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Q:
Under the FLSA, which of the following statements is true of child labor?
A. Children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor.
B. Children aged 14 and 15 may not be employed in any work associated with interstate commerce.
C. The FLSA's restrictions on the use of child labor apply to children younger than 18.
D. Children aged 18 and 19 may work only outside school hours, in jobs defined as nonhazardous, and for limited time periods.
E. All the states have laws requiring working papers or work permits for minors.
Q:
Ethnocentrism means that people are predisposed to believe that their race is inferior to others.
Q:
According to the FLSA, which of the following is most likely a nonexempt employee?
A. CEO
B. Senior administrative employee
C. Hourly-paid employee
D. Executive employee
E. Director
Q:
Inflation encourages workers to spend their income quickly, before their money loses its value.
Q:
_____ means that the employee is paid a given amount regardless of the number of hours worked or quality of the work.
A. Pay level
B. Nonexemption
C. Pay policy line
D. Piecework rate
E. Salary basis
Q:
Under the FLSA, exempt status of an employee depends on his/her:
A. job responsibilities and salary.
B. organizational commitment.
C. job title.
D. work experience.
E. job qualifications.
Q:
Inflation is a common economic condition that occurs only in developed countries.
Q:
In some nations, employee layoffs are restricted by law.
Q:
Which of the following is true of the Fair Labor Standards Act (FLSA)? A. The overtime rate under the FLSA is two and a half times the employee's hourly rate.B. It requires federal contractors to pay less than the prevailing wage rate.C. It permits a subminimum training wage equal to 95% of the minimum wage.D. Nonexempt employees are covered by FLSA and include most hourly workers.E. Under the FLSA, executive, professional, and administrative employees are considered nonexempt employees.
Q:
The penalties for major offenses may vary dramatically from culture to culture, but minor offenses are treated similarly.
Q:
Write a short note on exit interviews.
Q:
The lending of skilled people to a nation for training their local replacements may provide a lasting benefit to its development.
Q:
Describe how organizations contribute to employees job satisfaction and retain key employees by providing job complexity and meaningful work.
Q:
Power distance is frequently observed in Asian and South American countries.
Q:
Culture consists of the unwritten social rules that shape individual thought and behavior.
Q:
What is job satisfaction? Mention some aspects of job satisfaction.
Q:
Handling the social factors of operating a plant is easier than managing the technical factors of building it in the first place.
Q:
Explain alternative dispute resolution systems and the stages that generally constitute this system. Justify its increase in use.
Q:
Chapter 16
Organizational Behavior across Cultures
True/False Questions
Q:
Discuss the following approaches to discipline: hot-stove rule and progressive discipline.
Q:
Define the three types of counseling.
Q:
Describe the five functions of counseling.
Q:
What are the requirements that employers must meet to avoid wrongful discharge?
Q:
How do emotions impact counseling?
Q:
Is a Type A or Type B person more prone to stress?
Q:
Distinguish between involuntary and voluntary turnover, and give examples of each.
Q:
Define frustration. What are the most common reactions to frustration?
Q:
_____ can uncover reasons why employees leave and perhaps set the stage for some of them to return.
A. Mock interviews
B. Job Descriptive Indices
C. Pay Satisfaction Questionnaires
D. Exit interviews
E. Summary dismissals
Q:
List five typical causes of stress on the job.
Q:
A(n) _____ refers to the meeting of a departing employee with the employees supervisor and/or a human resource specialist to discuss the employees reasons for leaving.
A. exit interview
B. affirmative action
C. carve-out
D. observation interview
E. summary dismissal
Q:
What are the causes of trauma? What are the different types of trauma?
Q:
The _____ emphasizes specific aspects of satisfactionpay, the work itself, supervision, co-workers, and promotions.
A. outplacement policy
B. employee assistance program
C. job description index
D. novated lease system
E. profit-sharing program
Q:
Describe workplace trauma. How does it arise?
Q:
Which of the following aspects of satisfaction is emphasized in the job description index?
A. Outplacements
B. Promotions
C. Skills
D. Customers
E. Qualifications
Q:
What are the symptoms and effects of burnout?
Q:
The two sets of people in the organization who most affect an individual's job satisfaction are:
A. subordinates and supervisors.
B. supervisors and family members.
C. co-workers and subordinates.
D. supervisors and co-workers.
E. supervisors and upper-level managers.
Q:
List a few common physiological, psychological, or behavioral symptoms of unmanaged stress.
Q:
Maria is concerned about an unacceptable level of job dissatisfaction among a number of work teams in her organization, and she has determined the primary cause of the dissatisfaction is the uncertainty that exists among employees regarding what is expected of them. Based on this limited information, the most appropriate intervention would be:
A. factor comparison.
B. role analysis technique.
C. job rotation.
D. role carve-out
E. job coasting.
Q:
_____ counseling is a mutual relationship that establishes a cooperative exchange of ideas to help solve an employees problems. A) Directive B) Nondirective C) Participatory D) Virtual
Q:
An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:
A. role playing.
B. role analysis technique.
C. role carve-out.
D. role enrichment.
E. role overload.
Q:
In the role analysis technique, the people who directly interact with the person who is filling a new role is referred to as the persons:
A. role occupants.
B. role managers.
C. role set.
D. role sitters.
E. benchmarkers.
Q:
Which of the following statements best describes the difference between directive and nondirective counseling?
A) Solutions to current problems are emphasized in nondirective counseling; psychological adjustment is paramount in directive counseling.
B) In nondirective counseling, the employee is psychologically independent, whereas in directive counseling, the employee is psychologically dependent.
C) The manager controls the direction of the conversation in nondirective counseling; the employee controls the direction of the conversation in directive counseling.
D) In nondirective counseling, the responsibility for the solution lies with the manager, whereas in directive counseling, the responsibility for the solution lies with the employee.
Q:
Nondirective counseling is _____ centric.
A) management
B) organization
C) employer
D) employee
Q:
In the role analysis technique, role occupant refers to:
A. the person who is hiring the employee for a particular role in the organization.
B. the employee who fills a role in the organization.
C. the people who will directly interact with the employee filling a new role in the organization.
D. the people who have written guidelines for a new role in the organization.
E. the employees who are assigned the task to write expectations from a new role in the organization.
Q:
_____ counseling is the process of skillfully listening to and encouraging an employee to explain troublesome problems, understand them, and determine appropriate solutions.
A) Nondirective
B) Virtual
C) Participatory
D) Directive
Q:
To prevent job withdrawal, organizations therefore need to promote job satisfaction, a pleasant feeling resulting from the perception that ones job fulfills or allows for the fulfillment of ones important job values. This definition has three components:
A. compensation, working conditions, and peer support.
B. values, perceptions, and ideas of what is important.
C. job involvement, organizational commitment, and job withdrawal.
D. physical environment, social environment, and the person.
E. emotional, physical, and financial well-being.
Q:
_____ is seldom achieved in directive counseling.
A) Reassurance
B) Reorientation
C) Advice
D) Emotional release
Q:
Low job involvement and low organizational commitment are:
A. essentially the same thing.
B. examples of psychological withdrawal.
C. examples of physical withdrawal that are related to job dissatisfaction.
D. examples of behavior change.
E. examples of physiological withdrawal.
Q:
_____ counseling is the process of listening to an employees problem, deciding with the employee what should be done, and then telling and motivating the employee to do it.
A) Nondirective
B) Participatory
C) Directive
D) Virtual
Q:
Helen is very dissatisfied with her job situation, but she does not perceive any other employment opportunities, so she stays and spends most of the workday dreaming about nonwork matters. Which of the following behaviors is she experiencing?
A. Physical withdrawal
B. Psychological job withdrawal
C. Job coasting
D. Benchmarking
E. Whistle-blowing
Q:
In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in:
A. behavior change.
B. job coasting.
C. physical job withdrawal.
D. whistle-blowing.
E. emotional withdrawal.
Q:
Luke works as a manager at Fun Land, Inc. He is stressed with his job and hence talks to his supervisor about the issues he is facing. His supervisor encourages a change in his goals and values. Which of the following functions of counseling is most likely being exemplified in this scenario?
A) Advice
B) Reassurance
C) Clarified thinking
D) Reorientation
Q:
When employees cannot work with management to make changes, they may engage in ____, taking their charges to the media in the hope that if the public learns about the situation, the organization will be forced to change.
A. scapegoating
B. progressive discipline
C. class actions
D. media manipulation
E. whistle-blowing
Q:
Peter works as a sales manager at Zurin Labs, Inc. He is stressed about the problems that he faces, on a daily basis, with his customers. At the counseling session, his counselor gives him courage and confidence to handle his customers better. Which of the following functions of counseling is most likely to be at work in this scenario?
A) Reassurance
B) Reorientation
C) Clarified thinking
D) Advice
Q:
The amount of income associated with each job is called the:
A. pay rank.
B. pay status.
C. pay differential.
D. incentive pay.
E. pay level.
Q:
Jack recently joined LindLabs Inc. as an executive. He has trouble adjusting with his new work environment and hence opens up to the HR about the issues he is facing. In return, the HR coaches him about what he should do to make things easier. Which of the following functions of counseling is most likely to be at work in this scenario?
A) Reorientation
B) Reassurance
C) Advice
D) Release of emotional tension
Q:
Which of the following is the general objective of counseling?
A) To encourage fierce competition among employees
B) To improve the self-confidence of employees
C) To avoid potential future conflicts
D) To avoid managerial confrontation
Q:
Selma is a single mother who works full-time and attends to the needs of her two young children. Selma has opted to work from home for a short period after one her children had a road accident. Even though she works from home she often feels a lot of pressure in balancing her work and looking after her children. The term that best characterizes what Selma is experiencing is:
A. role ambiguity.
B. role carve-out.
C. role conflict.
D. job withdrawal.
E. role underload.
Q:
Which of the following statements is true of sabbatical leaves?
A) Employees who return after sabbatical leaves feel emotionally refreshed.
B) Sabbatical leaves increase the employee turnover in the organization.
C) Employees who return after sabbatical leaves experience workplace trauma at their jobs.
D) Sabbatical leaves encourage absenteeism in employees.
Q:
After an organization downsizes, it may expect so much of the remaining employees. This high expectation and demand results in a state of _____ for the employees.
A. role autonomy
B. role carve-out
C. role underload
D. role distance
E. role overload
Q:
Maria was recently told by the top management that they expected her to exercise more authority and leadership with her work group. Just two days prior to that, her team told her that while they appreciated the initiative she demonstrated, they expected her to be less authoritative and more democratic in the future. The term that best describes what Maria is experiencing is:
A. role carve-out.
B. role distance.
C. role conflict.
D. role underload.
E. role autonomy.
Q:
_____ is the complex set of emotional, physical, and social responses to a substantial loss in ones life.
A) Trauma
B) Grief
C) Frustration
D) Dissociation
Q:
All of the following are approaches to stress management EXCEPT _____.
A) preventing
B) escaping
C) coping
D) revolting
Q:
Foreign assignments can be highly disruptive to family members, and the resulting role _____ is the top reason that people quit overseas assignments.
A. autonomy
B. overload
C. underload
D. ambiguity
E. conflict
Q:
In the context of stress vulnerability, Type B people are typically _____.
A) impatient
B) aggressive
C) relaxed
D) dishonest
Q:
_____ is an employee's recognition that demands of the job are incompatible or contradictory.
A. Role conflict
B. Role overload
C. Role underload
D. Role ambiguity
E. Role autonomy
Q:
_____ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.
A. Role underload
B. Role ambiguity
C. Role conflict
D. Role overload
E. Role autonomy
Q:
In the context of stress vulnerability, Type A people are typically _____.
A) competitive
B) relaxed
C) easy going
D) passive
Q:
As a predictor of job dissatisfaction, nothing surpasses:
A. the nature of the task itself.
B. the geographical location of the firm.
C. negative affectivity.
D. relationships with co-workers.
E. negative self-evaluations.
Q:
According to the stress-performance model, as stress increases, performance tends to _____.
A) decrease
B) increase
C) stagnate
D) nullify
Q:
_____ is a result of a motivation being blocked to prevent one from reaching a desired goal.
A) Trauma
B) Dissociation
C) Frustration
D) Grief
Q:
When in situations they dislike, employees with positive core self-evaluation tend to:
A. experience high job dissatisfaction.
B. blame other people for their problems.
C. seek change in socially acceptable ways.
D. act aggressively toward others.
E. experience feelings of anger, guilt, and nervousness more than others.
Q:
Employees with negative affectivity tend to:
A. experience high job satisfaction.
B. experience feelings of anger, contempt, fear, and guilt.
C. seek change in socially acceptable ways.
D. look for the good in others, but not themselves.
E. think highly of themselves, but not others.
Q:
Which of the following stresses is most likely to be experienced by supervisors?
A) Fear of a hostile takeover attempt
B) Threat to job security by corporate downsizing
C) Pressure for short-term financial results
D) Pressure to increase the product quality
Q:
The positive or negative bottom-line opinions that individuals have of themselves are known as:
A. negative affectivities.
B. factor comparisons.
C. core self-evaluations.
D. fair representations.
E. behavioral models.
Q:
Which of the following stresses is most likely to be experienced by middle level managers?
A) Threat to job security by corporate downsizing
B) Pressure for short-term financial results
C) Fear of a hostile takeover attempt
D) Pressure of maintaining the required attendance at meetings
Q:
_____ means pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings.
A. Negative affectivity
B. Outplacement
C. Expatriation
D. Systemic discrimination
E. Cognitive withdrawal
Q:
Which of the following stresses is most likely to be experienced by executives?
A) Threat to job security by corporate downsizing
B) Pressure to increase the product quality
C) Pressure for short-term financial results
D) Pressure of maintaining the required attendance at meetings
Q:
Negative affectivity is related to dissatisfaction caused by:
A. unsafe working conditions.
B. employees personal disposition.
C. organizational roles.
D. social environments.
E. demanding superiors.
Q:
An employee, who is already an integral part of a project, is assigned another demanding project. The employee feels stressed because of the recent developments. Which of the following is most likely to have caused this stress?
A) Insecure job climate
B) Inadequate training in technology
C) Difference between company and employee values
D) Work overload