Management Chapter 11

While different from Gen Xers that were born in the generation before them, the Millennials can be managed in much the same way the Boomers are

False

Millennials should be provided with constant feedback and recognition in the workplace

True

One of the things that Millennials are looking for is a job with regular working hours

False (What Millennials are looking for in the workplace is not only a good income and good relationships with their bosses and coworkers but also challenging daily work, the opportunity for growth, the chance to show off skills and be recognized for their accomplishments, casual dress environment, and flexible schedules for social and personal time)

The opportunity to receive mentoring in the workplace is appealing to Millennials

True

Individuality is defined as the stable psychological traits and behavioral attributes that give a person his or her identity

False (Personality consists of the stable psychological traits and behavioral attributes that give a person his or her identity)

One of the Big Five personality dimensions is emotional stability

True (The Big Five personality traits are: 1) extroversion 2) conscientiousness 3) emotional stability 4) openness to experience 5) agreeableness)

Conviviality is one of the Big Five personality traits and is a measure of how outgoing, talkative, sociable, and assertive a person is

False (Extroversion)

Steadiness is the Big Five personality trait that refers to how dependable, responsible, achievement- oriented, and persistent one is

False (Conscientiousness)

Across professions, extroversion is a stronger predictor of job performance than agreeableness

True

The personality trait of conscientiousness has the strongest positive correlation with job performance

True

Often personality tests can be used effectively as the sole basis for hiring

False

Integrity tests are effective because dishonest people are unable to fake conscientiousness, even on a paper-and-pencil test

True

The proactive personality has been associated with job satisfaction and commitment to one’s employer

True

A person with an external locus of control is likely to respond more productively to merit pay incentives than one with an internal locus

False

If you have a personal belief that you have what it takes to succeed, you would be best described as having an internal locus of control

False (self efficacy)

Learned helplessness is the debilitating lack of faith in one’s ability to control one’s environment

True

Employees with low self-efficacy need lots of constructive pointers and positive feedback

True

People with high self-esteem take more risks and handle failure better than those with low self- esteem

True

Self-awareness is the extent to which people are able to observe their own behavior and adapt it to external situations

False (Self monitoring)

Low self-monitoring individuals tend to have greater career success than high self-monitors

False

Self-awareness is the most essential trait of emotional intelligence

True

As an emotional intelligence trait, social awareness refers to the ability to communicate clearly, disarm conflicts, and build strong personal bonds.

False (Relationship management)

Organizational behavior is an interdisciplinary field dedicated to better understanding and management of people at work

True

Lifelong behavior patterns are dictated by values that are fairly well set by the time people are in their early teens

True

Status is a common value held in the workplace

True

A value is a learned predisposition toward a specific object

False (Attitude)

Attitudes are abstract ideals that are directed toward all objects, people, or events consistently over time and related situations

False (Values)

The affective component of an attitude consists of the feelings or emotions one has about a situation.

True

The intentional component of an attitude is also known as the cognitive component.

False (Behavioral)

I don’t like socializing with my coworkers outside of work" is an example of the behavioral component of an attitude

False

Self-serving bias, according to Leon Festinger, describes the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior

False (Cognitive Dissonance)

Belittling the importance of one’s inconsistent behavior is a way to reduce cognitive dissonance

True

A smoker who claims that the habit is not as dangerous as antismoking messages suggest, saying "My grandmother smokes and she’s in her 80s," is attempting to reduce cognitive dissonance

True

Gina was pregnant with her first child, and she ordered a beer at lunch. She drank it despite reading the label that said consumption of alcohol during pregnancy has been linked to birth defects. Her actions are likely to cause cognitive dissonance in the other patrons in the restaurant.

False

Causal attribution is the process of interpreting and understanding one’s environment

False (Perception)

The first step of the perception process is selective attention

True

Stereotyping is a type of distortion in perception.

True (Four distortion in perceptions: 1) recency bias 2) stereotyping 3) the halo effect 4) casual attribution)

Stereotyping is holding negative notions about less privileged groups such as women or ethnic minorities

False (Stereotyping is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs)

In research, both men and women prefer male bosses

True

As employees’ age increases, so does their job involvement and satisfaction

True

The halo effect occurs only with positive traits

False

Leah has hired two new employees for her team, Jake and Margaret. Jake is outgoing and attractive, while Margaret is very bright but seems quiet and unsure of herself. Leah immediately expects Jake to outperform Margaret at the job. Jake is likely experiencing the halo effect.

False

The activity of inferring causes for observed behavior is called causal attribution

True

In the fundamental attribution bias, people tend to take more personal responsibility for success than for failure

False (Self-serving bias)

A student who blames his failing test grade on unclear lectures and a poorly worded exam rather than his limited effort likely has a self-serving bias

True

The self-fulfilling prophecy describes the phenomenon in which people’s expectations of themselves or others lead them to behave in ways that make those expectations come true

True

One of the ways to create a Pygmalion effect is to encourage employees to visualize the successful execution of tasks

True

Job commitment is defined as an individual’s involvement, satisfaction, and enthusiasm for work

False (Employee engagement)

Job security and feelings of psychological safety propel engagement among employees

True

Job satisfaction is correlated with lower absenteeism and turnover.

True

High job satisfaction is a fundamental predictor of high job performance.

False

Organizational commitment reflects the extent to which an employee identifies with an organization and is dedicated to its goals

True

Studies show a surprising lack of correlation between organizational commitment and job satisfaction.

False

When an employee does not show up for work every day it is known as turnover

False (Absenteeism)

Turnover is very costly for an organization in terms of recruitment and training

True

At a working lunch with her boss and several people from other departments, Sanaa asked others about their projects and was genuinely interested in what they were trying to do. Here, Sanaa was exhibiting organizational citizenship.

True

Violence is considered a dysfunctional work behavior

False (Counterproductive work behaviors)

While it would be desirable, there is currently no way to screen employees at hiring to prevent counterproductive work behaviors.

False

Diversity is synonymous with differences

False (Diversity represents all the ways people are unlike and alike. Diversity is not synonymous with differences. Rather, it encompasses both differences and similarities)

One of the four layers of diversity on Gardenswartz and Rowe’s diversity wheel is labeled as organizational dimensions.

True

Personality is at the center of Gardenswartz and Rowe’s diversity wheel

True

On Gardenswartz and Rowe’s diversity wheel, internal dimensions of diversity include gender, age, and race

True

On Gardenswartz and Rowe’s diversity wheel, biographical dimensions of diversity consist of the personal characteristics that people acquire, discard, or modify throughout their lives

False

Individuals have some ability to control their external dimensions of diversity

True

In today’s workplaces, the further up the pay scale and the higher the education level, the wider the earnings gap becomes between men and women

True

The glass ceiling is a concept that applies to both minorities and women

True

The Americans with Disabilities Act requires organizations to make all requested accommodations for an individual’s disabilities

False

Declining literacy is a problem in the American workforce

True

Ethnocentrism is a strong self-identification with one’s race or ethnicity, often to the exclusion of other personal characteristics

False

Cognitive dissonance is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively

False (Stress)

Very low levels of stress lead to the best workplace performance

False

Stressors can be both positive and negative.

True

Type A behavior has been associated with decreased work performance

False

Sets of behaviors that people expect of occupants of a position are known as roles

True

Having to decide between working late at your boss’s request or attending your child’s birthday party is an example of role overload

False (Role conflict)

Boredom, irritability, and nervousness can be symptoms of stress.

True

Role overload is a state of emotional, mental, and physical exhaustion, expressed as listlessness, indifference, or frustration

False (Burnout)

Extra staff at peak periods is an example of buffers managers can use to prevent employee burnout

True

Employee assistance programs focus on self-responsibility, nutritional and environmental awareness, relaxation techniques, and physical fitness

False (Holistic wellness)

Millennials are more likely than older workers to
A. be very independent.
B. focus exclusively on financial rewards.
C. appreciate a slower pace.
D. want more hands-on guidance.
E. be more patient in seeing the results of their work

be very independent (A)

The stable psychological traits and behavioral attributes that give a person her identity are known as her
A. character.
B. values.
C. attitudes.
D. attributions.
E. personality

personality (E)

Which of the following is one of the Big 5 personality dimensions?
A. Dependability
B. Tolerance for ambiguity
C. Openness to change
D. Agreeableness
E. Openness to extremes

Agreeableness (D)

______ is the personality dimension that describes how intellectual, imaginative, curious, and broad- minded a person is.
A. Inquisitiveness
B. Emotional stability
C. Openness to experience
D. Extroversion
E. Inventiveness

Openness to experience (C)

______ is the personality dimension that describes how achievement-oriented and persistent a person is.
A. Emotional stability
B. Conscientiousness
C. Extroversion
D. Locus of control
E. Self-efficacy

Conscientiousness (B)

Michael is frequently nervous, tense, and worried, both at work and at home. He likely scores low on which of the Big Five personality dimensions?
A. Emotional stability
B. Conscientiousness
C. Extroversion
D. Openness to experience
E. Self-monitoring

Emotional stability (A)

Jenna really enjoys mingling at work functions, both to network for new contacts and simply to share stories with other interesting people. Jenna probably scores high in
A. emotional stability.
B. conscientiousness.
C. extroversion.
D. agreeableness.
E. openness to experience

Extroversion (C)

______ has been associated with success for managers and salespeople.
A. Extroversion
B. Agreeableness
C. Openness to experience
D. Emotional stability
E. Conscientiousness

Extroversion (A)

How should a manager use personality tests?
A. Use graphology tests to infer personality.
B. Create personality profiles of the desirable employee for different jobs.
C. Experiment with various personality tests that appear on the Internet.
D. Assess testing for any possible adverse impact on hiring women and minorities.
E. Avoid them, as they are illegal

Assess testing for any possible adverse impact on hiring women and minorities (D)

A person who is apt to take initiative and persevere to influence the environment is said to have a(n) ______ personality.
A. emotionally stable
B. proactive
C. extroverted
D. emotionally intelligent
E. self-efficacious

proactive (B)

The extent to which people believe they control their own fate through their own efforts is called their
A. tolerance for ambiguity.
B. locus of control.
C. emotional stability.
D. self-efficacy.
E. self-monitoring.

locus of control (B)

People with ______ exhibit less anxiety, greater motivation, and stronger expectations that effort leads to performance.
A. high self-efficacy
B. high self-monitoring
C. internal locus of control
D. high tolerance for ambiguity
E. high self-esteem

inter locus of control (C)

Employees with a(n) ______ locus of control will probably resist close managerial supervision.
A. high
B. internal
C. external
D. absent
E. low

internal (C)

Cara’s manager notices that she exhibits an internal locus of control when she speaks about her work. Her manager should
A. give Cara a lot of positive feedback.
B. ensure that Cara has a highly structured job.
C. give Cara a job with much social contact with coworkers and customers.
D. closely supervise Cara’s work.
E. provide an incentive structure to pay Cara

provide an incentive structure to pay Cara (E)

Belief in one’s personal ability to do a task is called
A. self-esteem.
B. openness to experience.
C. self-efficacy.
D. locus of control.
E. self-monitoring.

self-efficacy (C)

Complex, challenging, and autonomous jobs tend to enhance people’s perceptions of their
A. self-efficacy.
B. increased anxiety.
C. tolerance for pain.
D. learned helplessness.
E. self-esteem

self-efficacy (A)

Wei is a manager of several subordinates who seem to be low in self-efficacy. In an effort to improve this, she should
A. let them learn new tasks independently.
B. give them simplistic jobs.
C. immediately create very challenging goals for them. D. provide guided experiences and mentoring.
E. avoid giving positive feedback

provide guided experiences and mentoring (D)

The extent to which people like or dislike themselves is called their
A. emotional stability.
B. self-esteem.
C. locus of control.
D. self-efficacy. E. self-monitoring

self-esteem (B)

People with low self-esteem ______ than those who with higher self-esteem.
A. handle failure better
B. choose more unconventional jobs
C. focus more on their strengths
D. are more dependent on others
E. exhibit more aggressive behavior

are more dependent on others (D)

If a manager knows one of her subordinates has low self-esteem and wishes to enhance it, she should
A. provide frequent reminders about improving weaknesses.
B. avoid delegating work to this subordinate.
C. redesign the work so that it is routine and structured.
D. avoid giving feedback.
E. express confidence in the employee’s abilities to complete given tasks

express confidence in the employee’s abilities to complete given tasks (E)

People with high ______ are responsive to social and interpersonal cues of others.
A. self-esteem
B. self-monitoring
C. locus of control
D. self-efficacy
E. agreeableness

self-monitoring (B)

Low self-monitors are often criticized for being ______ to others.
A. insincere
B. boastful
C. aggressive
D. unfair
E. insensitive

insensitive

The ability to cope, empathize with others, and be self-motivated is called
A. emotional intelligence.
B. self-awareness.
C. social awareness.
D. self-efficacy.
E. self-monitoring.

emotional intelligence (A)

Which of the following is a trait of emotional intelligence?
A. situational awareness
B. self-sufficiency
C. self-monitoring
D. social awareness
E. self-efficacy

situational awareness (A)

The ability to control your emotions and act with honesty and integrity in reliable and adaptable ways is known as
A. self-awareness.
B. self-management.
C. social awareness.
D. situational awareness.
E. relationship management.

self-management (B)

Organizational ______ tries to explain and predict workplace behavior to help managers better lead and motivate others.
A. behavior
B. development
C. culture
D. strategy
E. science

behavior (A)

The abstract ideals that guide a person’s thinking and behavior across all situations are called
A. ethics.
B. culture.
C. values.
D. attitudes.
E. perceptions.

values (C)

Surveys show that employees are more interested in ______ rather than just earning a paycheck.
A. advancement opportunity
B. recognition
C. benefits
D. work-life balance
E. status

work-life balance (D)

The three components of ______ are affective, cognitive, and behavioral.
A. value assessment
B. attitude
C. job satisfaction
D. personality
E. stress

attitude (B)

The ______ component of an attitude consists of the beliefs and knowledge one has about a situation.
A. behavioral
B. decisional
C. cognitive
D. affective
E. factual

cognitive (C)

The statement, "I really don’t like that Samuel got so angry in that meeting," reflects the ______ component of an attitude.
A. behavioral
B. emotion
C. cognitive
D. affective
E. value

affective (D)

The statement, "I won’t give Kim such a tight deadline again," reflects the ______ component of an attitude.
A. behavioral
B. decisional
C. cognitive
D. affective
E. value

behavioral (A)

The statement, "Spencer is slow to return phone calls," reflects the ______ component of an attitude.
A. behavioral
B. decisional
C. cognitive
D. affective
E. value

cognitive (C)

Because people are uncomfortable with inconsistency between their attitudes and behaviors, they will seek to reduce
A. a self-fulfilling prophecy.
B. fundamental attribution.
C. a self-serving bias.
D. causal attribution.
E. cognitive dissonance

cognitive dissonance

Under which of the following circumstances would the desire to reduce cognitive dissonance be greatest?

A. When large amounts of money are on the line.
B. When the individual has little control.
C. When the elements seem like an inconsequential ambiguity.
D. When there is little emotional investment in the situation.
E. When the components of attitude have no inconsistency

When large amounts of money are on the line (A)

Which of the following is not one of the main ways to reduce cognitive dissonance?
A. Change your attitude.
B. Change your behavior.
C. Eliminate the self-serving bias.
D. Find consonant elements that outweigh the dissonant ones.
E. Belittle the importance of the inconsistent behavior

Eliminate the self-serving bias (C)

According to Festinger, which of the following factors is most relevant as people deal with the discomfort of cognitive dissonance?
A. Personal ethics
B. Judgment of others
C. Personality differences
D. Control over the situation
E. Experience with decision-making

Control over the situation (D)

The process of interpreting and understanding one’s environment is called
A. self-awareness.
B. perception.
C. cognition.
D. self-monitoring.
E. openness to experience.

perception (B)

Which of the following is not a step in the perceptual process?
A. Selective attention.
B. Retrieving from memory to make judgments and decisions.
C. Causal attribution.
D. Interpretation and evaluation.
E. Storing in memory

Casual attribution (C)

Which of the following is not a distortion in perception? A. Cognitive dissonance
B. Stereotyping
C. Halo effect
D. The recency effect
E. Causal attribution

Cognitive dissonance (A)

The tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs is called
A. generalization.
B. selective perception.
C. a fundamental attribution error.
D. stereotyping.
E. the halo effect.

stereotyping (D)

As an employee’s age increases, his or her
A. job involvement decreases.
B. absenteeism increases.
C. job satisfaction increases.
D. work motivation decreases.
E. organizational commitment decreases.

job satisfaction increases (C)

Brad was hiring a new financial analyst, and he had several good candidates. He was leaning towards hiring Kai, a Japanese American woman, since he thinks Asians are better at math. Brad is exhibiting which distortion in perception?
A. Racism
B. The recency effect
C. A fundamental attribution error
D. Stereotyping
E. The halo effect

stereotyping (D)

The ______ occurs when we form an impression of an individual based on a single trait.
A. halo effect
B. self-fulfilling prophecy
C. fundamental attribution error
D. self-serving bias effect
E. selective perception error

halo effect (A)

The tendency to remember recent information better than earlier information is called
A. the recency effect.
B. a self-serving bias.
C. the fundamental attribution bias.
D. selective perception.
E. stereotyping

the recency effect (A)

The tendency to attribute another person’s behavior to his or her personal characteristics rather than to the situation the person is in is called
A. the halo effect.
B. a self-serving bias.
C. the fundamental attribution bias.
D. selective perception.
E. stereotyping

the fundamental attribution bias (C)

Tori has been telling everyone in the sales department of her incredible skill as a salesperson, since she beat her goal this year by nearly 30%. But last year when she didn’t even reach her goal, she said it was simply the economy. This is an example of the
A. halo effect.
B. self-fulfilling prophecy.
C. fundamental attribution bias.
D. self-serving bias.
E. selective perception error.

self-serving bias (D)

A waiter expects a group of poorly dressed customers to be stingy tippers and gives them poor service, so he gets the result that he expects, a very small tip. This is an example of the
A. halo effect.
B. self-fulfilling prophecy.
C. fundamental attribution bias.
D. self-serving bias.
E. selective perception error

self-fulfilling prophecy (B)

The extent to which employees have positive or negative feelings about various aspects of their work refers to their
A. job involvement.
B. job performance.
C. organizational commitment.
D. job enrichment.
E. job satisfaction

job satisfaction (E)

Julia really doesn’t like her new boss and is not happy with the new tasks she’s been assigned and the long hours she’s been working. Still, she truly believes in what the company is trying to accomplish. Julia has
A. poor job performance.
B. low job involvement.
C. low organizational commitment.
D. poor job enrichment.
E. low job satisfaction.

low jab satisfaction (E)

Which of the following factors is most relevant to a person’s overall satisfaction with his or her job?
A. Life outside of work
B. Coworkers
C. Locus of control
D. Industry
E. Self-efficacy

Coworkers (B)

Job satisfaction results in stronger ______ and lower levels of ______
A. job involvement; work-life balance.
B. motivation; life satisfaction.
C. organizational commitment; perceived stress.
D. perceived stress; life satisfaction.
E. perceived stress; absenteeism

organizational commitment; perceived stress (C)

The extent to which an employee identifies with an organization and is committed to its goals is called
A. job involvement.
B. job performance.
C. organizational commitment.
D. job satisfaction.
E. job enrichment

organizational commitment (C)

________ programs help employees to integrate and transition to a new job.
A. Organizational citizenship
B. Employee assistance
C. Onboarding
D. Self-efficacy
E. Proactive

Onboarding (C)

Employee behaviors that exceed the work-role requirements for the job are known as
A. organizational citizenship behaviors.
B. the halo effect.
C. counterproductive work behaviors.
D. self-efficacy behaviors.
E. proactive behaviors

organizational citizenship behaviors (A)

Miles impressed his boss by making lots of suggestions for department improvements and by putting in many weekend hours to do extra tasks to develop the new procedures. Miles is exhibiting
A. self-efficacy.
B. onboarding traits.
C. organizational citizenship behaviors.
D. the halo effect.
E. counterproductive work behaviors

organizational citizenship behaviors (C)

Absenteeism, drug and alcohol abuse, and disciplinary problems are examples of
A. organizational citizenship behaviors.
B. self-efficacy.
C. causal attribution.
D. counterproductive work behaviors.
E. self-serving bias

counterproductive work behaviors (D)

______ represent(s) all the ways people are unlike and alike.
A. Lifestyle
B. Dimensions
C. Background
D. Conditions
E. Diversity

Diversity (E)

Which of the following is one of the four layers of the diversity wheel?
A. Gender
B. External dimensions
C. Llfestyle
D. Management status
E. Physical ability

External dimensions (B)

______ is at the center of the diversity wheel.
A. Philosophy
B. Personality
C. Psychometrics
D. Philanthropy
E. Psychology

Personality (B)

Which of the following would be considered a primary dimension of diversity?
A. Physical ability
B. Religion
C. Lifestyle
D. Appearance
E. Educational background

Physical ability (A)

Which of the following dimensions is an example of a secondary dimension on the diversity wheel?
A. Income
B. Race
C. Sexual orientation
D. Physical abilities
E. Age

Income (A)

Which of the following dimensions is an example of an organizational dimension on the diversity wheel?

A. Income
B. Work experience
C. Union affiliation
D. Educational background
E. Physical abilities

Union affiliation (C)

Which of the following diversity issues is true in the U.S. workforce?
A.Unemployment among the disabled has dropped sharply since the introduction of the Americans with
Disabilities Act.
B. Literacy has ceased to be an issue among American workers.
C. The median age of the American worker is increasing.
D. White households continue to have higher median incomes than Asian ones.
E. Among the top 500 U.S. companies, most currently do not yet offer domestic partner benefits for same-
sex couples

The median age of the American worker is increasing (C)

Which of the following is a reason that some women face a glass ceiling?
A. Poor goal-setting
B. Inability to motivate others
C. Poor financial performance
D. Lack of mentors
E. Inability to produce high-quality work

Lack of mentors (D)

The Americans with Disabilities Act requires employers to
A. hire all qualified disabled persons who apply.
B. reasonably accommodate an individual’s disability.
C. hire quotas of qualified disabled persons.
D. actively solicit job applications from disabled persons.
E. hire disabled persons to qualify for tax breaks.

reasonably accommodate an individual’s disability (B)

Melanie has a master’s degree in psychology, but she is working at a sunglasses cart in the mall. She is currently
A. experiencing reverse discrimination.
B. underemployed.
C. lacking a support system.
D. demotivated.
E. recession-resistant

underemployed (B)

______ is the belief that one’s native country, culture, language, abilities, or behavior is superior to those of another culture.
A. Reverse discrimination
B. Stereotyping
C. An ethical dilemma
D. Diversity
E. Ethnocentrism

Ethnocentrism (E)

Chris believes that he was not promoted to professor at State University because of the university’s desire to promote minorities and women to achieve greater diversity at higher ranks. Chris thinks he is experiencing
A. reverse discrimination.
B. ethnocentrism.
C. an ethical dilemma.
D. diversity.
E. stereotyping

reverse discrimination (A)

______ is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively.
A. Apprehension
B. Role conflict
C. Role overload
D. Stress
E. Anxiety

Stress (D)

Which of the following best describes the graph of stress (x-axis) versus performance (y-axis)?
A. Line with a positive slope
B. Line with a negative slope
C. A horizontal line
D. U-shaped curve
E. Inverted u-shaped curve

Inverted u-shaped curve (D)

When others’ expectations exceed one’s ability, ______ has occurred.
A. Burnout
B. Role overload
C. Learned helplessness
D. Role conflict
E. Role ambiguity

Role overload (B)

You have important clients in town who want to have dinner with you, but your mother has a plumbing leak and has asked you to come over and shut off the water until she can get it fixed tomorrow. You are experiencing
A. role ambiguity.
B. burnout.
C. learned helplessness.
D. role overload.
E. role conflict

Role conflict (E)

Which of the following is not a symptom of stress?
A. Slurred speech
B. Insomnia
C. Hostility
D. Alcohol abuse
E. Heart attack

Slurred speech (A)

_____ is a state of emotional, mental, and even physical exhaustion, expressed as listlessness, indifference, or frustration.
A. Eustress
B. Distress
C. Role overload
D. Burnout
E. Breakdown

Burnout (D)

Which of the following is the most common drug of abuse?
A. Marijuana
B. Tranquilizers
C. Prescription pain medication
D. Methamphetamine
E. Alcohol

Alcohol (E)

A(n) ______ program includes plans to help employees cope with stress, burnout, substance abuse, health problems, and family issues that influence job performance.
A. holistic wellness
B. employee engagement
C. counterproductive behavior
D. employee assistance
E. self-monitoring

employee assistance (D)

Which of the following is not a suggested strategy for reducing unhealthy stressors in organizations?
A. Rollout employee assistance programs.
B. Recommend a holistic wellness approach.
C. Develop a more formal structure with authoritative supervision.
D. Make jobs interesting.
E. Make career counseling available

Develop a more formal structure with authoritative supervision (C)

The five personality dimensions

1) Agreeableness 2) Extroversion 3) Conscientiousness 4) Openness to experience 5) Emotional stability

Attitude/ 3 layers of attitude

Learned predisposition towards a certain object 1) affective component- "I feel" 2) cognitive- "I believe" 3) behavioral- "I intend"

Cognitive dissonance

The discomfort one feels when his or her attitude and behavior are incompatible

Four types of distortion in perception

1) recency 2) halo effect 3) stereotyping 4) casual attribution