Instant Download with all chapters and Answers
Sample Chapters
*you will get test bank in PDF in best viewable format after buy*
Chapter 02
Individual Behavior, Personality, and Values
True / False Questions
- According to the MARS model of individual behavior and performance, employee performance will remain high even if one of the four factors is low in a given situation.
True   False
- The MARS model identifies the four main factors that influence individual behavior: motivation, ability, role perceptions, and situational factors.
True   False
- Motivation is an external force on the person that causes him/her to engage in specific behaviors.
True   False
- Intensity refers to the fact that motivation is goal-directed, not random.
True   False
- The forces within a person affect that individual’s motivation.
True   False
- Aptitudes are natural talents that help individuals to learn specific tasks more quickly and perform them better than other people.
True   False
- Learned capabilities refer to the skills and knowledge that one has actually acquired.
True   False
- Competencies refer to the complete set of motivations, abilities, role perceptions, and situational factors that contribute to job performance.
True   False
- A good match between an employee’s competencies and his/her job requirements tends to increase both job performance and the employee’s well-being.
True   False
- Role perceptions are the extent to which people understand the job duties assigned to them.
True   False
- Role perceptions are important because they represent how good an employee feels about their job and increase motivation.
True   False
- Situational factors are working conditions within the employee’s control.
True   False
- The four elements of the MARS model affect all voluntary workplace behaviors and performance.
True   False
- Task performance refers to goal-directed behaviors under the individual’s control that support organizational objectives.
True   False
- Proficiency refers to how well an employee responds to, copes with, and supports new circumstances and work patterns.
True   False
- Organizational citizenship behaviors (OCBs) include various forms of cooperation and helpfulness to others that support the organization’s social and psychological context.
True   False
- An employee creates unnecessary conflicts with his coworkers at his workplace. This is an example of organizational citizenship behavior.
True   False
- American employees are absent from scheduled work at an alarming average of 20 days per year.
True   False
- Employees who experience job dissatisfaction, workplace incivility, or work-related stress are more likely to be absent or late for work because taking time off is a way of temporarily withdrawing from those situations.
True   False
- Presenteeism refers to employees who attend work even though their capacity to work is significantly diminished by illness, fatigue, personal problems, or other factors.
True   False
- Personality is a relatively stable 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
- Personality is completely determined by heredity.
True   False
- The “Big Five” personality dimensions represent five clusters that represent most personality traits.
True   False
- The most researched and respected clustering of personality traits is the MARS model.
True   False
- Phoebe, a manager at a firm, was conventional, resistant to change, and unimaginative. This implies that Phoebe possessed openness to experience.
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
- Agreeableness, extraversion, and conscientiousness are three of the “Big Five” personality dimensions.
True   False
- Conscientiousness is one of the best personality traits for predicting job performance in most job groups.
True   False
- Sensing, feeling, and judging are three of the “Big Five” personality traits.
True   False
- Extraverts are people who are quiet, cautious, and less interactive with others.
True   False
- The Myers-Briggs Type Indicator measures the personality traits described by Swiss psychiatrist Carl Jung.
True   False
- People with a perceiving orientation are less flexible and effective in their functioning.
True   False
- The MBTI is an excellent predictor of job performances and is recommended for employment selection.
True   False
- The MBTI instrument is mostly used for team building and career development.
True   False
- Personality traits are the best predictors of work performance.
True   False
- Values are stable, evaluative beliefs about what is important in a variety of situations.
True   False
- People arrange values into a hierarchy of preferences, called a value system.
True   False
- One dimension of Schwartz’s Values Circumplex has openness to change at one extreme and conservation at the other extreme.
True   False
- Values and personality traits are related to each other and are essentially the same thing.
True   False
- Under Schwartz’s Values Complex, the value category of self-direction refers to the pursuit of pleasure, enjoyment and the gratification of desires.
True   False
- Work environments influence our behavior, so they necessarily encourage or discourage valuesconsistent behavior.
True   False
- Person-organization values congruence occurs when a person’s values are similar to the organization’s dominant values.
True   False
- The ideal situation in organizations is to have employees whose values are perfectly congruent with the organization’s values.
True   False
- Utilitarianism suggests that we should choose the option that provides the highest degree of satisfaction to those affected.
True   False
- Distributive justice is sometimes known as a consequential principle because it focuses on the consequences of our actions, not on how we achieve those consequences.
True   False
- One problem with applying the individual rights principle of ethical decision making is that one individual right may conflict with another.
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
- Moral sensitivity is the degree to which an issue demands the application of ethical principles.
True   False
- One type of factor that can change a person’s moral sensitivity is expertise or knowledge of prescriptive norms or rules.
True   False
- Mindfulness refers to the level of empathy a person has when referring to their moral sensitivity.
True   False
- An ethical code of conduct is a statement about desired practices, rules of conduct and philosophy about the organization’s relationship to its stakeholders and the environment.
True   False
- Collectivism is a cross-cultural value describing the degree to which people in a culture emphasize personal duty to the groups in which they belong.
True   False
- Individualism and collectivism are mutually exclusive values found in certain countries and places.
True   False
- In terms of cross-cultural values, people in the United States tend to have relatively high individualism, middle to high achievement orientation, and medium to low power distance.
True   False
- People with high power distance expect relatively equal power sharing.
True   False
- People with high achievement orientation tend to value assertiveness, competitiveness, and materialism.
True   False
- One limitation with some research on cross-cultural values is that it incorrectly assumes that everyone within a specific country holds similar values.
True   False
Multiple Choice Questions
- Which of the following directly influences an employee’s voluntary behavior and performance?
- Role perceptions
- Moral intensity
- Corporate social responsibility
- Uncertainty avoidance
- Income
- Which of the following identifies the four factors that directly influence individual behavior and performance?
- Utilitarianism
- MARS model
- Schwartz’s model
- Holland’s model
- Myers-Briggs Type Indicator
- Which of the following are external to the individual but still affect his/her behavior and performance?
- Motivations
- Role perceptions
- Situational factors
- Abilities
- Resolutions
- _____ represents the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.
- Motivation
- Personality
- Values
- Ethics
- Ability
- Motivation affects a person’s _____ of voluntary behavior.
- direction, intensity, and persistence
- antecedents, consequences, and reinforcers
- size, shape, and weight
- aptitudes, abilities, and competencies
- agreeableness, locus of control, and ethical sensitivity
- Which of the following refers to the fact that motivation is goal-directed, not random?
- Persistence
- Direction
- Intensity
- Aptitude
- Competencies
- Which of the following best represents the amount of effort allocated to a particular goal?
- Persistence
- Direction
- Intensity
- Aptitude
- Competencies
- Which of the following refers to the natural talents that help employees learn specific tasks more quickly and perform them better?
- Persistence levels
- Direction
- Intensity
- Aptitude
- Commitment
- Which of the following concepts consists of aptitudes, skills, and competencies?
- Motivation
- Personality
- Values
- Ethics
- Ability
- 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 Corporation 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 are not sure what tasks are included in their job.
According to the MARS model, these new employees will likely:
- emphasize the utilitarianism principle in their decision making.
- have lower job performance due to poor role perceptions.
- have 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 the following refers to a person’s beliefs about what behaviors are appropriate or necessary in a particular situation?
- Natural aptitudes
- Role perceptions
- Competencies
- 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 so that employees have more difficulty practicing wasteful behavior.
- increasing aptitudes that make employees less wasteful.
- increasing organizational citizenship so that employees will be less wasteful.
- _____ refers to goal-directed behaviors under the individual’s control that support organizational objectives.
- Organizational citizenship
- Counterproductive behavior
- Task performance
- Maintaining attendance
- Intensity
- Assisting coworkers with their work problems, adjusting work schedules to accommodate coworkers, and showing genuine courtesy toward coworkers are some of the forms of:
- role perception.
- counterproductive behavior.
- task performance.
- organizational citizenship.
- job matching.
- Lawrence stole a clock from his workplace. Which of the following refers to Lawrence’s activity?
- Productive behavior
- Counterproductive behavior
- Task performance
- Organizational citizenship behavior
- Job matching
- Absenteeism is higher in organizations where there is(are):
- weak absence norms.
- low workplace incivility.
- high amounts of presenteeism.
- meager sick leave benefits.
- high work-related stress.
- Presenteeism is more common among employees with:
- sick leave pay.
- financial buffers.
- low centrality.
- high centrality.
- high job security.
- _________ is the relatively stable pattern of behaviors and consistent internal states that explain a person’s behavioral tendencies.
- personality
- values
- motivation
- locus of control
- job satisfaction
- An individual’s personality:
- changes several times throughout the year.
- is formed only from childhood socialization and the environment.
- is less evident in situations where social norms, reward systems, and other conditions constrain behavior.
- does not provide an enduring pattern of processes.
- is more prominent when rewards for behavior are substantial.
