TF According To The Affective Events

Table of Content

According to the affective events theory, work events trigger positive or negative emotional reactions among employees and these reactions influence their job performance and satisfaction. True T IF: Activities that are formal or sedentary are more strongly associated with increases in positive mood than activities that are physical, informal, or epicurean. False NCO T/F: As we get older, we experience fewer negative emotions. True T/F: Deep acting is hiding inner feelings and foregoing emotional expressions in response to display rules.

False TIER Depressed people are more likely than others to use heuristics, or rules f thumb, to help make good decisions quickly. False T/F: Displayed emotions are innate and cannot be learned. False CNN T/F: Emotions can turn into moods when one loses focus on the event or object that started the feeling. True T/F: Emotions tend to last for several days, for a much longer time period than moods. False LID T/F: Moods are more intense than emotions and invariably arise because of a specific event acting as a stimulus.

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False wan T/F: Moods are usually accompanied by distinct facial expressions. False T/F: Negative affect is a mood dimension consisting of nervousness, stress, ND anxiety at the high end and relaxation, tranquility, and poise at the low end. False T IF: Nervousness is a pure marker of low negative affect. T/F: People in good moods tend to be more creative than people in bad moods. True T/F: People who have a stressful day at work also have trouble relaxing after they get off work. True T/F: Poor or reduced sleep impairs decision making and makes it difficult to control emotions.

True TIFF: Positivist offset may be defined as the tendency of most individuals to experience a negative mood when nothing in particular is going on. False TIER Studying facial expressions is a good way to identify basic emotions. T/F: Surface acting deals with felt emotions rather than displayed emotions. T/F: Surface acting refers to trying to modify one’s true inner feelings based on display rules. False T/F: The ability of people to detect and to manage emotional cues and information is known as emotional intelligence.

True T/F: The expression of emotions in speeches can be a critical element that makes people accept or reject a leader’s message. True T/F: The term affect intensity refers to the individual differences in the trench with which individuals experience their emotions. True TIFF: A drawback of self-report surveys is the level of accuracy. True TIER According to Hypotheses five value dimensions of national culture, people in a culture with long-term orientation look to the future and value thrift, persistence, and tradition.

True T/F: According to John Holland personality-job fit theory, individuals belonging to the conventional type prefer ambiguous activities that allow creative expression. False belonging to the realistic type are disorderly, impractical, and emotional. T/F: According to the Big Five model, a drawback of introverts is that they tend to be more impulsive than extravert’s and engage in risky behavior. False T/F: According to the Big Five model, a person who scores high on the openness to experience dimension is conventional and finds comfort in the familiar.

False T/F: According to the Big Five model, the agreeableness dimension refers to an individual’s propensity to defer to others. True TIFF: According to the Myers-Briggs Type Indicator (AMBIT) classification, people belonging to the judging type prefer control and like their world to be ordered ND structured. True T/F: According to the Myers-Briggs Type Indicator classification, people belonging to the feeling type use reason and logic to solve problems. False T/F: An individual’s value system is obtained by ranking the person’s values in terms of their intensity.

True TIER An organization in a dynamic and changing environment that needs employees who can easily change tasks and teams should seek individuals with personalities that fit with the organization’s overall culture rather than with a specific task. True T IF: As compared to observer-ratings surveys, self-reporting surveys are a utter predictor of success on the job. False T/F: High Mach employees win in the short term, but lose the gains in the long term because they are not well liked.

True TIER High Mach’s do exceptionally well in jobs which are administrative in nature and do not involve face-to-face communication. False TIER Millennial have high expectations, seek meaning in their work, and have life goals oriented toward becoming rich and famous. True T/F: People with positive core self-evaluations feel that they are powerless over their environment. False T/F: Research suggests that personality traits better predict behavior in weak tuitions than in strong ones. True T/F: The conscientiousness dimension of the Big Five model captures a person’s comfort level with relationships.

False T IF: The degree to which norms, cues, or standards dictate appropriate behavior is known as consistency. False T/F: Values contain a judgmental element in which they carry an individual’s ideas as to what is right, good, or desirable. True T/F:According to Hypotheses framework, individualism describes the degree to which people in a country accept that power in institutions and organizations is distributed unequally. False TIER According to the general dependence postulate, the greater Bi’s dependence on A, the more power B has over A.

False T/F: Dale Fisher is the manager of one branch of a retail chain. He often speaks with his customer service attendants about the value they bring to the company and encourages them to continue doing so. He knows that this approach of enhancing the worth of these executives and shaping their aspirations to do well is a more effective approach than using warnings and ultimatums. Dale is using the power tactic of an inspirational appeal here. True nor TIER Expert power is based on identification with a person who has desirable resources or personal traits.

False T/F: In countries that are more politically unstable, employees seem to demonstrate greater tolerance of intense political processes in the workplace T/F: Limited resources is one of the major reasons for the development of organizational politics. True T/F: People from collectivist countries tend to see power in personalized terms and as a legitimate means of advancing their personal ends, while those in individualistic countries see power in social terms and as a legitimate means of helping others.

False T IF: people with high political skills are able to exert their influence without others detecting it. True T IF: Power tactics that emphasize formal power are personal and inspirational appeals, rational persuasion, and consultation. False T/F: Self-promotion works well as an impression management technique for interviews as well as performance evaluations. False TIER Sexual harassment IS more likely to occur when there are small power differentials. False T/F: The coercive power base depends on fear of the negative results from failing to comply. True

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