Which of these factors directly influences an employees voluntary Behaviour and performance?

Which of these factors directly influences an employee's voluntary behaviour and performance? A. Motivation B. Role perceptions C. Uncertainty avoidance D. All of the answers are correct. E. Motivation and role perceptions

Which of the following ensures that job incumbents have appropriate aptitudes to perform the job? A. Hire applicants with appropriate aptitudes. B. Train employees so they develop appropriate aptitudes. C. Motivate employees to have appropriate aptitudes. D. Provide resources that allow employees to perform their jobs. E. All of the answers are correct.

Ability includes which of these? A. Aptitudes and learned skills B. Natural aptitude and intensity C. Persistence and direction D. Intensity and learned capabilities E. Direction and intensity

Aptitudes, skills, and competencies all fall under which of the following concepts? A. Motivation B. Personality C. Values D. Ethics E. Ability

Which of the following refers to the fact that motivation is goal-directed, not random? A. Persistence B. Direction C. Intensity D. Aptitude E. Competencies

IdaCorp. gives simple accounts to newly hired employees, then adds more challenging accounts as employees master the simple tasks. This practice mainly: A. improves role perceptions. B. increases person-job matching. C. reduces employee motivation. D. provides more resources to accomplish the assigned task. E. improves employee aptitudes.

The MARS model explicitly identifies which of the following factors? A. Rewards B. Recreational activities C. Neuroticism D. Situational factors E. All of the answers are correct.

According to the MARS model of individual behaviour, which of the following is NOT a role perception problem? A. The employee lacks the proper tools to perform the job. B. The employee knows two different ways to perform a particular task, but unknowingly chooses the method that the organization does not want its employees to use. C. The employee doesn't realize that a particular task is part of his or her job. D. The employee places more emphasis on the quantity of work whereas the organization wants more emphasis placed on the quality of work. E. The employee believes that the company wants him or her to spend more time with clients, whereas the company really wants client requests processed more quickly.

Competencies relate most closely to which element in the MARS model of behaviour and performance? A. Motivation B. Situational factors C. Role perceptions D. Ability E. Competencies are not related at all to any element of the MARS model

You have just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they aren't sure what tasks are included in their job. According to the MARS model, these new employees will likely: A. emphasize the utilitarianism principle in their decision making. B. have lower job performance due to poor role perceptions. C. have high job performance because they are motivated and able to perform the work. D. have above average organizational citizenship. E. have a high degree of differentiation according to Holland's classification of occupations.

To reduce the amount of non-recyclable waste that employees throw out each day, a major telephone company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behaviour mainly by: A. increasing employee motivation to be less wasteful. B. helping employees to learn how to be less wasteful. C. altering situational factors so that employees have more difficulty practising wasteful behaviour. D. increasing aptitudes that make employees less wasteful. E. increasing organizational citizenship so that employees will be less wasteful.

Which of these refers to a person's beliefs about what behaviours are appropriate or necessary, in a particular situation? A. Natural aptitudes B. Role perceptions C. Competencies D. Locus of control E. Situational factors

Companies can improve employee performance through situational factors by: A. asking employees about the things that motivate them. B. testing employee skills and knowledge before they are hired. C. providing training so employees learn the required competencies. D. redesigning the job so employees are only given tasks within their capabilities. E. asking employees to identify problems they experience with time and resources, then removing those obstacles to job performance.

Which of the following is NOT a work-related behaviour? A. Competencies B. Absenteeism C. Joining the organization D. Showing up for work at scheduled times E. Performing required tasks

Which of the following refers to goal-directed activities under the individual's control that support organizational objectives? A. Competencies B. Task performance C. Aptitudes D. Direction E. Motivation

Which of the following is considered counterproductive work behaviour? A. Insulting others. B. Theft C. Deliberately withholding one's approval to inconvenience another person and cause them stress. D. All of the answers are correct. E. Theft and deliberating performing work incorrectly so the organization suffers a loss.

Generous sick leave policies are known to: A. increase employee lateness B. improve organizational citizenship C. increase absenteeism D. increase voluntary turnover E. increase absenteeism and increase voluntary turnover

Showing up at work when one's capacity to perform is significantly diminished by sickness, fatigue, personal problems, or other factors is an example of: A. organizational citizenship behaviour B. counterproductive work behaviour C. employee loyalty D. workaholic behaviour E. presenteeism

Which of the following statements about personality traits is FALSE? A. An individual's personality is relatively stable from one year to the next. B. Personality traits cause people to behave in almost exactly the same way in all situations. C. The most common view is that personality is shaped by both heredity and environment. D. An individual's personality is identified by his or her behaviours. E. An individual's personality cannot be observed.

The relatively stable pattern of behaviours and consistent internal states that explain a person's behavioural tendencies refers to A. personality. B. values. C. motivation. D. locus of control. E. job satisfaction.

An individual's personality: A. changes several times throughout the year. B. is formed only from childhood socialization and the environment. C. is less evident in situations where social norms, reward systems, and other conditions constrain behaviour. D. All of the answers are correct. E. is formed only from childhood socialization and the environment and is less evident in situations where social norms, reward systems, and other conditions constrain behaviour.

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

The main explanation why personality becomes more stable over time is that: A. as we age we form a clearer and more rigid self-concept. B. life experiences cause personality to become more hidden from view. C. people become less open to new experiences. D. people form clearer and more rigid self-concepts as they get older. E. All of the answers are correct.

Which of the following statements about personality is FALSE? A. One's personality becomes more hidden over time. B. Personality is heavily influenced by heredity. C. Personality is influenced by both nature and nurture. D. On average, when people reach the age of 30 personality stabilizes. E. Some personality development and change occurs when people are young.

The 'Big Five' personality dimensions represent: A. all of the personality traits found in an ideal job applicant. B. the aggregated clusters representing most known personality traits. C. the personality traits caused by the environment rather than heredity. D. All of the answers are correct. E. the aggregated clusters representing most known personality traits and the personality traits caused by the environment rather than heredity.

Neuroticism is explicitly identified in: A. the MARS model. B. Schwartz's values model. C. 'Big Five' personality dimensions. D. Holland's theory of vocational choice. E. the MARS model and the 'Big Five' personality dimensions

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

Which 'Big Five' personality dimension is most valuable for predicting job performance? A. Extroversion B. Openness to experience C. Conscientiousness D. Neuroticism E. Agreeableness

____________ characterizes people with high levels of anxiety, hostility, depression, and self-consciousness. A. Extroversion B. Openness to experience C. Conscientiousness D. Neuroticism E. Agreeableness

Which of the following is a "Big Five" personality dimensions? A. Openness to new experiences. B. Self-transcendence. C. Locus of control. D. Self-enhancement. E. Narcissism

Extroversion is one dimension of: A. the MARS model. B. Schwartz's values model. C. Myers-Briggs Type Indicator D. 'Big Five' personality dimensions. E. Cross-cultural values.

_____________ characterizes people who are quiet, shy, and cautious. A. Introversion B. Openness to experience C. Conscientiousness D. Neuroticism E. Intellectualism

Jung's psychological types are measured in: A. the 'Big Five' personality types. B. the locus of control scale. C. any instrument that also measures neuroticism. D. the Myers-Briggs Type Indicator. E. the self-monitoring personality test.

Myers-Briggs Type Indicator (MBTI) includes all of these dimensions EXCEPT: A. sensing/intuition. B. judging/perceiving. C. thinking/feeling. D. extroversion/introversion. E. internal/external locus.

Sensing, thinking, and judging represent three dimensions of: A. Schwartz's values model. B. the MARS model. C. Holland's model of occupational choice. D. the 'Big Five' personality dimensions E. the Myers-Briggs Type Indicator

Values are defined in your text as: A. stable evaluative beliefs that guide our preferences for outcome in a variety of situations. B. beliefs about what is moral. C. a person's beliefs about the amount of control they have over their actions. D. an accounting concept imported into the field of organizational behaviour. E. personality dimensions that stabilize up to at least the age of 30 and possibly to age 50.

Schwartz's values model includes all of the following EXCEPT: A. Universalism. B. Hedonism. C. Security. D. Utilitarianism. E. Self-direction.

Schwartz's model organizes _____________ into ____________. A. personality traits; six dimensions. B. values; a hierarchy. C. needs; three statistical formulas D. values; ten dimensions. E. emotions; a time line.

All of the following are domains in Schwartz's values model EXCEPT: A. Tradition. B. Power. C. Conscientiousness. D. Conformity. E. Stimulation.

The main reason why a person's values do not always influence his or her behaviour is that: A. the values are too specific. B. values never affect behaviour under any circumstances. C. values affect a person's ability but not his or her motivation to act. D. values usually conflict with each other, making it difficult to determine which value to apply. E. values tend to be too abstract to see the connection to specific situations.

Employees are more likely to apply their personal values to their behaviour when: A. someone keeps them mindful of those values. B. those values conflict with the organization's values. C. the values are abstract. D. All of the answers are correct. E. None of the answers apply.

Incongruence between a company's dominant values and an employee's values is known to: A. increase employee stress. B. increase the employee's probability of quitting. C. increase the chance that the employee's decisions will differ from the organization's preferences. D. All of the answers are correct. E. have no effect on employee behaviour or decision making.

Espoused-enacted values congruence occurs when: A. an employee and his or her spouse have similar values. B. an organization's values are consistent with the dominant values of the culture in which it operates. C. an employee's personal values are similar to the values of other employees on the same team. D. an employee's personal values are consistent with the organization's values. E. None of the answers apply.

The chief executive of a start-up high-technology company recently made several public announcements about the company's values. She emphasized that, although the company is less than one year old, its employees already have adopted a strong set of values around sharing, freedom and achievement. However, you personally know two employees at the company who say that employees don't really have a common set of values, and they are certainly not unanimous about the three values stated by the CEO. The CEO is likely describing the company's: A. espoused values. B. ethical values. C. professional values. D. organizational values. E. enacted values.

Ethics is most closely related to: A. values. B. locus of control. C. the Myers-Briggs type Indicator. D. personality. E. ability.

Which of the following is an ethical principle stating that people have entitlements allowing them to act in a certain way? A. Utilitarianism. B. Individual rights. C. Moral intensity. D. Distributive justice. E. Ethical sensitivity.

The main limitation of the individual rights principle is that: A. it really isn't an ethical principle at all. B. some individual rights conflict with other individual rights. C. it pays attention to whether consequences are ethical, but not to whether the means to those consequences are ethical. D. it is almost impossible to evaluate the benefits or costs of decisions when many stakeholders are affected. E. it can degenerate into unjust favouritism.

Senior executives at CyberForm must make a decision that will affect many people, and where the decision may produce good or bad consequences for those affected. This decision: A. has a high degree of ethical sensitivity. B. is one in which decision makers should rely only on the utilitarianism rule of ethics. C. has a low degree of ethical sensitivity. D. has a high degree of moral intensity. E. requires a low duty to care.

Moral intensity is higher when: A. the issue produces good decisions but not bad decisions. B. the decision has little or no effect on other people. C. the decision maker is neutral and far removed from the issue or its consequences. D. All of the answers are correct. E. None of the answers apply.

People who have high ethical sensitivity: A. are always more ethical than people with a moderate or low level of ethical sensitivity. B. tend to have higher empathy. C. tend to have more information about the specific situation. D. All of the answers are correct. E. tend to have higher empathy and tend to have more information about the specific situation.

According to your text, which of the following is considered a moral intensity factor? A. Social consensus. B. Environmental impact. C. Economic impact. D. Social impact. E. None of the above.

The ability to recognize the presence and determine the relative importance of an ethical issue is known as: A. neuroticism. B. moral intensity. C. ethical sensitivity. D. utilitarianism. E. uncertainty avoidance.

Which of the following statements about ethical codes of conducts is FALSE? A. They establish the organization's ethical standards and inform employees. B. They signal how seriously the organization views the issue of ethics. C. Written ethical codes prevent unethical behaviour. D. Most large and medium-size organizations in Canada have such codes. E. Many organizations provide ethics training.

Moral intensity is higher when: A. it takes longer to make an ethical decision. B. the decision is made by a few people who are highly ethical. C. there are no clear legal guidelines to guide decision-makers. D. many people agree the action is ethically good or bad. E. All of the above are correct.

According to your text, the most effective way for organizations to establish a foundation that supports ethical conduct is by A. providing ethics training. B. writing codes of ethics. C. communicating ethical codes of conduct to employees. D. punishing wrongdoers. E. establishing a set of shared values that reinforce ethical conduct.

People with a high _____________ value assertiveness, competitiveness, and materialism. A. individualism B. collectivism C. power distance D. uncertainty avoidance E. achievement orientation

Which of the following countries generally has high achievement orientation values? A. Canada B. Russia C. Japan D. Sweden E. The Netherlands

Motowa is a new employee who comes from a culture that values respect for people in higher positions and values the wellbeing of others more than goal achievement. Motowa's culture would have: A. a high power distance and nurturing orientation. B. high collectivism and short-term orientation. C. low uncertainty avoidance and high individualism. D. low power distance and strong nurturing orientation. E. None of the answers apply.

Which of the following values represents people who value duty to groups to which they belong, and to group harmony? A. High individualism. B. High uncertainty avoidance. C. Low uncertainty avoidance. D. High nurturing orientation. E. High collectivism.

Canadians tend to have: A. a high collectivism value orientation. B. a high nurturing-orientation value. C. a low individualistic value orientation. D. a high individualistic value orientation. E. a high nurturing-orientation value and a low individualistic value orientation.

In the section on cross-cultural values, the authors warn that: A. the cross-cultural data presented are based on a very small sample (less than 10 people in each country studied). B. the definitions of most values have changed over the past decade, so most cross-cultural information has little meaning anymore C. several cultures don't have any values. D. multicultural societies such as Canada have a wide range of values even though the information presented assumes that everyone in the country has similar values. E. All of the answers are correct.

In Canada Anglophone and Francophone values: A. are identical to each other. B. have become increasingly different from each other in recent years. C. are almost completely opposite to each other. D. have converged (become more similar) in recent years. E. do not really exist.

Which of these cultures has a high collectivist value orientation? A. Anglophone Canadians B. Francophone Canadians C. First Nations people in Canada D. Americans E. None of these cultures has a high collectivist orientation.

Which of the following cultures has/have the strongest preference for patriarchal authority? A. Anglophone Canadians B. Francophone Canadians C. Americans D. All of the answers are correct. E. Both "A" and "B."

Compared with Americans, Canadians tend to have stronger values regarding: A. egalitarianism. B. conservatism. C. morality. D. All of the answers are correct. E. None of the answers apply.