ORGB 364 EXAMS SCRIPT UPDATED QUESTIONS AND
ANSWERS SURE A+
✔✔define the contact hypothesis - ✔✔people who interact with each other will be less
perceptually biased because they have a more personal understanding of the other
person and their group
✔✔define fundamental attribution error - ✔✔the tendency to overemphasize internal
causes of another person's behaviour to discount or ignore external causes of there
behaviour
✔✔define the false-conscious effect - ✔✔occurs when people overestimate the extent
to which others have similar beliefs or behaviours to their own
✔✔define self-fulfilling prophecy - ✔✔occurs when our expectations about another
person cause that person to act in a way that is consistent with those expectations
✔✔what is a self-serving bias - ✔✔the tendency for individuals to attribute their own
successes to internal factors and put the blame for failures on external factors
associated with self-enhancement
✔✔define the social identity theory - ✔✔we define ourselves by the groups to which we
belong or have an emotional attachment to
✔✔define stereotype threat - ✔✔a self-confirming concern that one will be evaluated
based on a negative stereotype. this affects behaviour and performance, and often
results in a display of the trait they are trying to avoid
✔✔explain the three levels that self-concept is defined at - ✔✔-individual: personal traits
-relational: connections to friends/ co-workers
-collective: membership in teams, organizations, social groups
✔✔explain the three characteristics of self-concept - ✔✔-complexity: number of distinct
and important roles or identities that people perceive about themselves (higher
complexity when identities are separated)
-consistency: high when individual's identities require similar personality traits, values,
and other attributes
-clarity: the degree to which a person's self-concept is clear, confidently defines and
stable (we know who we are and can describe our identities to others)
✔✔what are 4 processes that shape self-concept and motivate a persons decisions and
behaviors? - ✔✔1. self-enhancement
2. self-verification
3. self-evaluation
4. social self (social identity)
,✔✔Define self-enhancement - ✔✔people are motivated to perceive themselves as
competent, attractive, ethical, lucky and important (above average)
✔✔define self-verification - ✔✔individuals try to confirm and maintain their existing self
concept
-stabilizes their self view and involves receiving feedback whether flattering or not
✔✔define the three elements of self-evaluation - ✔✔1. self-esteem- the extent to which
people like, respect, and are satisfied with themselves
2. self-efficacy- a person's belief that he or she can successfully complete a task. high
efficacy= believe they have all MARS components to perform task
3. Locus of control- a person's general beliefs about the amount of control they have
over personal life events. internal locus believes their personal characteristics cause life
events. external locus believes events are due to luck, fate, etc.
✔✔what is the social self - ✔✔your self concept at individual, relational, and collective
levels, it recognizes two opposing motivations:
-need to be distinctive and different from other people
-need for inclusion and assimilation with other people
individual self fulfills need for distinctiveness (personal attributes), while relational and
collective self-concepts fulfills need for inclusion
✔✔what are the factors that determine group membership importance? (3) - ✔✔-how
easily you are identified as a member
-your minority status in a group
-group status
✔✔define selective attention and selective attention bias - ✔✔process of attending to
some information received by our senses and ignoring others. influenced by
characteristics of person, object, or context
bias occurs when our assumptions/ expectations of future events cause us to screen
potentially important information
✔✔what does the combination of social identity, maintaining a positive self-concept and
self enhancement lead to? (3) - ✔✔-categorization: social identity begins with
categorizing people into distinct groups
-homogenization: easier to think that people within a group are similar to each other
-differentiation: assign more favourable characteristics to people in the group we identify
with (compared to other groups)
✔✔define unintentional (systematic) discrimination - ✔✔decision makers rely on
stereotypes to establish notions of the ideal person in specific roles
,✔✔define intentional discrimination (prejudice) - ✔✔people hold unfounded negative
attitudes towards people belonging to a certain group
✔✔what are the 3 attribution rules to decide if someones behaviour is due to internal or
external influences? - ✔✔-consistency: have they acted this way in past situations
-distinctiveness: do they act like this in other situations
-consensus: do other people act this way in this situation
✔✔briefly explain the self-fulfilling prophecy cycle - ✔✔-supervisors form expectations
about the employee
-supervisors expectations affect his/her behaviour towards the employee
-supervisors behaviour affects the employees self-confidence (ability and motivation)
-employees behaviour becomes more consistent with supervisors initial expectations
✔✔define positive organizational behaviour - ✔✔focusing on the positive rather than the
negative aspects of life will improve organizational success and individual well-being
✔✔define halo effect - ✔✔when our general impression of a person based on a
prominent characteristic distorts our perception of other characteristics of that person
✔✔define primacy effect - ✔✔our tendency to quickly form an opinion of people based
on the first information received about them
✔✔define recency effect - ✔✔occurs when the most recent information dominates our
perception (common with complex information)
✔✔2 ways to improve our self awareness - ✔✔-formal test: implicit association test
(IAT) which indicates implicit biases we may have
-Johari Window
✔✔decribe the Johari Window - ✔✔it divides information about you into 4 windows
- open (info known to you and others)
- blind (info known to others but not you)
- hidden (info only known to you)
- unknown (info no one knows)
we want to increase the size of open area so yourself and others are aware of your
beliefs, values, and perceptual biases and reduce the hidden area through disclosure
and blind area through feedback
✔✔define meaningful interaction - ✔✔any activity where people engage in meaningful
activity. strongest when people of equal status work on a shared goal
founded on the contact hypothesis
, ✔✔define emotions vs. attitudes - ✔✔emotions are psychological, behavioral, and
physiological episodes experienced towards a person, object, or event that creates a
state of readiness. emotions can influence our behavior.
attitudes are a cluster of beliefs, feelings, and behaviors intentions towards a person,
object, or event. behavior can influence our attitudes through cognitive dissonance.
✔✔define beliefs - ✔✔persons established perceptions about an attitude object
✔✔define feelings - ✔✔positive or negative evaluations of the attitude object. calculated
from your beliefs
✔✔describe emotional labour - ✔✔the effort, planning, and control needed to express
organizationally desired emotions during interpersonal transactions. common in jobs
requiring several emotions and client interaction
✔✔define emotional dissonance - ✔✔when the emotions that people are required to
display are quite different from the emotions they actually experiment at that moment.
can be minimized by deep acting
✔✔define emotional intelligence - ✔✔the ability to perceive and express emotion,
assimilate emotion in thought, understand and reason with emotion, and regulate
emotions in oneself and others
✔✔what are the four components of emotional intelligence? - ✔✔self-management
awareness of others
emotions
management of others emotions
✔✔what are the four ways employees respond to job dissatisfaction? (EVLN model) -
✔✔quitting/ leaving dissatisfying work (exit)
attempting to change dissatisfying work (voice)
waiting for the problem to sort itself out (loyalty)
reducing work effort/ performance (neglect)
✔✔what is affective organizational commitment - ✔✔employees emotional attachment
to, identification with, and involvement in a particular organization
✔✔what is continuance commitment and what does it contrast - ✔✔it is the calculative
bond with the organization. it opposes affective organizational commitment
two forms: employee has no alternative opportunities and leaving the company would
be a significant financial sacrifice
✔✔define stress and the stress experience - ✔✔stress is an adaptive response to a
situation that is perceived as challenging or threatening to a persons well being
ANSWERS SURE A+
✔✔define the contact hypothesis - ✔✔people who interact with each other will be less
perceptually biased because they have a more personal understanding of the other
person and their group
✔✔define fundamental attribution error - ✔✔the tendency to overemphasize internal
causes of another person's behaviour to discount or ignore external causes of there
behaviour
✔✔define the false-conscious effect - ✔✔occurs when people overestimate the extent
to which others have similar beliefs or behaviours to their own
✔✔define self-fulfilling prophecy - ✔✔occurs when our expectations about another
person cause that person to act in a way that is consistent with those expectations
✔✔what is a self-serving bias - ✔✔the tendency for individuals to attribute their own
successes to internal factors and put the blame for failures on external factors
associated with self-enhancement
✔✔define the social identity theory - ✔✔we define ourselves by the groups to which we
belong or have an emotional attachment to
✔✔define stereotype threat - ✔✔a self-confirming concern that one will be evaluated
based on a negative stereotype. this affects behaviour and performance, and often
results in a display of the trait they are trying to avoid
✔✔explain the three levels that self-concept is defined at - ✔✔-individual: personal traits
-relational: connections to friends/ co-workers
-collective: membership in teams, organizations, social groups
✔✔explain the three characteristics of self-concept - ✔✔-complexity: number of distinct
and important roles or identities that people perceive about themselves (higher
complexity when identities are separated)
-consistency: high when individual's identities require similar personality traits, values,
and other attributes
-clarity: the degree to which a person's self-concept is clear, confidently defines and
stable (we know who we are and can describe our identities to others)
✔✔what are 4 processes that shape self-concept and motivate a persons decisions and
behaviors? - ✔✔1. self-enhancement
2. self-verification
3. self-evaluation
4. social self (social identity)
,✔✔Define self-enhancement - ✔✔people are motivated to perceive themselves as
competent, attractive, ethical, lucky and important (above average)
✔✔define self-verification - ✔✔individuals try to confirm and maintain their existing self
concept
-stabilizes their self view and involves receiving feedback whether flattering or not
✔✔define the three elements of self-evaluation - ✔✔1. self-esteem- the extent to which
people like, respect, and are satisfied with themselves
2. self-efficacy- a person's belief that he or she can successfully complete a task. high
efficacy= believe they have all MARS components to perform task
3. Locus of control- a person's general beliefs about the amount of control they have
over personal life events. internal locus believes their personal characteristics cause life
events. external locus believes events are due to luck, fate, etc.
✔✔what is the social self - ✔✔your self concept at individual, relational, and collective
levels, it recognizes two opposing motivations:
-need to be distinctive and different from other people
-need for inclusion and assimilation with other people
individual self fulfills need for distinctiveness (personal attributes), while relational and
collective self-concepts fulfills need for inclusion
✔✔what are the factors that determine group membership importance? (3) - ✔✔-how
easily you are identified as a member
-your minority status in a group
-group status
✔✔define selective attention and selective attention bias - ✔✔process of attending to
some information received by our senses and ignoring others. influenced by
characteristics of person, object, or context
bias occurs when our assumptions/ expectations of future events cause us to screen
potentially important information
✔✔what does the combination of social identity, maintaining a positive self-concept and
self enhancement lead to? (3) - ✔✔-categorization: social identity begins with
categorizing people into distinct groups
-homogenization: easier to think that people within a group are similar to each other
-differentiation: assign more favourable characteristics to people in the group we identify
with (compared to other groups)
✔✔define unintentional (systematic) discrimination - ✔✔decision makers rely on
stereotypes to establish notions of the ideal person in specific roles
,✔✔define intentional discrimination (prejudice) - ✔✔people hold unfounded negative
attitudes towards people belonging to a certain group
✔✔what are the 3 attribution rules to decide if someones behaviour is due to internal or
external influences? - ✔✔-consistency: have they acted this way in past situations
-distinctiveness: do they act like this in other situations
-consensus: do other people act this way in this situation
✔✔briefly explain the self-fulfilling prophecy cycle - ✔✔-supervisors form expectations
about the employee
-supervisors expectations affect his/her behaviour towards the employee
-supervisors behaviour affects the employees self-confidence (ability and motivation)
-employees behaviour becomes more consistent with supervisors initial expectations
✔✔define positive organizational behaviour - ✔✔focusing on the positive rather than the
negative aspects of life will improve organizational success and individual well-being
✔✔define halo effect - ✔✔when our general impression of a person based on a
prominent characteristic distorts our perception of other characteristics of that person
✔✔define primacy effect - ✔✔our tendency to quickly form an opinion of people based
on the first information received about them
✔✔define recency effect - ✔✔occurs when the most recent information dominates our
perception (common with complex information)
✔✔2 ways to improve our self awareness - ✔✔-formal test: implicit association test
(IAT) which indicates implicit biases we may have
-Johari Window
✔✔decribe the Johari Window - ✔✔it divides information about you into 4 windows
- open (info known to you and others)
- blind (info known to others but not you)
- hidden (info only known to you)
- unknown (info no one knows)
we want to increase the size of open area so yourself and others are aware of your
beliefs, values, and perceptual biases and reduce the hidden area through disclosure
and blind area through feedback
✔✔define meaningful interaction - ✔✔any activity where people engage in meaningful
activity. strongest when people of equal status work on a shared goal
founded on the contact hypothesis
, ✔✔define emotions vs. attitudes - ✔✔emotions are psychological, behavioral, and
physiological episodes experienced towards a person, object, or event that creates a
state of readiness. emotions can influence our behavior.
attitudes are a cluster of beliefs, feelings, and behaviors intentions towards a person,
object, or event. behavior can influence our attitudes through cognitive dissonance.
✔✔define beliefs - ✔✔persons established perceptions about an attitude object
✔✔define feelings - ✔✔positive or negative evaluations of the attitude object. calculated
from your beliefs
✔✔describe emotional labour - ✔✔the effort, planning, and control needed to express
organizationally desired emotions during interpersonal transactions. common in jobs
requiring several emotions and client interaction
✔✔define emotional dissonance - ✔✔when the emotions that people are required to
display are quite different from the emotions they actually experiment at that moment.
can be minimized by deep acting
✔✔define emotional intelligence - ✔✔the ability to perceive and express emotion,
assimilate emotion in thought, understand and reason with emotion, and regulate
emotions in oneself and others
✔✔what are the four components of emotional intelligence? - ✔✔self-management
awareness of others
emotions
management of others emotions
✔✔what are the four ways employees respond to job dissatisfaction? (EVLN model) -
✔✔quitting/ leaving dissatisfying work (exit)
attempting to change dissatisfying work (voice)
waiting for the problem to sort itself out (loyalty)
reducing work effort/ performance (neglect)
✔✔what is affective organizational commitment - ✔✔employees emotional attachment
to, identification with, and involvement in a particular organization
✔✔what is continuance commitment and what does it contrast - ✔✔it is the calculative
bond with the organization. it opposes affective organizational commitment
two forms: employee has no alternative opportunities and leaving the company would
be a significant financial sacrifice
✔✔define stress and the stress experience - ✔✔stress is an adaptive response to a
situation that is perceived as challenging or threatening to a persons well being
