Psychology in Modules Eleventh Edition Test Bank

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Page11.Identify specific situations in which you have experienced a state of flow. Describesome of the features of those situations that helped you to better understand yourpersonal interests and commitments.2.Describe how a company might initiate annual reviews of employee performancewithout discouraging worker satisfaction and engagement.3.Describe the contrasting effects of task leadership and social leadership on employeemorale and productivity. Explain why the effectiveness of each style of leadershipwould depend on the personality traits and cultural background of the employees.

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Page2Answer Key1.2.3.

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Page11.Those who view their work as a necessary but personally unfulfilling way to makemoney are said to view work as aA)contract.B)job.C)calling.D)career.2.Those who view their work as a career are especially likely to be concerned aboutopportunities forA)outsourcing.B)creating action plans.C)transformational leadership.D)increasingly better employment positions.3.Andreaviews her work as primarily an opportunity to climb up the corporate ladder inpursuit of increasingly better positions. Andrea apparently views her work as aA)calling.B)job.C)contract.D)career.4.People report the greatest satisfaction with their work and their lives if theyA)work only part-time.B)view their work as a calling.C)are strongly motivated by high wages.D)are supervised by managers with a directive style.5.After studying artists who would spend hour after hour painting or sculpting withfocused concentration, Csikszentmihalyi formulated the concept ofA)transformational leadership.B)strengths-based selection.C)360-degree feedback.D)flow.6.Flow is characterized by a ________ awareness of self and a ________ awareness of thepassing of time.A)heightened; diminishedB)diminished; heightenedC)heightened; heightenedD)diminished; diminished

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Page27.Work activities that are specifically suited to your strengths are most likely to be thoseassociated with the experience ofA)flow.B)charisma.C)self-discipline.D)external rewards.8.Juliais a highly skilled professional violinist. She often becomes so focused andenergized by her challenging practice sessions that they last hours longer than she hadplanned. Her experience best illustrates the concept ofA)flow.B)task leadership.C)human factors psychology.D)360-degree feedback.9.Which profession is most directly involved in the application of psychology's principlesto the workplace?A)social psychologyB)personality psychologyC)developmental psychologyD)industrial-organizational psychology10.Developing assessment tools for selecting and placing employees is of most directrelevance toA)clinical psychology.B)organizational psychology.C)human factors psychology.D)personnel psychology.11.Organizational psychologists are most likely to be involved inA)matching job applicants with specific work assignments.B)modifying work environments in order to improve employee engagement.C)contributing to the design of user-friendly industrial machines.D)designing training programs to prepare unemployed persons for existing jobs.

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Page312.Human factors psychologists are most likely to be involved inA)designing training programs to prepare unemployed persons for existing jobs.B)exploring how machines can be optimally designed to fit human abilities.C)assessing the impact of supervisors' management styles on business productivity.D)matching people's strengths with specific job assignments.13.Dr. Thompson develops interview questions that will effectively predict job applicants'success in specific work positions. Her work best illustrates that of a(n) ________psychologist.A)personnelB)organizationalC)human factorsD)clinical14.The main goal of a career counseling science is toA)match people to vocations with a good person-environment fit.B)design machines that optimally fit human abilities.C)determine which leadership style is best for creating employee engagement.D)design training programs for specific knowledge-related jobs.15.Hiring job applicants who have the qualities best suited for success in the job for whichthey are applying illustratesA)human factors psychology.B)360-degree feedback.C)strengths-based selection.D)employee engagement.16.After discovering that their company's best software developers are highly analytical,personnel psychologists focused their employment ads for additional softwaredevelopers less on applicants' experience and more on their ability to engage in logicalproblem solving. This best illustrates their commitment toA)360-degree feedback.B)social leadership.C)structured interviews.D)a strengths-based selection system.

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Page417.Work activities that are specifically suited to your strengths are most likely to be thoseassociated with the experience ofA)flow.B)360-degree feedback.C)implementation intentions.D)external rewards.18.Alonzo spendshis evenings working out solutions to complex engineering problemsfrom work. On weekends, he scours the Internet for new problems to solve. Alonzo'sbehavior illustratesA)flow.B)360-degree feedback.C)implementation intentions.D)external rewards.19.Unstructuredinterviews provide a ________ predictor of on-the-job performance thanaptitude tests and a ________ predictor of on-the-job performance than job knowledgetests.A)better; worseB)worse; betterC)better; betterD)worse; worse20.Personnel selection research indicates that for all but less-skilled jobs, the quality of ajob applicant's on-the-job performance is best predicted by the applicant'sA)implementation intentions.B)general mental ability.C)leadership style.D)optimism.21.Mr. Walters has many years of experience as a personnel officer for a large corporation.He does not review most job applicants' reference files because he is confident of hisability to predict their future work performance based on his direct face-to-faceconversations with them. Mr. Walters' confidence best illustratesA)360-degree feedback.B)the experience of flow.C)transformational leadership.D)the interviewer illusion.

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Page522.When meeting job applicants, employers often discount the influence of varyingsituations on applicants' behaviors and presume that what they observe applicants doand say reflects the applicants' enduring personality traits. This most clearly contributestoA)360-degree feedback.B)the interviewer illusion.C)strengths-based selection systems.D)the experience of flow.23.If interviewers instantly like a job applicant because of his or her good looks, they mayjudge the person's complimentary remarks as indicating “polite manners” rather than“manipulative flattery.” This best illustrates the impact of ________ on theinterpretation of interviewees' responses.A)transformational leadershipB)interviewers' preconceptionsC)360-degree feedbackD)a strengths-based selection system24.To predict effectively the job success of various applicants for a specific work position,psychologists would recommend the development ofA)flow.B)task leadership.C)structured interviews.D)human factors psychology.25.Dr.MacCollum analyzes a job, scripts interview questions, and trains interviewers toask the same questions, in the same order, to all applicants, rating each applicant on anestablished scale. Her work best illustrates that of a(n) ________ psychologist.A)personnelB)organizationalC)human factorsD)clinical26.Scales and checklists on which supervisors indicate the extent to which a worker isproductive, follows correct procedures, and attends to customers' needs are designedprimarily for the purpose of improvingA)unstructured interviews.B)social leadership.C)performance appraisal.D)a directive style of management.

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Page627.Which of the following is NOT a performance appraisal method?A)checklistB)strengths-based selectionC)graphic rating scaleD)behavior rating scale28.Full and clear communication regarding Kelsey's effectiveness as a customer servicemanager is enhanced by the performance appraisals she periodically receives fromfellow managers, subordinates, customers, and her supervisor. This best illustrates thevalue ofA)experiencing flow.B)structured interviews.C)360-degree feedback.D)task leadership.29.The practice of 360-degree feedback is especially likely to involveA)a democratic management style.B)the experience of flow.C)behavior checklists and rating scales.D)transformational leadership.30.Carlosis so friendly and likable that his job supervisors and co-workers often appraisehis work skills and performance more positively than is actually warranted. This bestillustrates evaluators' vulnerability toA)human factors psychology.B)the interviewer illusion.C)the experience of flow.D)halo errors.31.When performance appraisal is based only on the employee's latest behavior, which maynot be indicative of her overall performance, the employer is committingA)a severity error.B)a recency error.C)360-degree feedback.D)a halo error.

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Page732.Paul is seldom absent from work. However, an illness the previous week forced him tomiss work for a day, and his supervisor evaluated his performance less positively thanwas warranted. This best illustrates the supervisor's vulnerability toA)the interviewer illusion.B)leniency errors.C)recency errors.D)the halo effect.33.In the process of generating humanitarian reforms in a cotton mill in Scotland, RobertOwen demonstratedA)flow.B)outsourcing.C)the halo effect.D)transformational leadership.34.A business setting in which workers have regular opportunities to do what they do bestand perceive that they are part of something significant is one that promotesA)360-degree feedback.B)implementation intentions.C)employee engagement.D)unstructured interviews.35.Organizational psychologists are most likely to be involved inA)matching people's strengths with specific job assignments.B)modifying work environments to improve employee engagement.C)contributing to the design of user-friendly industrial machines.D)designing training programs to prepare unemployed persons for existing jobs.36.Engaged employees are likely toA)practice human factors psychology.B)view their work as a job rather than a calling.C)prefer working for managers with a directive management style.D)know what is expected of them at their workplace.

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Page837.Jeremy is enthusiastically committed to his work within a company whose customerservice goals are aligned with his own personal sense of occupational calling. Jeremybest illustratesA)strengths-based leadership.B)transformational leadership.C)360-degree feedback.D)employee engagement.38.Employees who put in work time but invest little passion or energy into their work aredescribed asA)resilient.B)outsourced.C)not engaged.D)actively disengaged.39.Expecting every full-time university professor to teach the same number of courses andengage in the same amount of research wouldA)interfere with the practice of 360-degree feedback.B)help to promote social leadership.C)fail to adequately develop the unique strengths of each professor.D)facilitate the professors' experience of flow.40.By praising their employees' positive behaviors, managers often encourage theirworkers to continue laboring productively. This best illustrates the value ofA)reinforcement.B)360-degree feedback.C)a democratic management style.D)experiencing flow.41.As a business manager, Julieoften calls her employees' attention to their occasionalmistakes while withholding praise for their many accomplishments. Julie fails to takefull advantage of a basic principle ofA)360-degree feedback.B)operant conditioning.C)task leadership.D)human factors psychology.

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Page942.The on-time completion of major work projects is most clearly facilitated byA)reducing flow.B)scripting structured interviews.C)receiving 360-degree feedback.D)stating implementation intentions.43.A specification of when, where, and how to achieve the subgoals necessary forcompletion of a major task is called a(n)A)psychological contact.B)state of flow.C)action plan.D)engagement.44.Leaders who set target dates for the completion of specific measurable goals bestillustrateA)transformational leadership.B)managing by objectives.C)360-degree feedback.D)the experience of flow.45.Managers who excel at task leadership typicallyA)demonstrate charisma.B)use a directive style.C)discourage performance appraisals.D)use a democratic style.46.Alexis a company manager who dictates workplace rules and task assignments withoutgiving employees much opportunity to voice their task preferences or workplaceconcerns. Alex best illustratesA)strengths-based selection.B)transformational leadership.C)360-degree feedback.D)a directive leadership style.47.Managers with a task-leadership style would be most likely toA)mediate a conflict between two argumentative employees.B)give employees a high degree of freedom to develop their own work procedures.C)remind employees of the exact deadlines for the completion of work projects.D)avoid closely monitoring the productivity of individual employees.

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Page1048.A group-oriented manager who mediates conflicts and builds effective teamworkdemonstratesA)360-degree feedback.B)the experience of flow.C)social leadership.D)a directive management style.49.The great person theory of leadership suggested that all great leadersA)demonstrate a directive style.B)prefer task leadership.C)use action plans.D)share certain traits.50.Leaders with a goal-based vision that they clearly communicate in a way that inspirestheir group to follow them are said to demonstrateA)flow.B)charisma.C)360-degree feedback.D)human factors psychology.51.Motivating workers to identify with and commit themselves to a group mission bestillustratesA)a strengths-based selection system.B)360-degree feedback.C)a directive management style.D)transformational leadership.52.Women are more likely than men to exhibit the qualities associated withA)a voice effect.B)recency errors.C)transformational leadership.D)a directive management style.53.Effective managers often demonstrate ________ levels of task leadership and ________levels of social leadership.A)high; lowB)low; highC)low; lowD)high; high

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Page1154.If given a chance to express their own opinions during a decision-making process,people will respond more positively to the decision. This illustratesA)task leadership.B)a voice effect.C)360-degree feedback.D)a strengths-based selection system.55.Effectively designing physical environments—such as the layout of a kitchen in a waythat maximizes safe and efficient meal preparation—is of special interest toA)personnel psychologists.B)organizational psychologists.C)clinical psychologists.D)human factors psychologists.56.Human factors psychologists would be most likely to aid in the design ofA)computer keyboards.B)weight-reduction programs.C)protective clothing.D)classroom management techniques.57.An engineer who understands how to design and use a home theater system may find ithard to mentally simulate what it's like not to know how to operate the system. Theengineer's difficulty illustratesA)a voice effect.B)360-degree feedback.C)the curse of knowledge.D)the interviewer illusion.

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Page12Answer Key1.B2.D3.D4.B5.D6.D7.A8.A9.D10.D11.B12.B13.A14.A15.C16.D17.A18.A19.D20.B21.D22.B23.B24.C25.A26.C27.B28.C29.C30.D31.B32.C33.D34.C35.B36.D37.D38.C39.C40.A41.B42.D43.C44.B

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Page1345.B46.D47.C48.C49.D50.B51.D52.C53.D54.B55.D56.A57.C

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