Free download stephen robbins 13 edition pdf

D The older you get, the more likely you are to take a leave of absence. E The older you get, the less likely you are to be productive on the job. Answer: B Explanation: B The older you get, the less likely you are to quit your job. That conclusion is based on studies of the age—turnover relationship. As workers get older, they have fewer alternative job opportunities as their skills have become more specialized to certain types of work.

In general, older employees have lower rates of avoidable absence than do younger employees. A employees over the age of 50 were more productive than those under 50 B employees under 50 were more productive than those over 50 C policies allowing age discrimination encouraged lower levels of organizational commitment D policies allowing age discrimination encouraged higher levels of organizational commitment E age has no effect on performance or commitment Answer: C Explanation: C The companies with age discrimination policies had lower levels of organizational commitment which in turn resulted in lower levels of organizational performance.

A There are no consistent male-female differences in problem-solving ability, analytical skills, competitive drive, motivation, sociability, or learning ability. B Research suggests that women believe sex-based discriminations are less prevalent than do male employees. C Psychological studies have found women are more agreeable and willing to conform to authority. D Working mothers are more likely than their counterparts to prefer part-time work, flexible work schedules, and telecommuting in order to accommodate their family responsibilities.

E After rethinking what constitutes male and female roles, we can safely assume no significant difference in job productivity between men and women. Answer: B Explanation: B Sex roles affect our perceptions. For example, women who succeeded in traditionally male domains are perceived as less likable, more hostile, and less desirable as supervisors. Interestingly, research also suggests that women believe sexbased discrimination is more prevalent than do male employees, and these beliefs are especially pronounced among women who work with a large proportion of men.

A preference for work schedules B willingness to conform C willingness to learn new skills D the ambition to excel E greater employee participation Answer: A Explanation: A One issue that does seem to differ between men and women, especially when the employee has preschool-age children, is preference for work schedules.

A Women have lower rates of absenteeism than men do. B Women are more likely to turn over than men. C Men are increasingly sharing responsibility for child care. D An increasing number of men report feeling a conflict between their home responsibilities and their work lives. E Mothers were rated especially low in competence.

Answer: A Explanation: A Evidence from a study of nearly , professional employees indicates significant differences, with women more likely to turn over than men. Women also have higher rates of absenteeism than men do. A less likeable B more hostile C inadequate supervisors D all of the above E none of the above Answer: D Explanation: D Women who find success in male dominated areas still deal with negative stereotypes regarding their behavior; however, recent studies have shown that these perceptions can be countered by interpersonal skills.

A intimidation B exclusive practices C sexual harassment D mockery E age discrimination Answer: C Explanation: C Research has shown that sexual harassment is the most overt form of discrimination and can lead to lower levels of organizational commitment and higher turnover rates. A Race B Diversity C Culture D Civilization E Ethnography Answer: A Explanation: A We define race in this book as the biological heritage people use to identify themselves; ethnicity is the additional set of cultural characteristics that often overlaps with race.

A Ethnicity B Civilization C Diversity D Anthropology E Acculturation Answer: A Explanation: A We define race in this book as the biological heritage people use to identify themselves; ethnicity is the additional set of cultural characteristics that often overlaps with race.

A African Americans and Hispanics also have lower turnover rates than Whites. B African Americans and Hispanics perceive discrimination to be more prevalent in the workplace. C Substantial racial differences exist in attitudes toward affirmative action, with African Americans approving of such programs to a greater degree than Whites.

D African Americans generally fare worse than Whites in employment decisions. E Individuals tend to slightly favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises. Answer: A Explanation: A In employment settings, individuals tend to slightly favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises.

Substantial racial differences exist in attitudes toward affirmative action, with African Americans approving of such programs to a greater degree than Whites. This difference may reflect the fact that African Americans and Hispanics perceive discrimination to be more prevalent in the workplace.

African Americans generally fare worse than Whites in employment decisions. African Americans and Hispanics also have higher turnover rates than Whites. A psychiatric disabilities B physical disabilities C learning disabilities D medical disabilities E speech and language disabilities Answer: A Explanation: A One of the most controversial aspects of the ADA is the provision that requires employers to make reasonable accommodations for people with psychiatric disabilities.

Most people have very strong biases against those with mental illnesses, who may be therefore reluctant to disclose this information to employers. Examples include missing limbs, seizure disorder, Down syndrome, deafness, schizophrenia, alcoholism, diabetes, and chronic back pain. A Workers with disabilities receive higher performance evaluations, whether or not the evaluations would be considered as objective. B Despite higher performance ratings, individuals with disabilities tend to encounter lower performance expectations and are less likely to be hired.

C For many employers, disability is a value imperative—they believe they must hire disabled workers for legal or ethical outcomes. D Mental disabilities may impair performance more than physical disabilities. E Individuals with such common mental health issues as depression and anxiety are significantly more likely to be absent from work. Answer: C Explanation: C For many employers, diversity is a value imperative—they believe they must increase the diversity of their workforce for legal or ethical reasons.

Moreover, consistent with research suggesting past behavior is the best predictor of future behavior, evidence indicates tenure at an employee's previous job is a powerful predictor of that employee's future turnover.

Answer: E Explanation: E Each of the situations could in fact be a faith-based issue dependent upon the religion and the individual. Recently there has been an increase in the number of religious discrimination claims, perhaps caused by misperceptions.

Overall abilities are essentially made up of two sets of factors: intellectual and physical. A dynamic strength B stamina C balance D perceptual speed E extent flexibility Answer: D Explanation: D Research on hundreds of jobs has identified nine basic abilities needed in the performance of physical tasks. These are dynamic strength, trunk strength, static strength, explosive strength, extent flexibility, dynamic flexibility, body coordination, balance, and stamina.

Perceptual speed is an intellectual ability. Answer: TRUE Explanation: Variations in surface-level biological characteristics like age, gender, race, disability, and tenure may be the basis for discrimination against classes of employees. Answer: TRUE Explanation: Most studies do show an inverse relationship between older workers and absenteeism, but close examination finds it is partially a function of whether the absence is avoidable or unavoidable.

However, they have equal rates of unavoidable absence, such as sickness absences. Answer: FALSE Explanation: Evidence from a study of nearly , professional employees indicates significant differences, with women more likely to turn over than men. Answer: FALSE Explanation: There are no statistically significant differences between African Americans and Whites in observed absence rates, applied social skills at work, or accident rates.

Answer: FALSE Explanation: United States federal law prohibits employers from discriminating against employers based on their religion, with very few exceptions. Studies consistently show seniority to be negatively related to absenteeism.

Answer: Answers to this will vary but will focus on age, gender, race, disability, or length of service. A verbal comprehension B spatial visualization C balance D number aptitude E perceptual speed Answer: C Explanation: C The seven most frequently cited dimensions making up intellectual abilities are number aptitude, verbal comprehension, perceptual speed, inductive reasoning, deductive reasoning, spatial visualization, and memory.

Which of the following dimensions of intellectual ability does her skill reflect? A number aptitude B perceptual speed C spatial visualization D deductive reasoning E inductive reasoning Answer: A Explanation: A Number aptitude is the ability to do speedy and accurate arithmetic.

Category: Application LO: 2. Which of the following dimensions of intellectual ability does his skill reflect?

A spatial visualization B deductive reasoning C inductive reasoning D verbal comprehension E perceptual speed Answer: D Explanation: D Verbal comprehension is the ability to understand what is read or heard and the relationship of words to each other. Her job requires her to visualize various positions of objects in space. Which of the following dimensions of intellectual ability does this skill accurately refer to? A spatial visualization B memory C deductive reasoning D perceptual speed E inductive reasoning Answer: A Explanation: A Spatial visualization is the ability to imagine how an object would look if its position in space were changed.

A Cymographic visualization B Deductive reasoning C Spatial visualization D Perceptual speed E Inductive reasoning Answer: C Explanation: C Spatial visualization is the ability to imagine how an object would look if its position in space were changed. He addresses all his customers by their first names. A memory B inductive reasoning C deductive reasoning D spatial visualization E perceptual speed Answer: A Explanation: A Memory is the ability to retain and recall past experiences. Her job requires her to forecast demand for various companies' stocks and shares for various time periods.

A verbal comprehension B memory C inductive reasoning D spatial visualization E perceptual speed Answer: C Explanation: C Inductive reasoning is the ability to identify a logical sequence in a problem and then solve the problem. A perceptual speed B verbal comprehension C deductive reasoning D memory E spatial visualization Answer: C Explanation: C Deductive reasoning is the ability to use logic and assess the implications of an argument.

It's the Wonderlic Cognitive Ability Test. There are different forms, and each has 50 questions. A Most of the companies using the Wonderlic stop using other hiring tools, such as application forms or interviews. D It has different forms and each has 50 questions. E More companies are using the Wonderlic in hiring decisions. Answer: A Explanation: A The companies don't give up other hiring tools, such as application forms or interviews.

Rather, they add the Wonderlic for its ability to provide valid data on applicants' intelligence levels. List and describe the seven dimensions that make up intellectual abilities. Answer: Intellectual abilities are abilities needed to perform mental activities—thinking, reasoning, and problem solving. Most societies place a high value on intelligence, and for good reason. Intelligence quotient IQ tests, for example, are designed to ascertain a person's general intellectual abilities.

The seven most frequently cited dimensions making up intellectual abilities are number aptitude ability to do speedy and accurate arithmetic , verbal comprehension ability to understand what is read or heard and the relationship of words to each other , perceptual speed ability to identify visual similarities and differences quickly and accurately , inductive reasoning ability to identify a logical sequence in a problem and then solve the problem , deductive reasoning ability to use logic and assess the implications of an argument , spatial visualization ability to imagine how an object would look if its position in space were changed , and memory ability to retain and recall past experiences.

Smart people generally earn more money and attain higher levels of education. They are also more likely to emerge as leaders of groups. Jobs differ in the demands they place on intellectual abilities. The more complex a job in terms of information-processing demands, the more general intelligence and verbal abilities will be necessary to perform successfully. Interestingly, although intelligence is a big help in performing a job well, it doesn't make people happier or more satisfied with their jobs.

The correlation between intelligence and job satisfaction is about zero. Research suggests that although intelligent people perform better and tend to have more interesting jobs, they are also more critical when evaluating their job conditions. Thus, smart people have it better, but they also expect more.

Answer: FALSE Explanation: Though designed to measure general cognitive ability, external factors can always influence the results of any given assessment. Answer: FALSE Explanation: Though the changing nature of work suggests intellectual abilities are increasingly important for many jobs, physical abilities have been and will remain valuable.

Extent flexibility and dynamic flexibility are flexibility factors forming part of physical abilities. Extent flexibility refers to the ability to move the trunk and back muscles as far as possible. Dynamic flexibility refers to the ability to make rapid, repeated flexing movements. Answer: Physical abilities have been and will remain valuable for many jobs. Research on hundreds of jobs has identified nine basic abilities needed in the performance of physical tasks. Individuals differ in the extent to which they have each of these abilities.

High employee performance is likely to be achieved when management has ascertained the extent to which a job requires each of the nine abilities and then ensures that employees in that job have those abilities.

The physical abilities are divided into three: Strength factors, flexibility factors, and other factors. Strength factors consist of: 1. Flexibility factors consist of 5. Other factors consist of 7. If it wants to maximize its results, which of the following options should it not resort to? A recruit at colleges, universities, and other institutions with significant numbers of underrepresented minorities B place advertisements in publications geared toward specific demographic groups C form partnerships with associations like the Society for Women Engineers D enter into a contractual agreement to hire from the Graduate Minority Business Association E rely on word of mouth marketing from its employees and resort to an e-mail campaign Answer: E Explanation: E One method of enhancing workforce diversity is to target recruiting messages to specific demographic groups underrepresented in the workforce.

This means placing advertisements in publications geared toward specific demographic groups; recruiting at colleges, universities, and other institutions with significant numbers of underrepresented minorities; and forming partnerships with associations like the Society for Women Engineers or the Graduate Minority Business Association.

A encouraging their employees to learn foreign languages and culture to promote and attract a diverse workforce B encouraging fair treatment of all people regardless of their demographic characteristics C fostering personal development practices that bring out the skills and abilities of all workers D teaching managers about the legal framework for equal employment opportunity E teaching managers how a diverse workforce will be better able to serve a diverse market of customers and clients Answer: A Explanation: A Effective, comprehensive workforce programs encouraging diversity have three distinct components.

First, they teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all people regardless of their demographic characteristics. Second, they teach managers how a diverse workforce will be better able to serve a diverse market of customers and clients. Third, they foster personal development practices that bring out the skills and abilities of all workers, acknowledging how differences in perspective can be a valuable way to improve performance for everyone.

Those whose personality traits are similar to those of their co-workers are more likely to be promoted than those whose personalities are different. There's an important qualifier to these results: in collectivistic cultures, similarity to supervisors is more important for predicting advancement, whereas in individualistic cultures, similarity to peers is more important.

A if the positive experience of stereotype undermining is repeated frequently B if the perceiver engages in stereotype suppression and generative thought in response to the diversity experience C if the perceiver is perceived to be stereotypical and if his message is undermined by the audience D if the diversity experience undermines stereotypical attitudes E if the perceiver is motivated and able to consider a new perspective on others Answer: C Explanation: C Researchers also suggest that diversity experiences are more likely to lead to positive adaptation for all parties if 1 the diversity experience undermines stereotypical attitudes, 2 if the perceiver is motivated and able to consider a new perspective on others, 3 if the perceiver engages in stereotype suppression and generative thought in response to the diversity experience, and 4 if the positive experience of stereotype undermining is repeated frequently.

Diversity programs based on these principles are likely to be more effective than traditional classroom learning. A Google makes certain that female candidates interact with current female employees.

B Etsy hosts courses for aspiring female coders. C Goldman Sachs recruits women who left the workforce to start families. D Disney provides housing for same-gender female couples who work at their parks. E Boston Consulting Group offers women the opportunity to phase into the workplace. Answer: D Explanation: D Disney has made no efforts toward providing housing for any couples at their parks. Many companies however are recognizing the need to embrace the special needs of women, especially in filling traditional male roles and balancing work with family.

Answer: FALSE Explanation: Managers should be attuned to the actual requirements of the position and be aware of what accommodations are currently available which could assist the candidate.

Answer: FALSE Explanation: Organizations that provided diversity training were not consistently more likely to have women and minorities in upper management positions than organizations that did not. On closer examination though, these results are not surprising. Experts have long known that one- shot training sessions without strategies to encourage effective diversity management back on the job are not likely to be very effective. Answer: Most contemporary workplaces require extensive work in group settings.

When people work in groups, they need to establish a common way of looking at and accomplishing the major tasks, and they need to communicate with one another often. If they feel little sense of membership and cohesion in their groups, all these group attributes are likely to suffer.

Pearson, 6. This instructor's review copy is page for page, letter for letter the same as student edition and was originally offered to professors for marketing purposes, but it is now available to you. A nice copy and a great buy!. In addition to Management, Dr. Robbins, Mary Coulter. Recommend Documents. Management stephen p robbins mary coulter Robbin 13th edition Global edition.

Administracion - Stephen P. Administracion Stephen Robbinson - Mary Coulter 8va. Objective: 1 Difficulty: Easy Classification: Conceptual 2 Managers with an ethnocentric attitude do not trust foreign employees with key decisions or technology.

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