Deck 3: Perceiving Ourselves and Others in Organizations

Question 1

Self-concept can be described by three characteristics:

A) self, enhancement, and evaluation.
B) complexity, consistency, and clarity.
C) evaluation, verification, and complexity.
D) self, consistency, and clarity.
E) stability, clarity, and ambiguity.

Answer 1

complexity, consistency, and clarity.

Question 2

People who define themselves by their work have ________, which explains their tendency to have lower absenteeism and turnover.

A) low complexity
B) high complexity
C) self-esteem
D) high clarity
E) self-expansion

Answer 2

low complexity

Question 3

When people ________, they are motivated to confirm and maintain their existing self-concept.

A) have self-efficacy
B) have self-esteem
C) have self-verification
D) have self-enhancement
E) are self-centering

Answer 3

have self-verification

Question 4

Unlike self-enhancement, ________ includes seeking feedback that is not necessarily flattering.

A) self-esteem
B) self-efficacy
C) self-verification
D) self-centering
E) self-concept

Question 5

________ affects the perceptual process because employees are more likely to remember information that is consistent with their self-concept and nonconsciously screen out information (particularly negative information) that seems inconsistent with it.

A) Self-esteem
B) Self-efficacy
C) Self-verification
D) Self-centering
E) Self-concept

Question 6

When a person exhibits a "can-do" attitude, they have high

A) self-esteem.
B) self-verification.
C) locus of control.
D) self-efficacy.
E) empathy.

Question 7

________ is the process of attending to some information received by our senses and ignoring other information.

A) Personal identification
B) Social learning
C) Projection
D) Stereotyping
E) Selective attention

Question 8

Many students have an image of a "typical" classroom lecture setup: desks facing front, instructor in front, etc. This image is perceptually known as a(n)

A) mental model.
B) self-fullfilling prophecy.
C) external attribution.
D) confirmation bias.
E) stereotype.

Question 9

Juan scans the work area, notices that there is a lot of loud talking and individuals seem frustrated about not being heard. He is trying to make sense of the scene using

A) attributions
B) perception.
C) stereotyping.
D) social identification.
E) motivation.

Question 10

When information is received through the senses, ________ help(s) us store information in memory.

A) selective attention
B) emotional markers
C) stereotyping
D) confirmation bias
E) perception

Question 11

A person is browsing a store, and there are a lot of stimuli in the environment. Which of the following occurs first?

A) selective attention and emotional marker response
B) perceptual organization and interpretation
C) selective attention and perceptual interpretation
D) emotional marker response and attitude formation
E) behavior

Question 12

Which of the following would be an internal attribution about your behaviour or performance?

A) Your declining sales this quarter are due to worsening economic conditions.
B) The company's awkward information system makes it difficult to keep clients informed.
C) Your higher quality service this past year has been due largely to helpful coworkers.
D) You were unable to complete the product on time because the machinery kept jamming.
E) Your success this year is due mainly to your motivation to work hard.

Question 13

Which attribution factor is high for both internal and external attributions?

A) clarity
B) distinctiveness
C) consistency
D) consensus
E) locus of control

Question 14

If José takes credit for work done on time, but blames his coworkers for his delays, his perception of the situation may be due to

A) fundamental attribution error.
B) primacy effect.
C) self-fulfilling prophecy.
D) self-serving bias.
E) projection bias.

Question 15

Self-fulfilling prophecies are more likely to occur

A) when the employee has strong self-confidence.
B) at the beginning of the employment or work relationship.
C) when the person works alone without coworkers or supervision.
D) only after the employee has been working for more than a year with a supervisor and/or specific coworkers.
E) when several people in the office hold the same view of the employee.

Question 16

The emerging theory of positive organizational behavior stems from which perceptual process?

A) self-serving bias
B) attribution
C) stereotyping
D) discrimination
E) self-fulfilling prophecy

Question 17

A manager notices that a new hire always dresses very professionally. The manager concludes that this employee acts professionally. This is an example of

A) projection bias.
B) the halo effect.
C) selective attention.
D) a self-serving bias.
E) stereotyping.

Question 18

Wendy is presenting at an important meeting. She presents her ideas, and everyone is silent. Wendy assumes that the silence indicates agreement. Which perceptual error explains Wendy's conclusion?

A) halo effect
B) false-consensus effect
C) primacy effect
D) recency effect
E) attribution

Question 19

At one time, many Americans shared the perception that people in New York City were rude and everyone from California was "laid back." This represents which aspect of stereotyping?

A) homogenization
B) differentiation
C) categorization
D) discrimination
E) stereotype threat

Question 20

________ is often subtle, but it can escalate into a "good guy-bad guy" contrast when groups engage in overt conflict with each other.

A) Social identity
B) Empathy
C) Homogenization
D) Differentiation
E) Categorization

Question 21

Unintentional discrimination occurs when decision makers rely on ________ to establish notions of the "ideal" person.

A) stereotypes
B) empathy
C) homogenization
D) differentiation
E) categorization

Question 22

By viewing someone (including yourself) as a New Yorker, for example, you remove that person's individuality and, instead, see him or her as a prototypical representative of the group called New Yorkers. This process then allows you to distinguish New Yorkers from people who live in, say, Texas or North Carolina. This is an example of

A) attribution process.
B) self-identification.
C) homogenization.
D) differentiation.
E) categorization.

Question 23

You are more likely to make a(n) ________ about someone's poor performance if you have also observed the person performing a task poorly in the past and have observed other employees performing the task well.

A) internal attribution
B) self-identification
C) external attribution
D) self-serving bias
E) fundamental attribution error

Question 24

You attribute a classmate's poor test performance to their laziness and lack of studying, even though they had been very ill recently. This is an example of

A) the halo effect.
B) the false-consensus effect.
C) the fundamental attribution error.
D) discrimination.
E) the self-serving bias.

Question 25

The ________ would cause a supervisor to believe that an employee's lateness is due to a lack of motivation to attend work rather than factors beyond the employee's control.

A) self-fulfilling prophecy
B) self-serving bias
C) Johari window
D) halo effect
E) fundamental attribution error

Question 26

The self-fulfilling prophecy effect is ________ at the beginning of a relationship.

A) weaker
B) neutral
C) stronger
D) dependable
E) uncertain

Question 27

You have a history of low achievement. You are more likely to be influenced by the ________ effect than high achievement oriented people.

A) halo
B) regency
C) self-fulfilling prophecy
D) false-consensus
E) primacy

Question 28

A manager believes in the philosophy of ________. His self-fulfilling prophecies are likely to improve organizational performance.

A) halo effect
B) regency effect
C) positive organizational behavior
D) false-consensus effect
E) primacy effect

Question 29

Each of the four Johari windows is based on

A) whether your own values, beliefs, and experiences are known to you and to others.
B) the extent to which others agree with your values and beliefs.
C) how consistent your values are with cultural values.
D) the extent to which you stereotype others.
E) the self-fulfilling prophecy.

Question 30

The Johari Window relies on direct conversations about ourselves and others. _________ is a more indirect approach to improving self-awareness and mutual understanding.

A) The blind area
B) Meaningful interaction
C) The open area
D) Homogenization
E) Empathy

Question 31

According to the Johari Window, the ________ area is reduced through disclosure.

A) open
B) hidden
C) blind
D) value
E) unknown

Question 32

According to the Johari Window, the ________ area includes your values, beliefs, and experiences that are buried so deeply that neither you nor others are aware of them.

A) open
B) hidden
C) blind
D) value
E) unknown

Question 33

When you have developed an awareness of and openness to others, you have developed a

A) social identity.
B) global mindset.
C) contingency bias.
D) self-concept.
E) managerial skill.

Question 34

Which of the following is a feature of an individual who has developed a global mindset?

A) They also have less knowledge and appreciation of many cultures.
B) They judge the competence of others by their national or ethnic origins.
C) They use words and behaviors that are incompatible with the local culture.
D) They are able to process and analyze large volumes of information in new and diverse situations.
E) They only have the capacity to quickly develop useful mental models of situations, particularly at a local level of analysis.

Question 35

Which of the following statements about individuals who have developed a global mindset is correct?

A) Practically speaking, a global mindset is of little value to organizations.
B) A global mindset begins with self-awareness.
C) A global mindet is fully developed through diversity training.
D) A global mindset is strongest when cultural immersion is low.
E) A global mindset does not require empathy.

Question 36

A global mindset develops through better knowledge of people and cultures. Some of that knowledge is acquired through formal programs, such as expatriate and diversity training, but deeper absorption results from

A) full immersion in the culture.
B) learning the language.
C) eating the food.
D) conversing over video conferencing.
E) vacationing in the country.

Question 37

Kieran, a production worker in a doll manufacturing plant, recently changed positions on the manufacturing line from painting the eyes to attaching arms to each doll. In the past, his work was always impeccable with a very low rate of mistakes, but since the switch, the quality team has found numerous dolls with arms that were haphazardly attached. A majority of the flawed-arm dolls are from Kieran's assembly line.

-It could probably be said that because of his history with excellent quality, in this situation, Kieran would be considered to have

A) high consistency and high distinctiveness.
B) low consistency and high distinctiveness.
C) low consensus and low consistency.
D) low distinctiveness and high consistency.
E) high consensus and high distinctiveness.

Question 38

Kieran, a production worker in a doll manufacturing plant, recently changed positions on the manufacturing line from painting the eyes to attaching arms to each doll. In the past, his work was always impeccable with a very low rate of mistakes, but since the switch, the quality team has found numerous dolls with arms that were haphazardly attached. A majority of the flawed-arm dolls are from Kieran's assembly line.

-When his supervisor approached him about his quality issues, Kieran replied that lately he has been having a string of bad luck. In the past, when praised for his excellent quality doll eyes, Kieran always took the credit and boasted about his abilities. Kieran is exhibiting

A) the fundamental attribution error.
B) a correspondence bias.
C) a self-serving bias.
D) a self-fulfilling prophecy.
E) the halo effect.

Question 39

Emmie got a job transfer from Italy to New York. Soon, she started to understand the mental models held by colleagues from other cultures, as well as their emotional experiences in a given situation. Further, she started to effectively use words and behaviors that were compatible with the local culture of New York.

-Before leaving Italy, Emmie believed that all New Yorkers were rude, loud, and apathetic to strangers. Her views changed after several months of close contact with her new coworkers. This change is a result of

A) stereotyping.
B) the contact hypothesis.
C) a global mindset.
D) empathy.
E) disclosure.

Question 40

Emmie got a job transfer from Italy to New York. Soon, she started to understand the mental models held by colleagues from other cultures, as well as their emotional experiences in a given situation. Further, she started to effectively use words and behaviors that were compatible with the local culture of New York.

-Which of the following features of a global mindset occurred in Emmie's life?

A) the ability to process complex information about novel environments
B) the capacity to empathize and act effectively across cultures
C) the capacity to comprehend and reconcile intracultural matters
D) the ability to develop more of a local than a global frame of reference about their business
E) the ability to comprehend and reconcile intercultural matters with multiple levels of thinking

Question 41

High consistency exists when the individual's identities are compatible with one another and with his or her actual personality traits, values, and other attributes.

Question 42

One problem that can occur with perceptual organization is the confirmation bias.

Question 43

One problem with diversity awareness training is that teaching people to reject incorrect stereotypes can have the unintended effect of reinforcing rather than reducing reliance on those stereotypes.

Question 44

One way to increase the open area of the Johari window is through disclosure of one's beliefs and feelings.

Question 45

The contact hypothesis states that, under certain conditions, people who interact with one another will be less perceptually biased because they have a more personal understanding of the other person.