Q&A Hero

Q: A(n) __________ is oriented toward extreme achievement, impatience, and perfectionism. a) self-monitoring personality b) agreeable personality c) Type A personality d) Type B personality

Q: __________ is a state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities. a) Fear b) Stress c) Apprehension d) Uncertainty

Q: Persons high in self-monitoring exhibit all of the following characteristics EXCEPT: a) the willingness and ability to change. b) the desire to learn. c) openness to feedback. d) predictability.

Q: According to the Myers-Briggs Type Indicator, an ESTJ would most likely be: a) analytical, strategic, forceful, and quick to take charge. b) practical, decisive, logical, and quick to dig in. c) insightful, free thinking, and determined. d) conscientious, considerate, and helpful.

Q: Which of the following characteristics is NOT expected from a "high-Mach" personality? a) Emotional detachment b) Concern for the means over the end c) Exploitation of others d) Manipulation

Q: A physical and mental exhaustion from work stress is known as: a) job burnout. b) constructive stress. c) self-serving bias. d) destructive attribute.

Q: __________ is the degree to which someone uses power manipulatively. a) Authoritarianism b) Self-serving bias c) Machiavellianism d) Locus of control

Q: Which of the following terms refers to the degree to which a person defers to authority and accepts status differences? a) Machiavellianism b) Authoritarianism c) Locus of control d) Personality

Q: Alex, an accountant, faces difficulty at work. He believes that the problem is with his work environment, even though other accountants are doing well. Alex most likely has a(n) __________ locus of control. a) internal b) external c) self-monitoring d) standard

Q: Susan, for the most part, believes that what happens to her is beyond her control. Susan has a(n)__________ locus of control. a) internal b) external c) self-monitoring d) standard

Q: Jenna believes that, for the most part, she is responsible for what happens to her. She has a(n) __________ locus of control. a) internal b) external c) self-monitoring d) standard

Q: _____________ is the extent to which one believes what happens is within their control. a) Self confidence b) Emotional stability c) Extroversion d) Locus of control

Q: A(n) __________ person is dependable, organized, and focused on getting things done. a) extraverted b) agreeable c) conscientious d) emotionally stable

Q: Which of the following is NOT a Big Five personality trait? a) Agreeableness b) Emotional stability c) Intelligence d) Extraversion

Q: The profile of characteristics making a person unique from others is called __________. a) emotional stability b) personality c) locus of control d) extroversion

Q: A(n) _____________ assigns attributes commonly associated with a group to an individual. a) mood contagion b) stereotype c) withdrawal behavior d) emotion

Q: Perception can cause ___________ errors as we explain events and problems. a) reaction b) reflection c) attribution d) acknowledgement

Q: Tanya is the president of Cookware LLC. She wants to convey a self-image of a caring, understanding, and concerned president. At the monthly orientation meeting, she takes the initiative to address her employees' family members. By this, she intends to express her concern for her employees. In this scenario, Tanya practices __________. a) speaking b) projection management c) self-serving bias d) impression management

Q: __________ tries to create desired perceptions in the eyes of others. a) Self-serving bias b) Selective perception c) Impression management d) Projection

Q: The process of creating explanations for events is called __________. a) attribution b) self-awareness c) self-serving bias d) projection

Q: ________ underestimates internal factors and overestimates external factors as influences on someone's behavior. a) Projection b) Self-serving bias c) The fundamental attribution error d) A halo effect

Q: __________ overestimates internal factors and underestimates external factors as influences on someone's behavior. a) Projection b) Selective projection c) The fundamental attribution error d) Impression management

Q: Consider the following example of how managers may misconstrue work behavior. If managers see men in a discussion, they might think that they are discussing a new deal; if it's a group of women, they might think that they are gossiping. This scenario illustrates __________. a) stereotyping b) the halo effect c) selective perception d) projection

Q: Which of the following perceptual distortions focuses attention on things consistent with existing beliefs, needs, or actions? a) Projection b) A stereotype c) Selective perception d) A halo effect

Q: _______________ uses one attribute to develop an overall impression of a person or situation. a) A projection b) Stereotyping c) A halo effect d) Selective perception

Q: The process through which people receive and interpret information from an environment is called __________. a) projection b) constructive stress c) perception d) reception

Q: Johnathan has been under a lot of stress after receiving negative feedback on a project. To compensate for his failure and create a good impression, he works for long hours and ignores his personal life and health. As his team leader, would you take any measures to change his behavior? If so, how would you approach this situation and what would be your advice to Johnathan?

Q: Explain the relation between job satisfaction and work behavior.

Q: Define attitude, its three components, and their relationship to cognitive dissonance.

Q: Define job satisfaction and its relation to job performance.

Q: Describe the Myers-Briggs Personality Indicator and its personality dimensions.

Q: Discuss locus of control and its two components.

Q: Define stress, constructive stress, and destructive stress. How should these be managed?

Q: Discuss impression management. As a manager interviewing several candidates for a position in your team, how much importance would you give to how the candidates manage their impressions? Give reasons.

Q: Define perception and describe the four types of perception distortions.

Q: A __________ personality allows others to exert power over them.

Q: __________ refers to quitting one's job.

Q: __________ is antisocial behavior that is intentionally aggressive, intimidating, demeaning, or abusive.

Q: __________ is antisocial behavior in the form of disrespectful acts, social exclusion, and use of hurtful language.

Q: __________ behaviors include absenteeism and turnover.

Q: __________ are things people do to go the extra mile in their work.

Q: Some people manage __________ by modifying their attitude to better fit their behavior.

Q: __________ is the pursuit of a personal health promotion program.

Q: Excessively aggressive behavior toward fellow workers, customers, or management can be a sign of __________.

Q: Long hours of work, unreasonable workloads, low pay, and difficult co-workers are often cited sources of __________.

Q: People with a(n) __________ personality often act control-oriented as a leader and subservient as a follower.

Q: __________ is the personality trait that makes a person broad-minded, imaginative, and open to new ideas.

Q: A person who is __________ is trusting, courteous, and helpful, getting along well with others.

Q: A person who is __________ is secure, calm, steady, and self-confident.

Q: The Myers-Briggs Type Indicator is a popular approach to assess an individual's __________.

Q: The __________ is a tendency to blame other people when things go wrong, whether or not this is really true.

Q: Stereotypes and projections are examples of distortions in __________.

Q: Emotional intelligence is a measure of an individual's intelligence.

Q: The best way to understand the relationship between job satisfaction and performance is to understand job satisfaction as a cause of high performance.

Q: Attitudes always predict behavior.

Q: Conscientious persons tend to be highly motivated and high-performing in their work.

Q: Type A personalities tend to be stress-free.

Q: Persons high in self-monitoring tend to be learners, comfortable with feedback, and both willing and able to change.

Q: The pooling of ideas and perceptions of many people makes it easier for selective perception to create problems.

Q: Assigning attributes commonly associated with a group to an individual is called the halo effect.

Q: Perception significantly influences the way we receive, interpret, and process information received from our environments.

Q: Mood ________ is the spillover of one's positive or negative moods onto others. a) perception b) projection c) engagement d) contagion

Q: Which of the following terms refers to strong feelings directed toward someone or something? a) Perceptions b) Projections c) Emotions d) Moods

Q: Generalized positive and negative feelings or states of mind are called __________. a) moods b) attitudes c) perceptions d) emotions

Q: ____________ is the ability to understand emotions and manage relationships effectively. a) Type A behavior b) Emotional intelligence c) Emotional stability d) Self-reliance

Q: A strong sense of belonging and connection with one's work and employer is called ___________. a) employee citizenship b) job satisfaction c) employee engagement d) occupational merit

Q: __________ are things people do to go the extra mile in their work. a) Organizational attitude behaviors b) Organizational dissonance behaviors c) Organizational contagion behaviors d) Organizational citizenship behaviors

Q: Managers should be concerned about employees' job satisfaction as it influences all of the following EXCEPT: a) the decrease in turnover. b) the increase in the bottom line. c) the decrease in absenteeism rates. d) the increase in layoffs.

Q: All of the following factors impact job satisfaction EXCEPT: a) co-workers. b) the quality of supervision. c) work conditions. d) competitors.

Q: Which of the following terms refers to the degree to which a person feels positive about work experience? a) Cognitive dissonance b) Wellness c) Attitude d) Job satisfaction

Q: ____________ is the discomfort that a person feels when attitude and behavior are inconsistent. a) Projection b) Self-serving bias c) Cognitive dissonance d) Selective perception

Q: The __________ component of attitude reflects an intention to behave consistently with the belief and feeling. a) dissonance b) cognitive c) affective d) behavioral

Q: The __________ component of attitude reflects a specific feeling. a) dissonance b) cognitive c) affective d) behavior

Q: Which of the following components of attitude reflects beliefs and values? a) The emotional component b) The cognitive component c) The affective component d) The behavioral component

Q: A predisposition to act in a certain way is called __________. a) a bias b) cognitive dissonance c) an attitude d) manipulation

Q: Employees cite all of the following as sources of stress EXCEPT: a) excessive emails. b) long hours. c) unreasonable workloads. d) rate of pay.

Q: __________ is a positive influence on effort, creativity, and diligence in work. a) Job burnout b) Constructive stress c) Self-serving bias d) Destructive stress

Q: __________ is aggressive behavior toward co-workers or the work setting. a) Job burnout b) Workplace rage c) Self-serving bias d) Destructive stress

Q: Strategies to reduce the negative effects of workplace stress include all of the following EXCEPT: a) identifying and minimizing stressors. b) changing the work schedule temporarily. c) reducing performance expectations. d) advancing deadlines.

Q: Sally tends to procrastinate in the initial stages of a project, but she always comes through when the pressure is on. For Sally, this pressure is a form of __________. a) demotivation b) constructive stress c) personal wellness d) destructive stress