mgt chapter 11
Name types of distortion in perception? Things that distort reality?
ANSWER: (1) stereotyping, (2) the halo effect, (3) the recency effect, and (4) causal attribution
What are the four traits of emotional intelligence are as follows:
ANSWER: 1. Self-awareness: the most essential trait, it is the ability to read your own emotions and gage your moods accurately, so you know how you're affecting others. 2. Self-management: the ability to control your emotions and act with honesty and integrity in reliable and adaptable ways. You can leave occasional bad moods outside the office. 3. Social awareness: this includes empathy, allowing you to show others that you care, and organizational intuition, so you keenly understand how your emotions and actions affect others. 4. Relationship management: the ability to communicate clearly and convincingly, disarm conflicts, and build strong personal bonds.
Name the four layers of the diversity wheel?
ANSWER: Explanation: To help distinguish the important ways in which people differ, diversity experts Lee Gardenswartz and Anita Rowe have identified a "diversity wheel" consisting of four layers of diversity: (1) personality, (2) internal dimensions, (3) external dimensions, and (4) organizational dimensions
What are external elements of diversity:
ANSWER: External dimensions of diversity include an element of choice; they consist of the personal characteristics that people acquire, discard, or modify throughout their lives: eg, educational background, marital status, parental status, religion, income, geographic location, work experience, recreational habits, appearance, personal habits. They are referred to as the secondary dimensions of diversity because we have a greater ability to influence or control them than we do internal dimensions.
What are examples of internal dimensions of diversity?
ANSWER: Internal dimensions of diversity are : gender, age, ethnicity, race, sexual orientation, physical abilities.
If a person is satisfied with their job, which of the following may NOT be reduced? A) workload B) absenteeism C) turnover D) stress E) tardiness
Answer: A
Which of the following is NOT a step in the perceptual process? A) causal attribution B) retrieval from memory C) selective attention D) interpretation and evaluation E) storing in memory
Answer: A
People with low self-esteem ________ than those with higher self-esteem. A) are more dependent on others B) choose more unconventional jobs C) focus more on their strengths D) handle failure better E) exhibit more aggressive behavior
Answer: A Explanation: Low-self-esteem people confronted with failure have been found to focus on their weaknesses and to have primarily negative thoughts. Moreover, they are more dependent on others and are more apt to be influenced by them and to be less likely to take independent positions.
________ is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs. A) Stereotyping B) Selective perception C) Self-serving bias D) Attribution E) The halo effect
Answer: A Explanation: Stereotyping is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs.
Which of the following is NOT one of the Big Five personality dimensions? A) tolerance for ambiguity B) extroversion C) agreeableness D) conscientiousness E) emotional stability
Answer: A Explanation: The Big Five personality dimensions are (1) extroversion, (2) agreeableness, (3) conscientiousness, (4) emotional stability, and (5) openness to experience.
________ consists of stable psychological traits and behavioral attributes that give a person his or her identity. A) Character B) Personality C) Attitudes D) Attributions E) Values
Answer: B
________ is the extent to which employees have positive or negative feelings about various aspects of their work. A) Job involvement B) Job satisfaction C) Organizational commitment D) Job performance E) Job enrichment
Answer: B
Stark Industries was just rated number one for job satisfaction on a survey compiled by an outside entity. The report cited that employees at Stark Industries had a strong ________ and reported low levels of ________. A) job involvement; work-life balance B) organizational commitment; perceived stress C) motivation; life satisfaction D) perceived stress; life satisfaction E) perceived stress; absenteeism
Answer: B Explanation: Among the key correlates of job satisfaction are stronger motivation, job involvement, organizational commitment, and life satisfaction and less absenteeism, tardiness, turnover, and perceived stress.
Managers, Sophie and Bill, know that their employees will show higher levels of commitment to the company if they are able to increase ________. This will make the top executive happy because overall the employees will elicit higher performance and there will be lower employee turnover. A) leadership B) job satisfaction C) employee engagement D) perception E) organizational behavior
Answer: B Explanation: If managers are able to increase job satisfaction, employees may show higher levels of commitment, which in turn can elicit higher performance and lower employee turnover.
On the first day of class, your teacher walked in and told everyone to look to the left and to the right at the people sitting next to them, because at the end of the semester only one of them would still be in the class with a passing grade. The teacher stated a A) self-serving bias. B) fundamental attribution bias. C) self-fulfilling prophecy. D) race/ethnicity stereotype. E) recency effect.
Answer: C
People high in ________ are responsive to others' social and interpersonal cues. A) self-esteem B) external locus of control C) emotional intelligence D) self-efficacy E) agreeableness
Answer: C
Timothy was hiring a new financial analyst, and he had several good candidates. He was leaning toward hiring Jade, a Japanese American woman, because he thinks Asians are better at math. Timothy is exhibiting which distortion in perception? A) racism B) recency effect C) stereotyping D) Pygmalion effect E) self-serving bias
Answer: C
________ is the process of interpreting and understanding one's environment. A) Self-awareness B) Self-management C) Perception D) Self-monitoring E) Openness to experience
Answer: C
Which of the following includes self-efficacy, self-esteem, locus of control, and emotional stability? A) personality tests B) organizational behaviors C) core self-evaluations D) managerial attitudes E) personality dimensions
Answer: C Explanation: A core self-evaluation (CSE) represents a broad personality trait comprising four positive individual traits: (1) self-efficacy, (2) self-esteem, (3) locus of control, and (4) emotional stability.
Margarita believes that she controls her own destiny. She is a rather shy person who is extremely dependable and responsible, and her coworkers respect her greatly. Margarita has a(n) ________ locus of control and would rate high on the ________ dimension of personality. A) external; extroversion B) neutral; agreeableness C) internal; conscientiousness D) unstable; openness to experience E) positive; emotional stability
Answer: C Explanation: If you have an internal locus of control, you believe you control your own destiny. Conscientiousness is how dependable, responsible, achievement-oriented, and persistent someone is.
An employee's ________ behavior helps the employee exceed the work-role requirements for the job. A) counterproductive work B) halo effect C) organizational citizenship D) self-efficacy E) proactive
Answer: C Explanation: Organizational citizenship behaviors are those employee behaviors that are not directly part of employees' job descriptions, or that exceed their work-role requirements.They are a good citizen for doing extra.
Justyne supervises several employees who seem to have low self-efficacy. To improve this situation, she should do all the following EXCEPT A) serve as a role model and mentor to them. B) provide guided experiences. C) avoid rewarding small successes. D) nurture their self-efficacy. E) give positive feedback and constructive pointers.
Answer: C Explanation: Self-efficacy is a quality that can be nurtured. Employees with low self-efficacy need a great deal of constructive pointers and positive feedback. Small successes need to be rewarded.
________ is the extent to which an employee identifies with an organization and is committed to its goals. A) Job involvement B) Job performance C) Job satisfaction D) Organizational commitment E) Job enrichment
Answer: D
Anastasia impressed her boss by making many suggestions for department improvements and by putting in many weekend hours to do extra tasks to develop the new procedures. Anastasia is exhibiting A) self-efficacy. B) onboarding traits. C) the halo effect. D) organizational citizenship behavior. E) counterproductive work behavior.
Answer: D Examples include suggestions for improvement, and attendance well beyond standard or enforceable levels.
The Americans with Disabilities Act requires employers to A) hire all qualified persons with disabilities who apply. B) actively solicit job applications from persons with disabilities. C) hire quotas of qualified persons with disabilities. D) reasonably accommodate an individual's disability. E) hire persons with disabilities to qualify for tax breaks.
Answer: D Explanation: Americans with Disabilities Act prohibits discrimination against persons with disabilities and requires organizations to reasonably accommodate an individual's disabilities.
Roberto really enjoys mingling at work functions, both to network for new contacts and simply to share stories with other interesting people. Roberto probably scores high in A) emotional stability. B) conscientiousness. C) agreeableness. D) extroversion. E) openness to experience.
Answer: D Explanation: Extroversion is how outgoing, talkative, sociable, and assertive a person is, qualities that Roberto appears to possess.
If a manager knows one of her employees has low self-esteem and wishes to enhance it, she should A) provide frequent reminders about improving weaknesses. B) avoid delegating work to this employee. C) redesign the work so that it is routine and structured. D) reinforce the employee's positive attributes and skills. E) avoid giving feedback.
Answer: D Explanation: Managers can build employee self-esteem by reinforcing employees' positive attributes and skills, providing positive feedback whenever possible, breaking larger projects into smaller tasks and projects, expressing confidence in employees' abilities to complete their tasks, and providing coaching whenever employees are seen to be struggling to complete tasks.
Darrell makes many mistakes in the accounting system because he does not understand the language and has found the manuals confusing. Gerald makes mistakes because he rushes. This is an example of A) age stereotype. B) recency effect. C) halo effect. D) casual attribution. E) implicit bias.
Answer: D Explanation: Rightly or wrongly, we constantly formulate cause-and-effect explanations for our own and others' behavior. Attributional statements such as the following are common: "Darrell makes many mistakes in the accounting system because he does not understand the language and has found the manuals confusing. Gerald makes mistakes because he rushes."
________ is the ability to control your emotions and act with honesty and integrity in reliable and adaptable ways. A) Self-awareness B) Situational awareness C) Social awareness D) Self-management E) Relationship management
Answer: D Explanation: The self-management trait of emotional intelligence is the ability to control your emotions and act with honesty and integrity in reliable and adaptable ways. You can leave bad moods outside the office.
People with ________ exhibit less anxiety, greater motivation, and stronger expectations that effort leads to performance. A) high self-efficacy B) high self-monitoring C) low self-efficacy D) an internal locus of control E) an external locus of control
Answer: D Explanation: Those with an internal locus of control exhibit less anxiety, greater work motivation, and stronger expectations that effort leads to performance.
________ is the personality dimension that describes how achievement-oriented and persistent a person is. A) Emotional stability B) Locus of control C) Extroversion D) Conscientiousness E) Self-efficacy
Answer: D conscientious people want to achieve
________ is at the center of the diversity wheel. A) Philosophy B) Philanthropy C) Perception D) Personality E) Psychology
Answer: D Personality is at the center of the diversity wheel.
Which of the following is NOT a distortion in perception? A) causal attribution B) stereotyping C) halo effect D) recency effect E) cognitive dissonance
Answer: E
Which of the following is a personal driver of employee engagement? A) job characteristics B) leadership C) stressors D) organizational climate E) personality
Answer: E
________ is the extent to which people feel secure and unworried. A) Self-esteem B) Openness to experience C) Self-efficacy D) Locus of control E) Emotional stability
Answer: E
________ is the tendency to remember recent information better than earlier information. A) Stereotyping B) Self-serving bias C) Fundamental attribution bias D) Selective perception E) The recency effect
Answer: E
Which generation is the largest adult generation in the United States? A) traditionalists B) Centennials C) Generation X D) baby boomers E) Millennials
Answer: E Explanation: By the time you read this, Millennials will have replaced baby boomers as the largest adult generation in the United States.
Boring, tedious jobs generally reduce people's perceptions of their A) self-esteem. B) anxiety. C) tolerance for pain. D) level of extroversion. E) self-efficacy.
Answer: E Explanation: Complex, challenging, and autonomous jobs tend to enhance people's perceptions of their self-efficacy.
Absenteeism, drug and alcohol abuse, and disciplinary problems are examples of A) organizational citizenship behaviors. B) self-efficacy. C) causal attribution. D) self-serving bias. E) counterproductive work behaviors.
Answer: E Explanation: Counterproductive work behaviors are types of behavior that harm employees and the organization as a whole.
Organizational dimensions, the outer layer of the diversity wheel, include all of the following EXCEPT A) management status. B) union affiliation. C) seniority. D) work location. E) ethnicity.
Answer: E Explanation: Organizational dimensions include management status, union affiliation, work location, seniority, work content/field, division/department/group, and functional level/classification.
________ is the extent to which people like or dislike themselves. A) Emotional stability B) Self-awareness C) Locus of control D) Self-efficacy E) Self-esteem
Answer: E Explanation: Self-esteem is the extent to which people like or dislike themselves, their overall self-evaluation.
At a recent sales meeting, Kyle blamed his poor sales numbers on bad luck, unclear sales targets, and unfair sales territories. Kyle is engaged in self-serving bias.
Answer: TRUE Explanation: In self-serving bias, people tend to take more personal responsibility for success than for failure.
Internals likely would prefer and respond more productively to incentives such as merit pay or sales commissions.
Answer: TRUE Explanation: internals seem to have a greater belief that their actions have a direct effect on the consequences so they think if they work hard they will be rewarded
Identify and define the Big Five personality dimensions.
Answer: The Big Five personality dimensions are as follows: 1. Extroversion: how outgoing, talkative, sociable, and assertive a person is. 2. Agreeableness: how trusting, good-natured, cooperative, and soft-hearted a person is. 3. Conscientiousness: how responsible, dependable, achievement-oriented, and persistent a person is. 4. Emotional stability: how relaxed, secure, and unworried one is. 5. Openness to experience: how intellectual, imaginative, curious, and broad-minded one is.
Name and describe major barriers to organizational diversity.
1. Ethnocentrism, which is the belief that one's own nation, culture, language, abilities, or behavior is superior to another's. 2. Fear of discrimination against majority group members—that is, the fear that attempts to achieve greater diversity in an organization will result in bias against the majority group. 3. Resistance to diversity program priorities, as when employees feel that diversity programs distract them from their real work. 4. A negative diversity climate, where employees do not feel that the organization is fair to all types of employees, or where employees do not have the psychological safety to express their ideas and beliefs without fear of negative consequences. 5. Lack of support for family demands, such as a lack of flexibility for working mothers. 6. A hostile work environment for diverse employees, such as older people, women, LGBTQ people, and other minority groups.
Name 5 ways to reduce employee turnover?
ANSWER: Explanation: Experience demonstrates five practical ways to reduce turnover: (1) Base hiring decisions on the extent to which an applicant's values fit the organization's values. (2) Provide post-hiring support, which is referred to as onboarding. (3) Focus on enhancing employee engagement. (4) Incorporate realistic job previews into the hiring process. (5) Offer employees benefits, such as flexible work hours, that meet their needs and values.
What are onboarding programs?
ANSWER: Onboarding programs help employees integrate and transition to new jobs
What are examples of organizational dimensions?
ANSWER: Organizational dimensions include: management status, union affiliation, work location, seniority, work content/field, division/department/group, and functional
What is the recency effect?
ANSWER: The recency effect is the tendency to remember recent information better than earlier information. Investors who are more likely to buy a stock if they see something about it in the news or if it has a high one-day return provide an example of the recency effect.
What are the traits of emotional intelligence?
ANSWER: Traits of emotional intelligence are (1) self-awareness, (2) self-management, (3) social awareness, and (4) relationship management.
Define locus of control, self-efficacy, and self-esteem.
Answer: 1. Locus of control = how much people believe they control their own fate. Employees with INTERNAL loss of control exhibit less anxiety, greater work motivation, and a belief that effort leads to performance. 2. Self-efficacy is belief in one's personal ABILITY to do a task. Employees with low self-efficacy need lots of positive feedback. 3. Self-esteem is the degree to which a person LIKES himself or herself—that is, his or her overall self-evaluation.
An example of ________ would be when a manager expects employees to perform badly, they probably will, and when the manager expects them to perform well, they probably will. A) a self-fulfilling prophecy B) the recency effect C) self-serving bias D) stereotyping E) employee engagement
Answer: A
Maggie's manager notices that she exhibits an external locus of control when she speaks about her work. Her manager should A) assign Maggie to a highly structured job requiring greater compliance. B) place Maggie in a job requiring high initiative and low compliance. C) give Maggie a job with little social contact with coworkers and customers. D) direct Maggie toward a job with more autonomy. E) provide incentives such as merit pay or sales commissions.
Answer: A
________ is the debilitating lack of faith in your ability to control your environment. A) Learned helplessness B) Self-efficacy C) Self-esteem D) Locus of control E) Emotional stability
Answer: A
Ashish is always coming up with new ideas and seeking funding to explore them. He sees opportunities in the marketplace and wants to be the first person to come up with new products and services that customers want. Ashish, a person who is apt to take initiative and persevere to influence the environment, has a(n) ________ personality. A) proactive B) emotionally stable C) extroverted D) emotionally intelligent E) self-efficacious
Answer: A Explanation: A person who scores well on conscientiousness may be a proactive personality, someone who is more apt to take initiative and persevere to influence the environment.
Which emotional intelligence trait tends to be empathetic? A) social awareness B) self-awareness C) self-efficacy D) self-management E) relationship management
Answer: A Explanation: The trait of social awareness includes empathy, allowing you to show others that you care
Which of the following is NOT a trait of emotional intelligence? A) self-awareness B) self-sufficiency C) relationship management D) social awareness E) self-management
Answer: B
Sylvester is 57 and his company is downsizing. He knows that his position is one that will be cut so he has started to prepare his résumé to look for a new job. Hunter tells him not to bother, as he will not get another job, at least not one that is equivalent to his current job. He tells Sylvester that things have changed since Sylvester went to college and that he couldn't realistically offer too much in the workforce today. Hunter is demonstrating a(n) A) causal attribution. B) age stereotype. C) recency effect. D) implicit bias. E) halo effect.
Answer: B Explanation: Another example of an inaccurate stereotype is the belief that older workers are less motivated, more resistant to change, less trusting, less healthy, and more likely to have problems with work-life balance.
When confronted with pressure, which of the following is true of people with high self-esteem? A) They become depressed and counterproductive. B) They become egotistical and boastful. C) They become focused on their weaknesses. D) They become dependent on others. E) They become less able to handle failure.
Answer: B Explanation: Compared with people with low self-esteem, people with high self-esteem are more apt to handle failure better and to become leaders. They also are less likely to be depressed and less likely to engage in counterproductive behavior at work. However, when faced with pressure situations, high-self-esteem people have been found to become egotistical and boastful.
________ is the tendency to attribute another person's behavior to his or her personal characteristics rather than to the situation the person is in. A) The halo effect B) Fundamental attribution bias C) Self-serving bias D) Selective perception E) Stereotyping
Answer: B Explanation: In fundamental attribution bias, people attribute another person's behavior to his or her personal characteristics rather than to situational factors.
Job satisfaction is the extent to which you feel positive or negative about various aspects of your work. Alicia really doesn't like her new boss and is not happy with the new tasks she's been assigned and the long hours she's been working. Still, she truly believes in what the company is trying to accomplish. Alicia has A) poor job performance. B) low job satisfaction. C) low organizational commitment. D) poor job enrichment. E) low job involvement.
Answer: B Explanation: Job satisfaction is the extent to which you feel positive or negative about various aspects of your work. Most people don't like everything about their jobs. Their overall satisfaction depends on how they feel about several components
Employees at Between the Rounds believe that the company is fair to all employees, regardless of their age, gender, race, ethnicity, sexual orientation, or disability. It is accurate to say that Between the Rounds has a positive A) ethnocentric culture. B) diversity climate. C) role conflict. D) employee assistance program. E) transgender population.
Answer: B Explanation: The diversity climate is a subcomponent of an organization's overall climate and is defined as the employees' aggregate perceptions about the organization's diversity-related formal structure, characteristics, and informal values. Diversity climate is positive when employees view the organization as being fair to all types of employees, which promotes employee loyalty and overall firm performance.
________ is the personality dimension that describes how intellectual, imaginative, curious, and broad-minded a person is. A) Inquisitiveness B) Openness to experience C) Emotional stability D) Extroversion E) Inventiveness
Answer: B Openness = intellectual, imaginative, curious, and broad-minded one is.
Orchid spa has spent the last year focusing on reducing absenteeism and turnover. It is critical to the business that clients are able to see the same massage therapist or skin specialist every time they come. Which of the following strategies do you think they should try? A) Have prospective employees take an intelligence test. B) Limit the number of employees that each supervisor has. C) Offer employee benefits, such as flexible work hours. D) Evaluate employee performance weekly. E) Wait to provide onboarding until the employee has stayed two months.
Answer: C
Investors who are more likely to buy a stock if they see something about it in the news or if it has a high one-day return are experiencing A) an ethical dilemma. B) ethnocentrism. C) the recency effect. D) reverse discrimination. E) self-serving bias.
Answer: C Explanation: This misperception often operates among investors (even professionals), who are more likely to buy a stock if they see something about it in the news or if it has a high one-day return.
Which of the following is a common reason that some women face a glass ceiling? A) poor goal setting B) inability to motivate others C) lack of mentors D) poor financial performance E) inability to produce high-quality work
Answer: C Explanation: Three factors holding women back are negative stereotypes, lack of mentors, and limited experience in line or general management.
Which of the following dimensions is NOT an example of an external or secondary dimension on the diversity wheel? A) religion B) income C) geographic location D) seniority E) personal habits
Answer: D
Which of the following is NOT one of the four layers of the diversity wheel? A) organizational dimensions B) external dimensions C) internal dimensions D) management status E) personality
Answer: D
Kwan has a Master's degree in psychology, but he is working at a sunglasses cart in the mall. He is currently experiencing A) reverse discrimination. B) the glass ceiling. C) attribution. D) underemployment. E) overemployment.
Answer: D Explanation underemployed = working at jobs that require less education than they have, such as tending a bar or stocking shelves.
________ is the belief that one's native country, culture, language, abilities, or behavior is superior to those of another culture. A) Reverse discrimination B) Stereotyping C) An ethical dilemma D) Ethnocentrism E) Diversity
Answer: D Explanation: Ethnocentrism is the belief that one's native country, culture, language, abilities, or behavior is superior to those of another culture.
If you have a(n) ________, you believe you control your own destiny. A) tolerance for ambiguity B) low level of self-efficacy C) external locus of control D) internal locus of control E) high level of learned helplessness
Answer: D Explanation: If you have an internal locus of control, you believe you control your own destiny. If you have an external locus of control, you believe external forces control you.
Which of the following dimensions is an example of an organizational dimension on the diversity wheel? A) income B) volunteer experience C) educational background D) union affiliation E) physical abilities
Answer: D Explanation: Organizational dimensions include management status, union affiliation, work location, seniority, work content/field, division/department/group, and functional level/classification.
Which of the following diversity issues is true in the U.S. workforce? A) Gay and bisexual male workers earn 10 percent to 32 percent more than equally qualified heterosexual counterparts. B) Literacy has ceased to be an issue among American workers. C) The median age of the American worker is at its lowest level in history. D) People of color have hit the glass ceiling, with whites holding more of the managerial and professional jobs. E) Workers ages 55 and older are expected to make up over one-half of the labor force in 2024.
Answer: D Explanation: People of color have hit the glass ceiling, with whites holding more of the managerial and professional jobs.
________ programs help employees integrate and transition to a new job. A) Organizational citizenship B) Employee assistance C) Attribution D) Onboarding E) Proactive
Answer: D Explanation: They do this by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities.
A waitress assumes a group of poorly dressed customers to be ungenerous tippers. She doesn't pay much attention to them during their meal, forgets to bring their drinks, and doesn't ask if they want dessert. In the end, she gets the result that she expects, a very small tip. This is an example of A) the halo effect. B) selective perception error. C) fundamental attribution bias. D) self-serving bias. E) a self-fulfilling prophecy.
Answer: E
Odell is frequently nervous, tense, and worried, both at work and at home. He likely scores low on which of the Big Five personality dimensions? A) self-monitoring B) conscientiousness C) extroversion D) openness to experience E) emotional stability
Answer: E Emotional stability refers to how relaxed, secure, and unworried one is.
Employees with a(n) ________ locus of control will probably resist close managerial supervision and should probably be placed in jobs requiring high initiative and lower compliance. A) high B) low C) external D) absent E) internal
Answer: E Explanation: Employees with internal locus of control should probably be placed in jobs requiring high initiative and lower compliance.
Which of the following is a career readiness competency desired by employers? A) emotional stability B) emotional intelligence C) high self-esteem D) external locus of control E) generalized self-efficacy
Answer: E Explanation: Generalized self-efficacy represents "individuals' perception of their ability to perform across a variety of different situations." It is a career readiness competency desired by employers.
Because she beat her goal this year by nearly 30 percent, Helena has been telling everyone in the sales department of her incredible skill as a salesperson. But last year when she didn't even reach her goal, she said her failure was due to the poor economy. Helena provides an example of A) the halo effect. B) a self-fulfilling prophecy. C) fundamental attribution bias. D) selective perception error. E) self-serving bias.
Answer: E Explanation: In self-serving bias, people tend to take more personal responsibility for success than for failure.
________ occurs when we form an impression of an individual based on a single trait. A) The recency effect B) A self-fulfilling prophecy C) Fundamental attribution error D) Self-serving bias E) The halo effect
Answer: E Explanation: The halo effect occurs when we form an impression of an individual based on a single trait.
The glass ceiling is a concept that applies to women, but not to minorities.
Answer: FALSE Explanation: The glass ceiling is the metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs.
Investors who are more likely to buy a stock if they see something about it in the news or if it has a high one-day return provide an example of the recency effect.
Answer: TRUE
Lynn has hired two new employees for her team, Jacques and Bailey. Jacques is outgoing and physically attractive, while Bailey is very bright but seems quiet and unsure. Lynn immediately expects Jacques to outperform Bailey at the job. Lynn is likely experiencing the halo effect.
Answer: TRUE Explanation: The halo effect occurs when we form an impression of an individual based on a single trait, such as being attractive. "Employers (wrongly) expect good-looking workers to perform better than their less-attractive counterparts under both visual and oral interaction,"
An example of a self-fulfilling prophecy is a server who expects some poorly dressed customers to be stingy tippers, who therefore gives them poor service, and so gets the result he expected—a much lower tip than usual.
Answer: TRUE Explanation: The self-fulfilling prophecy, also known as the Pygmalion effect, describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true.
Define the 7 types of distortion in perception.
Answer: The five types of distortion are as follows: 1. Stereotyping: the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs. 2. Implicit bias: the attitudes or believes that affect our understanding, actions, and decisions in an unconscious manner. Example: Employers may unconsciously pass over job applicants who have names that sound African American, such as Jamar or Shaquanda. 3. The HALO effect: the tendency to form an impression of an individual based on a SINGLE trait, positive or negative. Example: Because a salesman is handsome, the employer assumes that he will be a top performer. 4. The recency effect: the tendency to remember RECENT information better than earlier information, perhaps because when you activate your recall, the later recollections are still present in working memory. Example: You read a negative article about a presidential candidate on the day of the election. When you go to the polls, you vote for the other candidate. 5. Causal attribution: the activity of INFERRING causes for observed behavior. For example: You see a car accident on the highway and assume the cause was one or both drivers talking on their cell phones at the time of the accident. 6. fundamental attribution bias, in which people ATTRIBUTE another person's behavior to his or her PERSONAL characteristics RATHER THAN SITUATIONAL factors. For example, on a blazingly hot day, when you see a landscaper sitting and drinking from a bottle of water, you assume he is lazy. 7. Self-serving bias is when people tend to take more responsibility for success rather than for failure. For example, when you get an A on your psychology exam, you think your grade is the result of your long hours of studying; when you get a D on your calculus exam, you blame your poor grade on a bad teacher.
________ represent(s) all the ways people are unlike and alike. A) Lifestyle B) Dimensions C) Diversity D) Conditions E) Background Answer: C
Explanation: Diversity represents all the ways people are unlike and alike, such as the differences and similarities in age, gender, race, religion, ethnicity, sexual orientation, capabilities, and socioeconomic background.
Name the 4 steps in the perception process?
Explanation: The process of perception is complex, but it can be boiled down to four steps: selective attention, interpretation and evaluation, storing in memory, and retrieving from memory to make judgments and decisions.
