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MGMT 311 Exam 2 > MGMT 311 Exam 2 > Flashcards

MGMT 311 Exam 2 Flashcards

1
Q

the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior.

A

Personality

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2
Q

recurring trends in people’s responses to their environment

A

Traits

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3
Q

five factors that are used to summarize personalities (CANOE)

A

conscientiousness
agreeableness
neuroticism
openness to experience
extraversion

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4
Q

Conscientiousness is ____ striving

A

Accomplishment

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5
Q

Agreeableness is ___ striving

A

Communion

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6
Q

strong desire to accomplish task-related goals

A

accomplishment striving

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7
Q

strong desire to obtain acceptance in personal relationships

A

communion striving

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8
Q

strong desire to obtain power and influence within a social structure

A

status striving

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9
Q

Extraversion is ___ striving

A

Status

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10
Q

____ tends to have positive affectivity while ___ tends to have negative affectivity (out of CANOE)

A

Extraversion / neuroticism

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11
Q

dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation

A

positive affectivity

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12
Q

tendency to experience unpleasant moods, such as hostility, nervousness, and annoyance

A

negative affectivity

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12
Q

Myers-Briggs test. what are the 16 traits

A

Extraversion vs Introversion
Sensing vs Intuition
Thinking vs Feeling
Judging vs Perceiving

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13
Q

regarding the Myers-Briggs test, managers are more likely to be ___

A

TJs

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14
Q

interest framework summarized by six different personality types

A

RIASEC model

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15
Q

what does RIASEC stand for

A

realistic
investigative
artistic
social
enterprising
conventional

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16
Q

an ongoing international research effort to examine the impact of culture on leadership attributes, behaviors, and practices

A

Project GLOBE

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17
Q

nine dimensions to summarize cultures (Project globe) (PUII GHAFP)

A

power distance
uncertainty avoidance
institutional collectivism
ingroup collectivism
gender egalitarianism
humane orientation
assertiveness
future orientation
performance orientation

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18
Q

shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society

A

culture

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19
Q

shared beliefs about desirable end states or modes of conduct in a given culture

A

cultural values

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20
Q

out of CANOE, _____ has the strongest effect on task performance.

A

Conscientiousness

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21
Q

Many companies use _____ tests to assess job applicants

A

personality

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22
Q

most integrity tests assess a combination of ____ conscientiousness, ___ agreeableness, and ___ neuroticism along with honesty.

A

high/ high/ low

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23
Q

although both nature and nurture are important, personality is affected significantly by ____ factors.

A

genetic

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24
Q

two different taxonomies that are used to describe personality, other than Big Five.

A

Myers-Briggs Type Inventory and Holland’s RIASEC model

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25
Q

Conscientiousness has a ____ positive relationship with job performance and a ____ positive relationship with organizational commitment.

A

moderate/ moderate

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26
Q

out of the CANOE, what two typically remain quite stable throughout a person’s life?

A

extraversion and openness to experience

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27
Q

extraversion is the easiest to judge in ___ ____ situations - situations in which two people have only just met

A

zero acquaintance

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28
Q

neuroticism is associated with a ____ exposure to stressors, meaning that neurotic people are more likely to appraise day-to-day situations as stressful (and therefore feel like they are exposed to stressors more frequently)

A

differential

29
Q

neuroticism is associated with a _____ ____ to stressors, meaning that neurotic people are less likely to believe they can cope with the stressors that they experience.

A

differential reactivity

30
Q

_____ people are more likely to be “Type As.”

A

neurotic

31
Q

____ people tend to hold an ____ locus of control, meaning that they often believe that the events that occur around them are driven by luck, chance, or fate.

A

neurotic/ external

32
Q

being energized by people and social interactions

A

extraversion

33
Q

being energized by private time and reflection

A

introversion

34
Q

preferring clear and concrete facts and data

A

sensing

35
Q

preferring hunches and speculations based on theory and imagination

A

intuition

36
Q

approaching decisions with logic and critical analysis

A

thinking

37
Q

approaching decisions with an emphasis on others’ needs and feelings

A

feeling

38
Q

approaching tasks by planning and setting goals

A

judging

39
Q

preferring to have flexibility and spontaneity when performing tasks

A

perceiving

40
Q

Enjoys practical, hands-on, real-world tasks. Tends to be frank, practical, determined, and rugged

A

realistic

41
Q

Enjoys abstract, analytical, theory-oriented tasks. Tends to be analytical, intellectual, reserved, and scholarly

A

investigative

42
Q

Enjoys entertaining and fascinating others using imagination. Tends to be original, independent, impulsive, and creative

A

artistic

43
Q

Enjoys helping, serving, or assisting others. Tends to be helpful, inspiring, informative, and empathetic

A

social

44
Q

Enjoys persuading, leading, or outperforming others. Tends to be energetic, sociable, ambitious, and risk-taking

A

enterprising

45
Q

Enjoys organizing, counting, or regulating people or things. Tends to be careful, conservative, self-controlled, and structured

A

conventional

46
Q

The RIASEC model further suggests that the personality types can be classified along two dimensions: the degree to which employees prefer to work with ____ versus ____ and the degree to which they prefer to work with ____ versus ____.

A

data/ ideas/ people/ things

47
Q

this culture tends to be a loosely knit social framework where people take care of themselves and their immediate family

A

individualistic

48
Q

the culture tends to be a tight social framework where people take care of the members of a broader ingroup and act loyal to it

A

collectivistic

49
Q

the culture tends to prefer that power be distributed uniformly where possible, in a more egalitarian fashion

A

low power distance

50
Q

the culture tends to accept the fact that power is usually distributed unequally within organizations

A

high power distance

51
Q

the culture tends to tolerate uncertain and ambiguous situations and values unusual ideas and behaviors

A

low uncertainty avoidance

52
Q

the culture tends to feel threatened by uncertain and ambiguous situations and relies on formal rules to create stability

A

high uncertainty avoidance

53
Q

the culture tends to value stereotypically male traits such as assertiveness and the acquisition of money and things

A

masculine

54
Q

the culture tends to value stereotypically female traits such as caring for others and caring about quality of life

A

feminine

55
Q

the culture tends to stress values that are more past- and present-oriented, such as respect for tradition and fulfilling obligations

A

short-term-oriented

56
Q

the culture tends to stress values that are more future-oriented, such as persistence, prudence, and thrift.

A

long-term-oriented

57
Q

formalized practices encourages collective action and collective distribution of resources

A

institutional collectivism

58
Q

individuals express pride and loyalty to specific ingroups

A

ingroup collectivism

59
Q

culture promotes gender equality and minimizes role differences between men and women

A

gender egalitarianism

60
Q

culture values assertiveness, confrontation, and aggressiveness in social relationships

A

assertiveness

61
Q

culture engages in planning and investment in the future while delaying individual or collective gratification

A

future orientation

62
Q

culture tends to value expression of desires related to freedom, leisure, and activity

A

indulgent

63
Q

culture tends to value stricter social norms, with a focus on order and regulation

A

restrained

64
Q

culture encourages and rewards members for excellence and performance improvements.

A

performance orientation

65
Q

culture encourages and rewards members for being generous, caring, kind, fair, and altruistic.

A

humane orientation

66
Q

Five Personality Dimensions that can maximize performance and commitment of expatriates (Multicultural personality questionnaire) (SOFEC)

A

social initiative
open-mindedness
flexibility
emotional stability
cultural empathy

67
Q

Cultural Taxonomies (two)

A

Hostede Dimensions
Project GLOBE Dimensions

68
Q

personality tests that focus specifically on a predisposition to engage in theft and other counterproductive behaviors

A

integrity tests

69
Q

two general varieties of integrity tests

A

clear purpose tests and veiled purpose tests

70
Q

ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty.

A

clear purpose tests

71
Q

assess more general personality traits that are associated with dishonest acts.

A

veiled purpose tests

MGMT 311 Exam 2 (2 decks)

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