Question 1

Describe in detail the dominant values of each of the main age groups who make up the Canadian workforce,and explain how generational differences impact the workplace.Provide examples to support your response.

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Question 2

Continuance commitment is the obligation an individual feels with regards to continuing with the organization.

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Question 3

Generation Xers value social recognition and a sense of accomplishment.

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Question 4

If Adam feels an obligation to stay with a current employer,he is exhibiting affective commitment.

Accepted Answer

Adam is exhibiting normative commitment, which is the feeling of obligation to stay with an employer, whereas affective commitment refers to an emotional attachment to, identification with, and involvement in the organization.

Question 5

Voice is an active and constructive response to dissatisfaction.

Accepted Answer

Voice refers to actively expressing dissatisfaction and taking steps to try to improve the situation. It is a constructive response as it involves taking action to address the issue rather than simply complaining or being passive.

Question 6

Attitudes are the same as values.

Accepted Answer

Attitudes and values are two separate psychological concepts. Values are beliefs or principles that are considered important and guide behavior and decision-making, while attitudes are evaluations or feelings about something or someone that influence behavior and decision-making.

Question 7

According to your text,Aboriginal values are often perceived by non-Aboriginal people as an impediment to economic development and organizational effectiveness.

Accepted Answer

The text states that "Aboriginal values are often seen as impediments to economic development and organizational effectiveness by non-Aboriginal people."

Question 8

Major causes of stress for employees include task demands and personal factors.

Accepted Answer

Task demands such as workload, deadlines, and difficult assignments can cause stress for employees, as can personal factors such as financial issues, family problems, and health concerns.

Question 9

Research on a number of companies known for employees with high organizational commitment levels has shown that one of the reasons why employees commit themselves to organizations is because they are proud of the organization's accomplishments and legacy.

Accepted Answer

Research has shown that employees with high organizational commitment levels are proud of their organization's accomplishments and legacy, which contributes to their commitment.

Question 10

The best definition of job satisfaction centres around an individual's general attitude toward his or her job.

Accepted Answer

Job satisfaction is often defined as an individual's overall positive or negative attitude towards their job, including various factors such as their level of enjoyment, fulfillment, and work-life balance.

Question 11

Loyalty is a passive and destructive response to dissatisfaction.

Accepted Answer

Loyalty can be a positive response to satisfaction and can lead to repeat business, referrals, and brand advocacy. It only becomes passive and destructive when it continues despite dissatisfaction and prevents individuals from exploring other options that may better meet their needs.

Question 12

What are values,and how do they impact organizations? Discuss in detail the two sets of values identified in the Rokeach Value Survey.Give specific examples to support your answer.

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Question 13

Bob has just told you that "everyone should have a job and be working." This is a judgment response to a situation and an example of a value.

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Question 14

Chronic absenteeism is an example of dissatisfaction expressed through neglect.

Accepted Answer

Chronic absenteeism is when someone misses a significant amount of school or work without a valid reason. This shows dissatisfaction with the situation or environment through neglecting one's responsibilities.

Question 15

When satisfaction and productivity data are gathered for the organization as a whole rather than on an individual level,we find that organizations with more satisfied employees tend to be more effective than organizations with less satisfied employees.

Accepted Answer

Research has shown that there is a positive correlation between employee satisfaction and organizational effectiveness. When employees are more satisfied with their work, they tend to be more engaged and productive, leading to better performance for the organization as a whole. On the other hand, when employees are dissatisfied, they may be less motivated and productive, which can harm the organization's performance. Therefore, organizations that prioritize employee satisfaction are more likely to be successful in achieving their goals.

Question 16

Identify and describe the six dimensions of national culture as identified by Geert Hofstede's research.Provide examples to support your response.

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Question 17

One of the most significant contributors to a drop in productivity is lowered job satisfaction.

Accepted Answer

Research has shown that employees who are satisfied with their jobs tend to be more productive and engaged, while those who are dissatisfied may experience a drop in productivity. Factors that can impact job satisfaction include job design, leadership styles, organizational culture, and compensation and benefits.

Question 18

Values generally influence attitudes and behaviour.

Accepted Answer

Values are deeply held beliefs that guide our attitudes and behaviour. Therefore, our values have a significant impact on the way we view and interact with the world around us.

Question 19

The satisfaction-productivity correlation is stronger for higher-level employees such as those in professional,supervisory,and managerial positions.

Accepted Answer

Several research studies have shown that there is a stronger correlation between employee satisfaction and productivity for higher-level employees, such as managers and supervisors. This could be attributed to the fact that these employees often have more autonomy, decision-making power, and a greater sense of control over their work, which in turn increases their job satisfaction and motivation to perform well. On the other hand, lower-level employees may have less control over their work and may be more affected by external factors such as workload, work environment, and compensation, which can hinder their ability to perform at optimal levels.

Question 20

Two common ways that employees can express dissatisfaction with their jobs include indulgence and restraint.

Accepted Answer

Two common ways that employees can express dissatisfaction with their jobs are through exit and voice, not indulgence and restraint. Exit involves leaving the job, while voice involves actively trying to improve conditions.

Quiz 3: Values, attitudes, and Their Effects in the Workplace