OB chapter 2

105) People who value their independence and personal uniqueness have A) high individualism. B) high collectivism. C) high power distance. D) low uncertainty avoidance.

A Explanation: A) Individualism is a cross-cultural value which describes the degree to which people in a culture value independence and personal uniqueness.

56) Which of the following is external to an individual but still affects his or her behavior and performance? A) motivations B) role perceptions C) situational factors D) abilities

C Explanation: C) Motivation, ability, and role perceptions are clustered together in the MARS model because they are located within a person. Situational factors are external to the individual but still affect his or her behavior

83) People with low agreeableness tend to be more A) tolerant. B) flexible. C) self-focused. D) helpful.

C Explanation: C) People with low agreeableness tend to be uncooperative and intolerant of others' needs as well as more suspicious and self-focused.

3) Motivation is an external force on a person that causes him or her to engage in specific behaviors.

FALSE Explanation: Motivation represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior.

81) Eric is the advertising head of a firm. He is extremely imaginative, creative, and curious. Which of the Big Five personality dimensions does Eric possess? A) openness to experience B) resistance to change C) neuroticism D) cautiousness

A Explanation: A) Openness to experience refers to the extent to which people are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive.

5) Persistence is the amount of effort allocated to a goal.

FALSE Explanation: Intensity is the amount of effort allocated to a goal.

2) The MARS model identifies the four main factors that influence individual behavior and performance—motivation, ability, skills, and training.

FALSE Explanation: The MARS model identifies the four main factors that influence individual behavior—motivation, ability, role perceptions, and situational factors

33) The Myers-Briggs Type Indicator (MBTI) is an excellent predictor of job performance and is recommended for employment selection.

FALSE Explanation: The Myers-Briggs Type Indicator (MBTI) seems to improve self-awareness for career development and mutual understanding. It also does a reasonably good job of representing Jung's personality types. The MBTI poorly predicts job performance and is generally not recommended for employment selection or promotion decisions.

10) Role perceptions refer to how people implement the job duties assigned to them.

FALSE Explanation: Role perceptions refer to how clearly people understand the job duties (roles) assigned to or expected of them.

24) The most researched and respected clustering of personality traits is the MARS model.

FALSE Explanation: The most researched and respected clustering of personality traits is the five-factor model (FFM).

55) Which of the following statements is TRUE about the MARS model? A) It identifies role perception as an external factor that affects an individual's behavior. B) It identifies ability as a factor located within an individual that influences his or her performance. C) It identifies motivation as the most important among the four factors that affect an individual's voluntary behavior D) It is the most researched and respected clustering of personality traits.

B Explanation: B) The four variables—motivation, ability, role perceptions, and situational factors—are represented by the acronym MARS. Motivation, ability, and role perceptions are clustered together in the model because they are located within the person.

82) The Big Five dimension ________ characterizes people who have high levels of anxiety, insecurity, depression, and self-consciousness. A) extraversion B) openness to experience C) conscientiousness D) neuroticism

D Explanation: D) Neuroticism characterizes people who tend to be anxious, insecure, self-conscious, depressed, and temperamental.

29) Martina is very conscientious, which is one of the best personality traits for predicting job performance.

TRUE Explanation: Conscientiousness and extraversion are the personality traits that best predict individual performance.

28) Agreeableness, extraversion, and conscientiousness are three of the "Big Five" personality dimensions.

TRUE Explanation: Conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion are the "Big Five" personality dimensions.

4) Roger wanted to go home early, so he skipped lunch and focused on his project to get it done. Roger demonstrates the intensity element of motivation.

TRUE Explanation: Intensity is all about how much people push themselves to complete a task.

52) People with a high achievement-nurturing orientation tend to value assertiveness, competitiveness, and materialism.

TRUE Explanation: People with a high achievement-nurturing orientation value assertiveness, competitiveness, and materialism. They appreciate people who are tough, and they favor the acquisition of money and material goods.

35) Values are stable, evaluative beliefs about, in part, what is important in a variety of situations.

TRUE Explanation: Values are stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations. They are the foundation of evaluations that something is right or wrong, good or bad, important or trivial.

1) According to the MARS model of individual behavior and performance, employee performance will remain high even if one of the four factors—motivation, ability, role perceptions, and situational factors—is low in a given situation.

FALSE Explanation: All four factors in the MARS model are critical influences on an individual's voluntary behavior and performance, if any one of them is low in a given situation, the employee would perform the task poorly.

47) A code of ethical conduct is a statement about desired activities, rules of conduct, and philosophy about an organization's relationship to its stakeholders and the environment.

TRUE Explanation: A code of ethical conduct is a statement about desired activities, rules of conduct, and philosophy about an organization's relationship to its stakeholders and the environment.

85) ________ characterizes people who are quiet, cautious, and less interactive with others. A) Introversion B) Openness to experience C) Conscientiousness D) Neuroticism

A Explanation: A) Introversion characterizes people who are quiet, cautious, and less interactive with others.

113) Etoni is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Etoni's culture has A) high power distance and a strong nurturing orientation. B) high collectivism and a short-term orientation. C) low uncertainty avoidance and high individualism. D) low power distance and a strong nurturing orientation.

A Explanation: A) People in nurturing-oriented cultures emphasize relationships and the well-being of others. Those with high power distance value unequal power.

76) Which of the following acronyms represents the "Big Five" personality dimensions? A) CANOE B) VALUE C) MARSE D) SMART

A Explanation: A) The "Big Five" personality dimensions are represented by the handy acronym CANOE which includes conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion.

98) Ali was having a disagreement with his co-owner, Belinda. Ali felt that they should give smaller bonuses to more people instead of large bonuses to a few. Which ethical principle does Ali adhere to? A) utilitarianism B) power distance C) conservation D) self-enhancement

A Explanation: A) Utilitarianism says the only moral obligation is to seek the greatest good for the greatest number of people. In other words, we should choose the option that provides the highest degree of satisfaction to those affected.

115) Scenario: Kleen Waterproofing Dave Docket, the installation manager at Kleen Waterproofing, receives a high number of customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed, and customer dissatisfaction rate keeps increasing. Dave hires several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave wonders how he can understand what is going on with his crew behavior and what he can do to improve the situation. Dave organizes a training program for his employees to teach them how to operate the machines used for working. Which of the following attributes will show a direct improvement because of this training? A) motivation B) organizational citizenship behaviors (OCB) C) ethical sensitivity D) ability

D Explanation: D) Ability includes both the natural aptitudes and the learned capabilities required to successfully complete a task. Here, the training is intended to teach them the capabilities for performing the task.

109) Americans tend to have high A) power distance. B) collectivist tendencies. C) long-term orientation. D) individualism.

D Explanation: D) Americans generally have high individualism.

111) Employees from cultures with a high power distance are more likely to A) use their existing power to gain more power. B) encourage consensus-oriented decision making. C) avoid people in positions of power. D) readily accept the high status of other people in an organization.

D Explanation: D) Countries with a high power distance value unequal power. Those in higher positions expect obedience to authority, and those in lower positions are comfortable receiving commands from their superiors without consultation or debate. They prefer to resolve differences through formal procedures rather than directly.

101) One of the limitations of the individual rights principle is A) it really is not an ethical principle at all. B) some individual rights conflict with other individual rights. C) it does not protect the right to physical security and freedom of speech of employees. D) it is almost impossible to evaluate the benefits or costs of decisions when many stakeholders are affected.

B Explanation: B) One problem with individual rights is that certain individual rights may conflict with others. The shareholders' right to be informed about corporate activities may ultimately conflict with an executive's right to privacy, for example.

60) Which of the following best represents the amount of effort allocated to a particular goal? A) persistence B) direction C) intensity D) aptitude

C Explanation: C) Intensity is the amount of effort allocated to a certain goal.

31) The Myers-Briggs Type Indicator (MBTI) is based on the personality traits described by Swiss psychiatrist Carl Jung.

TRUE Explanation: Swiss psychiatrist Carl Jung's personality types are measured through the Myers-Briggs Type Indicator (MBTI).

49) Individualism and collectivism are opposite values found in certain countries and places.

FALSE Explanation: Contrary to popular belief, individualism is not the opposite of collectivism. In fact, the two concepts are typically uncorrelated. Some cultures clearly emphasize either personal uniqueness or group obligations, but both have a place in a person's values and self-concept.

71) Presenteeism tends to occur when employees A) lack sick leave pay. B) have financial buffers. C) have many people dependent on their job performance. D) experience high job security and job satisfaction.

C Explanation: C) Presenteeism is common when employees lack job security, have many people dependent on their job performance, and who have personality traits that motivate them to show up for work when others would gladly recover at home.

72) Jin's mother died, but she went to work anyway because her team had a big presentation and she didn't want to let them down. Jin was demonstrating A) corporate citizenship. B) stress-induced myopia. C) presenteeism. D) job security.

C Explanation: C) Presenteeism occurs when employees show up for work when they are unwell, injured, faced with dangerous conditions getting to work, or are preoccupied with personal problems.

121) Scenario: International Manufacturing & Trading International Manufacturing & Trading (IMT) is a medium-sized U.S. company rapidly expanding in the Asian and Middle Eastern markets. The company decides to open a manufacturing plant in Japan, Taiwan, and Malaysia. IMT will send key top managers from the U.S. office and will hire the lower-level managers and employees from the local markets. IMT managers realize that there will be some cultural differences. IMT managers should make themselves aware that people in Japan tend to have A) high individualism. B) high power distance. C) a high achievement orientation. D) a low fostering orientation.

C Explanation: C) Very high achievement orientation scores have been reported in Japan and Austria.

90) Companies often avoid personality tests like the MBTI due to concerns that they A) are not appropriate for improving self-awareness for career development. B) unfairly discriminate against visible majorities. C) can be expensive and time consuming to administer. D) do not predict job-related performance.

D Explanation: D) There are several reasons why the MBTI is popular, but it has a number of limitations. It is usually a poor predictor of job performance and should not be used for employment selection or promotion decisions.

112) ________ is the degree to which people either tolerate ambiguity or feel threatened by ambiguity. A) Individualism B) Collectivism C) Power distance D) Uncertainty avoidance

D Explanation: D) Uncertainty avoidance is the degree to which people tolerate ambiguity or feel threatened by ambiguity and uncertainty.

89) According to Jung, which of the following is one of the competing orientations used by people in perceiving information? A) intuition B) feeling C) thinking D) judging

A Explanation: A) According to Jung, perceiving, which involves how people prefer to gather information or perceive the world around them, occurs through two competing orientations: sensing and intuition.

54) According to the MARS model, which of the following directly influences an employee's voluntary behavior and performance? A) role perceptions B) moral intensity C) corporate social responsibility D) uncertainty avoidance

A Explanation: A) According to the MARS model, the four variables—motivation, ability, role perceptions, and situational factors—are critical influences on an individual's voluntary behavior

94) In Schwartz's circumplex model, the quadrant that includes hedonism, stimulation and self-direction is called A) openness to change. B) self-enhancement. C) conservation. D) self-transcendence.

A Explanation: A) In Schwartz's circumplex model, the quadrant called openness to change refers to the extent to which a person is motivated to pursue innovative ways. This quadrant includes the value categories of self-direction, stimulation, and hedonism.

57) ________ represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior. A) Motivation B) Personality C) Norm D) Ethics

A Explanation: A) Motivation represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior.

58) Motivation affects a person's ________ of voluntary behavior. A) direction, intensity, and persistence B) antecedents, consequences, and perceptions C) size, shape, and weight D) aptitudes, abilities, and competencies

A Explanation: A) Motivation represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior.

104) People who have high moral sensitivity A) are more likely to know when unethical behavior occurs. B) tend to have lower levels of empathy. C) are always more ethical than people with a moderate or low level of ethical sensitivity. D) are individualistic and achievement oriented.

A Explanation: A) People with high moral sensitivity can more quickly and accurately estimate the moral intensity of the issue. This awareness does not necessarily translate into more ethical behavior, it just means they are more likely to know when unethical behavior occurs.

61) Valerio was on a team with the goal of completing a marketing project. The other team members left work early, but Valerio stayed and finished the project himself. Valerio demonstrated which element of motivation? A) persistence B) direction C) tenacity D) aptitude

A Explanation: A) Persistence refers to the length of time that the individual continues to exert effort toward an objective. Employees sustain their effort until they reach their goal or give up beforehand.

73) ________ is the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics. A) Personality B) Norm C) Motivation D) Locus of control

A Explanation: A) Personality is the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics.

65) A company hires several new employees who are motivated, able to perform their jobs, and have adequate resources. However, the new hires are not sure what tasks are included in their job. According to the MARS model, these new employees are most likely to A) perform the job poorly due to poor role perceptions. B) perform exceedingly well because they are motivated. C) have above-average organizational citizenship. D) have a high degree of citizenship.

A Explanation: A) Role perceptions refer to how clearly people understand the job duties (roles) assigned to or are expected of them.

123) Scenario: International Manufacturing & Trading International Manufacturing & Trading (IMT) is a medium-sized U.S. company rapidly expanding in the Asian and Middle Eastern markets. The company decides to open a manufacturing plant in Japan, Taiwan, and Malaysia. IMT will send key top managers from the U.S. office and will hire the lower-level managers and employees from the local markets. IMT managers realize that there will be some cultural differences. U.S. managers tend to be A) more individualistic. B) high in nurturing. C) more collectivistic. D) low in achievement orientation.

A Explanation: A) U.S. managers tend to be more individualistic, low in collectivism, and moderate in achievement-nurturing orientation.

97) Which of the following is identified as a type of ethical principle? A) utilitarianism B) power distance C) conservation D) self-enhancement

A Explanation: A) Utilitarianism is one of the ethical principles.

59) Which of the following refers to the fact that motivation is goal-directed, not random? A) persistence B) direction C) intensity D) aptitude

B Explanation: motivation, people have choices about where they put their effort, they have a sense of what they are trying to achieve and at what level of quality, quantity, and so forth. This shows that motivation is goal-directed, not random.

118) Scenario: Electronika International Electronika International is a fast-growing small company specializing in consumer electronics. Managers at Electronika International are exploring the idea of using the "Big Five" personality dimensions in hiring and improving work-related behaviors and job performance. Electronika managers should be aware that being good-natured, empathetic, caring, and courteous are characteristics of people who score high on A) openness to experience. B) agreeableness. C) locus of control. D) emotional stability.

B Explanation: B) Agreeableness includes the traits of being trusting, helpful, good-natured, considerate, tolerant, selfless, generous, and flexible.

77) Being good-natured, trusting, considerate, and flexible are characteristics of people with ________ as a personality trait. A) openness to experience B) agreeableness C) locus of control D) extraversion

B Explanation: B) Agreeableness is a personality dimension that includes the traits of being trusting, helpful, good-natured, considerate, tolerant, selfless, generous, and flexible.

106) ________ is the extent to which one values his or her duty to groups to which he or she belongs to and group harmony. A) Individualism B) Collectivism C) Power distance D) Achievement orientation

B Explanation: B) Collectivism is a cross-cultural value that describes the degree to which people in a culture emphasize duty to groups to which people belong and to group harmony.

75) According to the "Big Five" personality dimensions, people with low conscientiousness tend to be A) uncooperative and intolerant of others' needs. B) careless, disorganized, and less thorough. C) more suspicious and self-focused. D) more resistant to change and less open to new ideas.

B Explanation: B) Conscientiousness characterizes people who are organized, dependable, goal-focused, thorough, disciplined, methodical, and industrious. People with low conscientiousness tend to be careless, disorganized, and less thorough.

69) Lawrence stole a clock from his workplace. Which of the following refers to Lawrence's activity? A) productive behavior B) counterproductive work behavior (CWB) C) task performance D) organizational citizenship behavior (OCB)

B Explanation: B) Counterproductive work behaviors (CWBs) are voluntary behaviors that have the potential to directly or indirectly harm an organization. Some of the CWBs include harassing coworkers, creating unnecessary conflict, deviating from preferred work methods (e.g., shortcuts that risk work quality), being untruthful, stealing, sabotaging work, avoiding work obligation (tardiness), and wasting resources.

116) Scenario: Kleen Waterproofing Dave Docket, the installation manager at Kleen Waterproofing, receives a high number of customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave hires several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave wonders how he can understand what is going on with his crew behavior and what he can do to improve the situation. According to the MARS model, the new employees Dave hires are likely to A) emphasize the utilitarianism principle in their decision making. B) have lower job performance due to poor role perceptions. C) have better job performance because they are motivated and able to perform the work. D) have above-average organizational citizenship.

B Explanation: B) Employees require accurate role perceptions to perform their jobs well. Role perceptions refer to how clearly people understand the job duties (roles) assigned to or expected of them.

107) Employees with high uncertainty avoidance are most likely to value A) indirect or ambiguous communications. B) structured situations in which rules of conduct is clearly documented. C) unequal power and view the relationship with their boss as one of interdependence. D) their personal connection to others in their in-groups.

B Explanation: B) Employees with high uncertainty avoidance value structured situations in which rules of conduct and decision making are clearly documented. They usually prefer direct rather than indirect or ambiguous communications.

108) People with high collectivism A) accept unequal distribution of power. B) value duty to the groups to which they belong. C) value thrift, savings, and persistence. D) appreciate the unique qualities that distinguish themselves from others.

B Explanation: B) Highly collectivist people define themselves by their group memberships, emphasize their personal connection to others in their in-groups, and value the goals and well-being of people within those groups.

88) According to Jung, people with a perceiving orientation are A) quiet. B) curious. C) caring. D) realistic.

B Explanation: B) People with a perceiving orientation are open, curious, and flexible, prefer to adapt spontaneously to events as they unfold, and prefer to keep their options open.

66) Which of the following refers to an employee's understanding of specific duties or consequences for which they are accountable? A) natural aptitudes B) role clarity C) competencies D) situational factors

B Explanation: B) Role clarity exists when employees have clear role perceptions and when they understand the specific duties or consequences for which they are accountable.

100) Which ethical principle reflects the idea that people have natural rights that let them act in a certain way? A) utilitarianism B) individual rights C) moral intensity D) distributive justice

B Explanation: B) This principle says that everyone has the same set of natural rights, such as freedom of speech, freedom of movement, right to physical security, and right to fair trial.

91) Perceptions about what is good or bad, right or wrong are referred to as A) organizational citizenship. B) values. C) collectivism. D) moral intensity.

B Explanation: B) Values are perceptions about what is right or wrong, good or bad, important or trivial.

120) Scenario: Electronika International Electronika International is a fast-growing small company specializing in consumer electronics. Managers at Electronika International are exploring the idea of using the "Big Five" personality dimensions in hiring and improving work-related behaviors and job performance. When hiring new employees, e-commerce managers should look for people who have a high level of ________, which is the most valuable "Big Five" personality dimension for predicting job performance. A) extraversion B) openness to experience C) conscientiousness D) introversion

C Explanation: C) Conscientiousness and emotional stability (low neuroticism) stand out as the personality traits that best predict individual performance in almost every job group.

117) Scenario: Electronika International Electronika International is a fast-growing small company specializing in consumer electronics. Managers at Electronika International are exploring the idea of using the Big Five personality dimensions in hiring and improving work-related behaviors and job performance. Electronika managers want to hire people who are dependable, goal-focused, thorough, and disciplined. Which of the following "Big Five" personality dimensions is desirable for potential recruits? A) Openness to experience B) Agreeableness C) Conscientiousness D) Locus of control

C Explanation: C) Conscientiousness characterizes people who are organized, dependable, goal-focused, thorough, disciplined, methodical, and industrious.

84) Which of the following Big Five personality dimensions is the most valuable for predicting proficient job performance? A) extraversion B) openness to experience C) conscientiousness D) tolerance

C Explanation: C) Conscientiousness characterizes people who are organized, dependable, goal-focused, thorough, disciplined, methodical, and industrious. Conscientiousness and emotional stability (low neuroticism) stand out as the best personality predictors of individual performance for most job groups.

67) To reduce the amount of non-recyclable waste that employees throw out each day, a major computer company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behavior mainly by A) increasing employee motivation to be less wasteful. B) helping employees to learn how to be less wasteful. C) altering situational factors so that employees have more difficulty practicing wasteful behavior. D) increasing aptitudes that make employees less wasteful.

C Explanation: C) Individual behavior and performance depend on the situation. This refers to conditions beyond an employee's immediate control that constrain or facilitate behavior

110) Which of the following countries generally has the strongest collectivist value orientation? A) United States B) Japan C) Taiwan D) Germany

C Explanation: C) Low collectivism countries include the United States, Japan, and Germany, whereas Israel and Taiwan have relatively high collectivism.

103) The ability to detect a moral dilemma and determine its relative importance is A) neuroticism. B) moral intensity. C) moral sensitivity. D) utilitarianism.

C Explanation: C) Moral or ethical sensitivity is a characteristic of a person, namely his or her ability to detect a moral dilemma and estimate its relative importance.

79) Which of the following explicitly identifies neuroticism as one of its personality dimensions? A) the MARS model B) Schwartz's Values Circumflex model C) the five-factor model D) the Myers-Briggs Type Indicator (MBTI)

C Explanation: C) Neuroticism characterizes people with high levels of anxiety, hostility, depression, and self-consciousness. It is one of the dimensions of the five-factor model (FFM) of personality.

74) Personality develops and changes mainly when people are young, it stabilizes by about ________ years of age. A) 15 B) 20 C) 30 D) 35

C Explanation: C) Personality develops and changes mainly when people are young, it stabilizes by about 30 years of age.

63) Which of the following concepts consists of aptitudes and learned capabilities? A) motivation B) personality C) values D) ability

D Explanation: D) Ability includes both the natural aptitudes and the learned capabilities required to successfully complete a task. Aptitudes and learned capabilities (skills and knowledge) are the main elements of a broader concept called competencies, which are characteristics of a person that result in superior performance.

62) Which of the following refers to the natural talents that help employees learn specific tasks more quickly and perform them better? A) persistence B) direction C) intensity D) aptitude

D Explanation: D) Aptitudes are the natural talents that help employees learn specific tasks more quickly and perform them better.

122) Scenario: International Manufacturing & Trading International Manufacturing & Trading (IMT) is a medium-sized U.S. company rapidly expanding in the Asian and Far East markets. The company decides to open a manufacturing plant in Japan, Taiwan, and Malaysia. IMT will send key top managers from the U.S. office and will hire the lower-level managers and employees from the local markets. IMT managers realize that there will be some cultural differences. IMT managers should know that employees from cultures with a high power distance orientation are more likely to A) use their power to obtain undue favors. B) encourage consensus-oriented decision making. C) avoid people in positions of power. D) readily accept the high status of other people in the organization.

D Explanation: D) Countries with a high power distance orientation value unequal power. Those in higher positions expect obedience to authority, those in lower positions are comfortable receiving commands from their superiors without consultation or debate, and they prefer to resolve differences through formal procedures rather than directly.

70) Absenteeism is higher in organizations that have A) weak absence norms. B) high amounts of presenteeism. C) meager sick leave benefits. D) high work-related stress.

D Explanation: D) Employees who experience job dissatisfaction, workplace incivility, or work-related stress are more likely to be absent or late for work because taking time off is a way of temporarily withdrawing from those difficult conditions.

96) Which of the following represents values that determine whether actions are right or wrong and outcomes are good or bad? A) conscientiousness B) moral intensity C) self-monitoring D) ethics

D Explanation: D) Ethics refers to the study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad.

80) An organization is in the process of hiring sales professionals, who are expected to meet the weekly target of at least 25 sales per week. For this role, the organization is most likely to choose candidates with A) high neuroticism. B) low conscientiousness. C) high introversion. D) high extraversion.

D Explanation: D) Extraversion characterizes people who are outgoing, talkative, energetic, sociable, and assertive. Extraversion is associated with performance in sales and management jobs, where employees must interact with and influence people.

87) Jung's psychological types are measured through the A) "Big Five" personality scale. B) locus of control scale. C) instrument that also measures neuroticism. D) Myers-Briggs Type Indicator (MBTI).

D Explanation: D) Jung's psychological types are measured through the Myers-Briggs Type Indicator (MBTI).

119) Scenario: Electronika International Electronika International is a fast-growing small company specializing in consumer electronics. Managers at Electronika International are exploring the idea of using the "Big Five" personality dimensions in hiring and improving work-related behaviors and job performance. Electronika managers must pay attention to the ________ personality dimension when hiring new employees because it characterizes people with high levels of anxiety, hostility, depression, and self-consciousness. A) extraversion B) openness-to-experience C) conscientiousness D) neuroticism

D Explanation: D) Neuroticism characterizes people who tend to be anxious, insecure, self-conscious, depressed, and temperamental.

99) A problem with the utilitarian principle of ethical decision making is that A) it focuses on the consequences of one's actions, not on how one achieves those consequences. B) there is no agreement on what activities are of the greatest benefits to the affected. C) it is difficult to predict the trickle-down benefits to those people who are least well off in society. D) it is almost impossible to evaluate the benefits or costs of many decisions.

D Explanation: D) One problem is that utilitarianism requires a cost-benefit analysis, yet many outcomes aren't measurable.

86) Barney is very conventional manager, he is resistant to change, habitual, and does not accept new ideas very easily. In which of the following dimensions is Barney more likely to have a LOW score? A) neuroticism B) customary thinking C) extraversion D) openness to experience

D Explanation: D) Openness to experience refers to the extent to which people are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive. Those who score low on this dimension tend to be more resistant to change, less open to new ideas, and more conventional and fixed in their ways.

68) Assisting coworkers with their work problems, adjusting one's work schedules to accommodate coworkers, and showing genuine courtesy toward coworkers are some of the forms of A) role perception. B) counterproductive work behaviors (CWB). C) task performance. D) organizational citizenship behavior (OCB).

D Explanation: D) Organizational citizenship behaviors (OCBs) include various forms of cooperation and helpfulness to others that support an organization's social and psychological context.

114) People with ________ value assertiveness, competitiveness, and materialism. A) high individualism B) high collectivism C) low power distance D) a high achievement orientation

D Explanation: D) People with a high achievement orientation value assertiveness, competitiveness, and materialism.

92) Schwartz's model organizes values into A) six dimensions. B) a hierarchy. C) three statistical formulas. D) ten broad categories.

D Explanation: D) Schwartz's circumplex model clusters 57 specific values into 10 broad values categories.

93) Which of the following is one of the values categories in Schwartz's model? A) persuasion B) agreeableness C) conscientiousness D) stimulation

D Explanation: D) Stimulation is one of the 10 broad values categories in Schwartz's model.

78) Conscientiousness is a dimension of A) the MARS model. B) Schwartz's values model. C) the Myers-Briggs Type Indicator (MBTI). D) the five-factor model (FFM) of personality.

D Explanation: D) The five-factor model (FFM) of personality includes conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion.

102) Senior executives at CyberForm must make a decision that will affect many people, and the decision may produce good or bad consequences for those affected. This decision A) has a high degree of ethical sensitivity. B) is one in which decision makers should rely only on the utilitarianism rule of ethics. C) has a low degree of ethical sensitivity. D) has a high degree of moral intensity.

D Explanation: D) The moral intensity of a situation is higher where: the decision will have substantially good or bad consequences, most people view the decision outcomes as good or bad, there is a high probability that the good or bad decision consequences will occur, and many people will be affected by the decision and its consequences.

95) Under Schwartz's circumplex model, hedonism is a part of two different quadrants: ________ and ________. A) self-transcendence, self-enhancement B) self-enhancement, conservation C) openness to change, conservation D) openness to change, self-enhancement

D Explanation: D) The quadrant called openness to change includes self-direction, stimulation, and hedonism. The quadrant called self-enhancement includes the value categories of achievement, power, and hedonism.

64) When Corinne took a word processing class, she found that she could type faster than anyone else in her class. This demonstrates a(n) ________ that Corinne has. A) trait B) situational factor C) attribute D) aptitude

D Explanation: D) The speed at which an employee types words is an example of an aptitude. Aptitudes are the natural talents that help employees learn specific tasks more quickly and perform them better.

12) Anita anticipates changes at her workplace and adjusts her work schedule to avoid any time delays because of the changes. In this case, Anita demonstrates adaptive task performance.

FALSE Explanation: Adaptive task performance refers to how well employees modify their thoughts and behavior to align with and support a new or changing environment. Proactive task performance refers to how well employees take the initiative to anticipate and introduce new work patterns that benefit the organization.

17) American employees are absent from scheduled work an average of 20 days per year.

FALSE Explanation: American employees are absent from scheduled work an average of only five days per year.

23) Among the "Big Five" personality dimensions, extraversion and agreeableness are the best personality predictors of individual performance for most job groups.

FALSE Explanation: Among the Big Five personality dimensions, conscientiousness and extraversion stand out as the best personality predictors of individual performance for most job groups.

26) All of his colleagues feel that Rasheed is easy to work with because he is sensitive, flexible, creative, and curious. Rasheed most closely resembles the Big Five personality dimension of conscientiousness.

FALSE Explanation: Conscientiousness characterizes people who are organized, dependable, goal-focused, thorough, disciplined, methodical, and industrious.

43) The distributive justice principle of ethical decision making advocates that benefits should be distributed among people irrespective of their abilities and similarities.

FALSE Explanation: Distributive justice principle suggests that employees who contribute equally in their work should receive similar rewards, whereas those who make a lesser contribution should receive less.

30) Ivan is unusually quiet and he tends to avoid interacting with others whenever possible. Ivan is an extravert.

FALSE Explanation: Extraverts are people who are outgoing, talkative, energetic, sociable, and assertive.

27) People with a high score on the neuroticism personality dimension tend to be more relaxed, secure, and calm.

FALSE Explanation: High neuroticism characterizes people who tend to be anxious, insecure, self-conscious, depressed, and temperamental.

46) Mindfulness refers to the level of empathy people have when referring to their moral sensitivity.

FALSE Explanation: Mindfulness refers to a person's reception and impartial attention to and awareness of the present situation as well as to one's own thoughts and emotions in that moment.

44) Moral sensitivity is the degree to which an issue demands the application of ethical principles.

FALSE Explanation: Moral sensitivity (also called ethical sensitivity) is a person's ability to recognize the presence of an ethical issue and determine its relative importance.

42) One problem with applying the individual rights principle is that most people are uncomfortable engaging in behaviors that seem unethical to attain results that are ethical.

FALSE Explanation: One problem with individual rights is that certain individual rights may conflict with others.

25) Phoebe, a manager at a firm, is a conformist and is resistant to trying out new processes. In this case, Phoebe is most likely to score high on the openness-to-experience personality dimension.

FALSE Explanation: Openness to experience refers to the extent to which people are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive.

32) The CEO of the company was not flexible when it came to his management style, and he expected people to conform to his style. He demonstrated a perceiving orientation.

FALSE Explanation: People with a perceiving orientation are open, curious, and flexible, prefer to adapt spontaneously to events as they unfold, and prefer to keep their options open.

51) People with high power distance expect relatively equal power sharing.

FALSE Explanation: People with high power distance accept and value unequal power.

22) Personality is completely determined by heredity.

FALSE Explanation: Personality is not completely determined by heredity, personality is also shaped by nurture—our socialization, life experiences, and other forms of interaction with the environment.

14) Proficient task performance refers to how well an employee responds to, copes with, and supports new circumstances and work patterns.

FALSE Explanation: Proficient task performance refers to performing the work efficiently and accurately.

11) Role perceptions are important because they represent how employees feel about their job and increase motivation.

FALSE Explanation: Role perceptions are important because they represent how well employees understand the job duties (roles) assigned to or expected of them.

21) An individual's personality usually becomes more unstable as he or she ages.

FALSE Explanation: The main explanation of why personality becomes more stable over time is that one forms a clearer and more rigid self-concept as he or she gets older.

39) In Schwartz's circumplex model, the value category of self-direction refers to the pursuit of pleasure, enjoyment, and the gratification of desires.

FALSE Explanation: The self-direction value category refers to creativity and independent thought.

16) Faran often enters into verbal arguments with his colleagues, and thereby creates unnecessary fights at his workplace. This is an example of organizational citizenship behavior (OCB).

FALSE Explanation: This is an example of counterproductive work behavior (CWB). CWBs are voluntary behaviors that have the potential to directly or indirectly harm an organization.

38) Values and personality traits are essentially the same thing and equally influenced by socialization.

FALSE Explanation: Values and personality traits are related to each other, but the two concepts differ in a few ways. The most noticeable distinction is that values are evaluative—they tell one what he or she ought to do—whereas personality traits are descriptive, they describe what one naturally tends to do. Values are influenced more by socialization whereas personality is influenced about equally by heredity and socialization.

40) The ideal situation in organizations is to have employees whose values are perfectly congruent with an organization's values.

FALSE Explanation: While a comfortable degree of values congruence is necessary, organizations also benefit from some level of incongruence. Also, too much congruence can create a "corporate cult" that potentially undermines creativity, organizational flexibility, and business ethics.

8) Aptitudes and learned capabilities are two elements of competencies.

TRUE Explanation: Aptitudes and learned capabilities (skills and knowledge) are the main elements of a broader concept called competencies, which are characteristics of a person that result in superior performance.

6) Ridhi is so good at math that she finishes her spreadsheets much faster than her coworkers. It could be said that Ridhi has an aptitude for math.

TRUE Explanation: Aptitudes are the natural talents that help employees learn specific tasks more quickly and perform them better.

48) Collectivism is a cross-cultural value that describes the extent to which people in a culture value their duty to groups to which they belong.

TRUE Explanation: Collectivism is the extent to which we value our duty to groups to which we belong and to group harmony.

53) One limitation with some research on cross-cultural values is that it incorrectly assumes that everyone within a specific country holds similar values.

TRUE Explanation: Cross-cultural studies often assume that each country has one culture. In reality, many countries have become culturally diverse. As more countries embrace globalization and multiculturalism, it becomes even less appropriate to assume that an entire country has one unified culture.

18) Employees who experience job dissatisfaction, workplace incivility, or work-related stress are more likely to be absent or late for work because taking time off is a way of temporarily withdrawing from those difficult conditions.

TRUE Explanation: Employees who experience job dissatisfaction, workplace incivility, or work-related stress are more likely to be absent or late for work because taking time off is a way of temporarily withdrawing from those difficult conditions.

45) One type of factor that can change a person's moral sensitivity is expertise or knowledge of prescriptive norms and rules.

TRUE Explanation: Expertise or knowledge of prescriptive norms and rules is one of the factors that is associated with a person's moral sensitivity.

7) Learned capabilities tend to wane over time when not in use.

TRUE Explanation: Learned capabilities are the skills and knowledge that one currently possesses. These capabilities include the physical and mental skills and knowledge one has acquired. Learned capabilities tend to wane over time when not in use.

15) Organizational citizenship behaviors (OCBs) include various forms of cooperation and helpfulness to others that support an organization's social and psychological context.

TRUE Explanation: Organizational citizenship behaviors (OCBs) include various forms of cooperation and helpfulness to others that support an organization's social and psychological context.

36) People arrange values into a hierarchy of preferences, called a value system.

TRUE Explanation: People arrange values into a hierarchy of preferences, called a value system. Some individuals value new challenges more than they value conformity. Others value generosity more than frugality.

50) In terms of cross-cultural values, people in the United States tend to have relatively high individualism, a medium achievement-nurturing orientation, and medium power distance.

TRUE Explanation: People in the United States tend to have high individualism, medium power distance, and a medium achievement-nurturing orientation.

20) Personality is a relatively enduring pattern of thoughts, emotions, and behaviors that explains a person's behavioral tendencies.

TRUE Explanation: Personality is a relatively enduring pattern of thoughts, emotions, and behaviors that characterizes a person, along with the psychological processes behind those characteristics. One estimates an individual's personality by what they say and do, and one infers the person's internal states—including thoughts and emotions—from these observable behaviors.

19) Georgios went to work in spite of the fact that he was running a high temperature and could hardly stay awake. This is an example of presenteeism.

TRUE Explanation: Presenteeism is the situation whereby employees show up for work when their capacity to work is significantly diminished by illness, fatigue, personal problems, or other factors.

37) Schwartz's circumplex model has a quadrant called openness to change at one extreme and an opposing quadrant called conservation.

TRUE Explanation: Schwartz's circumplex model has the opposing value domains of openness to change and conservation. Openness to change refers to the extent to which a person is motivated to pursue innovative ways. Conservation is the extent to which a person is motivated to preserve the status quo.

13) Task performance refers to goal-directed behaviors under an individual's control that support organizational objectives.

TRUE Explanation: Task performance refers to individual's voluntary goal-directed behaviors that contribute to organizational objectives.

34) The Myers-Briggs Type Indicator (MBTI) instrument is the most popular personality test for career counseling and executive coaching.

TRUE Explanation: The Myers-Briggs Type Indicator (MBTI) instrument is the most popular personality test for career counseling and executive coaching.

9) A good match between an employee's abilities and his or her job requirements tends to increase employee performance and well-being.

TRUE Explanation: The challenge is to match a person's abilities with the job's requirements because a good match tends to increase employee performance and well-being.

41) Utilitarianism suggests that one should choose the option that provides the highest degree of satisfaction to those affected.

TRUE Explanation: Utilitarianism advises one to seek the greatest good for the greatest number of people. In other words, one should choose the option that provides the highest degree of satisfaction to those affected.