The mid term exam:
Question number one :
1.Discuss three different criteria for ethical decision making.?
The right of free consent.
The right to privacy.
The right of freedom of conscience.
The right of free speech.
2. What is self-efficacy?
Self-efficacy is, according to psychologist Albert Bandura who originally proposed the concept, a personal judgment of "how well one can execute courses of action required to deal with prospective situations". Psychologists have studied self-efficacy from several perspectives.
3. Explain the three job redesign options.?
There are three ways a manager can redesign an employee's job: job enrichment, job enlargement and job rotation. Job enrichment provides an employee with more tasks to do as part of their job as well as the responsibility and authority needed to complete those additional tasks.
4. Discuss whether there
are gender differences regarding emotions .?
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It has been found that men and women more accurately display gender-stereotypic expressions, with men more accurately expressing anger, contempt and happiness, while women more accurately express fear and happiness.
5. What is team efficacy? eam efficacy?
Team effectiveness (also referred to as group effectiveness) is the capacity a team has to accomplish the goals or objectives administered by an authorized personnel or the organization.
6. What is communication apprehension?
Communication apprehension is the level of anxiety triggered by the real or anticipated communication act, as defined by McCroskey. The fear of judgment from the audience and self-image is what fuels the anxiety.
7. What are the key dimensions that underlie the concept of trust?
What are the key dimensions that underlie the concept of trust ? Recent evidence has identified five: integrity, competence, consistency, loyalty, and openness. Integrity refers to honesty, conscientiousness, and truthfulness
8. What are defensive behaviors?
Defensive behavior is defined as that behavior which occurs when an individual perceives threat or anticipates threat in the group. The person who behaves defensively, even though he or she also gives some attention to the common task, devotes an appreciable portion of energy to defending himself or herself.
9. Identify the five primary conflict-handling intentions, giving the title of each and the
cooperative and assertiveness dimensions of each.?
Conflict-handling intentions based on 2 dimensions of cooperativeness and assertiveness. Degree to which one party attempts to satisfy other party's concerns. Degree to which one party attempts to satisfy its own concerns. Competing, collaborating, avoiding, accommodating, compromising.
10. What is workforce spirituality?
A spiritual culture that recognizes that employees have both a mind and a spirit seek to find meaning and purposes in their work, and desire to connect with other employees and be part of a community. ... Rather, workplace spirituality is about recognizing that takes place in the context of an organizational community.
11. Describe the advantages and disadvantages of the selection interview.
A) - Conducting interview studies can be very costly as well as very time-consuming.
B) - An interview can cause biases. ...
C) - Interview studies provide less anonymity, which is a big concern for many respondents.
12. Explain how Fred Luthans differentiates between successful and effective managers.?
In his piece, “Successful vs. Effective Real Managers”, Fred Luthans opines that there may be very little in common between success and effectiveness. He contends that being an “astute politician” – as many successful managers are – does not require being effective
13. How can managers shape employee behavior?
According to Robbins and Judge, positive reinforcement, negative reinforce, punishment and extinction are the four methods used by managers to shape employees behavior. Positive reinforcement, one of the methods most frequently used, rewards employees for performing well (Robbins, S, & Judge, T. , 2007).
14. List and explain the four ways employees can express job dissatisfaction.?
Neglect: Passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate.
2. Exit and neglect behaviors encompass our performance variables—productivity, absenteeism, and turnover. 3. Voice and loyalty are constructive behaviors allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, where low job satisfaction is coupled with low turnover. E. Job Satisfaction and OCB 1. It seems logical to assume that job satisfaction should be a major determinant of an employee’s organizational citizenship behavior. More recent evidence, however, suggests that satisfaction influences OCB, but through perceptions of fairness. 2. There is a modest overall relationship between job satisfaction and OCB. 3. Basically, job satisfaction comes down to conceptions of fair outcomes, treatment, and procedures. When you trust your employer, you are more likely to engage in behaviors that go beyond your formal job requirements. F. Job Satisfaction and Customer Satisfaction 1. Evidence indicates that satisfied employees increase customer satisfaction and loyalty. 2. Customer retention and defection are highly dependent on how front-line employees deal with customers. Satisfied employees are more likely to be friendly, upbeat, and responsive. Customers appreciate that. 3. Dissatisfied customers can also increase an employee’s dissatisfaction. The more employees work with rude and thoughtless customers, the more likely they are to be dissatisfied.
15. Discuss the “Big Five” model of personality.?
The five factors are:
Openness to experience (inventive/curious vs. consistent/cautious)
Conscientiousness (efficient/organized vs. easy-going/careless)
Extroversion (outgoing/energetic vs. solitary/reserved)
Agreeableness (friendly/compassionate vs. challenging/detached)
Neuroticism (sensitive/nervous vs. secure/confident)
The five factors are represented by the acronym OCEAN or CANOE. Beneath each proposed global factor, there are a number of correlated and more specific primary factors. For example, extraversion is said to include such related qualities as gregariousness, assertiveness, excitement seeking, warmth, activity, and positive emotions.[4]
Family life and the way someone was raised will also affect these traits. Twin studies and other research have shown that about half of the variation between individuals results from their genetics and half from their environments. Researchers have found conscientiousness, extraversion, openness to experience, and neuroticism to be relatively stable from childhood through adulthood
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Big Five personality test traits
By Dr. Edwin van Thiel, updated February 11, 2020
Why do people respond differently to the same situations? In contemporary psychology, the Big Five traits of personality are five broad domains which define human personality and account for individual differences. This article tells you more about the Big Five personality theory. After reading it, take our free personality test to determine your own Big Five personality type.
History of Big Five personality theory
Several independent sets of researchers discovered and defined the five broad traits based on empirical, data-driven research. Ernest Tupes and Raymond Christal advanced the initial model, based on work done at the U.S. Air Force Personnel Laboratory in the late 1950s.1 J.M. Digman proposed his five factor model of personality in 19902, and Goldberg extended it to the highest level of organizations in 1993.3 In a personality test, the Five Factor Model or FFM4 and the Global Factors of personality5 may also be used to reference the Big Five traits.
15.What's your personality?
Find out more about you and your strengths.?
To the free personality test
Big Five personality traits
Human resources professionals often use the Big Five personality dimensions to help place employees. That is because these dimensions are considered to be the underlying traits that make up an individual’s overall personality.
16. Identify and briefly describe the five key traits in the Big Five personality model?
The Big Five personality traits are:
Openness
Conscientiousness
Extraversion
Agreeableness
Neuroticism
or OCEAN:
Openness - People who like to learn new things and enjoy new experiences usually score high in openness. Openness includes traits like being insightful and imaginative and having a wide variety of interests.
Conscientiousness - People that have a high degree of conscientiousness are reliable and prompt. Traits include being organized, methodic, and thorough.
Extraversion - Extraverts get their energy from interacting with others, while introverts get their energy from within themselves. Extraversion includes the traits of energetic, talkative, and assertive.
Agreeableness - These individuals are friendly, cooperative, and compassionate. People with low agreeableness may be more distant. Traits include being kind, affectionate, and sympathetic.
Neuroticism - Neuroticism is also sometimes called Emotional Stability. This dimension relates to one’s emotional stability and degree of negative emotions. People that score high on neuroticism often experience emotional instability and negative emotions. Traits include being moody and tense.
17. Discuss the importance of values.?
values inform our thoughts, words and actions.
Our values are important because they help us to grow and develop. They help us to create the future we want to experience. Every individual and every organisation is involved in making hundreds of decisions every day.
18. Discuss three different criteria for ethical decision making.
19. What is a quality circle?
A quality circle or quality control circle is a group of workers who do the same or similar work, who meet regularly to identify, analyze and solve work-related problems. It consists of minimum three and maximum twelve members in number.
20. Identify and describe the different types of communication flows.
There are four main types of communication flow within a business: downward communication, upward communication, horizontal communication and multi-directional communication. Historically, companies communicated unilaterally, with one boss at the top giving the orders to all below.
Question number two :
Occupation fulfillment or absence of it-relies on a beneficial, achieving connection among staff and the executives; for sure, the achievement of any association relies upon staff individuals who make the most of their employments and feel remunerated by their endeavors. At last, of the considerable number of individuals in the commercial center may endure the most when this indispensable achievement factor is deficient. In prior ages, numerous specialists have been coordinated on work fulfillment however this despite everything stays an issue for some associations. Definitely, we procured representative strengthening and work environment condition as the forerunners to comprehend their impact on work fulfillment, and further the effect of employment fulfillment on work dependability, work execution and turnover aim. A self-regulated poll was utilized for information assortment from a few associations. Helpful examining procedure was utilized and 200 polls were flowed out of which 150 were assigned for additional examination. SPSS is utilized for information investigation measurably. The outcomes indicated huge positive relationship of representative strengthening, working environment condition, work steadfastness and occupation 121 execution with work fulfillment. Besides, there is a noteworthy negative connection between work fulfillment and turnover expectation. The discoveries likewise show that there is no noteworthy connection of turnover expectation with representative strengthening and occupation execution just as citizenship.
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