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Questions and Answers

1. _____ is the view the individual has of himself or herself as a physical, social, and spiritual
or moral being.

A. Self-concept

o B.

Self-efficacy

o C.

Organization-based self-esteem

o D.

Cognition

o E.

Personality

2.

_____ is the most important source of self-efficacy beliefs

o A.

Behavior models

o B.

Persuasion from others

o C.

Assessment of one's physical state

o D.

Assessment of one's emotional state

o E.

Prior experiences

3.
Since paid employment is a prime determinant of overall self-esteem, unemployment
can have a devastating impact on an individual's self-esteem.

o A.

True

o B.

False

4.

You are rushing to class when a fellow student stops you and begins to discuss a
personal problem. You want to break off the conversation so that you can get to class
on time. You glance at your watch, but the other student keeps talking. You say "I've
got to go. I'm going to be late for class." He continues. You turn and start to walk
away, but the other student follows you and keeps talking as if he never received any
of your verbal and nonverbal signals that the conversation must end. Which of the
following concepts best explains the student's behavior?

o A.

He has an external locus of control

o B.

He is a low self-monitor

o C.

He has high self-efficacy

o D.

He has low self-esteem

o E.

He rates high on the agreeableness dimension

5.

Many employees at Harley-Davidson factories have had the company logo tattooed on
themselves. This example is an indication of ____.

o A.
Strong organizational identification

o B.

Low self-esteem

o C.

High self-monitoring

o D.

Low self-efficacy

o E.

High emotional intelligence

6.

Among the Big Five personality dimensions, _____ had the strongest positive
correlation with job performance.

o A.

Extroversion

o B.

Agreeableness

o C.

Conscientiousness

o D.

Emotional stability

o E.

Openness to experience

7.

Based on research on the Big Five personality dimensions, which of the following is
true?

o A.
The Big Five personality structure seems to be valid across a number of different cultures

o B.

Openness to experience had the strongest positive correlation with job and training
performance

o C.

Agreeableness was a stronger predictor of job performance across all professions than was
extroversion.

o D.

Conscientiousness was a weak predictor of job performance

o E.

For managers and sales people, emotional stability was associated with job success.

8.

Personality testing as a tool for making decisions about hiring, training, and promotion
is ____.

o A.

Rare

o B.

Commonplace

o C.

Empirically justified

o D.

Exceptionally effective

o E.

Unusual in Canada

9.

_____ is defined as the ability to manage oneself and interact with others in mature
and constructive ways.
o A.

Self-esteem

o B.

Emotional intelligence

o C.

Self-efficacy

o D.

Locus of control

o E.

Personality

10.

It's the seventh week of the semester in Dr. Whitaker's organizational behavior class.
Jennifer and Michelle have been classmates all semester, and have always gotten
along well together. They are both upbeat, optimistic individuals who laugh easily, and
generally see the best in people. However, one day Jennifer came to class feeling
angry and upset after having a fight with her roommate, Roxanne. As Jennifer tells
Michelle about the situation, Michelle feels herself getting angry as well. Quickly her
mood becomes as negative as Jennifer's. What phenomenon explains Michelle's
change in mood?

Discuss

o A.

Emotional labor

o B.

Emotional intelligence

o C.

Emotional self-management

o D.

Emotional self-awareness
o E.

Emotional contagion

11.

Varying interpretations of what we observe occur because ____.

o A.

People possess different information in the schemata used for interpretation

o B.

our moods and emotions influence our focus of attention and evaluations of others

o C.

. people tend to apply recently used cognitive categories during encoding

o D.

Individual differences influence encoding events into schema

o E.

Cognitive categories are identical for all people

12.

At what stage of the information-processing model do you notice another student


tapping her pencil on the desk during an exam?

o A.

Selective Attention/Comprehension

o B.

Encoding and Simplification

o C.

Storage and retention

o D.

Retrieval and response


o E.

Perception

13.

If managers use ____, inaccurate evaluations of job applicants and employees may
result.

o A.

Cognitive attributions

o B.

Cognitive categories

o C.

Valid stereotypes

o D.

Salient features

o E.

Faulty schema

14.

Kelly's subordinate, Stewart, has performed below-average for most of the year.
However, over the past couple of weeks, Stewart's performance has really improved.
It's now time to evaluate Stewart's performance. Because of his improvement, Kelly
has decided to give him good ratings. Kelly is committing which type of perceptual
error?

Discuss

o A.

Contrast effect

o B.

Recency effect

o C.
Central tendency

o D.

Leniency

o E.

Halo fallacy

15.

Dr. White believes that one of his students, Brandon, definitely has room for
improvement when it comes to class participation. However, he feels uncomfortable
saying anything bad about anybody, so he rates Brandons class participation higher
than he actually deserves. Dr. White is committing which type of perceptual error?

o A.

Halo

o B.

Leniency

o C.

Central tendency

o D.

Recency effects

o E.

Contrast effects

16.

After giving a bogus test of academic potential to grade-school students, researchers


informed teachers that certain students had high achievement potential. In reality,
students were randomly assigned to the "high potential" and "control" (normal
potential) groups. Research results showed that children designated as having high
potential obtained significantly greater increases in intelligence and reading ability
scores than did the control students. The teachers of the supposedly high potential
group got better results because their high expectations caused them to give harder
assignments, more feedback, and more recognition of achievement. Which of the
following best explains this situation?
o A.

The Galatea effect

o B.

The self-fulfilling prophecy

o C.

The fundamental attribution bias

o D.

The self-serving bias

o E.

The golem effect

17.

Frank had a 10:00 a.m. job interview. Although he showed up 10 minutes late, he was
still hired. The job of stocker required Frank to maintain adequate supplies of
construction materials in the warehouse. Two weeks after he was hired, stock of one
key component was seriously low. Franks supervisor, Jim, began to wonder if Frank
has the skills and motivation necessary to succeed in this organization. Jim decided to
keep a closer eye on Frank s performance. Although he didn't like to admit it, this
increased supervisory attention made Frank nervous. He felt like Jim was watching his
every move and just waiting for him to make another mistake. Because he was
nervous, Frank made several other errors on the job. Franks poor performance didn't
surprise Jim, however. Jim had been expecting Frank to mess up all along. Which of
the following best explains this situation?

o A.

The Pygmalion effect

o B.

Stereotyping

o C.

The Galatea effect

o D.

The self-serving bias


o E.

The Golem effect

18.

Which behavior would help managers harness the Pygmalion effect?

o A.

Recognize the few select individuals who have the potential to increase their performance.

o B.

Set moderate performance goals.

o C.

Help only the best employees advance through the organization.

o D.

Positively reinforce employees, even if they do the job only moderately well.

o E.

Introduce new employees as if they have outstanding potential.

19.

John, a middle-level manager, noticed that all his subordinates were filling out their
monthly reports incorrectly. He concluded that the report forms were too complicated
and needed to be revised. John is basing his decision on which type of attributional
information?

Discuss

o A.

Low consistency

o B.

Low consensus

o C.

High consistency
o D.

Low distinctiveness

o E.

High consensus

20.

Chris succeeded in writing a quarterly report on time, but failed to finish a computer
program. If Chris exhibits the self-serving bias, he will attribute the quarterly report to
______ and the computer program to ____.

o A.

His hard work; his lack of ability

o B.

Good luck; bad luck

o C.

His ability; his lack of effort

o D.

A good boss; task difficulty

o E.

His hard work; task difficulty

21.

What is the bottom-to-top sequence of needs in Maslow's need hierarchy?

o A.

Esteem, safety, physiological, self-actualization, love

o B.

Physiological, safety, esteem, love, self-actualization

o C.

Safety, physiological, esteem, love, self-actualization


o D.

Physiological, safety, esteem, self-actualization, love

o E.

Physiological, safety, love, esteem, self-actualization

22.

What is the primary managerial implication of Maslow's theory?

o A.

Job-security pledges have no motivational impact.

o B.

Safety needs can be satisfied using status symbols

o C.

A satisfied need may lose its motivational potential

o D.

Greater job autonomy satisfies the esteem need.

o E.

Greater job responsibility satisfies the love need.

23.

One characteristic of high achievers is that they ____.

o A.

Prefer extreme difficulty

o B.

Prefer situations in which their performance is due to their own efforts

o C.

Desire feedback on their failures but not their successes

o D.
Desire feedback on their successes but not their failures

o E.

Like to compete against people who are much more skilled than they are

24.

A person's needs remain unchanged over his or her lifetime.

o A.

True

o B.

False

25.

According to Herzberg's motivator-hygiene model, which of the following is a


motivator?

o A.

Responsibility

o B.

Company Policy

o C.

Supervisor relations

o D.

Salary

o E.

Technical supervision

26.

Mark has a Master's degree in electrical engineering and brings 10 years of


experience to his current job. He is known for putting in long hours of hard work on his
job. He receives a salary of $75,000, medical and dental coverage, and two weeks
paid vacation per year. From Mark's perspective, which of the following is an outcome
of the individual-organization exchange relationship? A. Long hours worked.

o A.

Long hours worked

o B.

High levels of effort

o C.

Two weeks paid vacation

o D.

His master's degree in electrical engineering

o E.

Ten years of prior experience

27.

Pat and Chris are both computer programmers, but Pat earns more money than Chris.
However, Chris perceives an equitable relationship because Pat ____.

o A.

Has more education and experience

o B.

Takes longer breaks

o C.

Works as hard as chris

o D.

Work less than chris

o E.

Needs the money more than chris

28.
Pam is attempting to reduce inequity by attending night school for further job training.
In other words, she is trying to ____.

o A.

Find a new comparison outcome

o B.

Decrease her inputs

o C.

Increase her outcomes

o D.

Increase her inputs

o E.

Decrease her outcomes

29.

Chuck is concerned with what he considers to be an unfair situation at work. Although


he put in 10 hours of overtime last week, he received the same pay as a co-worker
who didn't put in any overtime. This week he decided to take an extra hour for lunch
every day. Using the terminology of equity theory, Chuck has decided to ____.

o A.

Psychologically distort his inputs

o B.

Decrease his inputs

o C.

Increase his outcomes

o D.

Increase his inputs

o E.

Decrease his outcomes


30.

According to the job characteristics model, _____ core job characteristics lead to
_____ critical psychological states.

Discuss

o A.

Three; five

o B.

Five; three

o C.

Eight; two

o D.

Technical; non-technical

o E.

Overt; covert

31.

Lacy grew up in an upper-middle class family in a small town. As the only child, she
was accustomed to receiving the latest toys and games from her parents. While her
friends had to pay for their games out of their earned allowances, Lacy just asked her
parents and received whatever she wanted. Lacy never really saw this as unfair, and
would become upset and throw tantrums if she didn't get what she wanted. Even as
an adult, Lacy just expected to get the best of everything, without having to work for it.
Based on this information, Lacy likely falls into the _____ category of equity
sensitivity.

o A.

Receivers

o B.

Benevolent

o C.

Entitles
o D.

Sensitives

o E.

Drivers

32.

_____ is defined as the perceived fairness of the process used to make decisions
regarding the allocation of rewards and resources.

Discuss

o A.

Expectancy Theory

o B.

Positive inequity

o C.

Negative inequity

o D.

Procedural justice

o E.

Distributive justice

33.

According to Vroom's expectancy theory, _____ represents an individual's belief that a


particular outcome is contingent on accomplishing a specific level of performance.

o A.

Goal difficulty

o B.

Valence

o C.
Instrumentality

o D.

Self-esteem

o E.

Expectancy

34.

The use of monetary incentives enhances the positive effects of goal setting,
especially for difficult goals.

Discuss

o A.

True

o B.

False

35.

Carol is a recent high-school graduate with an excellent grade point average. After
much thought, she decided that she wants to pursue a graduate degree in physics
after she finishes college and eventually become a college professor. To attain this
goal, she realizes that she must first study hard and do well in her undergraduate
classes, then take the graduate entrance exam and apply to the best graduate
programs in her field. Along the way, she wants to obtain an internship, as this will
help her get into a quality graduate program. Carol's thought process best exemplifies
which motivational mechanism of the goal setting process?

o A.

Directing attention.

o B.

Regulating effort.

o C.

Increasing persistence.

o D.
Fostering strategies and action plans

o E.

Receiving feedback.

36.

_____ lets people know if they are headed toward their goals or if they are off course
and need to redirect their efforts.

o A.

Valence

o B.

Equity

o C.

Expectancy

o D.

Feedback

o E.

Instrumentality
Ethical issues in HRM

1. Employment Issues:

HR professionals are likely to face maximum ethical dilemmas in the areas of hiring of employees.
Major challenges in this area are:

a. Pressure to hire a friend or relative of a highly placed executive.

b. Faked credentials submitted by a job applicant.

c. Discovery that an employee who has been with the organisation for some time, is skilled and has established
a successful record, had lied about his educational credentials.

2. Cash and Incentive Plans:

Cash and incentive plans include issues like basic salaries, annual increments or incentives, executive
perquisites and long term incentive plans:

Basic Salaries:

HR managers have to justify a higher level of basic salaries or higher level of percentage increase than the
competitors to retain some employees. In some situations, where the increase is larger than normal they have
to elevate some positions to higher grades. Annual increment/incentive Plans. This situation is particularly true
in case of top management executives. The fear of losing some outstanding executives, the HR managers is
forced to give higher incentives to them than what the individuals actually deserve.

Executive Perquisites:

In the name of executive perquisites, sometimes excesses are often committed, the ethical burden of which
falls on the HR managers. Sometimes the costs of these perquisites are out of proportion to the value added.
For example, the CEO of a loss making company buys a Mercedes for his personal use or wants a swimming
pool built at his residence.

Long term incentive Plans. Long term incentive plans are to be drawn by the HR managers in consultation with
the CEO and an external consultant. Ethical issues arise when the HR manager is put to pressure to favour top
executive interests over the interests of the other employees and the investors.

3. Employees Discriminations:

A framework of laws and regulations has been evolved to avoid the practices of treatment of employees on the
basis of their caste, sex, religion, disability, age etc. No organisation can openly practice any discriminatory
policies, with regard to selection, training, development, appraisal etc. A demanding ethical challenge arises
when there is pressure on the HR manager to protect the firm or an individual at the expense of someone
belonging to the group which is being discriminated against.

4. Performance Appraisal:

Ethics should be the basis of performance evaluation. Highly ethical performance appraisal demands that there
should be an honest assessment of the performance and steps should be taken to improve the effectiveness of
employees. However, HR managers, sometimes, face the dilemma of assigning higher rates to employees who
are not deserving them; based on some unrelated factors eg. closeness to the top management. Some
employees are, however, given low rates, despite their excellent performance on the basis of factor like caste,
religion or not being loyal to the appraiser.

5. Privacy:

The private life of an employee which is not affecting his professional life should be free from intrusive and
unwarranted actions.

HR managers face three dilemmas in this aspect:

(i) The first dilemma relates to information technology. A firms need for information particularly about
employees while on job may be at odds with the employees privacy. Close circuit cameras, tapping the phones,
reading the computer files of employees etc. breach the privacy of employees.

(ii) The second ethical dilemma relates to the AIDS testing. AIDS has become a public health problem. HR
managers are faced with two issues: Whether all the new employees should be subject to AIDS test and what
treatment should be melted out to an employee who is affected with the disease. It is however generally
understood that since AIDS cannot be contracted by casual and normal workplace contract, employees with
this illness should not be discriminated against and they should be allowed to perform jobs for which they are
qualified.

(iii) The third ethical dilemma relates to Whistle Blowing. Whistle blowing refers to a public disclosure by
former or current employees of any illegal, immoral or illegitimate practices involving their employers.
Generally, employees are not expected to speak against their employers, because their first loyalty in towards
the organisation for which they work. However, if the situation is such that some act of the organisation can
cause considerable harm to the society, it may become obligatory to blow the Whistle. The HR manager is in
the dilemma how to solve this issue between the opponents and defenders of whistle blowing.

6. Safety and Health:

Industrial work is often hazardous to the safety and health of the employees. Legislations have been created
making it mandatory on the organisations and managers to compensate the victims of occupational hazards.
Ethical dilemmas of HR managers arise when the justice is denied to the victims by the organisation.

7. Restructuring and layoffs:

Restructuring of the organisations often result in layoffs and retrenchments. This is not unethical, if it is
conducted in an atmosphere of fairness and equity and with the interests of the affected employees in mind. If
the restructuring company requires closing of the plant, the process by which the plant is chosen, how the
news is to be communicated and the time frame for completing the layoffs is ethically important.

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