NewDay Investments is cutting its workforce in large numbers because of the current recession. The employees who still have their jobs are angered and depressed by the layoffs. They have lost the trust they had in management and are not sure if their futures are secure. They are facing the ________ syndrome.
- outsourcing
- survivor
- decay
- erosion
- progression
The survivor syndrome is characterized by anger, depression, fear, distrust, and guilt that affect the employees who remain with an organization after a downsizing.
Trust: The willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions.
The ________ syndrome is characterized by anger, depression, fear, distrust, and guilt that affects the employees who remain with an organization after a downsizing.
- employee
- survivor
- stress
- erosion
- decay
The survivor syndrome is characterized by anger, depression, fear, distrust, and guilt that affect the employees who remain with an organization after a downsizing.
Trust: The willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions.
________ adjustment, the extent to which expatriates have difficulty socializing and interacting with members of the host culture, can affect the level of organizational commitment in global organizations.
- Interaction
- Cultural
- Work
- Psychological
- Relational
Interaction adjustment is the degree of comfort felt by expatriates when socializing and interacting with members of the host culture. When this is low, it negatively affects organizational commitment.
Internalization: A response to influence tactics where the target agrees with and becomes committed to the request.
Which of the following types of employees possesses high commitment and low task performance but performs many of the voluntary "extra-role" activities that are needed to make the organization function smoothly?
- stars
- citizens
- lone wolves
- apathetics
- dogs
Citizens possess high commitment and low task performance but perform many of the voluntary "extra-role" activities that are needed to make the organization function smoothly.
Citizens: Employees with high commitment levels and low task performance levels who volunteer to do additional activities around the office.
Apathetics tend to respond to negative events with ________ because they are low performers who lack marketable skills and who do not have a high enough level of organizational commitment needed to engage in acts of citizenship.
- loyalty
- exit
- influence
- voice
- neglect
Apathetics respond to negative events with neglect because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.
Neglect: A passive, destructive response to a negative work event in which one’s interest and effort in work decline.
Organizational commitment is the desire on the part of an employee to remain a member of the organization.
Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization. Organizational commitment influences whether an employee stays a member of the organization (is retained) or leaves to pursue another job (turns over).
Organizational Commitment: An employee’s desire to remain a member of an organization.
________ possess low levels of both organizational commitment and task performance.
- Stars
- Citizens
- Lone wolves
- Apathetics
- Dogs
Apathetics possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs.
Apathetics: Employees with low commitment levels and low task performance levels who exert the minimum amount of effort needed to keep their jobs.
Thurston's friend Bao is thinking of applying for a job at Thurston's company. Thurston tells Bao it's a great place to work, but secretly Thurston dislikes his boss and is hoping he will retire soon. Thurston is demonstrating
- apathy.
- neglect.
- loyalty.
- passivity.
- withdrawal.
Loyalty is defined as a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement.
Loyalty: A passive response to a negative work event in which one publicly supports the situation but privately hopes for improvement.
Perry was recently hired to join the marketing team at Axon International. He will be starting at the company in two weeks. Perry has the reputation of being an expert in ad campaigns and catching the attention of the target audience. However, he also has the reputation of not getting along with anyone. He does not care much about where or for whom he works and is primarily motivated to achieve goals for himself and beat his own records. Perry can be described as a(n)
- star.
- lone wolf.
- citizen.
- apathetic.
- dog.
Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. Perry has had the reputation of being an expert in ad campaigns and catching the attention of the target audiences (high performance). However, he also has the reputation of not getting along with anyone. He has low commitment to the company. Hence, he can be classified in the lone wolf category.
Lone Wolves: Employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization.
Annalise worked with Perry five years ago at a different company, and they had constant personality clashes. Annalise is a team player who prizes loyalty to the team above individual accomplishments. She has been unhappy at Axon for some time and has been considering sending out her CV to other companies. However, when she discovers that Perry is joining the team, she turns in her resignation. Annalise's response is best described as an example of
- ignorance.
- neglect.
- loyalty.
- voice.
- exit.
Exit is defined as an active, destructive response by which an individual either ends or restricts organizational membership. As soon as Amanda hears about Perry joining the team, she turns in her resignation. Hence, her response can be classified under the "exit" category.
Exit: A response to a negative work event by which one becomes often absent from work or voluntarily leaves the organization.
Sunil, another Axon team member, calls Perry and meets him for lunch to express all the team members' concerns and to smooth things out before Perry formally joins the team. Sunil actions best exemplify
- ignorance.
- neglect.
- loyalty.
- voice.
Voice is defined as an active, constructive response in which individuals attempt to improve the situation.
Voice: When an employee speaks up to offer constructive suggestions for change, often in reaction to a negative work event.
________ possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company.
- Stars
- Citizens
- Dogs
- Apathetics
- Lone wolves
Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. They are likely to respond to negative events with exit.
Lone Wolves: Employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization.
________ merely exert the minimum level of effort needed to keep their jobs.
- Apathetics
- Citizens
- Dogs
- Stars
- Lone wolves
Apathetics possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs.
Apathetics: Employees with low commitment levels and low task performance levels who exert the minimum amount of effort needed to keep their jobs.
The talented employees who display high level of task performance but never seem to want to get involved in important decisions about the future of the company are most likely to be
- citizens.
- dogs.
- apathetic.
- lone wolves.
- stars.
Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. To spot lone wolves, look for the talented employees who never seem to want to get involved in important decisions about the future of the company.
Lone Wolves: Employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization.
Lone wolves are likely to respond to negative events with
- loyalty.
- exit.
- neglect.
- voice.
- ignorance.
Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. They are likely to respond to negative events with exit.
Exit: A response to a negative work event by which one becomes often absent from work or voluntarily leaves the organization.