MGMT 309 EXAM 4

A popular personality framework based on five key traits

"Big Five" Personality Traits

When a person does not show up for work

Absenteeism

A person's ability to get along with others

Agreeableness

What are the "Big Five" Personality Traits

Agreeableness, Conscientiousness, Negative Emotionality, Extraversion, and Openness

Stages of General Adaptation Syndrome

Alarm, Resistance, and Exhaustion

Complexes of beliefs and feelings that people have about specific ideas, situations, or other people

Attitudes

The process of observing behavior and attributing causes to it

Attribution

The extent to which a person believes that power and status differences are appropriate within hierarchical social systems like organizations

Authoritarianism

Caused when an individual has conflicting attitudes

Cognitive Dissonance

The number of things a person can effectively work on at one time

Conscientiousness

What the individual provides to the organization

Contributions

The ability of an individual to generate new ideas or to conceive of new perspectives on existing ideas

Creativity

Those that detract from, rather than contribute to, organizational performance

Dysfunctional Behaviors

A person's comfort level with relationships

Extraversion

Four dimensions of Myers-Briggs Framework

Extraversion v. Introversion, Sensing v. Intuition, Thinking v Feeling, and Judging v. Perceiving

Extraversion (E) Versus Introversion (I)

Extraverts get their energy from being around other people, whereas introverts are worn out by others and need solitude to recharge their energy.

General cycle of the stress process

General Adaptation Syndrome

a period of less intense conscious concentration during which the knowledge and ideas acquired during preparation mature and develop during the creative process

Incubation

Personal attributes that vary from one person to another

Individual Differences

What the organization provides to the individual

Inducements

spontaneous breakthrough in which the creative person achieves a new understanding of some problem or situation

Insight

stressors associated with relationships that confront people in organizations

Interpersonal Demands

An attitude that reflects the extent to which an individual is gratified by or fulfilled in his or her work

Job Satisfaction or Dissatisfaction

The degree to which a person believes that his or her behavior has a direct impact on the consequences of that behavior

Locus of Control

Behavior directed at gaining power and controlling the behavior of others

Machiavellianism

This refers to a person's capacities to balance anxiety, fear, and anger so that they do not overly interfere with getting things accomplished.

Managing emotions

This dimension refers to a person's ability to remain optimistic and to continue striving in the face of setbacks, barriers, and failure

Motivating Oneself

A tendency to be generally downbeat and pessimistic, see things in a negative way, and seem to be in a bad mood

Negative Affectivity

Extent to which a person is poised, calm, resilient, and secure

Negative Emotionality

A person's rigidity of beliefs and range of interests

Openness

The behavior of individuals that makes a positive overall contribution to the organization

Organizational Citizenship

An attitude that reflects a person's identification with and attachment to the organization itself

Organizational Commitment

The extent to which an employee sees him or herself as part of the organization, actively looks for ways to contribute to the organization, and is involved with the organization in multiple ways

Organizational Engagement

The set of processes by which an individual becomes aware of and interprets information about the environment

Perception

The total set of work-related behaviors that the organization expects the person to display

Performance Behaviors

The extent to which the contributions made by the individual match the inducements offered by the organization

Person-job Fit

The relatively permanent set of psychological and behavioral attributes that distinguish one person from another

Personality

stressors associated with the job setting

Physical Demands

A tendency to be relatively upbeat and optimistic, have an overall sense of well-being, see things in a positive light, and seem to be in a good mood

Positive Affectivity

Steps of the Creative Process

Preparation, Incubation, Insight, and Verification

The overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide in return

Psychological Contract

The degree to which an individual is willing to take chances and make risky decisions

Risk Propensity

The process of screening out information that we are uncomfortable with or that contradicts our beliefs

Selective Perception

This is the basis for the other components. It refers to a person's capacity for being aware of how they are feeling

Self-awareness

An individual's beliefs about her or his capabilities to perform a task

Self-efficacy

The extent to which a person believes that he or she is a worthwhile and deserving individual

Self-esteem

This refers to a person's ability to get along with others and to establish positive relationships.

Social Skill

The process of categorizing or labeling people on the basis of a single attribute

Stereotyping

A person's response to a strong stimulus, which is called a stressor

Stress

Sensing (S) Versus Intuition (N).

The sensing type prefers concrete things, whereas intuitives prefer abstract concepts.

Thinking (T) Versus Feeling (F).

Thinking individuals base their decisions more on logic and reason, whereas feeling individuals base their decisions more on feelings and emotions.

When people quit their jobs

Turnover

Individuals who are extremely competitive, very devoted to work, and have a strong sense of time urgency

Type A

Individuals who are less competitive, less devoted to work, and have a weaker sense of time urgency

Type B

determines the validity or truthfulness of the insight

Verification

A pattern of action by the members of an organization that directly or indirectly influences organizational effectiveness

Workplace Behavior

_____ are complexes of beliefs and feelings that people have about specific ideas, situations, or other people. a. Attitudes b. Inducements c. Perceptions d. Individual differences

a. Attitudes

Which of the following is a reason for imprecise person-job fits. a. Both people and organizations change. b. Organizations hire new employees. c. Performance dimensions are difficult to measure in subjective ways. d. Employees expect a lot of favors from their managers.

a. Both people and organizations change.

Which of the following is the cycle of the stress process? a. General Adaptation Syndrome b. Selective perception c. Stressor Adaptive Syndrome d. Negative affectivity

a. General Adaptation Syndrome

_____ are the total set of work-related behaviors that an organization expects an individual to display. a. Performance behaviors b. Task actions c. Interpersonal demands d. Role demands

a. Performance behaviors

_____ is the overall set of expectations held by an individual with respect to what he or she will contribute to an organization and what the organization will provide in return. a. Psychological contract b. Negative emotionality c. Self-efficacy d. Locus of control

a. Psychological contract

Which of the following is true of Type A individuals? a. They are extremely competitive and very devoted to work. b. They are less likely to experience conflict with other people. c. They work at a slow pace without time urgency. d. They are less likely to experience stress than Type B individuals.

a. They are extremely competitive and very devoted to work.

Which of the following is a characteristic of extraverts? a. They are sociable, talkative, and assertive. b. They are willing to change their own ideas as a result of new information. c. They are disorganized, careless, and irresponsible. d. They are gentle, cooperative, forgiving, and understanding.

a. They are sociable, talkative, and assertive.

The traits shared by most creative people: a. are openness and an attraction to complexity. b. are stress and dependency. c. are positive affectivity and dependency. d. are negative emotionality and an attraction to complexity.

a. are openness and an attraction to complexity.

The process of observing behavior and assigning causes to it is known as _____. a. attribution b. categorization c. stereotyping d. identification

a. attribution

In the creative process, _____ represents a coming together of all the scattered thoughts and ideas that were maturing during incubation. a. insight b. delight c. verification d. preparation

a. insight

Ralph is an employee at an e-retail company. When he was still new in the company, he came to work late on a regular basis and showed a lot of negligence in his work. As a result, his manager developed a very poor impression of him. Months later, even as Ralph's work showed improvement, his manager continued to overlook his efforts. This is due to _____. a. selective perception b. stereotyping c. negative emotionality d. cognitive dissonance

a. selective perception

_____ is a skill that allows people to see similarities among situations, phenomena, or events. a. Divergent thinking b. Convergent thinking c. Vertical thinking d. Cross-functional thinking

b. Convergent thinking

Which of the following is true of attribution? a. It is higher in people with more negative affectivity. b. It is formed around a framework of consensus, consistency, and distinctiveness. c. It is the process of categorizing people on the basis of a single attribute. d. It is the process of screening out information that one is uncomfortable with.

b. It is formed around a framework of consensus, consistency, and distinctiveness.

_____ is the relatively permanent set of psychological and behavioral attributes that distinguish one person from another. a. Image diversity b. Personality c. A psychological contract d. A collective mosaic

b. Personality

_____ is the process of categorizing or labeling people on the basis of a single attribute. a. Prototyping b. Stereotyping c. Specifying d. Detailing

b. Stereotyping

Scott is an organized, responsible, and self-disciplined employee. He is able to work on multiple projects at a time and submit them error-free within deadlines. Based on this information and according to the "Big Five" personality traits, it can be said that Scott has high levels of _____. a. emotionality b. conscientiousness c. extraversion d. agreeableness

b. conscientiousness

Racial harassment is an example of: a. withdrawal behavior. b. dysfunctional behavior. c. avoidant behavior. d. performance behavior.

b. dysfunctional behavior.

According to the Myers-Briggs framework, individuals of the _____ type enjoy the process and open-ended situations. a. thinking b. perceiving c. judging d. sensing

b. perceiving

Julian is a top manager at a large pharmaceutical firm. His work requires him to make quick decisions, often with incomplete information. He is most likely to experience stress due to _____. a. interpersonal demands b. task demands c. physical demands d. role demands

b. task demands

Which of the following is true of turnover? a. It is never desirable. b. It decreases when unemployment is low. c. It can cost an organization. d. It has no relation to the labor market.

c. It can cost an organization.

Which of the following best describes organizational citizenship? a. It is the behavior of individuals that indicates the unwillingness to work beyond the basic standards of a job. b. It is the behavior of individuals that leads to increased turnover in an organization. c. It is the behavior of individuals that makes a positive overall contribution to an organization. d. It is the total set of work-related behaviors that an organization expects an individual to display.

c. It is the behavior of individuals that makes a positive overall contribution to an organization.

_____ is an individual's response to a strong stimulus. a. Dissonance b. Machiavellianism c. Stress d. Attribution

c. Stress

Which of the following is true of inducements? a. They vr to the total number of years an employee invests in a company. b. They refer to the competencies an employee brings to an organization. c. They refer to what an organization provides to an individual. d. They refer to the business environment factors in an organization.

c. They refer to what an organization provides to an individual.

_____ is a pattern of action by the members of an organization that directly or indirectly influences organizational effectiveness. a. Positive affectivity b. General adaptation syndrome c. Workplace behavior d. Job satisfaction

c. Workplace behavior

The conflict individuals experience among their own attitudes is called _____. a. risk propensity b. conscientiousness c. cognitive dissonance d. self-efficacy

c. cognitive dissonance

High levels of job satisfaction: a. lead to high levels of performance. b. are more common in Japan than in the United States. c. lead to more positive contributions. d. are not influenced by personal factors.

c. lead to more positive contributions.

In stage 2 of the General Adaptive Syndrome, a person: a. panics due to a stressor. b. ignores a stressor. c. resists the effects of a stressor. d. encounters a stressor.

c. resists the effects of a stressor.

An employee at the research division of an automobile firm has an idea for a new type of alloy for the chassis of a car. A prototype of the car that uses this alloy will be developed during the _____ stage of the creative process. a. insight b. preparation c. verification d. incubation

c. verification

_____ is a skill that allows people to see differences among situations, phenomena, or events. a. Cross-functional thinking b. Vertical thinking c. Convergent thinking d. Divergent thinking

d. Divergent thinking

Which of the following is an example of an interpersonal demand? a. The responsibility of making a critical work-related decision b. Insufficient supply of stationary and other tools required to perform a task c. Ambiguity about the tasks associated with a certain role d. Individuals with conflicting personalities being required to work together

d. Individuals with conflicting personalities being required to work together

Which of the following is true of stereotyping? a. It is an individual's response to a strong stimulus. b. It allows us to disregard minor bits of information. c. It depends on consensus and consistency. d. It can be efficient in certain forms.

d. It can be efficient in certain forms.

Which of the following is true of agreeableness? a. It is the number of things a person can effectively work on at one time. b. It allows people to have broad interests and to be curious, imaginative, and creative. c. It is the extent to which a person is poised, calm, resilient, and secure. d. It causes some people to be gentle, cooperative, and good-natured in their dealings with others.

d. It causes some people to be gentle, cooperative, and good-natured in their dealings with others.

Which of the following best defines person-job fit? a. It is the extent to which a person is poised, calm, resilient, and secure. b. It is the relatively stable set of psychological attributes that distinguish one person from another. c. It is the overall set of expectations held by an individual with respect to what he or she will contribute to an organization and what the organization will provide in return. d. It is the extent to which the contributions made by an individual match the inducements offered by an organization.

d. It is the extent to which the contributions made by an individual match the inducements offered by an organization.

Which of the following is true of the preparation stage of the creative process in business? a. It determines the validity or truthfulness of a creative insight. b. It is the stage during which a creative person achieves a new understanding of the problem. c. It includes the development of a product or service prototype. d. It usually requires formal training and education.

d. It usually requires formal training and education.

_____ is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his or her work. a. Cognitive dissonance b. Positive affectivity c. Organizational engagement d. Job satisfaction

d. Job satisfaction

_____ refers to a person's rigidity of beliefs and range of interests. a. Extraversion b. Conscientiousness c. Agreeableness d. Openness

d. Openness

_____ is an attitude that reflects an individual's identification with and attachment to an organization itself. a. Cognitive dissonance b. Job satisfaction c. Organizational engagement d. Organizational commitment

d. Organizational commitment

_____ is the set of processes by which an individual becomes aware of and interprets information about his or her environment. a. Transformation b. Repression c. Awareness d. Perception

d. Perception

Aiko's friends say that Aiko is always in a good mood. She is upbeat and optimistic and has an overall sense of well-being. Which of the following is true of Aiko? a. She has high levels of Machiavellianism. b. She has low risk propensity. c. She often experiences cognitive dissonance. d. She has a higher degree of positive affectivity.

d. She has a higher degree of positive affectivity.

Which of the following is an example of an inducement? a. Loyalty b. Ability c. Skill d. Status

d. Status

Which of the following is true of performance behaviors? a. They can always be easily measured. b. They are not influenced by intuition. c. They can always be narrowly defined. d. They derive from the psychological contract.

d. They derive from the psychological contract.

Which of the following is true of contributions? a. They are not included in a psychological contract. b. They are what an organization provides to an individual. c. They include job security and recognition. d. They presumably satisfy various needs and requirements of an organization.

d. They presumably satisfy various needs and requirements of an organization.

The extent to which people are self-aware, manage their emotions, motivate themselves, express empathy for others, and possess social skills

emotional Intelligence

refers to a person's ability to understand how others are feeling, even without being explicitly told.

empathy