Ob Exam2

Paid employment is often seen as a measure of success and contributes to an individual's sense of self-worth and value. Therefore, when someone is unemployed, they may experience a loss of self-esteem and self-confidence. This can be particularly devastating as it can lead to feelings of inadequacy, worthlessness, and a negative impact on overall mental well-being. Thus, it is true that unemployment can have a significant and negative effect on an individual's self-esteem.

This statement is false because a person's needs typically change over their lifetime. As individuals grow and develop, their needs evolve and adapt to their changing circumstances and priorities. For example, a person's needs may shift from basic physiological needs like food and shelter in their early years, to more complex needs such as love, belonging, and self-actualization as they mature. Therefore, it can be concluded that a person's needs are not static and remain subject to change throughout their lifetime.

The fact that many employees at Harley-Davidson factories have tattooed the company logo on themselves suggests that they have a strong organizational identification. This means that they have a strong sense of belonging and loyalty to the company, and they identify themselves closely with its values and goals.

Pat having more education and experience can explain why Chris perceives an equitable relationship despite earning less money. This suggests that Pat's higher level of education and experience may be valued and recognized in their field, which could contribute to a sense of fairness and equality between them.

Feedback is the process of providing information to individuals about their performance or progress towards their goals. It helps people to understand if they are on track or if they need to make adjustments in their efforts. Feedback serves as a guide, allowing individuals to assess their performance and make necessary changes to achieve their desired outcomes. It plays a crucial role in helping individuals stay focused and motivated towards their goals.

Self-concept refers to the view an individual has of themselves, encompassing their physical, social, and spiritual or moral being. It involves how they perceive and evaluate their own characteristics, abilities, and worth. Self-concept plays a crucial role in shaping one's thoughts, feelings, and behaviors, as it influences their confidence, self-esteem, and overall identity. It is a multidimensional construct that develops and evolves over time through experiences, interactions, and self-reflection.

Chuck has decided to decrease his inputs. This means that he is intentionally reducing the amount of effort or resources he is putting into his work. By taking an extra hour for lunch every day, Chuck is essentially giving less of his time and energy to the job. This can be seen as a response to the perceived unfairness of not being compensated for his overtime work. Chuck may believe that if he is not being properly rewarded for his extra effort, then he should not continue to exert the same level of effort in the future.

Research on the Big Five personality dimensions has shown that the Big Five personality structure is valid across different cultures. This means that the five dimensions of personality (openness to experience, conscientiousness, extraversion, agreeableness, and emotional stability) can be observed and measured consistently in individuals from various cultural backgrounds. This finding suggests that the Big Five model provides a universal framework for understanding and studying personality traits across different cultures.

The concept of low self-monitoring refers to individuals who are less sensitive to social cues and less likely to adjust their behavior based on the situation or the reactions of others. In this scenario, the other student's behavior of not recognizing the verbal and nonverbal signals to end the conversation suggests a lack of sensitivity to social cues, indicating that he is a low self-monitor.

Selective attention/comprehension is the stage of the information-processing model where you notice another student tapping her pencil on the desk during an exam. This stage involves focusing on specific stimuli while filtering out irrelevant information. In this situation, you are selectively attending to the sound of the pencil tapping and comprehending its presence, while ignoring other stimuli in the environment.

Dr. White's behavior of rating Brandon's class participation higher than deserved due to his discomfort in saying anything negative about anybody indicates leniency. Leniency is a perceptual error where a person evaluates others more positively than they actually deserve. In this case, Dr. White's leniency towards Brandon's class participation is leading to an inaccurate perception of his performance.

Conscientiousness had the strongest positive correlation with job performance among the Big Five personality dimensions. This means that individuals who are conscientious, organized, and responsible are more likely to perform well in their jobs. They are likely to be diligent, efficient, and focused, which can lead to higher productivity and better outcomes in the workplace.

Emotional intelligence is defined as the ability to manage oneself and interact with others in mature and constructive ways. It involves being aware of one's own emotions and the emotions of others, and using this awareness to regulate and control one's behavior. Emotional intelligence includes skills such as empathy, self-awareness, self-regulation, and social skills. It is an important trait that allows individuals to navigate social interactions, build relationships, and effectively manage their own emotions and the emotions of others.

Responsibility can be considered a motivator according to Herzberg's motivator-hygiene model. This model suggests that certain factors, known as motivators, contribute to job satisfaction and motivation. Responsibility can be seen as a motivator because it provides individuals with a sense of ownership and autonomy in their work. It allows them to take on challenging tasks, make decisions, and have a sense of accomplishment. This can lead to increased job satisfaction and motivation.

According to the job characteristics model, five core job characteristics lead to three critical psychological states. This suggests that there are specific aspects of a job that can influence an individual's psychological well-being and motivation. These characteristics may include skill variety, task identity, task significance, autonomy, and feedback. When these characteristics are present in a job, they can lead to feelings of meaningfulness, responsibility, and knowledge of results, which in turn can impact an individual's motivation and job satisfaction.

Lacy's behavior of expecting to receive the best of everything without having to work for it suggests that she feels entitled to special treatment. This aligns with the description of the "entitles" category of equity sensitivity, where individuals believe they deserve more rewards and benefits than others without putting in equal effort.

Personality testing is commonly used as a tool for making decisions about hiring, training, and promotion. It is a widely accepted practice in many organizations and industries. The use of personality tests has been supported by empirical evidence, showing their effectiveness in predicting job performance and fit. Therefore, the correct answer is "commonplace."

If Chris exhibits the self-serving bias, he will attribute the successful completion of the quarterly report on time to his hard work. This means that he believes his efforts and skills were the main factors that led to the report being finished on time. On the other hand, he will attribute the failure to finish the computer program to task difficulty. This means that he believes the difficulty of the task itself was the main factor that prevented him from completing the program.

Maslow's need hierarchy is a theory that suggests that individuals have different levels of needs that must be fulfilled in a specific order. According to this theory, the bottom-to-top sequence of needs in Maslow's hierarchy is physiological, safety, love, esteem, and self-actualization. This means that individuals must first fulfill their basic physiological needs such as food, water, and shelter before moving on to their safety needs, such as personal security and financial stability. Once these needs are met, individuals seek love and belongingness, followed by the need for esteem and self-respect. Finally, individuals strive for self-actualization, which is the realization of their full potential and the desire to become the best version of themselves.

High achievers prefer situations in which their performance is due to their own efforts because they value personal responsibility and take pride in their own accomplishments. They thrive on challenges that allow them to showcase their skills and abilities, as it gives them a sense of control and autonomy over their success. This characteristic is often associated with a strong work ethic and a drive for self-improvement.

Carol's thought process of studying hard, doing well in her undergraduate classes, taking the graduate entrance exam, and obtaining an internship shows that she is actively planning and strategizing her actions to achieve her goal of pursuing a graduate degree in physics and becoming a college professor. This aligns with the motivational mechanism of fostering strategies and action plans, as she is identifying the steps she needs to take and creating a plan to reach her desired outcome.

Kelly is committing the perceptual error known as the recency effect. The recency effect refers to the tendency to give more weight and importance to recent information or events when making judgments or evaluations. In this case, Kelly is primarily focusing on Stewart's recent improvement in performance and using that as the basis for giving him good ratings, while overlooking his below-average performance for most of the year.

Pam is attempting to reduce inequity by attending night school for further job training. This means that she is taking steps to increase her inputs, such as investing her time, effort, and resources into acquiring new skills and knowledge. By doing so, she hopes to improve her position and reduce the perceived inequality between her and others.

Emotional contagion refers to the phenomenon where individuals "catch" the emotions of others around them. In this scenario, Jennifer's anger and upset emotions are contagious, causing Michelle to also feel angry and negative. This is a common occurrence in social interactions, where people's emotions can be influenced by those around them. Emotional contagion does not involve consciously managing one's own emotions (emotional self-management) or being aware of one's own emotions (emotional self-awareness). It is also different from emotional labor, which refers to the effort required to manage and display appropriate emotions in a professional setting. Emotional intelligence, while related to understanding and managing emotions, does not specifically explain Michelle's change in mood in this situation.

Maslow's theory of motivation suggests that once a need is satisfied, it no longer serves as a motivator. This means that if an individual's needs are met, they will no longer be motivated by those needs and will seek to fulfill higher-level needs. Therefore, the primary managerial implication of Maslow's theory is that managers should continuously identify and address the changing needs of their employees in order to maintain their motivation and engagement.

The self-fulfilling prophecy best explains this situation. The researchers informed the teachers that certain students had high achievement potential, which created a belief or expectation in the teachers' minds. As a result, the teachers gave harder assignments, provided more feedback, and recognized the achievements of these students more. This led to the students designated as having high potential obtaining significantly greater increases in intelligence and reading ability scores. The teachers' high expectations influenced their behaviors and interactions with the students, ultimately fulfilling the initial belief or prophecy about the students' potential.

The statement suggests that the use of monetary incentives enhances the positive effects of goal setting, especially for difficult goals. However, the correct answer is false. This means that monetary incentives do not necessarily enhance the positive effects of goal setting, even for difficult goals. Other factors such as intrinsic motivation, feedback, and support systems may play a more significant role in achieving difficult goals.

A faulty schema refers to a distorted or biased mental framework that managers may use when evaluating job applicants and employees. This can lead to inaccurate assessments and judgments. When managers rely on faulty schemas, they may make assumptions or judgments based on incomplete or incorrect information, leading to unfair evaluations. This can result in hiring the wrong candidates or unfairly assessing the performance of employees. Therefore, using faulty schemas can lead to inaccurate evaluations of job applicants and employees.

Prior experiences are the most important source of self-efficacy beliefs. This is because individuals' beliefs about their own abilities are largely influenced by their past experiences and achievements. Positive experiences and successful outcomes increase self-efficacy, while negative experiences and failures can decrease it. By reflecting on past experiences, individuals can gauge their own abilities and develop a sense of self-confidence and belief in their capabilities.

John is basing his decision on high consensus. High consensus refers to the extent to which other people in the same situation would behave in a similar way. In this case, John noticed that all his subordinates were filling out their monthly reports incorrectly, indicating that it is a common behavior among his subordinates. This suggests that the issue lies with the report forms rather than the individual employees, leading John to conclude that the forms need to be revised.

Mark's perspective on the outcome of the individual-organization exchange relationship is the two weeks paid vacation. This means that Mark sees the organization providing him with this benefit as a result of his contribution, such as his long hours worked, high levels of effort, his master's degree in electrical engineering, and ten years of prior experience.

According to Vroom's expectancy theory, instrumentality represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance. In other words, it refers to the perceived connection between performance and outcomes. If an individual believes that their performance will directly lead to a desired outcome, they are more likely to be motivated to exert effort and achieve that performance level.

Procedural justice refers to the perceived fairness of the process used to make decisions regarding the allocation of rewards and resources. It focuses on the fairness of the procedures followed in making decisions rather than the actual outcome of the decision. This means that even if the outcome may not be favorable, if the process used to reach that outcome is perceived as fair, individuals are more likely to accept and be satisfied with the decision. Procedural justice is important in maintaining trust and confidence in decision-making processes within organizations.

People have different individual differences, such as their experiences, beliefs, values, and knowledge, which can influence how they interpret and encode events into their schema. These individual differences shape their cognitive categories and affect how they perceive and understand the world around them. Therefore, varying interpretations occur because of these individual differences in encoding events into schema.

The Golem effect best explains this situation. The Golem effect refers to the negative expectations that a supervisor or authority figure has towards an individual, leading to decreased performance and self-fulfilling prophecies. In this case, Jim had low expectations of Frank from the beginning and believed he would mess up, which influenced his perception and increased supervisory attention. This negative attention made Frank nervous and caused him to make more mistakes, confirming Jim's initial expectations.

Introducing new employees as if they have outstanding potential can help managers harness the Pygmalion effect. The Pygmalion effect refers to the phenomenon where higher expectations lead to improved performance. By treating new employees as if they have outstanding potential, managers are setting high expectations for them, which can motivate them to work harder and strive for excellence. This can ultimately lead to improved performance and success for the new employees.