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Youth issues Questions with correct Answers 100% Solved
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Youth issues Questions with correct Answers
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UARK MGMT 2103 Final Reviewvalues - answerabstract ideals that guide ones thinking and behavior across all
situations; relatively stable
personal attitudes - answerevaluations, feelings or opinions about people, places, and
objects; range from positive to negative; impact behavior
values vs personal attitudes - answervalues- global beliefs across all situations;
personal attitudes- behavior direct toward specific objects, persons, or situations and
range from positive to negative
3 components of attitudes - answeraffective, cognitive, behavioral
affective - answer"i feel" the positive/negative feeling/emotions one feels about
someone/something
cognitive - answer"i think" the beliefs or ideas one has about someone/something
behavioral - answer"i intend" how one intends/expects to act in response to
someone/something
cognitive dissonance - answerpsychological discomfort experienced when
simultaneously holding two or more conflicting cognitions (ideas, values, or emotions)
how to reduce cognitive dissonance - answerchanging attitude, behavior or both;
belittling the importance of the inconsistent behavior
organizational commitment - answerthe extent to which an individual identifies with an
organization and commits to its goals
outcomes of organizational commitment - answercontinued employment and greater
motivation
how to increase organizational commitment - answerhiring people whose personal
values align with the organization, making sure management does not breach
psychological contracts, and enhancing the level of trust
employee engagement - answerthe harnessing of organizational members' selves to
their work roles; where people employ and express themselves physically, cognitively,
and emotionally during role performance
,what contributes to engagement - answerenvironmental characteristics, organization
level factors, and person factors
increase employee engagement by - answermeasuring, tracking, and responding to
employee surveys
perceived organizational support - answerreflects the extent to which employees believe
that the organization values their contributions and genuinely cares about their well-
being
what happens when employees perceive organizational support - answerincreased
organizational commitment, job satisfaction, organizational citizenship behavior, task
performance, and lower turnover
job satisfaction - answeran affective or emotional response toward various facets of
ones job; the extent to which an individual likes his or her job
attitudinal outcomes of job satisfaction - answermotivation, job involvement, withdraw
cognitions, perceived stress
motivation - answerpsychological process that arouses interest in doing something, and
it directs and guides behavior
job involvement - answerthe extent to which an individual is personally involved with
his/her work role
withdrawal cognitions - answeran individuals overall thoughts and feelings about quitting
behavioral outcomes of job satisfaction - answerjob performance, organizational
citizenship behavior (OCB), counterproductive work behavior (CWB), turnover
job performance - answerjob satisfaction and performance are moderately related, both
variables indirectly influence each other
organizational citizenship behavior - answerindividual behavior that isn't discretionary,
not directly recognized by the formal reward system, promotes effective functioning of
the organization
counterproductive work behavior - answerbehavior that harms other employees, the
organization as a whole, or organizational stakeholders like customers and
shareholders; strong negative relationship with job satisfaction
turnover - answercan be positive if poor performers are leaving and negative if good
employees leave
, individual differences - answerbroad category used to collectively describe the vast
number of attributes that describe a person; some are stable over time while some are
flexible
managers and id's - answermanagers have little to no impact on fixed ids (intelligence
and personality), but they can manage (attitudes and emotions), but have more
influence on relatively flexible id's that influence individual-level work outcomes
(performance and job satisfaction)
intelligence - answeran individuals capacity for: constructive thinking, reasoning, and
problem solving; not purely genetic, can be altered/modified, development can be
damaged by organic factors like alcohol or drugs
practical intelligence - answerthe ability to solve everyday problems by utilizing
knowledge gained from experience in order to purposefully adapt to, shape, and select
environments
implications for managers - answeridentify intelligences relevant to the job- select
individuals, place individuals, and develop individuals
personality - answercombination of stable physical, behavioral, and mental
characteristics that give individuals their unique identities; product of genetic and
environmental influences
5 personality dimensions - answerextraversion, agreeableness, conscientiousness,
neuroticism/emotional stability, and openness to experience
extraversion - answertendency to experience positive emotions and moods and feel
good about oneself and the rest of the world- social, talkative, and energetic
neuroticism - answertendency to experience negative emotions and moods, feel
distressed, and be critical of oneself and others
agreeableness - answertendency to get along well with others
conscientiousness - answertendency to be careful, scrupulous, and preserving
openness to experience - answertendency to be original, have broad interests, be open
to a wide range of stimuli, be daring, and take risks
core self-evaluations (CSEs) - answerbroad personality trait comprised of 4 narrow and
positive individual traits: generalized self-efficacy, self esteem, locus of control, and
emotional stability
self- efficacy - answerpersons belief about his/her chances of successfully
accomplishing a specific task; can be developed
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