Deck 2: Did You Know It All Along

Question 1

Jeff,who is 14,engages in rigorous tennis drills or competitive play at least four hours every day because he wants to master the sport and play on one of the best university teams in the country. His goal and behavior best illustrate the concept of
•set point.
•360-degree feedback.
•human factors psychology.
•achievement motivation.

Answer 1

•achievement motivation

Question 2

When meeting job applicants,employers often discount the influence of varying situations on applicants' behaviors and presume that what they observe applicants do and say reflects the applicants' enduring personality traits. This most clearly contributes to
•360-degree feedback.
•the interviewer illusion.
•strengths-based selection systems.
•the experience of flow.

Answer 2

•the interviewer illusion

Question 3

Those who demonstrate grit are especially likely to have a high level of
•charisma.
•social leadership.
•achievement motivation.
•management training.

Answer 3

•achievement motivation

Question 4

If interviewers instantly like a job applicant because of his or her good looks,they may judge the person's complimentary remarks as indicating "polite manners" rather than "manipulative flattery." This best illustrates the impact of ________ on the interpretation of interviewees' responses.
•transformational leadership
•interviewers' preconceptions
•360-degree feedback
•a strengths-based selection system

Question 5

Scales and checklists on which supervisors indicate the extent to which a worker is productive,follows correct procedures,and attends to customers' needs are primarily designed for the purpose of improving
•unstructured interviews.
•social leadership.
•performance appraisal.
•a directive style of management.

Question 6

In studies of both secondary school and university students,________ has been a better predictor of school performance than intelligence scores have been.
•social leadership
•self-discipline
•360-degree feedback
•family birth order

Question 7

When researchers monitored the professional accomplishments of more than 1500 highly intelligent individuals,they found that the most successful were more ambitious,energetic,and persistent. This best illustrates the importance of
•social leadership.
•360-degree feedback.
•achievement motivation.
•leniency errors.

Question 8

Work activities that are specifically suited to your strengths are most likely to be those associated with the experience of
•flow.
•360-degree feedback.
•implementation intentions.
•external rewards.

Question 9

Andrea views her work as primarily an opportunity to climb up the corporate ladder in pursuit of increasingly better positions. Andrea apparently views her work as a
•calling.
•job.
•contract.
•career.

Question 10

Mr. Walters has many years of experience as a personnel officer for a large corporation. He does not review most job applicants' reference files because he is confident of his ability to predict their future work performance based on his direct face-to-face conversations with them. Mr. Walters' confidence best illustrates
•360-degree feedback.
•the experience of flow.
•transformational leadership.
•the interviewer illusion.

Question 11

Full and clear communication regarding Kelsey's effectiveness as a customer service manager is enhanced by the performance appraisals she periodically receives from fellow managers,subordinates,customers,and her supervisor. This best illustrates the value of
•experiencing flow.
•structured interviews.
•360-degree feedback.
•task leadership.

Question 12

A business setting in which workers have regular opportunities to do what they do best and perceive that they are part of something significant is one that promotes
•360-degree feedback.
•implementation intentions.
•employee engagement.
•unstructured interviews.

Question 13

Unstructured interviews provide a ________ predictor of on-the-job performance than aptitude tests and a ________ predictor of on-the-job performance than job knowledge tests.
•better; worse
•worse; better
•better; better
•worse; worse

Question 14

Dr. Thompson is involved in scripting interview questions that will effectively predict job applicants' success in specific work positions. Her work best illustrates that of a(n)________ psychologist.
•personnel
•organizational
•human factors
•clinical

Question 15

After discovering that their company's best software developers are highly analytical,personnel psychologists focused their employment ads for additional software developers less on applicants' experience and more on their ability to engage in logical problem solving. This best illustrates their commitment to
•360-degree feedback.
•social leadership.
•structured interviews.
•a strengths-based selection system.

Question 16

Flow is characterized by a ________ awareness of self and a ________ awareness of the passing of time.
•heightened; diminished
•diminished; heightened
•heightened; heightened
•diminished; diminished

Question 17

Which profession is most directly involved in the application of psychology's principles to the workplace?
•social psychology
•personality psychology
•developmental psychology
•industrial-organizational psychology

Question 18

Developing assessment tools for selecting and placing employees is of most direct relevance to
•clinical psychology.
•organizational psychology.
•human factors psychology.
•personnel psychology.

Question 19

Those who view their work as a necessary but personally unfulfilling way to make money are said to view work as a
•contract.
•job.
•calling.
•career.

Question 20

After studying artists who would spend hour after hour painting or sculpting with enormous concentration,Csikszentmihalyi formulated the concept of
•transformational leadership.
•strengths-based selection.
•360-degree feedback.
•flow.

Question 21

A completely focused state of consciousness resulting from optimal engagement of one's skills is called
•a democratic style.
•task leadership.
•transformational leadership.
•flow.

Question 22

Human factors psychologists would be most likely to aid in the design of
•computer keyboards.
•weight-reduction programs.
•protective clothing.
•classroom management techniques.

Question 23

Personnel psychologists are most likely to be involved in
•matching people's strengths with specific job assignments.
•modifying work environments so as to improve employee engagement.
•contributing to the design of user-friendly industrial machines.
•assessing the effect of supervisors' management styles on business productivity.

Question 24

Danielle,an applicant for a position in corporate financial accounting,was so animated and enthusiastic in her conversations with company officials that they decided to hire her without carefully checking her resume and past work accomplishments. The company officials should most clearly be informed about
•human factors psychology.
•social leadership.
•the interviewer illusion.
•the experience of flow.

Question 25

Organizational psychologists are most likely to be involved in
•matching people's strengths with specific job assignments.
•modifying work environments in order to improve employee engagement.
•contributing to the design of user-friendly industrial machines.
•designing training programs to prepare unemployed persons for existing jobs.

Question 26

A blend of goal-based vision,clear communication,and optimism that inspires others to follow is most characteristic of leaders who demonstrate
•charisma.
•human factors psychology.
•360-degree feedback.
•command and control management.

Question 27

Expecting every full-time university professor to teach the same number of courses and engage in the same amount of research would
•interfere with the practice of 360-degree feedback.
•help to promote social leadership.
•fail to adequately develop the unique strengths of each professor.
•facilitate the professors' experience of flow.

Question 28

An engineer who understands how to design and use a home theater system may find it hard to mentally simulate what its like not to know how to operate the system. The engineer's difficulty illustrates
•a voice effect.
•360-degree feedback.
•the curse of knowledge.
•the interviewer illusion.

Question 29

The great person theory of leadership suggested that all great leaders
•demonstrate a directive style.
•prefer task leadership.
•use action plans.
•share certain traits.

Question 30

By publicly praising their employees' positive behaviors,managers often encourage their workers to continue laboring productively. This best illustrates the value of
•reinforcement.
•360-degree feedback.
•a democratic management style.
•experiencing flow.

Question 31

Motivating workers to identify with and commit themselves to a group mission best illustrates
•a strengths-based selection system.
•360-degree feedback.
•a directive management style.
•transformational leadership.

Question 32

If given a chance to express their own opinions during a decision-making process,people will respond more positively to the decision. This illustrates
•task leadership.
•a voice effect.
•360-degree feedback.
•a strengths-based selection system.

Question 33

The on-time completion of major work projects is most clearly facilitated by
•reducing flow.
•scripting structured interviews.
•receiving 360-degree feedback.
•stating implementation intentions.

Question 34

Describe the contrasting effects of task leadership and social leadership on employee morale and productivity. Explain why the effectiveness of each style of leadership would depend on the personality traits and cultural background of the employees.

Question 35

Women are more likely than men to exhibit the qualities associated with
•a voice effect.
•achievement motivation.
•transformational leadership.
•command and control management.

Question 36

Leaders who set target dates for the completion of specific measurable goals best illustrate
•transformational leadership.
•managing by objectives.
•360-degree feedback.
•the experience of flow.

Question 37

Managers with a task-leadership style would be most likely to
•mediate a conflict between two argumentative employees.
•give employees a high degree of freedom to develop their own work procedures.
•remind employees of the exact deadlines for the completion of work projects.
•avoid closely monitoring the productivity of individual employees.

Question 38

Effectively designing physical environments-such as the layout of a kitchen in a way that maximizes safe and efficient meal preparation-is of special interest to
•personnel psychologists.
•organizational psychologists.
•clinical psychologists.
•human factors psychologists.

Question 39

Describe how a company might initiate annual reviews of employee performance without discouraging worker satisfaction and engagement.

Question 40

Effective managers often demonstrate ________ levels of task leadership and ________ levels of social leadership.
•high; low
•low; high
•low; low
•high; high

Question 41

For each performance review,Professor Donnell is evaluated by her students,colleagues,department chair,and research assistants. This best illustrates
•homeostasis.
•the experience of flow.
•human factors psychology.
•360-degree feedback.

Question 42

Jack works for a company that requires employees to periodically rate their own performance and to be rated by their managers,other colleagues,and customers. This type of assessment is called
•360-degree feedback.
•multifactorial evaluation.
•analytical performance review.
•human resource management.

Question 43

Munson is conducting his annual appraisal of employees' performance. Which of the following is NOT a type of appraisal method?
•graphic rating
•behavior rating
•checklist
•unstructured interview

Question 44

Assessing the impact of different management styles on the motivation and productivity of employees best illustrates the professional concerns of
•personnel psychology.
•clinical psychology.
•organizational psychology.
•human factors psychology.

Question 45

In almost every industrialized nation,unemployed people report
•better health.
•lower well-being.
•being bored.
•enjoying time to travel.

Question 46

The best predictor of on-the-job performance for all but less-skilled jobs is
•age.
•general mental ability.
•motivation.
•stated intentions.

Question 47

Evaluations of job applicants based on informal interviews are ________ predictors of future job performance than handwriting analysis and ________ predictors than aptitude tests.
•better; better
•worse; worse
•better; worse
•worse; better

Question 48

During a meeting with the parents of a struggling high school student,the guidance counselor notes which of the following as the best predictor of school performance?
•attendance
•intelligence scores
•talent
•self-discipline

Question 49

ATM machines are more complex than VCRs but are easier to operate thanks to the efforts of
•social psychologists.
•personnel psychologists.
•organizational psychologists.
•human factors psychologists.

Question 50

As a business manager,Julie often calls her employees' attention to their occasional mistakes while withholding praise for their many accomplishments. Julie fails to take full advantage of a basic principle of
•360-degree feedback.
•operant conditioning.
•task leadership.
•unstructured interviews.

Question 51

Which of the following was NOT identified as a contributing factor in the interviewer illusion?
•The fact that interviews reveal applicants' intentions but not necessarily their habitual behaviors.
•The tendency of interviewers to think that interview behavior only reflects applicants' enduring traits.
•The tendency of interviewers to more often follow the successful careers of applicants they hired rather than those who were not hired.
•The tendency of most interviewers to rely on unstructured rather than structured interviews.

Question 52

Managers who build teamwork and effectively mediate employee conflicts are said to excel in
•structured interviews.
•social leadership.
•performance appraisal.
•a directive management style.

Question 53

Human factors psychologists are most likely to be involved in
•designing training programs to prepare unemployed persons for existing jobs.
•exploring how machines can be optimally designed to fit human abilities.
•assessing the impact of supervisors' management styles on business productivity.
•matching people's strengths with specific job assignments.

Question 54

Dr. Iverson conducts research focusing on how management styles influence worker motivation. Dr. Iverson would most accurately be described as a(n)
•motivation psychologist.
•personnel psychologist.
•organizational psychologist.
•human factors psychologist.

Question 55

To increase employee productivity,industrial-organizational psychologists advise managers to
•adopt a directive leadership style.
•adopt a democratic leadership style.
•instill competitiveness in each employee.
•deal with employees according to their individual motives.

Question 56

Which of the following individuals would be characterized as experiencing flow?
•Sheila,who,despite viewing her work as merely a job,performs her work conscientiously
•Larry,who sees his work as an artist as a calling
•Arnie,who views his present job as merely a stepping stone in his career
•Montel,who often becomes so immersed in his writing that he loses all sense of self and time

Question 57

Darren,a sales clerk at a tire store,enjoys his job,not so much for the money as for its challenge and the opportunity to interact with a variety of people. The store manager asks you to recommend a strategy for increasing Darren's motivation. Which of the following is most likely to be effective?
•Create a competition among the salespeople so that whoever has the highest sales each week receives a bonus.
•Put Darren on a week-by-week employment contract,promising him continued employment only if his sales increase each week.
•Leave Darren alone unless his sales drop and then threaten to fire him if his performance doesn't improve.
•Involve Darren as much as possible in company decision making and use rewards to inform him of his successful performance.

Question 58

Work is most likely to be satisfying for employees if it is associated with
•task leadership.
•the experience of flow.
•360-degree feedback.
•unstructured interviews.

Question 59

Which of the following is NOT an aspect of Murray's definition of achievement motivation?
•the desire to master skills
•the desire for control
•the desire to gain approval
•the desire to attain a high standard

Question 60

Compared with ineffective managers,those who are effective are more likely to
•use informal,unstructured interviews when selecting new employees.
•exercise a directive management style for achieving organizational goals.
•celebrate employee productivity by providing them with recognition and rewards.
•behave in all of these ways.

Question 61

For as long as she has been the plant manager,Juanita has welcomed input from employees and has delegated authority. Bill,in managing his department,takes a more authoritarian,iron-fisted approach. Juanita's style is one of ________ leadership,whereas Bill's is one of ________ leadership.
•task; social
•social; task
•directive; democratic
•democratic; participative

Question 62

Thanks to ________,TiVo has solved the TV recording problem caused by the complexity of VCRs.
•personnel psychologists
•human factors psychologists
•organizational psychologists
•social psychologists

Question 63

Because Brent believes that his employees are intrinsically motivated to work for reasons beyond money,Brent would be described as a ________ manager.
•directive
•social-oriented
•task-oriented
•charismatic