Q&A Hero

Q: Joanie is an engineer at an architectural firm. She is very proud of this fact and often defines herself in terms of her work to family and friends. She is very skilled at her job and confident in that fact, but often has trouble adapting to changing job duties and environmental conditions. Joanie always attributes her successes to her high level of personal motivation. However, when she makes a mistake, she tends to blame the situation. This is known as: A. self-centering. B. self-esteem. C. self-verification. D. self-enhancement. E. self-concept.

Q: Joanie is an engineer at an architectural firm. She is very proud of this fact and often defines herself in terms of her work to family and friends. She is very skilled at her job and confident in that fact, but often has trouble adapting to changing job duties and environmental conditions. Most likely Joanie has: A. high complexity. B. low clarity. C. low consistency. D. low complexity. E. All of these.

Q: Which of the following is true about developing a global mindset? A. A global mindset can be developed through better knowledge of people and cultures only by formal training. B. Deeper absorption of knowledge of people and cultures results from immersion in those cultures. C. The last step in developing a global mindset is self-awarenessunderstanding one's own beliefs, values, and attitudes. D. Companies should restrict employees from comparing their own mental models with those of co-workers from other regions of the world. E. Developing a global mindset excludes practices of awareness, self-awareness and meaningful interaction.

Q: Which of the following is true about a global mindset? A. A global mindset occurs as people initially develop more of a local than a global frame of reference about their business. B. A global mindset minimizes the capacity to empathize and act effectively across cultures. C. A global mindset includes the ability to process complex information about familiar environments. D. A global mindset does not include the ability to comprehend and reconcile intracultural matters. E. A global mindset includes an awareness of, openness to, and respect for other views and practices in the world.

Q: In organizational settings, empathy: A. has both a cognitive and emotional component. B. decreases sensitivity to the external causes of an individual's own behavior and results. C. increases the likelihood of the fundamental attribution error. D. indicates any implicit biases you might have toward others. E. is similar to apathy.

Q: _____ refers to understanding and being sensitive to the feelings, thoughts, and situations of others. A. Apathy B. Contact hypothesis C. Empathy D. Recency effect E. Primacy effect

Q: Which of the following is true about meaningful interaction? A. Meaningful interaction relies on dialogue. B. Meaningful interaction increases dependence on stereotypes to understand others. C. Meaningful interaction is based on the Johari Window. D. Meaningful interaction potentially improves empathy toward others. E. Meaningful interaction is a way of increasing self-awareness by encouraging disclosure and feedback to increase our own open area.

Q: Which of the following improves self-awareness and mutual understanding that is founded on the contact hypothesis? A. Johari Window B. Meaningful interaction C. Implicit Association Test D. Self-fulfilling prophecy E. Self-serving bias

Q: Which of these statements about the contact hypothesis is true? A. It states that in increasing contact with someone, the most recent information dominates our perception of that person. B. Increased contact with someone tends to reduce our tendency to use stereotypes to perceive that person. C. By reducing our contact with people, we develop more accurate perceptions of them. D. It states that the more we interact with someone, the more prejudiced we will be against that person. E. Increased contact with someone tends to change our stereotype of the group to which that person belongs and to reinforce our tendency to use stereotypes to perceive that person.

Q: The contact hypothesis states that: A. our tendency to stereotype people increases with our frequency of contact with them. B. we are more likely to make an internal attribution of someone's behavior when we have more contact with that person. C. the social identity theory only applies to people who have personal contact with the groups with whom they identify. D. people who interact with each other will be less perceptually biased toward each other. E. the self-fulfilling prophecy occurs only when the target individual interacts virtually with the person making the prophecy.

Q: In the Johari Window, disclosure of information to colleagues results in: A. reducing our open area by reducing our blind area. B. increasing our unknown area by reducing our hidden area. C. decreasing our open area by increasing our amount of feedback. D. increasing our open area by reducing our perceptual limitations. E. increasing our open area by reducing our hidden area.

Q: In the Johari Window, feedback from others helps us to: A. increase our open area by reducing our blind area. B. increase our unknown area by reducing our hidden area. C. decrease our open area by increasing our amount of disclosure. D. increase our open area by reducing our unknown area. E. increase our open area by increasing our hidden area.

Q: In the Johari Window, the hidden area gets smaller when we: A. increase the blind area. B. avoid feedback from others. C. disclose information about ourselves. D. are far away from knowing our perceptual limitations. E. hide our beliefs and experiences.

Q: In the Johari Window, the _____ area includes information about you that is known both to you and others. A. mid-level B. hidden C. unknown D. blind E. open

Q: The objective of the Johari Window is to: A. reduce our perceptual biases. B. prevent others from understanding the reasons behind our actions. C. discourage disclosure and feedback. D. increase the hidden and unknown area. E. prevent an individual's perceptual limitations being disclosed to his colleagues.

Q: The _____ area in the Johari Window refers to information that is known to others but not to you. A. blind B. feedback C. unknown D. hidden E. open

Q: The recency effect is most common when: A. making an evaluation involving complex information. B. the decision maker has considerable experience in that situation. C. the decision maker believes most employees are above average. D. evaluating someone who is easily identified with a visible demographic group. E. the decision maker has a strong learning orientation.

Q: The statement "First impressions are lasting impressions" best represents the: A. primacy effect. B. self-fulfilling prophecy. C. projection bias. D. recency effect. E. extroversion effect.

Q: Which of the following is a perceptual error where we tend to believe that other people hold the same beliefs and attitudes as we do? A. Self-serving bias B. Recency effect C. False-consensus effect D. Self-fulfilling prophecy E. Personal identity

Q: Which perceptual error occurs when a supervisor incorrectly rates an employee at a similar level across all performance dimensions based on an overall impression of that employee? A. Attribution error B. Stereotyping C. Projection bias D. Halo effect E. Recency effect

Q: If you form a general negative impression of a person based on one prominent characteristic, and it affects your perception of other characteristics of that person, it is called: A. a projection bias. B. the halo effect. C. selective attention. D. a self-serving bias. E. stereotyping.

Q: The philosophy of positive organizational behavior states that: A. employees are more effective when they experience extinction more than other contingencies of reinforcement. B. employees are, by nature, good rather than bad in terms of their ethics and care for others in the world. C. focusing on the positive rather than negative aspects of life will improve organizational success and individual well-being. D. training programs that make leaders aware of the power of positive expectations have the maximum effect. E. employees process positive information more quickly than negative information.

Q: The self-fulfilling prophecy effect is stronger: A. at the beginning of a relationship. B. for experienced employees. C. when a relationship is saturated. D. when a relationship is extremely complex. E. when a relationship is very strong.

Q: Someone who is new to the job and has a low expectancy is: A. less likely to engage in stereotyping. B. more likely to engage in the fundamental attribution error. C. more likely to have a strong learning orientation. D. more vulnerable to the supervisor's self-fulfilling prophecies of that employee. E. more likely to engage in behavior modification.

Q: Which of the following illustrates one of the steps in the self-fulfilling prophecy process? A. A supervisor forms an incorrect impression of the employee. B. A supervisor assigns challenging goals to the employee. C. A supervisor gives lenient feedback to the employee. D. A supervisor avoids reinforcement of work done by the employee. E. A supervisor communicates expectations to the employee.

Q: Which of the following illustrates the first step in the self-fulfilling prophecy? A. An employee behaves in a way consistent with the supervisor's expectations. B. A supervisor treats the employee in a manner consistent with the supervisor's expectations. C. A supervisor forms certain expectations of the employee. D. A supervisor attributes employee's good performance to external causes. E. An employee demonstrates his or her true abilities to the supervisor.

Q: The second step in the self-fulfilling prophecy cycle is: A. An employee is hired with certain assumptions being made. B. A supervisor forms expectations about the employee. C. The employee's behavior becomes more consistent with the supervisor's initial expectations. D. The supervisor's expectations affect his/her behavior towards the employee. E. The supervisor's behavior affects the employee's ability and motivation.

Q: If John takes credit for work done on time, but blames his co-workers for his delays, his attitude is reflective of the: A. fundamental attribution error. B. primacy effect. C. self-fulfilling prophecy. D. self-serving bias. E. projection bias.

Q: The tendency to attribute the behavior of other people to internal factors more than external factors is called the: A. recency bias. B. projection bias. C. fundamental attribution error. D. primacy effect. E. self-serving bias.

Q: Which of the following describes the fundamental attribution error? A. People seldom make attributions about their own behavior. B. The likelihood of making an error attributing the behavior of another person increases with your familiarity of that other person. C. We tend to believe that other people have the same beliefs and behaviors that we have. D. We tend to believe the behavior of other people is caused more by their motivation and ability than by factors beyond their control. E. We tend to believe that colleagues perform their jobs better than we perform our job.

Q: Consistency, consensus and distinctiveness are the: A. three elements of behavior modification. B. three elements of the selective attention process. C. three rules that determine whether we make an internal or external attribution. D. three of the four quadrants in the Johari Window. E. the main causes of a self-fulfilling prophecy.

Q: Which of the following is an internal factor that affects job performance? A. Economic conditions B. Changes in salary C. Peer support D. Internal competition E. Motivation to work

Q: The _____ process involves deciding whether an observed behavior or event is caused mainly by the person or by the environment. A. attribution B. stereotyping C. social identification D. selective attention E. self-identification

Q: Which of the following concepts is most closely linked to discriminatory attitudes and behaviors? A. Halo effect B. Primacy effect C. Attribution theory D. Recency effect E. Stereotyping

Q: Systemic discrimination: A. is not due to a perceptual error. B. will not result in stereotyping. C. is completely based on prejudice. D. creates unintentional stereotypes. E. is associated with negative attitudes toward others.

Q: The combination of social identity and self-enhancement leads to the process of: A. attribution, acceptance, and modification. B. categorization, homogenization, and differentiation. C. perception, personality, and attitude. D. fundamental attribution, self-serving attribution, and social identity. E. agreeableness, conscientiousness, and openness to experience.

Q: Andr is a doctor who is quick to mention that he is a doctor when he first meets other people. He also tends to perceive himself and other physicians in a more favorable way than nurses and non-medical staff. Which concept best explains Andr's perceptual process? A. Attribution theory B. Social identity theory C. Self-fulfilling prophecy D. Perceptual defense E. Myers-Briggs Type Indicator

Q: George believes that women have difficulty coping with the stress of executive decisions. Sally is promoted into a senior management position and George soon complains that Sally won't be able to cope with this job. George is exhibiting which of the following perceptual errors? A. Attribution error B. Stereotyping C. Projection bias D. Halo error E. Recency error

Q: The process of assigning traits to people based on their membership in an identifiable social category is called: A. the recency effect. B. the halo effect. C. projection bias. D. empathy. E. stereotyping.

Q: Mental models cause us to: A. perceive events as though people are acting on a theatrical stage. B. utilize perceptual grouping to make sense of things. C. believe the behavior of others is caused more by their ability or motivation than the situation. D. perceive ourselves as members of several groups that are different from people in other groups. E. change our personality whenever we develop new mental models.

Q: Mental models are _____ that guide perceptions and behavior. A. stereotypes B. forms of punishment C. self-fulfilling prophecies D. knowledge structures E. action learning practices

Q: _____ is the mostly unconscious process of organizing people and objects into preconceived categories that are stored in our long-term memory. A. Mental model B. Social identification C. Categorical thinking D. Personal identification E. Reinforcement theory

Q: Which of the following occurs most likely due to confirmation bias? A. A company conducts monthly performance reviews to evaluate its employees. B. A customer demands a proof statement from the salesperson. C. A manager believes his actions are correct, though they are highly unpopular. D. A manager considers female workers to be less productive than the male workers. E. A teacher assigns moderate grades to all her students, though there is a vast difference in performance.

Q: Some investors in the stock market become overconfident and ignore evidence that their strategies are more likely to lose money. This can be attributed to _____. A. the primacy effect B. confirmation bias C. the recency effect D. the prophecy effect E. stereotyping

Q: Which of the following is an example of selective attention? A. You notice that two employees are arguing in the company's quiet library. B. You conclude that the person near the cash register is a sales clerk. C. You assume that an employee is lazy because she works in a department with lazy people. D. You watch only a few television channels based on your interests. E. You select a few job applicants through structured interviews.

Q: ________ is the process of filtering information received by our senses. A. Personal identification B. Social learning C. Projection D. Stereotyping E. Selective attention

Q: Generally, the brands placed on the upper shelves of supermarkets receive greater attention than those on the lower shelves. This is an example of _____. A. selective attention B. stereotyping C. halo effect D. behavior modification E. recency effect

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: 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: 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. FALSE

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.