MGMT 5320 - Chapter 3
44. 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
A. attribution Feedback: The attribution process involves deciding whether an observed behavior or event is caused mainly by the person (internal factors) or by the environment (external factors).
69. 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
A. blind Feedback: The blind area refers to information that is known to others but not to you.
85. A global mindset develops through better knowledge of people and cultures. Some of that knowledge is acquired through formal programs, such as expatriate and diversity training, but deeper absorption results from A. full immersion in the culture. B. learning the language. C. eating the food. D. conversing over video conferencing. E. vacationing in the country.
A. full immersion in the culture. Feedback: A global mindset develops through better knowledge of people and cultures. Some of that knowledge is acquired through formal programs, such as expatriate and diversity training, but deeper absorption results from immersion in those cultures.
48. If John takes credit for work done on time, but blames his coworkers 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.
A. fundamental attribution error. Feedback: The fundamental attribution error refers to our tendency to perceive another person's actions caused mainly by internal attributions, whereas we recognize both internal and external causes of our own actions. In this case, John takes credit only for work done on time and blames his coworkers for his delays.
78. In organizational settings, empathy A. has both a cognitive and an 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.
A. has both a cognitive and an emotional component. Feedback: Empathy is both cognitive and emotional, meaning that empathy is about understanding as well as feeling what the other person feels in that context.
Scenario B Joe, a production worker in a doll manufacturing plant, recently changed positions on the manufacturing line from painting the eyes to attaching arms to each doll. In the past, his work was always impeccable with a very low rate of mistakes, but since the switch, the quality team has found numerous dolls with arms that were haphazardly attached. A majority of the flawed-arm dolls are from Joe's assembly line. 89. It could probably be said that because of his history with excellent quality, in this situation, Joe would be considered to have A. high consistency and high distinctiveness. B. low consistency and high distinctiveness. C. low consensus and low consistency. D. low distinctiveness and high consistency. E. high consensus and high distinctiveness.
A. high consistency and high distinctiveness. Feedback: Joe would be considered to have high consistency and high distinctiveness, which is when an employee consistently make poor products in a certain area (high consistency), but makes good-quality products elsewhere (high distinctiveness).
73. 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.
A. increase our open area by reducing our blind area. Feedback: The open area increases through feedback from others about your behavior. This information helps you to reduce your blind area because, according to recent studies, people near you are good sources of information about many (but not all) of your traits and behaviors.
63. You are more likely to make a(n) _____ about someone's poor performance if you have also observed the person performing a task poorly in the past and have observed other employees performing the task well. A. internal attribution B. self-identification C. external attribution D. self-serving bias E. fundamental attribution error
A. internal attribution Feedback: To illustrate how these three attribution rules operate, imagine a situation where an employee is making poor-quality products on a particular machine. We would probably conclude that the employee lacks skill or motivation (an internal attribution) if the employee consistently makes poor-quality products on this machine (high consistency), the employee makes poor-quality products on other machines (low distinctiveness), and other employees make good-quality products on this machine (low consensus).
19. People who define themselves by their work have _____, which explains their tendency to have lower absenteeism and turnover. A. low complexity B. high complexity C. self-esteem D. high clarity E. self-expansion
A. low complexity Feedback: People who define themselves mainly by their work (low complexity) often have better performance due to more investment in skill development, longer hours, and more concentration on work. They also have lower absenteeism and turnover.
58. 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.
A. making an evaluation involving complex information. Feedback: The recency effect occurs when the most recent information dominates our perceptions. This perceptual bias is most common when people are making an evaluation involving complex information.
57. 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.
A. primacy effect. Feedback: The primacy effect is our tendency to quickly form an opinion of people on the basis of the first information we receive about them. It is the notion that first impressions are lasting impressions.
70. 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.
A. reduce our perceptual biases. Feedback: The objective of the Johari Window is to improve our perceptual process. It encourages disclosure and feedback to increase our own open area and reduce the blind, hidden, and unknown areas.
29. 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.
A. selective attention. Feedback: The process of attending to some information received by our senses and ignoring other information is called selective attention. Selective attention is influenced by characteristics of the person or object being perceived, particularly size, intensity, motion, repetition, and novelty.
59. Homogenization and differentiation are two activities in the process of forming and maintaining our A. social identity. B. empathy toward others. C. perceptions of the world. D. stereotyping organizations. E. perceived attributes to a group.
A. social identity. Feedback: The combination of social identity and self-enhancement leads to the process of categorization, homogenization, and differentiation.
61. Unintentional discrimination occurs when decision makers rely on ______ to establish notions of the "ideal" person. A. stereotypes B. empathy C. homogenization D. differentiation E. categorization
A. stereotypes Feedback: Unintentional discrimination occurs when decision makers rely on stereotypes to establish notions of the "ideal" person.
51. 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.
B. A supervisor assigns challenging goals to the employee. Feedback: The process begins when the supervisor forms expectations about the employee's future behavior and performance. In the self-fulfilling prophecy process, employees receive more emotional support through nonverbal cues (e.g., more smiling and eye contact), more frequent and valuable feedback and reinforcement, more challenging goals, better training, and more opportunities to demonstrate good performance.
75. 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.
B. Increased contact with someone tends to reduce our tendency to use stereotypes to perceive that person. Feedback: The contact hypothesis states that the more we interact with someone, the less prejudiced or perceptually biased we will be against that person.
23. ______ is the extent to which people like, respect, and are satisfied with themselves. A. Self-concept B. Self-esteem C. Self-verification D. Self-enhancement E. Self-centering
B. Self-esteem Feedback: Self-esteem is the extent to which people like, respect, and are satisfied with themselves.
41. André 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 André's perceptual process? A. Attribution theory B. Social identity theory C. Self-fulfilling prophecy D. Perceptual defense E. Myers-Briggs Type Indicator
B. Social identity theory Feedback: Social identity is a comparative process, and the comparison begins by categorizing people into distinct groups. In addition to categorizing and homogenizing people, we differentiate them by assigning more favorable characteristics to people in our own groups than to people in other groups. Here André, the doctor, perceives himself and other physicians in a more favorable way than nurses and non-medical staff.
40. 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
B. Stereotyping Feedback: Stereotyping is the perceptual process by which we assign characteristics to an identifiable group and then automatically transfer those features to anyone we believe is a member of that group. In this case, George believes that Sally won't be able to cope with her job because she is a woman.
54. ______ occurs when a general negative impression of a person based on one prominent characteristic is made, and that impression affects the perception of other characteristics in that same person. A. A projection bias B. The halo effect C. Selective attention D. A self-serving bias E. Stereotyping
B. The halo effect Feedback: The halo effect occurs when our general impression of a person, usually based on one prominent characteristic, distorts our perception of other characteristics of that person.
42. 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.
B. categorization, homogenization, and differentiation. Feedback: The combination of social identity and self-enhancement leads to the process of categorization, homogenization, and differentiation.
32. 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.
B. confirmation bias. Feedback: Another selective attention problem, called confirmation bias, is the nonconscious tendency for people to screen out information that is contrary to their decisions, beliefs, values, and assumptions. This bias occurs, for instance, when we form an opinion or theory about something, such as a consumer trend or an employee's potential.
Scenario C Elaine got a job transfer from Italy to New York. Soon, she started to understand the mental models held by colleagues from other cultures, as well as their emotional experiences in a given situation. Further, she started to effectively use words and behaviors that were compatible with the local culture of New York. 91. Before leaving Italy, Elaine believed that all New Yorkers were rude, loud, and apathetic to strangers. Her views changed after several months of close contact with her new coworkers. This change is a result of A. stereotyping. B. contact hypothesis. C. a global mindset. D. empathy. E. disclosure.
B. contact hypothesis. Feedback: Contact hypothesis is a theory stating that the more we interact with someone, the less prejudiced or perceptually biased we will be against that person.
82. When you have developed an awareness of and openness to others, you have developed a A. social identity. B. global mindset. C. contingency bias. D. self-concept. E. managerial skill.
B. global mindset. Feedback: A global mindset refers to an individual's ability to perceive, know about, and process information across cultures. It includes (a) an awareness of, openness to, and respect for other views and practices in the world; (b) the capacity to empathize and act effectively across cultures; (c) the ability to process complex information about novel environments; and (d) the ability to comprehend and reconcile intercultural matters with multiple levels of thinking.
79. According to the Johari Window, the _____ area is reduced through disclosure. A. open B. hidden C. blind D. value E. unknown
B. hidden Feedback: The main objective of the Johari Window is to increase the size of the open area so that both you and your colleagues are aware of your perceptual limitations. This objective is partly accomplished by reducing the hidden area through disclosure—informing others of your beliefs, feelings, and experiences that may influence the work relationship.
76. 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
B. meaningful interaction Feedback: Self-awareness and mutual understanding can improve through meaningful interaction. Meaningful interaction is founded on the contact hypothesis, which states that under certain conditions, people who interact will be less prejudiced or perceptually biased toward one another.
36. James scans the work area, notices that there is a lot of loud talking and individuals seem frustrated about not being heard. James is trying to make sense of the scene using A. selective attention. B. perception. C. stereotyping. D. social identification. E. motivation.
B. perception. Feedback: Perception is the process of receiving information about and making sense of the world around us. It includes determining which information to notice, as well as how to categorize and interpret it within the framework of our existing knowledge.
20. 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.
B. stressed in decision-making situations. Feedback: People who are unsure of their self-views are more easily influenced by others, experience more stress when making decisions, and feel more threatened by social forces that undermine their self-confidence and self-esteem.
Scenario C Elaine got a job transfer from Italy to New York. Soon, she started to understand the mental models held by colleagues from other cultures, as well as their emotional experiences in a given situation. Further, she started to effectively use words and behaviors that were compatible with the local culture of New York. 92. Which of the following features of a global mindset occurred in Elaine's life? A. the ability to process complex information about novel environments B. the capacity to empathize and act effectively across cultures C. the capacity to comprehend and reconcile intracultural matters D. the ability to develop more of a local than a global frame of reference about their business E. the ability to comprehend and reconcile intercultural matters with multiple levels of thinking
B. the capacity to empathize and act effectively across cultures Feedback: A global mindset includes understanding the mental models held by colleagues from other cultures, as well as their emotional experiences in a given situation. Furthermore, this empathy translates into the effective use of words and behaviors that are compatible with the local culture. Here, Elaine started to understand the mental models held by colleagues from other cultures, as well as their emotional experiences in a given situation. She also started to effectively use words and behaviors that were compatible with the local culture of New York. This shows that she developed the capacity to empathize and act effectively across cultures.
33. 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 of her students, though there is a vast difference in performance.
C. A manager believes his actions are correct, though they are highly unpopular. Feedback: Another selective attention problem, called confirmation bias, is the nonconscious tendency for people to screen out information that is contrary to their decisions, beliefs, values, and assumptions. This bias occurs, for instance, when we form an opinion or theory about something, such as a consumer trend or an employee's potential.
50. 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.
C. A supervisor forms certain expectations of the employee. Feedback: The prophecy begins when the supervisor forms expectations about the employee's future behavior and performance. These expectations are sometimes inaccurate, because first impressions are usually formed from limited information. The supervisor's expectations influence his or her treatment of employees.
38. Which of the following is an example of a mental model? A. Accounting professionals tend to see corporate problems from a marketing perspective. B. Marketing professionals tend to see corporate problems from an accounting perspective. C. Accounting professionals tend to see corporate problems from an accounting perspective. D. Accounting professionals tend to see individual problems from a marketing perspective. E. Accounting professionals tend to see individual problems from an accounting perspective.
C. Accounting professionals tend to see corporate problems from an accounting perspective. Feedback: Mental models are important for sense making, yet they also make it difficult to see the world in different ways. For example, accounting professionals tend to see corporate problems from an accounting perspective, whereas marketing professionals see the same problems from a marketing perspective.
34. _____ 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
C. Categorical thinking Feedback: Categorical thinking is the mostly unconscious process of organizing people and objects into preconceived categories that are stored in our long-term memory.
77. _____ 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
C. Empathy Feedback: Empathy refers to understanding and being sensitive to the feelings, thoughts, and situations of others. People empathize when they cognitively transpose themselves into the other person's place as if they were the other person.
47. _____ is the tendency to attribute the behavior of other people to internal factors more than external factors. A. Recency bias B. Projection bias C. Fundamental attribution error D. Primacy effect E. Self-serving bias
C. Fundamental attribution error Feedback: The fundamental attribution error refers to our tendency to perceive another person's actions caused mainly by internal attributions, whereas we recognize both internal and external causes of our own actions.
27. _____ affects the perceptual process because employees are more likely to remember information that is consistent with their self-concept and nonconsciously screen out information (particularly negative information) that seems inconsistent with it. A. Self-esteem B. Self-efficacy C. Self-verification D. Self-centering E. Self-concept
C. Self-verification Feedback: 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 (particularly negative information) that seems inconsistent with it.
Scenario B Joe, a production worker in a doll manufacturing plant, recently changed positions on the manufacturing line from painting the eyes to attaching arms to each doll. In the past, his work was always impeccable with a very low rate of mistakes, but since the switch, the quality team has found numerous dolls with arms that were haphazardly attached. A majority of the flawed-arm dolls are from Joe's assembly line. 90. When his supervisor approached him about his quality issues, Joe replied that lately he has been having a string of bad luck. In the past, when praised for his excellent quality doll eyes, Joe always took the credit and boasted about his abilities. Joe is exhibiting A. the fundamental attribution error. B. a correspondence bias. C. a self-serving bias. D. a self-fulfilling prophecy. E. the halo effect.
C. a self-serving bias. Feedback: A self-serving bias is the tendency to attribute our failures to external causes (such as bad luck) more than internal causes (e.g., inefficiency), while successes are attributed more to internal than external factors. Simply put, we take credit for our successes and blame others or the situation for our mistakes.
25. 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.
C. believe that people in their own groups share common traits. Feedback: Social identity theory says that people define themselves by the groups to which they belong or have an emotional attachment.
72. 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.
C. disclose information about ourselves. Feedback: You can reduce the hidden area through disclosure, which is informing others of your beliefs, feelings, and experiences that may influence the work relationship.
56. 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
C. false-consensus effect Feedback: The false-consensus effect (also called similar-to-me effect) occurs when people overestimate the extent to which others have similar beliefs or behaviors to their own.
53. 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.
C. focusing on the positive rather than negative aspects of life will improve organizational success and individual well-being. Feedback: Leaders need to develop and maintain a positive, yet realistic, expectation toward all employees. Focusing on the positive rather than negative aspects of life will improve organizational success and individual well-being. Communicating hope and optimism is identified as one of the critical success factors.
22. When people ______, they are motivated to confirm and maintain their existing self-concept. A. have self-efficacy B. have self-esteem C. have self-verification D. have self-enhancement E. are self-centering
C. have self-verification Feedback: Along with being motivated by self-enhancement, people are motivated to confirm and maintain their existing self-concept. This process, called self-verification, stabilizes an individual's self-view, which in turn provides an important anchor that guides his or her thoughts and actions.
16. 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
C. individual; relational; collective Feedback: Recent studies suggest that we have an individual self (our personal traits), relational self (interpersonal relations), and collective self (our membership in identifiable social groups).
24. 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.
C. lucky streaks. Feedback: Those with more of an external locus of control believe events in their life are due mainly to fate, luck, or conditions in the external environment.
68. A manager believes in the philosophy of _____. His self-fulfilling prophecies are likely to improve organizational performance. A. halo effect B. regency effect C. positive organizational behavior D. false-consensus effect E. primacy effect
C. positive organizational behavior Feedback: The main lesson from the self-fulfilling prophecy literature is that leaders need to develop and maintain a positive, yet realistic, expectation toward all employees. This recommendation is consistent with the emerging philosophy of positive organizational behavior, which suggests that focusing on the positive rather than negative aspects of life will improve organizational success and individual well-being.
67. You have a history of low achievement. You are more likely to be influenced by the _____ effect than high achievement oriented people. A. halo B. regency C. self-fulfilling prophecy D. false-consensus E. primacy
C. self-fulfilling prophecy Feedback: The self-fulfilling prophecy effect is stronger among people with a history of low achievement. These people tend to have lower self-esteem, so they are more easily influenced by others' opinions of them.
83. Which of the following is a feature of an individual who has developed a global mindset? A. They also have less knowledge and appreciation of many cultures. B. They judge the competence of others by their national or ethnic origins. C. They use words and behaviors that are incompatible with the local culture. D. They are able to process and analyze large volumes of information in new and diverse situations. E. They only have the capacity to quickly develop useful mental models of situations, particularly at a local level of analysis.
D. They are able to process and analyze large volumes of information in new and diverse situations. Feedback: First, global mindset occurs as people develop more of a global than local/parochial frame of reference about their business and its environment. They also have more knowledge and appreciation of many cultures and do not judge the competence of others by their national or ethnic origins. Second, global mindset includes understanding the mental models held by colleagues from other cultures as well as their emotional experiences in a given situation. Furthermore, this empathy translates into effective use of words and behaviors that are compatible with the local culture. Third, people with a strong global mindset are able to process and analyze large volumes of information in new and diverse situations. Finally, global mindset involves the capacity to quickly develop useful mental models of situations, particularly at both a local and global level of analysis.
21. Philosopher John Dewey recognized that people _______, meaning they are inherently motivated to perceive themselves (and be perceived by others) as competent, attractive, lucky, ethical, and important. A. have a self-concept B. have self-esteem C. have self-verification D. exhibit self-enhancement E. are self-centered
D. exhibit self-enhancement Feedback: Dewey recognized that people are inherently motivated to perceive themselves (and to be perceived by others) as competent, attractive, lucky, ethical, and important. This self-enhancement is observed in many ways.
55. 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
D. halo effect Feedback: The halo effect occurs when our general impression of a person, usually based on one prominent characteristic, distorts our perception of other characteristics of that person. When a supervisor incorrectly rates an employee at a similar level across all performance dimensions based on an overall impression of that employee, a halo effect occurs.
Scenario A 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. 86. Most likely, Joanie has A. high complexity. B. low clarity. C. low consistency. D. low complexity. E. all of these.
D. low complexity. Feedback: People who define themselves mainly by their work (i.e. low complexity) tend to have lower absenteeism and turnover.
52. 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.
D. more vulnerable to the supervisor's self-fulfilling prophecies of that employee. Feedback: Self-fulfilling prophecies are more likely to occur at the beginning of a relationship, such as when employees are first hired. It is also stronger when several people (rather than just one person) hold the same expectations of the individual.
49. An example of 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 toward the employee. E. the supervisor's behavior affects the employee's ability and motivation.
D. the supervisor's expectations affect his/her behavior toward the employee. Feedback: The process begins when the supervisor forms expectations about the employee's behavior and performance. Then, the supervisor's expectations influence his or her behavior toward employees.
81. 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.
E. A global mindset includes an awareness of, openness to, and respect for other views and practices in the world. Feedback: A global mindset refers to an individual's ability to perceive, know about, and process information across cultures. It includes (a) an awareness of, openness to, and respect for other views and practices in the world; (b) the capacity to empathize and act effectively across cultures; (c) the ability to process complex information about novel environments; and (d) the ability to comprehend and reconcile intercultural matters with multiple levels of thinking.
84. All of the following are true about individuals who have developed a global mindset, except A. They form better relationships across cultures by understanding and showing respect to distant colleagues and partners. B. They can sift through huge volumes of ambiguous and novel information transmitted in multinational relationships. C. They have a capacity to form networks and exchange resources more rapidly across borders. D. They develop greater sensitivity and respond more quickly to emerging global opportunities. E. They only have the capacity to quickly develop useful mental models of situations, particularly at a local level of analysis.
E. They only have the capacity to quickly develop useful mental models of situations, particularly at a local level of analysis. Feedback: A global mindset offers tremendous value to organizations as well as to the employee's career opportunities. People who develop a global mindset form better relationships across cultures by understanding and showing respect to distant colleagues and partners. They can sift through huge volumes of ambiguous and novel information transmitted in multinational relationships. They have a capacity to form networks and exchange resources more rapidly across borders. They also develop greater sensitivity and respond more quickly to emerging global opportunities.
62. By viewing someone (including yourself) as a New Yorker, for example, you remove that person's individuality and, instead, see him or her as a prototypical representative of the group called New Yorkers. This process then allows you to distinguish New Yorkers from people who live in, say, Texas or North Carolina. This is an example of A. attribution process. B. self-identification. C. homogenization. D. differentiation. E. categorization.
E. categorization. Feedback: Social identity is a comparative process, and the comparison begins by categorizing people into distinct groups. By viewing someone (including yourself) as a Texan, for example, you remove that person's individuality and, instead, see him or her as a prototypical representative of the group called Texans. This categorization then allows you to distinguish Texans from people who live in, say, California or Maine.
65. The _____ would cause a supervisor to believe that an employee's lateness is due to a lack of motivation to attend work rather than factors beyond the employee's control. A. self-fulfilling prophecy B. self-serving bias C. external attribution D. internal attribution E. fundamental attribution error
E. fundamental attribution error Feedback: Another widely studied attribution error is fundamental attribution error (also called correspondence bias), which is the tendency to overemphasize internal causes of another person's behavior and to discount or ignore external causes of their behavior. According to this perceptual error, we are more likely to attribute a coworker's late arrival for work to lack of motivation rather than to situational constraints (such as traffic congestion).
64. There is evidence that people from Asian countries are less likely to engage in _____ because those cultures emphasize the context of behavior more than do Western cultures. A. internal attribution B. self-identification C. external attribution D. self-serving bias E. fundamental attribution error
E. fundamental attribution error Feedback: There is evidence that people from Asian countries are less likely to engage in fundamental attribution error because those cultures emphasize the context of behavior more than do Western cultures.
74. 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.
E. increasing our open area by reducing our hidden area. Feedback: The main objective of the Johari Window is to increase the size of the open area so that both you and your colleagues are aware of your perceptual limitations. This is partly accomplished by reducing the hidden area through disclosure—informing others of your beliefs, feelings, and experiences that may influence the work relationship.
45. 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
E. motivation to work Feedback: Internal factors include the person's ability or motivation, whereas external factors include lack of resources, other people, or just luck.
71. 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
E. open Feedback: The Johari Window, the model of self-awareness and mutual understanding divides information about you into four "windows"—open, blind, hidden, and unknown. The open area includes information about you that is known both to you and to others.
Scenario A 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. 88. Although Joanie occasionally has trouble adapting to new conditions and job tasks, she exhibits ______ by believing that she can do almost anything and always maintaining a "can do" attitude. A. self-concept B. self-esteem C. self-verification D. self-enhancement E. self-efficacy
E. self-efficacy Feedback: Self-efficacy refers to a person's belief that he or she can successfully complete a task. Those with high self-efficacy have a "can do" attitude.
43. 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
E. stereotyping Feedback: A major problem associated with stereotyping is that it lays the foundation for discriminatory attitudes and behavior.
80. According to the Johari Window, the _____ area includes your values, beliefs, and experiences that are buried so deeply that neither you nor others are aware of them. A. open B. hidden C. blind D. value E. unknown
E. unknown Feedback: According to the Johari Window, the unknown area includes your values, beliefs, and experiences that are buried so deeply that neither you nor others are aware of them.
60. _____ is often subtle, but it can escalate into a "good guy-bad guy" contrast when groups engage in overt conflict with each other. A. Social identity B. Empathy C. Homogenization D. Differentiation E. Categorization
D. Differentiation Feedback: Differentiation is often subtle, but it can escalate into a "good guy-bad guy" contrast when groups engage in overt conflict with each other.
30. ________ is the process of filtering information received by our senses. A. Personal identification B. Social learning C. Projection D. Stereotyping E. Selective attention
E. Selective attention Feedback: Selective attention is the process of filtering information received by our senses. It is the process of attending to some information received by our senses and ignoring other information.
39. _______ entails assigning traits to people based on their membership in an identifiable social category. A. The recency effect B. The halo effect C. Projection bias D. Empathy E. Stereotyping
E. Stereotyping Feedback: Stereotyping is the perceptual process by which we assign characteristics to an identifiable group and then automatically transfer those features to anyone we believe is a member of that group.
28. Some experts believe that _____ is a person's rating of his/her success at social inclusion. A. self-esteem B. self-efficacy C. self-verification D. self-centering E. self-concept
A. self-esteem Feedback: Some experts believe that self-esteem is a person's rating of his/her success at social inclusion. In other words, people with high self-esteem are less influenced by others, tend to persist in spite of failure, and have a higher propensity to think logically.
37. _____ help(s) us store information in memory. A. Selective attention B. Emotional markers C. Stereotyping D. Confirmation bias E. Perception
B. Emotional markers Feedback: Emotional markers help us store information in memory; those emotions are later reproduced when recalling the perceived information.
18. _____ exists when the individual's identities require similar personality traits, values, and other attributes. A. Low consistency B. High consistency C. Self-concept consistency D. High clarity E. Self-expansion
B. High consistency Feedback: High consistency exists when the individual's identities require similar personality traits, values, and other attributes.
17. Self-concept can be described by three characteristics: A. self, enhancement, and evaluation. B. complexity, consistency, and clarity. C. evaluation, verification, and complexity. D. self, consistency, and clarity. E. stability, clarity, and ambiguity.
B. complexity, consistency, and clarity. Feedback: An individual's self-concept can be described by three characteristics: complexity, consistency, and clarity.
35. 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.
B. utilize perceptual grouping to make sense of things. Feedback: Mental models are knowledge structures that we develop to describe, explain, and predict the world around us.
26. Unlike self-enhancement, _____ includes seeking feedback that is not necessarily flattering. A. self-esteem B. self-efficacy C. self-verification D. self-centering E. self-concept
C. self-verification Feedback: Unlike self-enhancement, self-verification includes seeking feedback that is not necessarily flattering (e.g., "I'm a numbers person, not a people person").
66. The self-fulfilling prophecy effect is _____ at the beginning of a relationship. A. weaker B. neutral C. stronger D. dependable E. uncertain
C. stronger Feedback: The self-fulfilling prophecy effect is stronger at the beginning of a relationship, such as when employees are first hired.
46. 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. main causes of a self-fulfilling prophecy.
C. three rules that determine whether we make an internal or external attribution. Feedback: Consistency, consensus, and distinctiveness are the three rules determining whether to make an internal or external attribution.
Scenario A 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. 87. An example of ______ would be when Joanie always attributes her successes to her high level of personal motivation; however, when she makes a mistake, she tends to blame the situation. A. self-centering B. self-esteem C. self-verification D. self-enhancement E. self-concept
D. self-enhancement Feedback: Self-enhancement is when individuals tend to rate themselves above average, believe they have a better than average probability of success, and attribute their successes to personal motivation or ability while blaming the situation for their mistakes.
31. 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.
A. You notice that two employees are arguing in the company's quiet library. Feedback: Selective attention is influenced by the context in which the target is perceived. In the above example, two employees are arguing in the company's quiet library. Since they are arguing in a quiet place, they are more likely to get noticed.
