Test Bank For Orgb 3rd Edition by Nelson

Test Bank for ORGB 3rd Edition by Nelson
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CHAPTER 7—STRESS AND WELL-BEING AT WORK
MULTIPLE CHOICE
1. The demand, person, activity, or event that triggers an uncomfortable encounter is known as:
a. stress
b. distress
c. the stressor
d. strain
ANS: C PTS: 1 DIF: Easy REF: p. 107
OBJ: 1 NAT: AACSB Reflective Thinking | Individual Dynamics
TOP: What is Stress? MSC: BLOOMS Level I Knowledge
2. The adverse psychological, physical, behavioral, and organizational consequence that may occur as a
result of stressful events is known as:
a. distress
b. the stressor
c. the stress response
d. anxiety disorder
ANS: A PTS: 1 DIF: Easy REF: p. 107
3. The unconscious preparation to fight or flee that a person experiences when faced with any demand is
known as:
a. avoidance
b. instinct
c. arousal
d. stress
ANS: D PTS: 1 DIF: Easy REF: p. 107
4. Strain is the same as:

a. stress
b. distress
c. eustress
d. tension
ANS: B PTS: 1 DIF: Moderate REF: p. 107
5. The approach to stress that is based on the concept of homeostasis is known as:
a. physiological
b. psychoanalytical
c. social psychological
d. psychological-cognitive
ANS: A PTS: 1 DIF: Moderate REF: p. 108
TOP: Four Approaches to Stress MSC: BLOOMS Level I Knowledge
6. The medical approach to stress is most similar to:

a. the person-environment fit approach
b. the cognitive appraisal approach
c. the psychoanalytic approach
d. homeostatic approach
TOP: Four Approaches to Stress MSC: BLOOMS Level II Comprehension
7. Which of the following people developed the idea of the stress response?
a. Richard Lazarus
b. Harry Levinson
c. Walter B. Cannon
d. Robert Kahn
ANS: C PTS: 1 DIF: Moderate REF: p. 108
8. Utilizing the cognitive appraisal approach to stress, problem-focused coping emphasizes:

a. managing your response
b. managing the stressor
c. managing the set of role expectations such that there is a good person-situation fit
d. managing the gap between your ego-ideal and real self-image
9. The psychoanalytic approach to stress most likely includes which of the following personality
dimensions?
a. self-monitoring
b. internal/external control
c. self-efficacy
d. self-esteem
ANS: D PTS: 1 DIF: Hard REF: p. 108
10. The person-environment fit approach to stress emphasizes the:

a. fit between external and internal role expectations
b. belief that effort will lead to performance
c. notion that perception and cognitive evaluations of situations differ and accordingly stress
is mostly determined by perception
d. idea that the fit between a person's self-image or concept and their ideal generates large
stress when there is lack of fit
TOP: Four Approaches to Stress MSC: BLOOMS LEVEL II Comprehension
11. The person-environment fit approach to studying and understanding stress emphasizes:
a. homeostasis
b. cognitive appraisal of the stress situation
c. ego involvement
d. social and organizational role stress
ANS: D PTS: 1 DIF: Moderate REF: p. 108
12. The fight-or-flight stress response is most closely associated with which approach to stress?
a. homeostatic
b. cognitive appraisal
c. person-environment fit
d. psychoanalytic
13. Which of the following is NOT a mind-body change associated with stress?
a. redirection of blood to brain and large muscle groups
b. increased sensory alertness
c. release of glucose into bloodstream
d. normal physical fatigue
TOP: The Psychophysiology of Stress MSC: BlOOMS Level I Knowledge
14. Organizations need to be sensitive to sources of stress, which include all of the following except:
a. work
b. nonwork
c. global
d. resource
TOP: Sources of Work Stress MSC: BLOOMS Level II Comprehension
15. Which of the following is NOT considered to be a source of stress at work?

a. task demands
b. interpersonal demands
c. psychological demands
d. role demands
16. Task demands include all of the following except:

a. leadership style
b. lack of control
c. work overload
d. uncertainty
ANS: A
See also Table 7.1.
PTS: 1 DIF: Hard REF: p. 109 OBJ: 4

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Task Demands
MSC: BLOOMS Level I Knowledge
17. Two of the most stressful demands people face at work are:
a. change and heavy workload
b. lack of control and heavy workload
c. change and lack of control
d. change and lack of clear direction
ANS: C
See also Table 7.1.
PTS: 1 DIF: Moderate REF: p. 109 OBJ: 4

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Task Demands
18. Role conflict results from:

a. lack of control
b. role ambiguity
c. work overload
d. inconsistent expectations
TOP: Role Demands MSC: BLOOMS Level I Knowledge
19. An employee with a major sales presentation on Monday and a sick child at home Sunday night is
likely to experience:
a. interrole conflict
b. intrarole conflict
c. person-role conflict
d. role ambiguity
TOP: Role Demands MSC: BLOOMS Level III Application
20. A manager who presses employees for both very fast work and high-quality work would likely cause:
a. interrole conflict
b. intrarole conflict
c. person-role conflict
d. role ambiguity
TOP: Role Demands MSC: BLOOMS Level III Application
21. A manager instructs an employee to ship an item with a minor defect to a customer. This is an example
of:
a. role ambiguity
b. person-role conflict
c. interrole conflict
d. non-role conflict
TOP: Role Demands MSC: BLOOMS Level II Comprehension
22. Role ambiguity is:

a. the difficulty stemming from a situation where expectations of two roles conflict
b. conflicting expectations within a single role
c. the difficulty a person has in reconciling job demands and personal values
d. the confusion one experiences related to the expectations of others
23. The two major categories of "role stress" at work include:

a. role conflict and role overload
b. role conflict and role ambiguity
c. role ambiguity and role overload
d. role overload and ethical conflict
ANS: B PTS: 1 DIF: Easy REF: p. 110-111
24. Which of the following is the best example of a positive (challenge) stressor?
a. role conflict
b. role ambiguity
c. time pressure
d. the degree politics affects organizational decisions
25. All of the following are stress-related interpersonal demands of the workplace except:
a. an authoritarian leadership style
b. sexual harassment
c. emotional toxins
d. intrarole conflict
TOP: Interpersonal Demands MSC: BLOOMS Level I Knowledge
26. All of the following would be considered a source of stress due to interpersonal demands except:
a. role ambiguity
b. functional diversity
c. leadership style
d. sexual harassment
TOP: Interpersonal Demands MSC: BLOOMS Level I Knowledge
27. All of the following are approaches, services, or work arrangements intended to minimize the impact
of nonwork demands on work except:
a. flextime scheduling
b. job sharing
c. telecommuting
d. mentoring
ANS: D
See also Table 7.1.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Nonwork Demands
MSC: BLOOMS Level III Application
28. Healthy or normal stress is known as:

a. stressless
b. nostress
c. eustress
d. normstress
TOP: The Consequences of Stress MSC: BLOOMS Level I Knowledge
29. The Yerkes-Dodson law suggests that:

a. initial stress (or the onset of stress) causes performance to drop significantly
b. in the midrange of the stress-performance curve, performance tends to be greatest
c. stress and performance are unrelated
d. stress and performance are inversely related
ANS: B
See also Figure 7.1.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Positive Stress
30. The Yerkes-Dodson law suggests the relationship between stress level and performance arousal is:
a. u-shaped
b. linear and negative
c. bell-shaped
d. depends on the person
ANS: C
PTS: 1 DIF: Easy REF: p. 113 OBJ: 5

NAT: AACSB Reflective Thinking | Individual Dynamics
TOP: Performance and Health Benefits of Stress
MSC: BLOOMS Level IV Analysis
31. Benefits of eustress include all of the following except:

a. increased arousal
b. bursts of physical strength
c. cardiovascular efficiency
d. overstimulation
TOP: Positive Stress MSC: BLOOMS Level II Comprehension
32. Psychosomatic disorders:

a. are a form of burnout
b. lead to obsessive behavior
c. are physical ailments that begin in the mind
d. can always be traced to the work situation
TOP: Individual Distress MSC: BLOOMS Level I Knowledge
33. The three forms of individual distress include:

a. psychological, medical, and behavioral problems
b. participation problems, performance decrements, and compensations deficit
c. work-related, stress-related, and organizational
d. personal, interpersonal, and intrapersonal
ANS: A PTS: 1 DIF: Easy REF: p. 113-114
TOP: Individual Distress MSC: BLOOMS Level I Knowledge
34. A positive consequence of organizational distress may take the form of:
a. performance decrements
b. absenteeism
c. employee work stoppage
d. functional turnover
TOP: Organizational Distress MSC: BLOOMS Level I Knowledge
35. Three direct costs of organizational distress include:

a. participation problems, performance decrements, and compensation awards
b. functional turnover, performance variation, and compensation awards
c. functional turnover, participation problems, and compensation awards
d. performance variation, participation problems, and compensation awards
TOP: Organizational Distress MSC: BLOOMS Level I Knowledge
36. Costs associated with absenteeism, tardiness, strikes, work stoppages, and turnover are known as:
a. performance decrements
b. participation problems
c. unrealistic job interview problems
d. intrarole conflict
TOP: Organizational Distress MSC: BLOOMS Level II Comprehension
37. Organizational costs of distress may take the form of all of the following except:
a. performance loss
b. interpersonal conflicts
c. sabotage
d. compensation awards
TOP: The Consequences of Stress MSC: BLOOMS Level II Comprehension
38. Individuals possessing a Type A personality:

a. are socially secure
b. are less prone than Type B personalities to heart attacks
c. may become aggressive, even somewhat hostile when faced with conflict and other
work-related difficulties
d. tend to be relatively calm in difficult situations
TOP: Individual Differences in the Stress-Strain Relationship
MSC: BLOOMS Level II Comprehension
39. Assume you are a supervisor of ten employees, one of whom is clearly a Type A personality. Which of
the following approaches would you follow to effectively manage this employee?
a. Frequently remind the employee about schedules and deadlines.
b. Try to maintain a certain level of conflict with the employee because this will stimulate
higher performance.
c. Keep the employee very busy by adding tasks and projects to the person's workload.
d. Assist the employee through encouraging time management applications and convincing
the person to pace him or herself.
OBJ: 6 NAT: AACSB Analytic | Individual Dynamics
TOP: Individual Differences in the Stress-Strain Relationship
MSC: BLOOMS Level III Application
40. A personality that tends to be resistant to distress is:

a. overdependent
b. Type A in nature
c. counterdependent
d. hardy
TOP: Personality Hardiness MSC: BLOOMS Level I Knowledge
41. An individual who is relatively good at transformational coping is/has:

a. an external locus of control
b. overdependent
c. a hardy personality
d. a low tolerance for ambiguity
ANS: C PTS: 1 DIF: Hard REF: p. 116
TOP: Personality Hardiness MSC: BLOOMS Level II Comprehension
42. The stress-handling strategy that is considered an alternative to transformational coping and may lead
to short-term stress reduction at the cost of long-term healthy life adjustment is:
a. tertiary prevention
b. counterdependence
c. regressive coping
d. stress avoidance and withdrawal
ANS: C PTS: 1 DIF: Hard REF: p. 116
TOP: Personality Hardiness MSC: BLOOMS Level IV Analysis
43. Self-reliance is a healthy, secure, _____ pattern of behavior.

a. overdependent
b. counterdependent
c. psychologically distant
d. interdependent
TOP: Self-Reliance MSC: BLOOMS Level I Knowledge
44. As a supervisor of claim adjusters for a property and casualty insurance company, you assign and
reassign adjusters to handle routine and emergency situations. Your managerial skills have become
severely tested because several adjusters, after short-term emergency assignments, are threatening to
quit. What short-term approach to their stressful situation would be most appropriate?
a. Reduce task demands and make sure no adjuster works more than five days a week.
b. Place them on sick leave or provide immediate comp time.
c. Arrange for psychological counseling.
d. Rotate them back to their home location and place them on medical leave.
ANS: A
PTS: 1 DIF: Moderate REF: p. 117-118 OBJ: 7

NAT: AACSB Analytic | Individual Dynamics
TOP: Preventive Stress Management MSC: BLOOMS Level III Application
45. A manager's decision to reduce task demands in a stress management situation is:
a. symptom directed
b. secondary prevention
c. stressor directed
d. asymptomatic
ANS: C

TOP: Preventive Stress Management MSC: BLOOMS Level II Comprehension
46. Secondary prevention is intended to:

a. reduce, modify, or eliminate the demand causing stress
b. alter or modify the individual's or the organization's response to a demand
c. heal individual or organizational symptoms of distress and strain
d. eliminate key environmental sources of stress or provide direct intervention to reduce the
source of the stress
ANS: B PTS: 1 DIF: Easy REF: p. 117-118
47. The stage in preventive stress management designed to heal individual or organizational symptoms of
distress and strain is called:
a. primary prevention
b. secondary prevention
c. tertiary prevention
d. job redesign
48. A secondary prevention method of organizational stress is:

a. job redesign
b. role negotiation
c. goal setting
d. team building
TOP: Organizational Stress Prevention MSC: BLOOMS Level I Knowledge
49. Job redesign, goal setting, and career management would be organizational stress prevention strategies
applied at which stage of prevention?
a. escalating stage
b. primary stage
c. reduction stage
d. secondary stage
ANS: B

TOP: Organizational Stress Prevention MSC: BLOOMS Level II Comprehension
50. The job strain model presented in your text suggests:

a. high job demands lead to a high-strain job
b. low self-determination leads to a high-strain job
c. an active job is associated with high strain
d. that the combination of high job demand and restricted job decision latitude leads to a
high-strain job
ANS: D

TOP: Organizational Stress Prevention MSC: BLOOMS Level II Comprehension
51. Job redesign as a stress prevention method may involve any one or all of the following except:
a. changing the schedule of work and the sequencing of tasks
b. giving the worker inspection responsibility or expanding the employee's job decision
latitude
c. reducing job tasks
d. setting output goals
ANS: B PTS: 1 DIF: Hard REF: p. 119
TOP: Organizational Stress Prevention MSC: BLOOMS Level III Application
52. Evaluative feedback is an aspect of a(n) _____ approach to stress prevention.

a. social support system
b. focal role definition
c. task specification
d. uncertainty reduction
ANS: A PTS: 1 DIF: Hard REF: p. 119
TOP: Organizational Stress Prevention MSC: BLOOMS Level I Knowledge
53. Learned optimism is:

a. a secondary individual stress prevention method
b. the planning and prioritizing of tasks
c. is non-negative thinking
d. is a strong Type A personality characteristic
TOP: Individual Prevention MSC: BLOOMS Level I Knowledge
54. An important role in the prevention of injury is:

a. outside exercise that exposes you to sunshine which is linked to serotonin generation
b. low intensity exercise
c. exercising longer than 15 or 20 minutes
d. physical activities such as racquetball, squash, tennis, running
ANS: B PTS: 1 DIF: Easy REF: p. 121
TOP: Physical Exercise MSC: BLOOMS Level II Comprehension
55. An employee assistance program is:

a. an individual prevention approach to stress relief or reduction
b. a first level or primary stress prevention approach
c. an organizational approach to stress reduction
d. normally an aftercare program for employee drug abusers
TOP: Individual Prevention MSC: BLOOMS Level II Comprehension
TRUE/FALSE
1. It is unfortunate that stress carries a negative connotation as though it were something to be avoided.
ANS: T PTS: 1 DIF: Easy REF: p. 107

2. According to Harry Levinson and Freudian psychoanalytic theory, self-image is the embodiment of a
person's perfect self.
ANS: F
According to Harry Levinson and Freudian psychoanalytic theory, ego-ideal is the embodiment of a
person’s perfect self.

TOP: The Psychoanalytic Approach MSC: BLOOMS Level II Comprehension
3. Problem-focused coping focuses on managing and controlling the stressor.

TOP: The Cognitive Appraisal Approach
4. The cognitive appraisal approach to stress emphasizes the fit between a person and his or her
environment in terms of individual abilities and task or role demands.
ANS: F
The cognitive appraisal approach to stress emphasizes the fit between a person and his or her
environment in terms of the individual’s perception in classifying persons or events as stressful or not.

TOP: The Cognitive Appraisal Approach
5. The fight-or-flight response to stress is based on an environmental demand that upsets a person's
natural steady state according to the homeostatic approach.

TOP: The Homeostatic/Medical Approach
6. Regardless of the stress approach used, the stress response can be characterized by a predictable
sequence of mind and body events.
ANS: T PTS: 1 DIF: Moderate REF: p. 109

TOP: The Stress Response MSC: BLOOMS Level I Knowledge
7. The stress response can activate some bodily systems and cause others to operate at reduced capacity.

TOP: The Stress Response MSC: BLOOMS Level II Comprehension
8. The natural stress response has been shown to be inherently bad or destructive.
ANS: F
The result of the body’s natural response to stress can be very effective in preparing a person to handle
legitimate emergencies through peak performance. It is neither inherently bad nor necessarily
destructive.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: The Stress Response
9. Change and lack of control are two of the most stressful demands people face at work.
ANS: T
See also Table 7.1.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Sources of Work Stress
10. Interrole conflict is caused by conflicting expectations related to a single role.
ANS: F
Interrole conflict is caused by conflicting expectations related to two separate roles assumed by the
same individual.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Work Demands
11. Emotional toxins typically don’t spread through a work environment and cause a range of
disturbances.
ANS: F
Emotional toxins, such as sexual harassment and poor organizational leadership which lead to
emotional dissonance, can spread through a work environment and cause a range of disturbances.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Interpersonal Demands
12. Role ambiguity and task uncertainty both indicate lack of information.
ANS: T PTS: 1 DIF: Moderate REF: p. 111

13. Nonwork demands may broadly be identified as home demands from an individual’s personal life
environment and personal demands that are self-imposed.

TOP: Nonwork Demands MSC: BLOOMS Level II Comprehension
14. Men and women have different vulnerabilities to stress.
ANS: T PTS: 1 DIF: Easy REF: p. 115-116

TOP: Gender Effects MSC: BLOOMS Level I Knowledge
15. Type B personalities display insecure behavior and may respond aggressively in conflict situations.
ANS: F
Insecure and aggressive behavior is characteristic of Type A personalities.

NAT: AACSB Analytic | Individual Dynamics TOP: Type A Behavior Pattern
16. Primary stress prevention is designed to reduce and possibly eliminate the source of stress, or the
stressor.
ANS: T

TOP: Preventive Stress Management MSC: BLOOMS Level I Knowledge
17. Individuals who display hardiness tend to be Type A personalities.
ANS: F
Individuals who display hardiness are those who are committed, less likely to experience
promotion-related stress, have control, the ability to influence outcomes of events, and challenge
themselves with new opportunities for growth. These are not characteristics of a Type A personality.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Personality Hardiness
18. Self-reliant individuals tend to be better at transformational coping.
ANS: T PTS: 1 DIF: Moderate REF: p. 116 and 117

TOP: Personality Hardiness and Self-Reliance
19. Psychological detachment from work can be a successful strategy for coping with work stressors and
reduce the psychological strain associated with work place bullying.
ANS: T PTS: 1 DIF: Moderate REF: p. 113-114

TOP: Individual Distress MSC: BLOOMS Level II Comprehension
20. Type A behavior is also labeled coronary-prone behavior.

TOP: Type A Pattern Behavior MSC: BLOOMS Level I Knowledge
21. Transformational coping is actively changing an event into something less subjectively stressful by
viewing it in a broader life perspective.

22. Counterdependence is a healthy, secure, interdependent pattern of behavior that is useful when facing
stressful situations.
ANS: F
Counterdependence is an unhealthy, insecure pattern of behavior that leads to separation in
relationships with other people.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Self-Reliance
23. Employee assistance programs have been designed in part to provide help to employees in coping with
nonwork demands.

TOP: Professional Help MSC: BLOOMS Level I Knowledge
MATCHING
Match the following:

a. The embodiment of a person's perfect self.
b. An equilibrium or steady state of bodily functioning.
c. Adverse consequences of stress.
d. The unconscious preparation to fight or flee.
e. The view of one's self.
1. Homeostasis
2. Distress
3. Ego-ideal
4. Stress response
5. Self-image
1. ANS: B PTS: 1 DIF: Easy REF: p. 108

TOP: The Homeostatic Medical Approach
2. ANS: C PTS: 1 DIF: Easy REF: p. 113
TOP: The Consequences of Stress MSC: BLOOMS Level I Knowledge
3. ANS: A PTS: 1 DIF: Easy REF: p. 108
TOP: The Psychoanalytic Approach MSC: BLOOMS Level I Knowledge
4. ANS: D PTS: 1 DIF: Easy REF: p. 109
TOP: The Stress Response MSC: BLOOMS Level I Knowledge
5. ANS: E PTS: 1 DIF: Easy REF: p. 108
TOP: The Psychoanalytic Approach MSC: BLOOMS Level I Knowledge

a. Uncertainty and lack of control.
b. Strenuous activities and hazardous substances.
c. Child and day care arrangements.
d. Abrasive personalities and domineering leadership.
e. Confused expectations coming from others.
6. Interpersonal demands
7. Role ambiguity
8. Task demands
9. Physical demands
10. Home demands
6. ANS: D PTS: 1 DIF: Moderate REF: p. 111

TOP: Interpersonal Demands MSC: BLOOMS Level II Comprehension
7. ANS: E PTS: 1 DIF: Moderate REF: p. 111
8. ANS: A PTS: 1 DIF: Moderate REF: p. 110
TOP: Task Demands MSC: BLOOMS Level II Comprehension
9. ANS: B PTS: 1 DIF: Moderate REF: p. 111
TOP: Physical Demands MSC: BLOOMS Level II Comprehension
10. ANS: C PTS: 1 DIF: Moderate REF: p. 112
TOP: Home Demands MSC: BLOOMS Level II Comprehension

a. A healthy independent behavior pattern with the individual being able to develop
supportive attachments to others.
b. An active process of modifying one’s perceptions in order to reduce stress.
c. An unhealthy, insecure pattern of behavior that leads to separation from others.
d. Coronary-prone behavior.
e. An unhealthy, insecure pattern of behavior that leads to excessive attempts to achieve
security through relationships with others.
11. Transformational coping
12. Counterdependence
13. Overdependence
14. Self-reliance
15. Type A personality
11. ANS: B PTS: 1 DIF: Hard REF: p. 116
12. ANS: C PTS: 1 DIF: Hard REF: p. 117
TOP: Self-Reliance MSC: BLOOMS Level II Comprehension
13. ANS: E PTS: 1 DIF: Hard REF: p. 117
15. ANS: D PTS: 1 DIF: Easy REF: p. 116
TOP: Type A Pattern Behavior MSC: BLOOMS Level II Comprehension

a. High job demands and restricted or low job decision latitude.
b. A thinking style or a person's internal self-talk approach to distress.
c. A planning and prioritizing approach to one's activities and job tasks.
d. An interactive approach to modifying job tasks and responsibilities.
e. Socio-emotional network.
16. Time management
17. Role negotiation
18. Social support system
19. Positive thinking
20. Job strain model
16. ANS: C PTS: 1 DIF: Moderate REF: p. 120-121

TOP: Time Management MSC: BLOOMS Level II Comprehension
17. ANS: D PTS: 1 DIF: Moderate REF: p. 119
TOP: Role Negotiation MSC: BLOOMS Level II Comprehension
18. ANS: E PTS: 1 DIF: Moderate REF: p. 119
TOP: Social Support Systems MSC: BLOOMS Level II Comprehension
19. ANS: B PTS: 1 DIF: Moderate REF: p. 120
TOP: Positive Thinking MSC: BLOOMS Level II Comprehension
TOP: Job Redesign MSC: BLOOMS Level II Comprehension
ESSAY
1. Which of the four approaches to stress appears most useful in understanding job and work-related
stress?
ANS:
Of the four approaches (homeostatic, cognitive appraisal, person-environment, and psychoanalytic),
the person-environment seems most appropriate to understand job stress producing situations. When
one's fit (in terms of skill, ability, and knowledge) with the job is close, distress is less likely to
develop and job performance is more likely to be at or above standard.

TOP: The Person-Environment Fit Approach
2. What are some of the differences between Type A and Type B personalities?
ANS:
Type A persons tend to frequently be in a hurry, feel insecure, need to be liked, usually are counting
accomplishments, try to exercise control over situations, exhibit tension, and are more prone to heart
attacks. Type B persons tend to have an internal locus of control, are more socially secure, less ego
involved in their work, are less stress prone, manage distress more effectively, have greater stress
coping ability, and are less prone to heart attacks.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Type A Behavior Pattern
3. How can job redesign modify a job to prevent excessive stress?
ANS:
Job redesign can change a number of job characteristics, including the number of tasks and the task
completion sequence, job decision latitude or autonomy, production standards (qualitative and
quantitative), specificity of information for job completion, and the equipment or technology used.
Greater job decision latitude, more emphasis on output quality, unambiguous job descriptions, and
flexibility in task sequencing can minimize distressful aspects of the job and possibly lead to greater
job performance and success.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Job Redesign
4. Briefly indicate how you can prevent distress in preparing for the final exam of the course in which
you are using this book.
ANS:
Throughout the semester a student should remain in good physical health and engage in a regular
exercise regime. This will more greatly ensure one's stamina during final exam time. Second, the
student can adopt a time management approach to studying the text material each week of the
semester. Third, a study group could be formed for exam review purposes as well as a social support
network. Finally, positive self-talk and self-confidence building can be practiced to develop the
attitude that an exam is an opportunity to achieve success rather than avoid failure.

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Individual Prevention
5. Identify the organizational stress prevention methods that are the counterparts to the individual stress
prevention methods of learned optimism, time management, leisure time activities, physical exercise,
relaxation training, diet, opening up, and professional help.
ANS:
Positive thinking Identify pessimistic thoughts and then distract yourself from these
thoughts.
Time management Flextime
Leisure time activity Sponsored recreation
Physical exercise Wellness program
Relaxation training Work breaks
Diet Nutrition classes
Opening up Mentoring and social support groups
Professional help Employee assistance programs

NAT: AACSB Reflective Thinking | Individual Dynamics TOP: Individual Prevention
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4. Strain is the same as:

6. The medical approach to stress is most similar to:

8. Utilizing the cognitive appraisal approach to stress, problem-focused coping emphasizes:

10. The person-environment fit approach to stress emphasizes the:

15. Which of the following is NOT considered to be a source of stress at work?

16. Task demands include all of the following except:

PTS: 1 DIF: Hard REF: p. 109 OBJ: 4

PTS: 1 DIF: Moderate REF: p. 109 OBJ: 4

18. Role conflict results from:

22. Role ambiguity is:

23. The two major categories of "role stress" at work include:

PTS: 1 DIF: Moderate REF: p. 112 OBJ: 4

28. Healthy or normal stress is known as:

29. The Yerkes-Dodson law suggests that:

PTS: 1 DIF: Hard REF: p. 112 OBJ: 5

PTS: 1 DIF: Easy REF: p. 113 OBJ: 5

31. Benefits of eustress include all of the following except:

32. Psychosomatic disorders:

33. The three forms of individual distress include:

35. Three direct costs of organizational distress include:

38. Individuals possessing a Type A personality:

40. A personality that tends to be resistant to distress is:

41. An individual who is relatively good at transformational coping is/has:

43. Self-reliance is a healthy, secure, _____ pattern of behavior.

PTS: 1 DIF: Moderate REF: p. 117-118 OBJ: 7

PTS: 1 DIF: Hard REF: p. 117 OBJ: 7

46. Secondary prevention is intended to:

48. A secondary prevention method of organizational stress is:

PTS: 1 DIF: Moderate REF: p. 118-119 OBJ: 7

50. The job strain model presented in your text suggests:

PTS: 1 DIF: Moderate REF: p. 119 OBJ: 7

52. Evaluative feedback is an aspect of a(n) _____ approach to stress prevention.

53. Learned optimism is:

54. An important role in the prevention of injury is:

55. An employee assistance program is:

ANS: T PTS: 1 DIF: Easy REF: p. 107

PTS: 1 DIF: Moderate REF: p. 108 OBJ: 2

3. Problem-focused coping focuses on managing and controlling the stressor.

ANS: T PTS: 1 DIF: Easy REF: p. 108

PTS: 1 DIF: Moderate REF: p. 108 OBJ: 2

ANS: T PTS: 1 DIF: Easy REF: p. 108

ANS: T PTS: 1 DIF: Moderate REF: p. 109

ANS: T PTS: 1 DIF: Easy REF: p. 109

PTS: 1 DIF: Easy REF: p. 109 OBJ: 3

PTS: 1 DIF: Easy REF: p. 109 OBJ: 4

10. Interrole conflict is caused by conflicting expectations related to a single role.

PTS: 1 DIF: Moderate REF: p. 110 OBJ: 4

PTS: 1 DIF: Easy REF: p. 111 OBJ: 4

ANS: T PTS: 1 DIF: Moderate REF: p. 111

ANS: T PTS: 1 DIF: Easy REF: p. 112

14. Men and women have different vulnerabilities to stress.

ANS: T PTS: 1 DIF: Easy REF: p. 115-116

PTS: 1 DIF: Easy REF: p. 116 OBJ: 6

PTS: 1 DIF: Easy REF: p. 117 OBJ: 7

17. Individuals who display hardiness tend to be Type A personalities.

PTS: 1 DIF: Moderate REF: p. 116 OBJ: 6

18. Self-reliant individuals tend to be better at transformational coping.

ANS: T PTS: 1 DIF: Moderate REF: p. 116 and 117