Question 1

IdaCorp. gives simple accounts to newly hired employees, then adds more challenging accounts as employees master the simple tasks. This practice mainly:

Accepted Answer

A) improves employee aptitudes. 
B) provides more resources to accomplish the assigned task. 
C) reduces employee motivation. 
D) improves role perceptions. 
E) increases person-job matching. 
A) improves employee aptitudes. 
B) provides more resources to accomplish the assigned task. 
C) reduces employee motivation. 
D) improves role perceptions. 
E) increases person-job matching. E

Question 2

When choosing the most ethically correct action in a particular situation, the distributive justice principle overrules (is more important than) the others.

Accepted Answer

A) True 
 B)False  False

Question 3

Conscientiousness refers to the extent that people are sensitive, flexible, creative, and curious.

Accepted Answer

A) True 
 B)False  False

Question 4

Uncertainty avoidance is the degree to which people tolerate ambiguity, or feel threatened by ambiguity and uncertainty.

Accepted Answer

A) True 
 B)False

Question 5

People arrange values into a needs hierarchy.

Accepted Answer

A) True 
 B)False

Question 6

Most employees in the social services department of a provincial government have frequent interaction with people who are unemployed or face personal problems. Which of the following personality characteristics is best suited to employees working in these jobs?

Accepted Answer

A) External locus of control. 
B) High neuroticism. 
C) High introversion. 
D) External locus of control and high agreeableness. 
E) High agreeableness. 
A) External locus of control. 
B) High neuroticism. 
C) High introversion. 
D) External locus of control and high agreeableness. 
E) High agreeableness.

Question 7

In the MARS model, all of the following factors directly influence an employee's voluntary behaviour and performance, EXCEPT:

Accepted Answer

A) ability. 
B) motivation. 
C) moral intensity. 
D) role perceptions. 
E) situational factors. 
A) ability. 
B) motivation. 
C) moral intensity. 
D) role perceptions. 
E) situational factors.

Question 8

People who have high moral sensitivity

Accepted Answer

A) tend to have more information about the specific situation. 
B) tend to have higher empathy and tend to have more information about the specific situation. 
C) always have low moral intensity. 
D) are always more ethical than people with a moderate or low level of ethical sensitivity. 
E) tend to have higher empathy. 
A) tend to have more information about the specific situation. 
B) tend to have higher empathy and tend to have more information about the specific situation. 
C) always have low moral intensity. 
D) are always more ethical than people with a moderate or low level of ethical sensitivity. 
E) tend to have higher empathy.

Question 9

The sales office of a large industrial products wholesale company has an increasing problem that salespeople are arriving late at the office each morning. Some sales reps go directly to visit clients rather than showing up at the office as required by company policy. Others arrive several minutes after their appointed start time. The vice president of sales doesn't want to introduce time clocks, but this may be necessary if the lateness problem isn't corrected. Using the MARS model of individual behaviour, diagnose the possible reasons why salespeople may be engaging in this ''lateness'' behaviour.

Accepted Answer

The MARS model suggests that individual

Question 10

Values are stable, long-lasting beliefs about what is important in a variety of situations

Accepted Answer

A) True 
 B)False

Question 11

Providing training is a person-job matching strategy

Accepted Answer

A) True 
 B)False

Question 12

One ongoing dispute among psychologists is whether personality

Accepted Answer

A) is stable over several years or changes a few times each year. 
B) is evident through a person's behaviours or is only evident through blood tests. 
C) is formed completely from genetic code or is partly influenced by socialization and environmental conditions. 
D) really exists or is just a myth. 
E) is evident in all situations or is less constrained in some situations. 
A) is stable over several years or changes a few times each year. 
B) is evident through a person's behaviours or is only evident through blood tests. 
C) is formed completely from genetic code or is partly influenced by socialization and environmental conditions. 
D) really exists or is just a myth. 
E) is evident in all situations or is less constrained in some situations.

Question 13

Presenteeism occurs when people attend work even though their capacity to work is significantly diminished by illness, fatigue, personal problems, or other factors.

Accepted Answer

A) True 
 B)False

Question 14

Comment on the accuracy of the following statement and explain your answer: Organizations are most successful when employee values are identical to the company's dominant values

Accepted Answer

This statement is FALSE. To answer this

Question 15

Conscientiousness is one dimension of

Accepted Answer

A) the MARS model. 
B) Myers-Briggs Type Indicator. 
C) Schwartz's values model. 
D) All of the answers are correct. 
E) None of the answers apply. 
A) the MARS model. 
B) Myers-Briggs Type Indicator. 
C) Schwartz's values model. 
D) All of the answers are correct. 
E) None of the answers apply.

Question 16

Motowa is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Motowa's culture would have:

Accepted Answer

A) a high power distance and a weak nurturing orientation. 
B) low power distance and strong nurturing orientation. 
C) low uncertainty avoidance and high individualism. 
D) high collectivism and short-term orientation. 
E) a high power distance and nurturing orientation. 
A) a high power distance and a weak nurturing orientation. 
B) low power distance and strong nurturing orientation. 
C) low uncertainty avoidance and high individualism. 
D) high collectivism and short-term orientation. 
E) a high power distance and nurturing orientation.

Question 17

Situational factors are working conditions within the employee's control.

Accepted Answer

A) True 
 B)False

Question 18

Which moral intensity factor best relates to the question, "How many people are affected by this action?

Accepted Answer

A) Probability effect 
B) Immediacy of effect 
C) Butterfly effect 
D) Concentration of effect 
E) Magnitude effect 
A) Probability effect 
B) Immediacy of effect 
C) Butterfly effect 
D) Concentration of effect 
E) Magnitude effect

Question 19

Organizational citizenship is less likely to occur in a work environment where high cooperation already exists.

Accepted Answer

A) True 
 B)False

Question 20

Agreeableness is a personality dimension that describes people who are outgoing,talkative, sociable, and assertive.

Accepted Answer

A) True 
 B)False

IdaCorp. gives simple accounts to newly hired employees, then adds more challenging accounts as employees master the simple tasks. This practice mainly:

When choosing the most ethically correct action in a particular situation, the distributive justice principle overrules (is more important than) the others.

Conscientiousness refers to the extent that people are sensitive, flexible, creative, and curious.

Uncertainty avoidance is the degree to which people tolerate ambiguity, or feel threatened by ambiguity and uncertainty.

People arrange values into a needs hierarchy.

Most employees in the social services department of a provincial government have frequent interaction with people who are unemployed or face personal problems. Which of the following personality characteristics is best suited to employees working in these jobs?

In the MARS model, all of the following factors directly influence an employee's voluntary behaviour and performance, EXCEPT:

People who have high moral sensitivity

Values are stable, long-lasting beliefs about what is important in a variety of situations

Providing training is a person-job matching strategy

One ongoing dispute among psychologists is whether personality

Presenteeism occurs when people attend work even though their capacity to work is significantly diminished by illness, fatigue, personal problems, or other factors.

Comment on the accuracy of the following statement and explain your answer: Organizations are most successful when employee values are identical to the company's dominant values

Conscientiousness is one dimension of

Motowa is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Motowa's culture would have:

Situational factors are working conditions within the employee's control.

Which moral intensity factor best relates to the question, "How many people are affected by this action?

Organizational citizenship is less likely to occur in a work environment where high cooperation already exists.

Agreeableness is a personality dimension that describes people who are outgoing,talkative, sociable, and assertive.

Introduction to the Field of Organizational Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters

Exam 2: Individual Behaviour

IdaCorp. gives simple accounts to newly hired employees, then adds more challenging accounts as employees master the simple tasks. This practice mainly:

When choosing the most ethically correct action in a particular situation, the distributive justice principle overrules (is more important than) the others.

Conscientiousness refers to the extent that people are sensitive, flexible, creative, and curious.

Uncertainty avoidance is the degree to which people tolerate ambiguity, or feel threatened by ambiguity and uncertainty.

People arrange values into a needs hierarchy.

Most employees in the social services department of a provincial government have frequent interaction with people who are unemployed or face personal problems. Which of the following personality characteristics is best suited to employees working in these jobs?

In the MARS model, all of the following factors directly influence an employee's voluntary behaviour and performance, EXCEPT:

People who have high moral sensitivity

Values are stable, long-lasting beliefs about what is important in a variety of situations

Providing training is a person-job matching strategy

One ongoing dispute among psychologists is whether personality

Presenteeism occurs when people attend work even though their capacity to work is significantly diminished by illness, fatigue, personal problems, or other factors.

Comment on the accuracy of the following statement and explain your answer: Organizations are most successful when employee values are identical to the company's dominant values

Conscientiousness is one dimension of

Motowa is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Motowa's culture would have:

Situational factors are working conditions within the employee's control.

Which moral intensity factor best relates to the question, "How many people are affected by this action?

Organizational citizenship is less likely to occur in a work environment where high cooperation already exists.

Agreeableness is a personality dimension that describes people who are outgoing,talkative, sociable, and assertive.

Introduction to the Field of Organizational Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters