Question :
71. To help employees manage their multiple roles, companies have turned : 1250893
71. To help employees manage their multiple roles, companies have turned to a number of family-friendly policies that include all of the following EXCEPT:
A. provisions for child and elder care.
B. extended maternal and paternal leaves.
C. telecommuting.
D. traditional 40-hour work week schedules.
To help employees manage their multiple roles, companies have turned to a number of family-friendly policies to both recruit new talent and hold onto the talent they already have. These policies may include provisions for child care, elder care, flexible work schedules, job sharing, telecommuting, and extended maternal and paternal leaves.
72. All of the following are benefits of having a flexible work policy in an organization EXCEPT:
A. a recruitment aid.
B. decreasing share prices.
C. reduced absenteeism.
D. increased organizational citizenship behaviors.
Flexible work policy create some headaches for managers in terms of scheduling work and reporting requirements, they have a number of demonstrable benefits. First, the provision of these sorts of benefits is a recruitment aid that helps employers attract potential job applicants. 92 Second, once hired, flexible work arrangements result in reduced absenteeism. Third, over the long term, these programs result in higher levels of employee commitment to the organization.
73. The most important aspect of work in terms of generating satisfaction is:
A. an employee’s salary.
B. the degree to which it is meaningfully related to core values of the worker.
C. extrinsic rewards associated with the work.
D. a positive work environment.
Prosocial motivation is the degree to which people are energized to do their jobs because it helps other people.
74. The two primary sets of people in the organization who affect an individual’s job satisfaction are:
A. subordinates and supervisors.
B. supervisors and family members.
C. co-workers and subordinates.
D. supervisors and co-workers.
A person may be satisfied with her supervisor and co-workers for one of two reasons. First, she may have many of the same values, attitudes, and philosophies that the co-workers and supervisors have. Second, people may be satisfied with their supervisor and co-workers because they provide support that helps them achieve their own goals.
75. Which of the following is not a reason that people may be satisfied with their supervisors and co-workers?
A. They may share the same values.
B. They spend a great deal of time together.
C. The supervisor or co-worker provides social support.
D. They may share the same attitudes and philosophies.
A person may be satisfied with her supervisor and co-workers for one of two reasons. First, she may have many of the same values, attitudes, and philosophies that the co-workers and supervisors have. Second, people may be satisfied with their supervisor and co-workers because they provide support that helps them achieve their own goals.
76. Which of the following can be a powerful determinant of an organization’s culture?
A. Attraction-selection-attrition
B. Selection-attraction-attrition
C. Attrition-attraction-selection
D. Attrition-selection-attraction
If one cannot generate a unifying culture throughout an entire organization, it is worth noting that increases in job satisfaction can be derived simply from congruence among supervisors and subordinates at one level.
77. The degree to which the person is surrounded by other people who are sympathetic and caring is:
A. organization culture.
B. homogeneous environment.
C. attraction.
D. social support.
Social support is a strong predictor of job satisfaction and lower employee turnover.
78. Because of the powerful role played by supervisors and other more experienced workers in terms of supporting the organization’s culture, some organizations are going to great lengths to develop the _____ skills of their managers and other highly experienced employees.
A. leadership
B. mentoring
C. interpersonal
D. technical
Because a supportive environment reduces dissatisfaction, many organizations foster team building both on and off the job.
79. Organizations that foster team building both on and off the job attempt to reduce dissatisfaction caused by:
A. behavior settings.
B. the supportive environment.
C. organizational roles.
D. organizational tasks.
Group cohesiveness and support for individual group members will be increased through exposure and joint efforts.
80. Pay satisfaction deals with:
A. pay level and benefits.
B. intrinsic needs and extrinsic needs.
C. benefits and punishments.
D. pay structure and intrinsic needs.
One of the main dimensions of satisfaction with pay deals with pay levels relative to market wages. Satisfaction with benefits is another important dimension of overall pay satisfaction.
