Deck 3: Values, attitudes, and Diversity in the Workplace

Question 1

What are values?

A)goals that individuals would like to achieve during their lifetime
B)convictions or beliefs that guide our decisions and evaluations of how to behave
C)principles that guide behaviour and inform us whether actions are right or wrong
D)preferable ways of behaving
E)fixed or predetermined policy or mode of action

Answer 1

B

Question 2

Jason did not get the promotion he felt he deserved.Instead his supervisor gave the promotion to Dylan."I really dislike my supervisor" thought Jason to himself exhibiting the

A)cognitive component of Jason's attitude towards his supervisor.
B)affective component of Jason's attitude towards his supervisor.
C)behavioural component of Jason's attitude towards his supervisor.
D)judging component of Jason's attitude towards his supervisor.
E)dominant component of Jason's attitude towards his supervisor.

Answer 2

B

Question 3

Within the framework of the Rokeach value survey,what are instrumental values?

A)goals that individuals would like to achieve during their lifetime
B)concepts or beliefs that guide how we make decisions about,and evaluations of,behaviours and events
C)principles that guide behaviour and inform us whether actions are right or wrong
D)fixed or predetermined policies or modes of action
E)preferable ways of behaving

Answer 3

E

Question 4

According to Hofstede's dimensions,which of the following countries scored low on masculinity?

A)Canada
B)France
C)Denmark
D)China
E)Japan

Question 5

Individualism is the degree to which people prefer to act as ________,whereas collectivism is the equivalent of ________.

A)individuals; group behaviour
B)individuals; uncertainty avoidance
C)individuals; low individualism
D)power brokers; low individualism
E)power brokers; low self-esteem

Question 6

The GLOBE value describing the acceptance of unequal levels of power in institutions and organizations is called

A)institutional distribution theory.
B)collectivism.
C)power distance.
D)organizational power theory.
E)bureaucracy.

Question 7

Canada is a multicultural country.It is projected that in 2036 approximately:

A)20.6 percent of the population will be foreign-born
B)10.6 percent of the population will be foreign-born.
C)between 24.5 and 30 percent of the population will be foreign-born.
D)between 14.5 and 20 percent of the population will be foreign-born.
E)50 percent of the population will be foreign-born.

Question 8

According to Hofstede,which of the following countries scored high on power distance?

A)Norway
B)Denmark
C)Finland
D)Malaysia
E)Netherlands

Question 9

Within the framework of the Rokeach value survey,what are terminal values?

A)goals that individuals would like to achieve during their lifetime
B)principles that guide behaviour and inform us whether actions are right or wrong
C)preferable ways of behaving
D)convictions or beliefs that guide our decisions and evaluations of how to behave
E)fixed or predetermined policies or modes of action

Question 10

Which of the following statements about values is incorrect?

A)Values facilitate the understanding of attitudes and motivation.
B)Values influence our perceptions.
C)Values can cloud objectivity and rationality.
D)Values generally have no effect on job satisfaction.
E)Values generally influence attitudes and behaviour.

Question 11

Generation Xers are characterized by which of the following common values?

A)belief in order and authority
B)belief in,and practice of,the Christian moral code
C)strong concern for the environment
D)flexibility and achievement of job satisfaction
E)intimidated by change

Question 12

Jon is a middle level manager at Apex Corporation,a manufacturer of electronic switches for the telecommunications industry.Jon has been in his position for about three years and has been heard on several occasions telling others he likes his job.Jon is expressing his

A)attitude about work.
B)values about work.
C)perceptions about work.
D)frustration by making a positive comment.
E)Jon is really not expressing anything significant.

Question 13

Jason did not get the promotion he felt he deserved.Instead his supervisor gave the promotion to Dylan."Time to look for another job" thought Jason to himself exhibiting the

A)cognitive component of Jason's attitude towards his supervisor.
B)affective component of Jason's attitude towards his supervisor.
C)behavioural component of Jason's attitude towards his supervisor.
D)judging component of Jason's attitude towards his supervisor.
E)dominant component of Jason's attitude towards his supervisor.

Question 14

A society that encourages and rewards group members for performance improvement and excellence would fall into which of the following GLOBE dimensions?

A)collectivism
B)future orientation
C)performance orientation
D)humane orientation
E)gender differentiation

Question 15

Within Hofstede's research,a culture emphasizing ________ would value thrift,persistence and tradition.

A)long-term orientation
B)short-term orientation
C)power distance
D)collectivism
E)individualism

Question 16

Which of the following best describes ethics?

A)concepts or beliefs that guide how we make decisions about,and evaluations of,behaviours and events
B)principles that guide behaviour and inform us whether actions are right or wrong
C)preferable ways of behaving
D)fixed or predetermined policies or modes of action
E)goals that individuals would like to achieve during their lifetime

Question 17

According to the Global Leadership and Organizational Behaviour Effectiveness (GLOBE)research program,what are the nine dimensions along which national cultures differ?

A)assertiveness,future orientation,gender differentiation,uncertainty avoidance,power distance,individualism/collectivism,collectivism,performance orientation and humane orientation
B)ethics,future orientation,gender differentiation,certainty avoidance,power distance,individualism/collectivism,in-group collectivism,performance orientation and humane orientation
C)assertiveness,future orientation,gender differentiation,certainty avoidance,power distance,individualism/collectivism,in-group collectivism,performance orientation and humane orientation
D)ethics,future orientation,gender differentiation,uncertainty avoidance,power avoidance,individualism/collectivism,in-group collectivism,performance orientation and humane orientation
E)assertiveness,future orientation,gender differentiation,uncertainty avoidance,power distance,individualism/collectivism,in-group collectivism,performance orientation and humane orientation

Question 18

Values are

A)flexible and adaptable.
B)synonymous with attitudes.
C)consistent among occupational groups.
D)fairly stable over time.
E)based solely on perception.

Question 19

In contrasting values and attitudes,which of the following is TRUE?

A)They come from different sources.
B)There is no significant correlation between the two.
C)Attitudes are more stable than values.
D)Values are more stable than attitudes.
E)Values are based on diversity issues.

Question 20

A society that prefers structured situations to alleviate unpredictability experiences

A)certainty avoidance.
B)power distance.
C)gender differentiation.
D)uncertainty avoidance.
E)assertiveness.

Question 21

Canada's Employment Equity Act covers four groups as the beneficiaries of employment equity referred to as

A)focus groups.
B)equity groups.
C)group of four.
D)protective groups.
E)protected groups.

Question 22

If job satisfaction is high,then performance and productivity are likely to be moderate to high as well,especially if the job is

A)simple,with little discretion.
B)complex,with little discretion.
C)simple,with discretion.
D)complex with discretion.
E)without discretion.

Question 23

Components of organizational commitment include

A)affective,normative and continuance commitment.
B)effective,normative and continuance commitment.
C)affective,normative and citizenship commitment.
D)effective,productive and continuance commitment.
E)effective,productive and citizenship commitment.

Question 24

________ is dissatisfaction expressed by an individual actively and constructively attempting to improve conditions.

A)Exit
B)Loyalty
C)Voice
D)Trust
E)Neglect

Question 25

An employee who actively helps colleagues,takes minimal breaks,and alerts others to work-related problems is

A)high in job satisfaction.
B)high in organizational citizenship behaviour.
C)high in job stability.
D)high in organizational commitment.
E)low in organizational loyalty.

Question 26

In order for Coron Entertainment to develop a competitive advantage with employee diversity they will need to develop effective,comprehensive workforce programs that include:

A)teaching employees how to tolerate each other.
B)teaching employees how a diverse workforce will be better able to serve customers.
C)communications that describe employee differences.
D)telling people what they should and should not do.
E)individual rights seminars.

Question 27

Employee dissatisfaction can be expressed in a variety of ways.These do NOT include which of the following?

A)complaining
B)stealing company property
C)insubordination
D)conforming to company values
E)shirking part of their responsibilities

Question 28

Which of the following statements describes organizational commitment?

A)Employees comply due to compensation and wages.
B)Employees identify with the organization's goals.
C)Strong leadership makes employees fear leaving.
D)Low work hours with high pay create loyalty.
E)employees' willingness to learn other skills on the job

Question 29

Which one of the following is most likely to lead to high job satisfaction?

A)being married
B)an interesting job
C)an outgoing personality
D)working alone
E)working in a team

Question 30

________ represents differences in values,personality and work preferences whereas ________ represents differences in easily recognizable characteristics such as gender,race,and age.

A)Valuative diversity,surface-level diversity
B)Progressive diversity,conservative diversity
C)Deep-level diversity,surface-level diversity
D)Surface-level diversity,deep-level diversity
E)Conservative diversity,surface-level diversity

Question 31

The human resources department at City Utility Corp is receiving ongoing reports of substance abuse,absenteeism,excessive socializing during work hours.The human resources department is reporting these destructive workplace behaviours as:

A)normative commitment.
B)continuance commitment.
C)employee dissatisfaction.
D)counterproductive work behaviour.
E)employee diversity.

Question 32

If employees have a negative attitude toward their jobs,they do NOT have

A)organizational commitment.
B)values.
C)job satisfaction.
D)job involvement.
E)job stability.

Question 33

Generational values challenge today's managers.The group that most values achievement and material success is

A)Elders.
B)Baby Boomers.
C)Generation X'ers.
D)Millennials.
E)Anglophones.

Question 34

The cultural intelligence profile that works best with people of a similar background is

A)chameleon.
B)provincial.
C)analyst.
D)natural.
E)mimic.

Question 35

Trinity Consulting has high levels of employee job satisfaction.Employees believe they are given autonomy to influence their work environment to bring meaning to their job.The employees at Trinity Consulting are demonstrating

A)affective commitment.
B)continuance commitment.
C)normative commitment.
D)psychological empowerment.
E)perceived organizational support.

Question 36

According to John Meyer's research on organizational commitment,which of the following statements is TRUE?

A)Continuance commitment is based on the obligation and employee feels to stay.
B)Normative commitment is based on the economic harm of quitting.
C)Affective commitment is based on shared values.
D)Cognitive commitment is directly correlated to the mental ability of the employee to stay committed to organizational goals.
E)Normative commitment is loyalty to co-workers.

Question 37

The extent to which an employee identifies and is involved with a particular organization and wishes to maintain membership in that organization is known as

A)organizational performance.
B)job performance.
C)job involvement.
D)organizational commitment.
E)job satisfaction.

Question 38

The cultural intelligence profile that is able to match the cultural styles of others,but doesn't understand the significance of the behaviours is

A)chameleon.
B)provincial.
C)analyst.
D)natural.
E)mimic.

Question 39

Which is TRUE of job satisfaction and pay?

A)the higher the pay,the higher the job satisfaction
B)Moderate pay is associated with job satisfaction,but high pay is not associated with job satisfaction.
C)High paying jobs have moderate job satisfaction.
D)Low paying jobs always have high job satisfaction.
E)Low paying jobs always have low job satisfaction.

Question 40

Job satisfaction is ________ to turnover.

A)positively related
B)unrelated
C)negatively related
D)equal in number
E)No relationship can be reasonably expressed.

Question 41

Sam was a very hard-working,ambitious and sincere employee who was also polite and cheerful in dealing with his co-workers.What type of values is Sam exhibiting according to Rokeach?

A)terminal
B)instrumental
C)traditional
D)insightful
E)ethical

Question 42

Which of the following causes workplace stress?

A)turning down extra work
B)identifiable chain of command
C)ethnic employees
D)hostile bosses
E)experienced employees

Question 43

SCENARIO 3-1
Making sense of behaviour in organizations is challenging at the best of times.Many changes occur on almost a daily basis,which affects a company's ability to compete and maintain profitability while at the same time paying attention to employee needs,globalization and increasing multiculturalism.Jack Fraser,director of human resources at Central Telecom,wished to take some further training and join managers from other organizations to learn about the forces that shape workplace diversity.During his training sessions,Jack became keenly aware of the many factors that cause and contribute to diversity and what some of the impacts are upon employees individually and collectively.Jack determined that if Central Telecom is to keep pace with the competition and provide a good place for employees to work and also retain their services over the longer term,he would have to develop a program and standards to facilitate the process.Good dialogue with company personnel,accurate information from others with similar experiences,and a dedication toward a quality work life would all assist.Sensitive issues centered on employee values and attitudes would have to be addressed and the impact from the larger society considered and incorporated.In short,Jack needs to grasp not only a full understanding of organizational dynamics,but must use his experience and expertise to apply the process to his company.
Refer to Scenario 3-1.In discussions with the CEO of a Canadian electronic manufacturing firm,Jack learned that many Canadian companies have a lack of diversity on their board of directors.This may hinder Canadian companies because research shows diverse boards

A)spend more time and attention on board agendas.
B)make more conservative and fiscally responsible decisions.
C)are more committed to organizational goals.
D)have better discussions with more perspectives,leading to greater innovation.
E)are more responsive to CEO and executive team concerns.

Question 44

Research indicates that job satisfaction is positively correlated with

A)loyal.
B)job conditions.
C)attitudes
D)life satisfaction
E)happiness

Question 45

SCENARIO 3-1
Making sense of behaviour in organizations is challenging at the best of times.Many changes occur on almost a daily basis,which affects a company's ability to compete and maintain profitability while at the same time paying attention to employee needs,globalization and increasing multiculturalism.Jack Fraser,director of human resources at Central Telecom,wished to take some further training and join managers from other organizations to learn about the forces that shape workplace diversity.During his training sessions,Jack became keenly aware of the many factors that cause and contribute to diversity and what some of the impacts are upon employees individually and collectively.Jack determined that if Central Telecom is to keep pace with the competition and provide a good place for employees to work and also retain their services over the longer term,he would have to develop a program and standards to facilitate the process.Good dialogue with company personnel,accurate information from others with similar experiences,and a dedication toward a quality work life would all assist.Sensitive issues centered on employee values and attitudes would have to be addressed and the impact from the larger society considered and incorporated.In short,Jack needs to grasp not only a full understanding of organizational dynamics,but must use his experience and expertise to apply the process to his company.
Refer to Scenario 3-1.Jack has completed a review of recent research on organizational commitment; his research tells him that organizational commitment is

A)less universally understood as a value than job satisfaction.
B)not an attitude which can be used to predict organizational citizenship behaviour.
C)a valid predictor for employee attitudes and values.
D)the same as job involvement and can be used to predict success.
E)probably a better predictor of employee turnover than job satisfaction.

Question 46

Which activity has long been recommended by physicians as a way to deal with excessive stress levels?

A)football
B)walking
C)soccer
D)boxing
E)rugby

Question 47

Of all the jobs listed below,which ranks the lowest in terms of "on the job" stress?

A)airline pilot
B)lawyer
C)police officer
D)school principal
E)jeweller

Question 48

Which of the following doesn't contribute to workplace stress?

A)work overload
B)role conflict
C)incompetent colleagues
D)lack of personal fit with a job
E)clear job description

Question 49

Which of the following jobs would rank as being the most stressful of all those listed?

A)university professor
B)taxi driver
C)airline pilot
D)compliance officer
E)accountant

Question 50

Employees high in organizational citizenship behaviour are valued because they

A)go beyond their job duties by helping colleagues with their workloads and take more breaks.
B)accomplish their job duties by working collaboratively with colleagues.
C)go beyond their job duties by helping colleagues with their workloads and alerting others to work-related problems.
D)accomplish their job duties by alerting others to work-related problems.
E)accomplishing their job duties independently without need for supervision.

Question 51

The three categories of workplace stressors are

A)environmental,personal and organizational factors.
B)environmental,group and organizational factors.
C)personal,group and organizational factors.
D)personal,group and environmental factors.
E)personal,group,organizational and environmental factors.

Question 52

According to a recent survey conducted by Statistics Canada,which region had the highest proportion of respondents with quite a lot of stress?

A)the Prairies
B)Atlantic Canada
C)British Columbia
D)Ontario
E)Quebec

Question 53

SCENARIO 3-1
Making sense of behaviour in organizations is challenging at the best of times.Many changes occur on almost a daily basis,which affects a company's ability to compete and maintain profitability while at the same time paying attention to employee needs,globalization and increasing multiculturalism.Jack Fraser,director of human resources at Central Telecom,wished to take some further training and join managers from other organizations to learn about the forces that shape workplace diversity.During his training sessions,Jack became keenly aware of the many factors that cause and contribute to diversity and what some of the impacts are upon employees individually and collectively.Jack determined that if Central Telecom is to keep pace with the competition and provide a good place for employees to work and also retain their services over the longer term,he would have to develop a program and standards to facilitate the process.Good dialogue with company personnel,accurate information from others with similar experiences,and a dedication toward a quality work life would all assist.Sensitive issues centered on employee values and attitudes would have to be addressed and the impact from the larger society considered and incorporated.In short,Jack needs to grasp not only a full understanding of organizational dynamics,but must use his experience and expertise to apply the process to his company.
Refer to Scenario 3-1.Despite the fact that Jack is focusing on diversity issues,he realizes that employees at Central Telecom also must have job satisfaction if productivity is to increase and if employees are to be retained over the long term.Which of the following factors will Jack pay the least attention to as he designs his plan to increase job satisfaction?

A)fair and equitable rewards
B)opportunity to use skills and abilities
C)supportive working environment
D)federal and provincial policy on minimum pay standards
E)immediate supervisor who is supportive and understanding

Question 54

SCENARIO 3-1
Making sense of behaviour in organizations is challenging at the best of times.Many changes occur on almost a daily basis,which affects a company's ability to compete and maintain profitability while at the same time paying attention to employee needs,globalization and increasing multiculturalism.Jack Fraser,director of human resources at Central Telecom,wished to take some further training and join managers from other organizations to learn about the forces that shape workplace diversity.During his training sessions,Jack became keenly aware of the many factors that cause and contribute to diversity and what some of the impacts are upon employees individually and collectively.Jack determined that if Central Telecom is to keep pace with the competition and provide a good place for employees to work and also retain their services over the longer term,he would have to develop a program and standards to facilitate the process.Good dialogue with company personnel,accurate information from others with similar experiences,and a dedication toward a quality work life would all assist.Sensitive issues centered on employee values and attitudes would have to be addressed and the impact from the larger society considered and incorporated.In short,Jack needs to grasp not only a full understanding of organizational dynamics,but must use his experience and expertise to apply the process to his company.
Refer to Scenario 3-1.To design an effective diversity training program Jack will need to design an approach that will focus on a variety of programs in

A)recruiting and selection policies.
B)training and development practices.
C)recognizing different cultures and backgrounds.
D)A and B above.
E)A,B and C above.

Question 55

Time management helps with stress management because

A)making daily lists of activities gives a person purpose.
B)prioritizing activities from a list gives a person a sense of control.
C)time management skills minimize procrastination by focusing on immediate goals.
D)making daily lists provides a feedback mechanism.
E)new appointments and/or tasks can be refused if they weren't already in the time managements plan,giving the person a sense of control.

Question 56

When it comes to workplace stress,research confirms

A)most workplace stress is caused by individual factors such as values and personality.
B)companies can do very little to limit or manage the stress their employees feel.
C)frontline workers experience more stress than any other level within the organization.
D)executives have a higher predisposition to serious illnesses because of stress.
E)a single stressor may be unimportant in itself,but it can be the "additive" factor that pushes people beyond their ability to cope with high stress.

Question 57

Which of the following is NOT considered to be a way to deal with excessive stress?

A)aerobics
B)jogging
C)swimming
D)riding a bike
E)tennis match

Question 58

SCENARIO 3-1
Making sense of behaviour in organizations is challenging at the best of times.Many changes occur on almost a daily basis,which affects a company's ability to compete and maintain profitability while at the same time paying attention to employee needs,globalization and increasing multiculturalism.Jack Fraser,director of human resources at Central Telecom,wished to take some further training and join managers from other organizations to learn about the forces that shape workplace diversity.During his training sessions,Jack became keenly aware of the many factors that cause and contribute to diversity and what some of the impacts are upon employees individually and collectively.Jack determined that if Central Telecom is to keep pace with the competition and provide a good place for employees to work and also retain their services over the longer term,he would have to develop a program and standards to facilitate the process.Good dialogue with company personnel,accurate information from others with similar experiences,and a dedication toward a quality work life would all assist.Sensitive issues centered on employee values and attitudes would have to be addressed and the impact from the larger society considered and incorporated.In short,Jack needs to grasp not only a full understanding of organizational dynamics,but must use his experience and expertise to apply the process to his company.
Refer to Scenario 3-1.In researching further,Jack found that some corporations incorporate workforce diversity initiatives into their workplaces to improve

A)traditional business practices.
B)financial planning.
C)relations among co-workers.
D)organizational structures.
E)response to globalization.

Question 59

Sarah always tries to pursue a comfortable life that brings her pleasure,excitement and inner harmony.What type of values is Sarah exhibiting according to Rokeach?

A)terminal
B)instrumental
C)traditional
D)insightful
E)ethical

Question 60

SCENARIO 3-1
Making sense of behaviour in organizations is challenging at the best of times.Many changes occur on almost a daily basis,which affects a company's ability to compete and maintain profitability while at the same time paying attention to employee needs,globalization and increasing multiculturalism.Jack Fraser,director of human resources at Central Telecom,wished to take some further training and join managers from other organizations to learn about the forces that shape workplace diversity.During his training sessions,Jack became keenly aware of the many factors that cause and contribute to diversity and what some of the impacts are upon employees individually and collectively.Jack determined that if Central Telecom is to keep pace with the competition and provide a good place for employees to work and also retain their services over the longer term,he would have to develop a program and standards to facilitate the process.Good dialogue with company personnel,accurate information from others with similar experiences,and a dedication toward a quality work life would all assist.Sensitive issues centered on employee values and attitudes would have to be addressed and the impact from the larger society considered and incorporated.In short,Jack needs to grasp not only a full understanding of organizational dynamics,but must use his experience and expertise to apply the process to his company.
Refer to Scenario 3-1.On a recent trip to the United States,Jack found himself discussing diversity issues.Jack found that American managers appeared to rely more on hierarchy in their organization structures.This leads Jack to conclude that

A)Canadian values appear to be somewhat inferior to American values.
B)Americans appear to be more suited to working in teams.
C)Power distance is lower in Canada than the United States.
D)Power distance is higher in Canada than the United States.
E)Canadians value individuality and individual performance more than Americans.

Question 61

Zena gets along so well with people of other cultures that you would almost think that she is part of their cultures.She is exhibiting which cultural intelligence profile?

A)analyst
B)mimic
C)chameleon
D)provincial
E)ambassador

Question 62

Peter is very unhappy in his current job,so he has been "going through the motions" for a long time now.He is frequently absent and often late.His response to his dissatisfaction can thus be referred to as

A)neglect.
B)voice.
C)loyalty.
D)exit.
E)withdrawal.

Question 63

Even though Tim's department had a reputation for being populated by "slackers," he still felt that all of his staff members were intrinsically valuable and had the right to self-determination.Which of the "Magnificent Seven Principles" is he exhibiting?

A)dignity of human life
B)autonomy
C)fairness
D)humaneness
E)honesty

Question 64

Leanne is a model employee.She is always willing to go beyond her regular job duties if needed,and she consistently performs beyond expectations.Leanne is exhibiting

A)loyalty.
B)job satisfaction.
C)organizational citizenship behaviour.
D)polarity.
E)positivity.

Question 65

Jon recently relocated to Canada from Greece.Jon is surprised to see how much emphasis is placed on employee involvement in decision-making in his new workplace.According to Hofstede Value Dimensions,Canada is

A)high in power distance.
B)high in individualism.
C)low in power distance.
D)high in assertiveness.
E)high in future orientation.

Question 66

Of all of the employees in her department,Donna seems to be the most passionate with the work she is assigned.Donna is exhibiting

A)core self-evaluation.
B)positivity.
C)employee engagement.
D)prognostication.
E)self-awareness.

Question 67

Avon's marketing department has employees who just don't like their jobs.It has been observed that employees are constantly on social media and surfing the internet rather than doing their work assignments.This behaviour is part of a syndrome referred to as:

A)organizational citizenship behaviour.
B)social networking.
C)employee dissatisfaction.
D)counterproductive work behaviour.
E)disruptive work behaviour.

Question 68

Norma has been working for the same organization for 25 years.She has worked there so long she is an invaluable resource to people across the organization; she feels an obligation to stay with this organization for the rest of her career.Norma is exhibiting

A)continuance commitment.
B)normative commitment.
C)affective commitment.
D)life commitment.
E)citizenship commitment.

Question 69

Stacy was trying to figure out how best to interact with Abdul,who recently joined her department and is from the Middle East; Stacy is focusing on understanding Abdul's cultural rules and expectations as she decides how to approach him.Stacy is exhibiting which cultural intelligence profile?

A)mimic
B)analyst
C)ambassador
D)chameleon
E)provincial

Question 70

As manager who is labelled as an "analyst" in cultural intelligence is most likely to use ________ to understand a cross-cultural situation.

A)cues from others
B)research
C)charm
D)intuition
E)rules

Question 71

Carol just started her first job,and even though she was inexperienced,she had a strong belief in her inner worth and basic competence,so she expected to perform well.Carol is exhibiting positive

A)core self-evaluation.
B)self-respect.
C)self-esteem.
D)self-righteousness.
E)self-awareness.

Question 72

James always tries to do the right thing for everyone involved whenever he faces a dilemma that affects other people at work.Which of the "Magnificent Seven Principles" is he exhibiting?

A)dignity of human life
B)autonomy
C)honesty
D)humaneness
E)the common good

Question 73

A manager who is labelled as "natural" in cultural intelligence is most likely to use ________ to understand a cross-cultural situation.

A)cues from others
B)research
C)charm
D)intuition
E)rules

Question 74

Tessa recently arrived in the United States from her home country of Guatemala.She was very surprised to discover the emphasis on encouraging and rewarding individuals for their work rather than the achievement of the work group.According to Hofstede Value Dimensions,this indicates the United States is

A)low in power distance.
B)high in power distance.
C)high in assertiveness.
D)low in collectivism.
E)low in uncertainty avoidance.

Question 75

Teresa is eager to participate in teamwork,and enjoys her manager because he treats her as an equal,rather than exerting his authority over her.Teresa is likely a member of which of the follow demographic groups?

A)Elders
B)Baby Boomers
C)Generation Xers
D)Millennials
E)Echo Boomers

Question 76

Tina was somewhat shy and insecure,so she relied on the other people in her department to protect her and look after her.According to Hofstede Value Dimensions,Tina is exhibiting

A)high individualism.
B)low power distance.
C)high collectivism.
D)high uncertainty orientation.
E)high terminality.

Question 77

Jake is confident and self-reliant in everything he does at work.His co-workers appreciate how loyal Jake is to both himself as well as the interest of his co-workers.Jake is likely a member of the demographic group referred to as:

A)Elders.
B)Baby Boomers.
C)Generation X.
D)Millennials.
E)Echo Boomers.

Question 78

Tony has always "stuck to his own" so to speak.He therefore seemed to have difficulty working in a new department that was culturally diverse.Tony is exhibiting

A)high cultural intelligence.
B)high culture shock.
C)low cultural intelligence.
D)low multiculturalism.
E)high culture curiosity.

Question 79

Don's supervisor recently gave a promotion to Janice."That is so unfair," Don thought to himself."I deserve the promotion more than Janice." Don's belief that he deserves the promotion is ________ component of an attitude.

A)affective
B)behavioural
C)cognitive
D)denial
E)ego

Question 80

Dora is unhappy at work ever since the hiring of a new supervisor in her department.Dora is so upset she has requested a meeting with the department manager to discuss her concerns.Dora's response can be referred to as:

A)voice,active and destructive.
B)voice,active and constructive.
C)voice,passive and destructive.
D)voice,passive and constructive.
E)voice,assertive and negative.