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Q:
A problem with the utilitarian principle of ethical decision making is that:
A. it focuses on the consequences of our actions, not on how we achieve those consequences.
B. there is no agreement on what activities are of the greatest benefits to the affected.
C. it is difficult to predict the "trickle down" benefits to those people who are least well off in society.
D. it is almost impossible to evaluate the benefits or costs of many decisions.
E. it chooses the option that provides the minimum acceptable degree of satisfaction to those affected.
Q:
Which of the following is identified as an ethical principle?
A. Utilitarianism
B. Power distance
C. Conservation
D. Self-enhancement
E. Power
Q:
Which of the following represents values that determine whether actions are right or wrong and outcomes are good or bad?
A. Conscientiousness
B. Sensing
C. Moral intensity
D. Self-monitoring
E. Ethics
Q:
Which of the following is ethics most closely related to?
A. Values
B. Locus of control
C. Myers-Briggs type Indicator
D. Personality
E. Ability
Q:
Under Schwartz's Values Circumplex, hedonism is a part of two different quadrants, __________ and __________.
A. Self-transcendence; Self-enhancement
B. Self-transcendence; Conservation
C. Self-enhancement; Conservation
D. Openness to change; Conservation
E. Openness to change; Self-enhancement
Q:
In Schwartz's Values Circumplex, the quadrant that includes hedonism, stimulation and self-direction is called:
A. Openness to change
B. Self-enhancement
C. Conservation
D. Self-transcendence
E. Self-awareness
Q:
Which of the following is a domain in Schwartz's model?
A. Personality trait
B. Emotion
C. Conscientiousness
D. Neuroticism
E. Stimulation
Q:
Schwartz's model organizes values into:
A. six dimensions.
B. a hierarchy.
C. three statistical formulas.
D. ten broader domains.
E. a time line.
Q:
Beliefs about what is good or bad, right or wrong are referred to as:
A. organizational citizenship.
B. values.
C. collectivism.
D. moral intensity.
E. extraversion.
Q:
Which of the following statements about values is true?
A. They have fairly low conflict with each other.
B. They describe what we naturally tend to do.
C. They are not influenced much by socialization.
D. They guide our decisions and actions.
E. A person's hierarchy of values typically changes a few times each year.
Q:
One worry about using most personality tests to select job applicants is that applicants might fake their answers because:A. people are naturally dishonest when seeking employment.B. they are self-reported scales.C. no one truly understands themselves.D. the scales are inaccurate.E. personality instruments are discriminatory.
Q:
Various studies have reported that specific Big Five dimensions predict:
A. overall job performance.
B. leadership.
C. counterproductive work behaviors.
D. organizational citizenship.
E. all of these.
Q:
Which of the following statements about the Myers-Briggs Type Indicator (MBTI) is true?
A. It advocates the view that thinking and feeling are not important in decision making.
B. It is no longer used in organizations.
C. Research has concluded that the MBTI does a poor job of measuring Jung's psychological types.
D. Research suggests that the MBTI is more useful for career development and self-awareness than for selecting job applicants.
E. The MBTI combines 16 pairs of traits into four distinct types.
Q:
People with perceiving orientation are:
A. quiet.
B. curious.
C. caring.
D. realistic.
E. all of these.
Q:
Jung's psychological types are measured through the:
A. "Big Five" personality types.
B. locus of control scale.
C. instrument that also measures neuroticism.
D. Myers-Briggs Type Indicator.
E. self-monitoring personality test.
Q:
Barney, a manager, is very conventional, resistant to change, habitual, and does not accept new ideas very easily. This implies that Barney has:
A. low neuroticism.
B. low customary thinking.
C. high extraversion.
D. high agreeableness.
E. low openness to experience.
Q:
_____ characterizes people who are quiet, shy, and cautious.
A. Introversion
B. Openness to experience
C. Conscientiousness
D. Neuroticism
E. Agreeableness
Q:
Which "Big Five" personality dimension is most valuable for predicting job performance?
A. Extraversion
B. Openness to experience
C. Conscientiousness
D. Neuroticism
E. Agreeableness
Q:
People with high agreeableness are more sensitive to others and experience more _______ and less _______.
A. dependability; conflict
B. empathy; dependability
C. empathy; conflict
D. upbeat attitudes; dependability
E. extroversion; conflict
Q:
_____ characterizes people with high levels of anxiety, hostility, depression, and self-consciousness.
A. Extraversion
B. Openness to experience
C. Conscientiousness
D. Neuroticism
E. Agreeableness
Q:
Eric is the advertising head of a firm. He is extremely imaginative, creative, and curious. Which of the following personality dimensions does Eric possess?
A. Customary thinking
B. Openness to experience
C. Resistance to change
D. Neuroticism
E. Cautiousness
Q:
Most employees in the social services section of a government department have frequent interaction with people who are unemployed or face personal problems. Which of the following personality characteristics is best suited to employees working in these jobs?
A. High neuroticism
B. External locus of control
C. High introversion
D. High agreeableness
E. Low motivation
Q:
Which of the following explicitly identifies neuroticism?
A. MARS model
B. Schwartz's Values Circumflex model
C. The Five-Factor model of personality
D. Holland's theory of vocational choice
E. Myers-Briggs Type Indicator
Q:
Conscientiousness is a dimension of:
A. the MARS model.
B. Schwartz's values model.
C. Myers-Briggs Type Indicator.
D. Jungian personality theory.
E. the Five-Factor model of personality.
Q:
Being good-natured, empathetic, caring, and courteous are characteristics of people with _____ personality trait.
A. openness to experience
B. agreeableness
C. locus of control
D. emotional stability
E. extraversion
Q:
Which of the following acronyms identifies the "Big Five" personality dimensions?
A. MBTIA
B. CANOE
C. VALUE
D. MARSE
E. SMART
Q:
The "Big Five" personality dimensions represent:
A. all of the personality traits found in an ideal job applicant.
B. the aggregated clusters representing most known personality traits.
C. the personality traits caused by the environment rather than heredity.
D. the necessary conditions for a person to have extraversion.
E. the characteristics of employees with low levels of motivation.
Q:
Personality develops and changes mainly when people are young; it stabilizes by about age ___.
A. 15
B. 20
C. 30
D. 35
E. 40
Q:
An individual's personality:
A. changes several times throughout the year.
B. is formed only from childhood socialization and the environment.
C. is less evident in situations where social norms, reward systems, and other conditions constrain behavior.
D. does not provide an enduring pattern of processes.
E. is more prominent when rewards for behavior are substantial.
Q:
_________ is the relatively stable pattern of behaviors and consistent internal states that explain a person's behavioral tendencies.
A. personality
B. values
C. motivation
D. locus of control
E. job satisfaction
Q:
Presenteeism is more common among employees with:
A. sick leave pay.
B. financial buffers.
C. low centrality.
D. high centrality.
E. high job security.
Q:
Absenteeism is higher in organizations where there is(are):
A. weak absence norms.
B. low workplace incivility.
C. high amounts of presenteeism.
D. meager sick leave benefits.
E. high work-related stress.
Q:
Lawrence stole a clock from his workplace. Which of the following refers to Lawrence's activity?
A. Productive behavior
B. Counterproductive behavior
C. Task performance
D. Organizational citizenship behavior
E. Job matching
Q:
Assisting coworkers with their work problems, adjusting work schedules to accommodate coworkers, and showing genuine courtesy toward coworkers are some of the forms of:
A. role perception.
B. counterproductive behavior.
C. task performance.
D. organizational citizenship.
E. job matching.
Q:
_____ refers to goal-directed behaviors under the individual's control that support organizational objectives.
A. Organizational citizenship
B. Counterproductive behavior
C. Task performance
D. Maintaining attendance
E. Intensity
Q:
To reduce the amount of non-recyclable waste that employees throw out each day, a major computer company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behavior mainly by:
A. increasing employee motivation to be less wasteful.
B. helping employees to learn how to be less wasteful.
C. altering situational factors so that employees have more difficulty practicing wasteful behavior.
D. increasing aptitudes that make employees less wasteful.
E. increasing organizational citizenship so that employees will be less wasteful.
Q:
Which of the following refers to a person's beliefs about what behaviors are appropriate or necessary in a particular situation?
A. Natural aptitudes
B. Role perceptions
C. Competencies
D. Locus of control
E. Situational factors
Q:
You have just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. According to the MARS model, these new employees will likely:
A. emphasize the utilitarianism principle in their decision making.
B. have lower job performance due to poor role perceptions.
C. have high job performance because they are motivated and able to perform the work.
D. have above-average organizational citizenship.
E. have a high degree of differentiation according to Holland's classification of occupations.
Q:
Travel Happy Corporation gives simple accounts to newly hired employees, and then adds more challenging accounts as employees master the simple tasks. This practice mainly:
A. improves role perceptions.
B. increases person-job matching.
C. reduces employee motivation.
D. provides more resources to accomplish the assigned task.
E. improves employee aptitudes.
Q:
All technical employees at a paper mill take a course on how to operate a new paper-rolling machine. This course will improve job performance mainly by altering employees':
A. aptitudes.
B. role perceptions.
C. motivation.
D. organizational citizenship.
E. learned capabilities.
Q:
Which of the following concepts consists of aptitudes, skills, and competencies?
A. Motivation
B. Personality
C. Values
D. Ethics
E. Ability
Q:
Which of the following refers to the natural talents that help employees learn specific tasks more quickly and perform them better?
A. Persistence levels
B. Direction
C. Intensity
D. Aptitude
E. Commitment
Q:
Which of the following best represents the amount of effort allocated to a particular goal?
A. Persistence
B. Direction
C. Intensity
D. Aptitude
E. Competencies
Q:
Which of the following refers to the fact that motivation is goal-directed, not random?
A. Persistence
B. Direction
C. Intensity
D. Aptitude
E. Competencies
Q:
Motivation affects a person's _____ of voluntary behavior.
A. direction, intensity, and persistence
B. antecedents, consequences, and reinforcers
C. size, shape, and weight
D. aptitudes, abilities, and competencies
E. agreeableness, locus of control, and ethical sensitivity
Q:
_____ represents the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.
A. Motivation
B. Personality
C. Values
D. Ethics
E. Ability
Q:
Which of the following are external to the individual but still affect his/her behavior and performance?
A. Motivations
B. Role perceptions
C. Situational factors
D. Abilities
E. Resolutions
Q:
Which of the following identifies the four factors that directly influence individual behavior and performance?
A. Utilitarianism
B. MARS model
C. Schwartz's model
D. Holland's model
E. Myers-Briggs Type Indicator
Q:
Which of the following directly influences an employee's voluntary behavior and performance?
A. Role perceptions
B. Moral intensity
C. Corporate social responsibility
D. Uncertainty avoidance
E. Income
Q:
One limitation with some research on cross-cultural values is that it incorrectly assumes that everyone within a specific country holds similar values.
Q:
People with high achievement orientation tend to value assertiveness, competitiveness, and materialism.
Q:
People with high power distance expect relatively equal power sharing.
Q:
In terms of cross-cultural values, people in the United States tend to have relatively high individualism, middle to high achievement orientation, and medium to low power distance.
Q:
Individualism and collectivism are mutually exclusive values found in certain countries and places.
Q:
Collectivism is a cross-cultural value describing the degree to which people in a culture emphasize personal duty to the groups in which they belong.
Q:
An ethical code of conduct is a statement about desired practices, rules of conduct and philosophy about the organization's relationship to its stakeholders and the environment.
Q:
Mindfulness refers to the level of empathy a person has when referring to their moral sensitivity.
Q:
One type of factor that can change a person's moral sensitivity is expertise or knowledge of prescriptive norms or rules.
Q:
Moral sensitivity is the degree to which an issue demands the application of ethical principles.
Q:
The distributive justice principle of ethical decision making advocates the principle that benefits should be distributed among people irrespective of their abilities and similarities.
Q:
One problem with applying the individual rights principle of ethical decision making is that one individual right may conflict with another.
Q:
Distributive justice is sometimes known as a consequential principle because it focuses on the consequences of our actions, not on how we achieve those consequences.
Q:
Utilitarianism suggests that we should choose the option that provides the highest degree of satisfaction to those affected.
Q:
The ideal situation in organizations is to have employees whose values are perfectly congruent with the organization's values.
Q:
Person-organization values congruence occurs when a person's values are similar to the organization's dominant values.
Q:
Work environments influence our behavior, so they necessarily encourage or discourage values-consistent behavior.
Q:
Under Schwartz's Values Complex, the value category of self-direction refers to the pursuit of pleasure, enjoyment and the gratification of desires.
Q:
Values and personality traits are related to each other and are essentially the same thing.
Q:
One dimension of Schwartz's Values Circumplex has openness to change at one extreme and conservation at the other extreme.
Q:
People arrange values into a hierarchy of preferences, called a value system.
Q:
Values are stable, evaluative beliefs about what is important in a variety of situations.
Q:
Personality traits are the best predictors of work performance.
Q:
The MBTI instrument is mostly used for team building and career development.
Q:
The MBTI is an excellent predictor of job performances and is recommended for employment selection.
Q:
People with a perceiving orientation are less flexible and effective in their functioning.
Q:
The Myers-Briggs Type Indicator measures the personality traits described by Swiss psychiatrist Carl Jung.
Q:
Extraverts are people who are quiet, cautious, and less interactive with others.
Q:
Sensing, feeling, and judging are three of the "Big Five" personality traits.
Q:
Conscientiousness is one of the best personality traits for predicting job performance in most job groups.
Q:
Agreeableness, extraversion, and conscientiousness are three of the "Big Five" personality dimensions.