Question 1

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.

Accepted Answer

Employees who are new to the job often have less information and experience than those who have been there for a few years. Therefore, they may be more susceptible to the self-fulfilling prophecy effect, where their expectations and beliefs about their job performance are influenced by the expectations and beliefs of others. With more experience, employees may have a better understanding of their strengths and limitations, as well as the nature of the job, which can reduce the impact of self-fulfilling prophecies.

Question 2

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

Accepted Answer

This is because if the self-fulfilling prophecy predicts success, it may boost the employee's confidence and motivation, resulting in better performance. On the other hand, if the self-fulfilling prophecy predicts failure, the employee may become discouraged and underperform.

Question 3

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.

Accepted Answer

The halo effect primarily refers to the cognitive bias where our overall impression of a person influences how we feel and think about their character, often leading to a skewing of evaluations based on unrelated qualities. It does not specifically describe the phenomenon of a person altering their behavior to meet someone else's expectations; that is more closely related to concepts like the self-fulfilling prophecy or the Pygmalion effect.

Question 4

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.

Accepted Answer

The primacy effect refers to the tendency to remember information presented at the beginning of a sequence better than information presented later. Therefore, interviewers may pay more attention to the information presented at the beginning of the interview due to the primacy effect.

Question 5

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

Accepted Answer

The primacy effect is the tendency for people to remember information that they encounter first better than information presented later. This is often because our brains have a strong need to quickly make sense of the world around us, and so we prioritize the information that we encounter first in order to form a coherent understanding of that information.

Question 6

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

Accepted Answer

The Johari Window model suggests that the hidden area can be reduced through self-disclosure, which involves sharing personal information or feelings with others, thereby increasing the open area.

Question 7

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

Accepted Answer

The recency effect refers to the tendency for people to more easily remember and give more weight to recent events or information, which can impact how they evaluate someone's performance. This can lead to an evaluation that is heavily influenced by performance in the last month, rather than considering the entire evaluation period.

Question 8

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.

Accepted Answer

The answer of The first step in a self-fulfilling prophecy...

Question 9

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.

Accepted Answer

The statement accurately describes the halo effect.

Question 10

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

Accepted Answer

Self-serving bias refers to the natural human inclination to attribute our successes to our abilities and our failures to external factors. This bias protects our self-esteem and enables us to feel good about ourselves, even in the face of setbacks.

Question 11

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

Accepted Answer

The four areas of the Johari Window are open, blind spot, hidden, and unknown.

Question 12

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

Accepted Answer

Self-fulfilling prophecy occurs when a supervisor's expectations and beliefs about an employee's performance influence their behavior and ultimately lead to the predicted outcome. It does not rely on accurate prediction of future performance.

Question 13

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

Accepted Answer

Diversity awareness programs aim to educate employees about the importance of diversity and inclusion and how to appreciate and respect differences among colleagues. These programs typically cover topics such as stereotypes, unconscious bias, cultural awareness, and communication skills. By raising awareness about these issues, companies can create a more inclusive and welcoming workplace for all employees.

Question 14

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

Accepted Answer

The main objective of the Johari Window process is to increase the information known about oneself and decrease the information unknown about oneself, particularly in the open and hidden areas. The goal is not to maintain an equal distribution of information in all quadrants.

Question 15

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

Accepted Answer

The contact hypothesis theory suggests that increased contact between different groups leads to lower prejudice and decreased reliance on stereotypes to perceive each other, ultimately promoting positive intergroup relations. Studies have shown that increased interaction can lead to greater understanding and appreciation of other groups, making people less likely to rely on pre-existing stereotypes.

Question 16

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

Accepted Answer

The Johari Window is not a program to change personality, but rather a tool used to increase self-awareness and communication skills.

Question 17

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

Accepted Answer

Increased interaction with someone typically leads to a better understanding of their individual characteristics, reducing the reliance on stereotypes.

Question 18

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

Accepted Answer

The answer of Diversity awareness programs are designed specifically to...

Question 19

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

Accepted Answer

The answer of One of the most effective ways to...

Question 20

Primacy and recency effects are two attribution errors.

Accepted Answer

Primacy and recency effects relate to memory, specifically the tendency to remember items at the beginning (primacy) and end (recency) of a list better than those in the middle, not to attribution errors. Attribution errors involve misattributing the causes of behavior, such as the fundamental attribution error or the actor-observer bias.

Quiz 3: Perceiving Ourselves and Others in Organizations