C)valuable contributions employees have made toward organizations in the past.
D)the rules valued by organizations by which employees are expected to abide.
E)the personality traits of employees valued by organizations.

Question 27

Caleb, the CEO of Doberry Edibles, is very particular about establishing and maintaining good interpersonal relations with his employees. He also has high standards for personal excellence and works hard to accomplish his goals. According to McClelland, this indicates that Caleb has a

A)high need for power and low need for affiliation.
B)high need for control and low need for affiliation.
C)high need for power and low need for achievement.
D)high need for affiliation and high need for achievement.
E)low need for power and low need for achievement.

Question 28

Cheng is a district manager for a health insurance company. Recent reports indicated that Cheng's district was not performing as well as other districts in his region. Cheng thinks he has been a poor leader and blames himself for the decline in performance in his district. Cheng's view of the situation is an example of

A)tolerance of failure.
B)low self-esteem.
C)need for affiliation.
D)external locus of control.
E)internal locus of control.

Question 29

According to McClelland, the need for ________ is exemplified by people who set clear goals for themselves and like to receive performance feedback.

A)affiliation
B)achievement
C)power
D)acceptance
E)solidarity

Question 30

People with an external locus of control

A)tend not to intervene to try to change a situation or solve a problem, leaving it to someone else.
B)believe that their actions always make a difference.
C)believe that they themselves are responsible for the events in their life.
D)tend to solve problems easily.
E)tend to be highly ethical and extremely helpful.

Question 31

The most widely used personality instrument is the

A)DiSC Inventory Profile.
B)Rorschach.
C)Myers-Briggs Type Indicator.
D)16Personalities.
E)Strengths Finder.

Question 32

Norms are

A)standards for personal excellence set by people with a high need for achievement.
B)formalized codes of conduct that govern the behavior of employees in corporate organizations.
C)ever-changing rules that govern the daily activities of organizations.
D)unwritten codes of conduct considered important by most members of a group.
E)laws set down by the government that affect the way nongovernmental organizations function.

Question 33

A(n)________ value is a personal belief or opinion about desired modes of conduct or ways of behaving.

A)terminal
B)strategic
C)nominal
D)extrinsic
E)instrumental

Question 34

When Luana is nervous about a particular project, her ________ affect(s)her ability to creatively solve problems.

A)terminal values
B)instrumental values
C)abilities and capabilities
D)need for power
E)mood and emotions

Question 35

Sergeant Miller, an army drill instructor, needs to train his new recruits on their first day in camp. He will likely be low in

A)extraversion.
B)power.
C)organization.
D)negative affectivity.
E)agreeableness.

Question 36

According to McClelland, the need for ________ reflects the extent to which a person has a strong desire to control and to influence others.

A)affiliation
B)agreeableness
C)power
D)conscientiousness
E)achievement

Question 37

People with an internal locus of control

A)believe that outside forces are responsible for events in their life.
B)do not make attempts to solve problems or change situations.
C)tend to be highly unethical and unhelpful.
D)see their own actions and behaviors as being major and decisive determinants of important outcomes.
E)believe that their actions make no difference to the events around them.

Question 38

Karly is a real estate agent. She has an outgoing and friendly personality, and she has strong networking skills that help her gain referred clients. Karly builds a rapport with her clients and they are very satisfied because she is sensitive to their needs. This implies that Karly is high on which Big Five personality trait?

A)intelligence
B)openness to experience
C)conscientiousness
D)agreeableness
E)introversion

Question 39

Catherine was nervous on her first day on the job. She convinced herself that they had made a mistake hiring her because she was concerned she might not do the work well. Catherine is low in

A)extraversion.
B)locus of control.
C)need for achievement.
D)affiliation.
E)self-esteem.

Question 40

Siena, an employee of Scarlet Stone Inc., is extremely ambitious and insists on working on important projects by herself. According to McClelland, she has a high need for

A)affiliation.
B)power.
C)agreeableness.
D)socialization.
E)achievement.

Question 41

Organizational ________ is the collection of feelings and beliefs that managers have about their organization as a whole.

A)culture
B)commitment
C)structure
D)emotion
E)citizenship behavior

Question 42

Jonathan, the general manager of Dawsen and Co., has low emotional intelligence. He

A)has no trouble handling his own moods.
B)is able to understand the challenges and frustrations faced by his employees.
C)cannot identify or interpret the moods of his employees.
D)keeps his emotions from interfering with his decision making.
E)has the ability to empathize with his employees, resulting in strong interpersonal ties.

Question 43

George is an efficient and effective manager who has a hard time managing his own moods and understanding those of his employees. This shows that he is low on

A)introversion.
B)conscientiousness.
C)negative affectivity.
D)emotional intelligence.
E)organizational citizenship behavior.

Question 44

When people are in negative moods, they

A)are less likely to resign and leave the organization.
B)often feel elated.
C)are focused on the facts at hand.
D)feel fearless.
E)tend to be less detail-oriented.

Question 45

Which statement about organizational commitment is true?

A)It is the process by which individuals enter, advance within, and leave organizations.
B)It helps managers perform their figurehead and spokesperson roles.
C)It is of the same intensity across all countries and is unaffected by sociocultural factors.
D)It is the process by which newcomers internalize an organization's values and norms.
E)It contributes little toward the formation of a strong organizational culture.

Question 46

Tanya is a manager who has the ability to understand and gauge the moods and feelings of her employees with little difficulty. Tanya displays high

A)emotional intelligence.
B)negative affectivity.
C)organizational socialization.
D)introversion.
E)organizational integration.

Question 47

________ helps managers maintain their enthusiasm and confidence and energize subordinates to help the organization attain its goals.

A)Negative affectivity
B)Introversion
C)An external locus of control
D)A high need for power
E)Emotional intelligence

Question 48

Some research suggests that moods and emotions

A)are essentially the same thing.
B)persist over long periods of time.
C)never linger after they are acknowledged.
D)may play important roles in ethical decision making.
E)do not affect judgment.

Question 49

When organizational members are not strongly committed to a shared system of values, beliefs, and routines, organizational ________ is/are weak.

A)culture
B)tradition
C)relations
D)routines
E)socialization

Question 50

An example of a terminal value that is important to managers is

A)ambition.
B)competence.
C)equality.
D)self-discipline.
E)responsibility.

Question 51

________ are intense and relatively short-lived feelings.

A)Moods
B)Emotions
C)Attitudes
D)Norms
E)Values

Question 52

Amanda, the general manager of Wikiworld, has high emotional intelligence, as evidenced by the fact that she

A)has trouble handling her own moods satisfactorily.
B)is able to interpret the moods of her employees with no difficulty.
C)cannot identify or manage the moods of her employees.
D)lets her emotions often interfere with her decision making.
E)cannot understand the frustrations and challenges her employees sometimes face.

Question 53

An example of an instrumental value that is important to managers is

A)self-esteem.
B)a sense of accomplishment.
C)social recognition.
D)responsibility.
E)freedom.

Question 54

In the DiSC inventory, a person's behavioral style may be described in terms of

A)determination.
B)imagination.
C)conscientiousness.
D)cooperativeness.
E)diligence.

Question 55

People who are high on negative affectivity

A)frequently experience positive moods.
B)are very optimistic and friendly.
C)are incapable of feeling happy.
D)frequently experience negative moods.
E)are incapable of being pessimistic.

Question 56

The 2017 Conference Board's annual survey of employee satisfaction found that more than half of U.S. workers indicated they were satisfied with their jobs. This is mostly due to

A)employee recognition.
B)low layoff rates.
C)the performance review process.
D)training programs.
E)salary increases.

Question 57

Job ________ is the collection of feelings and beliefs that managers have about their current jobs.

A)affiliation
B)satisfaction
C)agreeability
D)acceptance
E)evaluation

Question 58

Which employee best exhibits organizational citizenship behavior?

A)Greyson: an efficient manager who doesn't work beyond the minimum hours stipulated by his company
B)Moses: an efficient manager who, as a matter of principle, never consents to work on weekends
C)Kara: a hardworking employee who is willing to work overtime for her company if a project necessitates it
D)Seth: an astute employee who is always on the lookout for better jobs
E)Vicky: an agreeable manager who has a high need for affiliation and a low need for achievement

Question 59

The MBTI measures a person's preference for

A)thinking versus acting.
B)feeling versus needing.
C)introversion versus extraversion.
D)experience versus intuition.
E)judging versus understanding.

Question 60

In what way do moods differ from emotions?

A)Unlike emotions, moods are extremely intense and are directly linked to a cause.
B)Unlike emotions, moods do not affect ethical decision making.
C)Unlike moods, emotions are relatively short-lived.
D)Unlike moods, emotions don't linger after being acknowledged.
E)Unlike moods, emotions can result in increased creativity, whether positive or negative.

Question 61

Jessie just started working at Alogics, an electronics company. During her first week of employment, she attended an orientation meeting in which the managers talked about the company's history. As they talked about the actions of those who contributed to Alogics's growth and those who caused problems over the years, Jessie learned what values and norms are appropriate to the organization's culture. The company used ________ to communicate organizational culture.

A)rites of integration
B)rites of enhancement
C)values of the founder
D)stories and language
E)social events

Question 62

Organizational ________ is the process by which newcomers internalize an organization's values and norms and behave in accordance with them.

A)commitment
B)socialization
C)attribution
D)extrication
E)enhancement

Question 63

In a(n)________ culture, managers are likely to lead by example, encouraging employees to take risks and experiment.

A)formal
B)instrumental
C)innovative
D)hierarchical
E)conservative

Question 64

In a(n)________ culture, managers are likely to establish clear reporting relationships with their employees and constantly monitor subordinates.

A)conservative
B)traditional
C)strong
D)innovative
E)hierarchical

Question 65

Hiroshi wants his employees to have stronger common bonds. You would advise him to use a rite of integration by

A)hiring from a more diverse employee pool.
B)encouraging his employees to get together socially, perhaps arranging a group outing to a concert.
C)asking his employees to have a day in which they switch jobs to learn all the workings of the organization.
D)requiring employees to review the company guidelines and employee handbook rules together.
E)demanding that all employees work after hours to complete a project together.

Question 66

________ reflects the distinctive ways in which organization members perform their jobs and relate to others to achieve organizational goals.

A)Organizational culture
B)Emotional intelligence
C)Organizational control
D)Negative affectivity
E)Conscientiousness

Question 67

The U.S. Army develops socialization programs to determine how individuals enter, advance within, and leave the organization. This relates to rites of

A)passage.
B)integration.
C)celebration.
D)ceremony.
E)enhancement.

Question 68

________ is when people belong to the same organization, tending to share certain beliefs and values that lead them to act in similar ways.

A)Organizational socialization
B)Organizational culture
C)Emotional intelligence
D)Conscientiousness
E)Emotional integration

Question 69

Wesley runs a printing company in a small community. The editor of the local newspaper told him that the paper would like to publish an article about the company's history and recent growth. Wesley feels he would like to use this opportunity to strengthen the employees' commitment to the company. He uses a rite of enhancement by

A)taking the opportunity to talk about how he worked hard to make the company a success, using his father as an inspiration.
B)talking about the how the community had helped support the business, even in its darkest days.
C)refusing the editor's offer to comment about the company, feeling that it would be inappropriate.
D)discussing how technology has enhanced the quality of printing products.
E)telling the editor about several employees he credits with contributing to the company's success.

Question 70

Why can hiring people through the attraction-selection-attrition (ASA)framework be disadvantageous?

A)Like-minded employees may be resistant to change.
B)Like-minded employees prefer working in dynamic ever-changing environments.
C)Like-minded employees do not have an external locus of control.
D)Like-mindedness prevents the emergence of a dominant personality profile.
E)Like-minded employees are the least likely to stay in an organization for a long period of time.

Question 71

Susan is a sales representative for Larco Car Master, a car dealership. Larco reinforces the organization's values and norms through bonding members of the organization at quarterly regional meetings. In a rite of ________, last year at a national conference, Susan received an award for best salesperson of the year.

A)passage.
B)integration.
C)celebration.
D)enhancement.
E)ceremony.

Question 72

Preparing people for promotion or retirement relates to rites of

A)passage.
B)integration.
C)inclusion.
D)acceptance.
E)enhancement.

Question 73

________ values signify what an organization and its employees are trying to accomplish.

A)Instrumental
B)Terminal
C)Intrinsic
D)Nominal
E)Extrinsic

Question 74

Managers in conservative cultures

A)lead by example, encouraging their employees to take risks.
B)are likely to try to create a flat, organic structure.
C)are likely to constantly monitor the progress of their employees.
D)are flexible and encourage creativity.
E)decentralize authority so that employees can work together easily.

Question 75

Schneider's attraction-selection-attrition framework suggests that the founders of organizations tend to be attracted to and select employees

A)with similar educational qualifications.
B)with diverse interests and skills.
C)whose personalities are similar to theirs.
D)whose need for power is high.
E)whose need for achievement is low.

Question 76

The ________ framework is the model developed to explain the role that the founders' personal characteristics play in determining organizational culture.

A)avoidance-selection-attribution
B)attraction-selection-attrition
C)aptitude-strategy-attitude
D)ability-skills-attitude
E)attitude-socialization-assimilation

Question 77

A manager who encourages risk taking and creativity would most likely be in a(n)________ organizational culture.

A)innovative
B)traditional
C)conservative
D)democratic
E)instrumental

Question 78

An organization that considers and analyzes the ideas and suggestions of all employees regardless of their hierarchical position has a(n)________ culture.

A)strong
B)innovative
C)conservative
D)traditional
E)instrumental

Question 79

Attraction-selection-attrition (ASA)processes are MOST evident in

A)small firms.
B)medium-sized firms.
C)large domestic firms.
D)large multinational firms.
E)government agencies.

Question 80

Franny's Flowers encourages new employees to learn the company's values and norms and why these direct them to act in a right and proper way. This company's process is organizational

A)facilitation.
B)socialization.
C)attribution.
D)enhancement.
E)commitment.