Question 1

Emotional intelligence tends to increase with age.

Accepted Answer

According to research, emotional intelligence tends to increase with age as people gain more life experience and maturity.

Question 2

Personality and previous experiences influence an employee's decision to engage in exit,voice,loyalty,or neglect when they are dissatisfied with their job.

Accepted Answer

Personality and previous experiences can affect an employee's level of commitment and motivation to their job, which in turn can influence how they respond when faced with job dissatisfaction. The exit, voice, loyalty, or neglect model is a framework that describes the different ways employees may choose to respond. Therefore, it is likely that personality and previous experiences can impact an employee's decision to engage in one of these options.

Question 3

Emotional labour can be difficult for most of us,because it is difficult to conceal true emotions.

Accepted Answer

Emotional labour involves managing one's emotions to display a certain emotion that is expected or required in a particular situation. This can be challenging as it requires suppressing or concealing one's true emotions, which can be difficult to do over a prolonged period of time.

Question 4

The four dimensions of emotional intelligence form a hierarchy.

Accepted Answer

The answer of The four dimensions of emotional intelligence form...

Question 5

Emotional intelligence is a set of abilities.

Accepted Answer

Emotional intelligence comprises a set of abilities related to the identification, understanding, management, and use of emotions. These abilities include self-awareness, self-regulation, social awareness, and relationship management.

Question 6

Emotional intelligence can be learned to some extent.

Accepted Answer

Studies have shown that emotional intelligence can be improved through training and practice, although there are also factors such as genetics and life experiences that can impact a person's level of emotional intelligence.

Question 7

Three dimensions of emotional intelligence are cognitive dissonance,continuance commitment,and emotional labour.

Accepted Answer

The three dimensions of emotional intelligence are self-awareness, self-management, and social awareness. Cognitive dissonance, continuance commitment, and emotional labor are related concepts but not dimensions of emotional intelligence.

Question 8

Employees minimize the stress from emotional labour by actually changing their emotions to match the job requirements (deep acting),rather than displaying emotions contrary to their true emotions (surface acting).

Accepted Answer

This statement is true. Deep acting involves changing one's emotions to align with the job requirements, which can help minimize stress from emotional labor. Surface acting, on the other hand, involves displaying emotions that don't reflect one's true emotions, which can lead to more stress and burnout.

Question 9

Experts have concluded that cognitive intelligence and emotional intelligence are the same things.

Accepted Answer

Cognitive intelligence and emotional intelligence are two separate types of intelligence. Cognitive intelligence relates to problem-solving, critical thinking, and learning. Emotional intelligence relates to the ability to understand and manage one's own emotions, as well as the emotions of others. While both are important, they involve different skills and abilities.

Question 10

Job satisfaction among Canadian employees is usually above the global average.

Accepted Answer

According to a study conducted by the Conference Board of Canada, job satisfaction among Canadian employees is typically higher than the global average.

Question 11

Emotional intelligence refers to the ability to perceive and express emotion,assimilate emotion in thought,understand and reason with emotion,and regulate emotion in oneself and others.

Accepted Answer

This is the definition of emotional intelligence as commonly accepted by researchers and scholars.

Question 12

According to the exit-voice-loyalty-neglect model,some dissatisfied employees engage in "voice" by constructively recommending solutions to the source of their dissatisfaction.

Accepted Answer

According to the exit-voice-loyalty-neglect model, "voice" refers to employees expressing their dissatisfaction and recommending solutions to the source of the problem in a constructive manner.

Question 13

Employees are more likely to quit their jobs and be absent from work if they are dissatisfied with their jobs.

Accepted Answer

Research has shown that job dissatisfaction is a major factor in employee turnover and absenteeism. When employees are not satisfied with their jobs, they are more likely to seek opportunities elsewhere and may also be less motivated to come to work or perform at their best.

Question 14

Employees experience less stress from emotional labour when they practice surface acting rather than deep acting.

Accepted Answer

Deep acting, which involves trying to feel the emotions one is displaying, tends to be less stressful in the long run compared to surface acting, where one only pretends to experience the emotions they display. This is because deep acting aligns one's internal feelings with their external expressions, reducing the cognitive dissonance and emotional exhaustion associated with surface acting.

Question 15

Employees in Nordic countries report higher levels of job satisfaction than employees in Canada.

Accepted Answer

According to a 2019 study by the OECD, employees in Nordic countries (such as Denmark, Iceland, and Sweden) reported higher levels of job satisfaction than employees in Canada.

Question 16

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

The exit-voice-loyalty-neglect model proposes that employees respond to job dissatisfaction in four ways: exit (leaving the organization), voice (actively trying to improve the situation through communication or action), loyalty (remaining in the job despite dissatisfaction), or neglect (reducing effort and commitment to the job). Waiting patiently for the problem to resolve itself would fall under the neglect response.

Question 17

The norms and expectations governing emotional display rules are similar around the world.

Accepted Answer

Emotional display rules vary across cultures and are influenced by cultural norms and values regarding the appropriateness of expressing certain emotions in certain situations. For example, in some cultures, it may be more acceptable to display sadness or anger openly, while in others it may be considered more appropriate to suppress those emotions and maintain a calm demeanor.

Question 18

Management of others' emotions represents the highest level of emotional intelligence.

Accepted Answer

Managing others' emotions involves being able to empathize, regulate our own emotional responses, and effectively communicate with others to influence their emotions. It requires a high level of emotional intelligence and interpersonal skills.

Question 19

Job satisfaction represents a person's evaluation of his or her job and work context.

Accepted Answer

Job satisfaction is defined as a person's subjective evaluation of their job and work context, including various aspects such as pay, promotions, relationships with coworkers, and job security.

Question 20

Job satisfaction in Canada is below the typical American score.

Accepted Answer

According to a study by Conference Board of Canada, the overall job satisfaction in Canada is slightly lower than the United States.

Quiz 4: Workplace Emotions, Attitudes, and Stress