Deck 3: Values, Attitudes, Emotions, and Culture: the Manager As a Person

Question 1

Craig, a manager at Carzone Ltd., is a very positive individual. He rarely exhibits negative emotions and moods and is always optimistic about himself and others. It can be said that Craig is high on negative affectivity.

Answer 1

False

Question 2

The need for affiliation is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence.

Answer 2

False

Question 3

Satisfied managers are more likely to perform organizational citizenship behaviors than dissatisfied managers.

Answer 3

True

Question 4

A personal conviction about lifelong goals or objectives is called a terminal value.

Question 5

Managers who are low on negative affectivity tend to be highly critical of themselves and other people.

Question 6

The terminal and instrumental values that are guiding principles in an individual's life are referred to as attitudes.

Question 7

Managers who are low on the conscientiousness continuum are organized and self-disciplined.

Question 8

Successful entrepreneurs are likely to be low on openness to experience.

Question 9

People with an external locus of control believe that outside forces are responsible for what happens to and around them.

Question 10

Managers who are high on the agreeableness continuum are likable and care about other people.

Question 11

Introversion precludes the possibility of effectiveness and efficiency.

Question 12

The effectiveness of managers is determined by a complex interaction between their personality traits and the nature of the job and organization in which they work.

Question 13

Terminal values often lead to the formation of norms.

Question 14

Effective managers need to have a high external locus of control.

Question 15

Introverts tend to be sociable, outgoing, and friendly.

Question 16

The employees of Burger Point enjoy their work very much. This is largely due to their manager, Elise, who is always sympathetic to the needs of her employees and is seldom uncooperative. Elise can be said to be low on the agreeableness continuum.

Question 17

Turnover can hurt an organization because it results in the loss of the experience and knowledge that managers have gained about the company, industry, and business environment.

Question 18

When companies lay off managers, the satisfaction levels of managers who remain tends to rise.

Question 19

Organizational citizenship behaviors (OCBs) are behaviors that are not required of organizational members but that contribute to organizational efficiency and effectiveness.

Question 20

Managers with a high need for power allow their subordinates to make their own decisions in all aspects of their work.

Question 21

The personal characteristics of the founders of organizations can have a strong influence on the culture that is created.

Question 22

People who are high on negative affectivity are capable of experiencing positive moods.

Question 23

Emotional intelligence concerns understanding and managing the moods and emotions of oneself and of other people.

Question 24

Emotional intelligence helps managers energize subordinates to aid the organization in attaining its goals.

Question 25

Managers determine and shape organizational culture through the kinds of values and norms they promote in an organization.

Question 26

Managers with a low level of emotional intelligence are more likely to understand how they are feeling and why, and they are more able to effectively manage their feelings.

Question 27

When people are in negative moods, they tend to be less detail-oriented and focused on the facts at hand.

Question 28

Rites of integration build common norms and values.

Question 29

Emotions are less intense feelings than moods and are long-lasting.

Question 30

The formal business attire that exemplifies the culture of an organization is also a part of organizational language.

Question 31

Organizational socialization is the process by which newcomers learn an organization's values and norms and acquire the work behaviors necessary to perform jobs effectively.

Question 32

The attraction-selection-attrition framework suggests that the founders of organizations tend to attract and select employees whose personalities vary widely.

Question 33

New employees at the Raintree Amusement Park are required to attend a program where they are taught and then internalize the values and norms of the organization. This process is known as organizational commitment.

Question 34

The attraction-selection-attrition framework suggests that employees who are dissimilar in personality are more likely to leave the organization over time.

Question 35

A manager's instrumental values have little or no effect on organizational culture.

Question 36

Organizational socialization is the collection of feelings and beliefs that managers have about their organization as a whole.

Question 37

A strong organizational culture is the product of managers and employees being committed to organizational values.

Question 38

Organizational culture reflects the distinctive ways in which organizational members perform their jobs and relate to others inside and outside the organization.

Question 39

People who are low on extraversion are not likely to experience positive moods.

Question 40

The socialization programs developed by organizations which determine how individuals enter, advance within, and leave the organization are examples of rites of integration.

Question 41

Mario is the product manager of Lampshades Ltd. Which of the following, if true, supports the statement that he is sociable, affectionate, outgoing, and friendly?

A) Mario is low on conscientiousness.
B) Mario is low on openness to experience.
C) Mario is high on introversion.
D) Mario is high on extraversion.
E) Mario is low on agreeableness.

Question 42

_____ is the tendency to be highly critical of oneself and of others.

A) Agreeableness
B) Extraversion
C) Negative affectivity
D) Affiliation
E) Openness to experience

Question 43

Donna is an efficient manager who is on very good terms with her employees. She is known for taking risks and being innovative in her planning and decision making. Which of the following statements is true about her?

A) She is high on introversion.
B) She is low on agreeableness.
C) She is high on openness to experience.
D) She is low on positive affectivity.
E) She is low on conscientiousness.

Question 44

Jim has been employed at Fortis Services for nearly 15 years. Which of the following statements, if true, would imply that Jim is low on openness to experience?

A) Jim is known for being unconventional and daring in his business plans.
B) Jim is never conservative in his decision-making approaches.
C) Jim often comes up with and implements radical ideas.
D) Jim is not open to a wide range of stimuli.
E) Jim does not have narrow, conservative interests.

Question 45

Which of the following is true of managers who are high on extraversion?

A) They have a less optimistic outlook on life.
B) They tend to feel good about themselves and other people.
C) They are socially inept and avoid interacting with other people.
D) They are ineffective in situations which call for high levels of social interaction
E) They tend to be less outgoing and friendly than other people.

Question 46

People who tend to be sociable, outgoing, and friendly are low in _____.

A) extraversion
B) introversion
C) openness to experience
D) affiliation
E) agreeableness

Question 47

According to McClelland, the extent to which people have strong desires to perform challenging tasks and to meet personal standards of excellence is known as _____.

A) the need for affiliation
B) the need for achievement
C) the need for power
D) the need for acceptance
E) the need for solidarity

Question 48

People with an external locus of control _____.

A) believe that outside forces are responsible for what happens to and around them
B) believe that their actions always make a difference
C) believe that they themselves are responsible for the events in their life
D) tend to solve problems easily
E) tend to be highly ethical and extremely helpful

Question 49

Emily is seldom in a bad mood and is always optimistic about herself and others. It can be said that Emily is low on _____.

A) negative affectivity
B) agreeableness
C) affiliation
D) positive affectivity
E) extraversion

Question 50

People with an internal locus of control _____.

A) believe that outside forces are responsible for events in their life
B) do not make attempts to solve problems or change situations
C) tend to be highly unethical and unhelpful
D) believe that they are responsible for their own fate
E) believe that their actions make no difference to the events around them

Question 51

Which of the following is true of people with high self-esteem?

A) They are frequently unsure of themselves.
B) They are insecure and often feel incompetent.
C) They believe that they are capable of handling most situations
D) They are timid and are afraid to take on new tasks.
E) They have low confidence in their abilities and understanding.

Question 52

A(n) _____ value is a personal conviction about lifelong goals or objectives.

A) terminal
B) instrumental
C) extrinsic
D) nominal
E) corporate

Question 53

A(n) _____ value is a personal conviction about desired modes of conduct or ways of behaving.

A) terminal
B) strategic
C) nominal
D) extrinsic
E) instrumental

Question 54

According to McClelland, the extent to which a person has a strong desire to control and to influence others is known as _____.

A) the need for affiliation
B) the need for agreeableness
C) the need for power
D) the need for conscientiousness
E) the need for achievement

Question 55

Kenneth, the CEO of Dewberry Inc., is very particular about establishing and maintaining good interpersonal relations with his employees. He also has high standards for personal excellence and works hard to accomplish his goals. According to McClelland, this indicates that Kenneth has a _____.

A) high need for power and low need for affiliation
B) high need for control and low need for affiliation
C) high need for power and low need for achievement
D) high need for affiliation and high need for achievement
E) low need for power and low need for achievement

Question 56

Glenn is an effective and efficient manager. He, however, tends to be pessimistic and avoids social interactions. This implies that Glenn is low in _____.

A) extraversion
B) negative affectivity
C) organizational commitment
D) introversion
E) conscientiousness

Question 57

Sandra, an employee of SilverStone Inc., is extremely ambitious and insists on working on important projects by herself. According to McClelland, she has a high need for _____.

A) affiliation
B) power
C) agreeableness
D) socialization
E) achievement

Question 58

A manager who is organized and self-disciplined is _____.

A) high on conscientiousness
B) low on competence
C) low on perseverance
D) high on negligence
E) low on determination

Question 59

Which of the following is true of managers who are low on extraversion?

A) They tend to experience positive moods and emotions frequently.
B) They are friendly, affectionate and highly social.
C) They are highly ineffective and inefficient in jobs that require little social interaction.
D) They view the world and their life with little optimism.
E) They always feel good about themselves and other people.

Question 60

According to McClelland, the extent to which a person is concerned with being liked and having others get along well with one another is called _____.

A) the need for power
B) the need for control
C) the need for independence
D) the need for achievement
E) the need for affiliation

Question 61

_____ helps managers maintain their enthusiasm and confidence and energize subordinates to help the organization attain its goals.

A) Negative affectivity
B) Introversion
C) An external locus of control
D) A high need for power
E) Emotional intelligence

Question 62

_____ are intense and relatively short-lived feelings.

A) Moods
B) Emotions
C) Attitudes
D) Norms
E) Values

Question 63

Which of the following is an instrumental value?

A) Contentedness
B) Salvation
C) Social recognition
D) Responsibility
E) Freedom

Question 64

Which of the following employees exhibits organizational citizenship behavior?

A) Gary: An efficient manager who doesn't work beyond the minimum hours stipulated by his company
B) Morgan: An efficient manager who, as a matter of principle, never consents to work on weekends
C) Kelly: A hardworking employee who is willing to work overtime for her company if a project necessitates it
D) Sam: An astute employee who is always on the lookout for better jobs
E) Vivian: An agreeable manager with a high need for affiliation and a low need for achievement

Question 65

Which of the following is true of organizational commitment?

A) It is the process by which individuals enter, advance within, and leave organizations.
B) It helps managers perform their figurehead and spokesperson roles.
C) It is of the same intensity across all countries and is unaffected by sociocultural factors.
D) It is the process by which newcomers internalize an organization's values and norms.
E) It contributes little toward the formation of a strong organizational culture.

Question 66

Tony is a manager with the ability to understand and gauge the moods and feelings of his employees with little difficulty. Tony displays high _____.

A) emotional intelligence
B) negative affectivity
C) organizational socialization
D) introversion
E) organizational integration

Question 67

People who are high on extraversion are especially likely to experience _____.

A) fear
B) hostility
C) distress
D) enthusiasm
E) nervousness

Question 68

_____ is an example of an instrumental value.

A) Self-discipline
B) Security
C) Prosperity
D) Equality
E) Inner-harmony

Question 69

Which of the following is true of emotions?

A) Emotions have no effect on moods.
B) Emotions persist over long periods of time.
C) Emotions that have been dealt with never linger.
D) Emotions play important roles in ethical decision making.
E) Emotions do not impact judgment.

Question 70

George is an efficient and effective manager who has a hard time managing his own moods and understanding those of his employees. This shows that he is low on _____.

A) introversion
B) conscientiousness
C) negative affectivity
D) emotional intelligence
E) organizational citizenship behavior

Question 71

Which of the following is true of norms?

A) They are standards for personal excellence set by people with a high need for achievement.
B) They are formalized codes of conduct that govern the behavior of employees in corporate organizations.
C) They are ever-changing rules that govern the daily activities of organizations.
D) They are unwritten codes of conduct considered important by most members of a group.
E) They are laws set down by the government that affect the way non-governmental organizations function.

Question 72

Which of the following is true of people who are high on negative affectivity?

A) They experience positive moods frequently.
B) They are very optimistic and friendly.
C) They are incapable of feeling happy.
D) They experience negative moods frequently.
E) They are incapable of being pessimistic.

Question 73

Organizational commitment can be defined as _____.

A) the collection of feelings and beliefs that managers have about their organization as a whole
B) the process by which individuals internalize the values and expectations of an organization
C) the training received by newcomers which teaches them the norms of the organization
D) the collection of terminal and instrumental values that are held by an organization
E) the rites of passage that determine how individuals enter, advance within, and leave organizations

Question 74

Which of the following is true of moods and emotions?

A) Moods last longer than emotions.
B) Emotions last longer than moods.
C) Changes in mood do not affect judgment.
D) Changes in emotion do not affect judgment.
E) Moods and emotions do not influence each other.

Question 75

_____ values help explain what managers are striving to achieve in their organizations and what they will focus their efforts on.

A) Terminal
B) Nominal
C) Strategic
D) Instrumental
E) Extrinsic

Question 76

The collection of feelings and beliefs that managers have about their current jobs is known as job _____.

A) affiliation
B) satisfaction
C) agreeability
D) acceptance
E) evaluation

Question 77

In what way do moods differ from emotions?

A) Unlike emotions, moods are extremely intense and are directly linked to a cause.
B) Unlike emotions, moods do not affect ethical decision making.
C) Unlike moods, emotions are relatively short-lived.
D) Unlike moods, emotions never linger after being dealt with.
E) Unlike moods, emotions can result in increased creativity whether positive or negative.

Question 78

Which of the following is true of value systems?

A) They are the terminal and instrumental values that are guiding principles in an individual's life.
B) They are reward systems that encourage valued employees to set high standards for themselves.
C) They highlight valuable contributions employees have made toward organizations in the past.
D) They are the rules valued by organizations by which employees are expected to abide.
E) They are the personality traits of employees valued by organizations

Question 79

People who are high on negative affectivity are especially likely to experience _____.

A) enthusiasm
B) elation
C) distress
D) satisfaction
E) contentment

Question 80

Which of the following is a terminal value?

A) Ambition
B) Honesty
C) Freedom
D) Courage
E) Responsibility