Motivation and Decision-Making Chapter 5 and 6
Dr. Beswick enjoys teaching college courses. He likes the salary he receives as well as the ability to travel
in summers. However, he also finds the job challenging and enjoyable. This would imply that he is
working for:
A. Intrinsic rewards
B. Extrinsic rewards
C. Alternative rewards
D. Total rewards
E. Justice
D. Total rewards
Which forms of consequence strengthen a desired behavior?
A. Postitive reinforcement and extinction
B. Positive reinforcement and punishment
C. Positive reinforcement and negative reinforcement
D. Extinction and punishment
E. Extinction and negative reinforcement
C. Positive reinforcement and negative reinforcement
The first step in effective performance management is:
A. Providing consequences
B. Reviewing performance
C. Defining performance
D. Evaluating performance
E. Monitoring performance
C. Defining performance
The process of strengthening a behavior by contingently presenting something pleasing is known as:
A. Positive reinforcement
B. Negative reinforcement
C. Extinction
D. Punishment
E. Respondent behavior
A. Positive reinforcement
Avoiding extreme judgements and rating people and objects as average or neutral is known as the
___________ perceptual error.
A. Halo
B. Leniency
C. Central tendency
D. Recency
E. Contrast effects
C. Central tendency
Evaluating people or objects by comparing them with characteristics of other recently observed people
or objects is known as the _____________ perceptual error.
A. Halo
B. Leniency
C. Central tendency
D. Recency
E. Contrast effects
E. Contrast effects
In the leniency perceptual error, a person:
A. forms an overall impression, and then uses that impression to bias ratings
B. avoids all extreme judgements and rates everyone as average or neutral
C. evaluates people by comparing them with characteristics of recently observed people
D. consistently evaluates people in an extremely positive fashion
E. relies on most recent information
D. consistently evaluates people in an extremely positive fashion
The "law of effect" states that:
A. whatever can go wrong, will go wrong
B. behavior with favorable consequences tend to be repeated
C. people are motivated by punishment
D. garbage in, garbage out
E. leadership affects how people perform
B. behavior with favorable consequences tend to be repeated
Unlearned reflexes are:
A. operant behavior
B. consequential behavior
C. reward behavior
D. respondent behavior
E. contingent behavior
D. respondent behavior
Polly worked as a bartender. A few people used to wave money at her so that she would serve them first.
She found this to be rude and, hence, either ignored them or always served them last. People came to
realize that she served only the people who waited politely, and much of the rude behavior stopped.
Polly used a model of ______________.
A. positive reinforcement
B. negative reinforcement
C. variable ratio reinforcement
D. extinction
E. shaping
D. extinction
If every instance of a target behavior is reinforced, a _____________ schedule is in effect.
A. positive
B. negative
C. continuous
D. intermittent
E. variable
C. continuous
The most effective schedules of reinforcement are:
A. continuous
B. fixed interval and fixed ratio
C. variable ratio and variable interval
D. fixed interval and variable interval
E. fixed ratio and variable ratio
C. variable ratio and variable interval
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____________ is defined as the degree to which the validity of a selection method established in one
context extends to other contexts.
A. utility
B. generalizability
C. reliability
D. validity
E. exclusivity
B. generalizability
Which of the following statements is true of the reliability of a measurement?
A. a measurement is said to be reliable when only two iterations are involved in measurement
B. reliability refers to the measuring instrument rather than to the characteristic itself
C. it is not dependent on the attributes of the measuring instruments used
D. reliability indicates the degree to which two objects are related to each other
E. it indicates the extent to which performance on the measure is related to performance on the job
B. reliability refers to the measuring instrument rather than to the characteristic itself
Which of the following steps can help an organization increase the reliability of its interview process?
A. Using a single interviewer instead of multiple interviewers
B. Basing tests on the people who are already working
C. Providing raters with standardized training
D. Avoiding the use of common formats to rate candidates
E. Basing tests on people who were most successful in earlier interviews
C. Providing raters with standardized training
When a company provides evidence from previous criterion related validity studies conducted in other
situations to show that a specific test is a valid predictor for a specific job performance, it is trying to
provide the test's:
A. Reliability
B. Utility
C. Variance
D. Generalizability
E. Legality
D. Generalizability
As per the Age Discrimination Employment Act, if any neutral-appearing practice happens to have
adverse impact on those over 40, the employer must:
A. Show business necessity to avoid a guilty verdict
B. Make accommodations despite facing hardships
C. Facilitate pre-mature retirement for the employees
D. Compensate the employee prior to court trials
E. Provide special incentives to the suffering employees
A. Show business necessity to avoid a guilty verdict
Which of the following is an example of experience-based situational interview?
A. Ron was asked how he would resolve a certain technical fault in his workplace
B. Peter was asked about his reaction if his co-workers indulged in racist behavior
C. Ron was asked to describe an event where his creativity led to effective problem solving
D. Jane was asked what steps she would take in case of a power failure in the plant
E. Harry was asked to describe how he would convince his boss about his new marketing strategy
C. Ron was asked to describe an event where his creativity led to effective problem solving
Which of the following statements is true of situational interviews?
A. Future-oriented interviews are more valid than experience-based interviews
B. Future-oriented items reduce some forms of impression management such as integration better than
experience-based items
C. Situational interviews require the candidates to perform a piece of work or accomplish a task
D. These interviews are particularly effective when assessing sensitive issues dealing with the honesty
and integrity of candidates
E. Using multiple interviewers in such interviews leads to more subjective errors than using one
interviewer
D. These interviews are particularly effective when assessing sensitive issues dealing with the honesty
and integrity of candidates
Emma is very good at reading the emotions of others and can easily gauge whether people are happy or
sad. Emma has a high degree of:
A. Empathy
B. Social skills
C. Self-motivation
D. Self-regulation
E. Self-awareness
A. Empathy
Which of the following is an example of a frame-of-reference training?
A. Devon focuses primarily on making managers aware of rating errors and how to reduce them
effectively
B. Mark makes managers aware of how errors influence ratings
C. Dan emphasizes on using the same idea of high, medium, and low performances when making
evaluations
D. Sam stresses on having consistent standards of evaluation
E. Jennifer focuses on eliminating politics through discussion among managers
C. Dan emphasizes on using the same idea of high, medium, and low performances when making
evaluations
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