Question : 96.Relationship management is: A.a negative, highly activated emotion. B.one of three types : 1243867

96.Relationship management is: 

A.a negative, highly activated emotion.

B.one of three types of organizational commitment.

C.an outcome of emotional dissonance.

D.the highest level of emotional intelligence.

E.the opposite of employability.

97.Self-awareness is the lowest level of _____. 

A.emotional intelligence

B.emotional labor

C.emotional dissonance

D.continuance commitment

E.affective commitment

98.The competency most strongly associated with social awareness is: 

A.conflict management.

B.empathy.

C.organizational comprehension.

D.self-esteem.

E.job performance.

99.Which of the following is a competency representing the highest level of emotional intelligence? 

A.Perceiving emotions of other people.

B.Understanding the meaning of one’s own emotions.

C.Managing dysfunctional emotions among staff.

D.Being more sensitive to subtle emotional responses.

E.Experiencing another person’s emotions.

100.Your boss has the highest level of emotional intelligence. Which of the following abilities does your boss possess? 

A.He is able to perceive his own emotions.

B.He is able to empathize with others.

C.He is able to understand the meaning of his own emotions.

D.He is able to calm employees when they are upset.

E.He is able to manage his own emotions.

101.Which of the following questions does not correctly estimate the level of job satisfaction among employees? 

A.”How flexible is your work timing?”

B.”How healthy is your relationship with your superiors?”

C.”How satisfied are you with your job?”

D.”How are the training methods at your work place?”

E.”How are the transport facilities at your work place?”

102.The exit-voice-loyalty-neglect (EVLN) model: 

A.outlines the four consequences of emotional intelligence.

B.identifies the four ways to manage employee emotions.

C.explains why the psychological contract differs between employees and their employers.

D.is a template for organizing and understanding the consequences of job dissatisfaction.

E.explains the main differences between affective commitment and continuance commitment.

103.Donald was unhappy that his company did not provide good transport facilities. He found it very strenuous to drive to work on his own, and this eventually led to job dissatisfaction. Hence, he recommended ways to solve this problem. According to the EVLN model, this information suggests that Donald’s main reaction to job dissatisfaction was: 

A.exit.

B.voice.

C.commitment.

D.loyalty.

E.neglect.

104.Shawna is dissatisfied with her boss for not supporting her work or recognizing her job performance. In spite of these problems, Shawna does not complain and does not intend to move elsewhere. Instead, she maintains her level of work effort and hopes the company will eventually correct these problems. According to the EVLN model, Shawna’s response is: 

A.exit.

B.voice.

C.employability.

D.loyalty.

E.neglect.

105.Which of the following statements about job satisfaction and job performance is true? 

A.Employees who are dissatisfied with their jobs do not have high job performance.

B.Job satisfaction has almost no effect on job performance.

C.Employees who are satisfied with their jobs have higher job performance.

D.Happy workers are less productive workers.

E.Employees have higher job satisfaction only after they have received a financial reward.