Question 1

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

Accepted Answer

Employee job satisfaction has been shown to have a positive impact on performance, productivity, and retention rates. As a result, managers should prioritize strategies that improve job satisfaction in order to boost overall organizational success.

Question 2

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

Accepted Answer

This statement is true as diversity includes both differences and similarities in a variety of areas such as age, gender, race, religion, ethnicity, sexual orientation, capabilities, and socioeconomic background.

Question 3

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

Accepted Answer

This is true. Self-serving bias is a tendency for people to attribute success to their own abilities and efforts, but to attribute failure to external factors such as bad luck or difficult circumstances.

Question 4

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 is a cognitive bias where one's overall impression of a person (based on a single trait, such as attractiveness) influences their perceptions and evaluations of other aspects of that person's character or abilities (such as job performance). In this case, Lee's positive impression of Jim's outgoing and attractive nature may lead her to assume that he will excel at the job, while undervaluing Judy's potential based on her quieter demeanor.

Question 5

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 indeed shown that by raising managers' expectations for individuals performing a wide variety of tasks, higher levels of achievement and productivity can be achieved. This is known as the Pygmalion effect, where people perform better when they are expected to perform better.

Question 6

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 7

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 8

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

This statement is true. Studies have shown that employees who are satisfied with their job experience stronger motivation, job involvement, and organizational commitment. They are also less likely to be absent or tardy, turnover, and experience perceived stress. Additionally, job satisfaction has been found to have a positive impact on an individual's overall life satisfaction.

Question 9

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 10

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 11

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

The Pygmalion effect is a phenomenon where higher expectations lead to improved performance. Encouraging employees to visualize failing is not consistent with creating higher expectations and is therefore not an effective way to create the Pygmalion effect.

Question 12

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

Tracy's behavior demonstrates organizational citizenship, which involves going above and beyond one's job duties to contribute positively to the workplace environment and the success of the organization. By showing interest in her colleagues' projects and goals, Tracy is building relationships, promoting teamwork, and fostering a culture of collaboration and support within the company.

Question 13

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 refers to the tendency for an overall impression of a person to influence the way we feel and think about their character, personality traits, behavior, and other aspects. This can be either positive or negative. The term "horn effect" or "devil effect" has been used to describe the reverse phenomenon where a single negative trait or behavior can color our perception of the person as a whole.

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

This scenario fits the definition of a self-fulfilling prophecy, where the expectations of an individual influence their behavior and ultimately lead to the expected outcome. In this case, the server's expectation of a lower tip caused them to give poor service, which in turn resulted in the expected lower tip.

Question 15

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

Studies have shown that individuals with higher cognitive ability scores are less likely to engage in violent or destructive behavior in the workplace.

Question 16

"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

This statement attributes Joe's behavior solely to lack of willpower, while justifying one's own behavior as a response to external pressure. It demonstrates the fundamental attribution error, where we tend to attribute others' behavior to internal factors while justifying our own behavior based on external factors.

Question 17

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

The recency effect refers to the tendency for people to weigh recent information more heavily than older information when making decisions. In this scenario, investors are more likely to buy a stock if they recently saw news about it or if it had a high one-day return which are both recent events.

Question 18

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

Expecting employees to perform badly can create a self-fulfilling prophecy and can decrease employee motivation and confidence. On the other hand, having high expectations can motivate employees to perform better and strive towards achieving their goals. Therefore, expecting employees to perform well can lead to better performance outcomes.

Question 19

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

This statement is true. Students are often prone to using self-serving bias when analyzing their performance on exams, especially if they receive a lower grade such as a D. Instead of taking full responsibility for their academic performance, they are likely to blame external factors such as bad luck, unclear lectures, and unfair testing. This allows them to maintain their self-esteem and avoid feelings of failure or inadequacy.

Question 20

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

Accepted Answer

Research has consistently shown a positive correlation between organizational commitment and both job satisfaction and job performance.

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