TEST BANK FOR ORGANIZATIONS BEHAVIOUR WITH
COMPLETE QUESTIONS AND REVIEWED CORRECT
ANSWERS ALREADY GRADED A+
1. Cognitive processes typically occur before emotional processes are initiated.
ANSWER-FALSE
Feedback: Emotions may have a greater influence on our perceptions and behaviors because emotional
processes often occur before cognitive processes and, consequently, influence the latter.
2. Emotions are brief events or "episodes."
ANSWER-TRUE
Feedback: Emotions are physiological, behavioral, and psychological episodes experienced toward an
object, person, or event that create a state of readiness. These "episodes" are very brief events that
typically subside or occur in waves lasting from milliseconds to a few minutes.
3. Emotional dissonance refers to the conflict experienced between the emotions we are required to
display and our true emotions in that situation.
ANSWER-TRUE
Feedback: Emotional dissonance is the psychological tension experiences when the emotions people are
required to display are quite different from the emotions they actually experience at the moment.
4. Jobs in which employees must frequently display emotions that oppose their genuine emotion require
more emotional labor.
ANSWER-TRUE
,Feedback: Emotional labor also potentially requires people to be something they are not, which can lead
to psychological separation from self. These problems are greater when employees need to frequently
display emotions that oppose their genuine emotions.
We have an expert-written solution to this problem!
5. Surface acting may result in stress and job burnout.
ANSWER-TRUE
Feedback: Employees often deal with emotional discrepancies by engaging in surface acting; they
pretend that they feel the expected emotion even though they actually experience a different emotion.
One problem with surface acting is that it can lead to higher stress and burnout.
6. Employees are more likely to quit their jobs and be absent from work if they are dissatisfied with their
jobs.
ANSWER-TRUE
Feedback: Job dissatisfaction builds over time and is eventually strong enough to motivate employees to
search for better work opportunities elsewhere. It also leads to reducing work effort, paying less
attention to quality, and increasing absenteeism and lateness.
7. The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction
by patiently waiting for the problem to work itself out or get resolved by others.
ANSWER-TRUE
Feedback: The exit-voice-loyalty-neglect model states that "loyalists" are employees who respond to
dissatisfaction by patiently waiting—some say they "suffer in silence"—for the problem to work itself
out or be resolved by others.
We have an expert-written solution to this problem!
8. The relationship between job satisfaction and job performance would likely be stronger if more
organizations provided valued rewards for good performance.
ANSWER-TRUE
,Feedback: Higher performers receive more rewards (including recognition) and consequently are more
satisfied than low-performing employees who receive fewer rewards. The connection between job
satisfaction and performance isn't stronger because many organizations do not reward good
performance very well.
9. Eustress refers to the short-term causes of stress, whereas distress refers to long-term causes.
ANSWER-FALSE
Feedback: Stress is caused by stressors. Stressors include any environmental conditions that place a
physical or emotional demand on a person. Eustress is a level of stress, which is a necessary part of life
because it activates and motivates people to achieve goals, change their environments, and succeed in
life's challenges.
10. According to general adaption syndrome, the alarm reaction stage activates various biochemical,
psychological, and behavioral mechanisms that give the individual more energy and engage coping
mechanisms to overcome or remove the source of stress.
ANSWER-FALSE
Feedback: The alarm reaction stage occurs when a threat or challenge activates the physiological stress
responses. Resistance activates various biochemical, psychological, and behavioral mechanisms that give
the individual more energy and engage coping mechanisms to overcome or remove the source of stress.
11. Sexual harassment occurs when a person experiences sexual conduct from others that unreasonably
interferes with work performance or creates an intimidating, hostile, or offensive working environment.
ANSWER-TRUE
Feedback: Sexual harassment is a specific type of harassment in which a person's employment or job
performance is conditional on unwanted sexual relations and/or the person experiences sexual conduct
from others (such as posting pornographic material) that unreasonably interferes with work
performance or creates an intimidating, hostile, or offensive working environment.
12. Work practices such as flexible and restricted work hours increase work-related stress.
ANSWER-FALSE
, Feedback: An important way to improve work/life balance is restricting the number of hours that
employees are expected to work and giving them flexibility in scheduling those hours. This practice
reduces stress.
13. Telecommuting is a way of helping employees withdraw from the stressor.
ANSWER-FALSE
Feedback: Telecommuting involves working from home or a site closer to home rather than commuting
a longer distance to the office every day. This is a way companies can remove the stressor from
employees' lives.
14. Vacations and holidays allow employees to withdraw from various organizational stressors and
reenergize for future challenges.
ANSWER-TRUE
Feedback: Temporarily withdrawing from stressors is the most frequent way that employees manage
stress. Vacations and holidays are
important opportunities for employees to recover from stress and reenergize for future challenges.
15. Many companies have fitness centers or subsidize the cost of membership at off-site centers. This
practice is intended to remove the stressor.
ANSWER-FALSE
Feedback: Fitness, relaxation, and meditation are techniques to control the consequences of stress
rather than changing the stress perceptions.
16. Emotions are defined as
A. feelings that are not directed toward anything in particular.
B. our judgments about what is right or wrong.
C. our intentions to act toward an attitude object.
D. the cluster of beliefs, assessed feelings, and behavioral intentions toward an attitude object.
COMPLETE QUESTIONS AND REVIEWED CORRECT
ANSWERS ALREADY GRADED A+
1. Cognitive processes typically occur before emotional processes are initiated.
ANSWER-FALSE
Feedback: Emotions may have a greater influence on our perceptions and behaviors because emotional
processes often occur before cognitive processes and, consequently, influence the latter.
2. Emotions are brief events or "episodes."
ANSWER-TRUE
Feedback: Emotions are physiological, behavioral, and psychological episodes experienced toward an
object, person, or event that create a state of readiness. These "episodes" are very brief events that
typically subside or occur in waves lasting from milliseconds to a few minutes.
3. Emotional dissonance refers to the conflict experienced between the emotions we are required to
display and our true emotions in that situation.
ANSWER-TRUE
Feedback: Emotional dissonance is the psychological tension experiences when the emotions people are
required to display are quite different from the emotions they actually experience at the moment.
4. Jobs in which employees must frequently display emotions that oppose their genuine emotion require
more emotional labor.
ANSWER-TRUE
,Feedback: Emotional labor also potentially requires people to be something they are not, which can lead
to psychological separation from self. These problems are greater when employees need to frequently
display emotions that oppose their genuine emotions.
We have an expert-written solution to this problem!
5. Surface acting may result in stress and job burnout.
ANSWER-TRUE
Feedback: Employees often deal with emotional discrepancies by engaging in surface acting; they
pretend that they feel the expected emotion even though they actually experience a different emotion.
One problem with surface acting is that it can lead to higher stress and burnout.
6. Employees are more likely to quit their jobs and be absent from work if they are dissatisfied with their
jobs.
ANSWER-TRUE
Feedback: Job dissatisfaction builds over time and is eventually strong enough to motivate employees to
search for better work opportunities elsewhere. It also leads to reducing work effort, paying less
attention to quality, and increasing absenteeism and lateness.
7. The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction
by patiently waiting for the problem to work itself out or get resolved by others.
ANSWER-TRUE
Feedback: The exit-voice-loyalty-neglect model states that "loyalists" are employees who respond to
dissatisfaction by patiently waiting—some say they "suffer in silence"—for the problem to work itself
out or be resolved by others.
We have an expert-written solution to this problem!
8. The relationship between job satisfaction and job performance would likely be stronger if more
organizations provided valued rewards for good performance.
ANSWER-TRUE
,Feedback: Higher performers receive more rewards (including recognition) and consequently are more
satisfied than low-performing employees who receive fewer rewards. The connection between job
satisfaction and performance isn't stronger because many organizations do not reward good
performance very well.
9. Eustress refers to the short-term causes of stress, whereas distress refers to long-term causes.
ANSWER-FALSE
Feedback: Stress is caused by stressors. Stressors include any environmental conditions that place a
physical or emotional demand on a person. Eustress is a level of stress, which is a necessary part of life
because it activates and motivates people to achieve goals, change their environments, and succeed in
life's challenges.
10. According to general adaption syndrome, the alarm reaction stage activates various biochemical,
psychological, and behavioral mechanisms that give the individual more energy and engage coping
mechanisms to overcome or remove the source of stress.
ANSWER-FALSE
Feedback: The alarm reaction stage occurs when a threat or challenge activates the physiological stress
responses. Resistance activates various biochemical, psychological, and behavioral mechanisms that give
the individual more energy and engage coping mechanisms to overcome or remove the source of stress.
11. Sexual harassment occurs when a person experiences sexual conduct from others that unreasonably
interferes with work performance or creates an intimidating, hostile, or offensive working environment.
ANSWER-TRUE
Feedback: Sexual harassment is a specific type of harassment in which a person's employment or job
performance is conditional on unwanted sexual relations and/or the person experiences sexual conduct
from others (such as posting pornographic material) that unreasonably interferes with work
performance or creates an intimidating, hostile, or offensive working environment.
12. Work practices such as flexible and restricted work hours increase work-related stress.
ANSWER-FALSE
, Feedback: An important way to improve work/life balance is restricting the number of hours that
employees are expected to work and giving them flexibility in scheduling those hours. This practice
reduces stress.
13. Telecommuting is a way of helping employees withdraw from the stressor.
ANSWER-FALSE
Feedback: Telecommuting involves working from home or a site closer to home rather than commuting
a longer distance to the office every day. This is a way companies can remove the stressor from
employees' lives.
14. Vacations and holidays allow employees to withdraw from various organizational stressors and
reenergize for future challenges.
ANSWER-TRUE
Feedback: Temporarily withdrawing from stressors is the most frequent way that employees manage
stress. Vacations and holidays are
important opportunities for employees to recover from stress and reenergize for future challenges.
15. Many companies have fitness centers or subsidize the cost of membership at off-site centers. This
practice is intended to remove the stressor.
ANSWER-FALSE
Feedback: Fitness, relaxation, and meditation are techniques to control the consequences of stress
rather than changing the stress perceptions.
16. Emotions are defined as
A. feelings that are not directed toward anything in particular.
B. our judgments about what is right or wrong.
C. our intentions to act toward an attitude object.
D. the cluster of beliefs, assessed feelings, and behavioral intentions toward an attitude object.
