Deck 2: Individual Differences: Personality and Values

Question 1

Our personality is determined mostly by our socialization (upbringing) rather than by our genetic origins.

Answer 1

False

Question 2

Employees who score higher on the big five factors, except neuroticism where they score lower, are the " best" employees.

Answer 2

False

Question 3

Phyllis, a manager at a firm, is conventional, resistant to change, and unimaginative. This implies that Phyllis has a high openness to experience personality.

Answer 3

False

Question 4

Neuroticism is one of the three dark triad personality traits.

Question 5

High-Mach individuals believe that deceitis a natural and acceptable way to achieve their goals.

Question 6

According to Jung, the judging function-how people prefer making decisions based on what they have perceived-consists of two competing processes: thinking (T) and feeling (F).

Question 7

The Myers-Briggs Type Indicator (MBTI) extends Jung's list of personality traits by also measuring Jung's broader categories of perceiving and judging.

Question 8

Values tell us what we tend to do, while personality traits tell us what we ought to do.

Question 9

Values directly motivate our actions by affecting the valence of different choices.

Question 10

Distributive justice suggests that all people, both similar and dissimilar, should receive the same benefits and burdens.

Question 11

The individual rights principle of ethical decision making states that individual rights cannot conflict with another.

Question 12

Moral intensity is a person's ability to detect a moral dilemma and estimate its relative importance.

Question 13

Individualism and collectivism are opposites and the concepts are correlated.

Question 14

People with high power distance are more likely to resolve problems through informal discussions.

Question 15

Employees who value structured situations in which rules of conduct and decision making are clearly documented score high on uncertainty avoidance.

Question 16

Highly collectivist people define themselves by their group memberships.

Question 17

_________ is the relatively enduring pattern of thoughts and behaviors that characterize a person.

A) Personality
B) Values
C) Motivation
D) Locus of control
E) Job satisfaction

Question 18

Personality is shaped by two general "forces," namely

A) nature and nurture.
B) nature and heredity.
C) heredity and genes.
D) socialization and nurture.
E) tendencies and traits.

Question 19

The "Big Five" personality factors represent

A) all of the personality traits found in an ideal job applicant.
B) the clusters representing most personality traits.
C) the personality traits caused by the environment rather than heredity.
D) the necessary conditions for a person to have extraversion.
E) the characteristics of employees with low levels of motivation.

Question 20

Which of the following acronyms refer to the personality dimensions in the five-factor model?

A) MBTIA
B) CANOE
C) VALUE
D) MARSE
E) SMART

Question 21

Being good-natured, trusting, helpful, and tolerant are characteristics of people with which personality factor?

A) openness to experience
B) agreeableness
C) locus of control
D) emotional stability
E) extraversion

Question 22

What is the best definition of personality?

A) the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person
B) broad concepts that allow us to label and understand individual differences
C) genetic or hereditary origins
D) socialization, life experiences, and other forms of interaction with the environment
E) clarity of "who we are"

Question 23

Personality is shaped by

A) ethical conflicts.
B) workplace policies.
C) personality testing.
D) nature and nurture.
E) personality traits.

Question 24

Rosa is the advertising head of a firm. She is extremely imaginative, creative, and curious. Rosa most likely has which of the following?

A) high uncertainty avoidance value
B) high openness to experience personality
C) high security personal value
D) low neuroticism personality
E) high conformity personal value

Question 25

People with high agreeableness are motivated to be

A) dependable and open.
B) empathic and dependable.
C) cooperative and sensitive.
D) upbeat and flexible.
E) extroverted and emotional.

Question 26

Which "Big Five" personality dimension is most valuable for predicting proficient task performance (how well people perform their job)?

A) extraversion
B) openness to experience
C) conscientiousness
D) neuroticism
E) agreeableness

Question 27

Which of the following statements is correct regarding the Big Five personality factors?

A) Each factor clusters several specific personality traits.
B) The best employees score high on all five traits except neuroticism, for which they score low.
C) The big five covers all domains of personality.
D) Specific traits are less accurate predictors of behavior than the big five factors.
E) Personality is static.

Question 28

What does the statement "The five-factor model doesn't cover all personality" mean?

A) It means there are many people who do not possess any of the big five factors.
B) It means higher scores on the big five result in better performance.
C) It means there are probably one or two traits omitted by the big five.
D) It means personality studies differences between people, not similarities.
E) It means the Big Five is one of several perspectives on personality.

Question 29

________ is the core characteristic of individuals who exhibit the dark triad of personality traits.

A) Low power distance
B) High introversion
C) Low humility
D) High empathy
E) Strong ethic of care

Question 30

Which personality trait in the dark triad is considered the most sinister?

A) psychopathy
B) Machiavellianism
C) narcissism
D) neuroticism
E) agreeableness

Question 31

Which pair of traits in the Myers-Briggs Type Indicator impacts how people make decisions?

A) sensing and intuition
B) extraversion and introversion
C) judging and perceiving
D) thinking and feeling
E) sensing and feeling

Question 32

Which of the following statements about the Myers-Briggs Type Indicator (MBTI) is true?

A) It advocates the view that thinking and feeling are not important in decision making.
B) It is no longer used in organizations.
C) The MBTI is a strong predictor of an individual's performance in most jobs.
D) The MBTI is most popular for career counseling and executive coaching.
E) The MBTI combines 16 pairs of traits into four distinct types.

Question 33

People who have obsessive beliefs about their own superiority have which of the following traits?

A) Machiavellianism
B) narcissism
C) humility
D) psychopathy
E) neuroticism

Question 34

Which personality trait is often considered the most sinister of the dark triad?

A) Machiavellianism
B) narcissism
C) psychopathy
D) sociopathy
E) neuroticism

Question 35

The dark triad is associated with all of the following except

A) white-collar crime.
B) bullying.
C) workplace aggression.
D) excessive risk taking.
E) lack of political skills.

Question 36

According to Jung, people who are sensing would also be

A) logical.
B) caring.
C) quiet.
D) adaptable.
E) practical.

Question 37

Jung's thinking and feeling types relate to how a person

A) gets energy.
B) makes decisions.
C) perceives information.
D) orients to the external world.
E) expresses the dark triad.

Question 38

Which of the following is correct regarding the MBTI?

A) It is generally a poor predictor of job performance.
B) It should be one of the primary tools used in employment selection.
C) It is a good predictor of team development.
D) It is a well-established measurement tool with no real limitations.
E) It accurately predicts leader effectiveness.

Question 39

Perceptions about what is good or bad, right or wrong, are referred to as

A) organizational citizenship.
B) values.
C) collectivism.
D) moral intensity.
E) extraversion.

Question 40

Schwartz's model organizes several dozen values into

A) six dimensions.
B) five factors.
C) three statistical formulas.
D) ten broad categories in four quadrants.
E) a timeline.

Question 41

Schwartz's model explicitly identifies which of the following as a values category?

A) extraversion
B) power distance
C) conscientiousness
D) neuroticism
E) stimulation

Question 42

Values directly motivate actions by

A) framing perceptions of reality.
B) our constantly thinking of them.
C) being the same across cultures.
D) being inconsistent with those actions.
E) ignoring the valence of choices.

Question 43

________ refers to how similar a person's values hierarchy is to the values hierarchy of another entity.

A) Valence
B) Values congruence
C) Perception
D) Personality
E) Awareness

Question 44

A problem with the utilitarian principle of ethical decision making is that

A) it usually leads to immoral decisions.
B) different stakeholders have different rights.
C) it is difficult to predict the "trickle down" benefits to those people who are least well off in society.
D) it is almost impossible to evaluate the benefits or costs of many decisions.
E) it chooses the option that provides the minimum acceptable degree of satisfaction to those affected.

Question 45

________ is the idea that everyone is granted a moral norm of society.

A) Utilitarianism
B) Individual rights
C) Moral intensity
D) Distributive justice
E) Ethic of care

Question 46

People who have high moral sensitivity

A) can more quickly and accurately estimate the moral intensity of the issue.
B) tend to have lower levels of empathy.
C) are always more ethical than people with a moderate or low level of moral sensitivity.
D) are individualistic and achievement oriented.
E) cannot estimate the moral intensity of an issue.

Question 47

Employees who strongly believe they have ________ are more sensitive to moral dilemmas because they put more energy into maintaining ethical conduct.

A) moral sensitivity
B) moral character
C) value judgment
D) moral intensity
E) utilitarianism

Question 48

Which of the following does the most to improve ethical conduct?

A) a code of ethics
B) training, which can include quizzes and games/role playing
C) hotlines for anonymous tips
D) an ombudsperson who can investigate wrongdoing
E) a set of shared values that reinforces ethical conduct

Question 49

A study of 1,000 CEOs identified ________ as the most frequently mentioned characteristic of effective leaders.

A) charisma
B) intelligence
C) extraversion
D) integrity
E) narcissism

Question 50

People who value their personal uniqueness have

A) high individualism.
B) high collectivism.
C) high power distance.
D) low uncertainty avoidance.
E) low openness to experience.

Question 51

Li is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Li's culture has

A) high power distance and strong nurturing orientation.
B) high collectivism and a short-term orientation.
C) low uncertainty avoidance and high individualism.
D) low power distance and strong achievement orientation.
E) high power distance and weak nurturing orientation.

Question 52

Although cross-cultural studies have provided excellent knowledge, this area of research has also suffered from the problem of

A) relying on small, convenient samples that don't represent the culture.
B) presenting conclusions rather than just presenting data and facts.
C) making the assumption that all countries have diverse cultures.
D) relying on a major study of Google employees conducted almost four decades ago.
E) focusing on deep-level diversity rather than surface-level diversity within the country studied.

Question 53

Why do Americans vary in their values and personalities across regions?

A) The physical environment has a massive effect on individual traits and values.
B) National institutions have a greater influence on personal values.
C) Regional institutions have a greater influence on socialization practices and resulting personal values.
D) The number of rules and social controls (cultural tightness) within each state explains similarities in personality and values across the country.
E) Americans do not vary in their values across regions.

Question 54

Kokal International is a fast-growing small company specializing in consumer electronics. Managers at Kokal International are exploring the idea of using the Five Factor personality model in hiring and improving work-related behaviors and job performance.

-Kokal International managers want to hire people who are dependable, goal-focused, thorough, and disciplined. Which of the following personality factors best predicts job applicants for these job requirements?

A) openness to experience
B) agreeableness
C) conscientiousness
D) locus of control
E) extraversion

Question 55

Kokal International is a fast-growing small company specializing in consumer electronics. Managers at Kokal International are exploring the idea of using the Five Factor personality model in hiring and improving work-related behaviors and job performance.

- Kokal International managers should be aware that being good-natured, empathetic, caring, and courteous are characteristics of people with

A) openness to experience.
B) agreeableness.
C) locus of control.
D) emotional stability.
E) extraversion.

Question 56

Kokal International is a fast-growing small company specializing in consumer electronics. Managers at Kokal International are exploring the idea of using the Five Factor personality model in hiring and improving work-related behaviors and job performance

-Kokal International managers must pay attention to ________ when hiring new employees because it characterizes people with high levels of anxiety, hostility, depression, and self-consciousness.

A) extraversion
B) openness to experience
C) conscientiousness
D) neuroticism
E) locus of control

Question 57

Kokal International is a fast-growing small company specializing in consumer electronics. Managers at Kokal International are exploring the idea of using the Five Factor personality model in hiring and improving work-related behaviors and job performance.

-When hiring new employees, e-commerce managers should look for people who have a high level of ________, which is the best "Big Five" personality factor for predicting job performance.

A) extraversion
B) openness to experience
C) conscientiousness
D) neuroticism
E) locus of control

Question 58

Global Manufacturing & Trading (GMT) is a medium-sized U.S. company rapidly expanding in the Asian and Far East markets. The company has decided to open a manufacturing plant in Japan, Taiwan, and Malaysia. GMT will send key top managers from the U.S. office and will hire the lower-level managers and employees from the local markets. GMT managers realize that there will be some cultural differences but are unsure of what and how much.

-GMT managers should make themselves aware that people in Japan tend to have

A) high individualism.
B) high collectivism.
C) medium power distance.
D) low achievement orientation.
E) medium uncertainty distance.

Question 59

Global Manufacturing & Trading (GMT) is a medium-sized U.S. company rapidly expanding in the Asian and Far East markets. The company has decided to open a manufacturing plant in Japan, Taiwan, and Malaysia. GMT will send key top managers from the U.S. office and will hire the lower-level managers and employees from the local markets. GMT managers realize that there will be some cultural differences but are unsure of what and how much.

-GMT managers should know that employees from cultures with a high power distance are more likely to

A) use their power to obtain undue favors.
B) encourage consensus-oriented decision making.
C) avoid people in positions of power.
D) readily accept the high status of other people in the organization.
E) give their power to others as a sign of friendship.

Question 60

Global Manufacturing & Trading (GMT) is a medium-sized U.S. company rapidly expanding in the Asian and Far East markets. The company has decided to open a manufacturing plant in Japan, Taiwan, and Malaysia. GMT will send key top managers from the U.S. office and will hire the lower-level managers and employees from the local markets. GMT managers realize that there will be some cultural differences but are unsure of what and how much.

-U.S. managers tend to have

A) high individualism.
B) high nurturing orientation.
C) high collectivism.
D) low achievement orientation.
E) high uncertainty avoidance.

Question 61

Explain the four distinct types of ethical principles.

Question 62

Describe the three traits that comprise the dark triad or personality.

Question 63

Discuss how the dark triad negatively impact workplace behavior.