Deck 3: Perceiving Ourselves and Others in Organizations

Question 1

There is a positive relationship between self-efficacy and self-evaluation.

Answer 1

True

Question 2

Self-esteem is the extent to which people like,respect,and are satisfied with others.

Answer 2

False

Question 3

People with higher self-esteem than others believe they are superior.

Answer 3

False

Question 4

Self-concept refers to an individual's self-beliefs and self-evaluations.

Question 5

Self-efficacy is similar to self-effacing behaviour.

Question 6

People with high self-esteem are less influenced by others.

Question 7

Self-enhancement can result in bad decisions.

Question 8

People perform better in most employment situations when they have a strong external locus of control.

Question 9

The three structural dimensions of self-concept are: complexity,consistency,and clarity.

Question 10

Self-enhancement causes managers to overestimate the probability of success in investment decisions.

Question 11

Self-concept clarity becomes more confused as we get older.

Question 12

The self-concept clarity increases with age.

Question 13

Individuals with higher internal locus of control tend to evaluate others less favourably.

Question 14

Self-verification stabilizes our self-concept.

Question 15

An internal locus of control characterizes people who think only of themselves rather than people around them.

Question 16

Mature adults tend to have a lower complexity that remains relatively stable.

Question 17

Clarity of self-concept refers to the degree or realism one attaches to his or her self-image.

Question 18

People with higher internal locus of control are more successful in their careers,and earn more money.

Question 19

Self-efficacy is a perception and a general trait related to self-concept.

Question 20

Self-evaluation is mostly defined in terms of the following three concepts: self-esteem,self-efficacy,and locus of control.

Question 21

Social identity is easily defined using demographic characteristics.

Question 22

Confirmation bias causes us to screen out information that is contrary to our values and assumptions.

Question 23

Mental models play an important role in sense-making,but they also make it difficult to see the world in different ways.

Question 24

Social identity theory partially explains why people in low-status jobs tend to define themselves in terms of non-job groups.

Question 25

People have a tendency to screen out information that is contrary to their assumptions.

Question 26

Categorical thinking is mostly a conscious process of deciding what information in the environment to notice.

Question 27

Self-concept consists of two distinct categories: personal identity and social identity.

Question 28

Employees can break out of their existing mental models by working with colleagues from diverse backgrounds that bring different mental models to the workplace.

Question 29

Selective attention occurs after incoming information is organized and interpreted.

Question 30

Our emotions influence what we recognize or screen out.

Question 31

Grouping people and objects into recognizable patterns is part of the selective attention process.

Question 32

Stereotyping is an extension of the social identity process.

Question 33

A person's expectations make them more sensitive to incoming information,but also less sensitive to unexpected information.

Question 34

The perceptual process begins by attributing behaviour to internal or external causes.

Question 35

Seeing a trend in a sequence of sales figures involves the process of categorical thinking.

Question 36

The three steps in stereotyping,in order,are: (a)identify negative information, (b)behave in ways consistent with previous expectations,and (c)watch the employee form a positive or negative opinion of you.

Question 37

Social identity is also called external self-concept.

Question 38

People whose self-concepts are heavily defined by social rather than personal identities are more easily influenced by peer pressure.

Question 39

Social identity theory explains self-concept only in terms of personal identity.

Question 40

We are more likely to notice objects with features that are repetitive,intense,and in motion.

Question 41

One problem with stereotyping is that few traits assigned to a particular social category accurately describe every person identified with that group.

Question 42

People who believe that their successful completion of a project is due to their skill and hard work are making an internal attribution.

Question 43

Stereotyping is a natural process that helps us to economize mental effort.

Question 44

One reason we stereotype is to enhance out self-concept.

Question 45

Some stereotypes can contain kernels of truth.

Question 46

Homogenization and differentiation are two activities in the process of social identity and self-enhancement.

Question 47

People tend to make an internal attribution about someone's behaviour if that person has rarely acted like this either in the past or in other situations.

Question 48

For the most part the stereotyping process is hardwired in our brain cells.

Question 49

A person's social identity is a complex combination of his or her memberships in many groups.

Question 50

Stereotyping helps up in several valuable ways.

Question 51

The combination of social identity and self-enhancement occurs through categorization and attribution activities.

Question 52

Fundamental attribution error refers to the tendency to attribute the behaviour of other people to internal factors more than external factors.

Question 53

Systemic discrimination is often unintentional.

Question 54

When making an internal or external attribution about a person's behaviour,we tend to look at whether the person has acted this way in the past and other situations,and whether other people act similarly in this situation.

Question 55

Attribution theory mainly explains the selective attention process.

Question 56

We can eliminate the activation of stereotyping by choosing to ignore stereotypic information.

Question 57

Fundamental attribution error would cause a supervisor to believe that an employee's lateness is due to factors beyond the employee's control rather than to a lack of motivation to attend work.

Question 58

You are more likely to make an internal attribution about someone's poor performance if you have also observed the person performing that task poorly in the past and have observed other employees performing the task well.

Question 59

Stereotyping is partly responsible for prejudice and discrimination.

Question 60

The easiest way to minimize stereotyping is by preventing the activation of stereotypes in our heads.

Question 61

Self-fulfilling prophecy tends to have a stronger effect on employees who are new to the job than on employees who have worked in that job for a few years.

Question 62

Self-fulfilling prophecy may result in either better or worse performance than if the employee is not exposed to the self-fulfilling prophecy effect.

Question 63

According to the halo effect,a supervisor's initial expectations of you influence your behaviour so that you are more likely to act consistently with those expectations.

Question 64

The primacy effect causes interviewers to ignore information presented at the beginning of the interview and to pay more attention to information presented later in the interview.

Question 65

The primacy effect occurs because we have a strong need to quickly make sense of other people.

Question 66

According to the Johari Window,the hidden area is reduced through disclosure.

Question 67

The recency effect occurs when a person's annual performance evaluation is heavily influenced by performance results over the last month.

Question 68

The first step in a self-fulfilling prophecy occurs when the observer acts differently towards people with whom he or she has high expectations than towards those with whom he or she has low expectations.

Question 69

The halo effect occurs when one characteristic of a person shapes our general impression of that person which,in turn,biases our perceptions about the other characteristics of that person.

Question 70

Self-serving bias is the tendency to take credit for our successes and blame others or the situation for our mistakes.

Question 71

The four areas of the Johari Window are open,closed,internal,and external.

Question 72

Self-fulfilling prophecy occurs whenever supervisors accurately predict the future performance of recently hired employees.

Question 73

Diversity awareness programs mainly educate employees about the value of diversity and the problems with stereotyping.

Question 74

The main objective of the Johari Window process is to maintain the same amount of information about yourself in each of the four quadrants.

Question 75

The contact hypothesis states that the more individuals interact with one another,the less they rely on stereotypes to perceive each other.

Question 76

The Johari Window is a training program that teaches employees how to change their personality.

Question 77

The more we interact with someone,the more we rely on stereotypes to understand that individual.

Question 78

Diversity awareness programs are designed specifically to correct deep-rooted prejudice and intolerance in the workplace.

Question 79

One of the most effective ways to minimize negative self-fulfilling prophecy is to make managers aware of the power of positive expectations.

Question 80

Primacy and recency effects are two attribution errors.