Question 1

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.

Accepted Answer

Investors (even professionals),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 2

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

Accepted Answer

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

Question 3

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

Accepted Answer

To help distinguish the important ways in which people differ,diversity experts Lee Gardenswartz and Anita Rowe have identified a diversity wheel consisting of four layers of diversity: (1)personality, (2)internal dimensions (including race), (3)external dimensions,and (4)organizational dimensions (see Figure 11.3).

Question 4

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

Accepted Answer

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

Question 5

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

Accepted Answer

One comprehensive study found that (1)job satisfaction and performance are moderately related,meaning that employee job satisfaction is a key work attitude managers should consider when trying to increase performance;but (2)the relationship between satisfaction and performance is complex and it seems that both variables influence each other through a host of individual differences and work-environment characteristics.

Question 6

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

Accepted Answer

Diversity represents all the ways people are unlike and alike.Diversity is not synonymous with differences.Rather,it encompasses both differences and similarities.

Question 7

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.

Accepted Answer

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 8

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.

Accepted Answer

In self-serving bias,people tend to take more personal responsibility for success than for failure.The way students typically analyze their performance on exams shows self-serving bias,with students earning As likely to attribute their grade to high ability or hard work and students earning Ds blaming factors such as bad luck,unclear lectures,and unfair testing.

Question 9

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.

Accepted Answer

The halo effect occurs when we form an impression of an individual based on a single trait,such as being attractive.The phenomenon 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 10

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.

Accepted Answer

Positive self-expectations are the foundation for creating an organization-wide Pygmalion effect,and managers can create positive performance expectations in a variety of ways,including encouraging employees to visualize the successful execution of tasks.

Question 11

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.

Accepted Answer

Organizational citizenship behaviors are those employee behaviors that are not directly part of employees' job descriptions,and that exceed their work-rule requirements.One example includes expression of personal interest in the work of others.

Question 12

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

Accepted Answer

Absenteeism is when an employee doesn't show up for work.Turnover is when employees leave their jobs.

Question 13

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.

Accepted Answer

Onboarding programs help 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 14

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.

Accepted Answer

The self-fulfilling prophecy,also known as the Pygmalion effect describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true.Expectations are important.An example 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 15

"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.

Accepted Answer

Causal attribution is the activity of inferring causes for observed behavior.Rightly or wrongly,we constantly formulate cause-and-effect explanations for our own and others' behavior.Attribution statements such as the following are common: "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."

Question 16

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

Accepted Answer

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

Question 17

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

Accepted Answer

It is more desirable to take preventive measures against counterproductive work behaviors (CWB).One way is to screen for CWB during the hiring process.For instance,it has been found that applicants scoring higher on cognitive ability (intelligence)tests are less likely to be involved in violence and property damage after they are hired.

Question 18

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.

Accepted Answer

The halo effect occurs when we form an impression of an individual based on a single trait,such as being attractive."Employers (wrongly)expect good-looking workers to perform better than their less-attractive counterparts under both visual and oral interaction," said the researchers,"even after controlling for individual worker characteristics and worker confidence." Here,Lee is experiencing the halo effect.

Question 19

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.

Accepted Answer

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

Question 20

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

Accepted Answer

Research shows a strong positive relationship between organizational commitment and job satisfaction and a moderate association with job performance.Thus,managers are advised to increase job satisfaction to elicit higher levels of commitment.In turn,higher commitment can facilitate higher performance.

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

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.

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

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

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

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

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

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.

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.

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.

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.

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.

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

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.

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.

"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.

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

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

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.

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.

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