Chapter 11 Managing Individual Differences & Behavior: Supervising people as people

True/False Questions

1.       (p.339) While different from Gen Xers that were born in the generation before them, the millennials can be managed in much the same way as boomers are.

2.       (p. 339) Gen Yers should be provided constant feedback and recognition in the workplace

3.        (p. 339) One of the things that Gen Yers are looking for is a job with regular working hours.

4.       The opportunity to receive mentoring in the workplace is appealing to Gen Yers.

5.        (p.340) Individuality consists of the stable psychological traits and behavioral attributes that give a person his or her identity

6.       (p.340) One of the Big Five personality dimensions is ethicality.

7.       (p.340) An extroverted person is one who is outgoing, talkative, sociable, and assertive.

8.       (p.340) emotional stability refers to how dependable, responsible, achievement-oriented, and persistent one is.

9.       (p.341) Across professions, agreeableness is a stronger predictor of job performance than extroversion

10.   (p.341) The personality trait of conscientiousness has the strongest positive correlation with job performance

11.   Often personality tests can be effectively used as the sole basis for hiring.

12.   (p.341) Integrity tests are effective because dishonest people are unable to fake conscientiousness, even on a paper-and-pencil test.

13.   (p.341) The proactive personality has been associated with individual success and entrepreneurship.

14.   (p.342) if you have an internal locus of control, you have a personal belief that you have what it takes to succeed.

15.   (p.342) A person with an external locus of control is likely to respond more productively to merit pay incentive than one with an internal locus.

16.   (p.342) Learned helplessness is the debilitating lack of faith in one’s ability to control one’s environment.

17.   (p.342) Employees with low self-efficacy need lots of constructive pointers and positive feedback.

18.   (p.343) Peoople with high self-esteem take more risks and handle failure better than those with low self-esteem

19.   (p. 343) Self-awareness is the extent to which people are able to observe their own behaviour and adapt it to external situations.

20.   (p. 343) Low self-monitoring individuals tend to have greater career success than high sel-monitors

21.   (p.344) Self-awareness is the most essential trait of emotional intelligence

22.   (p.344) As an emotional intelligence trait, social awareness refers to the ability to communicate clearly, disarm conflicts, and build strong personal bonds.

23.   (p.345) Organizational behaviour is an interdisciplinary field dedicated to better understanding and management of people at work.

24.   24. (p. 345) Lifelong behavior patterns are dictated by values that are fairly well set by the time people are in their early teens. TRUE Values are abstract ideals that guide one's thinking and behavior across all situations. Lifelong behavior patterns are dictated by values that are fairly well set by the time people are in their early teens. After that, however, one's values can be reshaped by significant life-altering events. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 25. (p. 345) Status is a common value held in the workplace. TRUE From a manager's point of view, it's helpful to know that values are those concepts, principles, things, people, or activities for which a person is willing to work hard—even make sacrifices for. Compensation, recognition, and status are common values in the workplace. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 11-11 Chapter 11 - Managing Individual Differences & Behavior: Supervising People as People 26. (p. 346) A value is a learned predisposition toward a specific object. FALSE An attitude is defined as a learned predisposition toward a given object. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 27. (p. 346) Attitudes are abstract ideals that are directed toward all objects, people, or events consistently over time and related situations. FALSE Values are abstract ideals—global beliefs and feelings—that are directed toward all objects, people, or events. Values tend to be consistent both over time and over related situations. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 28. (p. 346) The affective component of an attitude consists of the feelings or emotions one has about a situation. TRUE The affective component of an attitude consists of the feelings or emotions one has about a situation. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 11-12 Chapter 11 - Managing Individual Differences & Behavior: Supervising People as People 29. (p. 346) The intentional component of an attitude is also known as the cognitive component. FALSE The behavioral component of an attitude, also known as the intentional component, refers to how one intends or expects to behave toward a situation. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 30. (p. 346) "I don't like socializing with my coworkers outside of work" is an example of the behavioral component of an attitude. FALSE The behavioral component of an attitude, also known as the intentional component, refers to how one intends or expects to behave toward a situation. The affective component of an attitude consists of the feelings or emotions one has about a situation (here, what I don't like). AACSB: Analytic Bloom's: Apply Difficulty: Hard Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 31. (p. 347) Self-serving bias, according to Leon Festinger, describes the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior. FALSE In 1957, social psychologist, Leon Festinger proposed the term cognitive dissonance to describe the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 11-13 Chapter 11 - Managing Individual Differences & Behavior: Supervising People as People 32. (p. 347) Belittling the importance of one's inconsistent behavior is a way to reduce cognitive dissonance. TRUE Among the main ways to reduce cognitive dissonance is belittling the importance of the inconsistent behavior. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 33. (p. 348) 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 reduce cognitive dissonance. TRUE All cigarette smokers are repeatedly exposed to information that smoking is hazardous to health. But many belittle the habit as not being as risky as the antismoking messages suggest. This is an example of an attempt to reduce cognitive dissonance. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-02 How do the hidden aspects of individuals-- their values and attitudes-- affect employee behavior? Topic: Values, Attitudes, & Behavior 11-14 Chapter 11 - Managing Individual Differences & Behavior: Supervising People as People 34. (p. 349) Job commitment is defined as the extent to which an individual is immersed in his or her present job. FALSE Job involvement is defined as the extent to which an individual is immersed in his or her present job. A meta-analysis involving thousands of people suggests that job involvement is positively associated with job satisfaction, organizational commitment, and intrinsic motivation and negatively associated with intentions to quit. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 35. (p. 349) Employee engagement is an individual's involvement, satisfaction, and enthusiasm for work. TRUE Employee engagement is defined as an individual's involvement, satisfaction, and enthusiasm for work. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 36. (p. 350) Job satisfaction is correlated with lower absenteeism and turnover. TRUE Among the key correlates of job satisfaction are stronger motivation, job involvement, organizational commitment, and life satisfaction and less absenteeism, tardiness, turnover, and perceived stress. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 11-15 Chapter 11 - Managing Individual Differences & Behavior: Supervising People as People 37. (p. 350) Job satisfaction is on the rise among U.S. workers. FALSE Reportedly only 45% of U.S. workers were satisfied with their jobs in 2009, down from 52% in 2005 and 61% in 1987, according to a study of 5,000 households. Many such employees indicated they were apt to jump ship once the recession ended. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 38. (p. 350) Organizational commitment reflects the extent to which an employee identifies with an organization and is dedicated to its goals. TRUE Organizational commitment reflects the extent to which an employee identifies with an organization and is committed to its goals. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 39. (p. 350) Organizational commitment is strongly related to job satisfaction but is unrelated to job performance. FALSE Research shows a strong positive relationship between organizational commitment and job satisfaction and a moderate association with job performance. Thus, managers are advised to increase job satisfaction to elicit higher levels of commitment. In turn, higher commitment can facilitate higher performance. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 11-16 Chapter 11 - Managing Individual Differences & Behavior: Supervising People as People 40. (p. 351) When an employee does not show up for work it is known as turnover. FALSE Absenteeism is when an employee doesn't show up for work. Turnover is when employees leave their jobs. AACSB: Analytic Bloom's: Remember Difficulty: Easy Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 41. (p. 351) Turnover is very costly for an organization in terms of recruitment and training. TRUE Every organization experiences some turnover, as employees leave for reasons of family, better job prospects, or retirement. However, except in low-skill industries, a continual revolving door of new employees is usually not a good sign, since replacement and training is expensive. AACSB: Analytic Bloom's: Understand Difficulty: Medium Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes? Topic: Work-Related Attitudes & Behaviors Manager Need to Deal With 42. (p. 351) At a working lunch with her boss and several people from other departments, Laurel asked others about their projects and was genuinely interested in what they were trying to do. Here, Laurel was exhibiting organizational citizenship. TRUE Organizational citizenship behaviors are those employee behaviors that are not directly part of employees' job descriptions—that exceed their work-role requirements. One example includes expression of personal interest in the work of others. AACSB: Analytic Bloom's: Apply Difficulty: Hard Learning Objective: 11-03 Is it important for managers to pay attention to employee attitudes?