Q&A Hero

Q: (p. 71) Sean was recently added to the marketing team at Axon International. He will be starting at the company in two weeks. Sean has had the reputation of being an expert in ad campaigns and catching the nerve of the target audience. However, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. As soon as Amanda heard about Sean joining the team, she turned in her resignation. Ashton, another team member, called Sean and held a lunch meeting to express all the team members' concerns. He tried to reason with Sean to smooth things out before he formally joins the team. Amanda's reaction can be described as _____. A. voice B. neglect C. loyalty D. exit E. ignorance

Q: Andrew belongs to a culture in which most people including Andrew have freedom in their economic and political pursuits. Further, this culture gives priority to Andrew's interests over the interests of the relevant social unit. Which of the following cultural dimensions is Andrew a part of? A. Collectivism B. Polychronism C. Individualism D. Traditionalism E. Monochronism

Q: (p. 71) Which of the following types of employees possesses high commitment and high performance and are held up as role models for other employees? A. Dogs B. Apathetics C. Stars D. Lone wolves E. Citizens

Q: People from _____ cultures emphasize personal responsibility for one's affairs. A. proximal B. polychronic C. high-context D. individualistic E. collectivist

Q: (p. 71) Which of the following types of employees possesses high commitment and low task performance but perform many of the voluntary "extra-role" activities that are needed to make the organization function smoothly? A. Stars B. Citizens C. Lone wolves D. Apathetics E. Dogs

Q: As defined by the GLOBE project, _____ reflects the extent to which society should encourage and reward people for being kind, fair, friendly, and generous. A. performance orientation B. humane orientation C. assertiveness D. uncertainty avoidance E. power distance

Q: (p. 71) "Citizens" is one of the four types of employees based on the degree of organizational commitment and task performance. "Citizens" are likely to respond to negative events with _____ because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization. A. loyalty B. exit C. neglect D. voice E. ignorance

Q: Based on information gathered in the GLOBE project, _____ reflects the extent to which individuals should be rewarded for improvement and excellence. A. performance orientation B. humane orientation C. assertiveness D. uncertainty avoidance E. power distance

Q: (p. 71) "Stars" is one of the four types of employees based on the degree of organizational commitment and task performance. "Stars" likely respond to negative events with _____ because they have the desire to improve the status quo and the credibility needed to inspire change. A. loyalty B. exit C. neglect D. voice E. ignorance

Q: Based on information gathered in the GLOBE project, _____ reflects how confrontational and dominant should individuals be in social relationships. A. power distance B. uncertainty avoidance C. performance orientation D. assertiveness E. future orientation

Q: (p. 71) Organizational commitment should increase the likelihood that an individual will respond to a negative work with _____ or _____. A. loyalty; neglect B. exit; loyalty C. voice; exit D. loyalty; voice E. neglect; exit

Q: Based on information gathered in the GLOBE project, _____ reflects how much effort should be put into minimizing sex discrimination and role inequalities. A. power distance B. uncertainty avoidance C. gender egalitarianism D. assertiveness E. future orientation

Q: (p. 71) Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with _____ or _____. A. exit; neglect B. loyalty; neglect C. neglect; voice D. exit; voice E. exit; loyalty

Q: Based on information gathered in the GLOBE project, _____ reflects the extent to which individuals have pride and loyalty for their family or organization. A. uncertainty avoidance B. in-group collectivism C. gender egalitarianism D. future orientation E. performance orientation

Q: (p. 71) Which of the following terms refers to a passive, destructive response in which interest and effort in the job declines? A. Exit B. Loyalty C. Voice D. Ignorance E. Neglect

Q: Based on information gathered in the GLOBE project, _____ reflects how much should leaders encourage and reward loyalty to the social unit, as opposed to the pursuit of individual goals. A. uncertainty avoidance B. assertiveness C. future orientation D. performance orientation E. institutional collectivism

Q: (p. 71) A passive, constructive response to negative events that maintains public support for the situation while the individual privately hopes for improvement is referred to as _____. A. voice B. exit C. neglect D. loyalty E. ignorance

Q: Based on information gathered in the GLOBE project, which of the following refers to uncertainty avoidance? A. The extent to which leaders should encourage and reward loyalty to the social unit. B. The extent to which people should rely on social norms and rules to limit unpredictability. C. The extent to which unequal distribution of power should be there in organizations and society. D. The extent to which confrontational and dominant individuals should be in social relationships. E. The extent to which people should delay gratification by planning and saving for the future.

Q: Based on information gathered in the GLOBE project, which of the following refers to power distance? A. The extent to which leaders should encourage and reward loyalty to the social unit. B. The extent to which people should rely on social norms and rules to avoid uncertainty. C. The extent to which unequal distribution of power should be there in organizations and society. D. The extent to which confrontational and powerful individuals should be in social relationships. E. The extent to which people should delay gratification by planning and saving for the future.

Q: (p. 71) An active, constructive response to a negative situation, in which individuals attempt to improve the situation, is referred to as _____. A. voice B. neglect C. loyalty D. exit E. honesty

Q: The Germans have a _____ culture where written and spoken words carry the burden of shared meanings. A. universalistic B. relativist C. low-context D. high-context E. collectivist

Q: (p. 71) An active, destructive response by which an individual either ends or restricts organizational membership is referred to as _____. A. voice B. exit C. loyalty D. neglect E. ignorance

Q: In _____ cultures, written and spoken words carry the burden of shared meaning. A. high-context B. low-context C. universalist D. polychronic E. relativist

Q: (p. 69) Red, Jess, and Frankare coworkers at Crossroad Inc. Having worked at CI for five years now, the three are discussing their career one day during lunch break when they heard Mary just quit and decided to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion. If he left for another company, he will not likely get this opportunity again. Ted replies to Frank that for him, it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Jess is exhibiting: A. continuance commitment. B. intuitive commitment. C. evaluative commitment. D. normative commitment. E. affective commitment.

Q: Lucy is being sent on a foreign assignment to Japan. She assumes that she can reach agreements in Japan on the basis of general trust, without the need for specific and legalistic contracts. She makes this assumption because she knows that Japan is _____.A. ethnocentricB. a low-context cultureC. a collectivistic cultureD. an individualistic cultureE. a high-context culture

Q: (p. 68) Frank, Jess, and Ted are coworkers at Crossroad Inc. Having worked at CI for five years now, the three are discussing their career one day during lunch break when they heard Mary just quit and decided to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion. If he left for another company, he will not likely get this opportunity again. Ted replies to Frank that for him, it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Frank is exhibiting: A. continuance commitment. B. affective commitment. C. evaluative commitment. D. normative commitment. E. associative commitment.

Q: Tracy is uncertain about entering into business negotiations before she has gotten to know her associates. She feels that trust needs to be established first. Tracy is probably from a(n) _____ culture.A. high power distanceB. low-contextC. high-contextD. individualisticE. collectivistic

Q: (p. 65) Jess, Frank, and Ted are coworkers at Crossroad Inc. Having worked at CI for five years now, the three are discussing their career one day during lunch break when they heard Mary just quit and decided to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion. If he left for another company, he will not likely get this opportunity again. Ted replies to Frank that for him, it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Ted is exhibiting: A. continuance commitment. B. affective commitment. C. obligation-based commitment. D. normative commitment. E. skill-based commitment.

Q: Laura is being sent on a foreign assignment to England. She expects that negotiations there may have some problems because she has a high need for a prolonged get-acquainted period, which is counter normative in the UK. Based on this information, Laura is likely from a(n) _____ culture.A. high power distanceB. low-contextC. high-contextD. individualisticE. collectivistic

Q: (p. 69) Nelson Roe works as an assistant coach for the Washington Wizards in the NBA. Recently he was offered the Head-coaching duties at the Portland Blazers. Though their terms and remuneration were very attractive and it would be a huge career move for Nelson, he declined the offer. He felt it was with Washington Wizards that he learned and developed as a coach, and that staying back at Washington Wizards is the right thing to do and is his obligation. This is an example of _____ commitment. A. continuance B. intuitive C. evaluative D. normative E. affective

Q: After working for her company for 25 years, Alice is being sent on a foreign assignment to Germany. She expects most negotiations there will go well since she is an expert in her field, has prepared all the documents thoroughly, and does not see the need for a prolonged get-acquainted period. She makes this assumption because she knows that Germany is ____.A. ethnocentricB. a low-context cultureC. a high-context cultureD. an individualistic cultureE. a collectivistic culture

Q: (p. 69) Normative commitment from employees can result from all of these EXCEPT: A. personal work principles of employees. B. organizational socialization. C. creating a feeling that the employee is in the organization's debt. D. increasing the organization's charitable activities. E. implementing a matrix structure in the organization.

Q: The majority of people from high-context cultures prefer:A. to get down to business first.B. negotiations to be as efficient as possible.C. to come to agreement by specific, legalistic contract.D. negotiations to be slow and ritualistic.E. expertise and performance.

Q: (p. 69) _____ commitment exists when there is a sense that staying at a firm is the "right" or "moral" thing to do. A. Normative B. Evaluative C. Social D. Continuance E. Affective

Q: People from high-context cultures prefer:A. to get down to business first.B. negotiations to be as efficient as possible.C. to come to agreement by specific, legalistic contract.D. to come to agreement by general trust.E. expertise and performance.

Q: People from low-context cultures most value:A. establishing social trust.B. personal relations and goodwill.C. expertise and performance.D. agreement by general trust.E. slow and ritualistic negotiations.

Q: (p. 69) The factors that increase normative commitment include: A. salary and other monetary benefits. B. availability of employment opportunities. C. a sense that the organization has invested in the employee. D. links to the local community. E. organizational culture.

Q: (p. 68) Miranda works for the United Bank at Madison. She feels over-worked and dislikes her job profile. But Miranda cannot quit because she needs the job to repay her education loan. What type of commitment does Miranda have? A. Continuance commitment B. Normative commitment C. Affective commitment D. Cognitive commitment E. Intuitive commitment

Q: People from low-context cultures prefer:A. to establish social trust first.B. to place great value on personal relations and goodwill.C. agreement by general trust.D. to get down to business first.E. slow and ritualistic negotiations.

Q: (p. 68) Which of the following is one of the three types of organizational commitment that focuses on personal and family issues more than the other two commitment types? A. Evaluative commitment B. Continuance commitment C. Associative commitment D. Affective commitment E. Normative commitment

Q: The Chinese have a _____ culture because they rely heavily on situational cues for meaning when perceiving and communicating with others. A. universalist B. relativist C. low-context D. high-context E. individualistic

Q: (p. 68) Which of the following terms refers to the work and nonwork forces that bind us to our current employer? A. Normative impact B. Affective influence C. Industry regulations D. Embeddedness E. Social influence

Q: People from _____ cultures rely heavily on situational cues for meaning. A. high-context B. low-context C. monochronic D. universalist E. relativist

Q: (p. 67) Maria is rather quiet at her work place. Her only friend at work, Nancy, quit the company a month ago. The _____ model suggests that Maria will soon quit her job because Nancy is not working in the same organization anymore. A. social identity B. continuance C. progression D. embedded E. social influence

Q: _____ is the ability to interpret ambiguous cross-cultural situations accurately. A. Ethnocentrism B. Colonial myopia C. Cultural cringe D. Cultural intelligence E. Cultural monochronism

Q: (p. 67) The _____ model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave. A. social influence B. affective C. continuance D. decay E. social identity

Q: _____ refers to the idea that there are always exceptions to the rule; individuals who do not fit the expected cultural pattern. A. Societal norm B. Cultural paradox C. Ethnocentrism D. Individualism E. Proxemics

Q: (p. 67) The _____ model suggests that employees with fewer bonds will be most likely to quit the organization. A. social influence B. social impact C. erosion D. decay E. continuity

Q: Patricia has lived in the US her entire life. She believes that the US is the greatest country in the world. Her belief is an example of ____. A. societal norm B. cultural paradox C. ethnocentrism D. collectivism E. cultural cringe

Q: (p. 66) Employees who feel a sense of _____ commitment tend to engage in more interpersonal and organizational citizenship behaviors, such as helping, sportsmanship, and boosterism. A. normative B. evaluative C. affective D. proactive E. continuance

Q: _____ is the belief that one's native country, culture, language, and behavior are superior to others. A. Ethnocentrism B. Cultural cringe C. Geocentrism D. Collectivism E. Cultural affectivity

Q: (p. 65) The term "focus of commitment" refers to all of the following EXCEPT: A. supervisors. B. company's top management. C. salary. D. specific coworkers. E. industry regulations.

Q: Societal culture is shaped by _____.A. personal values/ethicsB. organizational cultureC. expectationsD. the political/legal settingE. assumptions

Q: (p. 65) Which of the following terms refers to the various people, places, and things that can inspire a desire to remain a member of an organization? A. Focus of influence B. Focus of commitment C. Focus of attention D. Focus of performance E. Focus of dominance

Q: Culture generally remains below the threshold of conscious awareness because it involves _____ assumptions. A. innate B. taken-for-granted C. contextual D. inherent E. unrealistic

Q: (p. 64) Mauve has been working as the creative head at Juno Designs for the past 10 years. Her growth at Juno has made her one of the finest designers in the field. Of late Mauve has been receiving several offers and inquiries from head hunters from other companies. Mauve feels that she should stay with Juno Designs because her retirement benefit increases during her later years of service as opposed to her initial years of service. This is an example of _____ commitment. A. continuance B. affective C. ethical D. normative E. associative

Q: Most cultural lessons are learned: A. in school classrooms. B. by observing and imitating role models. C. through formal inculcation. D. in conventional religious settings. E. through on-the-job training programs.

Q: (p. 64) A desire to remain a member of an organization due to a feeling of obligation is called _____ commitment. A. continuance B. affective C. associative D. normative E. evaluative

Q: _____ is defined as a set of beliefs and values about what is desirable and undesirable in a community of people, and a set of formal or informal practices to support the values. A. Culture B. Proxemics C. Emotional intelligence D. Collectivism E. Vision

Q: (p. 64) "_____ commitment" is defined as a desire to remain a member of an organization because of an awareness of the costs associated with leaving it. A. Continuance B. Affective C. Associative D. Normative E. Situational

Q: Reentry shock is a potential trouble spot in foreign assignments.

Q: Jacklyn loves her job, admires her boss, believes in the goals and vision of the company. She can't imagine looking for or finding a better job. Jacklyn most likely would demonstrate ______. A. a high level of organizational commitment B. a normative level of organizational commitment C. high performance D. low performance E. daydreaming and socializing

Q: Cross-cultural training, including intensive language study, is the best way to avoid culture shock.

Q: (p. 64) The desire to remain a member of an organization due to emotional attachment to, and involvement with, that organization is called "_____ commitment." A. continuance B. affective C. evaluative D. normative E. associative

Q: Experiential training is the easiest cross-cultural training program.

Q: (p. 64) Which of the following is one of the three types of organizational commitment? A. Reactive commitment B. Associative commitment C. Normative commitment D. Proactive commitment E. Distributive commitment

Q: Predeparture training is limited to informational materials, including books, lectures, films, videos, and Internet searches.

Q: (p. 63) The set of actions that employees perform to avoid the work situation that may eventually culminate in the employee quitting the organization are referred to as _____ behavior. A. productivity B. commitment C. performance D. withdrawal E. citizenship

Q: People with unrealistic expectations tend to quit less often and be more satisfied than those with realistic expectations.

Q: (p. 63) Which of the following terms refers to the desire on the part of an employee to remain a member of the organization? A. Organizational efficacy B. Organizational control C. Organizational efficiency D. Organizational commitment E. Organizational effectiveness

Q: Expatriate North American women are viewed first and foremost by their hosts as being foreigners, and only secondly as being female.

Q: (p. 79) Transactional contracts are based on a narrow set of specific monetary obligations.

Q: A person is said to be repatriated when transferred to another country from their home country.

Q: (p. 79) Psychological contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.

Q: According to the findings of the GLOBE project, effective bargaining was seen as a universally negative leader attribute.

Q: The retirement of the Baby Boomers will have no effect on the country's economic output.

Q: According to the findings of the GLOBE project, self-centeredness was a universally liked leader attribute.

Q: (p. 79) Survivor syndrome refers to the anger, depression, fear, distrust, and guilt of the employees who remain after an organization downsizes.

Q: In his study of cultural dimensions, Hofstede concluded that cultural arrogance is a luxury that individuals, companies, and nations can no longer afford in a global economy.

Q: (p. 75) The progression model of withdrawal argues that the various withdrawal behaviors negatively correlate with one anotherthat doing one means you're less likely to do another. The idea is that any form of withdrawal can compensate for, or neutralize, a sense of dissatisfaction, which makes the other forms unnecessary.