MAN 6366 FINAL EXAM QUESTIONS AND CORRECT
ANSWERS
Evidence-Based Management - ANSWER: translating principles based on best
evidence into organisational practice, bringing rationality to the decision-
making process. Derives principles from research evidence and translates them
into practices.
Big E evidence - ANSWER generalizable knowledge regarding cause and
effect connections derived from scientific methods
Little e evidence - ANSWER •data systematically gathered in a particular
setting to inform local decisions
•Example: rigorous situational assessment/job analysis
meta analyses - ANSWER a systematic method of evaluating statistical data
based on results of several independent studies of the same problem. Highest
quality of evidence
Multiple quasi experimental studies - ANSWER higher quality single studies,
with presented evidence. (medium quality evidence)
Expert opinions - ANSWER Low quality of evidence will be viewed with
skepticism
Evidence Based Managers - ANSWER multidisciplinary, adaptable, self-
critical, cautious and empirical
primacy and recency effect - ANSWER •When integrating several observations
of a given stimuli (e.g., person, performance), subjects' initial (primacy) and last
(recency) observations will have greater effects on an overall rating
Confirmation Bias - ANSWER •The seeking or interpreting of evidence in
ways that are partial to existing beliefs, expectations, decisions, or a hypothesis
in hand
, Predecision Information Distortion - ANSWER •Prior to deciding, an
individual begins to favor a particular choice option and this tentative
preference shifts the evaluation of subsequent information in a manner that
benefits the early leader
Overconfidence bias - ANSWER the tendency to be more confident than
correct—to overestimate the accuracy of our beliefs and judgments.
optimism bias - ANSWER overly optimistic about the outcome of planned
actions
attractiveness bias - ANSWER •"What is beautiful is good" - individuals
ascribe more favorable personality traits and successful life outcomes to
attractive than unattractive people
Weight based bias - ANSWER Heavier people are viewed as less desirable,
lazy and less agreeable.
Court rulings - ANSWER ultimate interpretation of employment laws
Equal Employment Opportunity - ANSWER the condition in which all
individuals have an equal chance for employment, regardless of their race,
color, religion, sex, national origin, disability, or age (kind of)
Civil Rights act - ANSWER 1964; banned discrimination in public
acomodations, prohibited discrimination in any federally assisted program,
outlawed discrimination in most employment. •Only applies to organizations
that employ 15 or more employees
reverse discrimination - ANSWER •Because there are generally no protected
groups (with one exception), there is no such thing as reverse discrimination
Americans with Disabilities Act - ANSWER •Prohibits discrimination based on
disability in all employment practices. •Disability is still a disability if taking
medication makes it less apparent
ANSWERS
Evidence-Based Management - ANSWER: translating principles based on best
evidence into organisational practice, bringing rationality to the decision-
making process. Derives principles from research evidence and translates them
into practices.
Big E evidence - ANSWER generalizable knowledge regarding cause and
effect connections derived from scientific methods
Little e evidence - ANSWER •data systematically gathered in a particular
setting to inform local decisions
•Example: rigorous situational assessment/job analysis
meta analyses - ANSWER a systematic method of evaluating statistical data
based on results of several independent studies of the same problem. Highest
quality of evidence
Multiple quasi experimental studies - ANSWER higher quality single studies,
with presented evidence. (medium quality evidence)
Expert opinions - ANSWER Low quality of evidence will be viewed with
skepticism
Evidence Based Managers - ANSWER multidisciplinary, adaptable, self-
critical, cautious and empirical
primacy and recency effect - ANSWER •When integrating several observations
of a given stimuli (e.g., person, performance), subjects' initial (primacy) and last
(recency) observations will have greater effects on an overall rating
Confirmation Bias - ANSWER •The seeking or interpreting of evidence in
ways that are partial to existing beliefs, expectations, decisions, or a hypothesis
in hand
, Predecision Information Distortion - ANSWER •Prior to deciding, an
individual begins to favor a particular choice option and this tentative
preference shifts the evaluation of subsequent information in a manner that
benefits the early leader
Overconfidence bias - ANSWER the tendency to be more confident than
correct—to overestimate the accuracy of our beliefs and judgments.
optimism bias - ANSWER overly optimistic about the outcome of planned
actions
attractiveness bias - ANSWER •"What is beautiful is good" - individuals
ascribe more favorable personality traits and successful life outcomes to
attractive than unattractive people
Weight based bias - ANSWER Heavier people are viewed as less desirable,
lazy and less agreeable.
Court rulings - ANSWER ultimate interpretation of employment laws
Equal Employment Opportunity - ANSWER the condition in which all
individuals have an equal chance for employment, regardless of their race,
color, religion, sex, national origin, disability, or age (kind of)
Civil Rights act - ANSWER 1964; banned discrimination in public
acomodations, prohibited discrimination in any federally assisted program,
outlawed discrimination in most employment. •Only applies to organizations
that employ 15 or more employees
reverse discrimination - ANSWER •Because there are generally no protected
groups (with one exception), there is no such thing as reverse discrimination
Americans with Disabilities Act - ANSWER •Prohibits discrimination based on
disability in all employment practices. •Disability is still a disability if taking
medication makes it less apparent
