Question 1

The tendency to take credit for success and avoid blame for failures is known as self-serving attribution.

Accepted Answer

Self-serving attribution refers to the tendency of individuals to attribute successes to internal factors such as personal ability, while attribute failures to external factors such as luck or circumstances. This bias allows individuals to maintain positive self-esteem and protect their self-image.

Question 2

Situational factors can be the sole determinants of behavior in certain circumstances.

Accepted Answer

Situational factors such as the environment, social norms, and physical surroundings can have a strong impact on behavior in certain situations. For example, a person may act differently in a noisy and crowded party compared to a quiet and peaceful library. In these cases, the situational factors can override personal traits and beliefs, making them the sole determinants of behavior.

Question 3

Only managers within an organization need to be aware that the similar-to-me bias might predispose them to help members who are similar to them.

Accepted Answer

Everyone within an organization should be aware that the similar-to-me bias might predispose them to help members who are similar to them.

Question 4

When managers become aware of evidence of potential discrimination, they should do all of the following EXCEPT ________.

Accepted Answer

Treating the potential discriminator unfairly goes against the principles of addressing and preventing discrimination in the workplace. Managers should act ethically and ensure that all employees are treated fairly and with respect. The other options (A, B, and C) are important steps that managers should take when addressing potential discrimination.

Question 5

Sexual harassment is a "victimless crime."

Accepted Answer

Sexual harassment has adverse effects on a victim's job satisfaction, stress levels, life satisfaction, and psychological well-being.

Question 6

Military test pilots are displaying the actor-observer effect when they attribute other pilots' errors to a lack of the "right stuff" and attribute their own errors to equipment or test-engineer failures.

Accepted Answer

The actor-observer effect refers to the tendency for individuals to attribute their own behavior to external factors and others' behavior to internal factors. In this scenario, the test pilots are displaying this effect by attributing their own errors to external factors (equipment or test-engineer failures) and attributing other pilots' errors to internal factors (lack of the "right stuff").

Question 7

Despite the fact that external factors often determine behavior, people have a very strong tendency to attribute other people's behavior to internal factors.

Accepted Answer

This is known as the fundamental attribution error, where individuals tend to overemphasize dispositional (internal) factors and underestimate situational (external) factors when explaining other people's behavior.

Question 8

An important way to demonstrate top management commitment to diversity is the creation of an active and influential chief diversity officer.

Accepted Answer

the creation of a chief diversity officer sends a clear message that diversity is a priority for the organization and that management is committed to promoting diversity and inclusion throughout the company. This person will typically be responsible for developing and implementing diversity initiatives, monitoring progress and outcomes, and advising senior leaders on diversity-related issues.

Question 9

Diversity training is MOST LIKELY to be successful when it is delivered in a single session.

Accepted Answer

It appears that diversity training is most likely to be successful when it is ongoing or repeated (rather than a single session).

Question 10

Diversity training can facilitate the management of a diverse workforce.

Accepted Answer

Diversity training can provide managers and employees with the necessary skills and knowledge to work effectively with people from different backgrounds, cultures, and experiences. It can help promote understanding and respect among team members, and enable managers to identify and address biases and stereotypes that may affect workplace relationships and productivity.

Question 11

The actor-observer effect is the tendency to attribute the behavior of others to external causes and to attribute one's own behavior to internal causes.

Accepted Answer

The actor-observer effect is the tendency to attribute the behavior of others to internal causes and to attribute one's own behavior to external causes.

Question 12

When supervisors support diversity, subordinates are more likely to be committed to it.

Accepted Answer

Research has shown that when supervisors support diversity, employees are more likely to view diversity positively and be committed to it. This support can include providing opportunities for diversity training, advocating for diverse perspectives and voices in decision-making, and creating a culture of inclusivity.

Question 13

The tendency to overattribute other people's behavior to internal rather than to external causes is called the fundamental attribution error.

Accepted Answer

The statement is correct. The fundamental attribution error refers to the tendency to overemphasize dispositional or internal causes for other people's behavior rather than considering the situational or external factors that may have influenced their actions.

Question 14

Training programs where individuals act out inappropriate ways of dealing with diverse employees is one method used in diversity training.

Accepted Answer

Role-playing inappropriate behaviors can help participants recognize and understand what not to do, fostering awareness and promoting better interactions in diverse workplaces.

Question 15

Individuals are more likely to accept the blame for failure when it is due to something that they can control in the future, such as working harder or planning better.

Accepted Answer

This statement is supported by research in the field of attribution theory, which suggests that individuals are more likely to attribute failure to controllable factors in order to maintain a sense of agency and control. When failure is seen as being caused by factors outside of their control, such as luck or circumstance, individuals are less likely to accept responsibility and may feel helpless or resigned to the situation.

Question 16

To combat the sexual harassment problem, one of the key steps that an organization can take is to develop a sexual harassment policy supported by top management.

Accepted Answer

Developing a sexual harassment policy supported by top management is one of the key steps that organizations can take to combat the issue of sexual harassment in the workplace. This demonstrates the organization's commitment to addressing the problem and creates a framework for prevention and response.

Question 17

Hostile work environment sexual harassment is created by unwanted touching and being called sexually-explicit names in the workplace.

Accepted Answer

A hostile work environment can be created by the sending or receiving of sexually oriented e-mails or the viewing of pornography over the Internet.

Question 18

Telling a sexual joke is an example of quid pro quo sexual harassment.

Accepted Answer

Quid pro quo sexual harassment occurs when the harasser requests or forces an employee to perform sexual favors in order to receive an opportunity or avoid a negative consequence.

Question 19

Due to the similar-to-me effect and stereotyping, mixed-race mentor-protégé relationships are rare.

Accepted Answer

The similar-to-me effect and stereotyping can create barriers for establishing mentor-protégé relationships between individuals from different races or ethnicities, including mixed-race relationships. This can result in such relationships being rare.

Question 20

Hostile work environment sexual harassment exists when organizational members are faced with a workplace that is offensive, intimidating, or hostile because of their sex.

Accepted Answer

Hostile work environment sexual harassment is a form of sexual harassment that includes unwelcome sexual conduct that creates a workplace environment that a reasonable person would find hostile or abusive. This conduct can include unwelcome comments, gestures, or physical touching, and can be directed towards any gender.

Quiz 4: Perception Attribution and the Management of Diversity