Q&A Hero

Q: Which of the following refers to the process of receiving information about and making sense of the world around us? A. Personalization B. Motivation C. Reinforcement theory D. Perception E. Social identification

Q: According to social identity theory, people tend to: A. receive information and make sense of the world around them. B. perceive that their own actions are due to the situation, whereas the behaviors of other people are mainly due to their motivation and ability. C. believe that people in their own groups share common traits. D. think that they are distinct from people in the social groups to which they have a connection. E. refer to something about themselves as separate individuals.

Q: Social identity theory says that: A. we define ourselves in terms of our membership in certain groups and our differences with people who belong to other groups. B. we tend to believe our own actions are caused by motivation or ability rather than the situation. C. our expectations about another person cause that person to act in a way that is consistent with those expectations. D. we quickly form an opinion of people based on the first information we receive about them. E. our emotions screen out large blocks of information that threaten our beliefs and values.

Q: Someone with an external locus of control would most likely believe the events in their life are due mainly to: A. themselves. B. personal choices. C. lucky streaks. D. a lack of motivation. E. a lack of competence.

Q: The extent to which people like, respect, and are satisfied with themselves is known as: A. self-concept. B. self-esteem. C. self-verification. D. self-enhancement. E. self-centering.

Q: The process where people are motivated to confirm and maintain their existing self-concept is known as: A. self-efficacy. B. self-esteem. C. self-verification. D. self-enhancement. E. self-centering.

Q: Philosopher John Dewey recognized that people are inherently motivated to perceive themselves (and be perceived by others) as competent, attractive, lucky, ethical, and important. This is known as: A. self-concept. B. self-esteem. C. self-verification. D. self-enhancement. E. self-centered.

Q: People who are unsure of their self-views are more: A. difficult to influence. B. stressed in decision-making situations. C. defined by their work. D. frequently absent. E. apathetic to social forces.

Q: Sandy is a R&D manager at a manufacturing plant and her self-concept is considered to have low complexity. Which of the following would most likely be what she considers as her most important identities? A. manager, engineer, family income-earner B. mother, manager, family income-earner C. wine connoisseur, manager, mother D. wife, engineer, mother E. family income-earner, mother, wife

Q: Recent studies suggest that we have a(n) _________ self (our personal traits), _________ self (interpersonal relations), and _________ self (our membership in identifiable social groups). A. character; collective; social B. collective; perceived; reflective C. individual; relational; collective D. summary; character; social E. esteem; collective; relational

Q: A global mindset can be developed through better knowledge of people and cultures solely by formal training.

Q: In a global mindset, the empathy of an individual from a different culture translates into the effective use of words and behaviors that are compatible with the local culture.

Q: A global mindset includes the capacity to empathize and act effectively across cultures.

Q: People who learn to empathize with others are less likely to engage in fundamental attribution errors.

Q: Empathy is both cognitive and emotional.

Q: When interacting with people from other backgrounds, perceptual biases are more likely to be minimized when these people have equal status during the interaction.

Q: The contact hypothesis states that the more individuals interact with one another, the less they rely on stereotypes to perceive each other.

Q: According to the Johari Window, the hidden area is reduced through disclosure.

Q: The Johari Window is a training program that teaches employees how to change their personality.

Q: Diversity training is the best way to minimize perceptual biases.

Q: Self-fulfilling prophecy training is successful at influencing managers to eliminate self-fulfilling prophecies.

Q: Diversity awareness programs mainly educate employees about the value of diversity and problems with stereotyping.

Q: Employees who are thinking of quitting their jobs believe that a large percentage of their co-workers are also thinking about quitting. This perceptual error is called the halo effect.

Q: A person's annual performance evaluation is heavily influenced by performance results of the last month. This is an example of recency effect.

Q: According to the halo effect, a supervisor's initial expectations of you influence your behavior so that you are more likely to act consistently with those expectations in the consequent encounters.

Q: The halo effect occurs when one characteristic of a person shapes our general impression of that person which, in turn, biases our perceptions about the other characteristics of that person.

Q: The primacy effect causes interviewers to ignore information presented at the beginning of the interview and pay more attention to the dominant information presented later in the interview.

Q: The primacy effect refers to the phenomenon of forming an opinion of other people based on the first information perceived.

Q: A manager believes in the philosophy of positive organizational behavior. His self-fulfilling prophecies are likely to improve organizational performance.

Q: You are a high achievement-oriented person. You are more likely to be influenced by self-fulfilling prophecy effect than the low-achievement oriented people.

Q: The self-fulfilling prophecy tends to be stronger when employees are new to the job than when employees have worked in that job for a few years.

Q: The first step in a self-fulfilling prophecy occurs when the observer acts differently toward people with whom he or she has high expectations than towards those with whom he or she has low expectations.

Q: The self-fulfilling prophecy helps supervisors accurately predict the future performance of recently hired employees.

Q: The fundamental attribution error would cause a supervisor to believe that an employee's lateness is due to factors beyond the employee's control rather than to a lack of motivation to attend work.

Q: The self-serving bias is the tendency to take credit for our successes and blame others or the situation for our mistakes.

Q: The fundamental attribution error refers to the tendency to attribute the behavior of other people to internal factors more than external factors.

Q: When making an internal or external attribution about a person's behavior, we tend to look at whether the person has acted this way in the past and in other situations and whether other people have acted similarly in the same situation.

Q: You are more likely to make an internal attribution about someone's poor performance if you have also observed the person performing that task poorly in the past and have observed other employees performing the task well.

Q: People tend to make an internal attribution about someone's behavior if that person has typically not acted in a similar way either in the past or in other situations.

Q: People who believe that their successful completion of a project is due to their skill and hard work are making an internal attribution.

Q: Most experts agree that categorical thinking (including stereotyping) is an automatic and nonconscious process.

Q: Intentional discrimination occurs when decision makers rely on stereotypes to establish notions of the "ideal" person.

Q: Homogenization and differentiation are two activities in the process of forming and maintaining our social identity.

Q: Social identity is a comparative process, and the comparison begins with categorical thinking.

Q: Employees can break out of their existing mental models by working with colleagues from diverse backgrounds who bring different mental models to the workplace.

Q: People rely on mental models to make sense of their environment through perceptual grouping.

Q: Seeing a trend in a gambling activity or in the winning streak of a sports star are examples of categorical thinking.

Q: Most categorical thinking occurs without our awareness.

Q: Categorical thinking is the mostly conscious process of organizing people and objects into categories that are stored in our short-term memory.

Q: Confirmation bias causes us to screen out information that is contrary to our values and assumptions.

Q: Our emotions influence what we recognize or screen out.

Q: Selective attention occurs after perceptual organization and interpretation.

Q: The perceptual process begins by attributing behavior to internal or external causes.

Q: Social identity theory states that we define ourselves by the groups to which we belong or have an emotional attachment.

Q: People with more of an internal locus of control believe events in their life are mainly due to fate, luck, or conditions in the external environment.

Q: Self-efficacy refers to the extent to which people like, respect and are satisfied with themselves.

Q: Some experts believe that self-esteem is a person's rating of his/her success at social inclusion.

Q: Self-verification affects the perceptual process because employees are more likely to remember information that is consistent with their self-concept and nonconsciously screen out information that seems inconsistent with it.

Q: Like self-enhancement, self-verification does not include seeking feedback that is not necessarily flattering.

Q: People who define themselves by their work have high complexity, which explains their tendency to have lower absenteeism and turnover.

Q: Self-concept complexity, consistency, and clarity influence a person's well-being, behavior, and performance.

Q: Consistency occurs when we are confident about "who we are," can describe our important identities to others, and provide the same description of ourselves across time.

Q: High internal consistency exists when most of the individual's self-perceived roles require similar personality traits, values, and other attributes.

Q: A self-concept has high complexity when the individual's most important identities are highly interconnected.

Q: An individual's self-concept can be described by four characteristics: complexity, consistency, character, and clarity.

Q: When contemplating a career, we compare our images of that job with our current and desired images of ourselves.

Q: Etoni is a new employee who comes from a culture that values respect for people in higher positions and values the wellbeing of others more than goal achievement. Etoni's culture has: A. high power distance and strong nurturing orientation. B. high collectivism and a short-term orientation. C. low uncertainty avoidance and high individualism. D. low power distance and strong nurturing orientation. E. high power distance and weak nurturing orientation.

Q: _____ is the extent to which people either tolerate ambiguity or feel threatened by ambiguity. A. Individualism B. Collectivism C. Power distance D. Uncertainty avoidance E. Achievement orientation

Q: Employees from cultures with a high power distance are more likely to: A. use their existing power to gain more power. B. encourage consensus-oriented decision making. C. avoid people in positions of power. D. readily accept the high status of other people in the organization. E. give their power to others as a sign of friendship.

Q: Which of the following countries generally has the strongest collectivist value orientation? A. United States B. Japan C. Taiwan D. Egypt E. France

Q: Americans tend to have high: A. power distance. B. nurturing-orientation. C. long-term orientation. D. individualism. E. uncertainty avoidance.

Q: People with high collectivism:A. accept unequal distribution of power.B. also have low individualism.C. value harmonious relationships in the groups to which they belong.D. value thrift, savings, and persistence.E. appreciate the unique qualities that distinguish themselves from others.

Q: Which of the following statements about cross-cultural values is true?A. People with a high achievement-orientation emphasize relationships and the well-being of others.B. People with high individualism can have any level (high or low) of collectivism.C. People with high power distance value independence and personal uniqueness.D. People with low uncertainty avoidance must also have high power distance.E. People in almost all cultures have high uncertainty avoidance.

Q: _____ is the extent to which we value our duty to groups to which we belong and group harmony. A. Individualism B. Collectivism C. Power distance D. Uncertainty avoidance E. Achievement orientation

Q: People who value their independence and personal uniqueness have:A. high individualism.B. high collectivism.C. high power distance.D. low uncertainty avoidance.E. low openness to experience.

Q: People who have high moral sensitivity: A. tend to have more information about a specific situation. B. tend to have lower levels of empathy. C. are always more ethical than people with a moderate or low level of ethical sensitivity. D. are individualistic and achievement oriented. E. cannot estimate the moral intensity of an issue.

Q: The ability to recognize the presence and determine the relative importance of an ethical issue is known as: A. neuroticism. B. moral intensity. C. moral sensitivity. D. utilitarianism. E. uncertainty avoidance.

Q: Senior executives at CyberForm must make a decision that will affect many people, and the decision may produce good or bad consequences for those affected. This decision: A. has a high degree of ethical sensitivity. B. is one in which decision makers should rely only on the utilitarianism rule of ethics. C. has a low degree of ethical sensitivity. D. has a high degree of moral intensity. E. should be taken with complete conscience.

Q: One of the limitations of the individual rights principle is that: A. it really is not an ethical principle at all. B. some individual rights conflict with other individual rights. C. it does not protect the right to physical security and freedom of speech of the employees. D. it is almost impossible to evaluate the benefits or costs of decisions when many stakeholders are affected. E. it can degenerate into unjust favoritism.

Q: Which ethical principle reflects the idea that people have entitlements that let them act in a certain way? A. Utilitarianism B. Individual rights C. Moral intensity D. Distributive justice E. Care