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Chapter 02
Individual Behavior, Personality, and Values
True / False Questions
- The MARS model identifies the four main factors that influence individual behavior: motivation, ability, role perceptions, and situational factors.
True   False
- According to the MARS model of individual behavior and performance, employee performance will remain high if one of the four factors in the model is significantly strong.
True   False
- Motivation refers to the external forces on a person that causes him or her to engage in specific behaviors.
True   False
- Direction refers to the amount of effort allocated to the common goal of an organization.
True   False
- Internal forces can affect an employee’s motivation.
True   False
- Aptitudes are natural talents that help individuals learn specific tasks more quickly and perform them better than other people.
True   False
- Ability refers to the natural aptitudes required to successfully complete a task rather than the learned capabilities of an individual.
True   False
- Competencies refer to the complete set of motivations, abilities, role perceptions and situational factors that contribute to job performance.
True   False
- Role perceptions are the extent to which people understand the job duties (roles) assigned to them.
True   False
- Situational factors are working conditions within the employee’s control.
True   False
- Organizational citizenship behavior refers to goal-directed behaviors under the individual’s control that support organizational objectives.
True   False
- Assisting a coworker with a project is an example of OCB.
- OCB may be directed to both individuals such as coworkers and to the organization as a whole.
True   False
- Counterproductive Work Behaviors (CWBs) may be involuntary on the part of the employee.
True   False
- CWBs can substantially undermine an organization’s effectiveness.
True   False
- Employees who experience job dissatisfaction are more likely to be late for work.
True   False
- The norms of a team can affect attendance of team members.
True   False
- Diana Duckworth shows up for work even when she is sick. This is called negative absenteeism.
True   False
- Presenteeism is more common among employees with high job security and high centrality.
True   False
- Personality is a relatively enduring pattern of behaviors and internal states that explains a person’s behavioral tendencies.
True   False
- Personality traits are more evident in situations where an individual’s behavior is subject to social norms and reward systems.
True   False
- Rather than his/her hereditary origins, a person’s socialization, life experiences, and other forms of interaction with the environment form his/her personality.
True   False
- The five-factor model of personality contains five clusters that represent most personality traits.
True   False
- Conscientiousness refers to the extent that people are sensitive, flexible, creative, and curious.
True   False
- People with a high score on the neuroticism personality dimension tend to be more relaxed, secure and calm.
True   False
- Openness to experience dimension generally refers to the extent to which people are imaginative, creative, curious, and aesthetically sensitive.
True   False
- The ‘Big Five’ personality dimensions include agreeableness, extroversion, optimism, neuroticism, and conscientiousness.
- Conscientiousness, agreeableness, and high neuroticism represent a common underlying characteristic broadly described as “getting along.”
True   False
- Introverts do not necessarily lack social skills. Rather, they are more inclined to direct their interests to ideas than to social events.
True   False
- Low conscientious employees set higher personal goals for themselves and are more motivated than do employees with high levels of conscientiousness.
True   False
- Conscientiousness and agreeableness are the best personality traits for predicting job performance in most job groups.
True   False
- A person who is high in introversion and agreeableness is likely to do well in sales and management jobs.
True   False
- According to the MBTI, people who are Sensing prefer quantitative information.
True   False
- People with a perceiving orientation are less flexible and effective in their functioning.
- The MBTI is one of the most widely used personality tests in work settings, but it predicts job performance poorly.
True   False
- Research has revealed that personality traits are not related to job performance.
True   False
- One dimension of Schwartz’s values model has openness to change at one extreme and conservation at the other extreme.
True   False
- Our habitual behavior tends to be consistent with our values, but our everyday conscious decisions and actions apply our values much less consistently.
True   False
- The values-behavior connection is stronger through mindfulness of one’s values.
True   False
- Person-organization value congruence occurs when the employee’s and the organization’s dominant values are similar.
True   False
- The espoused values of an individual refer to the values that he or she practices in everyday life and those apparent in his or her actions.
- Utilitarianism judges morality by the consequences of our actions, not the means to attaining those consequences.
True   False
- The distributive justice principle of ethical decision making advocates the principle that benefits should be distributed among people irrespective of their abilities and similarities.
True   False
- Ethical sensitivity is the degree to which an issue demands the application of ethical principles.
True   False
- Most medium-sized and large companies choose not to try to improve ethical conduct of their employees.
True   False
- Individualism and collectivism are mutually exclusive values found in certain countries and places.
True   False
- People with high power distance expect relatively equal power sharing in the society.
True   False
- People with low achievement orientation tend to value assertiveness, competitiveness and materialism.
True   False
Multiple Choice Questions
- Which of the following models identifies the four factors that directly influence individual behavior and performance?
- Utilitarianism
- The MARS model
- Schwartz’s model
- Holland’s model
- The Myers-Briggs Type Indicator
- Which of the following represents the forces within a person that affect the direction, intensity, and persistence of voluntary behavior?
- Motivation
- Aptitudes
- Values
- Role perception
- Abilities
- Which of the following refers to the path along which people engage their effort towards achieving a goal?
- Persistence
- Direction
- Intensity
- Aptitude
- Competency
- Which of the following best represents the amount of effort allocated to a particular goal?
- Persistence
- Direction
- Intensity
- Aptitude
- Competency
- ______ are the natural talents that help employees learn specific tasks more quickly and perform them better.
- Beliefs
- Values
- Competencies
- Aptitudes
- Attitudes
- Which of the following actions ensures that selected candidates have appropriate aptitudes to perform the job?
- Hiring applicants who already demonstrate the required competencies.
- Training employees so that they develop appropriate aptitudes.
- Motivating employees to have appropriate aptitudes.
- Providing resources that allow employees to perform their jobs.
- Providing employees with the latest technology.
- Competencies relate most closely to which element in the MARS model of behavior and performance?
- Motivation
- Situational factors
- Role perceptions
- Ability
- Research evidence
- Aptitudes, skills, and knowledge of an individual can be classified as his/her:
- motivating factors.
- personality traits.
- role perceptions.
- All technical employees at a paper mill take a course on how to operate a new paper-rolling machine. This course will improve job performance mainly by altering employees’:
- role perceptions.
- organizational citizenship.
- learned capabilities.
- Travel Happy Corp. gives simple accounts to newly hired employees, and then adds more challenging accounts as employees master the simple tasks. This practice mainly:
- improves role perceptions.
- increases person-job matching.
- reduces employee motivation.
- provides more resources to accomplish the assigned task.
- improves employee aptitudes.
- You have just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they aren’t sure what tasks are included in their job.
According to the MARS model, these new employees will likely:
- have lower job performance due to poor role perceptions.
- emphasize the utilitarianism principle in their decision making.
- provide high job performance because they are motivated and able to perform the work.
- have above average organizational citizenship.
- have a high degree of differentiation according to Holland’s classification of occupations.
- Which of these refers to a person’s beliefs about what behaviors are appropriate or necessary in a particular situation?
- Natural aptitudes
- Competencies
- Role perceptions
- Locus of control
- Situational factors
- To reduce the amount of non-recyclable waste that employees throw out each day, a major computer company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behavior mainly by:
- increasing employee motivation to be less wasteful.
- helping employees to learn how to be less wasteful.
- altering situational factors and making it difficult to practice wasteful behavior.
- increasing aptitudes that make employees less wasteful.
- increasing organizational citizenship so that employees will be less wasteful.
- Which of the following is NOT a type of voluntary individual workplace behavior?
- Absenteeism
- Joining the organization
- Motivation
- Task performance
- OCB