Module 4

Question 1

What are values?

Answer 1

Values are what we consider good or bad and how we should and should not behave.

Question 2

What do people hold value over?

Answer 2

People hold value over tradition, social welfare, and power.

Question 3

How do Gen X and Y view work compared to boomers?

Answer 3

Gen X and Y see work as less central than boomers and are more inclined to value money, status, and career growth.

Question 4

Do all generations share the same values?

Answer 4

Yes, all generations share the same values but express them differently.

Question 5

What characterizes Traditionalists (1922-1945)?

Answer 5

Traditionalists are respectful of authority and have a high work ethic.

Question 6

What are the traits of Baby Boomers (1946-1964)?

Answer 6

Baby Boomers are optimistic workaholics.

Question 7

What defines Gen X (1965-1980)?

Answer 7

Gen X is skeptical, confident, and pragmatic.

Question 8

What are the characteristics of Millennials (Gen Y) (1981-2000)?

Answer 8

Millennials are confident, social, and demanding.

Question 9

What defines Gen Z (2001-2020)?

Answer 9

Gen Z is somewhat unfocused, independent, and creative.

Question 10

What is a key issue in cultural differences in value?

Answer 10

A lack of appreciation is a problem related to work-related values.

Question 11

What can cause failed business negotiations?

Answer 11

Failed business negotiations can be due to a lack of understanding and failure to adjust to other cultures.

Question 12

What is cultural distance?

Answer 12

Cultural distance is the extent to which cultures differ in values.

Question 13

How does cultural distance affect communication?

Answer 13

Good cultural distance impedes communication and makes negotiations difficult.

Question 14

What are tight cultures characterized by?

Answer 14

Tight cultures have strong, clear standards for behavior and strong sanctions for deviation from these standards.

Question 15

What defines loose cultures?

Answer 15

Loose cultures are flexible in terms of expected behavior and more forgiving of violations.

Question 16

What did Hofstede’s study discover?

Answer 16

Hofstede’s study discovered four basic dimensions along work-related values across cultures.

Question 17

What is power distance?

Answer 17

Power distance is the extent to which an unequal distribution of power is accepted in society.

Question 18

How do small and large power distance cultures differ?

Answer 18

In small power distance, inequality is minimized and superiors are accessible; in large power distance, inequality is accepted as natural and superiors are inaccessible.

Question 19

What is uncertainty avoidance?

Answer 19

Uncertainty avoidance is the extent to which people are uncomfortable with uncertain and ambiguous situations.

Question 20

How do strong and weak uncertainty avoidance cultures differ?

Answer 20

Strong uncertainty avoidance causes stress and emphasizes rules, while weak uncertainty avoidance is less concerned with rules.

Question 21

What characterizes masculine cultures?

Answer 21

Masculine cultures clearly differentiate gender roles, support the dominance of men, and stress economic performance.

Question 22

What defines feminine cultures?

Answer 22

Feminine cultures accept fluid gender roles, stress sexual equality, and prioritize quality of life.

Question 23

What is individualism/collectivism?

Answer 23

Individualistic societies stress independence, while collective cultures favor interdependence and loyalty to family or clan.

Question 24

Which countries are among the most individualistic?

Answer 24

The United States, Australia, Great Britain, and Canada are among the most individualistic societies.

Question 25

Which countries are among the most collective?

Answer 25

Venezuela, Colombia, and Pakistan are among the most collective cultures.

Question 26

What is long-term orientation?

Answer 26

Long-term orientation stresses persistence, perseverance, thrift, and attention to status differences.

Question 27

Which cultures tend to have a long-term orientation?

Answer 27

China, Hong Kong, Taiwan, Japan, and South Korea tend to have a long-term orientation.

Question 28

What is short-term orientation?

Answer 28

Short-term orientation stresses personal steadiness, stability, face-saving, and social niceties.

Question 29

Which countries are more short-term oriented?

Answer 29

Canada and the United States are more short-term oriented.

Question 30

How do attitudes influence behavior?

Answer 30

Attitudes influence behavior through the relationship: Belief + Value → attitude → behavior.

Question 31

Are attitudes always consistent with behavior?

Answer 31

No, attitudes are not always consistent with behavior.

Question 32

What is the discrepancy theory of job satisfaction?

Answer 32

job satisfaction depends on the difference between what people want from their job and what they actually get.

Question 33

What are key contributors to job satisfaction?

Answer 33

mentally challenging work, meaningful work, adequate compensation, career opportunities, and friendly or helpful colleagues.

Question 34

What are some consequences of job satisfaction?

Answer 34

- absence from work - turnover - performance - organizational citizenship behavior - counterproductive work behavior - customer satisfaction and profit.

Question 35

What is personality disposition in relation to job satisfaction?

Answer 35

Some people are predisposed by virtue of their personalities to be more or less satisfied with their jobs.

Question 36

How does extraversion relate to job satisfaction?

Answer 36

Extraverted people are more satisfied with their job.

Question 37

How does neuroticism relate to job satisfaction?

Answer 37

Neurotic individuals are less satisfied with their job.

Question 38

What is the difference between emotion and mood?

Answer 38

Emotion is an intense, short-lived feeling caused by a particular event, while mood is a less intense, longer-lived feeling.

Question 39

What is emotional contagion?

Answer 39

The tendency for moods and emotions to spread between people or a group.

Question 40

What is emotional labour?

Answer 40

The requirement for people to conform to certain 'display rules' in their job behaviour in spite of their true mood or emotions.

Question 41

What are the effects of suppressing negative emotions in the workplace?

Answer 41

The need to suppress negative emotions can cause stress.

Question 42

What are the effects of expressing positive emotions in the workplace?

Answer 42

The requirement to express positive emotions can reduce stress.

Question 43

What is affective events theory?

Answer 43

Our work life is made up of daily events that can affect how we feel, triggering immediate emotional reactions or changing our overall mood based on interpretation.

Question 44

What is the Honeymoon-Hangover Effect?

Answer 44

The concept that initial satisfaction can decline over time after starting a new job.

Question 45

How is job satisfaction related to job performance?

Answer 45

Job satisfaction is associated with higher job performance.

Question 46

What is the most important satisfaction facet for stimulating performance?

Answer 46

The content of the work itself.

Question 47

What are the defining characteristics of Organizational Citizenship Behaviour (OCB)?

Answer 47

OCB is voluntary, spontaneous, and contributes to organizational effectiveness.

Question 48

What are some forms that OCB might take?

Answer 48

Helping behaviour, conscientiousness to details, being a good sport, courtesy, and cooperation.

Question 49

What are the three types of organizational commitment?

Answer 49

Affective commitment, continuance commitment, and normative commitment.

Question 50

What is affective commitment?

Answer 50

Commitment based on a person’s identification and involvement with an organization; people stay because they want to.

Question 51

What is continuance commitment?

Answer 51

Commitment based on the costs of leaving an organization or lack of job alternatives; people stay because they have to.

Question 52

What is normative commitment?

Answer 52

Commitment based on ideology or a feeling of obligation to an organization; people stay because they think they should.

Question 53

Can organizational commitment apply to work teams or professions?

Answer 53

Yes, each type of commitment could also apply to one’s work team, union, or profession.