BU288 COMPREHENSIVE EXAM ALL QUESTIONS
AND ANSWERS SURE A+
✔✔When to use each mode of managing conflict. - ✔✔Avoiding: lack of info, opponent
is hostile
Accommodating: you are in the wrong, wanting to build a good relationship
Competing: when you have the power, wont have to work with them in the future
Collaboration: when the conflict is not intense and each party has useful information
✔✔Stressors - ✔✔Environmental events or conditions that have the potential to induce
stress.
✔✔Stress - ✔✔A psychological reaction to the demands inherent in a stressor that has
the potential to make a person feel tense or anxious.
✔✔Stress Reactions - ✔✔Behavioural, psychological and physiological consequences
of stress (ex. elevated blood pressure)
✔✔Sensory deprivation or perceptual isolation - ✔✔the deliberate reduction or removal
of stimuli from one or more of the senses. (ex. blindfolds, hoods, earmuffs)
,✔✔Three key personality traits associated with stress - ✔✔- Locus of control
- Type A behaviour pattern
- Negative affectivity
✔✔Locus of Control - ✔✔concerns people's beliefs about the factors that control their
behaviour.
✔✔How are locus of control and stress related? - ✔✔- Externals are more likely to feel
anxious in the face of potential stressors.
- Externals are also more prone to short term anxiety-reduction strategies
- Internals are more likely to confront stressors directly
✔✔What is type A behaviour pattern - ✔✔A personality pattern that includes
aggressiveness, ambition, competitiveness, hostility, impatience, and a sense of time
urgency.
✔✔How are type A and stress related? - ✔✔- heavier workloads, longer work hours,
more conflicting work demands
- encounter more stressful situations
- likely to exhibit adverse physiological reactions in response to stress
✔✔What is negative affectivity? - ✔✔the propensity to view the world in a negative light
✔✔How are negative affectivity and stress related? - ✔✔- predisposition to perceive
stressors (therefore reporting more stressors)
- hypersensitivity to existing stressors
- tendency to gravitate to stressful jobs
- tendency to provoke stress
✔✔General Workplace Stressors - ✔✔- interpersonal conflict
- bullying
- work-family conflict
- job insecurity and change
- role ambiguity
- sexual harassment
✔✔Executive and Managerial Stressors - ✔✔- Role overload: too many tasks, short
period of time
- Heavy responsibility: actions have large consequences
✔✔Operative Level Stressors - ✔✔- Poor physical conditions
, - Poor job design: too simple or not challenging enough
✔✔What are boundary roles - ✔✔Positions in which organizational members are
required to interact with members of other organizations or with the public.
✔✔Boundary role stressors - ✔✔Likely to experience stress straddling the boundary
(role might be incompatible with the demands of the public or other organizations)
Needing to engage in "emotional labour"
✔✔Two kinds of emotional labour - ✔✔- surface acting (faking it) - covering emotion
- deep acting ("faking in good faith") - trying to be happy
✔✔Burnout - ✔✔a syndrome made up of emotional exhaustion, cynicism, and low self-
efficacy
*In that order
✔✔Consequences of burnout - ✔✔- Pursuing a new occupation or job
- Stay in current job, but becoming "deadwood"
- Poor performance
- Excessive absence
✔✔Work engagement - ✔✔a positive work-related state of mind that is characterized by
vigour, dedication, and absorption
✔✔Vigour - ✔✔high levels of energy and mental resilience at work
✔✔dedication - ✔✔being strongly involved in your work
✔✔absorption - ✔✔Being fully concentrated on and engrossed in your work.
✔✔Assumption of Job Demands-Resources Model - ✔✔high job resources foster work
engagement, while high job demands exhaust employees and lead to burnout.
✔✔Job demands include: - ✔✔- work overload
- time pressure
- role ambiguity
- role conflict
✔✔Job resources - ✔✔Features of a job that are functional in that they help achieve
work goals, reduce job demands, and stimulate personal growth, learning and
development.
AND ANSWERS SURE A+
✔✔When to use each mode of managing conflict. - ✔✔Avoiding: lack of info, opponent
is hostile
Accommodating: you are in the wrong, wanting to build a good relationship
Competing: when you have the power, wont have to work with them in the future
Collaboration: when the conflict is not intense and each party has useful information
✔✔Stressors - ✔✔Environmental events or conditions that have the potential to induce
stress.
✔✔Stress - ✔✔A psychological reaction to the demands inherent in a stressor that has
the potential to make a person feel tense or anxious.
✔✔Stress Reactions - ✔✔Behavioural, psychological and physiological consequences
of stress (ex. elevated blood pressure)
✔✔Sensory deprivation or perceptual isolation - ✔✔the deliberate reduction or removal
of stimuli from one or more of the senses. (ex. blindfolds, hoods, earmuffs)
,✔✔Three key personality traits associated with stress - ✔✔- Locus of control
- Type A behaviour pattern
- Negative affectivity
✔✔Locus of Control - ✔✔concerns people's beliefs about the factors that control their
behaviour.
✔✔How are locus of control and stress related? - ✔✔- Externals are more likely to feel
anxious in the face of potential stressors.
- Externals are also more prone to short term anxiety-reduction strategies
- Internals are more likely to confront stressors directly
✔✔What is type A behaviour pattern - ✔✔A personality pattern that includes
aggressiveness, ambition, competitiveness, hostility, impatience, and a sense of time
urgency.
✔✔How are type A and stress related? - ✔✔- heavier workloads, longer work hours,
more conflicting work demands
- encounter more stressful situations
- likely to exhibit adverse physiological reactions in response to stress
✔✔What is negative affectivity? - ✔✔the propensity to view the world in a negative light
✔✔How are negative affectivity and stress related? - ✔✔- predisposition to perceive
stressors (therefore reporting more stressors)
- hypersensitivity to existing stressors
- tendency to gravitate to stressful jobs
- tendency to provoke stress
✔✔General Workplace Stressors - ✔✔- interpersonal conflict
- bullying
- work-family conflict
- job insecurity and change
- role ambiguity
- sexual harassment
✔✔Executive and Managerial Stressors - ✔✔- Role overload: too many tasks, short
period of time
- Heavy responsibility: actions have large consequences
✔✔Operative Level Stressors - ✔✔- Poor physical conditions
, - Poor job design: too simple or not challenging enough
✔✔What are boundary roles - ✔✔Positions in which organizational members are
required to interact with members of other organizations or with the public.
✔✔Boundary role stressors - ✔✔Likely to experience stress straddling the boundary
(role might be incompatible with the demands of the public or other organizations)
Needing to engage in "emotional labour"
✔✔Two kinds of emotional labour - ✔✔- surface acting (faking it) - covering emotion
- deep acting ("faking in good faith") - trying to be happy
✔✔Burnout - ✔✔a syndrome made up of emotional exhaustion, cynicism, and low self-
efficacy
*In that order
✔✔Consequences of burnout - ✔✔- Pursuing a new occupation or job
- Stay in current job, but becoming "deadwood"
- Poor performance
- Excessive absence
✔✔Work engagement - ✔✔a positive work-related state of mind that is characterized by
vigour, dedication, and absorption
✔✔Vigour - ✔✔high levels of energy and mental resilience at work
✔✔dedication - ✔✔being strongly involved in your work
✔✔absorption - ✔✔Being fully concentrated on and engrossed in your work.
✔✔Assumption of Job Demands-Resources Model - ✔✔high job resources foster work
engagement, while high job demands exhaust employees and lead to burnout.
✔✔Job demands include: - ✔✔- work overload
- time pressure
- role ambiguity
- role conflict
✔✔Job resources - ✔✔Features of a job that are functional in that they help achieve
work goals, reduce job demands, and stimulate personal growth, learning and
development.
