HROB 4-6 Questions with Correct Answers

HROB 4-6 Questions with Correct Answers 100% Verified Which of the following statements about the cultural value of power distance is FALSE?

• High power distance cultures tend to also be individualistic, rather than collective, cultures.
• Superiors tend to be accessible in low power distance cultures.
• In high power distance cultures the unequal distribution of power is acceptable to members of

the culture.

• Denmark has lower power distance than Mexico.
• Japan has higher power distance than Canada. - Correct Answer A

Which of the following makes negotiations, mergers, acquisitions, and joint ventures more difficult?

• power distance
• uncertainty avoidance
• cultural deviance
• cultural distance
• generational distance - Correct Answer D

Which of the following equations is accurate?

• Attitude + value = belief.
• Belief + value = attitude.
• Attitude + belief = value.
• Input + outcome = equity.
• Belief + behaviour = attitude. - Correct Answer

Although one's behaviour is not necessarily consistent with attitude, behaviour is most likely to correspond to attitude when one has a direct experience with the target of the attitude and

• the target person is about to be fired from their position.
• the target person is of a lower organizational rank.
• the attitude is held confidently.
• the attitude is socially acceptable. 1 / 2

• All of the above. - Correct Answer C

According to the model of employee turnover in the text, what contributes to turnover intentions?

• Job satisfaction, organizational commitment, and "shocks"
• Job satisfaction, mentally challenging work, and "shocks"
• Job satisfaction, organizational commitment, and mentally challenging work
• Mentally challenging work, supervision, and adequate compensation
• Mentally challenging work, adequate compensation, and career opportunities - Correct Answer A

Which of the following is most accurate about the negative effects of distributive unfairness?

• Procedural fairness but not interactional fairness can offset the negative effects of distributive

unfairness.

• Interactional fairness but not procedural fairness can offset the negative effects of distributive

unfairness.

• Procedural fairness and interactional fairness can offset the negative effects of distributive

unfairness.

• Neither procedural fairness nor interactional fairness can offset the negative effects of

distributive unfairness.

• The negative effects of distributive unfairness can only be offset by distributive fairness. - Correct

Answer C Gwen, a manager of a toy manufacturing company, has just spoken to an employee who has indicated she has very low affective organizational commitment. What should Gwen do to increase the employees' commitment?

• Give her more pay
• Give her a promotion
• Give her more interesting work
• Give her more flexible work hours
• Give her more time off - Correct Answer C
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