Question 1

Emotions are defined as:

Accepted Answer

A)  feelings that are not directed towards anything in particular. 
B)  our judgments about what is right or wrong. 
C)  our intentions to act towards the attitude object. 
D)  the cluster of beliefs, assessed feelings and behavioural intentions towards an attitude object. 
E)  None of the answers apply. 
A)  feelings that are not directed towards anything in particular. 
B)  our judgments about what is right or wrong. 
C)  our intentions to act towards the attitude object. 
D)  the cluster of beliefs, assessed feelings and behavioural intentions towards an attitude object. 
E)  None of the answers apply.

Question 2

Astonished,cheerful,and gloomy are types of:

Accepted Answer

A)  attitudes. 
B)  perceptions. 
C)  behavioural intentions. 
D)  emotions. 
E)  job satisfaction. 
A)  attitudes. 
B)  perceptions. 
C)  behavioural intentions. 
D)  emotions. 
E)  job satisfaction.

Question 3

Job burnout refers to situations where employees experience stress because they are deprived of contact with clients,colleagues and other people.

Accepted Answer

A) True 
 B)False

Question 4

Universal Broadcasting Corp.is concerned about losing some of its best technical staff to competitors.Senior executives have decided that the best way to build a loyal work force is to introduce a deferred profit-sharing plan.Employees would receive half of each year's profit share at the end of the year,but the other half would be paid out over the next two years as trailers.Anyone who leaves,other than due to retirement or layoffs,would forfeit some or all of the deferred payments.Explain what effect this plan may have on organizational commitment and employee behaviours.

Accepted Answer

This scenario describes a classic form o

Question 5

Keeping employees informed about and involved in the organization tends to:

Accepted Answer

A)  increase affective commitment. 
B)  reduce job satisfaction. 
C)  produce cognitive dissonance. 
D)  reduce emotional intelligence. 
E)  have no effect on work attitudes. 
A)  increase affective commitment. 
B)  reduce job satisfaction. 
C)  produce cognitive dissonance. 
D)  reduce emotional intelligence. 
E)  have no effect on work attitudes.

Question 6

Compared with other countries,Canadian employees have above average levels of job satisfaction.

Accepted Answer

A) True 
 B)False

Question 7

Emotional labour may result in stress and job burnout when the prescribed emotions for a job conflict with the employee's true emotions.

Accepted Answer

A) True 
 B)False

Question 8

There are three stages in the job burnout process.

Accepted Answer

A) True 
 B)False

Question 9

Beliefs represent our perceptions about the attitude object.

Accepted Answer

A) True 
 B)False

Question 10

In Japan,karoshi mainly leads to death because of exhaustion and overwork.

Accepted Answer

A) True 
 B)False

Question 11

Social awareness,self-management,and relationship management are three elements of:

Accepted Answer

A)  affective commitment. 
B)  emotional labour. 
C)  emotional intelligence. 
D)  continuance commitment. 
E)  the circumplex model of emotions. 
A)  affective commitment. 
B)  emotional labour. 
C)  emotional intelligence. 
D)  continuance commitment. 
E)  the circumplex model of emotions.

Question 12

The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction by patiently waiting for the problem to work itself out or get resolved by others.

Accepted Answer

A) True 
 B)False

Question 13

Continuance commitment motivates employees to increase their work effort beyond expectations.

Accepted Answer

A) True 
 B)False

Question 14

Emotional labour refers to any physical work that makes employees feel angry that they must perform this kind of work.

Accepted Answer

A) True 
 B)False

Question 15

In the final stage of job burnout,affected employees quit their jobs.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following tends to increase due to higher employee involvement?

Accepted Answer

A)  Affective commitment 
B)  Cognitive dissonance 
C)  Continuance commitment 
D)  All of the answers are correct 
E)  None of the answers apply 
A)  Affective commitment 
B)  Cognitive dissonance 
C)  Continuance commitment 
D)  All of the answers are correct 
E)  None of the answers apply

Question 17

Companies can reduce employee stress by transferring them to jobs for which they are better suited to perform.

Accepted Answer

A) True 
 B)False

Question 18

Cognitive dissonance is more likely to occur when the dissonant behaviour is known to everyone,was done voluntarily and can't be undone.

Accepted Answer

A) True 
 B)False

Question 19

Which of these statements about emotional intelligence is FALSE?

Accepted Answer

A)  Emotional intelligence can be learned to some extent. 
B)  Preliminary evidence suggests that medical professionals have slightly below average emotional intelligence. 
C)  Older employees tend to have lower levels of emotional intelligence than do younger employees. 
D)  Emotional intelligence is related to the concept of maturity. 
E)  People with high emotional intelligence tend to perform better in jobs requiring emotional labour. 
A)  Emotional intelligence can be learned to some extent. 
B)  Preliminary evidence suggests that medical professionals have slightly below average emotional intelligence. 
C)  Older employees tend to have lower levels of emotional intelligence than do younger employees. 
D)  Emotional intelligence is related to the concept of maturity. 
E)  People with high emotional intelligence tend to perform better in jobs requiring emotional labour.

Question 20

Give two reasons why employee involvement tends to increase organizational commitment.

Accepted Answer

One reason why employee involvement incr

Emotions are defined as:

Astonished,cheerful,and gloomy are types of:

Job burnout refers to situations where employees experience stress because they are deprived of contact with clients,colleagues and other people.

Keeping employees informed about and involved in the organization tends to:

Compared with other countries,Canadian employees have above average levels of job satisfaction.

Emotional labour may result in stress and job burnout when the prescribed emotions for a job conflict with the employee's true emotions.

There are three stages in the job burnout process.

Beliefs represent our perceptions about the attitude object.

In Japan,karoshi mainly leads to death because of exhaustion and overwork.

Social awareness,self-management,and relationship management are three elements of:

The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction by patiently waiting for the problem to work itself out or get resolved by others.

Continuance commitment motivates employees to increase their work effort beyond expectations.

Emotional labour refers to any physical work that makes employees feel angry that they must perform this kind of work.

In the final stage of job burnout,affected employees quit their jobs.

Which of the following tends to increase due to higher employee involvement?

Companies can reduce employee stress by transferring them to jobs for which they are better suited to perform.

Cognitive dissonance is more likely to occur when the dissonant behaviour is known to everyone,was done voluntarily and can't be undone.

Which of these statements about emotional intelligence is FALSE?

Give two reasons why employee involvement tends to increase organizational commitment.

Introduction to the Field of Organizational Behaviour

Individual Behaviour, Personality, and Values

Perceiving Ourselves and Others in Organizations

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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 4: Workplace Emotions,attitudes,and Stress

Emotions are defined as:

Astonished,cheerful,and gloomy are types of:

Job burnout refers to situations where employees experience stress because they are deprived of contact with clients,colleagues and other people.

Keeping employees informed about and involved in the organization tends to:

Compared with other countries,Canadian employees have above average levels of job satisfaction.

Emotional labour may result in stress and job burnout when the prescribed emotions for a job conflict with the employee's true emotions.

There are three stages in the job burnout process.

Beliefs represent our perceptions about the attitude object.

In Japan,karoshi mainly leads to death because of exhaustion and overwork.

Social awareness,self-management,and relationship management are three elements of:

The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction by patiently waiting for the problem to work itself out or get resolved by others.

Continuance commitment motivates employees to increase their work effort beyond expectations.

Emotional labour refers to any physical work that makes employees feel angry that they must perform this kind of work.

In the final stage of job burnout,affected employees quit their jobs.

Which of the following tends to increase due to higher employee involvement?

Companies can reduce employee stress by transferring them to jobs for which they are better suited to perform.

Cognitive dissonance is more likely to occur when the dissonant behaviour is known to everyone,was done voluntarily and can't be undone.

Which of these statements about emotional intelligence is FALSE?

Give two reasons why employee involvement tends to increase organizational commitment.

Introduction to the Field of Organizational Behaviour

Individual Behaviour, Personality, and Values

Perceiving Ourselves and Others in Organizations

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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