Personality and Values organizational behavior

Essentials of Organizational Behavior Personality and Values 1) Which of the following statements about personality is correct? A) Personality is always stable. B) Personality is a part of a person. C) Personality is an aggregate whole. D) Personality is for the most part comprised of traits that cannot be measured. E) Personality is the primary source of emotions in most people. Answer: C 2) Researchers have paid so much attention to personality traits in OB in order to ________. A) help in employee selection and in understanding how to more effectively manage people. B) enable the easy evaluation of employee performance C) help identify which people in a workforce will work best together D) understand the motivation of outstanding workers E) exclude potential trouble-makers from work. Answer: A 3) Studies of twins separated at birth and raised separately have confirmed the importance of ________ in shaping personality. A) attitudes B) heredity C) environment D) parental influence Answer: B 4) Which of the following is not considered to be completely influenced by heredity? A) facial attractiveness B) energy level C) personality D) physical stature Answer: C 5) You wish to hire a person who has an original mind, is skeptical, critical, independent, and determined. Candidates for this position would ideally have what classification on the Myers-Briggs Type Indicator? A) INTJs B) ESTJs C) ENTPs D) ISFPs E) ESTPs Answer: A 6) All of the following are classifications on the Myers-Briggs Type Indicator except ________. A) extroverted/introverted B) sensing/intuitive C) perceiving/judging D) independent/dependent E) thinking/feeling Answer: D 7) Jason is outgoing, sociable, and assertive. According to the MBTI, he is considered A) extraverted B) feeling C) perceiving D) sensing Answer: A 8) How would someone who is described as an ESTJ on the Myers-Briggs Type Indicator best be described? A) as a visionary B) as a conceptualizer C) as an innovator D) as an organizer E) as a leader Answer: D 9) What does the Myers-Briggs Type Indicator classification of "E or I" stand for? A) extroverted/intuitive B) emotional/introverted C) extroverted/introverted D) emotional/intuitive E) sane/reflective Answer: C 10) What does the Myers-Briggs Type Indicator classification of "S or N" stand for? A) sensing/intuitive B) sensing/thinking C) emotional stability/intuitive D) emotional stability/thinking E) sane/reflective Answer: A 11) You are assembling a team to work on a long-term project which requires creativity, stamina and farsightedness. The only piece of information available to you is the Myers-Briggs Type of each of the applicants. These results are shown below: Candidate Alan Brenda Cameron Drusilla Ellen Myers Briggs Type INTJ ESTJ ENTP ESFP INFP You need to choose a lead person for the team. This person must be a visionary; combining an original mind with great drive. Who would be the best candidate based on their Myers-Briggs Type? A) Alan B) Brenda C) Cameron D) Drusilla E) Ellen Answer: A 12) You are assembling a team to work on a long-term project which requires creativity, stamina and farsightedness. The only piece of information available to you is the Myers-Briggs Type of each of the applicants. These results are shown below: Candidate Alan Brenda Cameron Drusilla Ellen Myers Briggs Type INTJ ESTJ ENTP ESFP INFP You are looking for an organizer, a person on whom you can depend to be practical and realistic. Who would be the best candidate based on their Myers-Briggs Type? A) Alan B) Brenda C) Cameron D) Drusilla E) Ellen Answer: B Page Ref: 17 13) What is the major problem with the Myers-Briggs Type Indicator as a measure of personality? A) It is very difficult to administer. B) It probably should not be used as a selection test for choosing among job candidates since it is not necessarily a valid measure of personality. C) It does not include enough dimensions to differentiate all the variety of human personality D) It tends to overemphasize intuitive personality traits over analytical personality traits E) It is very difficult to accurately interpret. Answer: B Page Ref: 17 14) A high score in which dimension of the Big Five model predicts good job performance for all occupational groups? A) extraversion B) agreeableness C) conscientiousness D) emotional stability E) openness to experience Answer: C Page Ref: 18 15) Which of the following is not included in the Big Five model? A) agreeableness B) conscientiousness C) intuitiveness D) emotional stability E) extraversion Answer: C Page Ref: 18 16) Which dimension of the Big Five model refers to an individual's propensity to defer to others? A) conscientiousness B) agreeableness C) extraversion D) feeling E) emotional stability Answer: B Page Ref: 18 17) Which dimension of the Big Five model is a measure of reliability? A) extraversion B) agreeableness C) conscientiousness D) feeling E) emotional stability Answer: C Page Ref: 18 18) You know that your customers are demanding and sometimes difficult. Which personality dimension taps a person's ability to withstand stress? A) extraversion B) judging C) conscientiousness D) emotional stability E) intellect Answer: D Page Ref: 18 19) Jane Simpson rates low on conscientiousness. This would this lead you to suspect that which of the following statements is most likely to be true about Jane? A) She will be easily distracted. B) She will find comfort in the familiar. C) She will be nervous, depressed, and insecure. D) She will be comfortable with solitude. E) She will be very dim-witted. Answer: A Page Ref: 18 20) You wish to predict how strong organizational citizenship behavior (OCB) is in each of your employees. Which of the five facets of personality will probably be of the most interest in this case? A) extraversion B) agreeableness C) conscientiousness D) emotional stability E) intellect Answer: C Page Ref: 18 21) Of the Big Five, ________ is most strongly related to life satisfaction, to job satisfaction, and to low stress levels. A) self-esteem B) emotional stability C) agreeableness D) conscientiousness E) extroversion Answer: B Page Ref: 18 22) Which of the following is not true of extraverts? A) Extraverts tend to be happier in their jobs and in their lives as a whole than intraverts. B) Extraverts experience more positive emotions than introverts. C) Extraverts less freely express their positive emotions than do introverts. D) Extraverts have more friends than introverts. Answer: C Page Ref: 18-19 23) Which of the following is not a downside to conscientiousness? A) Conscientious people don't adapt well to changing contexts. B) Conscientious people have trouble learning complex tasks early in the training process. C) Conscientious people are often less creative than those who are less conscientious. D) Conscientious people are rarely considered structured individuals. E) There are no downsides to conscientiousness. Answer: D Page Ref: 20 24) James has been described as an agreeable individual. He is better liked on the job and is less likely to engage in organizational deviance. What would we expect to be associated with his agreeableness? A) He will be happier than a disagreeable person - but only slightly more B) He will likely choose other agreeable individuals as members of his team. C) He will probably be a poorer negotiator and experience lower levels of career success. D) All of the above. Answer: D Page Ref: 19-20 25) Which of the following statements about people with positive core self-evaluations is true? A) They set goals which are easily obtainable. B) They do not like themselves. C) They seldom persist to reach their goals. D) They view themselves as powerless over their environment. E) They tend to be more committed to their goals. Answer: E Page Ref: 20 26) What is the term used for the degree to which people like or dislike themselves? A) core self-evaluation B) authoritarianism C) locus of control D) Machiavellianism E) efficacy Answer: A Page Ref: 20 27) Mary has an opening for a position requiring the individual to demonstrate considerable adaptability in adjusting their behavior by reading external cues. She should identify the employee with a(n) ________ for a good fit. A) high self-monitoring tendency B) low self-monitoring tendency C) internal locus of control D) external locus of control E) high SE Answer: A Page Ref: 20-21 28) How would you describe an individual who is not capable of presenting striking contradictions between who they are in public and who they are privately and does not pay close attention to the behavior of others? A) low Mach B) high Mach C) low self-monitoring D) high self-monitoring E) narcissistic Answer: C Page Ref: 20-21 29) Which of the following statements about low self-monitors is true? A) They have a low behavioral consistency between who they are and what they do. B) They tend to rate their performance much more highly than do outside observers. C) They tend to pay less attention to the behavior of others than high self-monitors. D) They usually receive high performance ratings. E) They tend to thrive in areas that require them to take risks. Answer: C Page Ref: 20-21 30) High self-monitors will most likely be well-suited to which of following positions? A) one that requires them to play a central role B) one that requires them not to yield to outside pressure C) one that requires them to operate independently for long periods of time D) one that requires them to take risks E) one that requires a great deal of creativity Answer: A Page Ref: 21 31) What term is used to describe the personality of an individual who is aggressively involved in an incessant struggle to achieve more and more in less and less time? A) Type A personality B) Type B personality C) proactive personality D) narcissistic personality E) high Mach personality Answer: A Page Ref: 21 32) Which of the following is true of people with a Type A personality? A) They tend to be more successful than people with a Type B personality. B) They play for fun and relaxation. C) They tend to emphasize quantity over quality. D) They generally feel little need to discuss their achievements. E) They are generally content with their place in the world. Answer: C Page Ref: 21 33) Which of the following behaviors is most likely to be exhibited in someone with a Type A personality? A) highly creative B) enjoys leisure and quiet time alone C) feels impatient with the rate of most events D) concentrates on one task at a time E) takes long lunches and plays pool Answer: C Page Ref: 21 34) Which of the following is a characteristic of the Type B personality? A) A Type B suffers from a sense of time urgency, with its accompanying impatience. B) A Type B struggles to achieve more with less. C) A Type B strives to always multi-task. D) A Type B can relax without guilt. E) A Type B needs to discuss his or her achievements. Answer: D Page Ref: 21 35) People with which type of personality trait commonly make poor decisions because they make them too quickly. A) high self-esteem B) Type As C) Type Bs D) self-monitors E) extroverts Answer: B Page Ref: 21 36) Which of the following terms best describes people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs? A) Type A personalities B) high self-esteem C) proactive personalities D) high conscientiousness E) high Mach Answer: C Page Ref: 21 37) Which of the following personality traits is most likely to help achieve career success? A) proactive personality B) high SE C) Type A D) extrovert E) agreeable Answer: A Page Ref: 21 38) Which of the following terms describes basic convictions that "a specific mode of conduct or end state of existence is personally or socially preferable to an opposite mode of conduct"? A) values B) attitudes C) convictions D) preferences E) affectual preferences Answer: A Page Ref: 22 39) What does the content attribute of a value state? A) that the value is complete B) that the mode of conduct is important C) that the value is strongly or weakly held D) the behavior associated with that value E) that the value is not transient Answer: B Page Ref: 22 40) When we rank an individual's values in order of their ________, we obtain the person's value system. A) intensity B) content C) context D) social acceptance E) social needs Answer: A Page Ref: 22 41) Which of the following statements about values is true? A) Values are flexible. B) Values are synonymous with attitudes. C) Values tend to be consistent among occupational groups. D) Values are fairly stable over time. E) Values change easily when they are called into question. Answer: D Page Ref: 22 42) What is the difference between terminal and instrumental values, as proposed by Rokeach? A) Terminal values are the goals that a person would like to achieve during his or her lifetime, while the instrumental values are the preferable modes of behavior in achieving these values. B) Instrumental values are the goals that a person would like to achieve during his or her lifetime, while terminal values are the preferable modes of behavior in achieving theses values. C) Terminal values are the highest values in a person's value system, while instrumental values are the ones that are most often used. D) Instrumental values are the values that are used in day to day life, terminal values are those that come into play at times of great stress. E) Terminal values are the values shared by the group as a whole, instrumental values are the values that differ within a group and give rise to conflict. Answer: A Page Ref: 23 43) Which of the following values would be most likely to be considered a terminal value by Rokeach? A) ambitious B) broad-minded C) helpful D) a sense of accomplishment E) self-controlled Answer: D Page Ref: Exh 2-2 44) Which category of dominant work values is most likely to characterize a 55-year-old employee in the United States? A) hard working, conservative, conforming, loyalty to the organization B) team-orientated, honest, self-reliant, loyal to relationships. C) success, achievement, ambition, dislike of authority, loyalty to career D) work/life balance, team-oriented, dislike of rules, loyalty to relationships E) confident, financial success, self-reliant but team-oriented, loyalty to both self and relationships Answer: C Page Ref: Exh 2-2 45) What is the term used to describe the cohort of workers who entered the workforce in the 1950s and early 1960s? A) boomers B) nexters C) Xers D) veterans E) Millennials Answer: D Page Ref: 24 46) What is the term used to describe those members of the population whose lives have been shaped by globalization, MTV, AIDS, and computers; and who value flexibility, life options, and the achievement of job satisfaction? A) veterans B) boomers C) nexters D) Xers E) hexers Answer: D Page Ref: 24 47) Veterans are most likely to place the greatest importance on A) a comfortable like and family security B) social recognition C) true friendship D) happiness E) meaningful work Answer: A Page Ref: 24 48) What cohort of workers in the United States is most likely to balk at having to work extensive overtime and weekends? A) Veterans B) Boomers C) Nexters D) Xers E) Traditionalists Answer: D Page Ref: Exh 2-3 49) What term is used for those who entered the United States workforce from the mid-1960s through the mid-1980s? A) Veterans B) Boomers C) Nexters D) Xers E) Traditionalists Answer: B Page Ref: Exh 2-3 50) As you work with Tom, who is 27 years old, you are likely to find that he ________. A) desires financial success B) prefers leisure time C) sees the company merely as a vehicle for his career D) highly values security E) is not interested in work at all Answer: A Page Ref: Exh 2-3 51) What cohort of workers in the United States is most loyal to their careers? A) Veterans B) Boomers C) Nexters D) Xers E) Traditionalists Answer: B Page Ref: Exh 2-3 52) The most recent entrants to the United States workforce are ________. A) Veterans B) Boomers C) Nexters D) Xers E) Traditionalists Answer: C Page Ref: Exh 2-3 53) What cohort of workers values loyalty to both self and relationships? A) Veterans B) Boomers C) Nexters D) Xers E) Traditionalists Answer: C Page Ref: Exh 2-3 54) Holland's personality-job fit theory is based on the notion of fit between an individual's ________ and ________. A) personality characteristics; the job requirements B) satisfaction; the job C) ability to perform the job; motivation D) motivation; on-the-job performance E) personality characteristics; job satisfaction Answer: A Page Ref: 25-26 55) According to Holland's personality?job fit theory, what are consequences of a good fit between personality and occupation? A) a low level of stress B) a high level of accomplishment C) high satisfaction and low turnover D) maximum performance and efficiency E) a high rate of turnover Answer: C Page Ref: 25-26 56) ________ developed a Vocational Preference Inventory questionnaire that contains 160 occupational titles. A) Maslow B) Holland C) Hofstede D) Herzberg E) Surber Answer: B Page Ref: 26 57) According to Holland, the closer two fields are in the hexagon, the ________ they are. A) more dissimilar B) more compatible C) less compatible D) more difficult to categorize E) less related to any occupation Answer: B Page Ref: 26 58) The "enterprising" personality from Holland's typology of personality and congruent occupations would exhibit which of the following personality characteristics? A) imaginative, disorderly, idealistic B) shy, genuine, persistent C) sociable, friendly, cooperative D) self-confident, ambitious, energetic E) conforming, efficient, practical Answer: D Page Ref: Exh 2-4 59) You are seeking to fill the position of corporate accountant, and have administered Holland's Vocational Preference Inventory questionnaire to all candidates. You would suspect that the questionnaire would indicate that the best candidates for the position would have which of the following personality types? A) conventional B) realistic C) enterprising D) investigative E) social Answer: A Page Ref: Exh 2-4 60) Monica is majoring in interior design. Her personality type is "realistic" according to Holland's Typology. Which of the following statements is correct? A) Monica's personality type is well-suited to her major. B) Monica is better suited to be a bank teller. C) Interior design is incongruent with her personality type. D) Interior design is congruent with a "social" personality type. E) Monica prefers activities that do not require strength. Answer: C Page Ref: Exh 2-4 61) The "realistic" personality from Holland's typology of personality and congruent occupations would be well suited for which of the following jobs? A) painter B) accountant C) mechanic D) lawyer E) biologist Answer: C Page Ref: Exh 2-4 62) The "social" personality from Holland's typology of personality would be well suited for which of the following jobs? A) assembly-line worker B) economist C) teacher D) bank teller E) lawyer Answer: C Page Ref: Exh 2-4 63) Which of Holland's personality types prefers activities that involve thinking and understanding? A) realistic B) investigative C) social D) conventional E) artistic Answer: B Page Ref: Exh 2-4 64) Which one of the following statements is true about the six personality types developed in Holland's personality-job fit theory? Each of the six types has a ________. A) supplemental personality style B) congruent personality style C) congruent occupation D) supplemental occupational environment E) supplemental skill set Answer: C Page Ref: 27 65) It's more important today that employees' personalities fit with A) their manager's personality B) the overall organization's culture C) the characteristics of the job D) the recruiter's personality Answer: B Page Ref: 27 66) A study of the EU found which of the Big Five personality factors was a valid predictor of performance across jobs and occupational groups? A) agreeableness B) extraversion C) openness to experience D) conscientiousness Answer: D Page Ref: 27-28 67) Which of the following researchers produced a comprehensive analysis for analyzing variations among cultures? A) Maslow B) Hofstede C) Festinger D) Skinner E) Freud Answer: B Page Ref: 28 68) Which of the following is not one of Hofstede's five dimensions of national culture? A) power distance B) flexibility versus rigidity C) individualism versus collectivism: D) long-term versus short-term orientation: E) uncertainty avoidance Answer: B Page Ref: 28 69) What is the measure of the extent to which people in a country accept the fact that power in institutions and organizations is distributed unequally? A) caste acceptance B) collectivism C) power distance D) masculinity E) rigidity Answer: C Page Ref: 28 70) Which dimension of Hofstede's framework is the degree to which people prefer to act as individuals rather than as members of groups? A) power distance B) individualism vs. collectivism C) masculinity vs. femininity D) uncertainty avoidance E) long-term vs. short-term orientation Answer: B Page Ref: 28 71) Which of Hofstede's cultural dimensions emphasizes a tight social framework in which people expect others in groups of which they are a part to look after them? A) long-term orientation B) masculinity C) individualism D) collectivism E) femininity Answer: D Page Ref: 28 72) According to Hofstede, people in cultures with ________ value thrift, persistence, and tradition. A) high power distance B) low power distance C) long-term orientation D) short-term orientation E) low uncertainty avoidance Answer: C Page Ref: 28 73) According to Hofstede, cultures that score ________ tend to emphasize laws and regulations. A) high on power distance B) high on uncertainty avoidance C) low on power distance D) low on uncertainty avoidance E) high on masculinity Answer: B Page Ref: 28 74) Which of Hofstede's dimensions is the degree to which people in a country prefer structured to unstructured situations? A) collectivism B) power distance C) long-term orientation D) uncertainty avoidance E) idiocentricity Answer: D Page Ref: 28 75) According to Hofstede, high femininity cultures A) emphasize equality between men and women. B) favor achievement and power. C) emphasize feminine roles. D) have increased anxiety about ambiguity. E) are rule-oriented. Answer: A Page Ref: 28 76) According to Hofstede, which country scored as the most individualistic nation of all? A) Japan B) Korea C) Great Britain D) United States E) China Answer: D Page Ref: 28 77) The gender differentiation cultural dimension identified by GLOBE is the equivalent of which of Hofstede's dimensions? A) power distance B) uncertainty avoidance C) masculinity-femininity D) future orientation E) individualism-collectivism Answer: C Page Ref: 30 78) According to Hofstede, the Unites States scores high in ________ and low in ________. A) power distance; uncertainty avoidance B) individualism; power distance C) uncertainty avoidance; individualism D) uncertainty avoidance; masculinity E) femininity; masculinity Answer: C Page Ref: 30 79) All of the following are weaknesses of Hofstede's cultural dimensions pointed out by critics EXCEPT: A) The original data are from 30 years ago. B) The original data were based on only four companies: IBM, Disney, Coca-Cola, and McDonald's. C) Most researchers are unaware of the judgment calls Hofstede had to make. D) Some of the Hofstede results are unexpected. E) Few researchers have read the details of Hofstede's methodology closely. Answer: B Page Ref: 30 80) The GLOBE team identified ________ dimensions on which national cultures differ. A) 3 B) 5 C) 7 D) 9 E) 15 Answer: D Page Ref: 30 81) Which of the following is not one of the cultural dimensions identified by the GLOBE team? A) performance orientation B) future orientation C) humane orientation D) age differentiation E) power distance Answer: D Page Ref: 30 82) Which of the following cultural dimensions identified by GLOBE does not have an equivalent in Hofstede? A) future orientation B) power distance C) performance orientation D) individualism/collectivism E) gender differentiation Answer: C Page Ref: 30 83) Country In-group collectivism Individualism/collectivism Performance orientation Humane orientation Power distance Country A 4 3 1 2 5 Country B 3 5 2 1 3 Country C 2 1 3 5 4 Country D 5 2 4 3 1 Country E 1 4 5 4 2 The above table shows the relative rankings of five countries in five of GLOBE's cultural dimensions. In which country are people most likely to identify with and take pride in the company they work for? A) Country A B) Country B C) Country C D) Country D E) Country E Answer: E Page Ref: 30 84) Country In-group collectivism Individualism/collectivism Performance orientation Humane orientation Power distance Country A 4 3 1 2 5 Country B 3 5 2 1 3 Country C 2 1 3 5 4 Country D 5 2 4 3 1 Country E 1 4 5 4 2 According to the above table, in which country are people most likely to be rewarded for being altruistic, caring, and kind to others? A) Country A B) Country B C) Country C D) Country D E) Country E Answer: B Page Ref: 30 85) Which of the following statements is true of the GLOBE project? A) The GLOBE dimensions replaced Hofstede's work. B) The GLOBE project confirmed that Hofstede's dimensions are no longer valid. C) The GLOBE dimensions have confirmed Hofstede's work. D) The GLOBE framework recognizes that a country's cultural values do not change. E) It is not expected that future cross-cultural studies will use the GLOBE dimensions to assess differences between countries. Answer: C Page Ref: 30 86) Behavior is shaped by our personalities. Answer: TRUE Page Ref: 14 Topic: What Is Perception? 87) Personality looks at the parts of the person rather than the aggregate whole. Answer: FALSE Page Ref: 15 88) A trait can be described as a characteristic or behavior that is sometimes exhibited in a few situations. Answer: FALSE Page Ref: 16 89) The Myers-Briggs Type Indicator is a 100-question personality test that types four characteristics into sixteen personality types. Answer: TRUE Page Ref: 17 90) In the Myers-Briggs typology, N stands for intuitive. Answer: TRUE Page Ref: 17 91) In the Myers-Briggs typology, S stands for sensible. Answer: FALSE Page Ref: 17 92) Because MBTI results are job related, it is an excellent selection test for choosing job candidates. Answer: FALSE Page Ref: 17 93) In the Myers-Briggs typology, P stands for preparedness. Answer: FALSE Page Ref: 17 94) If you were looking for an employee who was an organizer, you would probably choose one whose type is INFP. Answer: FALSE Page Ref: 17 95) A substantial body of research supports the MBTI as a valid measure of personality. Answer: FALSE Page Ref: 17 96) An impressive body of research supports that five basic personality dimensions underlie all others. Answer: TRUE Page Ref: 17 97) The Big Five Model factor termed "extraversion" is probably a good predictor of job performance in most professions. Answer: FALSE Page Ref: 17-18 98) Conscientiousness refers to an individual's propensity to defer to others. Answer: FALSE Page Ref: 18 99) Agreeable people tend to be less trusting than disagreeable people. Answer: FALSE Page Ref: 18 100) Extraverts are more likely to be absent from work than introverts. Answer: TRUE Page Ref: 18 101) Intraverts tend to be more impulsive than extroverts. Answer: FALSE Page Ref: 18 102) Individuals who score high on openness to experience are more creative in science and in art than those who score low. Because creativity is important to leadership, open people are more likely to be effective leaders. Answer: TRUE Page Ref: 19 103) Agreeableness is associated with lower levels of career success. This may be due in part because agreeable individuals are poorer negotiators. Answer: TRUE Page Ref: 19 104) Self-monitoring refers to an individual's ability to adjust his or her behavior to external, situational factors. Answer: TRUE Page Ref: 20 105) High self-monitors tend to pay less attention to the behavior of other people than do low self monitors. Answer: FALSE Page Ref: 20-21 106) Low self-monitors show high behavioral consistency. Answer: TRUE Page Ref: 20-21 107) Individuals with Type B personalities exhibit characteristics highly prized by the North American culture. Answer: FALSE Page Ref: 21 108) Zack is always moving and is impatient. He prefers work to leisure and seems obsessed with numbers. Zack probably has a Type B personality. Answer: FALSE Page Ref: 21 109) People with Type A personalities are rarely concerned with time. Answer: FALSE Page Ref: 21 110) Those individuals with Type A personalities tend to be more at risk for cardiovascular disease. Answer: TRUE Page Ref: 21 111) People with Type B personalities tend to operate under more stress than those with Type A personalities. Answer: FALSE Page Ref: 21 112) Proactive personalities are more likely to act as change agents within an organization. Answer: TRUE Page Ref: 21 113) The content attribute of a value says that a mode of conduct is important. Answer: TRUE Page Ref: 22 114) When we rank an individual's values in terms of the intensity of those values, we obtain that person's value system. Answer: TRUE Page Ref: 22 115) Values cannot be classified because of their spiritual and theological basis. Answer: FALSE Page Ref: 22 116) Values tend to be stable and enduring. Answer: TRUE Page Ref: 22 117) People always act in ways consistent with their values. Answer: FALSE Page Ref: 22 118) Instrumental values are preferable modes of behavior, or means of achieving one's terminal values. Answer: TRUE Page Ref: 23 119) Milton Rokeach developed a survey that assesses terminal and instrumental values. Answer: TRUE Page Ref: 23 120) RVS values are fairly stable and consistent across groups. Answer: FALSE Page Ref: 23 121) Boomers place a great deal of emphasis on achievement and material success. Answer: TRUE Page Ref: 24 122) Veterans tend to be more loyal to their country and less loyal to their employer. Answer: FALSE Page Ref: 24 123) The loyalty of Boomers is to their careers. Answer: TRUE Page Ref: Exh 2-3 124) The lives of Xers have been shaped by war, women's lib, AIDS, and computers. Answer: FALSE Page Ref: 25 125) Terminal values such as a sense of accomplishment and social recognition rank high with Nexters. Answer: FALSE Page Ref: 25 126) A significant portion of our values are often established at an early age. Answer: TRUE Page Ref: 25 127) Individuals with Holland's "investigative" personality are well suited for careers as small business managers. Answer: FALSE Page Ref: Exh 2-4 128) Holland's "conventional" personality, placed in the position of a cost accountant, is likely to be dissatisfied and quit. Answer: FALSE Page Ref: Exh 2-4 129) In Holland's Vocational Preference Inventory questionnaire, adjacent categories are quite similar while diagonally opposite ones are highly dissimilar. Answer: TRUE Page Ref: 26 130) It is more important that employees' personalities fit with the overall organization's culture than with the characteristics of any specific job. Answer: TRUE Page Ref: 27 131) The five personality factors identified in the Big Five Model appear in almost all cross-cultural studies. Answer: TRUE Page Ref: 27 132) Each culture has a common personality type. Answer: FALSE Page Ref: 27-28 133) Geert Hofstede produced a very widely referenced approach for analyzing variations among cultures. Answer: TRUE Page Ref: 28 134) Collectivism refers to a cultural attribute describing a loosely knit social framework in which people tend to the interests of their immediate family. Answer: FALSE Page Ref: 28 135) Organizations in a society high in uncertainty avoidance are likely to have more rules. Answer: TRUE Page Ref: 28 136) It is consistent for a country with a democratic government to rank below average on power distance. Answer: TRUE Page Ref: 28 137) The U.S. culture ranked above average on power distance according to Hofstede. Answer: FALSE Page Ref: 30 138) The GLOBE research program is an ongoing cross-cultural investigation of leadership and national culture. Answer: TRUE Page Ref: 30 139) GLOBE's future orientation dimension is essentially equivalent to Hofstede's long-term/short-term orientation. Answer: TRUE Page Ref: 30 140) The GLOBE dimensions have replaced Hofstede's dimensions. Answer: FALSE Page Ref: 47 141) What is the Myers-Briggs Type Indicator (MBTI) and how might it be used by managers? Answer: The Myers-Briggs Type Indicator (MBTI) is one of the most widely used personality frameworks. It is essentially a 100-question personality test that asks people how they usually feel or act in particular situations. On the basis of the answers individuals give to the test, they are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and perceiving or judging (P or J). These classifications are then combined into sixteen personality types. The MBTI has a place in training and development, since it can help employees to better understand themselves. It can also provide aid to teams by helping members better understand each other. It can also provide career guidance, but should not be used as a selection test. Page Ref: 17 142) Discuss the "Big Five" model of personality. Answer: The five-factor model of personality is typically called the "Big Five." In addition to providing a unifying personality framework, research on the Big Five also has found important relationships between these personality dimensions and job performance. The five key traits in the Big Five personality model are extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Extroversion captures one's comfort level with relationships. Agreeableness refers to an individual's propensity to defer to others. Conscientiousness is a measure of reliability. Emotional stability taps a person's ability to withstand stress. Openness to experience addresses one's range of interests and fascination with novelty. Page Ref: 17-19 143) What is self monitoring? Discuss how high self monitors differ from low self monitors. Answer: Self monitoring refers to an individual's ability to adjust his or her behavior to external, situational factors. High self monitors show considerable adaptability in adjusting their behavior to external situational factors. They are highly sensitive to external cues and can behave differently in different situations. They are also capable of presenting striking contradictions between their public persona and their private self. Low self monitors can't disguise themselves and tend to display their true dispositions and attitudes in very situation. High self monitors are more capable of conforming and tend to receive better performance ratings than low self monitors. High self monitoring managers receive more career promotions and are more likely to occupy central positions in the organization. Page Ref: 20-21 144) Describe the Type B personality. Answer: Type B personalities do not suffer from a sense of time urgency or with its accompanying impatience. They feel no need to display or discuss either their achievements or accomplishments. Type B's play for fun and relaxation, and can relax without guilt. They are rarely harried by the desire to obtain an increasing number of things. Page Ref: 21 145) Explain why values are important to the study of organizational behavior. Answer: Values lay the foundation for understanding people's attitudes and motivation. Values also influence our perceptions. As individuals enter an organization with preconceived notions of what "ought" to be, they contain interpretations of right and wrong - based upon their values. Values can cloud objectivity and rationality. Furthermore, values generally influence attitudes and behavior. Organizations are interested in whether the individual's values are aligned with the organization's. 146) Discuss the Rokeach Value Survey. Include definitions and discussion of terminal values and instrumental values. Answer: Milton Rokeach created the Rokeach Value Survey (RVS). The RVS consists of two sets of values, with each set containing 18 individual value items. One set, called terminal values, refers to desirable end-states of existence. These are goals that a person would like to achieve during his or her lifetime. The other set, called instrumental values, refers to preferable modes of behavior, or means of achieving the terminal values. People in the same occupations or categories tend to hold similar values. 147) Discuss the cohort groups in the workforce and their dominant work values. Answer: Veterans entered the workforce in the 1950s or early 1960s. There are hardworking, conservative, and conforming. They are loyal to the organization. Boomers entered the workforce between 1965 and 1985. They values success, achievement, and ambition. They dislike authority and are loyal to their career. Xers entered the workforce between 1985 and 2000. They value work-life balance, are team-oriented, dislike rules and are loyal to relationships. Nexters entered the workforce after 2000. They are confident, value financial success, are self-reliant, but team oriented, and are loyal to both self and relationships. 148) Describe what is meant by the terms "person-job fit" and "person-organization fit." Answer: The person-job fit theory was developed by John Holland. It is based on the notion of fit between an individual's personality characteristics and his or her occupational environment. The theory argues that satisfaction is highest and turnover lowest when personality and occupation are in agreement. The key points of this model are: (1) there do appear to be intrinsic differences in personality among individuals, (2) there are different types of jobs, and (3) people in job environments congruent with their personality types should be more satisfied and less likely to voluntarily resign than should people in incongruent jobs. The person-organization fit essentially argues that people leave organizations that are not compatible with their personalities. People with high extraversion, for example, fit better with aggressive and team-oriented cultures, while people with high agreeableness will match up better with a supportive organizational climate 149) Name and describe the value dimensions of culture identified by Hofstede. Answer: Power distance is the degree to which people accept that power in institutions and organizations is distributed unequally. Individualism/collectivism is the degree to which people prefer to act as individuals or as members of a group. Masculinity/femininity is the degree to which values such as assertiveness, the acquisition of money and material goods and competition prevail versus the degree to which people value relationships, and show sensitivity and concern for the welfare of others. Uncertainty avoidance is the degree to which people prefer structured over unstructured situations. Long-term/short-term orientation is the degree to which people look to the future or to the past and present. The latter emphasizes respect for tradition and fulfilling social obligations. 150) Compare Hofstede's cultural dimensions with the GLOBE framework. Answer: The Global Leadership and Organizational Behavior Effectiveness research program identified nine dimensions on which national cultures differ. Assertiveness is essentially equivalent to Hofstede's quantity-of-life dimensions. Future orientation is equivalent to Hofstede's long-term/short term orientation. Gender differentiation is the extent to which a society maximizes gender role differences. Uncertainty avoidance, power distance, and individualism/collectivism were also identified by Hofstede. In-group collectivism encompasses the extent to which members of a society take pride in membership in small groups. Performance orientation is the degree to which a society encourages and rewards group members for performance improvement and excellence. Humane orientation is defined as the degree to which a society encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others. This is close to Hofstede's quality-of-life dimension.