Type A behaviour
None of the above
Attempts to create a harmonious environment through cooperative and unassertive behaviour
Is rarely harried, not suffering from time urgency
Is an aggressive involvement in a chronic struggle to achieve more and more
People with an internal locus of control……..
Generally perceive their jobs to be less stressful than do externals
Are more likely to be passive and defensive
Are more likely to feel helpless in stressful situations
What is a true statement about stress?
Neither 1nor 2 are true statements
Both 1 and 2 are true statements
Since stress is an individual perception, social support cannot help buffer the impact of stress
Perception will moderate the relationship between a potential stressor and an individual’s reaction to it
All of the above
Can be reduced by experience
Is a cumulative process
Is an addictive phenomenon
A chronic sense of time urgency and excessive competitive drive represents:
Type A behaviour
The inverted U model
The locus of control
Type B behaviour
Which of the following is not a true statement about stress?
It has no biological basis
It is a dynamic condition
It occurs only if there is doubt about the outcome
It has both positive and negative value
Which of the following statements appears to be true about stress?
The link between stress and particular physiological symptoms is clear.
Most of the time, stress has only negative consequences.
Type B behaviour cannot cope with leisure time.
Voluntary turnover is more likely among employees experiencing much stress.
An organization can do number of things to help lessen individual stress including:
None of these.
Expanding social support networks.
Goal- setting and job redesign.
The `inverted-U`of stress refers to the phenomenon of:
Longer- term stress resulting in higher performance than short term stress.
Low stress will actually produce higher performance than moderate stress.
Low-to-moderate levels of stress actually enhancing performance.
Stress enhances performances when it is extremely high or extremely low.
Which characteristic of firms does NOT successfully create functional conflict?
They tend to reward dissenters.
Those employers whose ideas conflict with management are reprimanded or punished
They reward dissent and punish conflict avoiders.
They often build devil’s advocates into a decision process.