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