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Gen Yers are more likely than older workers to
A. be very independent.
B. desire financial rewards exclusively.
C. appreciate a slower pace.
D. want more guidance.
E. be more patient in seeing the results of their work.

A. be very independent.

The stable psychological traits and behavioral attributes that give a person her identity are known as her
A. character.
B. values.
C. attitudes.
D. attributions.
E. personality.

E. personality.

Which of the following is one of the Big Five personality dimensions?
A. Dependability
B. Tolerance for ambiguity
C. Openness to change
D. Agreeableness
E. Openness to extremes

D. Agreeableness

______ is the personality dimension that describes how intellectual, imaginative, curious, and broad-minded a person is.
A. Inquisitiveness
B. Emotional stability
C. Openness to experience
D. Extroversion
E. Inventiveness

C. Openness to experience

______ is the personality dimension that describes how achievement-oriented and persistent a person is.
A. Emotional stability
B. Conscientiousness
C. Extroversion
D. Locus of control
E. Self-efficacy

B. Conscientiousness

Lorenzo is frequently nervous, tense and worried, both at work and at home. He likely scores low on which of the Big Five personality dimensions?
A. Emotional stability
B. Conscientiousness
C. Extroversion
D. Openness to experience
E. Self-monitoring

A. Emotional stability

Adrienne really enjoys mingling at work functions, both to network for new contacts and simply to share stories with other interesting people. Adrienne probably scores high in
A. emotional stability.
B. conscientiousness.
C. extroversion.
D. agreeableness.
E. openness to experience.

C. extroversion.

______ has been associated with success for managers and salespeople.
A. Extroversion
B. Agreeableness
C. Openness to experience
D. Emotional stability
E. Conscientiousness

A. Extroversion

A person who is apt to take initiative and persevere to influence the environment is said to have a ______ personality.
A. emotionally stable
B. proactive
C. extroverted
D. emotionally intelligent
E. self-efficacious

B. proactive

How should a manager use personality tests?
A. Use graphology tests to infer personality
B. Create personality profiles of the desirable employee for different jobs
C. Experiment with various personality tests that appear on the Internet
D. Assess testing for any possible adverse impact on hiring women and minorities
E. Avoid them, as they are illegal

D. Assess testing for any possible adverse impact on hiring women and minorities

The extent to which people believe they control their own fate through their own efforts is called their
A. tolerance for ambiguity.
B. locus of control.
C. emotional stability.
D. self-efficacy.
E. self-monitoring.

B. locus of control.

People with ______ exhibit less anxiety, greater motivation, and stronger expectations that effort leads to performance.
A. high self-efficacy
B. high self-monitoring
C. internal locus of control
D. high tolerance for ambiguity
E. high self-esteem

C. internal locus of control

Employees with a(n) ______ locus of control will probably resist close managerial supervision.
A. high
B. internal
C. external
D. absent
E. low

B. internal

Aimee has an internal locus of control. Her manager should
A. give Aimee a lot of positive feedback.
B. ensure that Aimee has a highly structured job.
C. give Aimee a job with much social contact with coworkers and customers.
D. closely supervise Aimee's work.
E. provide an incentive structure to pay Aimee.

E. provide an incentive structure to pay Aimee.

Belief in one's personal ability to do a task is called
A. self-esteem.
B. openness to experience.
C. self-efficacy.
D. locus of control.
E. self-monitoring.

C. self-efficacy.

Complex, challenging, and autonomous jobs tend to enhance people's perceptions of their
A. self-efficacy.
B. increased anxiety.
C. tolerance for pain.
D. learned helplessness.
E. self-esteem.

A. self-efficacy.

Tony is a manager of several subordinates that seem to be low in self-efficacy. In an effort to improve this, he should
A. let them learn new tasks independently.
B. give them simplistic jobs.
C. immediately create very challenging goals for them.
D. provide guided experiences.
E. avoid giving positive feedback.

D. provide guided experiences.

The extent to which people like or dislike themselves is called their
A. emotional stability.
B. self-esteem.
C. locus of control.
D. self-efficacy.
E. self-monitoring.

B. self-esteem.

People with low self-esteem ______ than people with high self-esteem.
A. handle failure better
B. choose more unconventional jobs
C. focus more on their strengths
D. are more dependent on others
E. exhibit more aggressive behavior

D. are more dependent on others

If a manager knows one of her subordinates has low self-esteem and wishes to enhance it, she should
A. provide frequent reminders about improving weaknesses.
B. avoid delegating work to this subordinate.
C. redesign the work so that it is routine and structured.
D. avoid giving feedback.
E. break larger projects into smaller tasks and projects.

E. break larger projects into smaller tasks and projects.

People with high ______ are responsive to social and interpersonal cues of others.
A. self-esteem
B. self-monitoring
C. locus of control
D. self-efficacy
E. agreeableness

B. self-monitoring

Low self-monitors are often criticized for being ______ to others.
A. insincere
B. boastful
C. aggressive
D. unfair
E. insensitive

E. insensitive

The ability to cope, empathize with others, and be self-motivated is called
A. emotional intelligence.
B. self-awareness.
C. social awareness.
D. self-efficacy.
E. self-monitoring.

A. emotional intelligence.

Which of the following is a trait of emotional intelligence?
A. Situational awareness
B. Self-sufficiency
C. Self-monitoring
D. Social awareness
E. Self-efficacy

D. Social awareness

The ability to control your emotions and act with honesty and integrity in reliable and adaptable ways is known as
A. self-awareness.
B. self-management.
C. social awareness.
D. situational awareness.
E. relationship management.

B. self-management.

Organizational ______ tries to explain and predict workplace behavior to help managers better lead and motivate others.
A. behavior
B. development
C. culture
D. strategy
E. science

A. behavior

The abstract ideals that guide a person's thinking and behavior across all situations are called
A. ethics.
B. culture.
C. values.
D. attitudes.
E. perceptions

C. values.

According to the Society for Human Resource Management, employees are more interested in ______ rather than just earning a paycheck.
A. advancement opportunity
B. recognition
C. benefits
D. work-life balance
E. status

D. work-life balance

The three components of ______ are affective, cognitive, and behavioral.
A. value assessment
B. attitude
C. job satisfaction
D. personality
E. stress

B. attitude

The ______ component of an attitude consists of the beliefs and knowledge one has about a situation.
A. behavioral
B. decisional
C. cognitive
D. affective
E. value

C. cognitive

The statement, "I really don't like that Carlos came back from the meeting very upset," reflects the ______ component of an attitude.
A. behavioral
B. emotion
C. cognitive
D. affective
E. value

D. affective

The statement, "I won't ask Eric to run that report again," reflects the ______ component of an attitude.
A. behavioral
B. decisional
C. cognitive
D. affective
E. value

A. behavioral

The statement, "Claudia is never willing to help out," reflects the ______ component of an attitude.
A. behavioral
B. decisional
C. cognitive
D. affective
E. value

C. cognitive

Because people are uncomfortable with inconsistency, they will seek to reduce
A. a self-fulfilling prophecy.
B. fundamental attribution.
C. a self-serving bias.
D. causal attribution.
E. cognitive dissonance.

E. cognitive dissonance.

Under which of the following circumstances would the desire to reduce cognitive dissonance be greatest?
A. When large amounts of money are on the line
B. When the individual has little control
C. When the elements seem like an inconsequential ambiguity
D. When there is little emotional investment in the situation
E. When the components of attitude have no inconsistency

A. When large amounts of money are on the line

Which of the following is NOT one of the main ways to reduce cognitive dissonance?
A. Change your attitude
B. Change your behavior
C. Release control of the situation
D. Find consonant elements that outweigh the dissonant ones
E. Belittle the importance of the inconsistent behavior

C. Release control of the situation

According to Festinger, which of the following factors is most relevant as people deal with the discomfort of cognitive dissonance?
A. Personal ethics
B. Judgment of others
C. Personality differences
D. Control over the situation
E. Ease of decision

D. Control over the situation

The extent to which an employee has positive or negative feelings about various aspects of his or her work refers to
A. job involvement.
B. job performance.
C. organizational commitment.
D. job enrichment.
E. job satisfaction.

E. job satisfaction.

Franco really doesn't like his new boss and is not happy with the new tasks he's been assigned and the long hours he's been working. Still, he really believes in what the company is trying to accomplish. Franco has
A. poor job performance.
B. low job involvement.
C. low organizational commitment.
D. poor job enrichment.
E. low job satisfaction.

E. low job satisfaction.

Which of the following factors is most relevant to a person's overall satisfaction with his or her job?
A. Life outside of work
B. Co-workers
C. Locus of control
D. Industry
E. Self-efficacy

B. Co-workers

Job satisfaction results in stronger ______ and lower levels of
A. job involvement; work-life balance.
B. motivation; life satisfaction.
C. organizational commitment; perceived stress.
D. perceived stress; life satisfaction.
E. perceived stress; absenteeism.

C. organizational commitment; perceived stress.

The extent to which an employee identifies with an organization and is committed to its goals is called
A. job involvement.
B. job performance.
C. organizational commitment.
D. job satisfaction.
E. job enrichment.

C. organizational commitment.

Employee behaviors that exceed the work-role requirements for the job are known as
A. organizational citizenship behaviors.
B. the halo effect.
C. counterproductive work behaviors.
D. self-efficacy behaviors.
E. proactive behaviors.

A. organizational citizenship behaviors.

Miles impressed his boss by making lots of suggestions for department improvements and by putting in many weekend hours to do extra tasks to develop the new procedures. Miles is exhibiting
A. self-efficacy.
B. turnover.
C. organizational citizenship behaviors.
D. the halo effect.
E. counterproductive work behaviors.

C. organizational citizenship behaviors.

Absenteeism, drug and alcohol abuse, and disciplinary problems are examples of
A. organizational citizenship behaviors.
B. self-efficacy.
C. causal attribution.
D. counterproductive work behaviors.
E. self-serving bias.

D. counterproductive work behaviors.

The process of interpreting and understanding one's environment is called
A. self-awareness.
B. perception.
C. cognition.
D. self-monitoring.
E. openness to experience.

B. perception.

Which of the following is NOT a step in the perceptual process?
A. Selective attention
B. Retrieving from memory to make judgments and decisions
C. Causal attribution
D. Interpretation & evaluation
E. Storing in memory

C. Causal attribution

Which of the following is NOT a distortion in perception?
A. Pygmalion effect
B. Stereotyping
C. Halo effect
D. Selective perception
E. Causal attribution

A. Pygmalion effect

The tendency to filter out information that is discomforting, irrelevant, or contradictory to one's beliefs is called
A. cognitive dissonance.
B. a fundamental attribution error.
C. the halo effect.
D. a self-fulfilling prophecy.
E. selective perception.

E. selective perception

The tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs is called
A. generalization.
B. selective perception.
C. a fundamental attribution error.
D. stereotyping.
E. the halo effect.

D. stereotyping

As employees' age increases, their
A. job involvement decreases.
B. absenteeism increases.
C. job satisfaction increases.
D. work motivation decreases.
E. organizational commitment decreases.

C. job satisfaction increases.

Brad was hiring a new financial analyst, and he had several good candidates. He was leaning towards hiring Kai, a Japanese-American woman, since he thinks Asians are just better at math. Brad is exhibiting which distortion in perception?
A. Racism.
B. Selective perception.
C. A fundamental attribution error.
D. Stereotyping.
E. The halo effect.

D. Stereotyping.

The ______ occurs when we form an impression of an individual based on a single trait.
A. halo effect
B. self-fulfilling prophecy
C. fundamental attribution error
D. self-serving bias effect
E. selective perception error

A. halo effect

The tendency to attribute another person's behavior to his or her personal characteristics rather than to the situational factors is called
A. the self-fulfilling prophecy.
B. a self-serving bias.
C. the fundamental attribution bias.
D. selective perception.
E. stereotyping.

C. the fundamental attribution bias.

Tori has been telling everyone in the sales department of her incredible skill as a salesperson, since she beat her goal this year by nearly 30%. But last year when she didn't even reach her goal, she said it was simply the economy. This is an example of the
A. halo effect.
B. self-fulfilling prophecy.
C. fundamental attribution bias.
D. self-serving bias.
E. selective perception error.

D. self-serving bias.

A waiter expects a group of poorly dressed customers to be stingy tippers and gives them poor service, so he gets the result that he expects, a very small tip. This is an example of the
A. halo effect.
B. self-fulfilling prophecy.
C. fundamental attribution bias.
D. self-serving bias.
E. selective perception error.

B. self-fulfilling prophecy.

______ is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively.
A. Apprehension
B. Role conflict
C. Role overload
D. Stress
E. Anxiety

D. Stress

Which of the following best describes the graph of stress (x-axis) versus performance (y-axis)?
A. Line with a positive slope
B. Line with a negative slope
C. A horizontal line
D. U-shaped curve
E. Inverted u-shaped curve

E. Inverted u-shaped curve

When others' expectations exceed one's ability, ______ has occurred.
A. burnout
B. role overload
C. learned helplessness
D. role conflict
E. role ambiguity

B. role overload

You have important clients in town who want to have dinner with you, but your mother has a plumbing leak and has asked you to come over and shut off the water until she can get it fixed tomorrow. You are experiencing
A. role ambiguity.
B. burnout.
C. learned helplessness.
D. role overload.
E. role conflict.

E. role conflict.

Which of the following is NOT a symptom of stress?
A. Slow speech
B. Insomnia
C. Hostility
D. Alcohol abuse
E. Heart attack

A. Slow speech

______ is a state of emotional, mental, and even physical exhaustion, expressed as listlessness, indifference, or frustration.
A. Eustress
B. Distress
C. Role overload
D. Burnout
E. Breakdown

D. Burnout

Which of the following is the most common drug of abuse?
A. Marijuana
B. Tranquilizers
C. Prescription pain medication
D. Cocaine
E. Alcohol

E. Alcohol

A(n) ______ program includes plans to help employees cope with stress, burnout, substance abuse, health problems, and family issues that influence job performance.
A. holistic wellness
B. employee engagement
C. counterproductive behavior
D. employee assistance
E. self-monitoring

D. employee assistance

Which of the following is NOT a suggested strategy for reducing unhealthy stressors in organizations?
A. Rollout employee assistance programs
B. Recommend a holistic wellness approach
C. Develop a more formal structure with authoritative supervision
D. Make jobs interesting
E. Make career counseling available

C. Develop a more formal structure with authoritative supervision

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