Deck 3: Personality, Attitudes, and Work Behaviors

Question 1

When engaging in job design or enrichment, a manager should consider:

A) Autonomy in relations to employee personality
B) Freedom relative to employee personality
C) Personality in relation to work behavior
D) Personality in relation to job design

Answer 1

C

Question 2

Job design and enrichment is an aspect of:

A) Planning process
B) Organizing process
C) Leading process
D) Controlling process

Answer 2

B

Question 3

Studies show that our personality does not have lasting consequences for us.

Answer 3

False

Question 4

In order to effectively manage organizational behavior, it is helpful to have an understanding of different employees' personalities.

Question 5

Scanning for important trends is a:

A) Planning process
B) Organizing process
C) Leading process
D) Controlling process

Question 6

Which one of the following Big Five personality traits is the only Big Five dimension where scoring high is undesirable?

A) Openness
B) Neuroticism
C) Conscientiousness
D) Agreeableness

Question 7

Studies show that part of our career success and job satisfaction later in life can be explained by our childhood personality.

Question 8

When scanning for important trends, a manager's perceptions color the information that is absorbed and processed.

Question 9

Using self-report measures of performance may be the best way of measuring someone's personality.

Question 10

The best trait that predicts a person's work performance is:

A) Openness
B) Conscientiousness
C) Agreeableness
D) Neuroticism

Question 11

People with which of the following trait may be effective leaders because they create a positive environment:

A) Openness
B) Agreeableness
C) Extraversion
D) Conscientiousness

Question 12

Conscientiousness is the one personality trait that uniformly predicts:

A) How highly adaptable to change a person is
B) How highly motivated a person is to learn a new skill
C) How highly detailed a person will be
D) How highly performance-oriented a person will be

Question 13

There are only five traits that explain variations in our personalities.

Question 14

The values that are important to a person tend to affect the types of decisions they make.

Question 15

A firm's values are often described in the:

A) Company's handbook
B) Company's brochure
C) Mission and vision statements
D) Policy and procedure manuals

Question 16

One method some companies use to improve the match between job candidate and the job is personality testing.

Question 17

Correlating personality testing to a specific performance may affect behavior.

Question 18

Personality does not change over long periods of time.

Question 19

Teams that experience unforeseen changes in their tasks do well if they are populated with people high in:

A) Conscientiousness
B) Agreeableness
C) Originality
D) Openness

Question 20

Some experts cite data indicating that personality tests do not predict performance and job satisfaction.

Question 21

_________ refer to stable life goals people have, reflecting what is most important to them.

Question 22

___________ is the degree to which a person has overall positive feelings about him- or herself.

Question 23

Employee preferences for job design and enrichment may be a function of individuals' personalities and ___________.

Question 24

Explain what values are.

Question 25

How would a self-monitor's qualities as a manager affect his/her ability to carry out the controlling functions in an organization

Question 26

Identify the five personality traits in the Big Five Personality Traits.

Question 27

Understanding someone's _____________ gives us clues about how that person is likely to act and feel in a variety of situations.

Question 28

Anxious, irritable and temperamental defines the personality trait of ___________.

Question 29

In addition to the Big Five, researchers have proposed what other traits on which personality depends

Question 30

_________ is a belief that one can perform a specific task successfully.

Question 31

____________ can challenge a manager's ability to control costs and performance at the group and individual level.

Question 32

Enjoying being in social situations defines the personality trait of __________.

Question 33

___________ effectively requires an understanding of employees' personalities, values, and attitudes.

Question 34

If agreeable people are so nice, does this mean that we should only look for agreeable people when hiring

Question 35

__________ refers to the extent to which a person is capable of altering his or her actions and appearance in social situations.

Question 36

___________ encompasses a person's relatively stable feelings, thoughts, and behavioral patterns.

Question 37

The personality trait ____________ can be defined as affable, sensitive, and trusting.

Question 38

____________ refers to a person's inclination to fix what is wrong, change things, and use initiative to solve problems.

Question 39

Openness to new experiences tends to ________ in old age.

Question 40

Explain the personality dimension of openness.

Question 41

Selective perception is particularly important during the:

A) Planning process
B) Organizing process
C) Controlling process
D) Leading process

Question 42

The type of bias people have depends on their personality.

Question 43

How do the values a person holds affect their employment

Question 44

How should a personality test be validated

Question 45

__________ is the tendency to overestimate our performance and capabilities and see oneself in a more positive light than that held by others.

Question 46

Why might managing employees with low self-esteem be challenging

Question 47

Visual perception may make it for managers to believe their eyes.

Question 48

What might a manager do to increase an employee's self-efficacy

Question 49

Biased visual perception may not necessarily lead to inaccurate inferences about the people and objects around us.

Question 50

Impressions may be defined as the process by which individuals detect and interpret environmental stimuli.

Question 51

__________ is the tendency to underestimate performance and capabilities and see oneself in a more negative light.

Question 52

Believing that women are more cooperative than men, or men are more assertive than women, are examples of:

A) Categorizing
B) Stereotyping
C) Biasing
D) Reality check

Question 53

How we perceive others will shape our behavior, which in turn:

A) Will shape the behavior of the person we are interacting with
B) Will lead to undue success or failure
C) May lead to wrong inferences about objects in our environment
D) Will lead to generalizations

Question 54

Why should managers understand how visual perception may be biased?

A) Managers have a tendency to compare and contrast objects and people to each other.
B) Managers are prone to errors and biases when perceiving themselves.
C) Managers rely on their visual perception to form their opinions about people and objects around them.
D) Bias in visual perception tends to interfere with the management process.

Question 55

___________ may be defined as the process by which individuals detect and interpret environmental stimuli.

Question 56

Focusing on some aspects of the environment and ignoring other elements is called:

A) Optical illusion
B) Selective perception
C) Visual perception
D) Bias in perception

Question 57

What kind of legal ies did Rent-A-Center encounter when using personality tests

Question 58

Stereotypes are generalizations based on an individual characteristic.

Question 59

What are the values of the Schwartz value inventory

Question 60

Describe two reasons scores on personality self-assessments may not be accurate.

Question 61

What makes stereotypes potentially discriminatory

Question 62

Organizational commitment is the unemotional attachment people have toward the company they work for.

Question 63

How does visual perception influence behavior in organizations

Question 64

Things that make us happy with our job often make us more committed to the company as well.

Question 65

Organizational justice can be classified into three categories:

A) Procedural, distributive and interactional
B) Psychological, reactional, motivational
C) Procedural, psychological, and motivational
D) Interactional, distributive, and psychological

Question 66

The ______________ are initial thoughts and perceptions we form about people and tend to be stable and resilient to contrary information.

Question 67

A factor biasing our perception is _____________.

Question 68

At work, two job attitudes that have the greatest potential to influence how we behave are:

A) Perception and bias
B) Self perception and self efficacy
C) Job satisfaction and organizational commitment
D) Job satisfaction and self esteem

Question 69

The amount of stress present in a job is related to employee satisfaction and commitment.

Question 70

Explain the process of selective perception.

Question 71

Exit interviews involve a meeting with the departing employee's manager.

Question 72

_____________ is the emotional attachment people have toward the company they work for.

Question 73

Under the psychological contract, an employee may believe that if he or she works and receives favorable performance evaluations, he or she will receive an annual bonus.

Question 74

Job satisfaction and organizational commitment are associated with outcomes that are important to the managerial role of ______________.

Question 75

_____________ refers to the feelings people have toward their job.

Question 76

Rather than to actual behaviors, attitudes are more strongly related to:

A) Intentions
B) Values
C) Psychology
D) Stress

Question 77

Personality and values play lesser roles in how employees feel about their jobs than other job characteristics.

Question 78

_____________ refers to our opinions, beliefs, and feelings about aspects of our environment.

Question 79

__________ means that we pay attention to parts of the environment while ignoring other parts.

Question 80

Exit interviews are often conducted by:

A) Employee manager
B) Human resources representative
C) Outside consultants
D) Top management