GMGT 2070 QUIZ ONE QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026
Values - Answers concepts or beliefs that guide how we make decisions about and evaluations of
behaviors and events
value system - Answers a hierarchy based on a ranking of an individual's values in terms of their
intensity
Rokeach value survey - Answers consists of two sets of values, each containing 18 individual value
items
Terminal values - Answers goals that individuals would like to achieve during their lifetime
Instrumental values - Answers preferable ways of behaving
Ethical values - Answers related to moral judgments about right and wrong
seven general moral principles - Answers dignity of human life, autonomy, honesty, loyalty, fairness,
humaneness, the common good
autonomy - Answers all persons are intrinsically valuable and have the right to self determination
value dimensions of national culture - Answers power distance, individualism vs. collectivism,
masculinity vs. femininity, uncertain avoidance. long-term vs. short-term, indulgence vs. restraint
power distance - Answers a national culture attribute that describes the extent to which a society
accepts that power in institutions and organizations is distributed unequally
individualism - Answers national culture attribute that describes the degree to which people prefer to
act as individuals rather than as members of groups
Collectivism - Answers national culture attribute that describes a tight social framework in which
people expect others in groups of which they are a part to look after and protect them
Masculinity - Answers a national culture attribute that describes the extent to which the culture
favors traditional masculine work roles of achievement, power, and control. Societal values are
characterized by assertiveness and materialism
Femininity - Answers national culture attribute that sees little differentiation between male and
female roles; women are treated as equals of men in all respects
uncertainty avoidance - Answers a national culture attribute that describes the extent to which a
society feels threatened by uncertain and ambiguous situations and tries to avoid them
Long term orientation - Answers national culture attribute that emphasizes the future, thrift, and
tradition
Short-term orientation - Answers national culture attribute that emphasizes the here and now and
excepts change more readily
Restraint - Answers national culture attribute that emphasizes the importance of controlling the
gratification of needs
Indulgence - Answers national culture attribute that emphasizes the gratification of basic needs and
the desire to enjoy life
Attitudes - Answers positive or negative feelings about objects, people, or events
Cognitive component - Answers the opinion or belief segment of an attitude
Effective component - Answers the emotional or feeling segment of attitude
behavioral component - Answers an intention to behave in a certain way toward someone or
something
Job satisfaction - Answers a positive feeling about a job resulting from an evaluation of its
characteristics
Core self evaluation - Answers bottom line conclusions individuals have about their capabilities,
competence, and worth as a person
Response to job satisfaction - Answers exit, voice, neglect, loyalty
Organizational citizenship behavior - Answers discretionary behavior that is not part of an employee's
formal job requirements, but that nevertheless promotes the effective functioning of the organization
exit - Answers dissatisfaction expressed by actively attempting to leave the organization
voice - Answers dissatisfaction expressed by actively and constructively attempting to improve
conditions
loyalty - Answers dissatisfaction expressed by passively waiting for conditions to improve
neglect - Answers dissatisfaction expressed by passively allowing conditions to worsen
Counterproductive work behavior - Answers actions that actively damage the organization, including
stealing, behaving aggressively toward co-workers, or being late or absent
, Organizational commitment - Answers degree to which an employee identifies with a particular
organization and its goals, and wishes to maintain membership in the organization
three types of commitment - Answers affective, normative, continuance
affective commitment - Answers individual's emotional attachment to and identification with an
organization, and a belief in its values
normative commitment - Answers the obligation an individual feel to stay with an organization
continuance commitment - Answers an individual's calculation to stay with an organization based on
the perceived costs of leaving the organization
Job involvement - Answers the degree to which a person identifies with a job, actively participates in
it, and considers performance important to self worth
Psychological empowerment - Answers an employee's belief in the degree to which they affect their
work environment, their competence, the meaningfulness of their job, and their perceived autonomy
in their work
Perceived organizational support - Answers the degree to which employees believe an organization
values their contribution and cares about their well being
employee engagement - Answers an individual's involvement with, satisfaction with, and enthusiasm
for the work they do
surface level diversity - Answers the differences in easily perceived characteristics. Such as gender,
race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but may
activate certain stereotypes
deep level diversity - Answers the difference in values, personality, and work preferences that
become progressively more important for determining similarity as people get to know one another
protected groups - Answers the four groups designated by the employment equity act as the
beneficiaries of employment equity (women, disabled, aboriginal, visible minorities)
cultural intelligence - Answers the ability to understand someone's unfamiliar and ambiguous
gestures in the same way as would people from that person's culture
cultural intellegence profiles - Answers prvincial, analyst, natural, embassador, mimic, chameleon
provincial intelligence profile - Answers work best with people of similar background but have
difficulties working with those from different backgrounds
analyst intelligence profile - Answers analyze a foreign cultures rules and expectations to figure out
how to interact with others
natural intelligence profile - Answers they use intuition rather than systematic study to understand
those from other culture backgrounds
ambassador intelligence profile - Answers communicate convincingly that they fit in, even if they do
not know much abut the foreign culture
mimic intelligence profile - Answers control action and behaviors to match others even if they do not
understand the significance of the culture cues observed
chameleon intelligence profile - Answers high levels of all three CQ components. Chameleon may be
mistaken as being from the foreign culture
cultural code switching - Answers the ability to modify behavior in specific situations to accommodate
varying cultural norms
baby boomers - Answers mid 40s- mid 60s. material success is important, social recognition ranks
high. Believe ends can justify the means
gen X - Answers mid 60s- late 70s. value flexibility and job satisfaction, relationships are important,
less willing to make personal sacrifice for work
gen Y - Answers 79-94. seek meaning in their work. entrepreneurial. Socially responsible
francophone values - Answers group oriented, interpersonal, cooperative with cross-cultural-ism,
value affiliation
anglophone values - Answers individualist, task-centered, autonomy
aboriginal values - Answers collectivist, community-orientated, sense of family in work, loyal,
consensual decision making
Perception - Answers the process by which we organize and interpret impressions to give meaning to
our environment
The perceiver - Answers you looking at a target and being influenced by your personal characteristics
Attribution theory - Answers the theory that when we observe what seems like atypical behavior by
an individual, we attempt to determine whether it is internally or externally caused
Values - Answers concepts or beliefs that guide how we make decisions about and evaluations of
behaviors and events
value system - Answers a hierarchy based on a ranking of an individual's values in terms of their
intensity
Rokeach value survey - Answers consists of two sets of values, each containing 18 individual value
items
Terminal values - Answers goals that individuals would like to achieve during their lifetime
Instrumental values - Answers preferable ways of behaving
Ethical values - Answers related to moral judgments about right and wrong
seven general moral principles - Answers dignity of human life, autonomy, honesty, loyalty, fairness,
humaneness, the common good
autonomy - Answers all persons are intrinsically valuable and have the right to self determination
value dimensions of national culture - Answers power distance, individualism vs. collectivism,
masculinity vs. femininity, uncertain avoidance. long-term vs. short-term, indulgence vs. restraint
power distance - Answers a national culture attribute that describes the extent to which a society
accepts that power in institutions and organizations is distributed unequally
individualism - Answers national culture attribute that describes the degree to which people prefer to
act as individuals rather than as members of groups
Collectivism - Answers national culture attribute that describes a tight social framework in which
people expect others in groups of which they are a part to look after and protect them
Masculinity - Answers a national culture attribute that describes the extent to which the culture
favors traditional masculine work roles of achievement, power, and control. Societal values are
characterized by assertiveness and materialism
Femininity - Answers national culture attribute that sees little differentiation between male and
female roles; women are treated as equals of men in all respects
uncertainty avoidance - Answers a national culture attribute that describes the extent to which a
society feels threatened by uncertain and ambiguous situations and tries to avoid them
Long term orientation - Answers national culture attribute that emphasizes the future, thrift, and
tradition
Short-term orientation - Answers national culture attribute that emphasizes the here and now and
excepts change more readily
Restraint - Answers national culture attribute that emphasizes the importance of controlling the
gratification of needs
Indulgence - Answers national culture attribute that emphasizes the gratification of basic needs and
the desire to enjoy life
Attitudes - Answers positive or negative feelings about objects, people, or events
Cognitive component - Answers the opinion or belief segment of an attitude
Effective component - Answers the emotional or feeling segment of attitude
behavioral component - Answers an intention to behave in a certain way toward someone or
something
Job satisfaction - Answers a positive feeling about a job resulting from an evaluation of its
characteristics
Core self evaluation - Answers bottom line conclusions individuals have about their capabilities,
competence, and worth as a person
Response to job satisfaction - Answers exit, voice, neglect, loyalty
Organizational citizenship behavior - Answers discretionary behavior that is not part of an employee's
formal job requirements, but that nevertheless promotes the effective functioning of the organization
exit - Answers dissatisfaction expressed by actively attempting to leave the organization
voice - Answers dissatisfaction expressed by actively and constructively attempting to improve
conditions
loyalty - Answers dissatisfaction expressed by passively waiting for conditions to improve
neglect - Answers dissatisfaction expressed by passively allowing conditions to worsen
Counterproductive work behavior - Answers actions that actively damage the organization, including
stealing, behaving aggressively toward co-workers, or being late or absent
, Organizational commitment - Answers degree to which an employee identifies with a particular
organization and its goals, and wishes to maintain membership in the organization
three types of commitment - Answers affective, normative, continuance
affective commitment - Answers individual's emotional attachment to and identification with an
organization, and a belief in its values
normative commitment - Answers the obligation an individual feel to stay with an organization
continuance commitment - Answers an individual's calculation to stay with an organization based on
the perceived costs of leaving the organization
Job involvement - Answers the degree to which a person identifies with a job, actively participates in
it, and considers performance important to self worth
Psychological empowerment - Answers an employee's belief in the degree to which they affect their
work environment, their competence, the meaningfulness of their job, and their perceived autonomy
in their work
Perceived organizational support - Answers the degree to which employees believe an organization
values their contribution and cares about their well being
employee engagement - Answers an individual's involvement with, satisfaction with, and enthusiasm
for the work they do
surface level diversity - Answers the differences in easily perceived characteristics. Such as gender,
race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but may
activate certain stereotypes
deep level diversity - Answers the difference in values, personality, and work preferences that
become progressively more important for determining similarity as people get to know one another
protected groups - Answers the four groups designated by the employment equity act as the
beneficiaries of employment equity (women, disabled, aboriginal, visible minorities)
cultural intelligence - Answers the ability to understand someone's unfamiliar and ambiguous
gestures in the same way as would people from that person's culture
cultural intellegence profiles - Answers prvincial, analyst, natural, embassador, mimic, chameleon
provincial intelligence profile - Answers work best with people of similar background but have
difficulties working with those from different backgrounds
analyst intelligence profile - Answers analyze a foreign cultures rules and expectations to figure out
how to interact with others
natural intelligence profile - Answers they use intuition rather than systematic study to understand
those from other culture backgrounds
ambassador intelligence profile - Answers communicate convincingly that they fit in, even if they do
not know much abut the foreign culture
mimic intelligence profile - Answers control action and behaviors to match others even if they do not
understand the significance of the culture cues observed
chameleon intelligence profile - Answers high levels of all three CQ components. Chameleon may be
mistaken as being from the foreign culture
cultural code switching - Answers the ability to modify behavior in specific situations to accommodate
varying cultural norms
baby boomers - Answers mid 40s- mid 60s. material success is important, social recognition ranks
high. Believe ends can justify the means
gen X - Answers mid 60s- late 70s. value flexibility and job satisfaction, relationships are important,
less willing to make personal sacrifice for work
gen Y - Answers 79-94. seek meaning in their work. entrepreneurial. Socially responsible
francophone values - Answers group oriented, interpersonal, cooperative with cross-cultural-ism,
value affiliation
anglophone values - Answers individualist, task-centered, autonomy
aboriginal values - Answers collectivist, community-orientated, sense of family in work, loyal,
consensual decision making
Perception - Answers the process by which we organize and interpret impressions to give meaning to
our environment
The perceiver - Answers you looking at a target and being influenced by your personal characteristics
Attribution theory - Answers the theory that when we observe what seems like atypical behavior by
an individual, we attempt to determine whether it is internally or externally caused
