BMGT364 Chapter 3 + 11

True/False? High agreeableness is always a personality trait sought in job candidates.

False

True/False? Hindsight bias is the opposite of framing bias.

False

True/False? Innovation and creativity are the same thing.

False

True/False? Instrumental values are end states people desire in life.

False

True/False? Social monitors are especially good at evaluating the performance of other employees.

False

True/False? Value orientations change dramatically as individuals age and mature.

False

True/False? When people fit their jobs, they experience higher levels of stress.

False

True/False? A neat, professional appearance and a firm handshake are two important aspects of an interview because of the lasting impact first impressions make.

True

True/False? Behavior is a function of the person and the situation interacting with each other.

True

True/False? Behavior may be affected as much by what is expected of us as how we want to behave.

True

True/False? Conscientiousness, more than any other personality trait, predicts how successfully a person performs a variety of jobs.

True

True/False? Having a devil's advocate in meetings is a technique that can help avoid groupthink.

True

True/False? One of the challenges of using personality tests in employee selection is that the rankings of the candidates who take the test may be affected by their ability to fake.

True

True/False? Research suggests that when we do self-evaluations, our scores are consistently higher than the scores given us by our peers and superiors. This is an example of self-enhancement bias.

True

True/False? The Myers-Briggs Type Indicator classifies individuals on the basis of types, not traits.

True

intuitive decisions

arriving at decisions without conscious reasoning, should only be done by experts in their field since they can recognize cues

decision rule

automated response to problems that occur routinely

innovation

begins with creative ideas, but it also involves realistic planning and follow-through

interactionist perspective

behavior is a function of the person and the situation interacting with each other

fundamental attribution error

bias that exists when positive outcomes are seen as a function of personal characteristics while negative outcomes are attributed to external circumstances - ex. poor performing students may blame course testing procedures or quality of education

attribution

casual explanation we give for an observed behavior

SCAMPER

checklist tool that helps you think of changes you can make to an existing marketplace to create something new "substitute, combine, adapt, modify, put to other uses, eliminate, rearrange"

correlation and causality bias

confusing correlation with causation - ex. employee satisfaction does not cause firm sales, but there is correlation

In 2003, six people died from Hepatitis A and 660 were sickened after eating at Chi Chi's, a popular Mexican restaurant in suburban Pittsburgh, Pennsylvania. In the days following the first death, the CEO of the Chi Chi's chain made a decision to have all restaurant workers and the restaurant itself tested to determine what established the dangerous conditions. (Eventually the hepatitis outbreak was traced to the green onions in the firm's salsa.) The decision to order such testing in the crisis situation is an example of a) a nonprogrammed decision b) a programmed decision c) a tactical decision d) a decision rule

correct - a) a nonprogrammed decision

Marissa always seems to know who to talk to in her organization to get things done. When her immediate supervisor seemed less than enthusiastic about her proposal, she made sure to mention it to the manager in another department who shared it with his boss. Marissa was just approached about implementing her proposal. Marissa seems to have a) a proactive personality b) low self efficacy c) an internal locus of control d) low self esteem

correct - a) a proactive personality

Selecting a new computer based on a low price without analyzing what software, warranties, and peripherals come with it is an example of a) anchoring and adjustment bias b) framing bias c) escalation of commitment bias d) availability bias

correct - a) anchoring and adjustment bias

Claudia is a salesperson with a major department store chain that is currently running a "secret coupon sale." The program allows the salesperson to randomly award a savings coupon to any shopper of the salesperson's choice. Who the salesperson chooses to award the coupon to is a(n) a) operational decision b) programmed decision c) strategic decision d) tactical decision

correct - a) operational decision

John said, "If I just hadn't had that argument with my girlfriend last night, I wouldn't have been so upset and I would have done much better on my finance exam." John exhibits a) high self-esteem b) high external locus of control c) high internal locus of control d) high self monitoring

correct - b) high external locus of control

Beth, Ramon and Nandini just walked out of the office where they delivered a mock commercial for a proposed client's cereal. Beth says to her co-presenters, "I'm so sorry I messed up during the presentation. I really did not mean to put up the slide with last year's cereal box on it instead of the one for this year. I know we won't get the account now, and it's all my fault." Beth is exhibiting a) self enhancement bias b) self effacement bias c) false consensus error d) stereotypes

correct - b) self effacement bias

Jennifer complains to her friends every Friday night about the stresses and hassles of her job. Each week she tells them she is going to leave her company even though she has been working there for five years. Jennifer is likely to be a) high in conscientiousness b) high in conscientiousness c) high in neuroticism d) high in extraversion

correct - c) high in neuroticism

Experts propose that creativity occurs as a result of the interaction between all of the following factors EXCEPT a) personality traits (like risk-taking) b) situational context (like physical structure) c) serendipity or luck d) attributes (like expertise)

correct - c) serendipity or luck

Values change over the generations, evolving in response to historical contexts. Which of the following statements is true regarding values of different generations? a) Generation Xers (born between 1965 and 1979) don't care what they do for work, they just want money. b) Generation Xers (born between 1965 and 1979) see work as central in their lives. c) Generation Xers (born between 1965 and 1979) are very group-oriented. d) Generation Xers (born between 1965 and 1979) have to feel that their personal goals align with organizational ones before they work toward company goals.

correct - d) Generation Xers (born between 1965 and 1979) have to feel that their personal goals align with organizational ones before they work toward company goals.

Individuals have flawed decision making processes are because of a) lunarl biases b) banking biases c) foundational biases d) cognitive biases

correct - d) cognitive biases

Since Marco is high on the Big Five personality trait of neuroticism, he is stressed and burnout at his job; he most likely will a) approach his boss to seek a solution about work. b) quit and move into his parents' basement. c) start actively looking for a new job. d) continue to complain to his friends, family and co-workers.

correct - d) continue to complain to his friends, family and co-workers.

According to the Myers-Briggs Type Indicator, what dimension describes those who would like to have clarity and closure? a) feeling b) intuition c) thinking d) judgement

correct - d) judgement

The car was traveling very slowly on the highway in front of Ned. He turned to Sally and said, "This is ridiculous, we are never going to get there on time. That must be a woman driver in front of us!" Ned is engaging in a) first impressions b) false consensus error c) self fulfilling prophecy d) stereotyping

correct - d) stereotyping

Removing your hat during the playing of The National Anthem in the United States is an example of the value of ________________. a) benevolence b) security c) universalism d) tradition

correct - d) tradition

analysis paralysis

decision making process in which more and more time is spent on gathering information and thinking about it, but no decisions actually get made

tactical decisions

decisions about how things will get done, made by managers - what should we do to help facilitate employees from the two companies working together? - how should we market the new product line? - who should be let go when we downsize?

operational decisions

decisions that employees make each day to run the organization - how often should i communicate with my new coworkers? - what should i say to customers about our new product? - how will i balance my new work demands?

programmed decisions

decisions that occur frequently enough that we develop an automated response to them

nonprogrammed decisions

decisions that require conscious thinking, information gathering, and careful consideration of alternatives

strategic decision

decisions that set the course for the organization, requires years of development, typically made by top management teams/CEOs/BoD - should we merge with another company? - should we pursue a new product line? - should we downsize our organization?

agreeableness

degree to which a person is affable, tolerant, sensitive, trusting, kind, and warm - tend to be less effective at providing constructive criticism - less likely to engage in change-oriented communication

openness

degree to which a person is curious, original, intellectual, creative, and open to new ideas - tend to seek feedback on what they're doing and adjust to jobs more quickly - likely to work in entrepreneurial start ups in the high tech industry

conscientiousness

degree to which a person is organized, systematic, punctual, achievement oriented, and dependable - uniformly predicts how high a person's performance will be across a variety of occupations and jobs

extraversion

degree to which a person is outgoing, talkative, sociable, and enjoys being in social situations - effective in jobs with lots of opportunities to interact with others

overqualification

degree to which a person's skill, knowledge, abilities, and other characteristics exceed the job requirements

person job fit

degree to which a person's skill, knowledge, abilities, and other characteristics match the job demands - positively related with job satisfaction

person organization fit

degree to which a person's values, personality, goals, and other characteristics match the organization - person's fit to org = more commitment and more satisfaction

self esteem

degree to which person has overall positive feelings about oneself

neuroticism

degree to which someone is anxious, irritable, temperamental, and moody

consensus

do other ppl behave this way?

distinctiveness

does this person behave the same way across different situations?

consistency

does this person behave this way on different occasions in the same situation?

terminal values

end states people desire in life (life mottos) - leading a prosperous life, world at peace, family security, self respect, a world of beauty

external attribution

explaining someone's behavior by referring to the situation - high consensus, high distinctiveness, low consistency

internal attribution

explaining someone's behavior using the internal characteristics of the actor - low consensus, low distinctiveness, high consistency

self monitoring / social monitoring

extent to which people are capable of monitoring their actions and appearance in social situations - tend to be more successful in their careers

stereotypes

generalizations based on a perceived group characteristic

creativity

generation of new ideas that are original, fluent, and flexible - made up of fluency, flexibility, and originality creative decision making process: - 1: problem recognition - 2: immersion - 3: incubation - 4: illumination - 5: verification & application

self fulfilling prophecy

happens when an established stereotype causes one to behave in a certain way, which leads the other party to behave in a way that makes the stereotype come true

flexibility

how different ideas are from each other - if individuals are able to generate several unique solutions to a problem, they are high on flexibility

originality

how unique a person's ideas are

false consensus error

how we as human beings overestimate how similar we are to other people

individual vs group decision making

individual pros: - faster than group - best individual in group usually outperforms group - accountability is easier to determine individual cons: - fewer ideas - identifying best individual is challenging - easier to procrastinate group pros: - diversity of ideas and piggybacking for ideas - greater commitment to ideas - interaction can be fun and serves as team building task group cons: - longer time - groupthink can occur - social loafing makes it harder to identify responsibility for decisions

self enhancement bias

individuals hold the tendency to overestimate their performance and capabilities and see themselves in a more positive light than others see them

bounded rationality model

individuals knowingly limit their options to a manageable set and choose the first alternative without conducting an exhaustive search for alternatives

first impressions

initial thoughts and perceptions we form about people, which tend to be stable and resilient to contrary information

personality

relatively stable feelings, thoughts, and behavioral patterns a person has - ppl are more emotionally stable and more organized between ages of 20-40

rational decision making model

series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice

idea quotas

set number of ideas a group must reach before they are done with brainstorming

decision criteria

set of parameters against which all of the potential options in decision making will be evaluated

availability bias

situation in which info that is more readily available is viewed as more likely to occur - ex. ppl think auto accidents cause more deaths than stomach cancer since they're reported in news more often

values

stable life goals that people have, reflecting what is most important to them - established throughout one's life and is from accumulating life experiences - change over generations, evolve in response to historical context

anchoring and adjustment bias

tendency for individuals to rely too heavily on a single piece of information - ex. job seekers might focus too much on salary and not look at additional benefits, job fit, etc.

framing bias

tendency of decision makers to be influence by the way that problems are framed - ex. 85% lean beef vs 15% fat

self serving bias

tendency to attribute our failures to the situation while attributing our successes to internal causes

groupthink

tendency to avoid critical evaluation of ideas the group favors

confirmation bias

tendency to process and analyze info in such a way that it supports one's preexisting ideas and beliefs - ex. finding articles that support your point and don't seek other opinions

self effacement bias / modesty bias

tendency to underestimate performance and capabilities and see events in a way that puts us in a more negative light

satisfice

to accept the first alternative that meets minimum criteria

wildstorming

variation of brainstorming in which the group focuses on ideas that are impossible and then imagines what would need to happen to make them possible

instrumental values

views on acceptable modes of conduct (traits to embody) - honest, ethical, ambitious, clean

escalation of commitment bias

when individuals continue on a failing course of action after info reveals this may be a poor path to follow, sunk cost fallacy - occurs b/c ppl want to preserve their reputation, believe that they can devote more time/money/energy to recover their losses, and ppl don't want to admit they're wrong - ex. buy a car that ends up needing repairs frequently, ppl normally j keep car and keep paying for repairs instead of selling it and buying a new one

sampling bias

when individuals draw broad conclusions from small sets of observations instead of more reliable sources of information derived from large, randomly drawn samples - ex. using one's own personal experience and treating it like the common experience

overconfidence bias

when individuals overestimate their ability to predict future events - ex. 82% of the drivers surveyed feel they are in the top 30% of safe drivers

hindsight bias

when looking backward in time, mistakes made seem obvious after they've already occurred - ex. Apple fired Steve Jobs only to rehire him again later

selective perception

when we pay selective attention to parts of the environment while ignoring other parts

crowdsourcing

outsourcing a problem to a large group

negative affective people / affectivity

people who experience negative moods with greater frequency, focus, on the "glass half empty," and experience more anxiety and nervousness - when more of this type are in a team, there is less cooperation among members

positive affective people / affectivity

people who experience positive moods more frequently, who tend to be happier at work

internal locus of control

person's belief that they control their own destiny and what happens to them is their own doing

external locus of control

person's belief that things happen because of other people, luck, or a powerful being

proactive personality

person's inclination to fix what is perceived as wrong, change the status quo, and use initiative to solve problems - adjust to new jobs quickly, want to change things that others are not willing to let go, have higher levels of performance in their firms

alternatives

possible solutions to a problem in the decision making process

faking

practice of answering questions in a way one thinks the company is looking for - this is the reason that personality tests are not amazing for employee selection

brainstorming

process of generating ideas that follows a set of guidelines, including not criticizing ideas during the process, the idea that no suggestion is too crazy and building on other ideas (piggybacking)

perception

process with which individuals detect and interpret environmental stimuli

when to use what decision making models?

rational: info on alternatives can be gathered and quantified, decision is important, want to maximize outcome bounded rationality: minimum criteria are clear, do not have or are not willing to invest much time to make decision, are not trying to maximize outcome intuitive: goals are unclear, time pressure and analysis paralysis would be costly, have experience with the problem creative: solutions are not clear, new solutions need to be generated, have time to immerse yourself in the issues

decision making

making choices among alternative courses of action, including inaction

fluency

number of ideas a person is able to generate

self efficacy

one can perform specific task successfully - training people to increase their self efficacy can be effective