Question 1

Jobs high in clarity produce strong situations because:

Accepted Answer

A) it is more difficult for people to figure out what to do,and people tend to act the same way in trying to do their work. 
B) it is easier for people to figure out what to do,and people tend to act similarly in these situations. 
C) it is more difficult for people to figure out what to do,so the chances that everyone behaves similarly decrease. 
D) it is easier for people to figure out what to do,but they act differently because there are many different ways to do that particular job. 
A) it is more difficult for people to figure out what to do,and people tend to act the same way in trying to do their work. 
B) it is easier for people to figure out what to do,and people tend to act similarly in these situations. 
C) it is more difficult for people to figure out what to do,so the chances that everyone behaves similarly decrease. 
D) it is easier for people to figure out what to do,but they act differently because there are many different ways to do that particular job.

Question 2

Research on unemployed university students suggests which of the following?

Accepted Answer

A) Positive affectivity allows for more openness in looking for a job,and hence is more likely to result in a job offer. 
B) Negative affectivity actually leads to more job offers,because interviewees are less likely to sound sycophantic in job interviews. 
C) Positive affectivity is important in getting interviews,job offers,and becoming employed,primarily because these particular jobseekers tend to procrastinate more. 
D) There is no correlation between affectivity and interviews,job offers,and becoming employed. 
A) Positive affectivity allows for more openness in looking for a job,and hence is more likely to result in a job offer. 
B) Negative affectivity actually leads to more job offers,because interviewees are less likely to sound sycophantic in job interviews. 
C) Positive affectivity is important in getting interviews,job offers,and becoming employed,primarily because these particular jobseekers tend to procrastinate more. 
D) There is no correlation between affectivity and interviews,job offers,and becoming employed.

Question 3

A self-report survey asks respondents to evaluate:

Accepted Answer

A) their co-workers. 
B) their employers. 
C) themselves. 
D) industry competitors. 
A) their co-workers. 
B) their employers. 
C) themselves. 
D) industry competitors.

Question 4

You are assembling a team to work on a long-term project that requires creativity,stamina and farsightedness.The only piece of information available to you is the Myers-Briggs type of each of the applicants.Use your knowledge of the four basic characteristics of each person to choose people for the following situation. You are looking for an organiser,a person on whom you can depend to be practical and realistic.You will probably pick:

Accepted Answer

A) ENTP. 
B) ISFP. 
C) ESTJ. 
D) INTJ. 
A) ENTP. 
B) ISFP. 
C) ESTJ. 
D) INTJ.

Question 5

Situation-strength theory proposes that the way________ translates into behaviour depends on the strength of the situation.

Accepted Answer

A) personality 
B) conviction 
C) fear 
D) attitude 
A) personality 
B) conviction 
C) fear 
D) attitude

Question 6

Which of the following BEST describes an ESTJ?

Accepted Answer

A) a quiet person 
B) an organiser 
C) a domineering individual 
D) a reserved person 
A) a quiet person 
B) an organiser 
C) a domineering individual 
D) a reserved person

Question 7

Holland's theory of personality-job fit argues that job satisfaction is highest and turnover is lowest where:

Accepted Answer

A) employees have an education. 
B) an individual is highly motivated. 
C) salary is high. 
D) personality and occupation are in agreement. 
A) employees have an education. 
B) an individual is highly motivated. 
C) salary is high. 
D) personality and occupation are in agreement.

Question 8

You are the manager of a small boutique.You have decided to apply the Big Five model in order to understand your employees and their work habits.This is because this model is generally supported by an impressive body of research.You want to use the five dimensions of personality to match individuals with jobs to which they are well suited. Michelle Radcliffe,one of your newest employees,is an extravert.Which of the following statements is FALSE?

Accepted Answer

A) Michelle will be quite comfortable with solitude. 
B) Michelle will have strong social skills. 
C) You should expect Michelle to be impulsive. 
D) Michelle will probably have a large number of relationships. 
A) Michelle will be quite comfortable with solitude. 
B) Michelle will have strong social skills. 
C) You should expect Michelle to be impulsive. 
D) Michelle will probably have a large number of relationships.

Question 9

The content attribute states a value that is:

Accepted Answer

A) a basic conviction. 
B) important. 
C) related to behaviour. 
D) complete. 
A) a basic conviction. 
B) important. 
C) related to behaviour. 
D) complete.

Question 10

As the manager of a department in an electronics firm,you have been asked to take on some new staff.You're considering using a self-reported personality survey to check the personalities of your potential employees. Robert has applied for a position,and when you check the results of his self-reported personality survey,you are uncertain of the value of the instrument in light of his results.What is a probable weakness of the self-reported personality survey in this case?

Accepted Answer

A) Robert may create a fake positive response to create misleading results. 
B) Robert may de-emphasise his actual level of conscientiousness. 
C) Robert may de-emphasise his actual level of emotional stability. 
D) Robert may not be able to remember the correct answer due to the pressure of the interview. 
A) Robert may create a fake positive response to create misleading results. 
B) Robert may de-emphasise his actual level of conscientiousness. 
C) Robert may de-emphasise his actual level of emotional stability. 
D) Robert may not be able to remember the correct answer due to the pressure of the interview.

Question 11

Gordon Allport described personality as:

Accepted Answer

A) how a person behaves. 
B) the measurable traits a person exhibits. 
C) the mental and physical systems that a person uses to determine their interaction with the environment they find themselves in. 
D) Something completely different to how we think of personality today. 
A) how a person behaves. 
B) the measurable traits a person exhibits. 
C) the mental and physical systems that a person uses to determine their interaction with the environment they find themselves in. 
D) Something completely different to how we think of personality today.

Question 12

One element of situation-strength theory is constraints.It is defined as:

Accepted Answer

A) the degree to which cues about work duties and responsibilities are available and clear. 
B) the extent to which cues regarding work duties and responsibilities are compatible with one another. 
C) the extent to which individuals' freedom to decide or act is limited by forces outside their control. 
D) the degree to which decisions or actions have important implications for the organisation and others. 
A) the degree to which cues about work duties and responsibilities are available and clear. 
B) the extent to which cues regarding work duties and responsibilities are compatible with one another. 
C) the extent to which individuals' freedom to decide or act is limited by forces outside their control. 
D) the degree to which decisions or actions have important implications for the organisation and others.

Question 13

Overall evidence is that employees with positive core self-evaluations are less committed to their goals and persist longer in attempting to reach these goals.

Accepted Answer

A) True 
 B)False

Question 14

Explain what is meant by the idea that situation strength and trait activation theories show that the debate over nature versus nurture might best be framed as nature and nurture.

Accepted Answer

Nature and nurture are not exclusive.Nat

Question 15

The realistic personality from Holland's typology of personality and congruent occupations would be well suited for which of the following jobs?

Accepted Answer

A) social worker 
B) accountant 
C) lawyer 
D) mechanic 
A) social worker 
B) accountant 
C) lawyer 
D) mechanic

Question 16

One element of situation-strength theory is clarity.It is defined as:

Accepted Answer

A) what is found in jobs where everyone behaves differently doing it. 
B) the degree to which cues about work duties and responsibilities are difficult to interpret. 
C) the biggest determinant of what causes weak situations in jobs that have high levels of it. 
D) the degree to which cues about work duties and responsibilities are available and clear. 
A) what is found in jobs where everyone behaves differently doing it. 
B) the degree to which cues about work duties and responsibilities are difficult to interpret. 
C) the biggest determinant of what causes weak situations in jobs that have high levels of it. 
D) the degree to which cues about work duties and responsibilities are available and clear.

Question 17

Situation-strength theory proposes that:

Accepted Answer

A) it is harder for people to regulate their behaviour in weak situations. 
B) personality traits better predict behaviour in strong situations than in weak ones. 
C) personality traits better predict behaviour in weak situations than in strong ones. 
D) in weak situations it is easier for people to see what correct and incorrect behaviour is,and they feel pressured to exhibit the former and discourage the latter. 
A) it is harder for people to regulate their behaviour in weak situations. 
B) personality traits better predict behaviour in strong situations than in weak ones. 
C) personality traits better predict behaviour in weak situations than in strong ones. 
D) in weak situations it is easier for people to see what correct and incorrect behaviour is,and they feel pressured to exhibit the former and discourage the latter.

Question 18

Rokeach found that the instrumental value of ambitious (hard-working and aspiring)people was related to the terminal value of:

Accepted Answer

A) happiness. 
B) freedom. 
C) a comfortable life. 
D) self-respect. 
A) happiness. 
B) freedom. 
C) a comfortable life. 
D) self-respect.

Question 19

Discuss the person-organisation fit and its importance.

Accepted Answer

Person-organisation fit argues that peop

Jobs high in clarity produce strong situations because:

Research on unemployed university students suggests which of the following?

A self-report survey asks respondents to evaluate:

Situation-strength theory proposes that the way________ translates into behaviour depends on the strength of the situation.

Which of the following BEST describes an ESTJ?

Holland's theory of personality-job fit argues that job satisfaction is highest and turnover is lowest where:

The content attribute states a value that is:

Gordon Allport described personality as:

One element of situation-strength theory is constraints.It is defined as:

Overall evidence is that employees with positive core self-evaluations are less committed to their goals and persist longer in attempting to reach these goals.

Explain what is meant by the idea that situation strength and trait activation theories show that the debate over nature versus nurture might best be framed as nature and nurture.

The realistic personality from Holland's typology of personality and congruent occupations would be well suited for which of the following jobs?

One element of situation-strength theory is clarity.It is defined as:

Situation-strength theory proposes that:

Rokeach found that the instrumental value of ambitious (hard-working and aspiring)people was related to the terminal value of:

Discuss the person-organisation fit and its importance.

What Is Organisational Behaviour

Diversity in Organisations

Attitudes and Job Satisfaction

Emotions and Moods

Perception and Individual Decision Making

Motivation: From Concept to Application

Foundations of Group Behaviour

Understanding Work Teams

Communication

Leadership

Power and Politics

Conflict and Negotiation

Foundations of Organisational Structure

Organisational Culture

Organisational Change and Stress Management

Filters

Exam 4: Personality and Values

Jobs high in clarity produce strong situations because:

Research on unemployed university students suggests which of the following?

A self-report survey asks respondents to evaluate:

Situation-strength theory proposes that the way________ translates into behaviour depends on the strength of the situation.

Which of the following BEST describes an ESTJ?

Holland's theory of personality-job fit argues that job satisfaction is highest and turnover is lowest where:

The content attribute states a value that is:

Gordon Allport described personality as:

One element of situation-strength theory is constraints.It is defined as:

Overall evidence is that employees with positive core self-evaluations are less committed to their goals and persist longer in attempting to reach these goals.

Explain what is meant by the idea that situation strength and trait activation theories show that the debate over nature versus nurture might best be framed as nature and nurture.

The realistic personality from Holland's typology of personality and congruent occupations would be well suited for which of the following jobs?

One element of situation-strength theory is clarity.It is defined as:

Situation-strength theory proposes that:

Rokeach found that the instrumental value of ambitious (hard-working and aspiring)people was related to the terminal value of:

Discuss the person-organisation fit and its importance.

What Is Organisational Behaviour

Diversity in Organisations

Attitudes and Job Satisfaction

Emotions and Moods

Perception and Individual Decision Making

Motivation: From Concept to Application

Foundations of Group Behaviour

Understanding Work Teams

Communication

Leadership

Power and Politics

Conflict and Negotiation

Foundations of Organisational Structure

Organisational Culture

Organisational Change and Stress Management

Filters