Deck 7: Communication With Organizational Members

Question 1

Subordinates can create the "Pelz Effect" by complimenting their boss and their boss's boss.

Answer 1

False

Question 2

Those in higher level organizational positions (e.g., executives with top managers) are more likely to develop an open communication relationship with one another and involve one another in decision-making than those in lower level management or supervisor positions working with entry level employees.

Answer 2

True

Question 3

Upward distortion is most likely to occur when subordinates do not trust their supervisors.

Answer 3

True

Question 4

Satisfaction with one's coworkers or peers is not relevant in determining an employee's job satisfaction or intentions to leave the organization.

Question 5

The goal of mentoring is to enhance organizational productivity and performance.

Question 6

Emotions and displays of emotion should always be avoided in workplace settings.

Question 7

Which of the following is not a characteristic of supervisor/subordinate interaction from an average supervisor communication style perspective?

A) Supervisors believe they communicate to subordinates more than the subordinates think they do.
B) Subordinates distort their upward communication more if they distrust their supervisors.
C) Supervisors communicate differently with different groups of subordinates.
D) Subordinates are more satisfied if their supervisor has upward influence.

Question 8

Which of the following is a characteristic of an effective supervisor according to the average supervisor style?

A) They are oriented toward their subordinates and concerned about them.
B) They enjoy giving orders for their subordinates to follow.
C) They have a large semantic information distance with their subordinates.
D) They serve as gatekeepers who keep information away from their subordinates.

Question 9

Which of the following is not a characteristic of an effective supervisor according to the average supervisor style?

A) They are oriented toward their subordinates and concerned about them.
B) They prefer to persuade subordinates rather than just giving orders.
C) They seek opportunities to communicate with their subordinates.
D) They serve as gatekeepers who keep information away from their subordinates.

Question 10

Which is true of supervisor-subordinate relationships higher up in the organization compared to lower levels?

A) They are more likely to have open communication with their subordinates.
B) They are more likely to pass on decisions to their subordinates.
C) They are more likely to be involved in routine decisions.
D) They are more likely to be guarded about passing on information.

Question 11

An important characteristic of the differentiated perspective of a supervisor communication style compared to the average supervisor style is that it

A) focuses on communication in the supervisor-subordinate relationship.
B) focuses on supervisor-subordinate relationships higher up in the organization.
C) recognizes that supervisors communicate differently to different subordinates.
D) recognizes that supervisors frequently supervisor many subordinates.

Question 12

Which of the following would you not expect to observe in a partnership (high LMX) supervisor-subordinate relationship?

A) The subordinate is unwilling to interrupt the supervisor.
B) The supervisor includes the subordinate in making decisions.
C) The subordinate seeks career advice from the supervisor.
D) The supervisor listens to the ideas of the subordinate.

Question 13

Which of the following would you not expect to observe in an overseer (low LMX) supervisor-subordinate relationship?

A) The supervisor announces decisions to the subordinate.
B) The supervisor takes little interest in the career of the subordinate.
C) The subordinate does not offer ideas for improving work to the supervisor.
D) The subordinate is willing to interrupt the supervisor.

Question 14

Which of the following would you expect as an outcome of a partnership (high LMX relationship?

A) The subordinate is committed to the organization.
B) The subordinate is considering leaving the organization.
C) The subordinate is dissatisfied with work.
D) The subordinate is considering career options.

Question 15

Which of the following is an example of instrumental support?

A) A worker explains how a certain procedure is done to a peer in the department.
B) A worker lends a laptop computer so a peer can complete a job.
C) A worker expresses concern over the heaving work load of a peer.
D) A worker shares ideas with a peer on how to keep their supervisor happy.

Question 16

Which of the following would be an example of information support?

A) A worker finishes a report for a peer who seems swamped.
B) A worker expresses concern over the number of reports a peer must complete.
C) A worker praises a peer for the excellent information included in a report.
D) A worker provides a number of details needed for a peer to complete a report.

Question 17

Which of the following forms of communication would you not expect to find in an information peer relationship?

A) The peers exchange information to help one another finish work assignments.
B) The peers have conversations about common topics like weather and sports.
C) The peer exchange feedback to help one another achieve career advancements.
D) The peers have conversations about upcoming deadlines they must both meet.

Question 18

Which of the following forms of communication would you not expect to find in a collegial peer relationship?

A) Peers provide some social support to each other.
B) Peers have developed some trust and so talk about a range of topics.
C) Peers communicate beyond what they need to complete their work assignments.
D) Peers communicate candidly as if they are very good friends.

Question 19

Workplace friendships rarely reach the close friend stage. Which of the following is a common reason for moving from casual friend to close friend according to research?

A) Peers work through some work or family conflict or stress together.
B) Peers work together on projects somewhat regularly.
C) Peers have been in the same company for a long time.
D) Peers joined the organization at the same time.

Question 20

If a worker seems to deserve the partnership relationship with a supervisor due to hard work and expertise, his or her peers will generally

A) avoid the person due to the relationship with the supervisor.
B) use the person as a channel for communicating with the supervisor.
C) offer their support and empathy due to the relationship with the supervisor.
D) avoid the person due to his or her work habits and reputation.

Question 21

If a worker seems to deserve the overseer relationship with a supervisor due poor work habits and skills, his or her peers will generally

A) communicate to the person due to the relationship with the supervisor.
B) use the person as a channel for communicating with the supervisor.
C) avoid the person due to his or her work habits and reputation.
D) offer their support and empathy due to the relationship with the supervisor.

Question 22

Which order listed demonstrates the most to least successful mentoring programs?

A) informal mentoring, formal mentoring, no mentoring
B) no mentoring, formal mentoring, informal mentoring
C) formal mentoring, informal mentoring, no mentoring
D) no mentoring, informal mentoring, formal mentoring.

Question 23

Which of the following is not likely to cause a strong emotional response at work?

A) being treated more harshly than expected by a customer
B) receiving a significantly smaller percentage raise than the other employees
C) receiving a significantly larger percentage raise than the other employees
D) receiving the usual heavy work assignments for the week

Question 24

A fundraiser is expected to be very pleasant to all of the donors, even the rude and demanding ones, so that they will continue to give to the university. This is an example of which type of emotion?

A) emotional labor
B) emotion work
C) emotion with work
D) emotion at work

Question 25

An employee recently experienced the death of a parent. After returning to work, the employee is often upset thinking about this loss but tries to hide it. This is an example of which type of emotion?

A) emotion at work
B) emotion with work
C) emotional labor
D) emotion work

Question 26

A social worker constantly deals with individuals who are in terrible situations and tries to helping them out. The work is emotionally draining. This is an example of which type of emotion?

A) emotional labor
B) emotion toward work
C) emotion work
D) emotion with work

Question 27

Which of the following is an example of emotion management?

A) An employee is positive and optimistic most of the time.
B) An employee is negative and pessimistic most of the time.
C) An employee is exuberant about a positive evaluation but responds calmly to the supervisor.
D) An employee is angry about a negative evaluation and yells at the supervisor.

Question 28

Which of the following is not an example of emotion management?

A) An employee stays relatively calm despite being exuberant about a raise.
B) An employee is neutral and unaffected by the turmoil in the office.
C) An employee stays relatively calm while being angry at a coworker.
D) An employee stays relatively neutral despite being angry about conflict at home.

Question 29

Explain how supervisors can encourage open communication from subordinates and why open communication matters to the effective functioning of organizations.

Question 30

Compare and contrast the communication characteristics of the following kinds of supervisor-subordinate relationships: partnership (high LMX), middle-group, and overseer (low LMX).

Question 31

Compare and contrast the communication characteristics of the following kinds of peer relationship: informational, collegial, and friendship.

Question 32

Explain how supervisor relationships can influence peer relationships.

Question 33

Explain the characteristics, advantages, and problems of mentoring relationships.

Question 34

Explain common norms associated with emotion management in many professional or office settings.

Question 35

Explain how emotional displays in paid work may differ from emotional displays in volunteer work.