Question 1

As bullying can happen to almost anyone, what should employees always be doing that can ultimately help if ever a victim of bullying?

Accepted Answer

Developing coalitions with ethical workers can provide support and create a safer work environment, which can be crucial if one becomes a victim of bullying.

Question 2

Bullying affects organizational performance by causing ______.

Accepted Answer

Bullying in the workplace leads to higher absenteeism as employees may seek to avoid the hostile environment, impacting organizational performance negatively. Choices B, C, and D are not direct effects of bullying on organizational performance.

Question 3

Hanson is what the text would classify as a fence-sitter. Which of the following likely describes a typical workday for Hanson?

Accepted Answer

Fence-sitters typically do the minimum required without going above and beyond or engaging negatively. They perform their tasks competently, arrive and leave on time, and do not seek additional responsibilities or engage in negative behaviors, which aligns with option A.

Question 4

Which of the following statements about bullying is accurate based on the Workplace Bullying Institute's 2014 survey of 1,000 employees?

Accepted Answer

According to the Workplace Bullying Institute's 2014 survey, roughly half of bullying incidents are perpetrated by managers, highlighting the significant role that hierarchical power dynamics play in workplace bullying.

Question 5

Among subordinates, who should a good manager imbue with the most autonomy and decision-making authority?

Accepted Answer

The best performers in a team or organization are typically those who have demonstrated a high level of competence, reliability, and commitment to the organization's goals. Granting them more autonomy and decision-making authority can further motivate them, leverage their skills and insights for better outcomes, and serve as a reward for their performance. It also sets a positive example for other employees to aspire to.

Question 6

Which of the following is an example of distributive justice?

Accepted Answer

Distributive justice refers to the fair and equitable allocation of resources and rewards, such as promotions, based on consistent and justifiable criteria.

Question 7

After reading statistics about bullying in the workplace, Omari, a manager, decides to make sure it is adequately addressed in his own department. What should Omari's first move be?

Accepted Answer

Omari should start by examining his own behavior to ensure he is not contributing to a culture of bullying, setting a positive example for the entire department.

Question 8

Sarah thinks of herself as a healer at heart, and all her life, she has wanted to bring mental and physical health to others. She is now a doctor working in developing countries, a path that is very aligned with her self-concept. Based on this, we would say that her work is ______.

Accepted Answer

Sarah's work aligns with her self-concept and lifelong desire to heal others, making her work meaningful to her.

Question 9

With respect to the workplace, what does "empowerment" mean?

Accepted Answer

Empowerment in the workplace refers to giving employees decision-making authority, enabling them to take initiative and make decisions that affect their work and the organization.

Question 10

According to the sources of meaningful work articulated by Lips-Wiersma and Morris, how does the source "unity with others" differ from "serving with others"?

Accepted Answer

"Unity with others" involves a sense of belonging and connection with coworkers, while "serving with others" focuses on making a difference in the lives of others.

Question 11

Which of the following statements about employee empowerment is accurate?

Accepted Answer

The answer of Which of the following statements about employee...

Question 12

How does the Healthy Workplace Bill define bullying?

Accepted Answer

The Healthy Workplace Bill defines bullying as repeated verbal abuse or abusive conduct that is threatening, intimidating, or humiliating, focusing on the nature of the behavior rather than the context or relationships between employees.

Question 13

What is the strongest positive influence on organizational justice?

Accepted Answer

Ethical leadership is the strongest positive influence on organizational justice because it directly shapes the organizational culture, establishes ethical standards, and influences the behavior of both leaders and subordinates, thereby promoting fairness and justice within the organization.

Question 14

Which of the following best describes the current state of legal protection against bullying in the workplace?

Accepted Answer

Legislation addressing workplace bullying has been proposed in various forms, but as of now, no federal law specifically protects against workplace bullying, and only a few states have enacted related laws.

Question 15

A highly talented and engaged worker cites that pay is not the highest motivating factor for her level of engagement at her company. What evidence helps confirm this position?

Accepted Answer

The fact that the employee could likely get higher or equivalent pay at another company supports the idea that pay is not her primary motivator, as she chooses to stay engaged at her current company despite the possibility of better pay elsewhere.

Question 16

According to Marcus Buckingham and Curt Coffman research into the Gallup Organization's employee engagement database, what do employees want most from the workplace?

Accepted Answer

Employees want to work for a great manager, as this significantly influences their engagement and satisfaction in the workplace.

Question 17

Kalai doesn't hate her job, but she doesn't love it either. Her manager thinks of her as a reliable employee who is an asset to the team. Kalai shows up each day and does what is needed of her so that she can afford the lifestyle she desires. Kalai is most likely a(n) ______.

Accepted Answer

Kalai's attitude towards her job is neutral—she neither loves nor hates it, which aligns with the definition of a "fence-sitter," someone who is not fully committed or enthusiastic but also not completely disengaged or opposed.

Question 18

Based on the work of Gallup researchers, which of the following is a likely behavior of excellent managers in their training and developing of subordinates?

Accepted Answer

DGallup research indicates that excellent managers focus on leveraging employees' strengths rather than trying to change who they are fundamentally. They might engage with apathetic employees to improve their performance but do not unrealistically aim to transform them into star performers. Similarly, they would work to encourage ethical behavior in employees through positive reinforcement and training, aligning with their approach of developing strengths and guiding improvement in areas of weakness.

Question 19

With respect to the sources of meaningful work articulated by Lips-Wiersma and Morris, what is likely to happen to an employee too far concentrated in the "doing" side of the continuum, even if very selfless?

Accepted Answer

Focusing too much on the "doing" side, especially in a selfless manner, can lead to burnout due to excessive workload and lack of self-care.

Question 20

How does text define "meaningful work"?

Accepted Answer

Meaningful work is defined as spending time at work to achieve something that is personally desirable, focusing on personal fulfillment and satisfaction.

Quiz 10: Ethically Engaging and Empowering Employees