Deck 11: Managing Individual Differences and Behavior: Supervising People As People

Question 1

Internals likely would prefer and respond more productively to incentives such as merit pay or sales commissions.

Answer 1

True
Explanation: Since internals seem to have a greater belief that their actions have a direct effect on the consequences of that action,internals likely would prefer and respond more productively to incentives such as merit pay or sales commissions.

Question 2

Integrity tests are ineffective because dishonest people are able to fake conscientiousness,even on a paper-and-pencil test.

Answer 2

False
Explanation: Dishonest job applicants can often be screened by integrity tests,since dishonest people are reportedly unable to fake conscientiousness,even on a paper-and-pencil test.

Question 3

Employees with high self-efficacy need lots of constructive pointers and positive feedback.

Answer 3

False
Explanation: Self-efficacy refers to the belief in one's personal ability to do a task.It is a quality that can be nurtured.Employees with low self-efficacy need lots of constructive pointers and positive feedback.

Question 4

If you have a personal belief that you have ability to do a task and that you have what it takes to succeed,you would be best described as having self-efficacy.

Question 5

Individuals with an external locus of control tend to display greater work motivation,which leads to higher salaries.

Question 6

Personality is defined as the stable psychological traits and behavioral attributes that give a person his or her identity.

Question 7

Extroversion is one of the Big Five personality traits and is a measure of how outgoing,talkative,sociable,and assertive a person is.

Question 8

One of the Big Five personality dimensions is introversion.

Question 9

Values are abstract ideals-global beliefs and feelings-that are directed toward all objects,people,events,or activities.

Question 10

Emotional stability is the Big Five personality trait that refers to how dependable,responsible,achievement-oriented,and persistent one is.

Question 11

Type A behavior pattern indicates that people have the personality characteristic that involves them in a chronic,determined struggle to accomplish more in less time.

Question 12

Extroversion is a stronger predictor of job performance than agreeableness.

Question 13

People with low levels of emotional stability are prone to anxiety and tend to view the world negatively,whereas people with high levels tend to show better job performance.

Question 14

Self-efficacy is the debilitating lack of faith in one's ability to control one's environment.

Question 15

Promotional decisions are no longer affected by sex-role stereotyping.

Question 16

Low self-esteem can be raised more by having the persons think of desirable characteristics they possess,rather than focusing on undesirable characteristics they do not have.

Question 17

People with high self-esteem take fewer risks and handle failure worse than those with low self-esteem.

Question 18

Fundamental attribution bias,for example,is when Europeans blamed Wall Street for the 2010 economic collapse in Greece.

Question 19

Personality test data should be supplemented with information from reference checks,personal interviews,ability tests,and job performance records when hiring.

Question 20

The personality trait of openness to experience has the strongest positive correlation with job performance.

Question 21

EI is an interdisciplinary field dedicated to better understanding and management of people at work.

Question 22

The last step of the perception process is selective attention in which you ask,"Did I notice something?"

Question 23

Lifelong behavior patterns are dictated by values that are fairly well set by age six.

Question 24

Extroversion is the most essential trait of emotional intelligence.

Question 25

Perception is the process of interpreting and understanding one's environment.

Question 26

Both the halo effect and the recency effect are types of distortion in perception.

Question 27

"I don't like socializing with my coworkers outside of work" is an example of the affective component of an attitude.

Question 28

Belittling the importance of one's inconsistent behavior is a way to increase cognitive dissonance.

Question 29

When Jodi was pregnant with her first child,she drank a beer at lunch despite reading the label that said consumption of alcohol during pregnancy has been linked to birth defects.Jodi could have experienced cognitive dissonance because she knows about the warning,but still drank the beer.

Question 30

A smoker who claims that the habit is not as dangerous as antismoking messages suggest,saying "My grandmother smokes and she's in her 80s," is attempting to increase cognitive dissonance.

Question 31

An attitude is a learned predisposition toward a specific object.

Question 32

As an emotional intelligence trait,relationship management refers to the ability to communicate clearly,disarm conflicts,and build strong personal bonds.

Question 33

Values are abstract ideals that are directed toward all objects,people,or events consistently over time and related situations.

Question 34

People tend to prefer male bosses and generally view women leaders as being less effective than men,an example of sex-role stereotyping.

Question 35

Status is not a common value held in the workplace.

Question 36

The intentional component of an attitude consists of the feelings or emotions one has about a situation.

Question 37

Cognitive dissonance,according to Leon Festinger,describes the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior.

Question 38

As employees' age increases,their job involvement,motivation,organizational commitment,and satisfaction decrease.

Question 39

The behavioral component of an attitude refers to how one intends or expects to behave toward a situation.

Question 40

Stereotyping is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs.

Question 41

Investors who are more likely to buy a stock if they see something about it in the news or if it has a high one-day return are an example of the recency effect.

Question 42

Job satisfaction reflects the extent to which an employee identifies with an organization and is dedicated to its goals.

Question 43

Race is one of the four layers of diversity on Gardenswartz and Rowe's diversity wheel.

Question 44

In self-serving bias,people tend to take more personal responsibility for success than for failure.

Question 45

Employee job satisfaction is a key work attitude managers should consider when trying to increase performance.

Question 46

Diversity encompasses both differences and similarities in age,gender,race,religion,ethnicity,sexual orientation,capabilities,and socioeconomic background.

Question 47

Research has shown that by raising managers' expectations for individuals performing a wide variety of tasks,higher levels of achievement and productivity can be achieved.

Question 48

The way students typically analyze their performance on exams shows self-serving bias,with students earning Ds blaming factors such as bad luck,unclear lectures,and unfair testing.

Question 49

The halo effect is also called the horn-and-halo effect because not only can a single positive trait be generalized into an array of positive traits,but the reverse is also true.

Question 50

One of the ways to create a Pygmalion effect is to encourage employees to visualize failing at executing tasks and use their fear of failure to motivate them.

Question 51

Tracy exhibited organizational citizenship when she asked her colleagues from other departments about their projects and what they were trying to accomplish with genuine interest.

Question 52

Absenteeism is when an employee does not show up for work every day.

Question 53

Turnover helps employees integrate and transition to new jobs by making them familiar with corporate policies,procedures,culture,and politics by clarifying work-role expectations and responsibilities.

Question 54

An example of a self-fulfilling prophecy is a server who expects some poorly dressed customers to be stingy tippers,who therefore gives them poor service and so gets the result he or she expected-a much lower tip than usual.

Question 55

"Joe drinks too much because he has no willpower;but I need a few drinks after work because I'm under a lot of pressure" is an example of an attribution statement.

Question 56

Key correlates of job satisfaction are stronger motivation,job involvement,organizational commitment,and life satisfaction and less absenteeism,tardiness,turnover,and perceived stress.

Question 57

Applicants scoring higher on cognitive ability (intelligence)tests are less likely to be involved in violence and property damage after they are hired.

Question 58

Lee has hired two new employees for her team,Jim and Judy.Jim is outgoing and attractive,while Judy is very bright but seems quiet and unsure.Lee immediately expects Jim to outperform Judy at the job.Lee is likely experiencing the halo effect.

Question 59

As a manager,when you expect employees to perform badly,they probably will,and when you expect them to perform well,they probably will perform badly too.

Question 60

Studies show a correlation between organizational commitment and job satisfaction and job performance.

Question 61

Both low and high levels of stress can lead to low workplace performance.

Question 62

On Gardenswartz and Rowe's diversity wheel,external dimensions of diversity consist of the personal characteristics that people acquire,discard,or modify throughout their lives.

Question 63

Illegal immigrants dramatically impact the U.S.economy.

Question 64

Extra staff to cover the lunch hour rush for a busy downtown restaurant,Salads and Soup,is an example of a buffer that the manager used to prevent employee burnout,as well as meet customer demand.

Question 65

A student carrying a full course load plus working full time plus trying to have a social life may experience role overload.

Question 66

Your supervisor says the company needs you to stay late to meet an important deadline,but your family expects you to be present for your child's birthday party.This is an example of role overload.

Question 67

Type A behavior has been associated with increased work performance,high blood pressure,and heart disease.

Question 68

In today's workplaces,the further up the pay scale and the higher the education level,the narrower the earnings gap becomes between men and women.

Question 69

Workplace stress diminishes all of the following except _____.

A)positive emotions
B)job satisfaction
C)organizational commitment
D)job performance
E)job turnover

Question 70

Employee assistance programs (EAPs)are aimed at helping employees cope with stress,burnout,substance abuse,health-related problems,family and marital issues,and any general problem that negatively influences job performance.

Question 71

On Gardenswartz and Rowe's diversity wheel,internal dimensions of diversity such as gender,age,ethnicity,race,sexual orientation,and physical abilities strongly influence our attitudes and expectations and assumptions about other people,which in turn influence our own behavior.

Question 72

Literacy is no longer a problem in the American workforce.

Question 73

The Americans with Disabilities Act requires organizations to make only reasonable accommodations for an individual's disabilities.

Question 74

Burnout is a state of emotional,mental,and physical exhaustion,expressed as listlessness,indifference,or frustration.

Question 75

High-paid workers are particularly apt to suffer stress more than lower-level workers.

Question 76

Stress is the tension and pressure people feel when they are facing or enduring extraordinary demands,constraints,or opportunities and are uncertain about their ability to handle them effectively.

Question 77

Roberto finds his job description and the criteria for promotion vague,an example of role ambiguity.

Question 78

Internal dimensions,such as age,gender,and race,are at the center of Gardenswartz and Rowe's diversity wheel.

Question 79

If managers are concerned about hiring and keeping workplace talent,they shouldn't ignore the motivation and productivity of the 3.4% lesbian,gay,bisexual,or transgendered (LGBT)people in the workforce.

Question 80

The glass ceiling is a concept that applies to women,but not to minorities.