Deck 3: Perceiving Ourselves and Others in Organizations

Question 1

Selective attention occurs after incoming information is organized and interpreted.

Answer 1

False

Question 2

Social identity theory explains why we see unique characteristics in everyone else but not in ourselves.

Answer 2

False

Question 3

Seeing a trend in a sequence of sales figures involves the process of categorical thinking.

Answer 3

True

Question 4

Our emotions influence what we recognize or screen out.

Question 5

Confirmation bias causes us to screen out information that is contrary to our values and assumptions.

Question 6

A person's expectations make them more sensitive to incoming information,but also less sensitive to unexpected information.

Question 7

We are more likely to notice objects with features that are repetitive,intense and in motion.

Question 8

People have a natural and conscious tendency to seek out information that supports their self-concept.

Question 9

The perceptual process begins by attributing behaviour to internal or external causes.

Question 10

Mental models that give us a rich understanding of one's environment may cause us to screen out or ineffectively organize information in another environment.

Question 11

A person's social identity is a complex combination of his or her memberships in many groups.

Question 12

Homogenization and differentiation are two activities in the process of forming and maintaining our social identity.

Question 13

Social identity theory explains the dynamics of social perception.

Question 14

Employees can break out of their existing mental models by working with colleagues from diverse backgrounds who bring different mental models to the workplace.

Question 15

Social identity theory states that we define ourselves in terms of our differences with people who belong to other social categories.

Question 16

Social identity theory states that the observer's expectation of others causes the observed person to act in ways consistent with the observer's expectations.

Question 17

Social identity process includes categorization and attribution activities.

Question 18

According to social identity theory,we tend to see unique characteristics in every person who is different from us.

Question 19

Categorical thinking is mostly a conscious process of deciding what information in the environment to notice.

Question 20

Grouping people and objects into recognizable patterns is part of the selective attention process.

Question 21

When making an internal or external attribution about a person's behaviour,we tend to look at whether the person has acted this way in the past and other situations,and whether other people act similarly in this situation.

Question 22

Stereotyping is an extension of the social identity process.

Question 23

The first step in a self-fulfilling prophecy occurs when the observer acts differently towards people with whom he or she has high expectations than towards those with whom he or she has low expectations.

Question 24

The three steps in stereotyping,in order,are: (a)identify negative information,(b)behave in ways consistent with previous expectations and (c)watch the employee form a positive or negative opinion of you.

Question 25

Attribution theory mainly explains the selective attention process.

Question 26

We can eliminate the activation of stereotyping by choosing to ignore stereotypic information.

Question 27

People who believe that their successful completion of a project is due to their skill and hard work are making an internal attribution.

Question 28

Self-serving bias is the tendency to take credit for our successes and blame others or the situation for our mistakes.

Question 29

People tend to make an internal attribution about someone's behaviour if that person has rarely acted like this either in the past or in other situations.

Question 30

You are more likely to make an internal attribution about someone's poor performance if you have also observed the person performing that task poorly in the past and have observed other employees performing the task well.

Question 31

Stereotyping is partly responsible for prejudice and discrimination.

Question 32

One problem with stereotyping is that few traits assigned to a particular social category accurately describe every person identified with that group.

Question 33

Self-fulfilling prophecy may result in either better or worse performance than if the employee is not exposed to the self-fulfilling prophecy effect.

Question 34

Employee satisfaction with work accomplishments is influenced to a large degree by whether they take credit for those accomplishments or attribute the success to external causes.

Question 35

Stereotyping is a natural process that helps us to economize mental effort.

Question 36

Self-fulfilling prophecy occurs whenever supervisors accurately predict the future performance of recently hired employees.

Question 37

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

Question 38

Fundamental attribution error refers to the tendency to attribute the behaviour of other people to internal factors more than external factors.

Question 39

Self-fulfilling prophecy tends to have a stronger effect on employees who are new to the job than on employees who have worked in that job for a few years.

Question 40

The easiest way to minimize stereotyping is by preventing the activation of stereotypes in our heads.

Question 41

Interacting with people from other backgrounds is more likely to minimize perceptual biases when these people have equal status with you throughout the interaction.

Question 42

The more we interact with someone,the more we rely on stereotypes to understand that individual.

Question 43

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

Question 44

The main objective of the Johari Window process is to maintain the same amount of information about yourself in each of the four quadrants.

Question 45

Primacy and recency effects are two attribution errors.

Question 46

The contact hypothesis states that the more individuals interact with one another,the less they rely on stereotypes to perceive each other.

Question 47

The four areas of the Johari Window are open,closed,internal and external.

Question 48

The only way to know whether an employee has learned something is if there is a relatively permanent change in the employee's behaviour.

Question 49

Learning influences our motivation,role perceptions and ability.

Question 50

The primacy effect causes interviewers to ignore information presented at the beginning of the interview and to pay more attention to information presented later in the interview.

Question 51

People who learn to empathize with others are less likely to engage in attribution errors.

Question 52

Diversity awareness programs are designed specifically to correct deep-rooted prejudice and intolerance in the workplace.

Question 53

Diversity awareness programs mainly educate employees about the value of diversity and the problems with stereotyping.

Question 54

The primacy effect occurs because we have a strong need to quickly make sense of other people.

Question 55

One of the most effective ways to minimize negative self-fulfilling prophecy is to make managers aware of the power of positive expectations.

Question 56

When demonstrating how to perform a task,you are transferring explicit knowledge (rather than tacit knowledge).

Question 57

According to the halo effect,a supervisor's initial expectations of you influence your behaviour so that you are more likely to act consistently with those expectations.

Question 58

The recency effect occurs when a person's annual performance evaluation is heavily influenced by performance results over the last month.

Question 59

The halo effect occurs when one characteristic of a person shapes our general impression of that person which,in turn,biases our perceptions about the other characteristics of that person.

Question 60

The Johari Window is a training program that teaches employees how to change their personality.

Question 61

Behaviour modification emphasizes human thoughts rather than the environment as the source of all learning.

Question 62

According to behaviour modification theory,people learn to anticipate consequences mainly by observing the experiences of other people.

Question 63

Tacit knowledge is mainly learned through observation and experience.

Question 64

The main problem with behavioural modelling is that it transfers explicit knowledge,but not tacit knowledge.

Question 65

One problem with experiential learning is that it captures explicit knowledge,but overlooks tacit knowledge.

Question 66

Behavioural modelling can increase an observer's self-confidence.

Question 67

One problem with behaviour modification programs is that some employees view the variable ratio schedule of reinforcement as a form of gambling,like a lottery.

Question 68

Punishment decreases the frequency of future behaviour whereas negative reinforcement increases or maintains the frequency of future behaviour.

Question 69

If you praise an employee every time after he or she has performed the job well,then extinction of the desired behaviours is less likely to occur after you stop giving any more praise.

Question 70

Tacit knowledge is best learned through formal classroom instruction.

Question 71

Negative reinforcement occurs when the introduction of a consequence increases or maintains the frequency or future probability of a behaviour.

Question 72

Behaviour modification is an effective strategy for helping employees to improve their decision making and other conceptual activities.

Question 73

People transfer explicit knowledge when they have to show you how to perform a task because they are unable to describe the information clearly enough.

Question 74

Experiential learning model is an eight-stage process where people first learn explicit and later tacit knowledge.

Question 75

The variable ratio schedule of reinforcement makes behaviour highly resistant to extinction.

Question 76

Most knowledge in organizations is tacit rather than explicit.

Question 77

Research has concluded that punishment and negative reinforcement should never be used in organizational settings.

Question 78

According to social learning theory,people can reinforce their own behaviour.

Question 79

Continuous reinforcement provides the most rapid learning of the targeted behaviour.

Question 80

In behaviour modification,antecedents refer to environmental cues,informing employees that certain behaviours will have particular consequences.