Deck 4: Individual Differences: Personality, Skills, and Abilities

Question 1

Fran was administered a test which used ambiguous stimuli to determine his personality. This is an example of:

A) projective tests.
B) objective tests.
C) reliability.
D) validity.

Answer 1

A

Question 2

The Cologne Company is interesting and unique. The Cologne Company has a personality that is:

A) dominant.
B) innovative.
C) boy scout.
D) thrifty.

Answer 2

B

Question 3

The unique and relatively stable pattern of behavior, thoughts, and emotions shown by individuals is known as:

A) emotional intelligence.
B) intelligence quotient.
C) personality.
D) self-efficacy beliefs.

Answer 3

C

Question 4

While there are a variety of opinions on personality, an important determinant of human behavior is:

A) the situation or setting of the behavior.
B) the age and general intelligence of the individual.
C) the gender and ethnic background of a person.
D) genetics; personality is almost solely determined by birth according to most social scientists.

Question 5

The extent to which a test measures what it is actually designed to measure is an indication of the test's:

A) reliability.
B) objectivity.
C) validity.
D) projectivity.

Question 6

The Guidance Company is modern and contemporary. The Guidance Company has a personality that is:

A) dominant.
B) innovative.
C) boy scout.
D) stylish.

Question 7

Studies show that people tend to perform well when:

A) they have a high A-type personality and strong organizational skills.
B) they have low self-efficacy but high self-monitoring.
C) there is a match between their personalities and the characteristics of the jobs they perform.
D) they exhibit a Type B personality with a high emotional intelligence quotient.

Question 8

The XYZ Company is successful and popular. The XYZ Company has a personality that is:

A) dominant.
B) innovative.
C) boy scout.
D) thrifty.

Question 9

________ is the tendency to show self-discipline and strive for competence and achievement.

A) Conscientiousness
B) Extroversion
C) Openness to experience
D) Emotional stability

Question 10

The concept of personality is important in organizational behavior because:

A) it is a relatively easy way to gather information about people helpful to matching them to jobs.
B) it invalidates certain management practices such as contingency management, showing them not to be effective.
C) it helps group people into teams as managers strive for a balance of personalities.
D) it helps us understand how individual characteristics combine with situations.

Question 11

An example of an objective personality test would be:

A) drawing a picture test and explaining it to a trained psychologist.
B) completing a questionnaire.
C) a thematic appreciation test.
D) a test like the General Management Aptitude Test.

Question 12

The personality dimension found to most closely relate to task is:

A) extroversion-introversion.
B) conscientiousness.
C) high self-monitoring skills.
D) emotional stability.

Question 13

The XYZ Company has a friendly atmosphere, attentive to people. The XYZ Company has a personality that is:

A) dominant.
B) innovative.
C) boy scout.
D) thrifty.

Question 14

The personality dimension ________ is at one end good-natured, gentle, cooperative, etc., and irritable, ruthless, suspicious, at the other end.

A) conscientiousness
B) extroversion-introversion
C) agreeableness
D) emotional stability

Question 15

A test's ________ reflects its consistency and stability over time.

A) reliability
B) objectivity
C) validity
D) projectivity

Question 16

Tom is using a personality test in the hiring process that yields consistent scores among all the applicants tested but frequently doesn't provide an accurate measure of the candidate's personality. This test has:

A) high validity and low reliability.
B) high reliability and low validity.
C) low reliability and low validity.
D) high validity and high reliability.

Question 17

According to the interactionist perspective in organizational behavior:

A) behavior is solely determined by personality.
B) behavior is a function of personality and situational factors.
C) the environment is the dominant element in determining behavior.
D) personality is not a valuable concept even though certain traits do exist.

Question 18

The personality dimension ________ can be characterized by the statement "I usually feel sad or down."

A) conscientiousness
B) extroversion-introversion
C) agreeableness
D) emotional stability

Question 19

Joe was administered a test which used a series of question to determine his personality. This is an example of:

A) projective tests.
B) objective tests.
C) reliability.
D) validity.

Question 20

The Potter Company is poor and sloppy. The Potter Company has a personality that is:

A) dominant.
B) innovative.
C) boy scout.
D) thrifty.

Question 21

When OB researchers are discussing positive and negative affectivity they are discussing:

A) an individual's mood state and the resulting demonstrated traits.
B) the achieving or missing of important personal goals.
C) the mood or affect of an individual.
D) the ability of someone to do the right thing.

Question 22

Research on positive and negative affectivity on the job has shown:

A) for MBA students, those with a strong negative affectivity were superior in managerial potential, accuracy, and overall performance than other students.
B) that the more positive the group's affective tone, the higher their efficiency as a group.
C) that groups with negative affectivity were more effective in problem solving than other groups.
D) they have little impact on job performance.

Question 23

People with high levels of positive affectivity are likely to:

A) be managers.
B) make superior decisions.
C) function less effectively.
D) be targets of aggression.

Question 24

In terms of core self-evaluations, the tendency to see oneself as confident, secure and steady is:

A) self-esteem.
B) generalized self-efficacy.
C) locus of control.
D) emotional stability.

Question 25

In terms of core self-evaluations, the extent to which an individual feels that he or she is able to control things is:

A) self-esteem.
B) generalized self-efficacy.
C) locus of control.
D) emotional stability.

Question 26

Individuals with high self-efficacy on the job:

A) tend to do more with less effort.
B) don't expect to succeed in new tasks.
C) tend to succeed, more than people with low self-efficacy.
D) also tend to be Type B personalities.

Question 27

The notion that one should never show humility:

A) learning goal orientation.
B) performance goal orientation.
C) avoidance goal orientation.
D) Machiavellianism.

Question 28

In terms of core self-evaluations, the person's belief about his or her capacity to perform specific tasks successfully is:

A) self-esteem.
B) generalized self-efficacy.
C) locus of control.
D) emotional stability.

Question 29

The notion that morality is for the weak is:

A) learning goal orientation.
B) performance goal orientation.
C) avoidance goal orientation.
D) Machiavellianism.

Question 30

If a person believes that the best way to deal with people is to tell them what they want to hear, not to tell them the real reason he/she are asking for something, and to push them, because they don't work hard unless watched, this person is exhibiting:

A) low self-efficacy.
B) high "Mach" behavior.
C) a Type A personality.
D) high self-monitoring skills.

Question 31

People who are high in negative affectivity are likely to:

A) be managers.
B) make superior decisions.
C) function more effectively.
D) be targets of aggression.

Question 32

In his book entitled The Prince, Niccolo Machiavelli's guiding principles included:

A) never show humility.
B) it is much better to be feared than loved.
C) morality and ethics are for the weak.
D) All of the above.

Question 33

"High Machs" are most likely to get their own way:

A) in loosely structured situations, with few established rules.
B) when people victimized by them talk about it, creating fear of their successes.
C) when others pay attention to their actions rather than their words.
D) in all of the above situations.

Question 34

If Tanya believes that you need to do whatever it takes and that it is better to be feared than liked, she is demonstrating high:

A) self-monitoring.
B) self-efficacy.
C) Type A personality.
D) Machiavellianism.

Question 35

The notion that it is much better to be feared than loved is associated with:

A) learning goal orientation.
B) performance goal orientation.
C) avoidance goal orientation.
D) Machiavellianism.

Question 36

The belief in one's own capacity to perform a task is known as:

A) self-esteem.
B) self-efficacy.
C) self-monitoring.
D) positive affectivity.

Question 37

In terms of core self-evaluations, the overall value one places on oneself as a person is:

A) self-esteem.
B) generalized self-efficacy.
C) locus of control.
D) emotional stability.

Question 38

The Big Five personality dimension of ________ measures the tendency to seek stimulation and enjoy the company of other people.

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

Question 39

"High Machs" will perform better than "low Machs" on jobs that are:

A) highly structured.
B) loosely structured.
C) stable, low in emotional content.
D) All of the above.

Question 40

Machiavellianism is noted for which of the following principles?

A) Do whatever it takes to get the job done right.
B) It is better to be humble than formidable.
C) Do whatever it takes to defeat others or gain advantage over them.
D) The rights of the individual cease when they impact the rights of the group.

Question 41

If a manager is high in the need for achievement, he/she will most likely:

A) also be high in his/her need for power.
B) avoid very easy or very difficult tasks.
C) seek projects that no one else can complete.
D) do none of these.

Question 42

The ability to think and reason abstractly using symbols rather than words or numbers is:

A) space visualization.
B) enlightenment.
C) cosmic consciousness.
D) symbolic reasoning.

Question 43

People who are high in achievement motivation seek:

A) extremely difficult tasks.
B) to be in charge.
C) close, friendly relationships.
D) moderately difficult tasks.

Question 44

Hector has a gift for getting jobs done. Whatever the task, he is able to figure out a way to do it. Hector is high in:

A) cognitive intelligence.
B) tacit knowledge.
C) emotional intelligence.
D) practical intelligence.

Question 45

The desire to achieve success to avoid appearing incompetent is:

A) learning goal orientation.
B) performance goal orientation.
C) avoidance goal orientation.
D) Machiavellianism.

Question 46

The ability to analyze verbal information so as to make valid judgments on the basis of logical implications of material is:

A) verbal comprehension.
B) verbal reasoning.
C) word fluency.
D) symbolic reasoning.

Question 47

The ability to visualize three-dimensional forms in space is:

A) numerical ability.
B) space visualization.
C) numerical reasoning.
D) symbolic reasoning.

Question 48

The strength of an individual's desire to excel is known as:

A) achievement motivation.
B) power motivation.
C) affiliation motivation.
D) self-monitoring.

Question 49

The ability to express oneself rapidly, easily, and with flexibility is:

A) verbal comprehension.
B) verbal reasoning.
C) word fluency.
D) symbolic reasoning.

Question 50

The ability to perform basic mathematical operations quickly is:

A) numerical ability.
B) space visualization.
C) numerical reasoning.
D) symbolic reasoning.

Question 51

The desire to perform well to demonstrate one's competence in others is:

A) learning goal orientation.
B) performance goal orientation.
C) avoidance goal orientation.
D) Machiavellianism.

Question 52

The desire to perform well because it satisfies an interest in meeting a challenge and learning new skills is:

A) learning goal orientation.
B) performance goal orientation.
C) avoidance goal orientation.
D) Machiavellianism.

Question 53

The ability to understand written material quickly and accurately is:

A) verbal comprehension.
B) verbal reasoning.
C) word fluency.
D) symbolic reasoning.

Question 54

As managers, individuals with high achievement needs:

A) tend to delegate too much.
B) have strong affiliation needs.
C) do not want feedback on their performance.
D) tend to be rapidly promoted.

Question 55

Studies show that:

A) there is a strong relationship between the cultural attitude toward achievement motivation and economic growth.
B) there is virtually no relationship between a country's economic growth and the cultural valuing of achievement motivation.
C) strong affiliation motivation led to strong economic development in countries.
D) there is a strong correlation to a country's valuing of power motivation and the country's economic development.

Question 56

An individual's ________ is/are his/her mental and physical capacities to perform various tasks.

A) emotional intelligence
B) personality
C) traits
D) abilities

Question 57

The ability to analyze logical relationships and to recognize the underlying principles is:

A) numerical ability.
B) space visualization.
C) numerical reasoning.
D) symbolic reasoning.

Question 58

The ability to understand complex ideas, adapt effectively to the environment, and learn from experience is known as an individual's ________ intelligence.

A) practical
B) contextual
C) emotional
D) cognitive

Question 59

If someone is low in achievement motivation, they will:

A) avoid all responsibility.
B) also be high in affiliation motivation.
C) seek either very hard or very easy tasks.
D) be high in self-efficacy.

Question 60

________ is the capacity to perform various tasks.

A) Ability
B) Personality
C) Motivation
D) Componential intelligence

Question 61

Table 4.2
Bill and Tom are discussing the personalities of their assembly line workers. They agree that Lee Chin always seems to see the positive side of everything. He takes breakdowns on the line as challenges. On the other hand, Henrietta goes into a depression when there are difficulties. Ted is very time focused and gets a great of work done, but is irritable when working with others, particularly if things aren't going well. Joan is really good with complex work that needs to be accurate. She is less time motivated and works well with others. During this review, Bill wants to get the job done and move on to other work. He's a bit frustrated by Tom's slow pace and desire to be sure they are considering every aspect of each employee's behavior.
Refer to Table 4.2. Henrietta's behavior is typical of:

A) positive affectivity.
B) a Type B personality behavior pattern.
C) negative affectivity.
D) a Type A personality behavior pattern.

Question 62

The capacity to move one's body in an agile manner is known as:

A) strength.
B) flexibility.
C) stamina.
D) speed.

Question 63

Table 4.1
The HR director is reviewing personality files. She is reviewing the five dimensions of personality. She notes that Jane is described as imaginative, curious, and urbane. Peter is profiled as quiet, cautious, and reserved. Tim's file describes him as down-to-earth, simple, and narrow. The HR director reviews her own profile and sees that she is described as sad and out of control.
Refer to Table 4.1. The HR director's review of Jane is focusing on the personality dimension of:

A) conscientiousness.
B) extroversion.
C) agreeableness.
D) openness to experience.

Question 64

The ability to exert physical force against an object is known as:

A) strength.
B) flexibility.
C) stamina.
D) speed.

Question 65

The cascading model of emotional intelligence proposes that emotional intelligence influences job performance through the ability to:

A) perceive emotions.
B) understand emotions.
C) regulate emotions.
D) All of these.

Question 66

The degree to which an individual is creative, curious, and cultured versus practical describes his/her Big Five personality dimension of openness to experience.

Question 67

Accuracy in perceiving others is known as:

A) impression management.
B) persuasion and social influence.
C) social adaptability.
D) social perception.

Question 68

Testing takes a variety of forms. When employees are tested for flexibility and strength, they are having their ________ tested.

A) cognitive abilities
B) memories
C) physical abilities
D) emotional intelligence

Question 69

If a personality test is reliable, it does not have to be valid to provide useful and legal data.

Question 70

Skill at using various techniques to change others' attitudes is known as:

A) impression management.
B) persuasion and social influence.
C) social adaptability.
D) social perception.

Question 71

The capacity to endure physical activity is known as:

A) strength.
B) flexibility.
C) stamina.
D) speed.

Question 72

Table 4.3
During cocktails before a company management dinner, a group of managers gathers and are talking with each other. Simone, a financial analyst, actively manages her career. She actively participates in decisions when asked, seeking to influence the outcome of the discussion. When she runs into a situation that she doesn't have instructions about, she makes decisions on her own, innovates, or in some way tries to handle the situation, rather than sit back and wait for instructions. Peter is the newly hired director of personnel. He comes from a line position. While he's never done this type of staff work before, he says, "How hard can it be after managing a quality-driven production line for four years? I've read about HR management and followed the old HR director around for several weeks before she retired and I took over. Piece of cake." His comments really angered a couple of HR professionals standing in the group. They feel their profession and careers aren't taken seriously by Peter, their new boss. One of those HR professionals, Erica, smiles and responds to Peter, "Sounds like you anticipate a great deal of success with your new responsibilities. I know when I take on new opportunities, I always look forward with anticipation." Erica matches her comments, rate of speech, etc. to match Peter's rapid fire, off-the cuff style. Mark, an operations manager, expresses his approval of Peter's perspective. "You know, once you've had a line job in production, staff work is easy. But the real key to success is to remember to do whatever it takes to get the job done." Mark thinks that Peter may be of help to him in his career in the position of HR director. Mark is willing to say or do almost anything to ingratiate himself with Peter.
Refer to Table 4.3. Peter seems to be an individual with:

A) high self-monitoring skills.
B) a Type B personality.
C) a proactive personality.
D) high self-efficacy skills.

Question 73

Table 4.1
The HR director is reviewing personality files. She is reviewing the five dimensions of personality. She notes that Jane is described as imaginative, curious, and urbane. Peter is profiled as quiet, cautious, and reserved. Tim's file describes him as down-to-earth, simple, and narrow. The HR director reviews her own profile and sees that she is described as sad and out of control.
Refer to Table 4.1. The HR director's own profile seems to be focused on the personality dimension of:

A) conscientiousness.
B) extroversion-introversion.
C) emotional stability.
D) openness to experience.

Question 74

Almost all jobs require ________ for success.

A) physical abilities only
B) cognitive abilities only
C) both cognitive and physical abilities
D) neither cognitive nor physical abilities

Question 75

Proficiency in the use of a wide range of techniques for inducing positive reactions in others is known as:

A) impression management.
B) persuasion and social influence.
C) social adaptability.
D) social perception.

Question 76

Table 4.3
During cocktails before a company management dinner, a group of managers gathers and are talking with each other. Simone, a financial analyst, actively manages her career. She actively participates in decisions when asked, seeking to influence the outcome of the discussion. When she runs into a situation that she doesn't have instructions about, she makes decisions on her own, innovates, or in some way tries to handle the situation, rather than sit back and wait for instructions. Peter is the newly hired director of personnel. He comes from a line position. While he's never done this type of staff work before, he says, "How hard can it be after managing a quality-driven production line for four years? I've read about HR management and followed the old HR director around for several weeks before she retired and I took over. Piece of cake." His comments really angered a couple of HR professionals standing in the group. They feel their profession and careers aren't taken seriously by Peter, their new boss. One of those HR professionals, Erica, smiles and responds to Peter, "Sounds like you anticipate a great deal of success with your new responsibilities. I know when I take on new opportunities, I always look forward with anticipation." Erica matches her comments, rate of speech, etc. to match Peter's rapid fire, off-the cuff style. Mark, an operations manager, expresses his approval of Peter's perspective. "You know, once you've had a line job in production, staff work is easy. But the real key to success is to remember to do whatever it takes to get the job done." Mark thinks that Peter may be of help to him in his career in the position of HR director. Mark is willing to say or do almost anything to ingratiate himself with Peter.
Refer to Table 4.3. Mark would seem to be:

A) a high Mach.
B) a Type A personality.
C) high in self-monitoring.
D) low in self-efficacy.

Question 77

Table 4.2
Bill and Tom are discussing the personalities of their assembly line workers. They agree that Lee Chin always seems to see the positive side of everything. He takes breakdowns on the line as challenges. On the other hand, Henrietta goes into a depression when there are difficulties. Ted is very time focused and gets a great of work done, but is irritable when working with others, particularly if things aren't going well. Joan is really good with complex work that needs to be accurate. She is less time motivated and works well with others. During this review, Bill wants to get the job done and move on to other work. He's a bit frustrated by Tom's slow pace and desire to be sure they are considering every aspect of each employee's behavior.
Refer to Table 4.2. Lee Chin seems to exhibit:

A) positive affectivity.
B) a Type B personality behavior pattern.
C) negative affectivity.
D) a Type A personality behavior pattern.

Question 78

Table 4.1
The HR director is reviewing personality files. She is reviewing the five dimensions of personality. She notes that Jane is described as imaginative, curious, and urbane. Peter is profiled as quiet, cautious, and reserved. Tim's file describes him as down-to-earth, simple, and narrow. The HR director reviews her own profile and sees that she is described as sad and out of control.
Refer to Table 4.1. The HR director's review of Peter is focusing on the personality dimension of:

A) conscientiousness.
B) extraversion.
C) agreeableness.
D) openness to experience.

Question 79

The ability to recognize and regulate personal emotions, influence those of others, and to be self-motivating is an individual's:

A) cognitive intelligence.
B) level of self-efficacy.
C) emotional intelligence.
D) practical intelligence.

Question 80

The ability to move quickly is known as:

A) strength.
B) flexibility.
C) stamina.
D) speed.