65.
In today’s workplaces, the further up the pay scale and the higher the education level, the
narrower the earnings gap becomes between men and women.
66.
The glass ceiling is a concept that applies to women, but not to minorities.
67.
The Americans with Disabilities Act requires organizations to make only reasonable
accommodations for an individual’s disabilities.
68.
Literacy is no longer a problem in the American workforce.
69.
If managers are concerned about hiring and keeping workplace talent, they shouldn’t ignore
the motivation and productivity of the 3.4% lesbian, gay, bisexual, or transgendered (LGBT)
people in the workforce.
70.
Stress is the tension and pressure people feel when they are facing or enduring extraordinary
demands, constraints, or opportunities and are uncertain about their ability to handle them
effectively.
71.
Both low and high levels of stress can lead to low workplace performance.
72.
High-paid workers are particularly apt to suffer stress more than lower-level workers.
73.
Type A behavior has been associated with increased work performance, high blood pressure,
and heart disease.
74.
Your supervisor says the company needs you to stay late to meet an important deadline, but
your family expects you to be present for your child’s birthday party. This is an example of role
overload.
75.
A student carrying a full course load plus working full time plus trying to have a social life may
experience role overload.
76.
Roberto finds his job description and the criteria for promotion vague, an example of role
ambiguity.
11–54
77.
Burnout is a state of emotional, mental, and physical exhaustion, expressed as listlessness,
indifference, or frustration.
78.
Extra staff to cover the lunch hour rush for a busy downtown restaurant, Salads and Soup, is
an example of a buffer that the manager used to prevent employee burnout, as well as meet
customer demand.
79.
Employee assistance programs (EAPs) are aimed at helping employees cope with stress,
burnout, substance abuse, health-related problems, family and marital issues, and any general
problem that negatively influences job performance.
Multiple Choice Questions
80.
Workplace stress diminishes all of the following except _____.
81.
Stable psychological traits and behavioral attributes that give a person her identity are known
as her _____.
82.
Which of the following is not one of the Big Five personality dimensions?
83.
______ is the personality dimension that describes how intellectual, imaginative, curious, and
broad-minded a person is.
84.
______ is the personality dimension that describes how achievement-oriented and persistent
a person is.
85.
Matt is frequently nervous, tense, and worried, both at work and at home. He likely scores low
on which of the Big Five personality dimensions?
86.
Julie really enjoys mingling at work functions, both to network for new contacts and simply to
share stories with other interesting people. Julie probably scores high in _____.
87.
______ has been associated with success for managers and salespeople.
88.
Which of the following is not a Big Five Personality dimension?
89.
A person who is apt to take initiative and persevere to influence the environment is said to
have a(n) ______ personality.
90.
If you have a(n) ____________, you believe you control your own destiny.
91.
People with ______ exhibit less anxiety, greater motivation, and stronger expectations that
effort leads to performance.
92.
Employees with a(n) ______ locus of control will probably resist close managerial supervision
and should probably be placed in jobs requiring high initiative and lower compliance.
93.
Caroline’s manager notices that she exhibits an internal locus of control when she speaks
about her work. Her manager should _____.
94.
__________ is the extent to which people feel secure and unworried and how likely they are to
experience negative emotions under pressure.
95.
Boring, tedious jobs generally reduce people’s perceptions of their _____.
96.
Brad supervises several employees who seem to have low self-efficacy. To improve this, he
should do all the following except _____.
97.
_____________ is the extent to which people like or dislike themselves.
98.
People with low self-esteem ______ than those with higher self-esteem.
99.
If a manager knows one of his employees has low self-esteem and wishes to enhance it, he
should _____.
100.
People high in ______ are responsive to others’ social and interpersonal cues.
101.
Those high in this emotional intelligence trait tend to be empathetic.
102.
_________________ is “the ability to carry out accurate reasoning about emotions and the
ability to use emotions and emotional knowledge to enhance thought.”
103.
Which of the following is not a trait of emotional intelligence?
104.
_______________ is the ability to control your emotions and act with honesty and integrity in
reliable and adaptable ways.
105.
Organizational ______ tries to explain and predict workplace behavior to help managers better
lead and motivate others.
106.
________ are abstract ideals that guide one’s thinking and behavior across all situations.
107.
Surveys show that employees are more interested in ______ rather than just earning a
paycheck.
108.
The three components of ______ are affective, cognitive, and behavioral.
109.
The ______ component of an attitude consists of the beliefs and knowledge one has about a
situation.
110.
The statement “I really don’t like that Ivan got so angry in that meeting” reflects the ______
component of an attitude.
111.
The statement “I won’t give Jim such a tight deadline again” reflects the ______ component of
an attitude.
112.
The statement “Drew is slow to return phone calls” reflects the ______ component of an
attitude.