Management 8th Edition By Kinicki – Test Bank
Chapter 11
Test Bank
True / False Questions
- Personality test data should be supplemented with information from reference checks, personal interviews, ability tests, and job performance records when hiring.
TRUE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe the importance of personality and individual traits in the hiring process.
Topic: Employment Tests
Feedback: Don’t hire on the basis of personality test results alone. Supplement any personality test data with information from reference checks, personal interviews, ability tests, and job performance records.
- Integrity tests are ineffective because dishonest people are able to fake conscientiousness, even on a paper-and-pencil test.
FALSE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe the importance of personality and individual traits in the hiring process.
Topic: Employment Tests
Feedback: Dishonest job applicants can often be screened by integrity tests, since dishonest people are reportedly unable to fake conscientiousness, even on a paper-and-pencil test.
- Those who have the Type A behavior pattern are involved in a chronic, determined struggle to accomplish more in less time.
TRUE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 11-06 Discuss the sources of workplace stress and ways to reduce it.
Topic: Workplace Stress
Feedback: Those who have the Type A behavior pattern are involved in a chronic, determined struggle to accomplish more in less time. Type A behavior has been associated with increased performance in the work of professors, students, and life insurance brokers. However, it has also been associated with higher blood pressure and heart disease.
- Internals likely would prefer and respond more productively to incentives such as merit pay or sales commissions.
TRUE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe the importance of personality and individual traits in the hiring process.
Topic: Internal Locus of Control
Feedback: Because internals seem to have a greater belief that their actions have a direct effect on the consequences of that action, internals likely would prefer and respond more productively to incentives such as merit pay or sales commissions.
- Individuals with an external locus of control tend to display greater work motivation, which leads to higher salaries.
FALSE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe the importance of personality and individual traits in the hiring process.
Topic: Internal Locus of Control
Feedback: Research shows internals and externals have important workplace differences. Internals (not externals) exhibit less anxiety, greater work motivation, and stronger expectations that effort leads to performance. They also obtain higher salaries.
- A smoker who claims that the habit is not as dangerous as antismoking messages suggest, saying “My grandmother smokes and she’s in her 80s,” is attempting to increase cognitive dissonance.
FALSE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-02 Explain the effects of values and attitudes on employee behavior.
Topic: Cognitive Dissonance
Feedback: All cigarette smokers are repeatedly exposed to information that smoking is hazardous to health. But many smokers dismiss the habit as not being as risky as the antismoking messages suggest in an attempt to reduce (not increase) cognitive dissonance.
- Lee has hired two new employees for her team, Jim and Judy. Jim is outgoing and attractive, while Judy is very bright but seems quiet and unsure. Lee immediately expects Jim to outperform Judy at the job. Lee is likely experiencing the halo effect.
TRUE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 3 Hard
Learning Objective: 11-03 Describe the way perception can cloud judgement.
Topic: Perception
Feedback: The halo effect occurs when we form an impression of an individual based on a single trait, such as being attractive. “Employers (wrongly) expect good-looking workers to perform better than their less-attractive counterparts under both visual and oral interaction,” says the research, “even after controlling for individual worker characteristics and worker confidence.” Here, Lee is experiencing the halo effect.
- “Joe drinks too much because he has no willpower; but I need a few drinks after work because I’m under a lot of pressure” is an example of an attribution statement.
TRUE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 3 Hard
Learning Objective: 11-03 Describe the way perception can cloud judgement.
Topic: Perception
Feedback: Causal attribution is the activity of inferring causes for observed behavior. Rightly or wrongly, we constantly formulate cause-and-effect explanations for our own and others’ behavior. Attribution statements such as the following are common: “Joe drinks too much because he has no willpower; but I need a few drinks after work because I’m under a lot of pressure.”
- After a recent exam, students earning Ds blamed factors such as bad luck, unclear lectures, and unfair testing for their poor performance. These students are engaged in self-serving bias.
TRUE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-03 Describe the way perception can cloud judgement.
Topic: Self-Serving Bias
Feedback: In self-serving bias, people tend to take more personal responsibility for success than for failure. In this example, the students who earned Ds blaming factors such as bad luck, unclear lectures, and unfair testing for their poor performance is a clear example of self-serving bias.
- One of the ways to create a Pygmalion effect is to encourage employees to visualize failing at executing tasks and use their fear of failure to motivate them.
FALSE
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-03 Describe the way perception can cloud judgement.
Topic: Self-Fulfilling Prophecy
Feedback: Positive self-expectations are the foundation for creating an organization-wide Pygmalion effect, and managers can create positive
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