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Chapter 2 Creating a Positive Work Environment: Attitudes, Values, Ethics
MULTIPLE CHOICE
- What is an enduring belief that a particular behaviour or end state of existence is preferred? a. a message
- a value
- an ethic
- an attitude
ANS: B PTS: 1 DIF: Easy REF: p. 37
OBJ: 3 BLM: Knowledge
- Organizations need to understand the differences their employees bring and do what with these differences?
- change
- allow
- ignore
- leverage
ANS: D PTS: 1 DIF: Hard REF: p. 37
OBJ: 3 BLM: Application
- All of the following are considered terminal values EXCEPT
- self-control.
ANS: C PTS: 1 DIF: Moderate REF: p. 37
OBJ: 3 BLM: Comprehension
- Which of the following is not an instrumental value?
- helpfulness
- independence
- self-respect
- courage
ANS: C PTS: 1 DIF: Moderate REF: p. 37
OBJ: 3 BLM: Comprehension
- The goals to be achieved, or the end states of existence, are called
- instrumental values.
- terminal values.
- lifelong values.
- permanent values.
ANS: B PTS: 1 DIF: Easy REF: p. 37
OBJ: 3 BLM: Knowledge
- The four primary diversity factors that influence values include which of the following? a. age, gender, and ethnicity
- age, gender, and income level
- ethnicity, age, and income level
- educational level, age, and gender
ANS: A PTS: 1 DIF: Moderate REF: p. 37
OBJ: 3 BLM: Comprehension
- What should organizations do in order to achieve a high level of job satisfaction among their employees?
- provide performance-based pay systems
- recruit and select people whose values closely match those of the organization
- recruit and select people who are highly motivated
- recruit and select people from only one generation
ANS: B PTS: 1 DIF: Moderate REF: p. 38
OBJ: 3 BLM: Application
- All of these factors are identified by Hofstede with the EXCEPTION of
- power distance.
- individual vs collectivism.
- masculinity vs. femininity.
- long vs. short-term orientation.
- gender equalitarianism.
ANS: E PTS: 1 DIF: Moderate REF: p. 39
OBJ: 3 BLM: Knowledge
- Morgan, a car salesman, has just sold a car to a customer whom he strongly suspects will not be able to pay for the car. Lee, his co-worker,carefully cautions customers against spending too much for a car and shows customers models that are within their budgets. What is most likely the reason for the difference in behaviour between Morgan and Lee?
- different values held by Morgan and Lee
- different needs for money
- cultural differences between Morgan and Lee
- different reward systems for Morgan and Lee
ANS: A PTS: 1 DIF: Moderate REF: p. 39
BLM: Application
- Which of the following is a valid criticism of Hostede’s work and the more recent GLOBE study?
- Individuals can decide which culture they wish to identify with.
- Hofstede and the GLOBE studies do not take subcultures into account.
- GLOBE addresses in-group collectivism, not societal collectivism.
- They are too similar to each other to provide a basis for comparison.
ANS: C PTS: 1 DIF: Hard REF: p. 39
OBJ: 3 BLM: Analysis
- For a transnational corporation, which of the following would be most true about culture?
- The transnational should follow the home country culture.
- The transnational should have a different culture in every country.
- Managers of the transnational should have the ability understand and work in several cultures.
- Managers in the transnational should focus on their own culture regardless of where they are.
ANS: C PTS: 1 DIF: Hard REF: p. 39
OBJ: 3 BLM: Application
- Which of the following is NOT a key cultural dimension identified by the GLOBE Study? a. performance orientation
- humane orientation
- uncertainty avoidance
- future orientation
- long-term vs. short-term orientation
ANS: E PTS: 1 DIF: Moderate REF: p. 39
OBJ: 3 BLM: Knowledge
- Sam has relocated to the Philippines, which has a high power distance culture. Which of the following behaviours would Sam expect to see?
- People like to work in teams consisting of managers and workers.
- Employees are aggressive in pursuing promotional opportunities.
- Employees will request clear distinctions between managers and workers.
- Managers will go to the beach while workers compete the work.
ANS: C PTS: 1 DIF: Moderate REF: p. 39
OBJ: 3 BLM: Application
- Sara, who is working in Argentina, which has an individualist culture, wishes to recognize the efforts and success of members of her team. What should she do?
- Offer a team reward to the team that puts forth the best effort.
- Offer a team reward and small individual reward to the most successful team.
- Offer individual rewards to members for their behaviour in the team.
- Offer an individual reward to the leaders of the team.
ANS: C PTS: 1 DIF: Moderate REF: p. 40
OBJ: 3 BLM: Application
- Connie, a Canadian, has just started a new assignment is Sweden. She called together the people who report to her and asked them how to improve the organization. No one responded. What would be the most likely cause of the lack of response?
- Swedish culture is high on collectivism.
- Swedish culture is low on power distance.
- Swedish culture is high on power distance.
- Swedish culture is low on assertiveness.
ANS: D PTS: 1 DIF: Hard REF: p. 40
OBJ: 3 BLM: Application
- The GLOBE dimension of gender differentiation is related to what view of ethics? a. utilitarian view
- deontology view
- cultural relativism
- locus of control
ANS: A PTS: 1 DIF: Hard REF: p. 40
OBJ: 3 BLM: Analysis
- Chan, from China, expects that he will have a very good job with his uncle’s business after graduation. What is the most likely explanation for this expectation?
- There is a high power distance in Chinese culture.
- There is high gender differentiation in Chinese culture.
- There is high performance orientation in Chinese culture.
- There is high in-group collectivism in Chinese culture.
ANS: D PTS: 1 DIF: Moderate REF: p. 41
OBJ: 3 BLM: Application
- Jill, who works in Ireland for a major American company, complains that the organization demands long hours of work including requiring that the employees work at noon, which is traditionally lunch time. What is the most likely cause of Jill’s complaint?
- North American culture has a higher performance orientation than Irish culture.
- North American culture has a higher power distance than Irish culture.
- North American culture has higher collectivism than Irish culture.
- North American culture has higher gender differentiation than Irish culture.
ANS: A PTS: 1 DIF: Moderate REF: p. 41
OBJ: 3 BLM: Application
- What does uncertainty avoidance refer to?
- how much a society relies on its social norms to explain unpredictable future events
- how much a society relies on its social norms to explain current events
- how much a society is concerned with the future
- how much an organization is concerned about the future
- none of the above
ANS: A PTS: 1 DIF: Moderate REF: p. 41
OBJ: 3 BLM: Comprehension
- Ron, working in Denmark with Danish employees, has told his employees that 50% of their pay will be determined based on the performance of the company using a formula that he does not know. Why would his employees accept this?
- Danish culture is high in power distance.
- Danish culture is high in uncertainty avoidance.
- Danish culture is high in future orientation.
- Danish culture is high in in-group collectivism.
ANS: B PTS: 1 DIF: Moderate REF: p. 41
OBJ: 3 BLM: Application
- A large transnational corporation is proud of and encourages volunteerism in communities by its employees. It has opened offices in countries that are low on humane orientation. How will staff members in these countries respond to the company’s encouragement?
- They will fully embrace it.
- They will tell their colleagues to volunteer.
- They will not see any point to volunteering.
- They will actively reject volunteering as an management ploy.
ANS: C PTS: 1 DIF: Hard REF: p. 41
OBJ: 3 BLM: Application
- What does an individual’s psychological tendency expressed by evaluating an entity with some degree of favour or disfavour reflect?
- an attitude
- one’s mood
- values
- beliefs
ANS: A PTS: 1 DIF: Easy REF: p. 42
OBJ: 4 BLM: Knowledge
- On what basis do attitudes develop?
- experience
- the interaction between information and experience
- evaluative responding
- understanding
ANS: C PTS: 1 DIF: Moderate REF: p. 42
OBJ: 4 BLM: Knowledge
- All of the following influence the relationship between attitudes and behaviours EXCEPT a. supervisor’s attitudes.
- attitude relevance.
- social constraints.
- personality factors.
ANS: A PTS: 1 DIF: Moderate REF: p. 42
OBJ: 4 BLM: Comprehension
- What are the two major influences on attitudes?
- observation and social learning
- direct experience and social learning
- heredity and social learning
- direct experience and heredity
ANS: B PTS: 1 DIF: Moderate REF: p. 43
OBJ: 4 BLM: Comprehension
- What do our responses to people and issues do over time?
- become stronger
- not change
- are based on our parent’s training
- evolve
ANS: D PTS: 1 DIF: Moderate REF: p. 43
OBJ: 4 BLM: Knowledge
- In social learning, the family, peer group, religious organizations, and culture shape an individual’s attitudes in a(n)
- direct manner.
- indirect manner.
- reciprocal manner.
- parallel manner.
ANS: B PTS: 1 DIF: Hard REF: p. 44
OBJ: 4 BLM: Knowledge
- Suppose there is a proposal to raise income taxes for those who earn $150,000 or more. If you are a low-income individual, your interest in this proposal would lack
- attitude specificity.
- cognitive dissonance.
- attitude relevance.
- social constraints.
ANS: C PTS: 1 DIF: Hard REF: p. 44
OBJ: 4 BLM: Comprehension
- Mildred works in an organization with people from all parts of the world. In order to ensure her organization operates effectively, Mildred should
- create a set of corporate values to which all employees conform.
- create rules but understand that there are diverse values among employees.
- choose the values of the group to which the majority of employees belong and apply those values.
- recognize that values are not important in business.
ANS: B PTS: 1 DIF: Hard REF: p. 44
OBJ: 3 BLM: Application
- Substantial social learning occurs through which process in which individuals acquire attitudes by merely observing others?
- dissonance
- affect
- modelling
- heredity
ANS: C PTS: 1 DIF: Moderate REF: p. 44
OBJ: 4 BLM: Knowledge
- A relationship is stronger if the time between the attitude measurement and the observed behaviour is
- more intense.
- less intense.
ANS: B PTS: 1 DIF: Moderate REF: p. 44
OBJ: 4 BLM: Comprehension
- Attitudes are learned and two major influences include
- repeated behaviour and affect.
- direct experience and social learning.
- cognitive dissonance and negative affectivity.
- random behaviour modelling and unconscious motivation.
ANS: B PTS: 1 DIF: Moderate REF: p. 44
OBJ: 4 BLM: Knowledge
- What is a major reason that attitudes derived from direct experience are so powerful?
- They become a heuristic to assist in decision making.
- They are easily accessed and are active in our cognitive processes.
- They are accessible through the left part of the brain, which is more intuitive.
- They are the behavioural intention component of an attitude.
ANS: B PTS: 1 DIF: Moderate REF: p. 44
OBJ: 4 BLM: Comprehension
- The attitude-behaviour connection is much closer when
- attitudes are general.
- attitude measurement is done very close to the behaviour of interest.
- one’s personality exhibits high self-monitoring.
- the social context doesn’t reinforce the relationship between attitudes and behaviour.
ANS: B PTS: 1 DIF: Hard REF: p. 44
OBJ: 4 BLM: Comprehension
- All of the following are important work attitudes that managers can strive to improve among their employees EXCEPT
- job satisfaction.
- organizational commitment.
- employee engagement.
- employee expertise.
ANS: D PTS: 1 DIF: Moderate REF: p. 44
OBJ: 4 BLM: Knowledge
- Your friend does not like accounting and, based on what he has told you, you decide that you do not like accounting. According to research, what is likely to happen if you take an accounting course?
- You will not change your attitude toward accounting.
- You are more likely to change your attitude than if your attitude had been formed based on your own experience of accounting.
- You are less likely to change your attitude than if your attitude had been formed based on your own experience of accounting.
- Your friend’s experience will have no effect on you.
ANS: B PTS: 1 DIF: Hard REF: p. 44
OBJ: 4 BLM: Application
- What moulds attitudes through group acceptance of individuals who express popular attitudes and through sanctions of those who do not?
- diversity
- value system
- peer pressure
- normative commitment
ANS: C PTS: 1 DIF: Moderate REF: p. 44
OBJ: 3 BLM: Comprehension
- Considering the definition of attitude, which of the following would be a reasonable conclusion?
- Attitudes are consistent for life.
- Attitudes and behaviour can be different.
- Attitudes are consistent across situations.
- Attitudes and values are the same.
ANS: B PTS: 1 DIF: Hard REF: p. 44
OBJ: 4 BLM: Analysis
- A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences reflects
- job involvement.
- job satisfaction.
- job morale.
ANS: B PTS: 1 DIF: Easy REF: p. 44
OBJ: 5 BLM: Knowledge
- Which of the following is NOT one of the five specific dimensions used to measure job satisfaction?
- pay
- work itself
- supervision
- congruence between work and purpose
ANS: D PTS: 1 DIF: Easy REF: p. 44
OBJ: 5 BLM: Comprehension
- John has been offered five weeks holiday at his new job. In John’s last job he had eight weeks holidays per year. John feels sad that his five weeks holidays are so short. Which of the following would best explain this situation?
- John places a very high value on holidays.
- John has developed an attitude that holidays should be long.
- John requires extrinsic rewards.
- John sees holidays as an important intrinsic reward.
ANS: B PTS: 1 DIF: Hard REF: p. 44
OBJ: 5 BLM: Analysis
- Dofasco employees working for local fundraising campaigns reflects
- organizational commitment.
- affective commitment.
- organizational citizenship behaviour.
- job involvement.
ANS: C PTS: 1 DIF: Easy REF: p. 44
OBJ: 5 BLM: Knowledge
- Job satisfaction has been shown to be related to organizational citizenship, which is
- the tendency to exhibit strong ethical behaviour.
- behaviour that is above and beyond the call of duty in behalf of the organization.
- loyalty to the organization.
- the tendency to look for the positive within organizations.
ANS: B PTS: 1 DIF: Easy REF: p. 44
OBJ: 5 BLM: Knowledge
- Job satisfaction can be determined by looking at all of the following EXCEPT a. the work itself.
- the economic success of the company.
- promotion opportunity.
- effectiveness of supervision.
ANS: B PTS: 1 DIF: Moderate REF: p. 45
OBJ: 5 BLM: Application
- According to considerable research, the relationship between job satisfaction and job performance is
- strong and direct.
- strong and negative.
- positive for women and negative for men.
ANS: C PTS: 1 DIF: Moderate REF: p. 45
OBJ: 5 BLM: Knowledge
- The psychological contract is unwritten and implicit. Therefore, what steps should employers take when hiring new employees?
- Have a written contract for each employee.
- Be careful to set and manage rights and obligations.
- Leave conditions vague; they will be worked out in the psychological contract.
- Follow the directions of the Human Resource department.
ANS: B PTS: 1 DIF: Hard REF: p. 45
OBJ: 4 BLM: Analysis
- According to theory, how will Angela respond when her job ends as scheduled?
- She anticipates the end of the job; it will not be an issue.
- She will be very upset; the psychological contract is broken.
- She will be upset as her employment contract is broken.
- She will be upset as her employer should have known that she is relying on the organization.
ANS: B PTS: 1 DIF: Moderate REF: p. 45
OBJ: 4 BLM: Application
- When an employee remains with a firm because he or she faces significant exit barriers, this can be characterized as
- organizational citizenship.
- withdrawal syndrome.
- continuance commitment.
- dysfunctional attachment.
ANS: C PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Comprehension
- Employee loyalty toward the organization is a significant factor in
- job displacement.
- continuance commitment.
- affective commitment.
- employee turnover.
ANS: C PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Comprehension
- The strength of an individual’s identification with an organization is known as
- normative commitment.
- organizational commitment.
- continuance commitment.
- behavioural commitment.
ANS: B PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Knowledge
- When Mike joined BigCo, he was told that most employees are promoted within two years. Now, with an economic downturn and no chance of moving to a new job, Mike has not been promoted for four years. What is likely to be true of Mike?
- Job satisfaction decreases, continuance commitment decreases.
- Job satisfaction decreases, continuance commitment remains the same.
- Job satisfaction remains the same, continuance commitment decreases.
- Job satisfaction remains the same, continuance commitment remains the same.
ANS: B PTS: 1 DIF: Hard REF: p. 46
OBJ: 4 BLM: Comprehension
- Which of the following statements is true regarding job satisfaction and organizational commitment?
- They are reciprocally related.
- They are strongly positively related.
- Organizational commitment moderates the relationship between job satisfaction and performance.
- There is a curvilinear relationship between the two variables.
ANS: B PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Comprehension
- Which statement regarding the relationship between culture and job satisfaction is most accurate?
- Job satisfaction is not influenced by culture.
- Job satisfaction and participative techniques do not appear to be related when taking into account cultural differences.
- Culture does not appear to affect the factors (i.e., work itself) that lead to job satisfaction.
- Job satisfaction is significantly affected by culture but factors may differ.
ANS: D PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Knowledge
- Which of the following is NOT a type of organizational commitment? a. affective
- continuance
- normative
- behavioural
ANS: D PTS: 1 DIF: Easy REF: p. 46
OBJ: 5 BLM: Knowledge
- The type of organizational commitment that is based on an individual’s desire to remain in an organization is called
- intentional commitment.
- normative commitment.
- affective commitment.
- attitudinal commitment.
ANS: C PTS: 1 DIF: Easy REF: p. 46
OBJ: 5 BLM: Knowledge
- What is the possible relationship between organizational commitment and ethical behaviour?
- High affective commitment causes employees to accept the organization’s behaviour as ethical.
- High affective commitment cause employees to question the ethics of an organization’s behaviour.
- Organizational commitment and ethical behaviour cannot be related.
- Continuance commitment causes employees to accept the organization’s behaviour as ethical.
ANS: A PTS: 1 DIF: Hard REF: p. 46
OBJ: 5 BLM: Analysis
- If an employee is disengaged at work, all of the following work-related attitudes are possible:
- increased voice, increased neglect, decreased loyalty
- increased voice, decreased loyalty, increased retention
- increased neglect, decreased loyalty, increased retention
- increased retention, exit, and increased voice
ANS: A PTS: 1 DIF: Hard REF: p. 46
OBJ: 5 BLM: Comprehension
- A sense of employee engagement has what effect on motivation?
- It results in higher levels of motivation.
- It results in lower levels of motivation.
- It has no effect on the level of motivation.
- It has a slight lowering effect on the level of motivation.
ANS: A PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Application
- Julie refers to her employer as “home” and feels a very strong connection to her organization.
This indicates that Julie has
- high affective commitment.
- high continuance commitment.
- high job satisfaction.
- high normative commitment.
ANS: A PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Knowledge
- Uncle George had offered you your first job at a time when you really needed work and you are very grateful. You now have a much better offer but you have chosen to stay with Uncle George’s company. What are you demonstrating?
- high affective commitment
- excellent organizational citizenship behaviour
- high continuance commitment
- high normative commitment
ANS: D PTS: 1 DIF: Moderate REF: p. 46
OBJ: 5 BLM: Comprehension