BUAD 309 TEST PAPER 2026/2027 QUESTIONS AND
SOLUTIONS RATED A+
✔✔person organization - ✔✔type of fit: look for this in an interview- values, beliefs,
personality fits norms of the company
✔✔person vocation - ✔✔type of fit: fit between a person's interests, abilities, values and
personality and their profession. Is this the right job for you?
✔✔realistic job previews - ✔✔present both positive and potentially negative information
to job candidates (travel, hazardous work conditions, weather). goal is not to deter from
the job but to instill trust and reduce turnover rate.
✔✔Myers Briggs Framework - ✔✔sixteen personality classifications that result from
higher and lower positions of general dimensions (extrovert/introvert, thinking/feeling,
judging/perceiving, sensing/intuition)
✔✔Authoritarianism - ✔✔states that power and status differences are appropriate with
hierarchical social systems (organizations). Ex. people listen to those above them and
are scared to deter from what they ask even if it is unethical)
✔✔machiavellianism - ✔✔behavior directed at gaining power and control. includes
willingness to lie, and people with no emotions
✔✔type A - ✔✔personality type that includes impatient, competitive, uptight and
ambitious people
✔✔type B - ✔✔personality type that includes easy-going, less competitive people that
handle stress better
✔✔cognitive dissonance - ✔✔anxiety experienced when behavior contradicts attitudes
or when two contradictory attitudes exist
✔✔reduce - ✔✔these things ___________ cognitive dissonance: change conflicting
attitude, change conflicting behavior, reason that one attitude is not important, seek
additional info to better reason the benefits of the conflicting attitudes
✔✔affective - ✔✔type of organizational commitment: positive emotional attachment to
values and goals of the organization
✔✔normative - ✔✔type of organizational commitment: feeling of moral/ethical obligation
to the organization. Ex. just received a promotion, family business
, ✔✔continuance - ✔✔type of organizational commitment: belief that leaving the job
poses unacceptable costs of risk. Ex. high position
✔✔terminal - ✔✔type of value that includes long-term life goals and is influences by
accomplishments
✔✔instrumental - ✔✔type of value that is a means of achieving terminal goals
✔✔instrinsic - ✔✔type of value that relates to work itself. A necessary need in the
organization to ensure satisfaction
✔✔extrinsic - ✔✔type of value that is an outcome of doing work
✔✔categorization - ✔✔type of perception error: putting things into groups with
exaggerated similarities and differences
✔✔halo effect - ✔✔type of perception error: forming a general impression based on one
characteristic
✔✔contrast effect - ✔✔type of perception error: evaluating someone by comparing them
to recently encountered people.
✔✔projection - ✔✔type of perception error: seeing own characteristics in others
✔✔first impression bias - ✔✔type of perception error: inability to let go of first
impressions (normally negative ones)
✔✔motivational process order - ✔✔includes determining a need, attempting to satisfy
the need with goal directed behaviors, and evaluating the outcome based on rewards
and punishments related to the behaviors.
✔✔traditional - ✔✔motivation solely by money
✔✔human relations - ✔✔motivation resulting from fostering favorable attitudes and
involvement
✔✔human resources - ✔✔motivation resulting from providing a proper work
environment and encouraging participation.
✔✔Herzbergs two Factor - ✔✔motivation has 2 separate dimensions:
1. motivation factors that affect satisfaction
2. hygiene factors that affect dissatisfaction
✔✔acquired needs - ✔✔need for achievement, affiliation and power
SOLUTIONS RATED A+
✔✔person organization - ✔✔type of fit: look for this in an interview- values, beliefs,
personality fits norms of the company
✔✔person vocation - ✔✔type of fit: fit between a person's interests, abilities, values and
personality and their profession. Is this the right job for you?
✔✔realistic job previews - ✔✔present both positive and potentially negative information
to job candidates (travel, hazardous work conditions, weather). goal is not to deter from
the job but to instill trust and reduce turnover rate.
✔✔Myers Briggs Framework - ✔✔sixteen personality classifications that result from
higher and lower positions of general dimensions (extrovert/introvert, thinking/feeling,
judging/perceiving, sensing/intuition)
✔✔Authoritarianism - ✔✔states that power and status differences are appropriate with
hierarchical social systems (organizations). Ex. people listen to those above them and
are scared to deter from what they ask even if it is unethical)
✔✔machiavellianism - ✔✔behavior directed at gaining power and control. includes
willingness to lie, and people with no emotions
✔✔type A - ✔✔personality type that includes impatient, competitive, uptight and
ambitious people
✔✔type B - ✔✔personality type that includes easy-going, less competitive people that
handle stress better
✔✔cognitive dissonance - ✔✔anxiety experienced when behavior contradicts attitudes
or when two contradictory attitudes exist
✔✔reduce - ✔✔these things ___________ cognitive dissonance: change conflicting
attitude, change conflicting behavior, reason that one attitude is not important, seek
additional info to better reason the benefits of the conflicting attitudes
✔✔affective - ✔✔type of organizational commitment: positive emotional attachment to
values and goals of the organization
✔✔normative - ✔✔type of organizational commitment: feeling of moral/ethical obligation
to the organization. Ex. just received a promotion, family business
, ✔✔continuance - ✔✔type of organizational commitment: belief that leaving the job
poses unacceptable costs of risk. Ex. high position
✔✔terminal - ✔✔type of value that includes long-term life goals and is influences by
accomplishments
✔✔instrumental - ✔✔type of value that is a means of achieving terminal goals
✔✔instrinsic - ✔✔type of value that relates to work itself. A necessary need in the
organization to ensure satisfaction
✔✔extrinsic - ✔✔type of value that is an outcome of doing work
✔✔categorization - ✔✔type of perception error: putting things into groups with
exaggerated similarities and differences
✔✔halo effect - ✔✔type of perception error: forming a general impression based on one
characteristic
✔✔contrast effect - ✔✔type of perception error: evaluating someone by comparing them
to recently encountered people.
✔✔projection - ✔✔type of perception error: seeing own characteristics in others
✔✔first impression bias - ✔✔type of perception error: inability to let go of first
impressions (normally negative ones)
✔✔motivational process order - ✔✔includes determining a need, attempting to satisfy
the need with goal directed behaviors, and evaluating the outcome based on rewards
and punishments related to the behaviors.
✔✔traditional - ✔✔motivation solely by money
✔✔human relations - ✔✔motivation resulting from fostering favorable attitudes and
involvement
✔✔human resources - ✔✔motivation resulting from providing a proper work
environment and encouraging participation.
✔✔Herzbergs two Factor - ✔✔motivation has 2 separate dimensions:
1. motivation factors that affect satisfaction
2. hygiene factors that affect dissatisfaction
✔✔acquired needs - ✔✔need for achievement, affiliation and power
