Organizational Behavior and Management 10Th Edition Ivancevich Test Bank Full Chapter PDF

Organizational Behavior and
Management 10th Edition Ivancevich

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Chapter 08 – Managing Misbehavior
CHAPTER 8
TRUE / FALSE QUESTIONS
1. Within the Vardi and Weitz model, instrumental force represents an individual's personal
interests and beliefs.
True / False
Answer: TRUE
Learning Objective: 08-01
Difficulty: medium
Topic: The Emerging Study of Misbehavior
2. Within the Vardi and Weitz model, management interactions are the actions taken by
managers to prevent, control, or respond to harmful misbehavior.
True / False
Answer: FALSE
Difficulty: easy
Explanation: These are management interventions.
3. Misbehavior is not gender-, industry-, country-, or date-specific.

True / False
Answer: TRUE
Difficulty: medium
Topic: Selected Misbehaviors
4. Sexual harassment is a form of unethical behavior, but is not considered aggression.

True / False
Answer: FALSE
Difficulty: medium
Explanation: Sexual harassment is both a form of aggression and unethical behavior.
8-1
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5. Sexual harassment is a form of discrimination, and harassed employees can file claims for
battery and defamation.
True / False
Answer: TRUE
Difficulty: medium
6. Passive aggression is accomplished through the withholding of something desired.

True / False
Answer: TRUE
Difficulty: medium
7. Women tend to classify a smaller range of behavior as sexually harassing than do men.
True / False
Answer: FALSE
Difficulty: medium
Explanation: Women tend to classify a wider range of behavior as sexually harassing than do
men.
8. Today's organizations commonly share information about worker aggression.

True / False
Answer: FALSE
Difficulty: medium
Explanation: Organizations rarely share information about worker aggression.
9. Demographic data may be the best predictors of violence, but it is prohibited by law from
being collected.
True / False
8-2
Answer: TRUE
Difficulty: medium
10. American employees now put in less time at work than they did 20 years ago.
True / False
Answer: FALSE
Difficulty: medium
Explanation: American employees now put in more time at work than they did 20 years ago.
11. Researchers have found that overachievers are bullied less often than are average performers.
True / False
Answer: FALSE
Difficulty: medium
Explanation: Researchers have found that overachievers are bullied more often than are average
performers.
12. A manager who uses intimidation, threats of firing, and promises of disciplinary action if
desired performance is not achieved is displaying incivility.
True / False
Answer: FALSE
Difficulty: medium
Explanation: These actions are forms of bullying.
13. Experiencing repeated incidents of rudeness can cause some workers to become physically ill
or suffer depression.
True / False
Answer: TRUE
8-3

Difficulty: medium
14. Some researchers believe that the unhealthier the organization, the higher the proportion of
bullied versus nonbullied employees.
True / False
Answer: TRUE
Difficulty: easy
15. One reason that management should be concerned about incivility between colleagues is that
can escalate to a more intense form of interaction, such as aggression or violence.
True / False
Answer: TRUE
Difficulty: easy
16. The concept of "wages in kind" suggests that the more dissatisfied the employee, the more
motivated he or she will be to engage in incivility.
True / False
Answer: FALSE
Difficulty: medium
Explanation: The concept of "wages in kind" suggests that the more dissatisfied the employee,
the more motivated he or she will be to engage in fraud.
17. Researchers have concluded that workers' substance use and abuse has more to do with
personal characteristics than with working conditions.
True / False
Answer: TRUE
8-4
Difficulty: medium
18. Multiple tests are now available that can accurately predict future substance abuse.
True / False
Answer: FALSE
Difficulty: medium
Explanation: No test can accurately predict future substance abuse.
19. Sabotage is a tangible expression of aggression or violence

True / False
Answer: TRUE
Difficulty: easy
20. Stealing is limited to tangible items, such as money and equipment.

True / False
Answer: FALSE
Difficulty: medium
Explanation: Stealing is not limited to tangible items; data, information, and intellectual property
can be stolen as well.
21. A work group with deviant norms about theft, through its behaviors, can display what, when,
and where to steal.
True / False
Answer: TRUE
Difficulty: medium
8-5
22. Stealing and/or participating in theft can display allegiance to a group.

True / False
Answer: TRUE
Difficulty: easy
23. Studies found that theft rates were significantly lower in organizations in which employee
compensation was reduced.
True / False
Answer: FALSE
Difficulty: medium
Explanation: Theft rates were significantly higher in organizations in which employee
compensation was reduced.
24. Most employers, thus far, do not use electronic monitoring and/or surveillance to track
employee activity.
True / False
Answer: FALSE
Difficulty: medium
Topic: Privacy
Explanation: Surveys suggest that a majority of employers currently use some form of electronic
monitoring and/or surveillance to track employee activity.
25. Under the Americans with Disabilities Act (ADA), employers can require a medical test only
after a job offer is made.
True / False
Answer: TRUE
Difficulty: medium
Topic: Privacy
8-6
MULTIPLE CHOICE QUESTIONS
26. Crime committed by a person of respectability and high social status in the workplace is
called _______________ crime.
A. high-society
B. social-strata
C. white-collar
D. royal
Answer: C
Difficulty: easy
Topic: The Management of Misbehavior
27. The four types of antecedents to misbehavior are individual, job, group, and
_______________.
A. religious
B. ethnic
C. organizational
D. environment
Answer: C
Difficulty: medium
28. When an individual perceives that he or she is being mistreated by a manager, the preference
for misbehaving _______________.
A. may increase
B. decreases
C. is unaffected
D. spreads to other employees
Answer: A
Difficulty: medium
29. The impact of occupational structure on criminal workplace behaviors, such as

embezzlement, vandalism, and sabotage, has been investigated by _______________.
A. anthropologists
B. occupational psychologists
8-7
C. criminologists
D. All of the choices are correct.
Answer: D
Difficulty: easy
30. ________________is defined as the behavior exhibited by an individual or group that is

purposeful (intentional) and can be harmful to the person and others, as well as financially and
socially costly.
A. Incidental misbehavior
B. The intention to misbehave
C. Negative behavior
D. Bad citizenship
Answer: B
Difficulty: easy
31. The most efficient misbehavior intervention point is _______________.

A. when the misbehavior is first noticed
B. after a warning has been issued
C. during the preemployment phase
D. during performance evaluation cycles
Answer: C
Difficulty: medium
32. Within the "Model of Misbehavior" presented in the text, the intention of an intervention at C
(mediators to outcomes) shifts from prevention to _______________.
A. analysis
B. prediction
C. deterrence
D. compliance
Answer: C
Difficulty: hard
8-8
33. The financial cost of the Enron debacle to employees, executives, the surrounding
community, and society is estimated to be in the _______________.
A. thousands
B. hundreds of thousands
C. millions
D. billions
Answer: D
Difficulty: medium
34. _______________ of female employees report that they have been the object of sexually
harassing behavior at work.
A. Up to 25 percent
B. Between 25 and 50 percent
C. Over 70 percent
D. Over 90 percent
Answer: C
Difficulty: hard
35. According to the U.S. Equal Employment Opportunity Commission, there were ________
charges of sexual harassment filed in 2011.
A. less than 1500
B. between 1500 and 2500
C. approximately 9,000
D. more than 11,000
Answer: D
Difficulty: medium
36. This type of sexual harassment occurs when sex-related behavior interferes with an
employee’s work performance or creates an intimidating, hostile, or offensive working
environment.
A. Quid pro quo
B. Physiological
8-9
C. Hostile work environment

D. Psychological
Answer: C
Difficulty: easy
37. Workplace relationships can have a host of negative ramifications, including:

A. Gossip
B. Decreased productivity
C. Accusations of favoritism
Answer: D
Difficulty: easy
38. A "consensual relationship agreement," also known as a "love contract," typically includes
all of the following provisions except:
A. The relationship is consensual
B. What the dating employees will do if the relationship stops being consensual
C. A verification that both employees are aware of the company's policies on sexual harassment
D. Acknowledgement that the dating employees know they will be fired if they continue dating
Answer: D
Difficulty: easy
39. Pryor and Stoller found that men who scored high on a characteristic designated "likelihood
to sexually harass" were more likely to display all of the following behavior except:
A. They hold adversarial sexual beliefs
B. They are aggressive in their business dealings
C. They have difficulty understanding others' perspectives
D. The endorse traditional male sex stereotypes
Answer: B
Difficulty: medium
8-10
40. From a legal perspective, which of the following is not one of the types of sexual
harassment?
A. Quid pro quo
B. Physiological
D. Psychological
Answer: B
Difficulty: medium
41. This type of sexual harassment occurs when an employee “feels harassed” regardless of
whether or not the sex-related behavior is illegal.
A. Quid pro quo
B. Physiological
D. Psychological
Answer: D
Difficulty: medium
42. If an employer offered a promotion in exchange for a sexual favor it would be considered
________harassment.
A. Quid pro quo
B. Physiological
D. Psychological
Answer: A
Difficulty: medium
43. Workplace violence accounts for about _______________ of the all workplace fatalities in
2010.
A. 90 percent
B. 75 percent
C. 18 percent
D. 2 percent
8-11
Answer: C
Difficulty: medium
44. In which of the following work settings or activities is one the least likely to be a victim of
work place violence?
A. Fire fighting
B. Exchanging money
C. Making deliveries
D. Working late nights
Answer: A
Difficulty: medium
45. _______________ at work is the effort of an individual to inflict harm on others with whom
the person works, or has worked, or on the organization itself.
A. Sabotage
B. Aggression
C. Harassment
D. Assault
Answer: B
Difficulty: medium
46. Research shows that behavior women consider sexual, men may interpret simply as
_______________.
A. friendly
B. aggressive
C. flirting
D. passive
Answer: A
Difficulty: medium
8-12
47. Researchers have attempted to find a link between individual differences, such as
_______________ and aggression.
A. anger
B. Type A behavior
C. gender
Answer: D
Difficulty: medium
48. All of the following are forms of physical aggression except:

A. Theft
B. Failing to return phone calls
C. Dirty looks
D. Intentional work slowdowns
Answer: B
Difficulty: easy
49. Which of the following is a form of direct workplace aggression?

A. Failing to return phone calls
B. Failing to transmit information
C. Failing to deny false rumors
D. Failing to warn of impending danger
Answer: A
Difficulty: medium
50. Management pressure to work harder and longer is associated with all of the following
except:
A. burnout
B. frustration
C. anxiety
D. homicide
Answer: D
8-13
Difficulty: medium
51. Many victims perceive _______________ as the reason that bullies directed their behavior
toward them.
A. anger
B. envy
C. low intelligence
D. revenge
Answer: B
Difficulty: medium
52. Bullying differs from "normal" conflict with peers in that bullying is characterized by:
A. An imbalance of power
B. Strong emotional reactions from the victim
C. No effort to resolve the conflict
Answer: D
Difficulty: medium
53. _______________ is defined as repeated actions that are directed to another worker that are
unwanted and that clearly cause humiliation and distress and create an unpleasant work setting.
A. Incivility
B. Bullying
C. Crime
D. Discipline
Answer: B
Difficulty: medium
54. All of the following have been identified as providing a social context in which bullying can
occur except:
A. Allowing jobs to be done in isolation
B. A department with low employee morale
8-14
C. An over-abundance of supervision
D. Social inequities in the workplace
Answer: C
Difficulty: medium
55. Victims who can't tolerate bullying often leave the organization through _______________.
A. retirement
B. illness
C. choice
Answer: D
Difficulty: medium
56. All of the following are forms of incivility except:

A. Being disruptive in meetings
B. Promising disciplinary action if goals are not met
C. Giving negative eye contact
D. Making condescending remarks
Answer: B
Difficulty: easy
57. According to recent research, employees who are the recipients of uncivil behavior
experience all of the following except:
A. Increased job stress and dissatisfaction
B. Lower levels of creativity
C. Higher commitment to the organization
D. Higher turnover
Answer: C
Difficulty: easy
8-15
58. An intentional act of deceiving or misrepresenting in order to induce another individual or

group to give up something of value is called _______________.
A. intimidation
B. goldbricking
C. harassment
D. fraud
Answer: D
Difficulty: medium
59. All of the following are recommended ways to stop incivility except:
A. Implementing a zero-tolerance policy
B. Proactively managing the climate of the organization
C. Punishing those who engage in uncivil behaviors
D. Ignoring incivility in new hires
Answer: D
Difficulty: easy
60. Researchers found, based on interviews with 200 incarcerated embezzlers, that most of them
committed fraud to _______________.
A. cover other crimes
B. increase the stock price of the organization
C. meet their financial obligations
D. buy things their salaries didn't cover
Answer: C
Difficulty: medium
61. A study of over 12,000 employees found that _______________ had engaged in such
workplace misbehaviors as goldbricking, sick time abuses, and/or fraud at least once.
A. 10 percent
B. 25 percent
C. 57 percent
D. 90 percent
Answer: D
8-16

Difficulty: medium
62. Full-time workers who are illicit drug users are more likely than non-drug users to have done
all of the following except:
A. Worked for three or more employers in the past year
B. Had past military service
C. Taken unexcused absences from work
D. Voluntarily left an employer or been terminated within the last year
Answer: B
Difficulty: medium
63. _______________ encourages some CEOs to engage in fraudulent behaviors.

A. Perceived inequity
B. A lack of discipline
C. Ineffectively application of the law
Answer: D
Difficulty: medium
64. _______________ is a combination of motive and opportunity.

A. Envy
B. Bullying
C. Incivility
D. Fraud
Answer: D
Difficulty: medium
65. What is the single most significant risk factor that drives employees to drink?
A. Work overload
B. Abusive supervisors
C. Working with alcoholic coworkers
8-17
D. A permissive workplace culture
Answer: D
Difficulty: easy
66. Sabotage involves damaging or destroying an organization's or colleague's

_______________.
A. equipment
B. workspace
C. data
D. Any or All of the choices are correct.
Answer: D
Difficulty: easy
67. Sabotage is usually the method of choice of person who _______________.

A. is bored
B. believes that something in their work history was unfair to them
C. wants to gain an advantage over a colleague
D. Any or All of the choices are correct.
Answer: D
Difficulty: medium
68. Three types of organizational sabotage targets exist. They include all of the following except:
A. People
B. Equipment
C. Data
D. The work setting
Answer: D
Difficulty: medium
8-18
69. _______________ is defined as the unauthorized taking, consuming, or transferring of

money or goods owned by the organization.
A. Goldbricking
B. Theft
C. Sabotage
D. Violence
Answer: B
Difficulty: easy
70. Most employees who steal are _______________.

A. women
B. first-time offenders
C. repeat offenders
D. Both A and B
Answer: B
Difficulty: medium
71. Which of the following is a form of direct aggression?

A. Spreading rumors that may harm another's chance for promotion
B. Withholding praise
C. Pushing or shoving
D. Misdirecting important information
Answer: C
Difficulty: easy
72. The _______________ under the Bill of Rights guarantees due process and equal protection.
A. First Amendment
B. Fourth Amendment
C. Fifth Amendment
D. Fourteenth Amendment
Answer: D
Difficulty: hard
8-19
Topic: Privacy
73. The _______________ under the Bill of Rights protects an employee's freedom of speech
and association.
A. First Amendment
B. Fourth Amendment
C. Fifth Amendment
Answer: A
Difficulty: hard
Topic: Privacy
74. The _______________ under the Bill of Rights protects against communications from
unreasonable searches and seizures.
A. First Amendment
B. Fourth Amendment
C. Fifth Amendment
Answer: B
Difficulty: hard
Topic: Privacy
75. Organizations can utilize medical, drug, psychological, or lie detector testing when the
situation meets all of the following conditions except:
A. If results are openly shared and subject to public review
B. The test is designed to predict a person's ability to perform
C. The test is relatively non-invasive
D. The test results are private
Answer: A
Difficulty: medium
Topic: Privacy
8-20
SHORT ANSWER QUESTIONS
76. What is the difference between occupational crime and organizational crime?
Answer: Occupational crime involves crimes committed to benefit the criminal; it does not have
organizational support. Organizational crime is criminal behavior that is conducted with the
support of the organization.
Difficulty: medium
77. What is white-collar crime?
Answer: In a presidential address to the American Sociological Society, Sutherland introduced

the notion of white-collar crime, defining it as “crime committed by a person of respectability
and high social status in the course of his occupation.
Difficulty: medium
78. The text discusses five specific categories of misbehavior. What are they?
Answer: Interpersonal, Intrapersonal, Performance, Property, and Political.

Difficulty: hard
79. Define sexual harassment.
Answer: Unwelcome advances, requests for sexual favors and other types of verbal,
psychological, or physical abuses.
Difficulty: medium
8-21
80. Identify three types of sexual harassment.
Answer: From a legal perspective, there are several types of sexual harassment, including: quid
pro quo, hostile work environment and psychological
Difficulty: medium
81. What is a "love contract"?
Answer: Some companies ask employees to sign a “consensual relationship agreement” or “love
contract.” This agreement has to be signed by both dating employees and typically includes the
numerous provisions including that the relationship is consensual.
Difficulty: medium
82. There are three tests that can help you categorize and focus on particular behaviors, one is the
Family IQ test. What are the other two?
Answer: There are three tests that can help you categorize and focus on particular behaviors.
They are (1) the Family IQ test, (2) the Public Forum test, and (3) the Dual Treatment test
Difficulty: medium
83. What is the difference between bullying and incivility?
Answer: Bullying can be defined as repeated actions toward another worker that are unwanted
and that cause humiliation, distress, and an unpleasant work setting. Incivility, on the other hand,
is behavior that is rude, discourteous, or demeaning toward others; in effect, a lack of respect for
others.
Difficulty: medium
8-22
84. Employees that experience incivility are impacted numerous ways. Identify three.
Answer: Any three of the following: Increased job stress and dissatisfaction, Lower levels of
creativity, Cognitive distraction and psychological distress, Disrupted relationships at work,
Lower commitment to the organization, Higher turnover.
Difficulty: hard
85. Identify three costs associated with cyberslacking?
Answer: Cyberslacking costs organizations in lost time and energy being devoted to
nonorganization matters. Personal cyberslacking can also burden an organization’s computer
network. Employees who access pornography sites in offices may also contribute inordinately to
sexual harassment behaviors.
Difficulty: medium
86. The U.S. Equal Employment Opportunity Commission tracks sexual harassment cases. What
do their statistics indicate regarding the cost sexual harassment for employers?
Answer: According to the U.S. Equal Employment Opportunity Commission, there were 11,364
charges of sexual harassment filed in 2011 that resulted in companies paying out $52.3 million.
Difficulty: hard
87. The term STEAL refers to four motives behind theft behavior. What are they?
Answer: Support, Thwart, Even the score, and Approval.

8-23
Difficulty: medium
88. Your friend states that an employer must notify its employees if it intends to read their
emails. Are they correct?
Answer: The courts have reaffirmed that employers can read e-mails sent over their computer
systems even if employees are uninformed of the policies.
Difficulty: medium
Topic: Privacy
89. Are privacy rights the same for public and private employees?
Answer: Privacy rights for public employees are found in the U.S. Constitution and are generally
broader than the privacy rights of employees in the private sector.
Difficulty: medium
Topic: Privacy
90. A medical practitioner has performed a medical test on an employee. What information may
be shared with the employer?
Answer: Only the examiner’s general conclusion may be provided.

Difficulty: medium
Topic: Privacy
91. What arguments can be made in opposition to employer email monitoring?
Answer: Those who oppose contend that a strict e-mail privacy policy provides employees with a
sense of autonomy, self-confidence, and empowerment. Many employees value these factors,
and they show it with higher morale and more loyalty to the organization.
8-24
Difficulty: medium
Topic: Privacy
ESSAY QUESTIONS
92. Describe Vardi and Weitz Model of Organizational Misbehavior and the categories of
misbehavior in their framework.
Answer: The concept of Managing Employee Misbehavior (MEM) has a cross-disciplinary

theme. That is, a number of disciplines offer theories, research findings, and frameworks to
examine MEM and its consequences. Vardi and Weitz discuss in detail a number of misbehavior
categories including deviance, aggression, and political behavior. In their framework, employee
deviance is concerned with the social conditions under which certain behaviors are considered
deviate. Workplace aggression includes harmful and damaging behaviors. Political behavior is
the misuse of power and influence. These three categories of misbehavior overlap and are
interrelated in their framework.
Difficulty: hard
93. Explain what is meant by management interventions and the points at which these
interventions may be made.
Answer: Management interventions are the actions taken by managers (representing the
organization) to prevent, control, or respond to harmful misbehavior. Exhibit 8.2 displays three
specific points for management intervention—A, B, and C. At point A, management can
carefully screen and refuse to hire “risky” individuals. Management can also intervene at other
antecedent points: job, group, and organization. The problem with interventions at these points is
that the person is already employed. The most efficient intervention point is during the
preemployment phase. The intervention at B requires affecting the normative force, as well as
the instrumental force. The goal of this intervention point is to reduce the possibility of a job,
group, or organizational antecedent to trigger misbehavior. For example, some organizations use
mentor programs to provide a role model of proper (normative) attitudes and behavior and
communicate through mentor–mentee discussions the consequences of misbehaving
(instrumental). The intention of an intervention at C shifts from prevention to deterrence. The
manager works to reduce the possibility of the intention to misbehave. A member of a team who
values being part of the team may learn that misbehavior could mean being transferred (control)
to another unit. She may decide that staying with the preferred unit is important and elect to
behave properly. The threat of a transfer may be powerful enough to evoke a change in behavior.
Difficulty: hard
8-25
94. Is employee misbehavior costly? Explain.
Answer: The potential costs of employee misbehavior to individuals, groups, organizations, and
other societal groups can be substantial. For example, the financial costs of the Enron debacle to
employees (lost pensions), executives (imprisonment, lost careers), the community (Houston’s
economic and business infrastructure), and society (legal expenses) have not yet been calculated.
14 However, losses will reach billions of dollars. In addition to the financial costs of the Enron
and other similar cases are substantial social costs (premature illness, depression, suicide, family
instability). Are managers responsible for these costs? Some believe that managers have been
given a “free ride” in the social cost responsibility area.
Difficulty: medium
95. Describe the different types of sexual harassment.
Answer: From a legal perspective, there are several types of sexual harassment, including: 1.
Quid pro quo. This form of sexual harassment occurs when an employee’s compliance with
requests for sexual favors are linked to employment decisions (e.g., promotion or hiring). 2.
Hostile work environment. This sexual harassment occurs when sex-related behavior interferes
with an employee’s work performance or creates an intimidating, hostile, or offensive working
environment. 3. Psychological. This sexual harassment occurs when an employee “feels
harassed” regardless of whether or not the sex-related behavior is illegal. Sexual harassment
occurs because of power differences, lust, and reasons that are not entirely understood. It occurs
across gender lines and across sexual orientations. It is not only misbehavior but is also illegal.
Sexual harassment is a form of discrimination, but in addition, harassed employees can file
claims for battery and defamation.
Difficulty: medium
96. How does culture promote or inhibit employee misbehavior?
8-26
Answer: While student answers will vary, culture is a component in the Model of Organizational
Misbehavior, presented in the text and has been related to sexual harassment, bullying, incivility,
employee substance abuse and theft.
Difficulty: medium
Topic: The Emergence in Management of the Study of Misbehavior
97. Should employees be barred from dating?
Answer: While answers will vary, students may key on the following. Flirting, joking, bantering,
and other sexual interactions are daily occurrences in work settings. Not all of these interactions
constitute sexual harassment. Consensual sexual interactions are those that reflect positive
expressions of workers’ sexual choices and desires. However, some workplace relationships can
have a host of negative ramifications, including accusations of favoritism, decreased
productivity, gossip, and in the case of a bad breakup, a strained work environment and even
workplace violence. Some companies ask employees to sign a “consensual relationship
agreement” or “love contract.”
Difficulty: medium
98. How can a manager recognize a behavior as sexual harassment?
Answer: How can a manager recognize a behavior as sexual harassment? There are a few tests
for focusing on and categorizing particular behaviors: The Family IQ Test. Would this occur if
the sexual harasser’s child were present? Would it be occurring if the spouse of the victim were
present? Would you as an observer want the behavior or allow the actions to be done to your
daughter? The Public Forum Test. Is this a behavior you would like to see in the newspaper or
hear about in a radio broadcast or on a television news program? Dual Treatment. Is this done to
other people, of both sexes, frequently? These are general rules to help managers assess the
behaviors of others, as well as their own behaviors. Considering the responses to these kinds of
questions can help a manager govern his or her own behavior and decide how and when to
intervene.
Difficulty: hard
99. Is sexual harassment a form of violence?
8-27
Answer: While student answers may vary the discussion my include the concept of
psychological violence and bullying. Bullying is defined as repeated actions that are directed
toward another worker, which are unwanted, which may be done deliberately or unconsciously,
but clearly cause humiliation and distress, and create an unpleasant work setting. The behaviors
of a bully are intended to be hostile actions or are considered by the victim to be hostile.
Bullying differs from “normal” conflict with peers in that bullying is characterized by an
imbalance of power, strong emotional reactions from the victim, a tendency to blame the victim,
no effort to resolve the conflict, and an attempt to gain control through conflict.
Difficulty: medium
100. Do employees give up their civil liberties in exchange for work?
Answer: While answers will vary, the text presents the following perspective. A controversial
question is whether employees give up all civil liberties once they cross into the organization.
Are there any workplace rights, and shouldn’t privacy be a top one? This question is more than a
philosophical issue. There is a reciprocal aspect to privacy rights. The relationship between the
employee and employer is reciprocal. An employer expects employees not to share proprietary
secrets, yet unless the employer respects employee privacy the reciprocal relationship is broken
or damaged. Routine examination of employee e-mails damages confidentiality.
Difficulty: medium
Topic: Privacy
8-28
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Original publication: London: Longmans, Green and Co, 1910
Credits: Peter Becker, Craig Kirkwood, and the Online

Distributed Proofreading Team at https://www.pgdp.net
(This file was produced from images generously made
available by The Internet Archive)
*** START OF THE PROJECT GUTENBERG EBOOK RARE DAYS

IN JAPAN ***
RARE DAYS IN JAPAN
“Yes! ’tis a very pleasant land,
Filled with joys on either hand,
Sweeter than aught beneath the sky,
Dear island of the dragon-fly!”
[From an old poem composed by the Mikado Gomei, who died A. D.

641.]
“COUNTRY SCENES AND COUNTRY CUSTOMS”
RARE DAYS IN
JAPAN
BY
GEORGE TRUMBULL LADD, LL. D.
Author of “In Korea with Marquis Ito,”
“Knowledge, Life, and Reality,”
“Philosophy of Conduct,”
etc., etc.
ILLUSTRATED
LONGMANS, GREEN, AND CO.

39 PATERNOSTER ROW, LONDON
BOMBAY, AND CALCUTTA
1910
Copyright, 1910, By
DODD, MEAD AND COMPANY
Published, September, 1910
PREFACE
By many friends, both in this country and in the Far East, the
question has often been asked me: “Why do you not write a book
about Japan?” Whatever answer to this question à propos of each
particular occasion, may have been given, there have been two
reasons which have made me decline the temptation hitherto. Of the
innumerable books, having for their main subject, “The Land of the
Rising Sun,” which have appeared during the last forty years, a small
but sufficient number have described with a fair accuracy and
reasonable sympathy, certain aspects of the country, its people, their
past history, and recent development. To correct even, much more to
counteract, the influence of the far greater number which, if the wish
of the world of readers is to know the truth, might well never have
been written, is a thankless and a hopeless task for any one author
to essay.
A yet more intimate and personal consideration, however, has
prevented me up to the present time from complying with these
friendly requests. Many of the experiences, of special interest to
myself, and perhaps most likely to be specially interesting and
instructive to the public, have been so intimate and personal, that to
disclose them frankly would have seemed like a breach of courtesy,
if not of confidence. The highly favoured guest feels a sort of
honourable reserve about speaking of the personality and household
of his host. He does not go away after weeks spent at another’s
table, to describe the dishes, the silver and other furnishings, and the
food.
What I have told in this book of some of the many rare and notably
happy, and, I hope, useful days, which have fallen to my good
fortune at some time during my three visits to Japan, has not, I trust,
transgressed the limits of friendly truth on the one hand, or of a
friendly reserve on the other. And if the narrative should give to any
of my countrymen a better comprehension of the best side of this
ambitious, and on the whole admirable and lovable people, and a
small share in the pleasure which the experiences narrated have
given to the author, he will be much more than amply rewarded.
George Trumbull Ladd.
New Haven, June, 1910.
CONTENTS
CHAPTER PAGE
I Visiting the Imperial Diet 1
II Down the Katsura-gawa 25
III Climbing Asama-yama 46
IV The Summer-School at Hakoné 74
V Japanese Audiences 99
VI Gardens and Garden Parties 126
VII At the Theatre 156
VIII The Nō, or Japanese Miracle-Play 190
IX Ikegami and Japanese Buddhism 217
X Hikoné and Its Patriot Martyr 248
XI Hiro-Mura, the House of “A Living God” 281
XII Court Functions and Imperial Audiences 314
ILLUSTRATIONS
Country Scenes and Country Customs Frontispiece
FACING PAGE
“The Picturesque Moat and Ancient Wall” 18
“The Charm of the Scenery Along the Banks” 32
“To Tend These Trees Became a Privilege” 38
“The Villages Have Never Been Rebuilt” 56
“For Centuries Lovers Have Met About the Old Well” 72
“Dark and Solemn and Stately Cryptomerias” 78
“Ashi-no-Umi, which is, being Interpreted, ‘The Sea
of Reeds’” 84
“Class and Teacher Always Had to be
Photographed” 108
“The Bearing of the Boys and Girls is Serious,
Respectful and Affectionate” 118
“It is Nature Combed and Trimmed” 130
“Winding Paths Over Rude Moss-covered Stepping-
Stones” 142
“The Worship of Nature in the Open Air” 152
“In One Corner of the Stage Sits the Chorus” 194
“Leading Actors in the Dramas of that Day” 208
“Leading Actors in the Dramas of that Day” 212
“The Chief Abbot Came in to Greet Us” 226
“Where Nichiren Spent His Last Days” 234
“Picturesquely Seated on a Wooded Hill” 250
“All Covered with Fresh-Fallen Snow” 276
“Peasants Were Going to and from Their Work” 294
“You can not Mock the Conviction of Millions” 302
“The Beautiful Grounds in Full Sight of the Bay” 308
“They Took Part in Out-Door Sports” 320
CHAPTER I
VISITING THE IMPERIAL DIET
The utter strangeness of feeling which came over me when, in May

of 1892, I first landed in Japan, will never be repeated by any
experience of travel in the future amidst other scenes, no matter how
wholly new they may chance to be. Between Vancouver, so like one
of our own Western towns, and the Land of the Rising Sun, nature
provided nothing to prepare the mind for a distinctly different type of
landscape and of civilisation. There was only the monotonous watery
waste of the Northern Pacific, and the equally monotonous roll of the
Empress of China, as she mounted one side and slid down the other,
of its long-sweeping billows. There was indeed good company on
board the ship. For besides the amusement afforded by the
“correspondent of a Press Syndicate,” who boasted openly of the
high price at which he was valued, but who prepared his first letter
on “What I saw in China,” from the ship’s library, and then mailed it
immediately on arrival at the post-office in Yokohama, there were
several honest folk who had lived for years in the Far East. Each of
these had one or more intelligent opinions to impart to an inquirer
really desirous of learning the truth. Even the lesson from the
ignorance and duplicity of this moulder of public opinion through the
American press was not wholly without its value as a warning and a
guide in future observations of Japan and the Japanese. The social
atmosphere of the ship was, however, not at all Oriental. For dress,
meals, hours, conversation, and games, were all in Western style.
Even with Doctor Sato, the most distinguished of the Japanese
passengers, who was returning from seven years of study with the
celebrated German bacteriologist, Professor Koch, I could converse
only in a European language.
The night of Friday, May 27, 1892, was pitchy dark, and the rain fell
in such torrents as the Captain said he had seldom or never seen
outside the tropics. This officer did not think it safe to leave the
bridge during the entire night, and was several times on the point of
stopping the ship. But the downpour of the night left everything
absolutely clear; and when the day dawned, Fujiyama, the
“incomparable mountain,” could be seen from the bridge at the
distance of more than one-hundred and thirty miles. In the many
views which I have since had of Fuji, from many different points of
view, I have never seen the head and entire bulk of the sacred
mountain stand out as it did for us on that first vision, now nearly
twenty years ago.
The other first sights of Japan were then essentially the same as
those which greet the traveller of to-day. The naked bodies of the
fishermen, shining like polished copper in the sunlight; the wonderful
colours of the sea; the hills terraced higher up for various kinds of
grain and lower down for rice; the brown thatched huts in the villages
along the shores of the Bay; and, finally, the busy and brilliant
harbour of Yokohama,—all these sights have scarcely changed at
all. But the rush of rival launches, the scramble of the sampans, the
frantic clawing with boat-hooks, which sometimes reached sides that
were made of flesh instead of wood, and the hauling of the Chinese
steerage passengers to places where they did not wish to go, have
since been much better brought under the control of law. The
experience of landing as a novice in Japan is at present, therefore,
less picturesque and exciting; but it is much more comfortable and
safe.
The arrival of the Empress of China some hours earlier than her
advertised time had deceived the friends who were to meet me; and
so I had to make my way alone to a hotel in Tokyo. But notes
despatched by messengers to two of them—one a native and since
a distinguished member of the Diet, and the other an American and
a classmate at Andover, within two hours quite relieved my feelings
of strangeness and friendlessness; and never since those hours
have such feelings returned while sojourning among a people whom
I have learned to admire so much and love so well.
It had been my expectation to start by next morning’s train for the
ancient capital of Kyoto, where I was to give a course of lectures in
the missionary College of Doshisha. But in the evening it was
proposed that I should delay my starting for a single day longer, and
visit the Imperial Diet, which had only a few days before, amidst no
little political excitement, begun its sittings. I gladly consented; since
it was likely to prove a rare and rarely instructive experience to
observe for myself, in the company of friends who could interpret
both customs and language, this early attempt at constitutional
government on the part of a people who had been for so many
centuries previously under a strictly monarchical system, and
excluded until very recently from all the world’s progress in the
practice of the more popular forms of self-government. The second
session of the First Diet, which began to sit on November 29, 1890,
had been brought to a sudden termination on the twenty-fifth of
December, 1891, by an Imperial order. This order implied that the
First Diet had made something of a “mess” of their attempts at
constitutional government. The “extraordinary general election”
which had been carried out on the fifteenth of February, 1892, had
been everywhere rather stormy and in some places even bloody. But
the new Diet had come together again and were once more to be
permitted to try their hand at law-making under the terms of the
Constitution which his Imperial Majesty had been most “graciously
pleased to grant” to His people. The memory of the impressions
made by the observations of this visit is rendered much more vivid
and even a matter for astonishment, when these impressions are
compared with the recent history of the sad failures and exceedingly
small successes of the Russian Duma. So sharply marked and even
enormous a contrast seems, in my judgment, about equally due to
differences in the two peoples and differences in the two Emperors.
Another fact also must be taken into the account of any attempt at
comparison. The aristocracy of Russia, who form the entourage and
councillors of the Tsar are quite too frequently corrupt and without
any genuine patriotism or regard for the good of the people; while
the statesmen of Japan, whom the Emperor has freely made his
most trusted advisers, for numbers, patriotism, courage, sagacity,
and unselfishness, have probably not had their equals anywhere
else in the history of the modern world.
The Japanese friends who undertook to provide tickets of admission
to the House of Peers were unsuccessful in their application. It was
easier for the foreign friend to obtain written permission for the Lower
House. It was necessary, then, to set forth with the promise of having
only half of our coveted opportunity, but with the secret hope that
some stroke of good luck might make possible the fulfilment of the
other half. And this, so far as I was concerned, happily came true.
As our party were entering the door of the House of Representatives,
I was startled by the cry of “soshi” and the rush toward us of two or
three of the Parliamentary police officers, who proceeded to divest
the meekest and most peaceable of its members, the Reverend Mr.
H——, of the very harmless small walking-stick which he was
carrying in his hand. It should be explained that, according to
Professor Chamberlain, since 1888 there had sprung up a class of
rowdy youths, called soshi in Japanese—“juvenile agitators who
have taken all politics to be their province, who obtrude their views
and their presence on ministers of state, and waylaid—bludgeon and
knife in hand—those whose opinions on matters of public interest
happen to differ from their own. They are, in a strangely modernised
disguise, the representatives of the wandering swashbucklers or
rōnin of the old régime.”
After his cane had been put in guard, and a salutary rebuke
administered to my clerical friend for his seeming disregard of the
regulations providing for the freedom from this kind of “influence”
which was guaranteed to the law-makers of the New Japan, we were
allowed to go upon our way. Curiously enough, however, the very
first thing, after the opening, which came before the House,
explained more clearly why what seemed such an extraordinary fuss
had been made over so insignificant a trifle. For one of the
representatives rose to complain that only the day before a member
of the Liberal party had been set upon and badly cut with knives by
soshi supposed to belong to the Government party. The complaint
was intended to be made more effective and bitter by the added
remark that the Speaker of the House had been known to be very
polite, in this and in all cases where a similar ill-turn had been done
to one of his own party, to send around to the residence of the
sufferer messages of condolence and of inquiry after the state of his
health. In the numerous reverse cases, however, the politeness of
this officer of the whole House had not appeared equally adequate to
the occasions afforded by the “roughs” of the anti-Government party.
To this sarcastic sally the Speaker, with perfect good temper, made a
quiet reply; and at once the entire body broke out into laughter, and
the matter was forthwith dropped from attention. On my asking for an
interpretation of this mirth-provoking remark, it was given to me as
follows: “The members of the Speaker’s party had always taken
pains to inform him of their injuries, and so he had known just where
to distribute such favours; but if the members of the opposite party
would let him know when they were suffering in the same manner,
he would be at least equally happy to extend the same courtesies to
them.”
It will assist to a better appreciation of what I saw on this occasion, of
the personnel and procedure of the Japanese House of
Representatives, if some account is given of its present constitution;
this differs from that of 1892 only in the fact that it is somewhat more
popular now than it was then. The House is composed of members
returned by male Japanese subjects of not less than twenty-five
years of age and paying a direct tax of not less than ten yen. There
are two kinds of members; those returned by incorporated cities
containing not less than 30,000 inhabitants, and those by people
residing in other districts. The incorporated cities form independent
electoral districts; and larger cities containing more than 100,000
inhabitants are allowed to return one member for every 130,000
people. The other districts send one member at the rate of
approximately every 130,000 people; each prefecture being
regarded as one electoral district. Election is carried on by open
ballot, one vote for each man; and a general election is to take place
every four years, supposing the House sits through these four years
without suffering a dissolution in the interval. The qualifications for a
seat in the House are simple for all classes of candidates. Every
Japanese subject who has attained the age of not less than thirty
years is eligible;—only those who are mentally defective or have
been deprived of civil rights being disqualified. The property
qualification which was at first enforced for candidates was abolished
in 1900 by an Amendment to the Law of Election.

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Organizational Behavior and

Management 10th Edition Ivancevich

TRUE / FALSE QUESTIONS

3. Misbehavior is not gender-, industry-, country-, or date-specific.

4. Sexual harassment is a form of unethical behavior, but is not considered aggression.

6. Passive aggression is accomplished through the withholding of something desired.

8. Today's organizations commonly share information about worker aggression.

Learning Objective: 08-03

19. Sabotage is a tangible expression of aggression or violence

20. Stealing is limited to tangible items, such as money and equipment.

22. Stealing and/or participating in theft can display allegiance to a group.

MULTIPLE CHOICE QUESTIONS

29. The impact of occupational structure on criminal workplace behaviors, such as

30. ________________is defined as the behavior exhibited by an individual or group that is

31. The most efficient misbehavior intervention point is _______________.

C. Hostile work environment

37. Workplace relationships can have a host of negative ramifications, including:

48. All of the following are forms of physical aggression except:

49. Which of the following is a form of direct workplace aggression?

56. All of the following are forms of incivility except:

58. An intentional act of deceiving or misrepresenting in order to induce another individual or

Learning Objective: 08-02

63. _______________ encourages some CEOs to engage in fraudulent behaviors.

64. _______________ is a combination of motive and opportunity.

D. A permissive workplace culture

66. Sabotage involves damaging or destroying an organization's or colleague's

67. Sabotage is usually the method of choice of person who _______________.

69. _______________ is defined as the unauthorized taking, consuming, or transferring of

70. Most employees who steal are _______________.

71. Which of the following is a form of direct aggression?

SHORT ANSWER QUESTIONS

77. What is white-collar crime?

Answer: In a presidential address to the American Sociological Society, Sutherland introduced

Answer: Interpersonal, Intrapersonal, Performance, Property, and Political.

79. Define sexual harassment.

80. Identify three types of sexual harassment.

81. What is a "love contract"?

83. What is the difference between bullying and incivility?

Topic: Selected Misbehaviors

85. Identify three costs associated with cyberslacking?

Answer: Support, Thwart, Even the score, and Approval.

Answer: Only the examiner’s general conclusion may be provided.

91. What arguments can be made in opposition to employer email monitoring?

Answer: The concept of Managing Employee Misbehavior (MEM) has a cross-disciplinary

Topic: The Emerging Study of Misbehavior

94. Is employee misbehavior costly? Explain.

95. Describe the different types of sexual harassment.

96. How does culture promote or inhibit employee misbehavior?

97. Should employees be barred from dating?

98. How can a manager recognize a behavior as sexual harassment?

99. Is sexual harassment a form of violence?

100. Do employees give up their civil liberties in exchange for work?

Title: Rare days in Japan

Author: George Trumbull Ladd

Release date: December 6, 2023 [eBook #72341]

Original publication: London: Longmans, Green and Co, 1910

Credits: Peter Becker, Craig Kirkwood, and the Online

*** START OF THE PROJECT GUTENBERG EBOOK RARE DAYS

[From an old poem composed by the Mikado Gomei, who died A. D.

LONGMANS, GREEN, AND CO.

The utter strangeness of feeling which came over me when, in May

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