Organizational Behavior Chapter 3

Emotional contagion refers to the phenomenon where one person can "catch" or "be infected by" the emotions of another person. It is the transmission of emotions from one individual to another, leading to the mirroring or adoption of those emotions. This can occur through various means, such as facial expressions, body language, or vocal tone. Emotional contagion can have both positive and negative effects, influencing the emotional state and behavior of individuals within a social group. It is a natural and common occurrence in social interactions, highlighting the interconnectedness and influence of emotions among individuals.

Mike is experiencing high autonomy because he is able to set his own schedule with his clients as a tax accountant. This means that he has the freedom and independence to make decisions and manage his own work without strict supervision or control from others.

According to the job characteristics theory, variety refers to the degree to which a job requires a number of different activities that involve a range of skills and talents. In other words, it measures the extent to which a job offers diverse tasks and responsibilities. A job with high variety provides employees with the opportunity to use and develop different skills, which can enhance job satisfaction and motivation. On the other hand, a job with low variety may become monotonous and lead to boredom and disengagement.

The correct answer is "Status". Having prestige, power over others, and fame are all indicators of high status. This work value category refers to the importance individuals place on their social standing and recognition in the workplace. People who value status often seek positions of authority and influence, and they prioritize gaining recognition and respect from others.

Emotional labor refers to the act of suppressing one's true emotions and displaying a different set of emotions in order to meet the expectations of a certain role or job. In this case, when restaurant servers, flight attendants, and retail salespeople hide their true feelings and "put on a happy face", they are engaging in emotional labor. They are required to display positive emotions and provide good customer service, regardless of how they may actually feel. This can be mentally and emotionally draining, as it requires them to constantly manage and regulate their emotions.

The text suggests that for many people, having high levels of autonomy is what separates being given freedom and independence ("having a long leash") from being excessively controlled and monitored ("being micromanaged"). Autonomy refers to the ability to make decisions and act independently, which can greatly impact one's sense of control and freedom in their work or personal life.

Emotions are states of feeling that are often intense and can be short-lived, lasting only a few minutes. They are clearly directed at and caused by a person or circumstance. Emotions are distinct from moods, which are longer-lasting and less intense. Feelings, on the other hand, are a broader term that encompasses both emotions and moods. Withdrawal, on the other hand, refers to a behavior or action of physically or emotionally removing oneself from a situation or relationship.

The value-percept theory argues that job satisfaction depends on whether an employee perceives that his/her job supplies the things that he/she values. This means that if an employee feels that their job meets their personal values and needs, they are more likely to be satisfied with their job. It suggests that job satisfaction is subjective and varies from person to person based on their individual values and perceptions.

When a company measures employees' skills assessments and provides growth opportunities to utilize their special talents, it is likely to increase satisfaction with the work itself. This is because employees feel valued and recognized for their skills, leading to a greater sense of fulfillment and enjoyment in their work. When individuals are able to use their talents and abilities in their job, they are more likely to feel satisfied and engaged, resulting in higher levels of overall job satisfaction.

Altruism refers to the selfless concern for the well-being of others. Helping others and working on moral causes are actions that align with this value. Altruistic individuals prioritize the needs and interests of others, often sacrificing their own personal gain or benefit. This value category focuses on empathy, compassion, and making a positive impact on society.

Promotion satisfaction brings more responsibility and increased work hours because when an employee is promoted, they are often given higher-level tasks and responsibilities. This can result in increased work hours as they may need to put in extra time and effort to meet the demands of their new role. Additionally, promotions often come with higher expectations and the need to prove oneself, which can lead to a greater sense of responsibility and a willingness to work longer hours to succeed in the new position.

Hope can be best described as a positive emotion because it is a feeling of optimism and expectation for a desired outcome. It is a positive state of mind that allows individuals to believe in the possibility of a better future. Hope provides motivation, resilience, and a sense of purpose, making it a key factor in overcoming challenges and pursuing goals. This positive emotion helps individuals stay optimistic, maintain a positive outlook on life, and find the strength to persevere in difficult times.

In this scenario, the most important work value category for Ima Hogg would be "Work Itself." This is because her passion in life is eating, and finding an outlet for this passion would be crucial for her job satisfaction. The "Work Itself" category focuses on the intrinsic enjoyment and fulfillment that one derives from their work, which aligns with Ima's need to pursue her passion.

According to the text, the facet of pay was found to be a moderately strong driver of job satisfaction but showed the weakest correlation. This means that while pay does contribute to job satisfaction, it is not as strongly correlated as the other facets such as promotion, supervision, coworker, and the work itself.

The given statement suggests that job satisfaction levels fluctuate during the course of a day. This means that individuals may experience different levels of satisfaction with their job at different times throughout the day. These fluctuations are triggered by positive and negative events that individuals may experience in their work environment.

Based on the information provided in the text, job satisfaction has a moderate positive effect on job performance. This suggests that when employees are satisfied with their job, they are likely to perform better in their roles. While the effect is positive, it is not overly strong or weak, indicating that job satisfaction plays a significant but not overwhelming role in job performance.