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statements is true of introverted and conscientious employees? d. They are less likely to be absent from work. The Big Five are broad, global traits associated with behaviors at work. For example, from preliminary research, we know that introverted and conscientious employees are less likely to be absent from work. Across many occupations, conscientious people are more motivated and perform better than others. In the context of the Big Five personality traits, _____ people are more motivated and perform better than others. c. conscientious Across many occupations, conscientious people are more motivated and perform better than others. But different patterns of the Big Five traits are related to high performance in different occupations and work situations. Managers with emotional stability and extraversion are top performers. A(n) _____ is a situation that overwhelms the effects of individual personalities by providing strong cues for appropriate behavior. d. strong situation A strong situation is a situation that overwhelms the effects of individual personalities by providing strong cues for appropriate behavior. These situations are interpreted in the same way by different individuals, evoke agreement on the appropriate behavior in the situation, and provide cues to appropriate behavior. In
an organization, people with an internal locus of control: c. prefer participative management styles. In an organization, people with an internal locus of control often report higher job satisfaction, exhibit superior job performance, are more likely to assume managerial positions, and tend to prefer participative management styles more than those with an external locus of control. People who believe they control what happens to them have an internal locus of control, whereas people who believe that circumstances or other people control their fate have an external locus of control. People with an internal locus of control don't react well to close supervision, so managers should: c. give them considerable voice in how work is performed. Because internals believe they control what happens to them, they will want to exercise control in their work environments. Internals don't react well to close supervision, so managers should give them considerable voice in how work is performed. Which of the following statements is true of employees with high general self-efficacy? c. They have more confidence in their job-related abilities. Employees with high general self-efficacy have more confidence in their job-related abilities and other personal resources that help them function effectively on the job. People with low general self-efficacy often feel ineffective at work and may express doubts about performing new tasks well. Which of the following is one of the most important determinants of self-efficacy? c. Previous success Previous success or performance is one of the most important determinants of self-efficacy. People who trust their own efficacy tend to attempt difficult tasks, persist in overcoming obstacles, and experience less anxiety when faced with adversity. Check My Work a. He has a high self-esteem Maddox has a high self-esteem. Self-esteem is an individual's general feeling of self-worth. People with inflated self-esteem may brag inappropriately when they find themselves in stressful situations. Individuals with high self-esteem have positive feelings about themselves, perceive themselves to have strengths as well as weaknesses, and believe their strengths are more important than their weaknesses. Managers should encourage employees to raise their self-esteem by: d. giving them appropriate challenges and opportunities for success. Self-esteem may be strongly affected by situations. Success tends to raise self-esteem, whereas failure lowers it. Managers should thus encourage employees to raise their self-esteem by giving them appropriate challenges and opportunities for success. Which of the following statements is true of low self-monitors? d. They behave consistently across situations. Low self-monitors pay less attention to situational cues and act from internal states instead. As a result, low self-monitors behave consistently across situations. Individuals who focus on the good aspects of themselves, other people, and the world in general are said to have _____. d. positive affect Individuals who focus on the positive aspects of themselves, other people, and the world in general are said to have positive affect. Individuals with positive affect are more satisfied with their jobs. They are also more likely to help others at work and engage in more organizational citizenship behaviors. In the context of personality characteristics in organizations, which of
the following statements is true of employees with positive affect? a. They have fewer absentee days. Employees with positive affect have fewer absentee days. Positive affect has also been linked to more life satisfaction and better performance across a variety of life and work domains. Which of the following best defines behavioral measures of personality? d. They examine an individual's behavior in a controlled situation. Behavioral measures of personality examine an individual's behavior in a controlled situation. Some potential problems with behavioral measures include the observer's ability to stay focused and the way the observer interprets the behavior. Additionally, some people behave differently when they know they are being observed. In the context of personality
measurement tools, the _____ elicits an individual's response to abstract stimuli. b. projective test In the context of personality measurement tools, projective test elicits an individual's response to abstract stimuli. During projective tests, individuals are shown a picture, abstract image, or photo and are asked to describe what they see or to tell a story about it. In the context of personality measurement tools, the Minnesota Multiphasic Personality Inventory: d. helps diagnose several neurotic or psychotic disorders. The most common method of assessing personality is the self-report questionnaire. One of the more widely recognized questionnaires is the Minnesota Multiphasic Personality Inventory, a comprehensive test assessing a variety of traits that can help diagnose several neurotic or psychotic disorders In the context of Myers-Briggs Type Indicator of personality, the _____ preference represents where you find energy. a. Extraversion/Introversion The Extraversion/Introversion preference represents where you find energy. Carl Jung's theory holds that the Extraversion/Introversion preference reflects the most important distinction among individuals. Carl Jung's theory holds that the _____ preference reflects the most
important distinction among individuals. a. Extraversion/Introversion The Extraversion/Introversion preference represents where you find energy. Jung's theory holds that the Extraversion/Introversion preference reflects the most important distinction among individuals. In the context of
Myers-Briggs Type Indicator of personality, the _____ preference describes the way we prefer to make decisions. c. Thinking/Feeling The Thinking/Feeling preference describes the way we prefer to make decisions. The Feeling preference makes decisions in a personal, value-oriented way. The Thinking preference makes decisions in a logical, objective fashion, whereas the Feeling preference makes decisions in a personal, value-oriented way. The three major categories of factors that influence our perception of another person include: a. characteristics of ourselves, the target person, and the situation. Three major categories of factors influence our perception of others. They are characteristics of ourselves as perceivers, characteristics of the target person we are perceiving, and characteristics of the situation in which the interaction takes place. In the context of characteristics of a
perceiver, which of the following factors will affect social perception? c. Self-concept A factor that can affect social perception is the perceiver's self-concept. The better we understand ourselves, the more accurate our perceptions of others. _____ allows a person to perceive multiple characteristics of
another person rather than attending to just a few traits. d. Cognitive complexity Cognitive structure, an individual's pattern of thinking, also affects social perception. Cognitive complexity allows a person to perceive multiple characteristics of another person rather than attending to just a few traits. The
discounting principle is a characteristic of _____. a. the situation The strength of situational cues also affects social perception. Some situations provide strong cues about appropriate behavior. In these situations, we assume that the individual's behavior can be accounted for by the situation and may not reflect the individual's disposition. This is the discounting principle in social perception. _____ is our tendency to prefer information that supports our viewpoints. a. Selective perception Selective perception is our tendency to prefer information that supports our viewpoints. Individuals often ignore information that threatens their viewpoints. In the context of barriers to social perception, _____ are also called the Pygmalion effect. b. self-fulfilling prophecies Self-fulfilling prophecies, also called the Pygmalion effect, interfere with social perception in that our expectations affect the way we interact with others such that we provoke the very response we expect. A manager's expectations of an individual affect both the manager's behavior toward the individual and the individual's response. Which of the following statements is true of failure-oriented individuals? c. They attribute their failures to lack of ability. Achievement-oriented individuals attribute their success to ability and their failures to lack of effort—both internal causes. Failure-oriented individuals attribute their failures to lack of ability and may develop feelings of incompetence as a result. The tendency to make attributions to internal causes when focusing on someone else's behavior is called _____. a. fundamental attribution error The tendency to make attributions to internal causes when focusing on someone else's behavior, known as the fundamental attribution error. A supervisor attributing an employee's good performance to internal causes such as effort or ability may give a larger raise than a supervisor attributing the good performance to external causes like help from others or good training. Which of the following should managers do to deal with unethical behavior in the workplace quizlet?which of the following are thing managers should do to deal with unethical behavior in the workplace? Set clear expectations for when employees are confronted with unethical behavior.
When there are two choices in a situation and neither resolves the issue in an ethically acceptable manner?Ethical dilemmas are situations in which there is a difficult choice to be made between two or more options, neither of which resolves the situation in a manner that is consistent with accepted ethical guidelines.
Which of the following is an example of a person factor?Which of the following is an example of a person factor? Preference to work independently. The job market is ever changing as are employees. Opportunities and rewards change people.
What should you do after identifying unethical conduct in your workplace?How to Report Unethical Behavior in the Workplace. Review the Company Handbook. Consult your organization's rules and policies to determine if the sketchy behavior you observed is prohibited. ... . Submit an Anonymous Report. ... . Submit a Signed Written Report. ... . Request a Private Meeting.. |
