Exam 1

Question 1

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

Answer 1

1. They used to make sense, but then the world changed

Question 2

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

Answer 2

1. Slick advertising and user guides

Question 3

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

Answer 3

1. Availability heuristic

Question 4

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

1. True
2. False

Answer 4

2. False

Question 5

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

Answer 5

1. More competent, but less attractive

Question 6

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

1. Helpful
2. Confusing
3. Nonsensical
4. Irrelevant

Answer 6

1. Helpful

Question 7

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

1. True
2. False

Answer 7

2. False

Question 8

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

Answer 8

4. Share your results with a friend to get to know each other better

Question 9

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

Answer 9

1. They are academically successful, because parents invest in their success

Question 10

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

1. True
2. False

Answer 10

2. False

Question 11

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

Answer 11

1. Two writers created questions based on their interpretation of Jung’s work

Question 12

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

Answer 12

1. It tends to reduce diversity and promote some forms of discrimination

Question 13

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

1. organizational
2. intrapersonal
3. rotational
4. decisional

Answer 13

1. organizational

Question 14

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

Answer 14

3. Qualitative research

Question 15

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

Answer 15

1. Whether the researchers measured what they said they measured

Question 16

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

Answer 16

2. Many decisions are too complicated for us to process everything rationally

Question 17

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

Answer 17

3. Representativeness heuristic

Question 18

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

Answer 18

4. Hindsight bias

Question 19

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

Answer 19

3. Easier to remember or imagine

Question 20

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

Answer 20

4. Confirmation bias

Question 21

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

Answer 21

2. Thin slicing

Question 22

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

Answer 22

1. Self-fulfilling prophecies

Question 23

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

Answer 23

4. The fundamental attribution error

Question 24

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

Answer 24

2. The Big Five

Question 25

"N" in the acronym OCEAN for the Big Five stands for: 1. Negativity 2. Nervousness 3. Neuroticism 4. Nefarity

Answer 25

3. Neuroticism

Question 26

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

Answer 26

1. Openness

Question 27

The Big Five dimension most consistently associated with job performance is: 1. Conscientiousness 2. Openness to Experiences 3. Emotional stability 4. Agreeableness

Answer 27

1. Conscientiousness

Question 28

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

Answer 28

2. The lexical hypothesis

Question 29

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

Answer 29

3. A distinct personality "type" (a category)

Question 30

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

Answer 30

4. Test-retest reliability

Question 31

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

Answer 31

2. Starting a longer conversation or self-exploration

Question 32

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

Answer 32

1. increasing