OB Ch. 3
According to the proponents of interactional psychology, all of the following are correct except: a. behavior is a function of heredity and physical stature b. people vary in terms of cognitive, affective, motivational, and ability factors c. a situation can be viewed objectively d. one's subjective view of the situation can also be important
A
Denise and Teresa are two students in a course on organizational behavior. Denise outperforms Teresa on the first exam in OB, and Teresa convinces herself that Denise is not really a good person to compare herself to because Denise is a psychology major and Teresa is majoring in accounting. Which of the following is the best explanation for Teresa's reaction? a. Teresa's high self-esteem is protecting her from this unfavorable comparison. b. Teresa is a low self-monitor. c. Teresa has an external locus of control. d. Teresa probably has an inflated generalized belief of her capabilities.
A
In which of the following situations are situational cues and social context most formalized? a. job interview b. employee coaching session c. on-the-job instruction for new employees d. employee briefing at start of work shift
A
Jung contended that the most important distinction between individuals was the: a. extravert/introvert preference b. sensing/intuiting preference c. thinking/feeling preference d. judging/perceiving preference
A
Low self-monitors tend to: a. be slow in responding to situational cues b. be high on self-efficacy c. be high in self-esteem d. require little supervision
A
Projection occurs most often when you: a. surround yourself with others similar to you b. attempt to control the impressions others have of you c. let your expectations affect your interaction with others in a way that we get what we wish for d. surround yourself with others dis-similar to you
A
The basic preference in type theory that represents where you get your energy is the: a. extraversion/introversion preference b. sensing/intuiting preference c. thinking/feeling preference d. judging/perceiving preference
A
The discounting principle is a characteristic of the: a. situation b. perceiver c. target d. cognitive miser
A
What is considered the single best predictor or work performance across many occupations studied both here in the United States and across different cultures? a. GMA b. Extraversion c. Conscientiousness d. Emotional Stability
A
When a manager makes the attribution that an employee's lack of effort or ability is the basis for poor performance, they are probably making an error called: a. fundamental attribution b. self-serving bias c. discounting attribution d. consistency attributions
A
Which of the following is NOT a component of CSE. a. General Mental Ability b. Locus of Control c. Generalized Self-Efficacy d. Self-Esteem
A
Which of the following is NOT an important characteristic of the perceiver that can affect social perception? a. attitude b. mood c. self-concept d. emotional stability
A
Which of the following is not considered one of the "Big Five" personality traits? a. heredity b. extraversion c. emotional stability d. conscientiousness
A
A relatively stable set of characteristics that influence an individual's behavior defines: a. behavioral predispositions b. personality c. the integrative approach to behavior d. the approach emphasizing the perceptual process
B
According to the Jungian approach to personality, the basic preference that reflects what we pay attention to or how we prefer to gather information is: a. extraversion/introversion b. sensing/intuiting c. thinking/feeling d. judging/perceiving
B
Achievement-oriented individuals attribute their success to: a. a combination of hard work and ability b. ability c. hard work d. hard work and task difficulty
B
Attribution theory helps to __________ behavior in organizations. a. measure b. explain causes of c. specify correct or appropriate d. observe
B
In which of the following organizational situations is impression management more likely to occur? a. a supervisor disciplining an employee b. a job interview c. a meeting of the top management team d. an exit interview when an employee retires
B
Suppose, for example, that a sales manager is evaluating the performance of his employees. One employee does not get along well with colleagues and rarely completes sales reports on time. This employee, however, generates the most new sales contracts in the office. The sales manager chooses to ignore the negative information and evaluates the salesperson only on contracts generated. The manager is exercising: a. projection b. selective perception c. self-fulfilling prophecy d. fundamental attribution error
B
Susan was reflecting on Jim's behavior in her recent meeting with Jim regarding his performance review. Normally Jim is outgoing, sure of himself, and Susan would consider him high on indicators of CSE. Jim however, was rather subdued and quiet during the review. Jim's behavior could best be explained as a result of: a. a weak situation b. Jim is a high self monitor c. a strong situation d. random variation in behavior
B
The approach to the study of personality that focuses on both person (dispositions) and situational variables as combined predictors of behavior is known as: a. trait theory b. the integrative approach c. psychodynamic theory d. wholistic humanism
B
The perceiver's pattern of thinking or manner in which they assemble and interpret information about another person is: a. the strength of situational cues b. cognitive structure c. self-concept d. attitude structuring
B
The process of interpreting information about another person is: a. high external control b. social perception c. encoding d. evaluation
B
The tendency to make attributions to internal causes when focusing on someone else's behavior is: a. remedied by the discounting principle b. known as the fundamental attribution error c. has been shown to not be related to cultural pre-dispositions d. known as the fundamental cognitive error
B
The way in which factors such as skills, abilities, personalities, perceptions, attitudes, values, and ethics differ from one individual to another is referred to as: a. personality b. individual differences c. the basis for group differences d. variation in traits
B
When you attribute the performance in this class to the type of exams and their relative difficulty, you are making what type of attribution? a. internal b. external c. ability d. luck
B
When you encounter a warm and personable car salesperson and don't assume that this behavior reflects the salesperson's personality, you are using which principle in social perception? a. perceiver principle b. discounting principle c. cognitive bias principle d. social context principle
B
Which of the following statements regarding internals and externals is FALSE? a. Internals and externals have similar positive reactions to being promoted. b. Internals and externals have distinctly different reactions to being promoted with internals having higher organizational commitment than externals. c. Internals tend to have positive feelings to a promotion longer than do externals. d. Externals may be more reluctant than internals to participate in decision making.
B
30. The MBTI is a: a. projective test that captures psychological disorders b. way to identify human differences and similarities by separating behavioral tendencies or dispositions c. self-report questionnaire designed to assess personality d. direct index of personality
C
Achievement-oriented individuals attribute their failures to: a. bad luck b. a combination of bad luck and a difficult task c. lack of effort d. lack of effort and a difficult task
C
An achievement-oriented sales representative might attribute his failure to meet a monthly sales quota to: a. changing economic conditions b. a short list of prospects provided by the company c. a lack of effort d. a cutback in product advertising
C
An individual's generalized belief about internal control versus external control is called: a. self-efficacy b. self-esteem c. locus of control d. self-monitoring
C
Attributional biases implies that managers must: a. always be correct in their perceptions b. be very wary of the cognitive process in decision making c. know as much as possible about individual differences and determine the cause of behavior and perceived source of responsibility d. take into account the fundamental tendency for people to make external attributions for their behavior
C
Generalized self-efficacy is the: a. feeling of one's self-worth b. extent to which people base their behavior on cues from other people and situations c. belief about one's own capabilities to deal with the events and challenges that make life demanding d. belief about self or situational control over what happens to them
C
Individuals possessing an internal locus of control: a. display high anxiety b. tend to be dissatisfied on the job c. prefer participative management styles d. avoid greater responsibility
C
Individuals who make external attributions will be more likely to: a. achieve higher levels of performance b. rarely quit because they do not feel responsible c. develop feelings of incompetence which may lead to depression d. provide a supporting environment for followers
C
Research shows that successful candidates make: a. less attributions than unsuccessful candidates b. more external attributions than unsuccessful candidates c. more internal attributions for negative events d. less internal attributions for negative events
C
The most common method of assessing personality is the: a. projective test b. behavioral measurement through observation c. self-report questionnaire d. Rorschach ink blot test
C
The primacy effect is also known as: a. selective perception b. self-fulfilling prophecy c. first-impression error d. a stereotype
C
The traits associated with high-performing employees are: a. extraversion and agreeableness b. agreeableness and conscientiousness c. conscientiousness and emotional stability d. emotional stability and agreeableness
C
27. The Minnesota Multiphasic Personality Inventory: a. is a projective test b. provides direct indices of personality c. is administered as an inkblot test d. assesses a variety of traits
D
42. All of the following are characteristics of the target that influence social perception except: a. inferred intentions b. nonverbal communication c. verbal communication d. cognitive complexity
D
A count of the times a student asks a question or makes a comment in an organizational behavior course is a/an: a. self-report measure of personality b. projective measure of personality c. example of the MMPI d. behavioral measure of personality
D
A problem with the behavioral measure for personality would be: a. low reliability b. the fact self-report measures suffer from potential bias c. their tendency to be too long d. the observer's ability to stay focused
D
A supervisor's high expectations of a new employee and the subsequent high performance of that employee is known as: a. impression management b. stereotyping c. perceptual bias d. self-fulfilling prophecy
D
According to the MBTI a successful top executive is likely to be a/an: a. introvert, intuitor, feeler, and perceiver b. introvert, sensor, thinker, and perceiver c. extrovert, intuitor, feeler, and judger d. extrovert, sensor, thinker, and judger
D
All of the following are characteristics of the target of one's perceptions, except: a. physical appearances b. oral communication c. nonverbal cues d. purpose and context of encounter or interaction
D
All of the following are examples of individual differences except: a. personality b. general mental ability c. emotional intelligence d. norming
D
An employee who does not get along well with other employees but generates the most sales is evaluated only on sales performance. This is an example of: a. stereotyping b. the cognitive miser c. the self-fulfilling prophecy d. selective perception
D
As a manager that understands the implications of self-esteem on work behavior, you should: a. clearly measure the results of employee tasks b. provide continual positive feedback c. clearly tie rewards to performance d. give them appropriate challenges and opportunities for success
D
As a supervisor of a group of employees, all of whom have an internal locus of control, you should: a. closely supervise them b. provide explicit and frequent job instructions c. expect to frequently discipline group members for slowness and lack of initiative d. allow them considerable leeway in determining how to perform their work
D
Assume you are an employment interviewer. An applicant's physical appearance could cause you to commit an incorrect hiring decision because of all of the following except: a. stereotype b. selective perception c. first impression error d. self-fulfilling prophecy
D
Increasing workforce diversity is likely to reduce __________ as a barrier to social perception. a. the primacy effect b. first-impression error c. selective perception d. stereotyping
D
Individuals with positive affect are: a. people with low self-efficacy b. low self-monitors c. people with high anxiety d. more likely to help others at work.
D
Personality is shaped by: a. consequences of behavior and the environment b. the person and the situation c. thinking and feelings d. heredity and environment
D
The basis for understanding individual differences stems from: a. Jung's development of personality archetypes b. Carl Roger's contention that everyone is unique c. Bandura's approach to social-cognitive social learning theory d. Lewin's contention that behavior is a function of the person and the environment
D
The extent to which people base their behavior on cues from other people and situations refers to: a. locus of control b. self-esteem c. self-efficacy d. self-monitoring
D
When a female softball player is given more applause for a home run hit than a male teammate, the reason would most likely be due to: a. first impression error b. projection c. selective perception d. contrast against a stereotype
D
When a student attributes a high test grade to his or her diligent study habits and a low grade to the instructor's poorly worded questions, the student is displaying: a. the fundamental attribution error b. the consensus error c. the acceptance error d. self-serving bias
D
Which of the following personality types would most likely display the most consistent behavior "across situations"? a. External locus of control b. High self efficacy c. High self monitor d. Low self monitor
D
Which of the following results regarding impression management and employment interviews has not been supported by research? a. Impression management is associated with higher interview performance. b. Impression management is associated with increasing the probability of a site visit. c. Impression management is associated with higher probabilities of getting hired. d. Impression management is associated with higher starting salaries.
D
Which trait is associated with less absenteeism at work? a. low self-esteem b. external locus of control c. general self-efficacy d. positive affect
D
Which type of situation is interpreted the same way by different individuals, evoking agreement on the appropriate behavior in the situation? a. weak situation b. middle situation c. ambiguous situation d. strong situation
D
The three major categories of factors that influence one's perception of another person include: a. characteristics of the perceiver, the target, and the situation b. availability of information, the target person, and the situation c. recentcy of information, availability of information, and consistency of information d. characteristics of ourselves, the target person, and consistency of information
a
In an interview situation, the interviewer's first impression of the interviewee (or target) is likely to be based upon: a. nonverbal cues of the target b. verbal communication by the target c. the intentions of the target d. the target's physical appearance
d
The ability of an individual to perceive multiple characteristics of another person rather than attend to just a few traits is a function of their: a. attention span b. ability to focus c. cognitive weighting d. cognitive complexity
d
