Deck 4: Individual Differences II: Self-Concept, learning Styles, and Types of Fit

Question 1

Having high PGO (performance goal orientation)is always dysfunctional.

Answer 1

False

Question 2

PGO (performance goal orientation)and LGO (learning goal orientation)are fixed and cannot be influenced by other people.

Answer 2

False

Question 3

All people learn in basically the same way.

Answer 3

False

Question 4

Believing that we are not good at something makes it less likely that we will perform well at it.

Question 5

An individual motivated by commissions and merit pay is likely to be a good fit with a job based on teamwork and group rewards.

Question 6

High learning goal orientation has been negatively related to feedback seeking.

Question 7

An individual who does not enjoy working with people is not likely to succeed in a sales position.

Question 8

Effective leaders match their teaching and coaching style to fit the needs of the person being developed.

Question 9

PGO (performance goal orientation)decreases anxiety.

Question 10

Divergers depend primarily on active experimentation and abstract conceptualization to learn.

Question 11

It is impossible to have high self-esteem but low self-efficacy for certain tasks.

Question 12

Discovery learners prefer subjective assessments,interactional activities,informational methods,and active-reflective activities.

Question 13

Assimilators tend to be more concerned about abstract concepts and ideas than about people.

Question 14

Experiential learning is negatively related to a preference for action activities.

Question 15

Learning oriented individuals welcome opportunities to develop new skills.

Question 16

Accomodators tend to have a hard time dealing with people.

Question 17

Convergers tend to organize concrete situations from different perspectives and structure their relationships into a meaningful whole.

Question 18

People with a high performance goal orientation want to demonstrate their ability by outperforming others.

Question 19

Accommodating our own and subordinates' preferred sensory modalities can increase learning and performance.

Question 20

Observational learning is positively related to preference for informational methods and active-reflective methods.

Question 21

A social individual who is low in conscientiousness and dislikes working with numbers would be a poor fit with the engineering vocation.

Question 22

Because job performance is usually the most important determinant of an employee's success,person-job fit is usually the primary focus of most staffing efforts.

Question 23

Holland viewed vocational interests as an expression of personality.

Question 24

Teamwork,communication,and interpersonal competencies are never as important to team performance as team members' ability to perform core job duties.

Question 25

Culture alignment increases employees' comfort levels.

Question 26

Employee expectations are always conscious.

Question 27

Person-job fit and person-organization are essentially the same thing.

Question 28

Supplementary fit is the degree to which an employee adds something that is missing in the organization or workgroup by being different from the others.

Question 29

Supplementary fit can be important when a firm needs to replace a departing reservations agent with someone who can perform the job similarly to the other agents.

Question 30

Hiring decisions should be based solely on skills.

Question 31

People may experience differing degrees of fit with the job and with the organization.

Question 32

Success in conventional occupations depends on low scores for openness.

Question 33

Both individual and organizational factors are involved in the development of the psychological contract.

Question 34

Being singled out for high performance is seen as undesirable by workers in societies including Australia,Japan,and the Netherlands.

Question 35

Person-organization fit has a strong,positive relationship with meeting job requirements.

Question 36

If the employer and employee do not agree about what a contract involves,employees may feel that promises have been broken.

Question 37

Hiring for fit means hiring those people with whom we feel most comfortable.

Question 38

Person-group fit leads to improved job satisfaction,organizational commitment,and intent to stay with the company.

Question 39

There is evidence that older members of the workforce feel that the psychological contract,as they understand it,has been violated,and have lost trust in their organizations.

Question 40

The psychological contract is static and does not change over time.

Question 41

In French employment relationships,psychological contracts are based more on agreement than on conflict.

Question 42

People with a/an ________ locus of control view themselves as in control of what happens to them.

A) internal
B) external
C) positive
D) negative

Question 43

Which of the following is/are contained by self-concept?

A) self-evaluation
B) self-worth
C) self-determination
D) all of these

Question 44

What term refers to our feelings of self-worth and our liking or disliking of ourselves?

A) self-determination
B) self-preservation
C) self-talk
D) self-esteem

Question 45

Realistic job previews focus exclusively on potentially negative information that job candidates need to know.

Question 46

Self-concept is influenced by which of the following?

A) evaluations by significant others
B) reinforcements
C) attributions for our behavior
D) all of these

Question 47

Self-esteem is positively related to which of the following?

A) job performance
B) learning
C) both of these
D) neither of these

Question 48

A focus on hiring people without giving them a thorough understanding of what they are getting themselves into can backfire.

Question 49

Some firms feel that if they told recruits what it was really like to work there,they would not want the job.

Question 50

People with a/an ________ locus of control see factors external to themselves (such as luck or powerful others)as responsible for what happens to them.

A) internal
B) external
C) positive
D) negative

Question 51

The Japanese experience of organizational membership places a sense of belonging at the center of the employment relationship.

Question 52

Giving applicants the opportunity to self-select out of the hiring process if they do not perceive themselves to be good fits with the position or organization increases the likelihood that the applicants ultimately hired will be good fits and will be better employees as a result.

Question 53

Both complementary and supplementary fit are important.

Question 54

What term refers to a person's perceptions of him or herself as a physical,spiritual,or moral being?

A) self-concept
B) self-esteem
C) self-righteousness
D) self-control

Question 55

The goal of realistic job previews is to deter candidates that the employer doesn't like.

Question 56

More positive and internal core self-evaluations are related to which of the following?

A) higher job performance
B) higher job satisfaction
C) higher motivation
D) all of these

Question 57

The best managers put a lot of effort into trying to fix employees' weaknesses.

Question 58

What term refers to the fundamental premises people hold about themselves and their functioning in the world?

A) core self-evaluations
B) core values
C) core skills
D) none of these

Question 59

What term refers to the tendency to experience poor emotional adjustment and negative affective states including hostility,fear,and depression?

A) emotional stability
B) neuroticism
C) extraversion
D) introversion

Question 60

What term refers to a judgment of how well we can perform successfully at whatever challenges or tasks we may face?

A) self-worth
B) general self-efficacy
C) general intelligence
D) self-esteem

Question 61

People with a high performance goal orientation want to demonstrate their ability by doing which of the following?

A) outperforming others
B) exceeding normative standards
C) achieving success with limited effort
D) all of these

Question 62

___________ are superior in generating alternative hypotheses and ideas,and tend to be imaginative and people- or feeling-oriented.

A) Convergers
B) Divergers
C) Assimilators
D) Accomodators

Question 63

What term refers to any system that interacts with the environment through one of the basic senses?

A) sensory perception
B) sensory modality
C) learning modality
D) information processing system

Question 64

Which of the following is NOT true of individuals with higher learning goal orientation (LGO)?

A) They focus their attention better than those with lower LGO.
B) They sustain their motivation longer than those with lower LGO.
C) They have higher self-efficacy than those with lower LGO.
D) They have more anxiety than those with lower LGO.

Question 65

People high in performance goal orientation (PGO)are _________ likely to choose challenging tasks,as compared to those high in learning goal orientation (LGO).

A) less
B) more
C) equally
D) none of these

Question 66

Self-efficacy and general self-efficacy are related to which of the following?

A) setting higher goals
B) persisting in the fact of obstacles
C) performing better
D) all of these

Question 67

According to researchers,about 40% of people learn primarily through which sensory modality?

A) visual
B) olfactory
C) gustatory
D) tactual

Question 68

Which sensory modality is MOST important to learning?

A) visual
B) tactile
C) kinesthetic
D) auditory

Question 69

What term refers to a person's confidence in his or her ability to organize and execute the courses of action necessary to accomplish a specific task?

A) self-esteem
B) self-efficacy
C) self-worth
D) self-control

Question 70

____________ rely mainly on active experimentation and concrete experience in order to learn,and they focus on risk taking,opportunity seeking,and action.

A) Convergers
B) Divergers
C) Assimilators
D) Accomodators

Question 71

PGO (performance goal orientation)may reduce motivation because it can be ________ related to self-efficacy,especially when fear of failure is ______.

A) positively, high
B) positively, low
C) negatively, high
D) negatively, low

Question 72

___________ depend primarily on concrete experience and reflective observation in order to learn.

A) Convergers
B) Divergers
C) Assimilators
D) Accomodators

Question 73

Learning goal oriented individuals are interested in which of the following?

A) developing new competencies
B) understanding and improving their work
C) achieving task mastery based on self-referenced standards
D) all of these

Question 74

____________ depend primarily on active experimentation and abstract conceptualization to learn.

A) Convergers
B) Divergers
C) Assimilators
D) Accomodators

Question 75

_____________ depend on abstract conceptualization and reflective observation in order to learn.

A) Convergers
B) Divergers
C) Assimilators
D) Accomodators

Question 76

High learning goal orientation has been positively related to which of the following?

A) feedback seeking
B) complex learning strategies
C) adaptability
D) all of these

Question 77

High PGO (performance goal orientation)individuals,particularly those with a fear of failure,are ____ likely to seek feedback and have ______ motivation to learn.

A) more, more
B) less, less
C) more, less
D) less, more

Question 78

Individuals with a high ______________ believe they can improve their skills and abilities.

A) self-efficacy
B) performance goal orientation
C) learning goal orientation
D) none of these

Question 79

Individuals with a high ____________ believe that their ability is fixed.

A) performance goal orientation
B) learning goal orientation
C) self-esteem
D) internal locus of control

Question 80

_________ are superior in technical tasks and problems and inferior in interpersonal learning settings.

A) Convergers
B) Divergers
C) Assimilators
D) Accomodators