Deck 2: Individual Behaviour, Personality, and Values

Question 1

According to the MARS model of individual behaviour and performance,employee performance will remain high even if one of the four factors significantly weakens.

Answer 1

False

Question 2

The 'Big Five' personality dimensions represent five clusters that represent most personality traits.

Answer 2

True

Question 3

Conscientiousness refers to the extent that people are sensitive,flexible,creative,and curious.

Answer 3

False

Question 4

Personality is a relatively stable pattern of behaviours and internal states that help explain a person's behavioural tendencies.

Question 5

Aptitudes are natural talents that help individuals learn specific tasks more quickly and perform them better than other people.

Question 6

Neuroticism,sensing,and locus of control are three of the 'Big Five' personality dimensions.

Question 7

One person-job matching strategy is to select applicants whose existing competencies best fit the required task.

Question 8

Agreeableness,extroversion,and conscientiousness are three of the 'Big Five' personality dimensions.

Question 9

Learned capabilities refer to the skills and knowledge that you have actually acquired.

Question 10

The MARS model identifies the four main factors that influence individual behaviour.

Question 11

Personality traits are more evident in situations where social norms and reward systems constrain behaviour.

Question 12

Situational factors are working conditions within the employee's control.

Question 13

Companies can improve employee role perceptions by describing the employee's assigned tasks clearly and providing meaningful performance feedback.

Question 14

Conscientiousness is one of the best personality traits for predicting job performance in most job groups.

Question 15

Sensing,feeling,and judging are three of the 'Big Five' personality traits.

Question 16

There is almost complete agreement among psychologists that personality is mostly formed by a person's childhood socialization.

Question 17

People with a low score on the neuroticism personality dimension tend to be more relaxed,secure and calm.

Question 18

According to the MARS model,ability is the most important force influencing individual behaviour and results.

Question 19

Competencies refer to the complete set of motivations,abilities,role perceptions and situational factors that contribute to job performance.

Question 20

Motivation is an external force on the person that causes him or her to engage in specific behaviours.

Question 21

Self-verification stabilizes our self-concept.

Question 22

The Myers-Briggs Type Indicator is a personality test that measures the 'Big Five' personality dimensions.

Question 23

Evidence regarding the effectiveness of the Myers-Briggs Type Indicator (MBTI)and Jung's psychological types is inconclusive.

Question 24

The relationship between personality and workplace behaviour is weak,because so much about behaviour is dependent on situational factors.

Question 25

Generally,people develop a clearer self-concept as they get older.

Question 26

Individuals with higher internal locus of control tend to evaluate others less favourably.

Question 27

People perform better in most employment situations when they have a strong external locus of control.

Question 28

Self-enhancement can result in bad decisions.

Question 29

Mature adults tend to have a single unitary self-concept that remains relatively stable.

Question 30

The three structural dimensions of self-concept are: complexity,consistency and clarity.

Question 31

According to the Myers-Briggs Type Indicator,some people are 'sensing-thinking' types whereas others may be 'intuitive-feeling' types.

Question 32

In the Myers-Briggs Type Indicator,'judging' types have a strong desire for order and want to resolve problems quickly.

Question 33

People with higher internal locus of control are more successful in their careers,and earn more money.

Question 34

Using the Myers Briggs Type Indicator (MBTI)is not recommended for employment selection or promotion decisions.

Question 35

Self-enhancement causes managers to overestimate the probability of success in investment decisions.

Question 36

The Myers-Briggs Type Indicator measures the personality traits described by Swiss psychiatrist Carl Jung.

Question 37

Our personalities influence how well we cope with stress.

Question 38

Employees who are conscientious tend to have higher levels of organizational citizenship.

Question 39

Agreeableness is a personality dimension that describes people who are outgoing,talkative,sociable,and assertive.

Question 40

Self-evaluation is mostly defined in terms of the following three concepts: self-esteem,self- efficacy,and locus of control.

Question 41

Social identity is easily defined using demographic characteristics.

Question 42

Espoused values represent the values that you and your spouse have in common.

Question 43

Self-concept consists of two distinct categories: personal identity and social identity.

Question 44

Self-concept consists of two distinct categories: personal identity and social identity.

Question 45

The main reason why values don't consistently guide our decisions and actions is that values are abstract concepts.

Question 46

There is a positive relationship between self-efficacy and self-evaluation.

Question 47

Research indicates that values incongruence - differences between an employee's personal values and the organization's values - is fairly common.

Question 48

One way to increase the effect of values on behaviour is to make people mindful of their values.

Question 49

The ideal situation in organizations is to have employees whose values are perfectly congruent with the organization's values.

Question 50

People arrange values into a needs hierarchy.

Question 51

Organizations that don't align corporate values with the dominant values of the society in which they operate may have difficulty keeping talented employees.

Question 52

One dimension of Schwartz's values model has openness to change at one extreme and conservation at the other extreme.

Question 53

Cultures with high collectivism must also have low individualism.

Question 54

Values are stable,long-lasting beliefs about what is important in a variety of situations.

Question 55

Self-efficacy is a perception and a general trail related to self-concept.

Question 56

Social identity Theory partially explains why people in low-status jobs tend to define themselves in terms of non-job groups.

Question 57

Social identity theory explains self-concept only in terms of personal identity.

Question 58

Our habitual behaviour tends to be consistent with our values,but our everyday conscious decisions and actions apply our values much less consistently.

Question 59

An internal locus of control characterizes people who think only of themselves rather than people around them.

Question 60

Self-efficacy is similar to self-effacing behaviour.

Question 61

Corporate leaders have a strong influence on the moral conduct of employees in that organization.

Question 62

One limitation with cross-cultural values information is that it incorrectly assumes that everyone within a specific country holds similar values.

Question 63

It is sometimes difficult to apply the individual rights principle of ethical decision making because one individual right may conflict with another.

Question 64

Ethically sensitive people tend to have more empathy and knowledge about the situation.

Question 65

In terms of cross-cultural values,Canadians tend to relatively high individualism with an achievement orientation and low power distance.

Question 66

Research indicates that people almost always make ethical decisions even when under pressure to make unethical decisions.

Question 67

Utilitarianism judges morality by the consequences of our actions,not the means to attaining those consequences.

Question 68

Ethics experts say that the most effective way to ensure that employees engage in ethical behaviour is to introduce ethical codes of conduct.

Question 69

Research shows that having ethical codes of conduct tends to prevent wrongdoing in the workplace.

Question 70

Research indicates that Americans tend to be more liberal and egalitarian than are Canadians.

Question 71

Two countries with low collectivism are Japan and Canada.

Question 72

Supplementing ethical codes of conduct with ethical training eliminates wrongdoing in the workplace.

Question 73

When choosing the most ethically correct action in a particular situation,the distributive justice principle overrules (is more important than)the others.

Question 74

Organizations with First Nations founders and leaders tend to have high collectivism and low power distance values.

Question 75

Utilitarianism and egalitarianism are personality dimensions of ethics.

Question 76

There is evidence to show that English and French Canadian values are converging.

Question 77

The most effective way organizations can support ethical conduct is to have a set of shared values that reinforce ethical conduct.

Question 78

The distributive justice principle of ethical decision making is based largely on a cost-benefit analysis of each decision alternative.

Question 79

Most large and medium-sized organizations in Canada have developed and communicate ethical codes of conduct.

Question 80

Ethical sensitivity is the degree to which an issue demands the application of ethical principles.