KIN 4513-FINAL-Exam with Complete
Rationales 2026-2027 Updated.
Kersey Temperament Sorter - Answer - 8 individual preferences assessed
- can only be scored as introvert or extrovert
- degree of score/preference
- individuals predisposed to develop into their configuration
- temperament serves as short cut
- can predict job behavior
Personality Types: Four Pairs of Preferences - Answer - extroversion/introversion
- sensation/intuition
- thinking/feeling
- judging/perceiving
Extroversion/Introversion - Answer - the majority of individuals are extroverts
- descriptions
- sociability v. territoriality
- breadth v. depth
- interest in external happenings v. interest in internal reactions
Intuition/Sensation - Answer - the majority of individuals are sensations
- cause the most problems in the work place
- the preference which causes the most misunderstanding/sour relations
- experiences (S) v. hunches (I)
- realistic (S) v. speculative (I)
- practical (S) v. imaginative (I)
Thinking/Feeling - Answer - the way individuals select what to do or what not to do
- gender breakdown, not population
- "feeler" is morre accepting to understanding
- impersonal v. personal
- justice v. humane
- priority to objective criteria v. priority to the effect of the decision on the people around
him/her
,Judging/Perceiving - Answer - do I prefer closure and the settling of things or do I like to keep
options open and fluid
- "judging" = closed, deadline oriented
- "perceiving" = open, adaptive
- work ethic v. play ethic
- outcome oriented v. process oriented
- urgency v. indecisive
What is the key premise of the Behling (1998) article? - Answer - questions matching approach
to hiring
- When employing an individual we examine the characteristics of the job and the competencies
needed to be successful. Thus, we match the candidate's knowledge, skills, and abilities to the
job.
What do small group managers argue can be used to identify good employees? - Answer - by
focusing on key characteristics that lead to success in all or almost all jobs
- this is more of a focus on attitude and character than intelligence
Intelligence and Its Relation to Job Performance - Answer - identifies a debate exists among
scholars
Specific Intelligence Types and General Intelligence - Answer - general predicts employee
performance in job training well, and overall job performance
- more intelligence = quicker to train
Thurstone's 10 Subcategories of Intelligence - Answer - deductive, inductive, mechanical,
memory, numerical, perceptual, reasoning, spatial, verbal, vocabulary
Big 5 Personality Dimensions - Answer - employee attitude/character labeled as personality
- occur across a wide range of situations
- extroversion
- emotional stability
- agreeableness
- conscientiousness (#1 trait to employ, fulfilling job description, does it right the first time, how
up on time every day, no excuses)
- openness to experience
, Barrick and Mount Study and Implications - Answer - conscientiousness significantly predicted
performance (conscientious people more likely yo perform better)
- intelligence also good predictor of potential
- management tips (resumes (school grades, problem-soling success), interviews (preparation,
dress, self-presentation, career progression))
What is the key premise of the Luthans and Stajkovic (1999) article? - Answer - employee
behavior is a function of its continent consequences
- discusses the traditional approach to pay and indicates a new pay performance emerged
Reinforcement Theory - Answer - you get what you reward so reinforcer not the same as
reward
Reward - Answer - something perceived as valuable by the reward giver
Reinforcer - Answer - something always increases the strength and frequency of the desired
functional, performance related behaviors
Systematic Application of Reinforcement Theory - Answer - identify critical observable
performance-related behaviors
- measure baseline frequencies of these behaviors
- analyze behavioral antecedents
- identify reinforcing consequences
- develop and administer interventions
- evaluate effectiveness
- effectiveness of various reinforcers
Diversity Management: Realities
Compliance: - Answer - only uses diversity to avoid lawsuits
- diversity is a burden, comply to avoid lawsuits
- those with differences are forced to 'assimilate'
- great deal of animosity
- decision-making lies in the hands of a few, rigid lines of communication
- LEGAL MINIMUM, most cohesion
Diversity Management: Realities
Proactive Diversity Management: - Answer - leaders truly believe in the benefits of diversity
Rationales 2026-2027 Updated.
Kersey Temperament Sorter - Answer - 8 individual preferences assessed
- can only be scored as introvert or extrovert
- degree of score/preference
- individuals predisposed to develop into their configuration
- temperament serves as short cut
- can predict job behavior
Personality Types: Four Pairs of Preferences - Answer - extroversion/introversion
- sensation/intuition
- thinking/feeling
- judging/perceiving
Extroversion/Introversion - Answer - the majority of individuals are extroverts
- descriptions
- sociability v. territoriality
- breadth v. depth
- interest in external happenings v. interest in internal reactions
Intuition/Sensation - Answer - the majority of individuals are sensations
- cause the most problems in the work place
- the preference which causes the most misunderstanding/sour relations
- experiences (S) v. hunches (I)
- realistic (S) v. speculative (I)
- practical (S) v. imaginative (I)
Thinking/Feeling - Answer - the way individuals select what to do or what not to do
- gender breakdown, not population
- "feeler" is morre accepting to understanding
- impersonal v. personal
- justice v. humane
- priority to objective criteria v. priority to the effect of the decision on the people around
him/her
,Judging/Perceiving - Answer - do I prefer closure and the settling of things or do I like to keep
options open and fluid
- "judging" = closed, deadline oriented
- "perceiving" = open, adaptive
- work ethic v. play ethic
- outcome oriented v. process oriented
- urgency v. indecisive
What is the key premise of the Behling (1998) article? - Answer - questions matching approach
to hiring
- When employing an individual we examine the characteristics of the job and the competencies
needed to be successful. Thus, we match the candidate's knowledge, skills, and abilities to the
job.
What do small group managers argue can be used to identify good employees? - Answer - by
focusing on key characteristics that lead to success in all or almost all jobs
- this is more of a focus on attitude and character than intelligence
Intelligence and Its Relation to Job Performance - Answer - identifies a debate exists among
scholars
Specific Intelligence Types and General Intelligence - Answer - general predicts employee
performance in job training well, and overall job performance
- more intelligence = quicker to train
Thurstone's 10 Subcategories of Intelligence - Answer - deductive, inductive, mechanical,
memory, numerical, perceptual, reasoning, spatial, verbal, vocabulary
Big 5 Personality Dimensions - Answer - employee attitude/character labeled as personality
- occur across a wide range of situations
- extroversion
- emotional stability
- agreeableness
- conscientiousness (#1 trait to employ, fulfilling job description, does it right the first time, how
up on time every day, no excuses)
- openness to experience
, Barrick and Mount Study and Implications - Answer - conscientiousness significantly predicted
performance (conscientious people more likely yo perform better)
- intelligence also good predictor of potential
- management tips (resumes (school grades, problem-soling success), interviews (preparation,
dress, self-presentation, career progression))
What is the key premise of the Luthans and Stajkovic (1999) article? - Answer - employee
behavior is a function of its continent consequences
- discusses the traditional approach to pay and indicates a new pay performance emerged
Reinforcement Theory - Answer - you get what you reward so reinforcer not the same as
reward
Reward - Answer - something perceived as valuable by the reward giver
Reinforcer - Answer - something always increases the strength and frequency of the desired
functional, performance related behaviors
Systematic Application of Reinforcement Theory - Answer - identify critical observable
performance-related behaviors
- measure baseline frequencies of these behaviors
- analyze behavioral antecedents
- identify reinforcing consequences
- develop and administer interventions
- evaluate effectiveness
- effectiveness of various reinforcers
Diversity Management: Realities
Compliance: - Answer - only uses diversity to avoid lawsuits
- diversity is a burden, comply to avoid lawsuits
- those with differences are forced to 'assimilate'
- great deal of animosity
- decision-making lies in the hands of a few, rigid lines of communication
- LEGAL MINIMUM, most cohesion
Diversity Management: Realities
Proactive Diversity Management: - Answer - leaders truly believe in the benefits of diversity
