The tendency for observers to exaggerate the role of dispositional factors in explaining behaviour is called the fundamental attribution error .
Difficulty: 1
Page Reference: 90
Skill: Recall
Objective: 3.5 Discuss various biases in attribution.
138) "Roberto acts differently from everyone else at work." In attribution theory terms, the speaker has invoked a(n) consensus or low consensus cue.
Difficulty: 2
Page Reference: 88
Skill: Applied
Objective: 3.4 Describe how people form attributions about the causes of behaviour.
139) Although there were considerable performance differences among his employees, Chester rated them all about average. Chester committed the central tendency rater error.
Difficulty: 2
Page Reference: 106
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
140) After interviewing three superstars, the perfectly adequate candidate looked weak to Margo. The contrast effect biased her impression of the adequate candidate.
Difficulty: 2
Page Reference: 104
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
141) "Heathcliffe only acts pretentious at work. Everywhere else he's down to earth." In attribution theory terms, the speaker has invoked a(n) distinctiveness cue.
Difficulty: 3
Page Reference: 88
Skill: Applied
Objective: 3.4 Describe how people form attributions about the causes of behaviour.
142) Attribution is the process of assigning causes to behaviour.
Difficulty: 1
Page Reference: 87
Skill: Recall
Objective: 3.4 Describe how people form attributions about the causes of behaviour.
143) The tendency to take credit for successes and deny responsibility for failures is called the self-serving bias.
Difficulty: 1
Page Reference: 90
Skill: Recall
Objective: 3.5 Discuss various biases in attribution.
144) The person who fails to perceive differences among the members of a class or category of people has fallen prey to a(n) stereotype.
Difficulty: 1
Page Reference: 86
Skill: Recall
Objective: 3.3 Describe the main biases in person perception.
145) A performance rater who can't perceive differences within ratees is most likely a victim of halo effect.
Difficulty: 3
Page Reference: 106
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
146) A(n) dispositional attribution is most likely to be made when consistency is high and consensus and distinctiveness are low.
Difficulty: 3
Page Reference: 88
Skill: Recall
Objective: 3.4 Describe how people form attributions about the causes of behaviour.
147) A(n) situational attribution is most likely to occur when distinctiveness, consistency, and consensus are all high.
Difficulty: 3
Page Reference: 88
Skill: Recall
Objective: 3.4 Describe how people form attributions about the causes of behaviour.
148) Exaggerating the weight of cues obtained early in an interaction with someone is the hallmark of the primacy effect.
Difficulty: 2
Page Reference: 84
Skill: Recall
Objective: 3.3 Describe the main biases in person perception.
149) Attributing our own thoughts, feelings, or attitudes to someone else is characteristic of projection.
Difficulty: 1
Page Reference: 85
Skill: Recall
Objective: 3.3 Describe the main biases in person perception.
150) Having a mental model where certain traits tend to "fit together" is indicative of a(n) implicit personality theory.
Difficulty: 2
Page Reference: 85
Skill: Recall
Objective: 3.3 Describe the main biases in person perception.
151) Because the employee was not creative, Jan tended to rate her unfairly low on all performance categories. Jan has fallen prey to halo effect.
Difficulty: 2
Page Reference: 106
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
152) Perceptual defence is defined as the failure to perceive unpleasant emotions.
Difficulty: 1
Page Reference: 81
Skill: Recall
Objective: 3.1 Define perception and discuss some of the general factors that influence perception.
153) The tendency for a rater to give more favourable evaluations to those who he/she finds are similar to him/her in background or attitudes is called the similar-to-me effect.
Difficulty: 1
Page Reference: 106
Skill: Recall
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
154) Workforce diversity is characterized by individual differences such as race, age, physical ability, and sexual orientation.
Difficulty: 1
Page Reference: 91
Skill: Recall
Objective: 3.6 Discuss the concepts of workforce diversity and valuing diversity.
155) Daniel rates all his employees as superstars. Either they are very good or Daniel has committed leniency.
Difficulty: 2
Page Reference: 106
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
156) Perceptually exaggerating the weight of some newly obtained information about an old friend is an example of the recency effect.
Difficulty: 2
Page Reference: 84
Skill: Applied
Objective: 3.3 Describe the main biases in person perception.
157) The perception that a person might be judged on the basis of stereotype and that their behaviour or performance may be hindered by it is known as a stereotype threat.
Difficulty: 2
Page Reference: 93
Skill: Recall
Objective: 3.7 Discuss how racial, ethnic, religious, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity.
158) Trust perceptions towards management are based on perceptions of ability, benevolence, and integrity.
Difficulty: 2
Page Reference: 101
Skill: Recall
Objective: 3.8 Define trust perceptions and perceived organizational support and describe organizational support theory
159) Perceived organizational support refers to employees' general belief that their organization values their contribution and cares about their well-being.
Difficulty: 2
Page Reference: 101
Skill: Recall
Objective: 3.8 Define trust perceptions and perceived organizational support and describe organizational support theory
160) According to social identity theory, people form perceptions of themselves based on their characteristics and memberships in social categories.
Difficulty: 1
Page Reference: 82
Skill: Recall
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process
161) Our personal identity is based on our unique personal characteristics, such as our interests, abilities, and traits.
Difficulty: 2
Page Reference: 82
Skill: Recall
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
162) Our social identity is based on our perception that we belong to various social groups, such as our gender, nationality, religion, occupation, and so on.
Difficulty: 2
Page Reference: 82
Skill: Recall
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
163) I am a Canadian male who wants to become a doctor. Knowing this contributes to my social identity.
Difficulty: 2
Page Reference: 82
Skill: Applied
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
164) I love sports and I am very good at hockey and baseball. I also really love food and my friends say that I am a great cook. These things all contribute to my personal identity.
Difficulty: 2
Page Reference: 82
Skill: Applied
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
165) When I see somebody who is Canadian, I begin to perceive them as being friendly, modest, and nice because these are the prototypes that I associate with the category of Canadian.
Difficulty: 3
Page Reference: 82
Skill: Applied
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
166) We tend to see members of a category as embodying the most typical attributes of that category, or what are called prototypes.
Difficulty: 3
Page Reference: 82
Skill: Recall
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
167) Social identities are relational and comparative.
Difficulty: 3
Page Reference: 82
Skill: Recall
Objective: 3.2 Explain social identity theory and Bruner's model of the perceptual process.
168) Jack has just failed his midterm and he is blaming the professor for making the exam too long and for being a hard marker. This is a good example of the self-serving bias.
Difficulty: 2
Page Reference: 90
Skill: Applied
Objective: 3.5 Discuss various biases in attribution.
169) Men and women of varying age, education, and work experience describe a good manager as possessing predominantly masculine characteristics.
Difficulty: 2
Page Reference: 95
Skill: Recall
Objective: 3.7 Discuss how racial, ethnic, religious, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity.
170) Women have made the most significant progress moving into senior management and executive positions in the financial services industry.
Difficulty: 2
Page Reference: 96
Skill: Recall
Objective: 3.7 Discuss how racial, ethnic, religious, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity.
171) Awareness training should be accompanied by skills training that is relevant to the particular needs of the organization.
Difficulty: 3
Page Reference: 99
Skill: Recall
Objective: 3.7 Discuss how racial, ethnic, religious, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity.
172) Age is not related to task performance or creativity.
Difficulty: 3
Page Reference: 96
Skill: Recall
Objective: 3.7 Discuss how racial, ethnic, religious, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity.
173) Interviewers have a tendency to give less importance to positive information about the applicant.
Difficulty: 2
Page Reference: 104
Skill: Recall
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
174) The employment interview tends to be more structured when the interviewer focuses on selection.
Difficulty: 2
Page Reference: 105
Skill: Recall
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
175) If your task is to conduct a structured interview, then you should not focus on recruitment.
Difficulty: 2
Page Reference: 105
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
176) A friend of yours has just had an interview and was so impressed with the way she was treated that she is convinced that the organization must be a great place to work. This is a good example of signalling theory.
Difficulty: 2
Page Reference: 103
Skill: Applied
Objective: 3.9 Discuss person perception and perceptual biases in human resources.
177) You have a friend who is very tall and always seems to be getting paid more than you and everyone else that is shorter than him. One reason for this might be reliance on central traits.
Difficulty: 2
Page Reference: 85
Skill: Applied
Objective: 3.3 Describe the main biases in person perception.
178) Frame-of-reference training is a method of training to improve rating accuracy for evaluating performance.
Difficulty: 2
Page Reference: 108
Skill: Recall
Objective: 3.9 Discuss person perception and perceptual biases in human resources
179) The perceiver’s experience, needs, and emotions can affect his or her perceptions of a target.
Difficulty: 2
Page Reference: 81
Skill: Recall
Objective: 3.1 Define perception and discuss some of the general factors that influence perception.
180) Self-serving bias can overcome the tendency for actors to attribute their behaviour to situational factors.
Difficulty: 2
Page Reference: 90
Skill: Recall
Objective: 3.5 Discuss various biases in attribution
181) A diversity climate has been found to be associated with business-unit performance.
Difficulty: 2
Page Reference: 92
Skill: Recall
Objective: 3.6 Discuss the concepts of workforce diversity and valuing diversity.
182) If there is a single concept that serves as a barrier to valuing diversity, it is the stereotype.
Difficulty: 2
Page Reference: 92
Skill: Recall
Objective: 3.6 Discuss the concepts of workforce diversity and valuing diversity.
183) Age is not related to task performance or creativity.
Difficulty: 2
Page Reference: 96
Skill: Recall
Objective: 3.7 Discuss how racial, ethnic, religious, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity.
184) Define "perception." What are its three main components?