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BUS 315 > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

Sometimes bad management practices persist in organizations because

  1. They used to make sense, but then the world changed
  2. None of these - bad practices never persist in organizations
  3. They are harmful in the short-term and lead to instant failure
  4. They are obscure and difficult to implement
A
  1. They used to make sense, but then the world changed
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2
Q

Which of these features might be a red flag that a management
practice may be harmful?

  1. Slick advertising and user guides
  2. Seems obvious and commonsense
  3. Extremely confusing to put into practice
  4. Comes from research out of a university
A
  1. Slick advertising and user guides
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3
Q

Which heuristic says that “an event that is vivid, easily imagined,
and specific” will seem more probable or common?

  1. Availability heuristic
  2. Anchoring bias
  3. Representativeness heuristic
  4. Confirmation bias
A
  1. Availability heuristic
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4
Q

True or false: On average, politicians with HIGHER voices get more votes.

  1. True
  2. False
A
  1. False
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5
Q

When rating WOMEN politicians, people tend to judge lower-pitched voices (compared to higher-pitched voices) as:

  1. More competent, but less attractive
  2. More competent AND more attractive
  3. More attractive, but less competent
  4. Less competent AND less attractive
A
  1. More competent, but less attractive
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6
Q

In an experiment about interviewing, some interviewees gave random answers. Interviewers felt these interviews were:

  1. Helpful
  2. Confusing
  3. Nonsensical
  4. Irrelevant
A
  1. Helpful
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7
Q

True or false: at a Texas medical school, students initially rejected based on interviews later did WORSE in school.

  1. True
  2. False
A
  1. False
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8
Q

A podcast episode documented real ways personality tests have been used. Which one is probably the BEST (or least bad)?

  1. When your coworker makes a mistake, blame it on their MBTI type
  2. Fire everybody on your team who doesn’t match your MBTI type
  3. Use a personality test to help with hiring decisions
  4. Share your results with a friend to get to know each other better
A
  1. Share your results with a friend to get to know each other better
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9
Q

Research on Chinese children born in the Year of the Dragon
shows that:

  1. They are academically successful, because parents invest in their success
  2. They are less successful, because parents put too much pressure on them
  3. They get falsely inflated grades because teachers believe in the zodiac
  4. Zodiac sign has nothing to do with academic success
A
  1. They are academically successful, because parents invest in their success
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10
Q

True or false: research has found strong relationships between
MBTI type and managerial effectiveness.

  1. True
  2. False
A
  1. False
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11
Q

What process was used to develop the initial version of the
MBTI?

  1. Two writers created questions based on their interpretation of Jung’s work
  2. Jung wrote a survey and gave it to all of his psychiatric patients
  3. Two psychologists analyzed all the trait words in the English dictionary
  4. A teacher gave a modified version of an IQ test to children in her class
A
  1. Two writers created questions based on their interpretation of Jung’s work
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12
Q

How does using personality tests in hiring affect diversity,
equity, and inclusion in organizations?

  1. It tends to reduce diversity and promote some forms of discrimination
  2. We did not learn about any impact of personality testing on diversity
  3. It tends to increase diversity because it is more objective than interviews
A
  1. It tends to reduce diversity and promote some forms of discrimination
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13
Q

The three levels of study in OB are individual, interpersonal, and:

  1. organizational
  2. intrapersonal
  3. rotational
  4. decisional
A
  1. organizational
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14
Q

If your research involves talking to a handful of participants in-depth about your topic, you are doing:

  1. An experiment
  2. A correlational survey
  3. Qualitative research
  4. Archival research
A
  1. Qualitative research
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15
Q

Construct validity has to do with:

  1. Whether the researchers measured what they said they measured
  2. Whether the sample size was large enough
  3. Whether correlation equals causation
  4. Whether the sample was representative
A
  1. Whether the researchers measured what they said they measured
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16
Q

We use heuristics for judgment and decision-making because:

  1. Using a heuristic forces us to stop and think carefully
  2. Many decisions are too complicated for us to process everything rationally
  3. We care a lot about the outcomes of our decisions
  4. None of these; we don’t use heuristics
A
  1. Many decisions are too complicated for us to process everything rationally
17
Q

Reasoning based on similarity or resemblance, without taking
statistics/frequencies into account, is:

  1. Availability heuristic
  2. Anchoring heuristic
  3. Representativeness heuristic
  4. Hindsight bias
A
  1. Representativeness heuristic
18
Q

After you have learned a piece of information, you think you
knew it all along (even if you didn’t). This is:

  1. Anchoring bias
  2. Confirmation bias
  3. Availability heuristic
  4. Hindsight bias
A
  1. Hindsight bias
19
Q

According to the availability heuristic, we think things are more
likely/common if they are:

  1. Closer to an initial estimate
  2. Consistent with what we already believe
  3. Easier to remember or imagine
  4. Bad rather than good
A
  1. Easier to remember or imagine
20
Q

If you are looking for evidence you are right, but NOT evidence
you are wrong, that is called:

  1. Anchoring bias
  2. Thin slicing
  3. Neuroticism
  4. Confirmation bias
A
  1. Confirmation bias
21
Q

We form impressions of other people within a fraction of a
second. This is called:

  1. Confirmation bias
  2. Thin slicing
  3. Self-fulfilling prophecies
  4. The halo effect
A
  1. Thin slicing
22
Q

Which of these involves your judgments “leaking out” and
actually affecting the other person’s behavior?

  1. Self-fulfilling prophecies
  2. Confirmation bias
  3. Hindsight bias
  4. The fundamental attribution error
A
  1. Self-fulfilling prophecies
23
Q

We think that people’s behavior is caused by their personality or
their choices, rather than the situation. This is:

  1. The halo effect
  2. Thin slicing
  3. Self-fulfilling prophecies
  4. The fundamental attribution error
A
  1. The fundamental attribution error
24
Q

The personality framework that most researchers would
consider the most scientifically valid is:

  1. The Myers-Briggs (MBTI)
  2. The Big Five
  3. The Sorting Test
  4. The Enneagram
A
  1. The Big Five
25
Q

“N” in the acronym OCEAN for the Big Five stands for:

  1. Negativity
  2. Nervousness
  3. Neuroticism
  4. Nefarity
A
  1. Neuroticism
26
Q

If someone is very creative and curious about new ideas and
new ways of doing things, that person is high in:

  1. Openness
  2. Neuroticism
  3. Introversion
  4. Extroversion
A
  1. Openness
27
Q

The Big Five dimension most consistently associated with job
performance is:

  1. Conscientiousness
  2. Openness to Experiences
  3. Emotional stability
  4. Agreeableness
A
  1. Conscientiousness
28
Q

If a personality trait is important, it will become part of the
words humans use in our languages. This is called:

  1. The linguistic supposition
  2. The lexical hypothesis
  3. The MBTI
  4. The fundamental attribution
A
  1. The lexical hypothesis
29
Q

One of the scientifically valid (but arguably less fun) things
about the Big Five is that it does NOT assign people:

  1. A score for extraversion/introversion
  2. Any type of personality score
  3. A distinct personality “type” (a category)
  4. Trait scores that can range anywhere from low to high
A
  1. A distinct personality “type” (a category)
30
Q

The strength of a correlation between people’s test scores at one
time and their test scores at a later time is called:

  1. Testing stability
  2. Test repeatability
  3. External validity
  4. Test-retest reliability
A
  1. Test-retest reliability
31
Q

Which of these is probably the most valid use for a personality
test?

  1. Predicting a person’s job performance
  2. Starting a longer conversation or self-exploration
  3. Selecting among job candidates
  4. Determining a person’s college major
A
  1. Starting a longer conversation or self-exploration
32
Q

As of the most recent data, the rate of organizations using
personality tests for hiring and screening was:

  1. increasing
  2. decreasing
  3. staying about the same
A
  1. increasing

BUS 315 (3 decks)

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