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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:
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:
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:
Philosopher John Dewey recognized that people are inherently motivated to perceive themselves (and to be perceived by others) as competent, attractive, lucky, ethical, and important.
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:
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
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:
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