MGMT 340: Pearson Quiz Questions (EXAM 1 PREP)

A discrepancy between the desired state of affairs and the current state of affairs is defined as __________________. A. a problem B. a situation C. process identification D. mentoring E. lateral movement

A. a problem

__________ is the foundation for all creative work and, thus, is the single most important predictor of creative potential. A. Ethics B. Expertise C. Intelligence D. Leadership E. Personality

B. Expertise

Organizational constraints on decision making include all of the following except ______________. A. performance evaluation systems B. communication methods C. reward systems D. regulations E. system constraints

B. communication methods

Cory and Hayden often compare themselves to one another. Both occupy comparable positions in the organization and have been with the company for the same number of years. Cory has an MBA and Hayden has a bachelor's degree. Cory works through lunches most days, and Hayden goes to lunch every day and returns late most days. Cory's performance is at a higher level than that of Hayden. Yet Cory believes that Hayden makes more money and feels underpaid relative to Hayden. What motivation theory is Cory relying on? A. Expectancy theory B. Goal-setting theory C. Equity theory D. Learned needs theory E. Two-factor theory

C. Equity theory

A broad range of feelings that people experience is called ________. A. attitude B. moods C. affect D. frustration E. emotions

C. affect

All of the following influence job satisfaction except _________. A. job conditions B. personality C. globalization D. pay E. corporate social responsibility

C. globalization

The area of OB research that is concerned with how organizations can facilitate employee engagement and the development of human strengths and potential is referred to as _____________. A. ethical behavior B. organizational deficit reduction C. positive organizational scholarship D. effective task performance E. organizational citizenship behavior

C. positive organizational scholarship

In physical science, laws such as the law of gravity allow scientists to predict a behavior in a wide range of situations. For example, an apple, an orange, and a pinecone will all eventually fall from a tree. Why are laws of behavior difficult to apply in the field of OB? A. Because some people prefer simple tasks B. Because we cannot look at both general effects and contingencies C. Because employees tend to ignore the laws of behavior D. Because contingency variables impact individual action E. Because we have too many laws

D. Because contingency variables impact individual action

Situational strength within an organization is measured by all of the following except ________. A. constraints B. clarity C. consequences D. communication E. consistency

D. communication

Awareness that a problem exists and that a decision might or might not be needed is a _______. A. self-fulfilling prophecy B. self-serving bias C. selective perception D. stereotype E. perceptual issue

E. perceptual issue

Jenna is a store manager currently engaging in her leadership role by creating conditions within which productive work can be achieved. In which of the following activities is Jenna most likely to be engaging? A. Jenna is helping motivate her employees. B. Jenna is initiating a new project. C. Jenna is representing her company at an external function. D. Jenna is providing information to other managers. E. Jenna is monitoring public opinion.

A. Jenna is helping motivate her employees.

Two employees were different in terms of age, gender identity, and other demographic characteristics, but they shared a common love of dogs and gardening as well as a family commitment. What other commonalities might bond these employees in terms of deep-level diversity? A. Similar personalities B. Similar marital statuses C. Similar ages D. Common gender identities E. Common ethnicities

A. Similar personalities

Evidence-based management bases decisions on which of the following? A. The best available scientific information B. Customer opinion C. Employee opinion D. Gut feelings and intuition E. Stereotypes

A. The best available scientific information

Diversity is an important concept in OB because individual differences shape all of the following except __________. A. biographical characteristics B. communication styles C. preferences for rewards D. negotiation styles E. reactions to leaders

A. biographical characteristics

Affective events theory provides all of the following insights except ________. A. emotions affect job characteristics B. employees should not ignore emotional workplace events C. emotions affect job performance D. emotions affect employee job satisfaction E. employers should not ignore emotions

A. emotions affect job characteristics

Jamie has discovered that her firm is dumping toxic waste into a local stream at night. She has approached three executives (including her own manager). No one seems inclined to change any organizational procedures, and she is troubled by what her next step should be. Her significant other has suggested she needs to go public with this information. Jamie is experiencing a(n) ______. A. ethical dilemma B. escalation of commitment C. anchoring bias D. situation of bounded rationality E. instance of cognitive dissonance

A. ethical dilemma

A number of researchers have indicated that moral judgments are largely based on A. feelings B. intellectual consideration C. cognition D. higher-order cognitive processing E. logic

A. feelings

Research on person-organization fit indicates that working to match individual values with an organization's culture __________. A. increases satisfaction B. increases turnover C. reduces productivity D. decreases satisfaction E. increases stress

A. increases satisfaction

An HR director would be wise to recruit and hire individuals who like themselves and see themselves as effective, capable, and in control of their environment. These individuals would likely possess ________. A. positive core self-evaluations (CSE) B. high narcissism C. low self-monitoring D. a high Dark Triad ranking E. strong self-monitoring

A. positive core self-evaluations (CSE)

An employees' beliefs in the degree to which they influence their work environment, competence, meaningfulness of their job, and autonomy is known as ________. A. psychological empowerment B. job satisfaction C. perceived organizational support (POS) D. organizational citizenship behavior (OCB) E. organizational commitment (OC)

A. psychological empowerment

When Amal arrived at work on Monday, they noticed several new employees had been hired. One of the new hires seemed to be talkative and struck up a really thought-provoking conversation with Amal. Based on this behavior, Amal assumed that this new employee was also likely to be quite outgoing, ask many good questions, and contribute substantially to the team. Amal reaching this conclusion is an example of ______________. A. the halo effect B. the contrast effect C. stereotyping D. heuristics E. selective perception

A. the halo effect

All of the following are true of values except _______. A. they do not influence work behaviors B. they influence our perceptions C. they lay the foundation for understanding attitudes D. they lay the foundation for understanding motivation E. they can cloud objectivity

A. they do not influence work behaviors

The cultural background of a decision maker influences all of the following except the __________. A. use of performance evaluation B. use of groups for decision making C. depth of analysis D. selection of problems E. importance placed on logic

A. use of performance evaluation

Research suggests that those with higher cognitive ability and high performers in the workplace might be _______ by their peers. A. victimized B. praised C. motivated D. welcomed E. validated

A. victimized

Alex has been at the same job for three years but is dissatisfied and is ready to find a new job. When Alex goes home and tells their partner that they are going to look for a new job that has better benefits and pay and in which they can grow their career. This statement is an example of what part of Alex's attitude toward their job? A. Cognitive B. Behavioral C. Intellectual D. Affective E. Focal

B. Behavioral

Which of the following best describes the difference between emotional labor and emotional dissonance? A. Emotional dissonance is the set of emotional responses you actually feel; emotional labor is the set of emotional responses you display. B. Emotional labor is displaying emotions because your job requires you to do so; emotional dissonance is the tension between your displayed and felt emotions. C. Emotional labor is the work you do while you are upset; emotional dissonance is the work you do while you are happy. D. Emotional labor is the tension between your displayed and felt emotions; emotional dissonance is displaying emotions because your job requires you to do so. E. Emotional labor is the set of emotional responses you actually feel; emotional dissonance is the set of emotional responses you display.

B. Emotional labor is displaying emotions because your job requires you to do so; emotional dissonance is the tension between your displayed and felt emotions.

Which of the following factors influence perception in the perceiver? A. Social setting B. Expectations C. Time D. Motion E. Novelty

B. Expectations

Which of the following is a result of fault lines in groups, according to research? A. Fault lines lead group members to experience less conflict. B. Fault lines are detrimental to group functioning and performance. C. Fault lines lead to less in-group competition. D. Fault lines cause group members to be less satisfied with their own subgroups. E. Fault lines lead group members to be more cautious in decision making.

B. Fault lines are detrimental to group functioning and performance.

Emery is the chair of the board of directors for a private equity company. Emery is leading the team in selecting a new CEO and has asked you for advice on what characteristics they should seek in candidates that may be important to their job success. What trait would you recommend that they look for in candidates? A. High agreeableness B. High conscientiousness C. High neuroticism D. Low openness E. Low extroversion

B. High conscientiousness

Relying on an extensive amount of research, we can predict some relationships between needs and job performance. Which of the following is most closely related to job performance? A. High need for affiliation and high need for power B. High need for achievement and high need for affiliation C. High need for achievement and low need for affiliation D. Low need for power and high need for affiliation E. High need for power and low need for affiliation

B. High need for achievement and high need for affiliation

Rebecca has noticed that the women attorneys at her law firm are interrupted significantly more than the men attorneys in meetings. The men also regularly cut off the women before they are able to complete their ideas. Rebecca's law firm is experiencing which type of discrimination? A. Sexual harassment B. Incivility C. Mockery D. Discriminatory policies E. Exclusion

B. Incivility

Hollis has been experiencing increasing levels of job dissatisfaction. Although not outspoken within the firm, Hollis has been passionately vocal in defending the organization when attending local chamber events that have criticized the firm for a recent workforce reduction that was highly publicized. Hollis continues to hope that things will get better. Which response to dissatisfaction is Hollis engaging in? A. Neglect B. Loyalty C. Voice D. Exit E. Counterproductive work behavior

B. Loyalty

Vivian is the CEO of a large corporation. Vivian has identified hidden barriers to advancement for underrepresented employees in the company and wants to improve the diversity of the managerial force. Which of the following strategies should Vivian use? A. Replace all the current managers with managers who are members of underrepresented groups B. Make advancement-selection systems more transparent C. Freeze all advancement systems until they can be revised D. Advance underrepresented employees into managerial positions based on a quota system E. Make advancement-selection systems less transparent

B. Make advancement-selection systems more transparent

Which of the following is most likely to reduce cognitive dissonance? A. A lack of control over the elements leading to dissonance B. Rewards associated with dissonance C. A change in others' recommendations about dissonance D. When the elements leading to dissonance are unimportant E. A team effort to reduce dissonance

B. Rewards associated with dissonance

"It's strange," said Terry. "I started work at the Humane Society as a volunteer. I put in fifteen hours a week helping people adopt pets. And I loved coming to work. Then, three months ago, they hired me full-time at eleven dollars an hour. I'm doing the same work I did before. But I'm not finding it nearly as much fun." This attitude can be attributed to which of the following? A. Cognitive evaluation theory B. Self-determination theory C. Esteem level of Maslow's hierarchy D. Self-concordance E. Self-actualization level of Maslow's hierarchy

B. Self-determination theory

The attitudes relationship can be modified by all of the following except __________. A. the importance of the attitude B. cultural identity C. direct experience with the attitude D. social pressures E. its accessibility

B. cultural identity

The summation of job facets measurement of job satisfaction identifies key elements of the job including all of the following except _________________. A. supervision B. cultural identity C. promotion opportunities D. relationships with coworkers E. type of work

B. cultural identity

Clarke, an airline flight attendant, was harassed by a passenger, which caused Clarke to be upset. Rather than portraying the emotion, Clarke maintained a cheery exterior. This is an example of __________________. A. disassociation intelligence B. emotional dissonance C. cognitive dissonance D. emotional cognition E. disassociation theory

B. emotional dissonance

The theories of Maslow, McClelland, and Herzberg all focus on _____________. A. setting goals B. needs C. situational evaluation D. reinforcement E. equity

B. needs

Casey just could not seem to make sense of the new process for billing. Although frustrated, Casey was determined to learn the new system. Casey decided to take the manuals home over the weekend to study them, vowing to keep studying them to fully understand the new process. Casey's decision is an example of ________________. A. process fixation B. persistence C. promotion focus D. direction E. affiliation

B. persistence

Organizational citizenship behavior (OCB) includes __________. A. effectively using political skills within the organization B. positive talk, helping others, and going beyond normal expectations at the job C. doing what is expected within the organization and doing it well D. placing others in the organization before oneself E. staying connected with peers

B. positive talk, helping others, and going beyond normal expectations at the job

Strong situations might suppress all of the following except _______. A. initiative B. proactive behavior C. innovation D. discretion E. creativity

B. proactive behavior

Surveys indicate that more than 90 percent of all Fortune 500 companies have some sort of policy that covers _____________. A. employment fairness B. sexual orientation C. dress code D. parental leave E. gender identity

B. sexual orientation

When Shawn started at the new company, almost everyone within the organization was quick to offer suggestions at meetings and to get involved in the decision-making process. Although Shawn was normally not a talkative person, the constant involvement of everyone else eventually had Shawn offering ideas as well. This is an example of _____________. A. affective disorder theory B. situation strength theory C. transformational leadership theory D. emotional intelligence theory E. personality conflict theory

B. situation strength theory

When examining the person-job fit of someone high in extroversion, we might expect that people high in extroversion would fit well with an organizational culture that is ___________. A. nonaggressive B. team-based C. lacking in goals D. supportive E. easy going

B. team-based

Disparate impact involves employment practices that have a(n) __________ discriminatory effect on a legally protected group of people. A. medium B. unintentional C. intentional D. large E. small

B. unintentional

A negative response that passively allows conditions to worsen (chronic absenteeism or lateness, reduced effort, and increased error rate) is a condition normally associated with subordinates rather than management personnel. The HR director is attempting to minimize the negative ramifications of this response, known as ________. In concert with this goal, they are also striving to increase ________, which generally results in employees going beyond the normal expectations of their jobs. A. complacency; overt hostility B. psychological empowerment; job involvement C. neglect; organizational citizenship behavior (OCB) D. turnover; job satisfaction E. exit; loyalty

C. neglect; organizational citizenship behavior (OCB)

As the workforce manager overseeing employees with particularly stressful jobs, you plan to present techniques to help them more effectively regulate their emotions. Recognizing that these are individuals working in situations where they cannot control the sources of stress, what technique would be most appropriate to teach your workforce? A. Mindfulness B. Emotional intelligence C. Cognitive reappraisal D. Emotional suppression E. Social sharing

C. Cognitive reappraisal

Often, two people act differently in the same situation, and the same person's behavior changes in different situations. For example, not everyone is motivated by money, and people may behave differently at a restaurant than they do at a back yard BBQ. Which of the following would describe an individual's behavior in the situation in which x leads to y but only under conditions specified in z? A. Y variable B. Contextual clue C. Contingency variable D. X variable E. Unpredictable influence

C. Contingency variable

Which of the following statements is true in terms of the implications of goal-setting theory for managers? A. Group-based goals appear to be more effective in collectivist cultures than in individualist cultures. B. Employees should not participate in goal setting. C. Goals should be specific and difficult. D. Goals affect performance more strongly when the tasks are interdependent. E. Self-generated feedback is not as productive or as powerful as externally generated feedback is.

C. Goals should be specific and difficult.

Job conditions do not include _________. A. the work itself B. workplace safety C. absenteeism D. social interactions E. supervision

C. absenteeism

Factors that lead to expatriate adjustment do not include __________. A. organizational support B. language ability C. advanced education D. relational skills E. family support

C. advanced education

Drew and Quinn are colleagues who began work in the accounting department on the same day. At the end of the 60-day probationary period, they were both given outstanding ratings and a 5 percent increase. Drew was exceptionally happy, dancing around the office and planning a celebratory dinner. Quinn was happy and worked diligently in the office for the rest of the afternoon to complete a project and then went home alone. Quinn never shared the news with coworkers as Drew did. Drew and Quinn are opposites in their ________. A. extroversion B. self-awareness C. affect intensity D. individualism E. emotional stability

C. affect intensity

Communication is one of the fundamental employability skills because it is used for all of the following except __________. A. informing B. persuading C. being socially responsible D. instructing E. listening

C. being socially responsible

Core self-evaluations are _______________________. A. ability to adjust behavior to the situation B. an individual's ability to identify opportunities and show initiative rather than react to situations C. conclusions individuals have about their competence and self-worth D. negative evaluations of self E. evaluations individuals make about their personality

C. conclusions individuals have about their competence and self-worth

Employees who are committed to an organization are less likely to ____________. A. question a performance evaluation B. voice their concerns C. engage in work withdrawal D. pursue advancement opportunities E. make sacrifices

C. engage in work withdrawal

A manager is focused on ensuring that all employees follow the reimbursement policies when it comes to expense reports and wants to ensure that every employee follows the rules for which expenses are eligible for reimbursement. When asked why, the manager stated that it is to ensure an equitable distribution of benefits and costs. The manager is likely focused on an ethical criterion of _____________. A. rights B. outcomes C. justice D. utilitarianism E. consequences

C. justice

According to the OB model, attitudes, task performance, profitability, employee behavior, and cohesion are all examples of __________. A. processes B. inputs C. outcomes D. outputs E. models

C. outcomes

A marketing department at a large international organization is engaged in the statistical analysis and compilation of information on users who logged into the organization's website and made purchases within the last year. The marketing department may be using big data to _______. A. create monthly income statements B. determine the best organizational structure C. predict behavior of current customers D. define objectives E. monitor customer's biometric data

C. predict behavior of current customers

Emotional intelligence includes the ability to ___________. A. engage in less withdrawal and counterproductive workplace behaviors B. know what others are thinking C. regulate one's emotions D. modify our feelings based on display rules E. suppress negative emotions

C. regulate one's emotions

Lee started a new job as a cashier at the local grocery store. The store manager had Lee practice each task that needed to be accomplished. After completing a task correctly, the manager praised Lee for a job well done. After doing a task incorrectly, Lee was reprimanded, and the manager asked Lee to start the task over again. This is an example of _______________________. A. goal-setting theory B. operant conditioning C. reinforcement theory D. self-efficacy E. feedforward conditioning

C. reinforcement theory

Kerry was new to the position and looking for ways to motivate the team. One of the issues that Kerry noticed with the team was that they did not seem convinced that they could actually accomplish the new goals that had been set. To help resolve this problem, Kerry began providing feedback and setting additional achievable goals to help convince the team they really could accomplish what they set out to accomplish. This is an example of __________. A. expectancy theory B. needs theory C. self-efficacy theory D. reinforcement theory E. equity theory

C. self-efficacy theory

Both Hofstede and GLOBE show all of following similarities except that __________. A. long-term orientation and future orientation are defined similarly B. organizational commitment is lower in individualistic countries C. the GLOBE framework added dimensions such as humane orientation and performance orientation D. collectivism is defined similarly E. power distance is defined similarly

C. the GLOBE framework added dimensions such as humane orientation and performance orientation

An employee did not get a promotion and starts to experience resentful attitudes toward the manager. The employee files a complaint. This scenario shows that _________. A. the employee is unclear about the promotion policies B. the components of an attitude are not interrelated C. the components of an attitude are interrelated D. employee attitudes change E. attitudes are formed during childhood

C. the components of an attitude are interrelated

Ryan invested $25,000 in a new business venture. Within six months, it appeared that the venture was failing. To stay afloat, Ryan invested another $25,000 in the hopes of saving the initial $25,000 investment. At the business's first anniversary, Ryan hired a consultant who questioned this judgment. The consultant presented projections from industry experts who suggested the venture was not viable and recommended Ryan cut their losses. Despite this advice, Ryan invested an additional $15,000 to further protect the business venture from failing. What type of decision-making distortion is Ryan experiencing? A. Availability bias B. Randomness error C. Bounded rationality D. Escalation of commitment E. Anchoring bias

D. Escalation of commitment

One country's culture is described as one in which people prefer to act as individuals rather than as members of groups. There are well-defined separate roles for men and women. Laws are used extensively to reduce ambiguity and large inequalities of wealth are tolerated. According to Hofstede's framework, which of the following dimensions of culture is reflected in this country? A. High femininity B. Low long-term orientation C. High collectivism D. High power distance E. Low uncertainty avoidance

D. High power distance

Management activities include which of the following? A. Vision B. Delegation C. Negotiation D. Organizing E. Engaging

D. Organizing

Which of the following best describes the difference between self-determination and self-efficacy? A. Self-determination refers to individuals' comparison of their job output with that of others; self-efficacy refers to how consistent individuals' goals are with their values. B. Self-determination refers to individuals' comparison of their job output with that of others; self-efficacy refers to individuals' desire to feel that they have control over their actions. C. Self-determination refers to individuals' beliefs in their ability to perform a task; self-efficacy refers to individuals' desire to feel that they have control over their actions. D. Self-determination refers to individuals' desire to feel that they have control over their actions; self-efficacy refers to individuals' beliefs in their ability to perform a task. E. Self-determination refers to how consistent individuals' goals are with their values. Self-efficacy refers to individuals' comparison of their job output with that of others.

D. Self-determination refers to individuals' desire to feel that they have control over their actions; self-efficacy refers to individuals' beliefs in their ability to perform a task.

How do people make sense of others through psychologically constructing groups sharing similar characteristics? A. System justification B. Prejudice C. Discrimination D. Social categorization E. Stigmatization

D. Social categorization

Which of the following statements best describes people who experience positive moods or emotions? A. They are more creative. B. They are less creative but more open in their thinking. C. They require less supervision. D. They are both more creative and more open in their thinking. E. They are more open in their thinking.

D. They are both more creative and more open in their thinking.

Devon tries to make decisions that bring the most benefit to the most people. Which of the following ethical decision criteria does Devon value most? A. Justice B. Hope C. Fear D. Utilitarianism E. Rights

D. Utilitarianism

Job satisfaction is best measured through ___________. A. a mixture of the job facets method and the least unfavorable choice method B. the summation of job facets method C. the least unfavorable choice method D. a mixture of the single global rating and the summation of job facets method E.the single global rating method

D. a mixture of the single global rating and the summation of job facets method

Murphy was excited on receiving a raise at work. Afterward, Murphy told friends and family how enjoyable both the job and the working conditions were overall. This is an example of ___________. A. behavioral processing B. surface acting C. emotional dissonance D. affective events theory E. cognitive awareness

D. affective events theory

Often, an interviewer's opinion about an applicant is formed early in the interview, even if additional questions and responses reveal that the initial impressions are inaccurate. If the interviewer has a tendency to fixate on initial information and fails to adequately adjust for subsequent information, they would be experiencing ___________. A. escalation of commitment B. confirmation bias C. risk aversion D. anchoring bias E. hindsight bias

D. anchoring bias

Stereotype threat describes the way in which a stereotype leads us to be concerned with ___________. A. acknowledging differences between people B. positive perceptions of others C. views unlike our own D. being judged or treated negatively E. the general opinions of others

D. being judged or treated negatively

Peyton has decided that it is time for a new car. To begin the buying process, Peyton reviews the local newspaper for any dealer sales on preowned vehicles. Peyton decides to visit one dealership that discourages negotiation and claims to set completely fair prices on certified preowned vehicles. However, there may be other dealers out there where Peyton could get a better price. This is an example of _____________. A. optimal decision making B. affective decision making C. rational decision making D. bounded rationality E. intuitive analysis

D. bounded rationality

Research indicates that moods affect all of the following except _______. A. creativity B. leadership C. motivation D. compensation E. decision making

D. compensation

Individuals with _____________________ personality traits are more satisfied with their work. A. high cognitive ability and high introversion B. low core self-evaluations and low cognitive ability C. high core self-evaluations and low openness to experience D. high core self-evaluations and high cognitive ability E. high openness to experience and low extraversion

D. high core self-evaluations and high cognitive ability

Concerning the relationship between people and their work, high employee performance is achieved to the extent that a job ________. A. provides challenging assignments B. provides opportunities for advancement C. provides training D. matches the abilities of employees E. encourages socializing among employees

D. matches the abilities of employees

Groups might benefit from diversity when they _____________. A. mix those interested in working on teams with those not interested in working on teams B. mix intelligence levels C. maintain uniformity in terms of assertiveness D. mix different types of expertise, skills, abilities, or experiences needed for the job E. allow groups to self-manage

D. mix different types of expertise, skills, abilities, or experiences needed for the job

When students blame the professor for a poor grade on an assignment but credit themselves when a good grade is earned, it is an example of ______________. A. judging bias B. attribution bias C. halo effect D. self-serving bias E. contrast effect

D. self-serving bias

River has become quiet at work. He no longer actively participates in team meetings and organizational functions and seems to be the first one out the door every night. River is exhibiting ________. A. organizational citizenship behavior B. process aversion C. stress D. withdrawal behavior E. social inertia

D. withdrawal behavior

Which of the following best describes the difference between a terminal value and an instrumental value? A. A terminal value refers to how willing people are to take risks; an instrumental value refers to how people see themselves. B. A terminal value refers to a person's trustworthiness; an instrumental value is whether others see that trustworthiness. C. A terminal value refers to behavior that helps achieve a desirable end state; an instrumental value refers to that end state. D. A terminal value refers to how people see themselves; an instrumental value refers to how willing people are to take risks. E. A terminal value refers to a desirable end state; an instrumental value refers to behavior that helps achieve that end state.

E. A terminal value refers to a desirable end state; an instrumental value refers to behavior that helps achieve that end state.

Which of the following best describes the difference between Machiavellians and narcissists? A. Machiavellians are more arrogant than narcissists. B. Machiavellians are more self-important than narcissists. C. Machiavellians require more admiration than narcissists. D. Machiavellians have a greater sense of entitlement than narcissists. E. Machiavellians are more manipulative than narcissists.

E. Machiavellians are more manipulative than narcissists.

The ABC Company is redesigning its training programs. Managers have been increasingly concerned with an inability of many employees to work together on tasks as a team to negotiate a final product reflecting their joint actions. What employability skill would you recommend that the company begin offering? A. Knowledge application B. Social responsibility C. Ethical behavior D. Critical thinking E. Collaboration

E. Collaboration

Managers need to be aware of exit and neglect behaviors in response to dissatisfaction because they impose a negative influence on the organization and its employees. In addition to these behaviors, voice and loyalty are also possible responses initiated by the employee. With this information, what can an HR director do to maximize the possibility the dissatisfied employees will respond with voice or loyalty or both, rather than an exit or neglect response? A. Incorporate appropriate orientation and training for incoming employees, so they feel comfortable offering suggestions for improvement. B. Increase the consequences for exit and neglect responses and increase the benefits for loyalty and voice responses. C. Incorporate appropriate selection, orientation, and training for management personnel to ensure that they build a culture that drives employees to go above and beyond for their work. D. Incorporate this knowledge into the recruitment and selection process to choose employees who are less likely to be dissatisfied. E. Conduct regular employee surveys to better understand what employees feel about their jobs.

E. Conduct regular employee surveys to better understand what employees feel about their jobs.

Emotional intelligence (EI) has been shown by researchers to lead to improved workplace performance. Yet, the use of EI testing may be dismissed and is not always recommended during the selection process because ________________. A. EI tests do not measure emotional intelligence B. EI tests use a Likert scale and are thus unreliable C. EI tests have clear measurements D. EI tests are only valid for salespeople E. EI tests are not necessarily predictive of performance for all types of jobs

E. EI tests are not necessarily predictive of performance for all types of jobs

Which of the following terms describes the process by which people organize and interpret impressions to make sense of their environment? A. Intuition B. Creativity C. Anchoring D. Information gathering E. Perception

E. Perception

_______ is the sum total of ways in which an individual both interacts with and reacts to others. A. Heredity B. Cognitive dissonance C. Extroversion D. Conscientiousness E. Personality

E. Personality

Which of the following steps are included in creative behavior? A. Development of alternatives and hypothesis testing B. Problem formulation and the development of alternatives C. Idea generation and hypothesis testing D. Idea evaluation and the development of alternatives E. Problem formulation and idea generation

E. Problem formulation and idea generation

Which of the following disciplines focuses on the individual as a unit of analysis rather than on the group or organization system? A. Anthropology B. Social psychology C. Ethnography D. Sociology E. Psychology

E. Psychology

Organizational leaders should examine their workforce to determine whether target groups have been underrepresented. If that is the case, which of the following can be an effective way to correct the problem? A. Make selection processes more challenging, so there will not be any friction caused by charges of unfair use of affirmative action. B. If groups of employees are not proportionally represented in top management, managers should ask employees why they feel they have not been promoted. C. As the population continues to become more diverse, it has become easier for organizations to recruit and hire quality candidates of color. D. Use current employees as a source of applicants for open positions. E. Recruiting materials to show minority individuals in positions of power within the organization.

E. Recruiting materials to show minority individuals in positions of power within the organization.

Which of the following identifies the most important difference between social psychology and anthropology? A. Social psychology seeks to understand people in relation to their culture, whereas anthropology seeks to understand change in groups. B. Social psychology seeks to understand behavior in groups, whereas anthropology seeks to understand change in groups. C. Social psychology seeks to measure, explain, and perhaps change behavior, whereas anthropology seeks to understand power dynamics. D. Social psychology seeks to study people in relationship to their social environment or culture, whereas anthropology seeks to learn about human beings and their activities. E. Social psychology focuses on people's influence on one another, whereas anthropology seeks to understand differences in people's fundamental values, attitudes, and behavior.

E. Social psychology focuses on people's influence on one another, whereas anthropology seeks to understand differences in people's fundamental values, attitudes, and behavior.

Which of the following best describes the difference between surface acting and emotional suppression? A. Surface acting is less psychologically costly than emotional suppression because the employee is actually trying to experience the emotion. B. Surface acting allows the individual to react to the situation and then develop a response. In contrast, emotional suppression never allows an emotional response to the situation. C. Surface acting suppresses the initial emotional response. In contrast, emotional suppression is aimed at suppressing any emotional response, both long and short term. D. Surface acting is seen as a short-term solution, whereas suppression is seen as a long-term solution. E. Surface acting doesn't change the felt emotion. The individual simply puts forth what they believe the correct emotional response should be. In contrast, emotional suppression pushes the emotion below the surface to be dealt with later.

E. Surface acting doesn't change the felt emotion. The individual simply puts forth what they believe the correct emotional response should be. In contrast, emotional suppression pushes the emotion below the surface to be dealt with later.

Ari really wanted that new position at work. Ari knew that to get it would involve upskilling and shadowing a fellow worker, Sutton, to learn some new processes. However, every time Ari had a few minutes to shadow Sutton, something else would come up and the opportunity would pass. Ari's failure to shadow Sutton so far speaks to Ari's _______________. A. intensity B. persistence C. process fixation D. good work habits E. direction

E. direction

Employees can learn to regulate emotions through all of the following except __________. A. surface acting B. suppressing initial responses C. cognitive reappraisal D. deep acting E. eliminating initial responses

E. eliminating initial responses

The role of management has changed over time. Working with people from different cultures and understanding international differences in regulatory norms and differences in cultural practices (e.g., observed holidays) are all examples of the impact of _______. A. cultural adaptation B. economic pressure C. contingency theory D. social psychology E. globalization

E. globalization

Most people believe that weather impacts mood, even when evidence suggests weather and mood are not connected. This is an example of ________________. A. relative association B. single event analysis C. vision analysis D. summation of discovery E. illusory correlation

E. illusory correlation

The most common means of measuring personality is through __________ in which individuals evaluate themselves on a series of factors. A. interviews B. job applications C. personality tests D. skills tests E. self-report surveys

E. self-report surveys

Making judgments about individuals based on one's perception of the group to which that person belongs is called __________. A. incivility B. exclusion C. harassment D. diversity E. stereotyping

E. stereotyping