Q&A Hero

Q: By simply saying "Thank you; I appreciate receiving this today" when a coworker provides you information ahead of schedule, you are can influence that person to timely submit work again in the future.

Q: You can help others to change their attitudes by changing the conditions that precede a behavior.

Q: Most differences between happy and unhappy individuals are based on external factors.

Q: According to the author of Who Moved My Cheese?, learning to cope with change is important for maintaining a positive attitude.

Q: While you can control or modify attitudes to some degree, it is basically impossible to change them once you reach adulthood.

Q: Your authors hold the position that life is largely determined by how you react to it, not what happens in it.

Q: Andrew occasionally mentions how he is coming along with training to run a marathon. His boss will probably be unappreciative of his self-absorbed attitude and endeavor.

Q: When Nina tells her manager that she doesn't feel she needs to attend various pay-for training sessions or utilize support services, her manager is likely to be thankful for her willing attitude to minimize company costs.

Q: Companies can make full use of the ideas, talents, experiences, and perspectives of their employees by limiting diversity.

Q: In most organizations, employees pay more attention to what supervisors and managers do than to what they say.

Q: Influencing another's attitudes through rewards and punishment is only a successful strategy for children.

Q: Jane stopped smoking because Mary, her older cousin whom she admires, disapproves and does not smoke. This is an example of the power of a peer group.

Q: A peer group consists of people who share a common interest and act as an information source for an individual member.

Q: It can be difficult, though not impossible, to unlearn negative attitudes.

Q: We develop negative or positive attitudes toward people, ideas, and events based upon our value systems.

Q: One of the most significant differences between high and low achievers is choice of career.

Q: In the conceptual age, workers and businesses that demonstrate empathetic attitudes will have a competitive advantage.

Q: Case 6.1 Martin is managing a production line in a manufacturing plant in the Midwest. Martin has a quality and productivity problem in one part of the manufacturing process. He discovers that his workers aren't sure what to do. When he asks why they didn't ask questions, the universal reply is, "We Midwesterners don't ask questions, we just do." Martin decides to address this problem by offering recognition rewards for anyone who asks the most job-related questions each month that lead to process improvements. Unfortunately, Martin finds the program doesn't work. When he further questions his workers, he discovers that no one wants to be the first to ask questions. As a group, workers still feel that they should figure it out on their own and not ask questions. Martin finds Carmen, one of the workers that everyone else admires, and talks her into being the first to ask questions as part of the program. After about a month, several other people begin to submit questions, and soon everyone in the plant is asking questions. Refer to Case 6.1.Which of the following attitudes does Martin most value in Carmen's willingness to ask the first questions? a. Team spirit b. Openness to change c. Appreciation of coworker diversity d. Health consciousness

Q: Case 6.1 Martin is managing a production line in a manufacturing plant in the Midwest. Martin has a quality and productivity problem in one part of the manufacturing process. He discovers that his workers aren't sure what to do. When he asks why they didn't ask questions, the universal reply is, "We Midwesterners don't ask questions, we just do." Martin decides to address this problem by offering recognition rewards for anyone who asks the most job-related questions each month that lead to process improvements. Unfortunately, Martin finds the program doesn't work. When he further questions his workers, he discovers that no one wants to be the first to ask questions. As a group, workers still feel that they should figure it out on their own and not ask questions. Martin finds Carmen, one of the workers that everyone else admires, and talks her into being the first to ask questions as part of the program. After about a month, several other people begin to submit questions, and soon everyone in the plant is asking questions. Refer to Case 6.1. Martin's initial solution to the problem is an example of using which influence to change individual attitudes about asking questions? a. Changing consequences b. Changing conditions c. Socialization through training d. Keeping an open mind

Q: Case 6.1 Martin is managing a production line in a manufacturing plant in the Midwest. Martin has a quality and productivity problem in one part of the manufacturing process. He discovers that his workers aren't sure what to do. When he asks why they didn't ask questions, the universal reply is, "We Midwesterners don't ask questions, we just do." Martin decides to address this problem by offering recognition rewards for anyone who asks the most job-related questions each month that lead to process improvements. Unfortunately, Martin finds the program doesn't work. When he further questions his workers, he discovers that no one wants to be the first to ask questions. As a group, workers still feel that they should figure it out on their own and not ask questions. Martin finds Carmen, one of the workers that everyone else admires, and talks her into being the first to ask questions as part of the program. After about a month, several other people begin to submit questions, and soon everyone in the plant is asking questions. Refer to Case 6.1. Martin's identification of Carmen is an example of using ____ to influence attitudes. a. culture b. socialization c. rewards and punishments d. role models

Q: Case 6.1 Martin is managing a production line in a manufacturing plant in the Midwest. Martin has a quality and productivity problem in one part of the manufacturing process. He discovers that his workers aren't sure what to do. When he asks why they didn't ask questions, the universal reply is, "We Midwesterners don't ask questions, we just do." Martin decides to address this problem by offering recognition rewards for anyone who asks the most job-related questions each month that lead to process improvements. Unfortunately, Martin finds the program doesn't work. When he further questions his workers, he discovers that no one wants to be the first to ask questions. As a group, workers still feel that they should figure it out on their own and not ask questions. Martin finds Carmen, one of the workers that everyone else admires, and talks her into being the first to ask questions as part of the program. After about a month, several other people begin to submit questions, and soon everyone in the plant is asking questions. Refer to Case 6.1. Martin's plan failed initially because he didn't consider the power of ____ on attitudes. a. the socialization process b. peer or reference groups c. role model identification d. rewards and punishments

Q: Case 6.1 Martin is managing a production line in a manufacturing plant in the Midwest. Martin has a quality and productivity problem in one part of the manufacturing process. He discovers that his workers aren't sure what to do. When he asks why they didn't ask questions, the universal reply is, "We Midwesterners don't ask questions, we just do." Martin decides to address this problem by offering recognition rewards for anyone who asks the most job-related questions each month that lead to process improvements. Unfortunately, Martin finds the program doesn't work. When he further questions his workers, he discovers that no one wants to be the first to ask questions. As a group, workers still feel that they should figure it out on their own and not ask questions. Martin finds Carmen, one of the workers that everyone else admires, and talks her into being the first to ask questions as part of the program. After about a month, several other people begin to submit questions, and soon everyone in the plant is asking questions. Refer to Case 6.1. The source of Martin's production and quality problem is an example of which influence on attitudes? a. Rewards and punishment b. Role models c. Peer or reference group d. Culture

Q: Improving employee's attitudes can increase a company's productivity. Ways to change employee's attitudes include a. focusing primarily on monetary rewards for employees. b. presenting opportunities for career development through conferences. c. encouraging management to develop friendships with their workers. d. buying the workers pizza.

Q: An important first step in changing your attitude is a. changing your lifestyle. b. asking your parents for feedback. c. asking your friends to change their attitudes with you. d. concentrating on positive things in your life.

Q: Henry wants to help one of his employees develop a more positive attitude about work. He should a. keep an open mind. b. alter the way the employee thinks. c. change the conditions surrounding the events that feed the employee's negative attitude. d. provide negative consequences for doing what is asked.

Q: Lena frequently agrees with the rest of her team in hopes that she will be accepted by her team members. She may lose control of her attitude due to a. cynicism. b. group think. c. having a closed mind. d. professional relationships.

Q: Which type of person is more likely to view problems as temporary setbacks rather than as barriers to success? a. Pessimists b. Optimists c. Introverts d. Directors

Q: The changing demographics of the global work force make which of the following attitudes especially important for success in the workplace? a. Self-leadership b. Valuing coworker diversity c. Being concerned about your own health and wellness d. Self-directed learning

Q: Despite facing a struggling economy, ABC Company offers its employees yoga and healthy cooking classes at lunch and after work. The company is attempting to a. reduce costs by promoting employee well-being. b. enhance employee spirituality. c. create self-directed learners. d. make employees work harder by offering additional benefits.

Q: Mandy's employer is going through a period of intense and rapid change. Mandy has begun rejecting any new work-related idea or practice, preferring to cling to the methods that her employer used before the changes began. Mandy is exhibiting which of the following negative attitudes concerning change? a. Tenacity b. Arrogance c. Inflexibility d. Traditionalism

Q: Ahmad was recently laid off from his job at Big Bank. When he was employed, he did not enjoy his job; however, now that his job is gone, he feels discouraged and hopeless. Ahmad needs to change his attitude and can do so by a. seeking support and happiness in his relationships. b. doing more things that he enjoys. c. discovering positive opportunities resulting from the layoff. d. doing all of these.

Q: While developing an eco-friendly cleaning wipe, Jackie suggested using a particular material, which triggered an idea in Jamal to try a similar but faster-dissolving material. The team adopted Jamal's idea, and the product succeeded. When Jamal's boss asked whose idea it was to use the choice of material, Jamal said it was his, but that he wouldn't have thought of it without Jackie's input. In this example, Jamal most clearly demonstrates which of the following employer-valued attitudes? a. Honesty and team spirit b. Health consciousness and culture appreciation c. Optimism and health consciousness d. Self-motivation and flexibility

Q: Rude behavior in the workplace such as using profanity and failure to say "please" and "thank you" demonstrates a lack of a. basic interpersonal skills. b. appreciation of coworker diversity. c. openness to change. d. self-motivation.

Q: Alex admires his manager, Susan, and considers her a role model. Susan often speaks about the importance of communication. At the same time, her busy schedule with external clients makes her very unavailable to Alex and other employees. During the rare chance that they are able to speak with her, she seems hurried and answers other calls and text messages. Alex is most likelyto develop an attitude that a. communicating with employees and clients are equally important. b. upward communication is valuable to managers. c. communicating with clients is less important than communicating with employees. d. internal communication is less important than external communication.

Q: As CEO of a very successful corganizeion, Joshua tries to show his enthusiasm and support for the work of his staff. They then demonstrate this approach to life to middle management. This continues down the chain of authority. We can then say that a. the socialization process works well. b. using role models influences our attitudes. c. success is a reflection of the attitudes of its leaders. d. the power of reference groups on perception is very strong.

Q: Sherry hates to do financial reports. Her boss encourages her when he gives her a financial report assignment and praises her when she gets it done on time and accurately. He is quite stern and scolds her if she complains about doing them. Over time, Sherry begins to feel more positively about doing the reports and actually comes to enjoy them. This is an example of the power of a. rewards and punishment in forming attitudes. b. the effect of role model identification on attitude formation. c. the socialization process at work. d. a peer group on the development of attitudes.

Q: Carlos teaches high school language arts classes. When selecting a reference group, he is most likely to choose a. several educators belonging to the National Council of Teachers of English. b. various school administrators. c. the high school student body. d. members of his family.

Q: Rafael sees his family achieve financial success through hard work. His parents and teachers talk about the importance of voting and being active in the community. As a result, Rafael develops strong attitudes about these issues. This is an example of a. the power of a peer group in forming attitudes. b. the socialization process. c. the power of attitudes within an organization. d. rewards and punishment in forming attitudes.

Q: Andrew Cherng's business culture shows that he feels personally responsible for his company's success. There seems to be a correlation of its growth and high performance with a. repeat customers. b. providing quality products. c. requiring a "human touch". d. his employees.

Q: Jasmine goes out of her way to display a caring attitude to one of her customers during a sales call. The customer establishes a long-term relationship with Jasmine's company. This is an example of a. the influence of role models on attitudes. b. how attitude can lead to success in someone's career. c. how an empathizer can be a powerful force in an organization. d. the power of a reference group on the formation of attitudes.

Q: Attitudes are our sincere thoughts. Which of the following statements is true about attitudes? a. They affect how we think, feel and act. b. They are the foundation upon which we develop our values. c. They are relatively easy to form and change. d. Attitudes can significantly affect our mental health but have little impact on our physical health.

Q: In Chapter 6, you were introduced to the popular, successful Panda Express chain of restaurants and the philosophy of it founders. Their emphasis on continuous learning and self-improvement exemplifies that competitive advantage in the marketplace can be achieved through a. hiring the right people. b. paying attention to employees. c. providing quick and accurate information. d. excellent customer service.

Q: Your individual values may be influenced by a number of factors, including your a. occupational prestige. b. religious training. c. external conflicts with others. d. income and social standing.

Q: One's ____ are those that consistently rank higher than others and define the kind of person one wants to be. a. character traits b. ethics c. values and beliefs d. core values

Q: MTV, the Wellness movement, and Watergate affected which generation? a. Matures b. Baby Boomers c. Generation X d. Generation Y / Millennials

Q: Authorities and authors of developing the human potential always highlight the improtance of a. having meaningful work. b. wellness programs. c. well-defined core values. d. integrity.

Q: Linda says she values education. Over the years she has had several employees that were working for her and earning their degrees at the same time. To support them, Linda allows them to flex their daily work hours. In this example, Linda demonstrates a. integrity. b. ethics. c. values. d. high self-esteem.

Q: Your internal values, your personal standards of behaviorhonesty, integrity, and moral strengthmake up your a. personality. b. character. c. ethical framework. d. conscience.

Q: What are some of the results of cultural differences in values and ethics in global business?

Q: What four questions should a whistle blower ask him/herself before doing so?

Q: When a person enters the workplace, they are often faced with the challenge of holding onto their values. Define values driftand identify three ways to prevent this from occurring.

Q: Describe how generational influences shape our values.

Q: How does the family influence the formation of our personal values?

Q: Identify three ways to prevent corporate crime.

Q: What is the relationship between character and personal integrity?

Q: By constantly monitoring your commitment to your values and intentionally reflecting on the values you hold dear, you can avoid ____________________.

Q: Sherron Watkins, formerly of Enron, and Cynthia Cooper, formerly of WorldCom, are prominent examples of ____________________.

Q: Family, financial security, and health are the top three most meaningful things to Miguel. They represent his ____________________ and strongly influence his behavior and the choices he makes.

Q: Distinct from personal values, ____________________ are guiding principles of a culture that define behavior as right, good, and proper.

Q: Advancing her career and spending time with family are important values to Allison. She feels stressed when her work commitments often spill over into weekends. The stress Allison feels is a result of ____________________.

Q: When we shape our behavior to resemble that of people we admire and embrace the qualities they value, we are ____________________.

Q: Thinking, feeling, choosing, acting, and ____________________ are the five parts of the valuing process to clarify and develop values.

Q: More enduring and deep-seated than our attitudes, ____________________ represent the enduring beliefs and strong preferences that motivate us.

Q: Adhering to personal moral values and practicing what you believe is one way to define ____________________.

Q: ____________________ is composed of personal standards of behavior including honesty, integrity, and moral strength.

Q: Whistle blowing can damage your career.

Q: Some companies feel that the key to success is developing their organization's value systems and then hiring people who share those values.

Q: Codes of ethics that are enforced without exception do little to create an ethical corporate culture.

Q: Employees may have to take integrity tests when applying for a job.

Q: In the business world a person is often faced with doing the right thing or doing the wrong thing.

Q: Good companies recognize the need to reconcile corporate and employee values.

Q: An important part of making right ethical decisions is achieving sufficient power and money to be able to do so.

Q: Value conflicts are less likely in workplaces that have workers from more than one generation.

Q: It is easier for an organization to manage for ethical pursuits than it is to manage for profits.

Q: Some feel that companies should look into value conflicts when trying to solve quality problems, absenteeism, and poor customer service.

Q: Current media can help shape your character.

Q: Workers of different generations basically want the same things (i.e. respect, fair reward for work well done, etc.) and have similar ideas about what those things mean.

Q: Character education in public schools has always been a cornerstone of developing values within schoolchildren.

Q: The dimension of the five-part valuing process involves being an active listener.

Q: Clarifying and developing our personal values involves a number of steps including critical thinking, trusting your gut feeling, interacting with others, etc.