Question 1

The measure of the extent to which people in a country accept the fact that power in institutions and organisations is distributed unequally is called:

Accepted Answer

A) power distance. 
B) quantity of life. 
C) collectivism. 
D) institutional distribution theory. 
A) power distance. 
B) quantity of life. 
C) collectivism. 
D) institutional distribution theory. A

Question 2

The dimension of in- group collectivism within the GLOBE framework for assessing cultures represents:

Accepted Answer

A) the degree society encourages and rewards group members for excellence. 
B) the extent society rewards caring and kindness to others. 
C) the extent members of a society take pride in small group membership. 
D) the extent society encourages people to be assertive and competitive. 
A) the degree society encourages and rewards group members for excellence. 
B) the extent society rewards caring and kindness to others. 
C) the extent members of a society take pride in small group membership. 
D) the extent society encourages people to be assertive and competitive. C

Question 3

Which of the following personality shaping forces is not environmental?

Accepted Answer

A) family norms 
B) experience 
C) parents' height 
D) culture 
A) family norms 
B) experience 
C) parents' height 
D) culture C

Question 4

Which one of the following statements is true about the six personality types developed in Holland's personality- job fit theory?

Accepted Answer

A) People basically have similar personalities. 
B) Organisations can teach a person to have the proper personality type. 
C) Diagonally opposite types are most alike using Holland's typology framework. 
D) Satisfaction is high when one's personality type is congruent with his or her work environment. 
A) People basically have similar personalities. 
B) Organisations can teach a person to have the proper personality type. 
C) Diagonally opposite types are most alike using Holland's typology framework. 
D) Satisfaction is high when one's personality type is congruent with his or her work environment.

Question 5

Each country has a common personality type.

Accepted Answer

A) True 
 B)False

Question 6

Describe the Type A personality.

Accepted Answer

The Type A personality is always moving,

Question 7

entered the work force from the mid- 1960s through the mid- 1980s.

Accepted Answer

A) Boomers 
B) Xers 
C) Nexters 
D) Veterans 
A) Boomers 
B) Xers 
C) Nexters 
D) Veterans

Question 8

Which of the following is not one of Hofstede's five dimensions of national culture?

Accepted Answer

A) individualism vs.collectivism 
B) power distance 
C) long- term orientation 
D) language proficiency 
A) individualism vs.collectivism 
B) power distance 
C) long- term orientation 
D) language proficiency

Question 9

How would you describe an individual who is capable of presenting striking contradictions between who they are in public and who they are privately?

Accepted Answer

A) low self- esteem 
B) low self- monitoring 
C) high self- monitoring 
D) high self- esteem 
A) low self- esteem 
B) low self- monitoring 
C) high self- monitoring 
D) high self- esteem

Question 10

Low risk- takers make more rapid decisions.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is not included in the Big Five model?

Accepted Answer

A) agreeableness 
B) conscientiousness 
C) intelligence 
D) emotional stability 
A) agreeableness 
B) conscientiousness 
C) intelligence 
D) emotional stability

Question 12

Conscientiousness refers to an individual's propensity to defer to others.

Accepted Answer

A) True 
 B)False

Question 13

List and describe the two determinants of personality.

Accepted Answer

Personality is determined by heredity an

Question 14

Discuss the five value dimensions of national culture described by Hofstede.Explain where Australia ranks on each of the five dimensions.

Accepted Answer

Geert Hofstede's framework analyses vari

Question 15

theory suggested people in job environments congruent with their personality types should be more satisfied and are less likely to voluntarily resign than should people in incongruent jobs.

Accepted Answer

A) The GLOBE team's 
B) Hofstede's 
C) Nunnally's Big Five 
D) Holland's person- job fit 
A) The GLOBE team's 
B) Hofstede's 
C) Nunnally's Big Five 
D) Holland's person- job fit

Question 16

If personality characteristics were completely dictated by ,they would be fixed at birth and no amount of experience could alter them.

Accepted Answer

A) heredity 
B) job satisfaction 
C) environment 
D) situation 
A) heredity 
B) job satisfaction 
C) environment 
D) situation

Question 17

The Value Survey contains to sets of values which are instrumental values and:

Accepted Answer

A) attitudes. 
B) speed of decision making. 
C) ethical decision making. 
D) terminal values. 
A) attitudes. 
B) speed of decision making. 
C) ethical decision making. 
D) terminal values.

Question 18

People with internal locus of control tend to:

Accepted Answer

A) believe they have a lack of control in their lives. 
B) believe success is due to blind luck. 
C) have confidence in their ability to perform in their jobs. 
D) be most likely to reflect a negative core self- evaluation. 
A) believe they have a lack of control in their lives. 
B) believe success is due to blind luck. 
C) have confidence in their ability to perform in their jobs. 
D) be most likely to reflect a negative core self- evaluation.

Question 19

You are the manager of a small boutique.You have decided to apply the Big Five Model in order to understand your employees and their work habits because it is generally supported by an impressive body of research.You want to use the five dimensions of personality to match individuals with jobs to which they are well- suited. Jane Simpson rates low on conscientiousness.You should expect that she:

Accepted Answer

A) will be comfortable with solitude. 
B) will be easily distracted. 
C) will be nervous,depressed,and insecure. 
D) will find comfort in the familiar. 
A) will be comfortable with solitude. 
B) will be easily distracted. 
C) will be nervous,depressed,and insecure. 
D) will find comfort in the familiar.

Question 20

ESTJs are organisers.

Accepted Answer

A) True 
 B)False

The measure of the extent to which people in a country accept the fact that power in institutions and organisations is distributed unequally is called:

The dimension of in- group collectivism within the GLOBE framework for assessing cultures represents:

Which of the following personality shaping forces is not environmental?

Which one of the following statements is true about the six personality types developed in Holland's personality- job fit theory?

Each country has a common personality type.

Describe the Type A personality.

entered the work force from the mid- 1960s through the mid- 1980s.

Which of the following is not one of Hofstede's five dimensions of national culture?

How would you describe an individual who is capable of presenting striking contradictions between who they are in public and who they are privately?

Low risk- takers make more rapid decisions.

Which of the following is not included in the Big Five model?

Conscientiousness refers to an individual's propensity to defer to others.

List and describe the two determinants of personality.

Discuss the five value dimensions of national culture described by Hofstede.Explain where Australia ranks on each of the five dimensions.

theory suggested people in job environments congruent with their personality types should be more satisfied and are less likely to voluntarily resign than should people in incongruent jobs.

If personality characteristics were completely dictated by ,they would be fixed at birth and no amount of experience could alter them.

The Value Survey contains to sets of values which are instrumental values and:

People with internal locus of control tend to:

ESTJs are organisers.

The Significance of Organisational Behaviour

Learning and Job Satisfaction

Perception and Individual Decision Making

Motivation

Emotions and Moods

Understanding Group and Team Behaviour

Leadership

Power and Politics

Communication and Conflict

Organisational Structure

Organisational Culture

Organisational Change and Development

Filters

Exam 3: Personality and Values

The measure of the extent to which people in a country accept the fact that power in institutions and organisations is distributed unequally is called:

The dimension of in- group collectivism within the GLOBE framework for assessing cultures represents:

Which of the following personality shaping forces is not environmental?

Which one of the following statements is true about the six personality types developed in Holland's personality- job fit theory?

Each country has a common personality type.

Describe the Type A personality.

entered the work force from the mid- 1960s through the mid- 1980s.

Which of the following is not one of Hofstede's five dimensions of national culture?

How would you describe an individual who is capable of presenting striking contradictions between who they are in public and who they are privately?

Low risk- takers make more rapid decisions.

Which of the following is not included in the Big Five model?

Conscientiousness refers to an individual's propensity to defer to others.

List and describe the two determinants of personality.

Discuss the five value dimensions of national culture described by Hofstede.Explain where Australia ranks on each of the five dimensions.

theory suggested people in job environments congruent with their personality types should be more satisfied and are less likely to voluntarily resign than should people in incongruent jobs.

If personality characteristics were completely dictated by ,they would be fixed at birth and no amount of experience could alter them.

The Value Survey contains to sets of values which are instrumental values and:

People with internal locus of control tend to:

ESTJs are organisers.

The Significance of Organisational Behaviour

Learning and Job Satisfaction

Perception and Individual Decision Making

Motivation

Emotions and Moods

Understanding Group and Team Behaviour

Leadership

Power and Politics

Communication and Conflict

Organisational Structure

Organisational Culture

Organisational Change and Development

Filters