Deck 5: Attitudes, values, moods, and Emotions

Question 1

Societies that rank high on self-expression values do not tend to have higher interpersonal trust and tolerance.

Answer 1

False

Question 2

People are generally happier and less stressed when their instrumental and terminal values are aligned.

Answer 2

True

Question 3

People with the same feelings about something will not develop different behavioral intentions.

Answer 3

False

Question 4

Personal values do not influence ethical choices.

Question 5

Values are influenced by culture.

Question 6

Traditional/secular-rational values reflect the contrast between societies in which religion is very important and those in which it is not.

Question 7

If the attitude we have at a moment isn't generating the outcomes or reactions we want,we can not change our attitude and try again.

Question 8

Survival values emphasize economic and physical security while self-expression values emphasize subjective well-being,self-expression,and quality of life.

Question 9

Beliefs are defined as your judgments about the object of the attitude that result from your values,past experiences,and reasoning.

Question 10

Terminal values reflect our long-term life goals,and include prosperity,happiness,a secure family,and a sense of accomplishment.

Question 11

Global differences in values do not lead to different managerial behaviors.

Question 12

Values are ways of behaving or end states that are desirable to a person or to a group.

Question 13

Understanding people's values can help you to best match incentives,feedback,and job assignments to each employee.

Question 14

The stronger an instrumental value is,the less we act on it.

Question 15

When there are no clear rules for dealing with specific ethical problems,we tend to respond to each situation on an individual basis depending on our values at that time.

Question 16

A company's leader's personal values do not affect the firm's business strategy or aspects of organizational behavior including staffing,reward systems,manager/subordinate relationships,communication,conflict management styles,and negotiation approaches.

Question 17

John Yokoyama of Seattle's Pike Place Fish Market realized that if he could better involve his employees,and improve their attitudes,his business would likely improve.

Question 18

Attitudes express our values,beliefs,and feelings toward something,and inclines us to act or react in a certain way toward it.

Question 19

Values are all conscious.

Question 20

Intrapersonal,interpersonal,and individual-organizational value conflicts all influence employee attitudes,retention,job satisfaction,and job performance.

Question 21

Effective leaders do not use emotion to generate positive follower behaviors.

Question 22

Moods and emotions do not influence our satisfaction with our jobs and employers.

Question 23

Satisfaction with the nature of your work itself is the largest influence on job satisfaction.

Question 24

Some people are rarely satisfied with their jobs,and others tend to be satisfied no matter what job they have.

Question 25

It is not possible to be committed to an organization in affective,normative,and continuance ways at the same time,at varying levels of intensity.

Question 26

Job satisfaction is not one of the most commonly studied organizational outcomes in the field of organizational behavior.

Question 27

Emotions last as long as attitudes.

Question 28

In the Japanese culture,anger between colleagues is considered highly inappropriate,yet in the U.S.anger and open disagreements between colleagues who know and like each other is relatively common and accepted.

Question 29

Employees who stay with a job because they want to,not because they feel that they should or that they have to,identify more strongly with the organization and its goals.

Question 30

Individuals with a high positive affectivity experience tend to experience more positive emotions including cheerfulness or enthusiasm.

Question 31

Job dissatisfaction is related to higher absenteeism and turnover,as well as to other withdrawal behaviors such as lateness,drug abuse,grievances,and retirement decisions.

Question 32

High employee engagement is related to inferior business performance.

Question 33

Coworkers,bosses,and subordinates are part of the work experience and can influence job satisfaction.

Question 34

Emotional displays are acceptable in all cultures.

Question 35

Negative affect is not related to lower organizational citizenship behaviors,greater withdrawal and counterproductive work behaviors,or greater injuries.

Question 36

Allowing for frequent display of anger,particularly by company leaders,can create climates of fear and defensiveness.

Question 37

The positive affect mood dimension reflects a combination of high energy and positive evaluation characterized in such emotions as elation.

Question 38

Individuals higher in negative affectivity tend to experience more positive emotions,such as irritation or nervousness.

Question 39

California-based software company SucessFactors asks all new hires to sign its rules of engagement,which is essentially a contract for how employees agree to behave.

Question 40

Engaged employees give their full effort to their jobs,often going beyond what is required because they are passionate about the firm and about doing their jobs well.

Question 41

Research suggests that psychological well-being is impaired more through psychologically abusive behavior than physically abusive behavior.

Question 42

Dysfunctional stress is related to withdrawal behaviors and turnover.

Question 43

Which of the following are examples of instrumental values that guide our behavior in pursuit of our terminal goals?

A) independence
B) all of these
C) ambition
D) honesty

Question 44

Creating a flexible,focused,and responsive workforce requires a workplace which elicits and sustains positive emotional states.

Question 45

People who value honesty behave _______ ethically in pursuing the terminal value of prosperity and a sense of accomplishment than do people with a lower honesty instrumental value.

A) both of these
B) more
C) less
D) none of these

Question 46

Employees work harder and are less likely to quit their jobs when _______________.

A) their personal values are consistent with the organization's values
B) they have positive attitudes about the company and the work environment
C) they are satisfied with their jobs
D) all of these

Question 47

The economic consequence of not addressing front line employee emotions is not a problem.

Question 48

Stress is always a bad thing.

Question 49

Which researcher identified the two types of values: terminal and instrumental?

A) Anne Sweeney
B) Milton Rokeach
C) David Neeleman
D) Nelson Mandela

Question 50

Concern for a family or social group as opposed to oneself is defined as ___________.

A) all of these
B) socialism
C) collectivism
D) groupism

Question 51

Which of the following is not a type of value?

A) primary
B) instrumental
C) extrinsic
D) terminal

Question 52

Emotions do not interrupt our concentration and ability to get work done.

Question 53

As a manager,you should recognize that you are always "on stage" and that your employees constantly look to you for signs that communicate how things are going in the organization.

Question 54

Terminal values can change over time depending on_____________.

A) both of these
B) neither of these
C) accomplishments
D) experiences

Question 55

Everyone has the same optimal level of stress.

Question 56

Creating an environment that elicits and sustains positive emotional states in employees can positively impact a company's bottom line.

Question 57

Our values can be reshaped by major life events such as _______________.

A) the birth of a child
B) the death of a loved one
C) going to war
D) all of these

Question 58

Emotional intelligence cannot be learned or improved with practice.

Question 59

A CEO's instrumental values have a ________ influence on his or her organization's culture and processes.

A) weak
B) moderate
C) strong
D) none of these

Question 60

Terminal values influence what we want to accomplish; instrumental values influence __________.

A) our values at the moment
B) our family values
C) how we get there
D) why we want to accomplish things

Question 61

Intrapersonal value conflict occurs ________________.

A) when highly ranked instrumental and terminal values are parallel
B) both of these
C) when highly ranked instrumental and terminal values conflict
D) neither of these

Question 62

When highly ranked instrumental and terminal values conflict and both cannot be met,we experience which of the following?

A) inner conflict
B) neither of these
C) both of these
D) stress

Question 63

During the recruiting process Southwest Airlines communicates the values they seek in employees by showing ______________.

A) all of these
B) employee posts
C) a video blog
D) photo galleries

Question 64

Examples of extrinsic work values include which of the following?

A) neither of these
B) health benefits
C) social contact with friends
D) both of these

Question 65

The Home Depot communicates the values they seek in employees by ____________.

A) having potential employees meet with the mayor of the town where the company is located
B) showing four "realistic job preview" videos that use footage of real employees
C) showing videos of the products they sell
D) getting friends of current employees to take potential new employees out to dinner

Question 66

Lower individual-organization value conflict leads to which of the following?

A) lower stress
B) all of these
C) greater job satisfaction
D) higher performance

Question 67

Interpersonal value conflict occurs ______________.

A) when employees hold similar values
B) when family members hold the sample values
C) when two different people hold conflicting values
D) when friends' values are parallel

Question 68

Valuing wealth and tangible possessions is defined as ___________.

A) greed
B) egocentrism
C) materialism
D) generosity

Question 69

Individual-organization value conflict occurs when ___________________.

A) an employee's values conflict with the values of another employee
B) an employee's values conflict with the values of the entire organization
C) a friend's values conflicts with the values of the organization
D) family values conflict with the values of a friend

Question 70

What did window treatment manufacturer Hunter Douglas do to decrease its 70% turnover rate six months post-hire?

A) revamped its onboarding process
B) created a new employee handbook
C) increased the starting salary for new employees
D) sent new employees to better job training programs

Question 71

An example of an intrinsic work value is _______________.

A) social contact with friends
B) time with family
C) challenging work
D) financial gain

Question 72

Intrinsic work values are defined as _____________.

A) values related to your education
B) values related to the work itself
C) values not related to the work
D) values related to your family

Question 73

Extrinsic work values are defined as __________.

A) values related to the types of work you experience
B) values related to the outcomes of the work, such as financial gain
C) values that give you a lot of job responsibility
D) values that give you a challenging opportunities at work

Question 74

Valuing control of situations and other people is defined as ____________.

A) power
B) manipulation
C) obsession
D) none of these

Question 75

Leaders of Oregon's Full Sail Brewing have strong values around ________________.

A) over exploitation of resources
B) corporate responsibility
C) none of these
D) environmental responsibility

Question 76

Valuing fact-based and emotion-free decisions and actions is defined as ___________.

A) rationality
B) empirical thinking
C) quantitative decision making
D) practicality

Question 77

Onboarding practices accomplish which of the following?

A) gives new employees time to determine where they want to go on vacation
B) aligns new hires' values with those of the company
C) allows new employees to get to know the community
D) develops a good working relationship with the management of the company's suppliers

Question 78

Intrapersonal value conflict occurs when ____________________.

A) neither of these
B) we have a disagreement with our co-workers that prevents productivity
C) being happy pulls us to spend quality time with our family, but personal ambition pulls us to work longer hours and pursue promotions
D) both of these

Question 79

Managers in the United States tend to value which of the following in their employees?

A) community involvement
B) individual achievement
C) family loyalty
D) athletic achievement

Question 80

Anne Sweeney,President of Disney/ABC Cable Networks and President of the Disney Channel worked her way up from an assistant position by_____________________.

A) always being willing to try new things and take on new responsibilities
B) completing her assigned duties and never asking for new responsibilities
C) both of these
D) none of these