Quiz 2 - Readings

Absolutely! Here’s the flashcard set formatted as questions and answers, grouped by author/reading title. This is perfect for studying in a quiz format:

Week 5: Dissent - Garner

Q: What emotions do layoffs trigger according to Garner?
A: Shock, frustration, fear, and distrust.

Q: How do meetings function during dissent, according to Garner?
A: Meetings provide space for venting frustrations and serve as collective emotional processing and peer support.

Q: What is an "emotional tipping point" in Garner’s study?
A: Specific events (like layoffs or critical emails) that heighten distrust and emotional sensitivity toward leadership.

Q: How does emotional distress affect future dissent, according to Garner?
A: Negative emotional events create a chilling effect, reducing willingness to speak up in the future.

Q: What is the work-life impact of organizational dissent in Garner’s study?
A: Stress spills into personal life, blurring work-life boundaries.

Q: How does collective dissent help employees cope, according to Garner?
A: It builds emotional solidarity through shared venting, humor, and grievances.

Q: What happens when dissent is unresolved over time, according to Garner?
A: Employees experience emotional exhaustion and disengage, seeing dissent as futile.

Miranda & Wellbourne: Incivility

Q: How do Miranda & Wellbourne define workplace incivility?
A: Low-intensity behavior that violates workplace respect norms, like ignoring colleagues or interrupting others.

Q: What emotions predict workplace incivility, according to Miranda & Wellbourne?
A: Contempt and anger (contempt drives habitual incivility; anger triggers situational incivility).

Q: How do civility norms affect incivility, according to Miranda & Wellbourne?
A: High civility norms reduce some incivility but increase contempt-driven incivility.

Q: What is a key takeaway from Miranda & Wellbourne on emotions and incivility?
A: Emotions, not just personality traits, play a central role in driving incivility.

Porath & Pearson: Incivility

Q: What are the costs of workplace incivility, according to Porath & Pearson?
A: Lower work effort, reduced performance, increased turnover, and customer frustration.

Q: How does witnessing incivility affect employees, according to Porath & Pearson?
A: Witnesses perform 20% worse on cognitive tasks and are 50% less likely to help others.

Q: How can leaders reduce incivility, according to Porath & Pearson?
A: Model respect, hire for civility, teach civility skills, enforce consequences, and reward positive behavior.

Hershcovis et al.: Bystanders Make a Difference

Q: What drives bystander intervention in workplace conflicts, according to Hershcovis?
A: Moral anger toward perpetrators and empathy for targets.

Q: What reduces bystander intervention, according to Hershcovis?
A: Fear of retaliation, lack of courage, or inadequate skills.

Q: What intervention strategies work best, according to Hershcovis?
A: Address behavior, not character; wait until emotions cool; powerful bystanders are more effective.

Lee et al.: Workplace Discrimination

Q: How do racial minority employees tend to cope with discrimination, according to Lee et al.?
A: They prefer emotion-focused coping (avoidance and silence) over problem-focused coping.

Q: How does workplace discrimination affect organizational relationships, according to Lee et al.?
A: It reduces trust, commitment, and satisfaction while increasing negative external talk (negative megaphoning).

Q: How does transparent communication help, according to Lee et al.?
A: It reduces the negative impact of discrimination by fostering trust and encouraging open dialogue.

Gray: Bias in Professionalism

Q: How does Western professionalism define emotional expression, according to Gray?
A: Professionalism favors emotional suppression—showing emotion is seen as unprofessional.

Q: What is "emotional labor" in Gray’s reading?
A: The effort workers (especially workers of color) expend to hide their authentic emotions and conform to white-centered norms.

Q: What is the impact of biased professionalism on work-life balance, according to Gray?
A: Emotional suppression at work creates stress spillover into personal life.

Rivera: Emotional Taint in Border Patrol

Q: What is emotional taint, according to Rivera?
A: When workers are stigmatized for expressing "too much" or "inappropriate" emotion at work.

Q: What emotional labor do Border Patrol agents perform, according to Rivera?
A: Both stoic enforcement (masculine labor) and compassionate care (feminine labor).

Q: What taint management strategies do Border Patrol agents use, according to Rivera?
A: Suppress emotions in public, show compassion privately, and engage in community service to manage public image.

Redden: Hidden Taint in Bureaucracies

Q: What is hidden taint, according to Redden?
A: Stigmatization of emotional labor based on gender, race, and class power dynamics.

Q: How do marginalized employees experience emotional labor differently, according to Redden?
A: They face higher scrutiny and must engage in extra emotional management to avoid being labeled unprofessional.

Q: How does hidden taint affect work-life balance, according to Redden?
A: The stress from managing emotions at work spills over into personal life.

Dailey et al.: Workplace Health Promotion (WHP)

Q: How do employees view wellness programs, according to Dailey et al.?
A: As both personal health benefits and organizational tools for productivity.

Q: What emotional tension do employees experience around wellness time, according to Dailey et al.?
A: Guilt and fear of being seen as slacking off.

Q: What emotional benefits do wellness programs provide, according to Dailey et al.?
A: Stress relief, improved mood, and stronger workplace friendships.

Sexton: Well-Being Interventions

Q: What is the "Three Good Things" (3GT) intervention, according to Sexton?
A: A daily reflection practice on three positive events, designed to reduce burnout.

Q: What emotional benefits does 3GT provide, according to Sexton?
A: Reduces emotional exhaustion and depression, while increasing happiness and work-life balance.

Q: Who benefits most from 3GT, according to Sexton?
A: Healthcare workers with the highest initial burnout levels.

Harrison: Workplace Stress

Q: How does Harrison define employee stress?
A: Stress is organizational, not just personal—it comes from workload, communication overload, and cultural expectations.

Q: What is the difference between wellness at work and wellness in work, according to Harrison?
A: Wellness at work = add-on programs (like fitness classes).
Wellness in work = embedding wellness into daily work routines.

Q: What is the most valued wellness resource, according to Harrison?
A: Informal peer support (venting and humor with colleagues).