SAS Institute advocates its employees create a work/life balance by suggesting, “If you are working more than 8 hours

TRUE/FALSE

1. SAS Institute advocates its employees create a work/life balance by suggesting, “If you are working more than 8 hours, you are just adding bugs.”

(True)

2. SAS Institute is a pioneer in perks given by the company with the philosophy that the firm should “offer everything but the kitchen sink” to maintain employee satisfaction.

(False)

3. Attitudes are more strongly related to behaviors than to intentions to behave.

(False)

4. Behavior is influenced by attitudes and situations.

(True)

5. Based on the number of studies conducted, job satisfaction is the most important job attitude.

(True)

6. There is a high overlap between job satisfaction and organizational commitment.

(True)

7. Job satisfaction can be fully explained by the work environment.

(False)

8. Maria just completed a series of personality assessments and is found to have the traits of external locus of control and introversion. Given the results of studies on attitude, it is likely she also has positive work attitudes.

(False)

9. Person/job fit and person/organization fit are positively related to job satisfaction.

(True)

10. People with positive affective dispositions tend to be more satisfied with their jobs.

(True)

11. The job characteristics of autonomy and high skill variety are related to organizational commitment.

(True)

12. Realistic job previews help prevent breaches of the psychological contract.

(True)

13. Employees are happier at work if they are socially accepted in their work groups.

(True)

14. All stress on the job is bad.

(False)

15. The concept of always putting work life first is outdated.

(True)

16. A happy worker is always a productive worker.

(False)

17. The relationship between positive work attitude and behavior is clear.

(False)

18. Natalia is assisting new employee Jane by showing her around the facility. This is an example of organizational citizenship behavior.

(True)

19. If you don’t like your job, it is likely you will reduce your performance.

(False)

20. A departing employee’s manager is the best person to conduct the exit interview.

(False)

21. The success of work attitude surveys depends on the perceived credibility of management by employees.

(True)

22. The most powerful influence on job performance is general mental ability.

(True)

23. The importance of higher general mental ability for high performance is stronger for manual labor positions than management positions.

(False)

24. When an employee is treated well, he wants to reciprocate, so he performs his job more effectively.

(True)

25. General mental ability is likely the most important factor explaining employee citizenship behaviors.

(False)

26. Young people exhibit higher citizenship behaviors than older people.

(False)

27. Firms with “sick leave” policies tend to have more individuals with unscheduled absences than those with “personal day off” policies.

(True)

28. Age is positively related to both frequency and duration of absenteeism.

(False)

29. Personality is the main reason why individuals turnover in a firm.

(False)

30. In organizations that have a pay for performance system, overall turnover level will be lower.

(False)

31. Whistleblowers, or people who report wrongdoing, tend to be those who have very high levels of commitment to a company.

(False)

32. Work/family conflict lowers job satisfaction in collectivistic cultures.

(False)

33. In China, absence from work due to illness is considered relatively unacceptable.

(True)

The frustration-regression hypothesis offered by Alderfer suggests individuals frustrated in their attempts to satisfy

TRUE/FALSE

1. Motivation is a function of the interaction between performance, ability and environment.

(False)

2. Job security is an example of Maslow’s safety needs.

(True)

3. Alderfer’s existence needs correspond to Maslow’s physiological and safety needs.

(True)

4. The frustration-regression hypothesis offered by Alderfer suggests individuals frustrated in their attempts to satisfy one need regress to another.

(True)

5. Salary is a motivator in Herzberg’s two-factor theory.

(False)

6. Hygiene factors are part of the context of the job.

(True)

7. The absence of hygiene factors in the work environment leads to worker dissatisfaction.

(True)

8. Individuals with a high need for achievement may neglect managerial activities like coaching as a waste of time.

(True)

9. A high need for power is always a destructive element in the workplace.

(False)

10. Process-based theories view motivation as a rational process.

(True)

11. One way to deal with perceived inequity is to decrease your own inputs.

(True)

12. Equity theory suggests that those perceiving inequity can react to the situation by having the referent decrease inputs.

(False)

13. Over-rewarded individuals experience a great deal of guilt and substantially increase their effort to restore their feelings of equity.

(False)

14. Benevolents expect to receive substantial compensation for relatively little input.

(False)

15. You worked really hard on your paper and were very proud to get an A on it. Then you found out that everyone who wrote ten pages or more got an A and now you are upset. You are experiencing high distributive justice.

(False)

16. One effective way of achieving procedural justice is to allow employees a voice in decision making.

(True)

17. High levels of justice create higher levels of employee commitment.

(True)

18. People perceived as fair recognize that what they believe is fair may differ from what others perceive as fair.

(True)

19. Expectancy theory’s instrumentality dimension refers to the degree to which one believes that effort leads to performance.

(False)

20. To influence instrumentality, make sure rewards are seen as desirable.

(False)

21. Expectancy theory is a need-based theory.

(False)

22. The phenomenon of “the folly of rewarding A while hoping for B” suggests that at times, people are rewarded for the wrong kind of behavior.

(True)

23. Reinforcement theory is based on behavioral and operant conditioning.

(True)

24. To reduce the frequency of negative behaviors, remove the rewards that followed those unwanted behaviors.

(True)

25. Extinction is increasing the frequency of desirable behaviors.

(False)

26. Using the extinction approach to get a coworker to quit using inappropriate jokes during his conversations means you ignore the jokes instead of laughing at them.

(True)

27. Giving an employee a sales commission every time he makes a sale is an example of a continuous reinforcement schedule.

(True)

28. Michael needs to discipline one of his employees. Before doing so, he should make sure the punishment he is administering fits the crime.

(True)

29. Motivation is culturally based.

(True)

30. Being among the best paid workers in the retail industry is the sole reason why employees at Trader Joe’s are so motivated.

(False)

Jacqueline is a college freshman. She loves to sleep late on weekends and assumes that college students in general prefer to sleep late

TRUE/FALSE

1. Applicant-matching software reduces the time required to hire candidates.

(True)

2. A risk-averse individual is generally a poor fit for a high-tech firm in a dynamic environment.

(True)

3. Behavior is a function of the person and the situation interacting with each other.

(True)

4. Person/job fit is related to job satisfaction.

(True)

5. When people fit their jobs, they experience higher levels of stress.

(False)

6. There is usually a strong relationship between good person/organization fit and high job performance.

(False)

7. Value orientations change dramatically as individuals age and mature.

(False)

8. Instrumental values are end states people desire in life.

(False)

9. Family security is a terminal value.

(True)

10. Behavior may be affected as much by what is expected of us as how we want to behave.

(True)

11. Conscientiousness, more than any other personality trait, predicts how successfully a person performs a variety of jobs.

(True)

12. People high in openness are more likely to start their own business than those low in openness.

(True)

13. Extraverts are happier in their work situations and perform much more effectively than introverts.

(False)

14. Extraverts are always model employees.

(False)

15. High agreeableness is always a personality trait sought in job candidates.

(False)

16. The Myers-Briggs Type Indicator is a very effective employee selection tool.

(False)

17. The MBTI classifies individuals on the basis of types, not traits.

(True)

18. Positive affective people are absent from work less often.

(True)

19. One tip to remember in working with people with negative affectivity is that you can change someone’s personality with relative ease.

(False)

20. People who are labeled as high social monitors can experience high levels of stress.

(True)

21. Social monitors are especially good at evaluating the performance of other employees.

(False)

22. Proactive people understand the political environment in organizations, so they adjust quickly to new jobs.

(True)

23. Mary said, “I am quite confident in the plan I developed, as I worked quite diligently on it and I have implemented similar programs in similar settings.” Mary seems to have high self-efficacy.

(True)

24. Self-efficacy is the degree to which people have overall positive feelings about themselves.

(False)

25. “It was really nothing. These things happen to me because I happen to be in the right place at the right time.” This statement suggests an external locus of control.

(True)

26. Research indicates that personality tests are an excellent predictor of performance.

(False)

27. One of the challenges of using personality tests in employee selection is that the rankings of the candidates who take the test may be affected by their ability to fake.

(True)

28. Our visual perception is biased because we do not perceive objects in isolation.

(True)

29. Research suggests that when we do self-evaluations, our scores are consistently higher than the scores given us by our peers and superiors. This is an example of self-enhancement bias.

(True)

30. Jacqueline is a college freshman. She loves to sleep late on weekends and assumes that college students in general prefer to sleep late. Jacqueline is making a false consensus error.

(True)

31. A neat, professional appearance and a firm handshake are two important aspects of an interview because of the lasting impact first impressions make.

(True)

32. If Dan complains about his instructors being boring every time they lecture, he is demonstrating high consistency.

(True)

33. The USA, as a country, is considered to have high self-esteem.

(True)

34. Individuals with an economic value orientation tend to make more unethical choices.

(True)

Title VII of the Civil Rights Act prohibits discrimination in employment with regard to race, color, sex, religion and national origin

TRUE/FALSE

1. While the American workforce is becoming more diverse, the world’s workforce is not.

(False)

2. Title VII of the Civil Rights Act prohibits discrimination in employment with regard to race, color, sex, religion and national origin.

(True)

3. With the passage of a number of laws in the United States prohibiting discrimination against race, color, gender, religion, national origin and age, complaints filed charging discrimination have largely been eliminated.

(False)

4. A more diverse work team produces higher quality decisions because more alternatives are considered.

(True)

5. Employees who are discriminated against experience more stress at work but are no more likely to leave their jobs than those who have not faced discrimination.

(False)

6. When discrimination complaints are filed, the Equal Employment Opportunity Commission (EEOC) acts as a mediator between the company and the complainant.

(True)

7. In firms pursuing a growth strategy, there is a negative relationship between racial diversity in the firm and company performance.

(False)

8. The similarity/attraction phenomenon suggests that individuals are attracted to those who are similar to them.

(True)

9. Race, age, and attitudes are examples of surface level diversity.

(False)

10. Deep-level diversity traits are most important for early interactions in the workplace, but as time goes on, surface traits become more important.

(False)

11. A group with three older males and three younger women will have a strong faultline.

(True)

12. Research indicates that groups with strong faultlines can perform well if certain norms are established.

(True)

13. It is a commonly held stereotype that men are more relationship-oriented than women.

(False)

14. One of the explanations for the wage gap between men and women is that women pursue occupations that are lower-paying than those pursued by men.

(True)

15. Though the glass ceiling was a legitimate issue a few years ago, today the number of women in executive positions of organizations is roughly the same as the number of men at that level.

(False)

16. One rationale provided for the existence of the glass ceiling for women is that women are viewed as having personality characteristics that are not associated with successful leaders.

(True)

17. Ethnic minorities experience a wage gap and a glass ceiling even more severe than that faced by women.

(True)

18. Denny’s Restaurants were able to successfully institute diversity training efforts that increased the numbers of minority members of its board and management team as well as the number of minority franchise owners.

(True)

19. Research indicates that older employees exhibit higher absenteeism than their younger counterparts.

(False)

20. The Age Discrimination Act makes it illegal to discriminate against employees age 40 or older.

(True)

21. Research suggests that age diversity in a work team can lead to higher performance.

(True)

22. Reasonable accommodation for religious reasons does not require schedule modifications although it may require modifications to a firm’s dress code.

(False)

23. Reasonable accommodation for employees with disabilities may require the firm’s purchase of some equipment for the disabled employees’ use but does not require any schedule or job duty modifications.

(False)

24. Disclosing sexual orientation is the key to explaining work attitudes of lesbian, bisexual, gay and transgender employees.

(False)

25. To break the ice in an interview situation, an interviewer could legally ask, “What are some of the traditions your family practices for Christmas”?

(False)

26. One suggestion for building a culture that respects diversity is that managers should be accountable for diversity-related goals.

(True)

27. Affirmative action programs are among the most controversial diversity management methods available.

(True)

28. Preferential treatment programs for minorities can be illegal in some cases.

(True)

29. Research suggests that some employees have a stigma attached to them because they were hired under an affirmative action program.

(True)

30. In the United States, the workforce is becoming increasingly multicultural.

(True)

31. An expatriate is an employee who is temporarily assigned to work in a foreign country.

(True)

32. Low power distance societies view an unequal distribution of power as relatively acceptable.

(False)

33. Companies high in uncertainty avoidance prefer predictable situations and have low tolerance for ambiguity.

(True)

34. In collectivist cultures, the importance of family is critical to understanding the nature of the society.

(True)

35. In high power distance companies, participative decision making is a regular process.

(False)

36. Feminine cultures are more likely to be characterized by a separation of gender roles than masculine cultures.

(False)

37. Developing an openness to different experiences is a very viable method to prepare oneself for a global career.

(True)

38. To enhance their cultural intelligence, employees should become experts in one culture.

(False)

39. Ethnocentrism is the belief that one’s own culture is superior to other cultures.

(True)

40. Ethical standards held in different societies may emphasize different behaviors as ethical or unethical.

(True)

41. Managing diversity effectively may have different meanings in different cultures.

(True)

42. IBM is a pioneer in programming for a diverse workforce.

(True)

43. IBM’s diversity management task forces acted on issues that were either based in reality or perception.

(True)

44. IBM, like other firms today, has little difficulty finding minority representation in the computer science and engineering fields.

(False)

45. IBM’s culture of respecting diversity seems to be creating a competitive advantage for the firm.

(True)