Chapter 11

148. Work activities that are specifically suited to your strengths are most likely to be those associated with the experience of A. flow. B. 360-degree feedback. C. implementation intentions. D. external rewards.

A

153. Dr. Thompson is involved in scripting interview questions that will effectively predict job applicants' success in specific work positions. Her work best illustrates that of a(n) ________ psychologist. A. personnel B. organizational C. human factors D. clinical

A

165. By publicly praising their employees' positive behaviors, managers often encourage their workers to continue laboring productively. This best illustrates the value of A. reinforcement. B. 360-degree feedback. C. a democratic management style. D. experiencing flow.

A

171. A blend of goal-based vision, clear communication, and optimism that inspires others to follow is most characteristic of leaders who demonstrate A. charisma. B. unit bias. C. 360-degree feedback. D. command and control management.

A

179. Contemporary psychologists are most likely to consider ________ to be a human instinct. A. infant sucking B. the need to belong C. religious ritual D. erotic plasticity

A

181. Which of the following refers to a physiological state that usually triggers a state of motivational arousal? A. need B. homeostasis C. drive D. incentive

A

301. A high level of satisfaction with one's work is most likely to be reported by those who frequently experience A. flow. B. refractory periods. C. unstructured interviews.

A

307. Personnel psychologists are most likely to be involved in A. matching people's strengths with specific job assignments. B. modifying work environments so as to improve employee engagement. C. contributing to the design of user-friendly industrial machines. D. assessing the effect of supervisors' management styles on business productivity.

A

315. Performance appraisal scales that specify in detail the precise behaviors that are indicative of poor, adequate, good, and excellent worker performance are most likely to inhibit A. severity errors. B. the experience of flow. C. structured interviews. D. 360-degree feedback.

A

319. The passionate and persistent dedication to an ambitious long-term goal that is often demonstrated by those with high achievement motivation is most indicative of A. grit. B. charisma. C. outsourcing. D. a directive style of management.

A

321. Business units with high levels of employee engagement experience A. more organizational productivity and less employee turnover. B. less organizational productivity and more employee turnover. C. more organizational productivity and more employee turnover. D. less organizational productivity and less employee turnover.

A

326. Managers who set standards and keep a group focused on its goals are said to excel in A. task leadership. B. 360-degree feedback. C. a democratic management style. D. human factors psychology.

A

329. Employee engagement is most likely to be facilitated by A. transformational leadership. B. unstructured interviews. C. halo errors. D. human factors psychology.

A

139. Those who view their work as a necessary but personally unfulfilling way to make money are said to view work as a A. contract. B. job. C. calling. D. career.

B

141. Work is most likely to satisfy the higher-level needs in Maslow's hierarchy for those who A. work only part-time. B. view their work as a calling. C. are strongly motivated by high wages. D. are supervised by managers with a directive style.

B

145. Human factors psychologists are most likely to be involved in A. designing training programs to prepare unemployed persons for existing jobs. B. exploring how machines can be optimally designed to fit human abilities. C. assessing the impact of supervisors' management styles on business productivity. D. matching people's strengths with specific job assignments.

B

151. When meeting job applicants, employers often discount the influence of varying situations on applicants' behaviors and presume that what they observe applicants do and say reflects the applicants' enduring personality traits. This most clearly contributes to A. 360-degree feedback. B. the interviewer illusion. C. strengths-based selection systems. D. the experience of flow.

B

152. If interviewers instantly like a job applicant because of his or her good looks, they may judge the person's complimentary remarks as indicating "polite manners" rather than "manipulative flattery." This best illustrates the impact of ________ on the interpretation of interviewees' responses. A. transformational leadership B. interviewers' preconceptions C. 360-degree feedback D. a strengths-based selection system

B

160. In studies of both secondary school and university students, ________ has been a better predictor of school performance than intelligence scores have been. A. social leadership B. self-discipline C. 360-degree feedback D. family birth order

B

163. Organizational psychologists are most likely to be involved in A. matching people's strengths with specific job assignments. B. modifying work environments to improve employee engagement. C. contributing to the design of user-friendly industrial machines. D. designing training programs to prepare unemployed persons for existing jobs.

B

166. As a business manager, Julie often calls her employees' attention to their occasional mistakes while withholding praise for their many accomplishments. Julie fails to take full advantage of a basic principle of A. 360-degree feedback. B. operant conditioning. C. task leadership. D. set points.

B

168. Leaders who set target dates for the completion of specific measurable goals best illustrate A. transformational leadership. B. managing by objectives. C. 360-degree feedback. D. the experience of flow.

B

175. If given a chance to express their own opinions during a decision-making process, people will respond more positively to the decision. This illustrates A. unit bias. B. a voice effect. C. 360-degree feedback. D. a strengths-based selection system.

B

184. Lack of body fluids is to thirst as ________ is to ________. A. motivation; emotion B. need; drive C. homeostasis; hunger D. incentive; instinct

B

188. Which theory most clearly emphasizes the importance of homeostasis in motivation? A. instinct theory B. drive-reduction theory C. arousal theory D. hierarchy of needs theory

B

300. Those who view their work as a fulfilling and socially useful activity are said to view work as a A. job. B. calling. C. career. D. contract.

B

305. Dr. Eisenberg develops assessment tools for use by company supervisors to appraise the performance of workers and make decisions about job promotions. His work best illustrates that of a(n) ________ psychologist. A. clinical B. personnel C. organizational D. human factors

B

311. Interviewers are disposed to judge job applicants more favorably when informed that the applicants A. are applying for their very first career position. B. have been prescreened by other company personnel. C. are nervous and worried about making a good impression. D. have a strong desire to work hard if paid well.

B

318. A small number of the contributors to any field typically produce a disproportionately large share of its accomplishments despite the fact that their less productive professional colleagues are fairly comparable in raw ability. This best illustrates the importance of A. social leadership. B. achievement motivation. C. set points. D. 360-degree feedback.

B

322. In the early 1800s, Robert Owen improved the work environment in a Scotland cotton mill with humanitarian reforms. The commercial success that followed best illustrated the value of A. structured interviews. B. employee engagement. C. leniency errors. D. a strengths-based selection system.

B

325. Antonio, a sixth-grader, has just brought home a 30-word spelling test on which he spelled only 15 words correctly. If Antonio's parents want to effectively encourage higher levels of achievement in their son, they should tell him A. "What's important is that you do your best always." B. "Try to raise your next test score 5 points by typing your new spelling words into our computer." C. "Test performance is often unrelated to how much you actually learned." D. "If you don't perform better on your next test, you won't be allowed to watch television before bedtime."

B

138. In a series of studies, research participants were informed that personality test results indicated they were the type likely to end up alone later in life. As a result, they became ________ likely to underperform on aptitude tests and ________ likely to become aggressive toward someone who had insulted them. A. more; less B. less; more C. more; more D. less; less

C

154. Scales and checklists on which supervisors indicate the extent to which a worker is productive, follows correct procedures, and attends to customers' needs are designed primarily for the purpose of improving A. unstructured interviews. B. social leadership. C. performance appraisal. D. a directive style of management.

C

155. Full and clear communication regarding Kelsey's effectiveness as a customer service manager is enhanced by the performance appraisals she periodically receives from fellow managers, subordinates, customers, and her supervisor. This best illustrates the value of A. experiencing flow. B. structured interviews. C. 360-degree feedback. D. task leadership.

C

156. The practice of 360-degree feedback is especially likely to involve A. unit bias. B. the experience of flow. C. behavior checklists and rating scales. D. command and control management.

C

159. When researchers monitored the professional accomplishments of more than 1500 highly intelligent individuals, they found that the most successful were more ambitious, energetic, and persistent. This best illustrates the importance of A. social leadership. B. 360-degree feedback. C. achievement motivation. D. leniency errors.

C

161. Those who demonstrate grit are especially likely to have a high level of A. charisma. B. social leadership. C. achievement motivation. D. management training.

C

162. A business setting in which workers have regular opportunities to do what they do best and perceive that they are part of something significant is one that promotes A. 360-degree feedback. B. implementation intentions. C. employee engagement. D. unstructured interviews.

C

164. Expecting every full-time university professor to teach the same number of courses and engage in the same amount of research would A. interfere with the practice of 360-degree feedback. B. help to promote social leadership. C. fail to adequately develop the unique strengths of each professor. D. facilitate the professors' experience of flow.

C

169. Managers with a task-leadership style would be most likely to A. mediate a conflict between two argumentative employees. B. give employees a high degree of freedom to develop their own work procedures. C. remind employees of the exact deadlines for the completion of work projects. D. avoid closely monitoring the productivity of individual employees.

C

173. Women are more likely than men to exhibit the qualities associated with A. unit bias. B. recency errors. C. transformational leadership. D. command and control management.

C

176. Dr. Ligorano has devoted his professional life to researching the desires and needs that energize and direct behavior. His area of research has obviously been A. emotion. B. cognition. C. motivation. D. behavior genetics.

C

182. A lack of sufficient oxygen intake is an example of a(n) A. drive. B. instinct. C. need. D. refractory period.

C

183. A drive refers to A. a rigidly patterned and unlearned behavior characteristic of a species. B. anything that is perceived as having positive or negative value in motivating behavior. C. an aroused, motivated state that is often triggered by a physiological need. D. the body's resting rate of energy expenditure.

C

185. The body's tendency to maintain a constant internal state is known as A. refractory period. B. instinct. C. homeostasis. D. metabolism.

C

186. The term homeostasis literally means A. "common to all." B. "unique to humans." C. "staying the same." D. "motivational dynamics."

C

187. When we are too hot, we perspire in order to lower our body temperature and thereby A. preserve body warmth. B. arouse drives. C. maintain homeostasis. D. lower the set point.

C

299. Work is LEAST likely to satisfy the higher-level needs in Maslow's hierarchy for those who A. receive 360-degree feedback. B. frequently experience flow. C. view their work as a job. D. are self-employed.

C

303. Which profession is most likely to be concerned with the effect of supervisors' management styles on worker motivation and productivity? A. developmental psychology B. social psychology C. industrial-organizational psychology D. cognitive psychology

C

304. Matching people with existing jobs is to ________ psychology as modifying jobs and supervision is to ________ psychology. A. human factors; organizational B. organizational; human factors C. personnel; organizational D. organizational; personnel

C

308. A performance evaluation program revealed that the most effective salespeople in a large company are sincere and energetic in their work. This led the company's psychological consultants to develop a simulation that would assess the extent to which applicants for company sales positions communicate in a forthright and animated manner. This most clearly illustrates the consultants' commitment to A. structured interviews. B. human factors psychology. C. a strengths-based selection system. D. 360-degree feedback.

C

310. Danielle, an applicant for a position in corporate financial accounting, was so animated and enthusiastic in her conversations with company officials that they decided to hire her without carefully checking her resumé and past work accomplishments. The company officials should most clearly be informed about A. human factors psychology. B. social leadership. C. the interviewer illusion. D. the experience of flow.

C

312. By scripting specific job-relevant questions to be asked of all those applying for a particular work position, a personnel psychologist is most clearly developing a framework for A. the experience of flow. B. transformational leadership. C. structured interviews. D. 360-degree feedback.

C

313. Structured interviews have more ________ than unstructured interviews. A. unit bias B. leniency errors C. predictive accuracy D. 360-degree feedback.

C

316. Paul is seldom absent from work. However, an illness the previous week forced him to miss work for a day, and his supervisor evaluated his performance less positively than was warranted. This best illustrates the supervisor's vulnerability to A. the interviewer illusion. B. leniency errors. C. recency errors. D. unit bias.

C

324. Encouraging employee productivity through recognition and reward illustrates effective use of A. flow. B. set points. C. operant conditioning. D. a strengths-based selection system.

C

327. Managers with a social leadership style would be most likely to A. discourage employees from critically discussing controversial company policies. B. inform employees of the exact deadlines for the completion of work projects. C. mediate a personal dispute between two argumentative employees. D. provide employees with relatively easy work assignments.

C

330. By transforming a command-and-control work management process to a joint-vision process, companies are likely to foster A. unit bias. B. leniency errors. C. employee engagement. D. a strengths-based selection system.

C

140. Andrea views her work as primarily an opportunity to climb the corporate ladder in pursuit of increasingly better positions. Andrea apparently views her work as a A. calling. B. job. C. contract. D. career.

D

142. After studying artists who would spend hour after hour painting or sculpting with enormous concentration, Csikszentmihalyi formulated the concept of A. transformational leadership. B. strengths-based selection. C. 360-degree feedback. D. flow.

D

143. Flow is characterized by a ________ awareness of self and a ________ awareness of the passing of time. A. heightened; diminished B. diminished; heightened C. heightened; heightened D. diminished; diminished

D

144. Which profession is most directly involved in the application of psychology's principles to the workplace? A. social psychology B. personality psychology C. developmental psychology D. industrial-organizational psychology

D

146. Developing assessment tools for selecting and placing employees is of most direct relevance to A. clinical psychology. B. organizational psychology. C. human factors psychology. D. personnel psychology.

D

147. After discovering that their company's best software developers are highly analytical, personnel psychologists focused their employment ads for additional software developers less on applicants' experience and more on their ability to engage in logical problem solving. This best illustrates their commitment to A. 360-degree feedback. B. social leadership. C. structured interviews. D. a strengths-based selection system.

D

149. Unstructured interviews provide a ________ predictor of on-the-job performance than aptitude tests and a ________ predictor of on-the-job performance than job knowledge tests. A. better; worse B. worse; better C. better; better D. worse; worse

D

150. Mr. Walters has many years of experience as a personnel officer for a large corporation. He does not review most job applicants' reference files because he is confident of his ability to predict their future work performance based on his direct face-to-face conversations with them. Mr. Walters' confidence best illustrates A. 360-degree feedback. B. the halo error. C. transformational leadership. D. the interviewer illusion.

D

157. Carlos is so friendly and likable that his job supervisors and co-workers often appraise his work skills and performance more positively than is actually warranted. This best illustrates evaluators' vulnerability to A. unit bias. B. the interviewer illusion. C. the experience of flow. D. halo errors.

D

158. Jeff, who is 14, engages in rigorous tennis drills or competitive play at least four hours every day because he wants to master the sport and play on one of the best university teams in the country. His goal and behavior best illustrate the concept of A. set point. B. 360-degree feedback. C. human factors pschology. D. achievement motivation.

D

167. The on-time completion of major work projects is most clearly facilitated by A. reducing flow. B. scripting structured interviews. C. receiving 360-degree feedback. D. stating implementation intentions.

D

170. The great person theory of leadership suggested that all great leaders A. demonstrate a directive style. B. prefer task leadership. C. use action plans. D. share certain traits.

D

172. Motivating workers to identify with and commit themselves to a group mission best illustrates A. a strengths-based selection system. B. 360-degree feedback. C. a directive management style. D. transformational leadership.

D

174. Effective managers often demonstrate ________ levels of task leadership and ________ levels of social leadership. A. high; low B. low; high C. low; low D. high; high

D

177. An instinctive behavior is one that A. is common to an entire species. B. is unlearned. C. is rigidly patterned. D. has all of these characteristics.

D

178. It is characteristic of robins to build nests. This is an example of A. a set point. B. homeostasis. C. a drive. D. an instinct.

D

180. Like evolutionary psychology, instinct theory most clearly assumed that behavior is influenced by A. homeostasis. B. set points. C. incentives. D. genetic predispositions.

D

302. Matt is student who becomes so fully absorbed in his course studies that he completely loses his awareness of how long he has been working. Matt's experience best illustrates A. 360-degree feedback. B. task leadership. C. a refractory period. D. flow.

D

306. Human factors psychology is one of the three main subfields of A. clinical psychology. B. personnel psychology. C. social psychology. D. industrial-organizational psychology.

D

309. Which of the following is generally the poorest predictor of future job performance? A. aptitude tests B. job knowledge tests C. simulated job performance tests D. evaluations from informal interviews

D

314. The practice of 360-degree feedback is most clearly designed to improve A. homeostasis. B. the experience of flow. C. unstructured interviews. D. performance appraisal.

D

317. A desire to pursue high standards and significant accomplishments is indicative of A. drive reduction. B. social leadership. C.360-degree feedback. D. achievement motivation

D

320. Modifying management practices and work assignments to increase employee engagement best illustrates the professional concerns of A. human factors psychologists. B. clinical psychologists. C. personnel psychologists. D. organizational psychologists.

D

323. Compared with ineffective managers, those who excel invest a _______ proportion of their time and effort trying to remedy their employees' deficiencies and a _______ proportion of their time and effort trying to enhance their employees' talents. A. larger; larger B. smaller; smaller C. larger; smaller D. smaller; larger

D

328. The same individual may be either considered a great or an inferior coach depending on the strength of the team and its competition. This best illustrates a shortcoming of A. a strengths-based selection system. B. 360-degree feedback. C. a biopsychosocial approach. D. the great person theory of leadership.

D