Management Quizzes

Which of the following is not one of the basic dimensions of the Big Five personality dimensions?

Locus of Control The Big Five Personality Dimensions are extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

The potential to learn and use spoken and written languages is known as linguistic intelligence.

True According to Table 3.1, linguistic intelligence is the potential to learn and use spoken and written languages.

The _____ model suggests that managers should monitor employees' perceptions of fairness.

Equity Equity theory builds on the notion that satisfaction is tied to how "fairly" an individual is treated at work. Managers are encouraged to monitor employees' fairness perceptions and to interact with employees in such a way that they feel equitably treated.

_____ is the extent to which a job enables an individual to experience freedom, independence, and discretion.

Autonomy The extent to which a job enables an individual to experience freedom, independence, and discretion is called autonomy.

When Harry has a perceived conflict with a co-worker, he will send them e-mails that are taunting or insulting. This is an example of

CWB Examples of counterproductive work behaviors (CWBs) include bullying, theft, gossiping, backstabbing, drug and alcohol abuse, destroying organizational property, violence, purposely doing bad or incorrect work, surfing the Internet for personal use, excessive socializing, tardiness, sabotage, and sexual harassment.

Norah and Katy work together. They are also friends outside of work. Norah and Katy are constantly texting each other. Their supervisor comments that, while this might be fine outside of work, it's inappropriate to constantly text each other in the office. This is an example of

Context of Interaction A key situational characteristics that affects perception is the social context in which the interaction occur.

Which characteristic is shared by the perceiver and the target?

Direction of Gaze Figure 4.2 indicates that both the perceiver and the target share the direction of gaze characteristic.

If a person views a situation as having high consensus, high distinctiveness, and low consistency, he or she is likely to make an attribution of

External Causes External attributions result from situations believed to have high consensus, high distinctiveness, and low consistency.

Perception is the process of becoming consciously aware of something or someone.

False Attention is the process of becoming consciously aware of something or someone.

Job satisfaction has a negative association with OCB and a positive relationship with CWB.

False Job satisfaction has a positive association with two constructive behavioral outcomes—job performance and organizational citizenship behavior (OCB), and a negative relationship with counterproductive work behavior (CWB).

Managers can have great impact on fixed individual differences.

False Managers have little or no impact on fixed individual differences.

___________ occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well."

Intrinsic Motivation Intrinsic motivation occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well."

______ programs help employees to integrate, assimilate, and transition to new jobs.

OnBoarding Onboarding programs help employees to integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities.

In the self-serving bias, employees attribute their success to internal factors and their failures to external factors.

True The self-serving bias represents one's tendency to take more personal responsibility (internal attribution) for success than for failure.

Attitudes have three components: affective, cognitive, and behavioral.

True The three components of attitudes are affective, cognitive, and behavioral.

______ is the positive or negative value people place on outcomes.

Valence Valence refers to the positive or negative value people place on outcomes.

People with __________ often see the causes of events in their lives as due to luck or other environmental factors.

an external locus of control People who have an external locus of control tend to attribute outcomes to environmental causes, such as luck or fate.

In Maslow's need hierarchy, the most basic need (and the one that must be met first) is physiological.

True According to Figure 5.2, physiological is the most basic need. It entails having enough food, air, and water to survive.

An instrumentality represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance.

True An instrumentality represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance.

When making attributions about a worker's performance, people can assign responsibility to either internal or external factors.

True Behavior can be attributed either to internal factors within a person (such as ability) or to external factors within the environment (such as a difficult task).

In the job characteristics model, the presence of skill variety, task identity, and task significance cause an employee to feel

Experienced meaningfulness of work The job characteristics model, as depicted in Figure 5.10, shows that skill variety, task identity, and task significance lead to experienced meaningfulness of the work.

"Individual differences" is a narrow category only used to describe the "Big Five" personality attributes.

False "Individual differences" is a broad category used to collectively describe the vast number of attributes (e.g., traits and behaviors) that describe you as a person.

It is always a mistake to use stereotypes.

False Stereotypes are not always negative. For example, the belief that engineers are good at math is certainly part of a stereotype. Stereotypes may or may not be accurate. Engineers may in fact be better at math than the general population.

The four stages of stereotype formation, in order, are categorization, expectations, inferences, and maintenance.

False Stereotyping is based on the following four-step process: categorization, inferences, expectations, and maintenance.

Which of the following is the most fixed of a person's individual differences?

Intelligence Intelligence and mental abilities are relatively fixed. Figure 3.2 is arranged on a continuum from top to bottom with intelligence at the top.

______ justice is the perceived fairness of how resources and rewards are distributed or allocated.

Distributive The perceived fairness of how resources and rewards are distributed or allocated is called distributive justice.

The goal of the job characteristics model is to promote low extrinsic motivation.

False The goal of the job characteristic model is to promote high intrinsic motivation by designing jobs that possess the five core job characteristics.

Personal attitudes affect _______ via ______.

behavior; intentions From an OB perspective, personal attitudes affect behavior via intentions.

Kelley hypothesized that people make causal attributions by observing

consensus, distinctiveness, and consistency. Kelley hypothesized that people make causal attributions by observing three dimensions of behavior: consensus, distinctiveness, and consistency.

A person will experience _______ when his or her outcome to input ratio is less than that of a relevant comparison person.

Negative Inequality A person will experience negative inequity when his or her outcome to input ration Is less than that of a relevant comparison person.

________ is the extent to which an individual identifies with an organization and commits to its goals.

Organizational Commitment Organizational commitment reflects the extent to which an individual identifies with an organization and commits to its goals.

Equity theory is a model of motivation that explains how people strive for fairness.

True Equity theory is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships.

Perception is influenced by three key components: the characteristics of the perceiver, of the target, and of the situation.

True Perception is influenced by three key components: the characteristics of the perceiver, of the target, and of the situation.

Gina says, "I can type 70 words per minute with no errors." She is expressing

a high self-efficacy. Self-efficacy is a person's belief about his or her chances of successfully accomplishing a specific task.

Research has found that some aspects of an individual's disposition are significantly associated with some aspects of job satisfaction, such as having autonomy or receipt of rewards.

True Dispositional factors were significantly associated with only selected aspects of job satisfaction. Dispositions had stronger relationships with intrinsic aspects of a job (e.g., having autonomy) than with extrinsic aspects of work (e.g., receipt of rewards). Genetic factors also were found to significantly predict life satisfaction, well-being, and general job satisfaction. Researchers estimate that 30 percent of an individual's job satisfaction is associated with dispositional and genetic factors.

Job satisfaction is not a unitary concept; a person may be satisfied with one aspect of his or her job and dissatisfied with one or more other aspects.2

True Job satisfaction is not a unitary concept. Rather, a person can be relatively satisfied with one aspect of her or his job and dissatisfied with one or more other aspects.

A manager should use Schwartz's model to understand employees and assign them tasks that are consistent with their values.

True Managers can better supervise workers by using Schwartz's model to understand their values and motivation. For example, if a manager knows that an employee values universalism and benevolence, then it would be wise to assign this employee to projects or tasks that have social value.

People program themselves for success or failure by enacting their self-efficacy expectations.

True People program themselves for success or failure by enacting their self-efficacy expectations.

People with an external locus of control generally earn lower salaries than those with an internal locus of control.

True People with an external locus of control demonstrate less motivation for performance when offered valued rewards, earn lower salaries and smaller salary increases, and tend to be more anxious.

Increasing the autonomy of a person's job is one effective way to increase that person's self-efficacy.

True Table 3.5 indicates that complex, challenging, and autonomous jobs tend to enhance perceived self-efficacy.