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

Question 1

Across professions, extroversion is a stronger predictor of job performance than agreeableness.

Answer 1

True
Explanation: Extroversion is a stronger predictor of job performance than agreeableness, across all professions, according to researchers."It appears that being courteous, trusting, straightforward, and soft-hearted [that is, agreeableness] has a smaller impact on job performance," conclude the researchers, "than being talkative, active, and assertive [that is, extroversion]."

Question 2

Learned helplessness is the debilitating lack of faith in one's ability to control one's environment.

Answer 2

True
Explanation: Learned helplessness is the debilitating lack of faith in one's ability to control one's environment.

Question 3

Self-awareness is the extent to which people are able to observe their own behavior and adapt it to external situations.

Answer 3

False
Explanation: Self-monitoring is the extent to which people are able to observe their own behavior and adapt it to external situations.

Question 4

People with high self-esteem take more risks and handle failure better than those with low self-esteem.

Question 5

Often personality tests can be used effectively as the sole basis for hiring.

Question 6

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

Question 7

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

Question 8

One of the things that Millennials are looking for is a job with regular working hours.

Question 9

A person with an external locus of control is likely to respond more productively to merit pay incentives than one with an internal locus.

Question 10

While different from Gen Xers that were born in the generation before them, the Millennials can be managed in much the same way the Boomers are.

Question 11

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

Question 12

The opportunity to receive mentoring in the workplace is appealing to Millennials.

Question 13

One of the Big Five personality dimensions is emotional stability.

Question 14

The personality trait of conscientiousness has the strongest positive correlation with job performance.

Question 15

If you have a personal belief that you have what it takes to succeed, you would be best described as having an internal locus of control.

Question 16

Millennials should be provided with constant feedback and recognition in the workplace.

Question 17

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

Question 18

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

Question 19

The proactive personality has been associated with job satisfaction and commitment to one's employer.

Question 20

Low self-monitoring individuals tend to have greater career success than high self-monitors.

Question 21

Status is a common value held in the workplace.

Question 22

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

Question 23

The intentional component of an attitude is also known as the cognitive component.

Question 24

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

Question 25

As employees' age increases, so does their job involvement and satisfaction.

Question 26

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

Question 27

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 reduce cognitive dissonance.

Question 28

Lifelong behavior patterns are dictated by values that are fairly well set by the time people are in their early teens.

Question 29

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

Question 30

The first step of the perception process is selective attention.

Question 31

Stereotyping is holding negative notions about less privileged groups such as women or ethnic minorities.

Question 32

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

Question 33

Gina was pregnant with her first child, and she ordered a beer at lunch.She drank it despite reading the label that said consumption of alcohol during pregnancy has been linked to birth defects.Her actions are likely to cause cognitive dissonance in the other patrons in the restaurant.

Question 34

A value is a learned predisposition toward a specific object.

Question 35

Stereotyping is a type of distortion in perception.

Question 36

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

Question 37

Self-serving bias, according to Leon Festinger, describes the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior.

Question 38

In research, both men and women prefer male bosses.

Question 39

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

Question 40

Self-awareness is the most essential trait of emotional intelligence.

Question 41

Studies show a surprising lack of correlation between organizational commitment and job satisfaction.

Question 42

In the fundamental attribution bias, people tend to take more personal responsibility for success than for failure.

Question 43

One of the four layers of diversity on Gardenswartz and Rowe's diversity wheel is labeled as organizational dimensions.

Question 44

The activity of inferring causes for observed behavior is called causal attribution.

Question 45

Job security and feelings of psychological safety propel engagement among employees.

Question 46

Diversity is synonymous with differences.

Question 47

Violence is considered a dysfunctional work behavior.

Question 48

Turnover is very costly for an organization in terms of recruitment and training.

Question 49

High job satisfaction is a fundamental predictor of high job performance.

Question 50

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

Question 51

The self-fulfilling prophecy describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true.

Question 52

A student who blames his failing test grade on unclear lectures and a poorly worded exam rather than his limited effort likely has a self-serving bias.

Question 53

Job commitment is defined as an individual's involvement, satisfaction, and enthusiasm for work.

Question 54

Job satisfaction is correlated with lower absenteeism and turnover.

Question 55

The halo effect occurs only with positive traits.

Question 56

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

Question 57

While it would be desirable, there is currently no way to screen employees at hiring to prevent counterproductive work behaviors.

Question 58

When an employee does not show up for work every day it is known as turnover.

Question 59

At a working lunch with her boss and several people from other departments, Sanaa asked others about their projects and was genuinely interested in what they were trying to do.Here, Sanaa was exhibiting organizational citizenship.

Question 60

One of the ways to create a Pygmalion effect is to encourage employees to visualize the successful execution of tasks.

Question 61

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

Question 62

Stressors can be both positive and negative.

Question 63

Having to decide between working late at your boss's request or attending your child's birthday party is an example of role overload.

Question 64

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

Question 65

Boredom, irritability, and nervousness can be symptoms of stress.

Question 66

Employee assistance programs focus on self-responsibility, nutritional and environmental awareness, relaxation techniques, and physical fitness.

Question 67

Individuals have some ability to control their external dimensions of diversity.

Question 68

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

Question 69

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

Question 70

On Gardenswartz and Rowe's diversity wheel, internal dimensions of diversity include gender, age, and race.

Question 71

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

Question 72

Extra staff at peak periods is an example of buffers managers can use to prevent employee burnout.

Question 73

The glass ceiling is a concept that applies to both minorities and women.

Question 74

Millennials are more likely than older workers to

A)be very independent.
B)focus exclusively on financial rewards.
C)appreciate a slower pace.
D)want more hands-on guidance.
E)be more patient in seeing the results of their work.

Question 75

Ethnocentrism is a strong self-identification with one's race or ethnicity, often to the exclusion of other personal characteristics.

Question 76

Very low levels of stress lead to the best workplace performance.

Question 77

Personality is at the center of Gardenswartz and Rowe's diversity wheel.

Question 78

Declining literacy is a problem in the American workforce.

Question 79

Type A behavior has been associated with decreased work performance.

Question 80

Sets of behaviors that people expect of occupants of a position are known as roles.