1. Which of the following is an internal factor that affects job performance?
a. Economic changes.
b. Changes in salary
d. Internal competition.
e. Motivation to work
2. Which of the following describes the fundamental attribution error?
a. People seldom make attributions about their own behavior.
b. The likelihood of making an error attributing the another person increases with your familiarity with that other person
c. We tend to believe that other people have the same beliefs and behaviors that we have.
d. We tend to believe the behavior of other people their motivation and ability than by factors beyond their control.
e. We tend to believe that colleagues perform their jobs better than we perform our job
3. If you form a general negative impression of a person based on one prominent characteristic, and it affects your perception of other characteristics of that person, it is called
a. projection bias
b. selective attention
c. self-serving bias
e. halo effect
4. Andre is a doctor who quick to mention that he is a doctor when he first meets other people. He also tends to perceive himself and other physicians in a more favorable way than nurses and non-medical staff. Which concept best explains Andre's perceptual process?
a. Attribution theory
b.Social identity theory
e.Myers-Briggs Type Indicator
5. Which of the following is true about meaningful interaction?
A. Meaningful interaction relies on dialogue.
B. Meaningful interaction increases dependence on stereotypes to understand others.
C. Meaningful interaction is based on the Johari Window.
D. Meaningful interaction potentially improves empathy toward others.
E. Meaningful interaction is a way of increasing self-awareness by encouraging disclosure and feedback to increase our own open area.
6. Which perceptual error occurs when a supervisor incorrectly rates an employee at a similar level across all performance dimensions based on an overall impression of that employee?
a. Attribution error
c. Projection bias
d. Halo effect
e. Recency effect
7. A perceptual error in which we tend to believe that other people hold the same beliefs and attitudes that we do.
a. self-serving bias.
b. recency effect.
c. false-consensus effect.
d. self-fulfilling prophecy.
e. personal identity.
8. In the Johari Window, the _____ area includes information about you that is known both to you and others
9. Mental models cause us to:
a. perceive events as though people are acting on a theatrical stage.
b. select and organize stimuli in ways that are consistent with our broad worldviews.
c. believe the behavior of others is caused more by their ability or motivation than the situation.
d. perceive ourselves as members of several groups that are different from people in other groups.
e. change our personality whenever we develop new mental models
10. Process deciding whether an observed behavior or event is caused mainly by the person (internal factors) or by environment (external factors)
c. social identification
d. selective attention
e. self identification
11. Which of the following determine whether intentions translate into behavior
a. External dimensions of your value system.
b. Past experience, personality and social norms.
c. Internal or external locus of control.
d. Self-efficacy and self-esteem.
e. Tendency for self-enhancement.
12. Most often, people reduce cognitive dissonance by:
a. ignoring it until it eventually goes away.
b. changing their peers in order to find people with similar beliefs.
c. forming new cognitions to justify their behavior.
d. consulting with a therapist
13. Which of these statements about emotional labor is true?
a. Jobs involving customer service do not require emotional labor.
b. Research indicates that emotional display rules and standards are very similar around the world.
c. Emotional labor increases with the extent to which employees must abide by emotional display rules.
d. Emotional labor occurs when we perceive an inconsistency between our beliefs, feelings, and behavior.
e. Emotional labor demands are higher in jobs requiring more intense emotions.
14. Self-awareness self-management social awareness and relationship management are all components of
b. locus of control
d. emotional intelligence
15. Which of the following is a conclusion by organizational behavior scholars regarding job satisfaction?
a. as job performance increases, job satisfaction decreases.
b. job performance is the best predictor of job satisfaction.
c. job satisfaction is unrelated to job performance.
d. people with higher job satisfaction tend to have higher job performance.
e. both 'A' and 'B' are true
16. According to the Circumplex Model of Emotions, high activation negative emotions include:
e. All of the above
17. People with more positive emotions typically have higher __________and are extroverted
18. Emotional labor is higher in jobs requiring:
a. limited hours of routine work.
b. working in irregular shifts.
c. working in isolation.
d. frequent interaction with clients.
e. skilled knowledge such as accounting
19. Which of the following terms best represents the positive or negative evaluations of the attitude object?
20. Emotional intelligence is best described as:
a. a personality trait.
b. a set of abilities.
c. a form of organizational commitment.
d. an action-tendency indicating that the person is highly motivated.
d. a form of empathy
21. The uncomfortable tension felt when our behavior and attitudes are inconsistent with each other is called:
a. cognitive distance.
b. emotional intelligence.
c. cognitive justification.
d. cognitive dissonance.
22. The adaptive response to a situation that is perceived as challenging or threatening tothe person's well-being is called:
23. Stress is best described as:
a. the physiological disorders we experience from adverse environmental conditions.
b. an adaptive response to a situation that is perceived as challenging or threatening to the person's wellbeing.
c. a series of events that cause emotional exhaustion and cynicism towards customers.
d. environmental conditions that place a physical or emotional demand on the person.
e. a behavior pattern of people with low risk of heart disease