MAN 6366 PRACTICE EXAM AND BASIC KNOWLEDGE
QUESTIONNAIRE TEST LATEST UPDATED
MAN 6366 Practice Exam - KEY
1. A person's general enduring capability to develop new knowledge or skills is
called:
a) conscientiousness.
b) ability.
c) goal-orientation.
d) responsibility. - ANSWER b) ability.
2. Managers may resist the use of evidence-based management practices for all
of the following reasons EXCEPT:
a) they undermine managers' formal authority to make business-related
decisions.
b) the belief they can slow down decision-making.
c) managers' inability to understand the information quality.
d) they produce decisions that are more frequently inaccurate than managers'
instincts. - ANSWER d) they produce decisions that are more frequently
inaccurate than managers' instincts.
3. Overt integrity tests:
a) have little utility when predicting counterproductive work behaviors.
b) are designed to directly assess attitudes regarding dishonest behaviors.
c) use composite measures of personality dimensions, such as reliability,
conscientiousness, and trustworthiness.
d) are rated as favorable by applicants. - ANSWER b) are designed to directly
assess attitudes regarding dishonest behaviors.
4. Employees that are described as being cooperative, trusting, and forgiving are
likely to be high in:
a) conscientiousness.
b) openness.
c) emotional intelligence.
QUESTIONNAIRE TEST LATEST UPDATED
MAN 6366 Practice Exam - KEY
1. A person's general enduring capability to develop new knowledge or skills is
called:
a) conscientiousness.
b) ability.
c) goal-orientation.
d) responsibility. - ANSWER b) ability.
2. Managers may resist the use of evidence-based management practices for all
of the following reasons EXCEPT:
a) they undermine managers' formal authority to make business-related
decisions.
b) the belief they can slow down decision-making.
c) managers' inability to understand the information quality.
d) they produce decisions that are more frequently inaccurate than managers'
instincts. - ANSWER d) they produce decisions that are more frequently
inaccurate than managers' instincts.
3. Overt integrity tests:
a) have little utility when predicting counterproductive work behaviors.
b) are designed to directly assess attitudes regarding dishonest behaviors.
c) use composite measures of personality dimensions, such as reliability,
conscientiousness, and trustworthiness.
d) are rated as favorable by applicants. - ANSWER b) are designed to directly
assess attitudes regarding dishonest behaviors.
4. Employees that are described as being cooperative, trusting, and forgiving are
likely to be high in:
a) conscientiousness.
b) openness.
c) emotional intelligence.
