Chapter 09 Personality and Cultural Values: Answer Key

Chapter 09 - Personality and Cultural Values
Chapter 09 Personality and Cultural Values Answer Key
True / False Questions
1. (p. 294) Personality refers to the structures and propensities inside people that explain their
characteristic patterns of thought, emotion, and behavior.
FALSE
AACSB Standard: Business Knowledge and Analytic Skills

Bloom's Taxonomy: Knowledge
Difficulty Level: Easy
Learning Objective: 09-01 What is personality? What are cultural values?
Topic: Personality And Cultural Values
2. (p. 294) Personality creates people's social reputations; personality captures what people are
like.
TRUE

3. (p. 295) The culture in which an individual is raised is an important factor that determines the
personality traits of a person.
TRUE

9-31
4. (p. 296) One method of separating nature and nurture effects is to study identical twins who
have been adopted by different sets of parents at birth.
TRUE
AACSB Standard: Reflective Thinking Skills

Difficulty Level: Moderate
Learning Objective: 09-03 Is personality driven by nature or by nurture?
Topic: The Big Five Taxonomy
5. (p. 299) Extraversion changes quite significantly over a person's life span.
FALSE

6. (p. 299) Conscientious people are dependable, organized, reliable, ambitious, hardworking,
and persevering.
TRUE
AACSB Standard: Group/Individual Dynamics in Organizations

7. (p. 300) According to research, agreeable employees have the weakest customer service
skills.
FALSE

Bloom's Taxonomy: Comprehension
Difficulty Level: Difficult
Topic: Agreeableness
9-32
8. (p. 300) Agreeable people prioritize accomplishment striving.

FALSE

Topic: Conscientiousness
9. (p. 302) Of the Big Five, openness is the easiest to judge in zero acquaintance situations.
FALSE

Topic: Extraversion
10. (p. 306) Agreeableness is related to performance across all occupations.

FALSE

Topic: Openness To Experience
11. (p. 302) Extraverts are less likely to emerge as leaders in social and task-related groups.
FALSE

Topic: Extraversion
9-33
12. (p. 302) Extraverts tend to be unhappy with their jobs.

FALSE

Topic: Extraversion
13. (p. 302) Extraverted employees have low positive affectivity.

FALSE

Topic: Extraversion
14. (p. 304) Whereas neuroticism is synonymous with positive affectivity, extraversion is
synonymous with negative affectivity.
FALSE

Topic: Neuroticism
15. (p. 304) Neuroticism is the most important of the Big Five from the perspective of job
performance.
FALSE

Topic: Neuroticism
9-34
16. (p. 304) Neurotic employees experience lower levels of job satisfaction than their less
neurotic counterparts.
TRUE

Topic: Neuroticism
17. (p. 304) Neurotic people tend to hold an external locus of control.
TRUE

Topic: Neuroticism
18. (p. 304) Neurotic people are more likely to believe they can cope with the stressors that they
experience.
FALSE

Topic: Neuroticism
19. (p. 309) Research on the MBTI suggests that managers are more likely to be "FPs" than the
general population.
FALSE

Learning Objective: 09-04 What taxonomies can be used to describe personality; other than the Big Five?
Topic: Other Taxonomies Of Personality
9-35
20. (p. 310) The central premise of MBTI is that employees have more career satisfaction and
longevity in occupations that match their personality type.
FALSE

21. (p. 310) There is little evidence that the MBTI is a useful tool for predicting the job
satisfaction, motivation, performance, or commitment of employees across jobs.
TRUE

22. (p. 312) Citizens of the United States tend to be high on individualism, low on power
distance, high on uncertainty avoidance, high on masculinity, and low on short-term
orientation, according to Hofstede's dimensions of cultural values.
FALSE
AACSB Standard: Multicultural/Diversity Understanding

Learning Objective: 09-05 What taxonomies can be used to describe cultural values?
Topic: Cultural Values
23. (p. 312) Low-power distance cultures prefer that power be distributed uniformly where
possible, in a more egalitarian fashion.
TRUE

9-36
24. (p. 314-315) What employees are like depends only on personality type and not on culture.
FALSE

Topic: Summary: How Can We Describe What Employees Are Like?
25. (p. 316) Conscientiousness has a moderate positive effect on performance as well as on
commitment.
TRUE

Topic: How Important Are Personality And Cultural Values?
26. (p. 317) Conscientious employees are more likely to engage in day-to-day psychological and
physical withdrawal behaviors.
FALSE

27. (p. 317) The persevering nature of conscientious employees prompts them to persist in a
given course of action for long periods of time.
TRUE

Learning Objective: 09-06 How does personality affect job performance and organizational commitment?
9-37
28. (p. 319) Integrity tests are a subset of personality tests.

TRUE

Learning Objective: 09-07 Are personality tests useful tools for organizational hiring?
Topic: Application: Personality Tests
29. (p. 319) Integrity tests typically come in two general varieties: clear purpose tests and veiled
purpose tests.
TRUE

30. (p. 322) In hiring decisions, it is dangerous to set artificial cutoff scores on integrity because
everyone fakes to some degree.
TRUE

9-38
Multiple Choice Questions
31. (p. 294) _____ refers to the structures and propensities inside a person that explain his or her
characteristic patterns of thought, emotion, and behavior.
A. Personality
B. Values
C. Beliefs
D. Ethnocentrism
E. Perception
Personality creates a person's social reputation the way he or she is perceived by friends,
family, coworkers, and supervisors.

32. (p. 295) Personality is a collection of `multiple:

A. abilities.
B. traits.
C. aptitudes.
D. emotions.
E. capacities.
Traits are defined as recurring regularities or trends in people's responses to their

environment.

9-39
33. (p. 295) Which of the following refers to recurring regularities or trends in people's responses
to their environment?
A. Perceptions
B. Values
C. Short-term orientations
D. Traits
E. Beliefs
Adjectives such as responsible, easy-going, polite, and reserved are examples of traits that can
be used to summarize someone's personality.

34. (p. 295) Traits are a function of your _____ and your _____.
A. values; beliefs
B. beliefs; environment
C. environment; genes
D. genes; perceptions
E. none of these
Traits are defined as recurring regularities or trends in people's responses to their

environment.

9-40
35. (p. 295) _____ are shared beliefs about desirable end states or modes of conduct in a given
culture.
A. Cultural values
B. Traits
C. Locus of controls
D. Perceptions
E. Ethnocentrisms
Adjectives such as traditional, informal, risk averse, or assertive are all examples of values
that can be used to summarize a nation's culture.

36. (p. 295) Which of the following is not a broad "factor" or "dimension" of the big five
taxonomy?
A. Conscientiousness
B. Extraversion
C. Locus of control
D. Openness
E. Neuroticism
Neuroticism is strongly related to locus of control, which reflects whether people attribute the
causes of events to themselves or to the external environment.

Learning Objective: 09-02 What are the "Big Five?"
9-41
37. (p. 296, 299) Professor Mason was writing a recommendation for Lisa. He described Lisa as a
dependable, organized, reliable, and ambitious individual. According to the Big Five
taxonomy, traits describing Lisa classifies as which of these?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism
Conscientious people are dependable, organized, reliable, ambitious, hardworking, and

persevering.

Bloom's Taxonomy: Application
38. (p. 296, 300) Mrs. Aniston, who has recently shifted to the 5th block, describes her new
neighbor, Mr. Logan as a very courteous and sympathetic man. Considering Mrs. Aniston's
opinion, Mr. Logan would fit which dimension of the Big Five?
A. Neuroticism
B. Openness
C. Agreeableness
D. Extraversion
E. Conscientiousness
Agreeable people are warm, kind, cooperative, sympathetic, helpful, and courteous.

9-42
39. (p. 296, 300) Kind, cooperative, helpful, and warm describes which of these dimensions of the
Big Five?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism

40. (p. 296, 302) Paul, a B-school graduate, has written inhibited and submissiveness as his
weaknesses, in his resume. If Paul works on his weaknesses constructively, he will become
a(n) _____ person.
A. conscientious
B. agreeable
C. extraverted
D. neurotic
E. intellectual
Extraverted people are talkative, sociable, passionate, assertive, bold, and dominant.

9-43
41. (p. 296) If your roommate is nervous, moody, emotional, insecure, and jealous, he would fit
which of these dimensions of the Big Five?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism
Neurotic people are nervous, moody, emotional, insecure, and jealous.

Topic: Neuroticism
42. (p. 306) Randy was recently given the following comment by his best friend. "You are
uninquisitive, conforming, and quite inartistic. You need to work on these aspects." Randy
needs to work on which dimension of the Big Five?
B. Extraversion
C. Agreeableness
D. Openness to experience
E. Neuroticism
Open people are curious, imaginative, creative, complex, refined, and sophisticated.

9-44
43. (p. 302) Raj has always been quiet, shy, and reserved. If he wants to improve these qualities,
which of the following Big Five dimension would you recommend he should work on?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism

Topic: Extraversion
44. (p. 296, 300) Critical, selfish, and rude are opposite traits for which dimension of the Big
Five?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism

9-45
45. (p. 296, 299) Careless, negligent, and irresponsible are opposite traits for which dimension of
the Big Five?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism

persevering.

46. (p. 304) Calm, steady, relaxed, at ease, secure, contented are opposite traits of which
dimension of the Big Five?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism

Topic: Neuroticism
9-46
47. (p. 299) Which two Big Five dimensions are most dependent on genes?
A. Conscientiousness and extraversion
B. Extraversion and openness
C. Agreeableness and openness
D. Openness and conscientiousness
E. Neuroticism and agreeableness
Extraversion typically remains quite stable throughout a person's life. Openness to experience
also remains stable, after a sharp increase from the teenage years to college age.

48. (p. 299) Which dimension of the Big Five has the biggest influence on job performance?
B. Extraversion
C. Agreeableness
D. Openness
E. Neuroticism
Conscientious employees prioritize accomplishment striving, which reflects a strong desire to

accomplish task-related goals as a means of expressing personality.

9-47
49. (p. 300) Conscientious people prioritize:

A. status striving.
B. attainment striving.
C. accomplishment striving.
D. effort striving.
E. power striving.
Accomplishment striving reflects a strong desire to accomplish task-related goals as a means

of expressing personality.

50. (p. 300) A strong desire to accomplish task-related goals as a means of expressing
personality is known as:
A. status striving.
B. accomplishment striving.
C. effort striving.
D. attainment striving.
E. power striving.
People who are "accomplishment strivers" have a built-in desire to finish work tasks, channel
a high proportion of their efforts toward those tasks, and work harder and longer on task
assignments.

9-48
51. (p. 300) People who are _____ have a built-in desire to finish work tasks, channel a high
proportion of their efforts toward those tasks, and work harder and longer on task
assignments.
A. accomplishment strivers
B. attainment strivers
C. status strivers
D. effort strivers
E. power strivers
Conscientious employees prioritize accomplishment striving, which reflects a strong desire to

accomplish task-related goals as a means of expressing personality.

52. (p. 300) Agreeable people prioritize:

A. status striving.
B. communion striving.
D. attainment striving.
E. power striving.
Communion striving reflects a strong desire to obtain acceptance in personal relationships as a

means of expressing personality.

9-49
53. (p. 300) _____ reflects a strong desire to obtain acceptance in personal relationships as a
means of expressing personality.
A. Status striving
B. Attainment striving
C. Accomplishment striving
D. Communion striving
E. Power striving
Agreeable people prioritize communion striving.

54. (p. 300) In a conflict situation, Maya tends to react by walking away or adopting a "wait-and
see" attitude. Maya can be described as which of these individual, according to the Big Five?
A. Thinking
B. Extraverted
C. Agreeable
D. Sensing
E. Conscientious
Agreeable employees are reluctant to react to conflict with criticism, threats, or manipulation.

9-50
55. (p. 302) Of the Big Five, _____ is the easiest to judge in zero acquaintance situations.
A. openness
B. conscientiousness
C. agreeableness
D. neuroticism
E. extraversion

Topic: Extraversion
56. (p. 300) _____ people focus on "getting along," not necessarily "getting ahead."
A. Conscientious
B. Agreeable
C. Neurotic
D. Diligent
E. Emotional

9-51
57. (p. 302) Situations in which two people have only just met are known as:
A. differential exposure situations.
B. zero acquaintance situations.
C. locus of control situations.
D. ethnocentric situations.
E. uncertainty avoidance situations.
Extraversion is the easiest to judge in zero acquaintance situations.

Topic: Extraversion
58. (p. 302) Extraverted people prioritize:

A. status striving.
B. communion striving.
D. power striving.
E. attainment striving.
Status striving reflects a strong desire to obtain power and influence within a social structure
as a means of expressing personality.

Topic: Extraversion
9-52
59. (p. 302) _____ reflects a strong desire to obtain power and influence within a social structure
as a means of expressing personality.
A. Power striving
B. Status striving
C. Attainment striving
D. Accomplishment striving
E. Effort striving
Extraverted people prioritize status striving.

Topic: Extraversion
60. (p. 302) Regina cares a lot about being successful and influential and always directs her work
efforts towards "moving up" and developing a strong reputation. Regina can be described as
which of these, according to the Big Five?
A. Neurotic
B. Agreeable
C. Extraverted
D. Conscientious
E. Conflict-oriented

Topic: Extraversion
9-53
61. (p. 302) People tend to view _____, who are more energetic and outgoing, as more "leader
like."
A. neurotics
B. intellectuals
C. extraverts
D. conscientious individuals
E. agreeable individuals

Topic: Extraversion
62. (p. 302) Extraverted people tend to be high in:

A. neuroticism.
B. agreeableness.
C. status striving.
D. conflict avoidance.
E. positive affectivity.
Positive affectivity is a dispositional tendency to experience pleasant, engaging moods such as

enthusiasm, excitement, and elation.

Topic: Extraversion
9-54
63. (p. 302) A dispositional tendency to experience pleasant, engaging moods such as
enthusiasm, excitement, and elations refers to:
A. neuroticism.
B. agreeableness.
C. positive affectivity.
D. conflict avoidance.
E. status striving.
Extraverted employees tend to be high in positive affectivity.

Topic: Extraversion
64. (p. 304) Emotional stability is the flip side of which of these Big Five dimension?
B. Extraversion
C. Agreeableness
E. Neuroticism

Topic: Neuroticism
9-55
65. (p. 304) If conscientiousness is the most important of the Big Five from the perspective of
job performance, _____ is the second most important.
A. neuroticism
B. extraversion
C. agreeableness
D. openness to experience
E. collectivism
Neuroticism influences the way that people deal with stressful situations.

Topic: Neuroticism
66. (p. 304) Whereas extraversion is synonymous with _____, neuroticism is synonymous with
_____.
A. individualism; collectivism
B. agreeableness; conflict avoidance
C. individualism; agreeableness
D. conflict avoidance; agreeableness
E. positive affectivity; negative affectivity
Negative affectivity is a dispositional tendency to experience unpleasant moods such as

hostility, nervousness, and annoyance and positive affectivity is a dispositional tendency to
experience pleasant, engaging moods such as enthusiasm, excitement, and elation.

Topic: Neuroticism
9-56
67. (p. 304) A dispositional tendency to experience unpleasant moods such as hostility,
nervousness, and annoyance is called:
A. zero acquaintance.
B. status striving.
D. negative affectivity.
E. differential reactivity.
Neuroticism is synonymous with negative affectivity.

Topic: Neuroticism
68. (p. 304) Neuroticism is associated with a(n) _____ to stressors, meaning that neurotic people
are more likely to appraise day-to-day situations as stressful.
A. agreeableness
B. extraversion
C. differential exposure
D. openness
E. locus of control

Topic: Neuroticism
9-57
69. (p. 304) Neuroticism is associated with _____ to stressors, meaning that neurotic people are
less likely to believe they can cope with the stressors that they experience.
A. status striving
B. locus of control
C. positive affectivity
D. a differential reactivity
E. accomplishment striving

Topic: Neuroticism
70. (p. 304) Neurotic people are much more likely to be:
A. Type Bs.
B. Type As.
C. Type Xs
D. Type Ys
E. Type Zs
Neuroticism is largely responsible for the Type A Behavior Pattern that has been shown to
affect employees' health and ability to manage stressful environments.

Topic: Neuroticism
9-58
71. (p. 304) Which of these reflect whether people attribute the causes of events to themselves or
to the external environment?
A. Differential exposure
B. Zero acquaintance
C. Ethnocentrism
D. Locus of control
E. Differential reactivity
Neurotic people tend to hold an external locus of control, meaning that they often believe that
the events that occur around them are driven by luck, chance, or fate.

Topic: Neuroticism
72. (p. 304) Neurotic people tend to hold a(n)

A. status striving.
B. type B behavior pattern.
C. external locus of control.
D. enthusiastic and upbeat mood pattern.
E. zero acquaintance.
Locus of control reflects whether people attribute the causes of events to themselves or to the
external environment.

Topic: Neuroticism
9-59
73. (p. 306) Getting ready to graduate with a degree in Management, Ramona has been heard as
saying, "Getting a good job depends mainly on being at the right place at the right time".
Ramona can be described as having a(n)
A. differential exposure.
B. Type B behavior pattern.
C. external locus of control.
D. enthusiastic and upbeat mood pattern.
E. zero acquaintance.
Neurotic people tend to hold an external locus of control, meaning that they often believe that
the events that occur around them are driven by luck, chance, or fate.

Topic: Neuroticism
74. (p. 306) What type of jobs benefit from high levels of openness to experience?
A. Jobs that are slow-moving, with very few changes required.
B. Jobs that require low levels of creativity.
C. Jobs that have more beneficial characteristics, such as autonomy and significance.
D. Jobs that are very fluid and dynamic, with rapid changes in job demands.
E. Jobs that are ordinary and do not make much of an impact.
The traits associated with openness are beneficial in some jobs but not others. As a result,
openness is not related to job performance across all occupations.

9-60
75. (p. 306) Inquisitiveness and intellectualness are alternative labels for which of these Big Five
dimension?
B. Extraversion
C. Agreeableness
E. Neuroticism
Of all the Big Five, openness to experience has the most alternative labels.

76. (p. 306) Which of the Big Five dimension is more likely to be valuable in jobs that require
high levels of creativity?
A. Neuroticism
B. Extraversion
C. Agreeableness
D. Conscientiousness
E. Openness to experience

9-61
77. (p. 307) Together with cognitive ability, _____ is a key driver of creative thought, as smart
and open people excel at the style of thinking demanded by creativity.
A. conscientiousness
B. extraversion
C. agreeableness
D. openness to experience
E. neuroticism
Openness to experience is also more likely to be valuable in jobs that require high levels of
creative performance, where job holders need to be able to generate novel and useful ideas
and solutions.

78. (p. 309) MBTI evaluates individuals on the basis of all of these types of preferences except:
A. judging versus perceiving.
B. sensing versus intuition.
C. extraversion versus introversion.
D. thinking versus feeling.
E. short-term versus long-term orientation.
A study by Geert Hofstede, added another dimension to the taxonomy: short-term vs. long-
term orientation.

9-62
79. (p. 309) Gunther is a very private person. He gets energized by private time and reflection
opportunities. Gunther can be described as having a(n) _____ preference, according to the
MBTI taxonomy.
A. perceiving
B. sensing
C. introversion
D. feeling
E. long-term orientation
Introversion is being energized by private time and reflection.

80. (p. 309) In making decision, Ron and Samantha have different preferences. Ron prefers clear
and concrete facts and data whereas Samantha prefers hunches and speculations based on
theory and imaginations. According to the MBTI, Ron can be described as a(n) _____ type,
whereas Samantha can be described as a(n) _____ type.
A. sensing; intuition
B. perceiving; judging
C. short-term; long-term
D. feeling; thinking
E. extraversion; introversion
Sensing is preferring clear and concrete facts and data and intuition is preferring hunches and
speculations based on theory and imagination.

9-63
81. (p. 309) If Clark approaches all his decisions with logic and critical analysis, according to
MBTI, he is likely going to be described as a(n) _____ type.
A. perceiving
B. thinking
C. extraversion
D. feeling
E. judging
Thinking is approaching decisions with logic and critical analysis.

82. (p. 309) Approaching tasks by planning and setting goals describes a(n) _____ type,
according to the MBTI.
A. perceiving
B. introversion
C. extraversion
D. feeling
E. judging
Judging is approaching tasks by planning and setting goals.

9-64
83. (p. 309) The most appropriate use of the MBTI is:
A. in predicting job satisfaction.
B. in a team-building context.
C. as a hiring and selection tool.
D. in predicting the motivation of employees.
E. in forecasting the performance of employees across jobs.
The most appropriate use of the MBTI is in a team-building context, to help different
members understand their varying approaches to accomplishing tasks.

84. (p. 309) _____ are expressions of personality that influence behavior through preferences for
certain environments and activities.
A. Values
B. Beliefs
C. Tests
D. Interests
E. Ethics
Interests reflect stable and enduring likes and dislikes that can explain why people are drawn
toward some careers and away from others.

9-65
85. (p. 309) Sara enjoys practical, hands-on, real-world tasks and tends to be frank, determined,
and rugged. Sara can be described as which of these personality type, according to the
RIASEC model?
A. Enterprising
B. Realistic
C. Artistic
D. Conventional
E. Investigative
Realistic people enjoy practical, hands-on, real-world tasks. They tend to be frank, practical,
determined, and rugged.

86. (p. 309) According to the RIASEC model, if you enjoy abstract, analytical, and theory-
oriented tasks, you can be described as having which of these personality types?
A. Enterprising
B. Realistic
C. Artistic
D. Conventional
E. Investigative
Investigative people enjoy abstract, analytical, theory-oriented tasks. They tend to be

analytical, intellectual, reserved, and scholarly.

9-66
87. (p. 309) Having just learned about the RIASEC model, you have been analyzing your
roommate. You find that your roommate tends to be original, independent, impulsive,
creative, and enjoys entertaining and fascinating others using imagination. According to the
RIASEC model, you would classify him as having which of these personality types?
A. Enterprising
B. Realistic
C. Artistic
D. Conventional
E. Investigative
Artistic people enjoy entertaining and fascinating others using imagination. They tend to be
original, independent, impulsive, and creative.

88. (p. 309) Roger tends to be helpful, inspiring, informative, and empathetic. He enjoys helping,
serving, and assisting others. According to the RIASEC model, Roger would be classified as
having which of these personality types?
A. Enterprising
B. Social
C. Artistic
D. Conventional
E. Investigative
Social people enjoy helping, serving, or assisting others. They tend to be helpful, inspiring,
informative, and empathic.

9-67
89. (p. 309) Abbey has always been a very competitive individual. She enjoys persuading and
leading others. She also tends to be a high risk taker and a very energetic and ambitious
person. According to the RIASEC model, Abbey would be classified as having which of these
personality types?
A. Enterprising
B. Social
C. Artistic
D. Conventional
E. Investigative
Enterprising people enjoy persuading, leading, or outperforming others. They tend to be

energetic, sociable, ambitious, and risk-taking.

90. (p. 309) If you tend to be careful, conservative, self-controlled, and structured, according to
the RIASEC model, you would be classified as having which of these personality types?
A. Enterprising
B. Social
C. Artistic
D. Conventional
E. Investigative
Conventional: Enjoy organizing, counting, or regulating people or things. Tend to be careful,

conservative, self-controlled, and structured.

9-68
91. (p. 311) Which of these is not one of Hofstede's dimensions of cultural values?
A. Power distance
B. Masculinity-femininity
C. Individualism-collectivism
D. Uncertainty avoidance
E. Extraversion-introversion
Extraversion-introversion is a preference of the Myers-Briggs Type Indicator.

92. (p. 312) According to Hofstede's dimensions of cultural values, citizens of the United States
tend to be all of these except:
A. high on individualism.
B. high on uncertainty avoidance.
C. high on masculinity.
D. low on power distance.
E. high on short-term orientation.
According to Hofstede's dimensions of cultural values, citizens of the United States tend to be
high on individualism, masculinity, and short-term orientation and low on power distance.

9-69
93. (p. 313) A propensity to view one's own cultural values as "right" and those of other cultures
as "wrong" refers to which of these?
A. Ethnocentrism
B. Neuroticism
C. Extraversion
D. Zero acquaintance
E. Short-term orientation
Failing to understand cultural variations compromise the effectiveness of multinational groups

and organizations. Such problems are particularly likely if employees are high in
ethnocentrism.

94. (p. 312) If a culture values aspects such as caring for others and about quality of life,
according to Hofstede's dimensions of cultural values, it would be classified as high on which
of these?
A. Collectivism
B. Uncertainty avoidance
C. Femininity
D. Power distance
The culture values stereotypically female traits such as caring for others and caring about
quality of life, this is known as femininity. Refer Table 9-3.

9-70
95. (p. 312) According to Hofstede's dimensions of cultural values, if a culture values aspects
such as assertiveness and the acquisition of money and things, it would be classified as high
on which of the following?
A. Collectivism
B. Uncertainty avoidance
C. Masculinity
D. Power distance
The culture values stereotypically male traits such as assertiveness and the acquisition of
money and things, this is known as masculinity.

96. (p. 312) Chinese culture is a tight social framework in which people take care of the
members of a broader in-group and act loyal to it. Given this criterion, the Chinese culture,
according to Hofstede's dimensions, can be described as which of these?
A. High on collectivism
B. High on uncertainty avoidance
C. High on masculinity
D. Low on power distance
E. High on short-term orientation
When the culture is a tight social framework in which people take care of the members of a
broader in-group and act loyal to it, it is said to be high on collectivism. Refer Table 9-3.

9-71
97. (p. 312) A culture low on _____ tolerates ambiguous situations and values unusual ideas and
behaviors.
A. collectivism
B. power distance
C. masculinity
D. uncertainty avoidance
E. short-term orientation
When a culture tolerates uncertain and ambiguous situations and values unusual ideas and
behaviors, it is said to be low on uncertainty avoidance. Refer Table 9-3.

98. (p. 312) A culture high on _____ accepts the fact that power is usually distributed unequally
within organizations.
A. collectivism
B. uncertainty avoidance
C. masculinity
D. power distance
When a culture accepts the fact that power is usually distributed unequally within
organizations, it said to be high on power distance. Refer Table 9-3.

9-72
99. (p. 312) A culture high on _____ feels threatened by uncertain and ambiguous situations and
relies on formal rules to create stability.
A. collectivism
B. power distance
C. masculinity
D. uncertainty avoidance
When a culture feels threatened by uncertain and ambiguous situations and relies on formal
rules to create stability, it is said to be high on uncertainty avoidance. Refer Table 9-3.

100. (p. 312) According to Hofstede's dimensions of cultural values, when a culture stresses
values such as persistence, prudence, and thrift, it can be said that the culture is high on:
A. collectivism.
B. power distance.
C. masculinity.
D. uncertainty avoidance.
E. long-term orientation.
When a culture stresses values that are more future-oriented, such as persistence, prudence,
and thrift, it is known as long term orientation. Refer Table 9-3.

9-73
101. (p. 312) According to Hofstede's dimensions of cultural values, when a culture stresses
values that are more past and present oriented, such as respect for tradition and fulfilling
obligations, it is high on:
A. collectivism.
B. power distance.
C. masculinity.
D. uncertainty avoidance.
E. short-term orientation.
When a culture stresses values that are more past- and present-oriented, such as respect for
tradition and fulfilling obligations, it is said to be high on short-term orientation. Refer Table
9-3.

102. (p. 316) _____ is a key driver of typical performance, whereas an employee's _____ is a
key driver of maximum performance.
A. Neuroticism; openness
B. Conscientiousness; ability
C. Extraversion; neuroticism
D. Uncertainty avoidance; short-term orientation
E. Agreeableness; openness
Typical performance reflects performance in the routine conditions that surround daily job
tasks. Maximum performance reflects performance in brief, special circumstances that
demand a person's best effort.

9-74
103. (p. 317) The principle of _____ suggests that "strong situations" have clear behavioral
expectations, incentives, or instructions that make differences between individuals less
important, whereas "weak situations" lack those cues.
A. situation awareness
B. situational strength
C. situational prevention
D. situational ethics
E. situation specificity
Personality variables tend to be more significant drivers of behavior in weak situations than in
strong situations.

104. (p. 316) Conscientiousness has _____ effect on performance and commitment.
A. a moderate negative
B. a strong positive
C. a weak negative
D. a moderate positive
E. a weak positive
Conscientious employees have higher levels of task performance. Conscientious employees

have higher levels of affective commitment and higher levels of normative commitment.
Refer Figure 9-8.

9-75
105. (p. 316) Conscientiousness has _____ effect continuance commitment.

A. no
B. a strong positive
C. a weak negative
D. a moderate positive
E. a weak positive
Conscientiousness has no effect on continuance commitment. Refer Figure 9-8.

106. (p. 318) To assess personality, most of the companies are relying on which of these?
A. Telephone interviews
B. Background checks
C. Paper-and-pencil personality tests
D. Personal interviews
E. Personal references
Rather than using interviews to assess personality, more and more companies are relying on
paper-and-pencil "personality tests".

9-76
107. (p. 319) Which of these ask applicants about their attitudes toward dishonesty, beliefs about
the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire
to punish dishonesty, and confessions of past dishonesty?
A. Clear purpose tests
B. Differential reactivity
C. Positive affectivity
D. Veiled purpose tests
E. Big Five Inventory
Clear purpose test is a type of integrity test.

108. (p. 318) _____ assess more general personality traits that are associated with dishonest
acts.
A. Clear purpose tests
B. Differential reactivity
C. Positive affectivity
D. Veiled purpose tests
E. Aptitude inventories
Veiled purpose tests do not reference dishonesty explicitly.

9-77
109. (p. 319) All of the following are sample items for veiled tests except:
A. planning things carefully ahead of time.
B. acting quickly without stopping to think things through.
C. never hurting anyone's feelings.
D. taking money from where you worked, but did not go through with it.
E. having a feeling someone is out to get you.
Option D is usually used as a question in clear purpose integrity tests.

110. (p. 320) Exaggerating your responses to a personality test in a socially desirable fashion is
called
A. ethnocentrism.
B. faking.
C. neuroticism.
D. creativity.
E. negative affectivity.
Everyone fakes to some degree.

9-78
Scenario: Express Services, Inc. (ESI)

Tom and Marty are managers at Express Services, an appliance service company. The
company has advertised for a field manager position. Tom and Marty are evaluating various
applications they have received for this position. For the first candidate, Tom reads part of a
reference letter out loud, "¼The best way I can describe Susan is that she is curious,
imaginative, creative, and quite sophisticated. She should be an asset to your company".
Marty says here is a good one for Allen. His reference says Allen is a dependable, organized,
reliable, ambitious, and hard working person. Tom remarks that if want to hire a talkative,
sociable, and assertive individual, we should look at Mary's application. Marty immediately
comments, you know Tom, this is a type of position where we should really try to get
someone who is cooperative, sympathetic, helpful, courteous, and warm to our customers.
111. (p. 300-302) If ESI hires an individual who fits the characteristics of agreeable on the Big
Five dimensions, it can be beneficial in the field manager's position.
TRUE

9-79
Multiple Choice Questions
112. (p. 300) Allen, according to the Big Five taxonomy, can best be described as which of
these?
B. Extraversion
C. Agreeableness
E. Neuroticism

persevering.

9-80
113. (p. 306) According to the Big Five taxonomy, the traits describing Susan can be classified
as which of these?
B. Extraversion
C. Agreeableness
E. Neuroticism

114. (p. 302) Mary can be described as which of these?

A. Conscientious
B. Extraverted
C. Agreeable
D. Open
E. Neurotic

Topic: Extraversion
9-81
115. (p. 300) Marty believes that ESI should hire someone who is:
A. conscientious.
B. extraverted.
C. agreeable.
D. open.
E. neurotic.

Scenario: Jet Express International (JEI)

Jet Express International, headquartered in the United States, is an international company that
provides private jet service in 31 countries. Managers from different countries come together
for annual meeting every January. At this year's meeting, the executive team has decided to
utilize the MBTI and the RIASEC model taxonomies to help people understand their varying
approaches to accomplishing tasks and where they stand compared to other to improve the
cross-cultural understandings.
Two managers were introduced to the group with the following information. Sara (from the
United States) can be described as someone who prefers clear and concrete facts and data and
she approaches decisions with logic and critical analysis. Sara tends to be frank, practical, and
determined and she enjoys hands-on real world tasks. Yan (from China) can be described as
an individual who gets energized by private time, opportunity for reflections and she prefers
to have flexibility and spontaneity when performing tasks. Yan enjoys organizing and
regulating people and things, and she tends to be careful, conservative, self-controlled, and
structured.
9-82
116. (p. 309) Sara, according to the MBTI can be described as a(n):
A. ST
B. EJ
C. IT
D. FP
E. IP
A person with an SJ orientation would have a preference for Sensing and Judging.

117. (p. 309) Yan, according to the MBTI can be described as a(n):
A. ST
B. EJ
C. IT
D. FP
E. IP
The preference type of an IP is: Introversion (being energized by private time and reflection)
and Perceiving (preferring to have flexibility and spontaneity when performing tasks).

9-83
118. (p. 309) According to the RIASEC model, Sara would be classified as having which of
these personality types?
A. Enterprising
B. Realistic
C. Artistic
D. Conventional
E. Investigative
A realistic person enjoys practical, hands-on, real-world tasks. The person also tends to be
frank, practical, determined, and rugged.

119. (p. 309) According to the RIASEC model, Yan would be classified as having which of
these personality types?
A. Investigative
B. Social
C. Artistic
D. Conventional
E. Enterprising
A person who is conventional enjoys organizing, counting, or regulating people or things. The
person also tends to be careful, conservative, self-controlled, and structured.

9-84
120. (p. 312) On Hofstede's dimensions of cultural values, Sara would fall on the individualism
side whereas Yan would fall on the collectivism side.
TRUE

Essay Questions
121. (p. 294) Define personality. Identify the Big Five dimensions with at least three trait
adjectives associated with each dimension.
Personality refers to the structures and propensities inside a person that explain his or her
characteristic patterns of thought, emotion, and behavior. Please see Figure 9-1 for the trait
adjectives associated with the Big Five.

9-85
122. (p. 295-308) Describe each of the five dimensions of Big Five. Which dimension has the
biggest influence on job performance? Explain.

persevering. Conscientious employees prioritize accomplishment striving. They have a built-
in desire to finish work tasks, channel a high proportion of their efforts towards those tasks,
and work harder and longer on task assignments.
Agreeable people are warm, kind, cooperative, sympathetic, helpful, and courteous. They
prioritize communion striving. They focus on "getting along" and not necessarily on "getting
ahead". Agreeableness is not related to performance across all jobs and occupations.
Extraverted people are talkative, sociable, passionate, assertive, bold, and dominant. Of the
Big Five, extraversion is the easiest to judge in zero acquaintance situations. Like
agreeableness, extraversion is not related to performance across all jobs and occupations.
Extraverts prioritize status striving. They care a lot about being successful and influential and
direct their work efforts toward "moving up" and developing a strong reputation.
Neurotic people are nervous, moody, emotional, insecure, and jealous. Whereas extraversion
is synonymous with positive affectivity, neuroticism is synonymous with negative affectivity.
Neurotic individuals experience lower levels of job satisfaction.
Openness to experience is the final dimension of the Big Five. Open people are curious,
imaginative, creative, complex, refined, and sophisticated. This dimension is also referred to
as the inquisitiveness or intellectualness or culture. This dimension is not related to
performance across all jobs and occupations. This dimension is more likely to be valuable in
jobs that require creativity.
Conscientiousness is the most important dimension and has the most influence on the job
performance. It has a moderate positive effect on both performance and commitment. Please
see Figure 9-8.

9-86
123. (p. 302-304) Compare and contrast extraversion and neuroticism.
Both extraversion and neuroticism are dimensions of the Big Five.

Extraverted people are talkative, sociable, passionate, assertive, bold, and dominant. Of the
Big Five, extraversion is the easiest to judge in zero acquaintance situations. Extraversion is
not related to performance across all jobs and occupations. Extraverts prioritize status
striving. They care a lot about being successful and influential and direct their work efforts
toward "moving up" and developing a strong reputation. Extraverted employees tend to be
high in positive affectivity - a dispositional tendency to experience pleasant, engaging moods
such as enthusiasm, excitement, and elation. They tend to be more satisfied with their jobs.
Neurotic people are nervous, moody, emotional, insecure, and jealous. Whereas extraversion
is synonymous with positive affectivity, neuroticism is synonymous with negative affectivity
- a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and
annoyance. Neurotic individuals experience lower levels of job satisfaction and life
satisfaction.

Bloom's Taxonomy: Analysis
124. (p. 304-306) Define locus of control. Differentiate between the external and internal locus of
control beliefs.
Locus of control reflects whether people attribute the causes of events to themselves (internal
locus of control) or to the external environment (external locus of control). Neurotic people
tend to hold an external locus of control, meaning that they often believe that the events that
occur around them are driven by luck, chance, or fate. Less neurotic people tend to hold an
internal locus of control, meaning that they believe that their own behavior dictates events.
Please see Table 9-2 for differentiation of beliefs between internal and external locus of
controls.

Topic: Neuroticism
9-87
125. (p. 309) Describe the Myers-Briggs Type Indicator (MBTI). Explain how this taxonomy
might be used by an organization.
The MBTI evaluates individuals on the basis of four types of preferences:

extraversion versus introversion
sensing versus intuition
thinking versus feeling
judging versus perceiving
The MBTI categorizes people into one of 16 different types on the basis of their preferences.
The most appropriate use of the MBTI is in a team-building context, to help different
members understand their varying approaches to accomplishing tasks.

126. (p. 309-310) Describe the personality types from Holland's RIASEC model.
Holland's RAISEC model suggests that interests can be summarized by six different
personality types:
Realistic
Investigative
Artistic
Social
Enterprising
Conventional

9-88
127. (p. 311-312) Briefly describe each of Hofstede's dimensions of cultural values. Provide a
country example for each dimension.
Hofstede's research showed that employees working in different countries tended to prioritize
different values, and those values clustered into several distinct dimensions. Those
dimensions include individualism-collectivism, power distance, uncertainty avoidance, and
masculinity-femininity. A subsequent study added a fifth dimension to the taxonomy: short-
term vs. long-term orientation. Please see Table 9-3 in the text.

128. (p. 314-315) Based on the taxonomies discussed in the text, provide a visual model that
describes what employees are like.
Please see Figure 9-7 in the text.

Topic: Summary: How Can We Describe What Employees Are Like?
129. (p. 317-319) Should organizations utilize personality tests in their hiring? Explain.
Interviewers are unable to gauge the two important dimensions influencing job performance:
conscientiousness and neuroticism. Rather than using interviews to assess personality, more
and more companies are relying on paper-and-pencil personality tests. Approximately one-
third of the Fortune 1,000 firms are using or planning to use some form of personality testing.
Integrity or honesty tests, a subset of personality tests, are also utilized by organization and
research shows that they do work. Student opinions will vary.

Bloom's Taxonomy: Analysis
9-89

Chapter 09 Personality and Cultural Values: Answer Key

Caricato da

Informazioni sul documento

Titolo originale

Copyright

Formati disponibili

Condividi questo documento

Condividi o incorpora il documento

Opzioni di condivisione

Hai trovato utile questo documento?

Questo contenuto è inappropriato?

Copyright:

Formati disponibili

Chapter 09 Personality and Cultural Values: Answer Key

Caricato da

Copyright:

Formati disponibili

Chapter 09 - Personality and Cultural Values

Chapter 09 Personality and Cultural Values Answer Key

True / False Questions

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

8. (p. 300) Agreeable people prioritize accomplishment striving.

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

10. (p. 306) Agreeableness is related to performance across all occupations.

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

12. (p. 302) Extraverts tend to be unhappy with their jobs.

AACSB Standard: Business Knowledge and Analytic Skills

13. (p. 302) Extraverted employees have low positive affectivity.

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Multicultural/Diversity Understanding

AACSB Standard: Multicultural/Diversity Understanding

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

28. (p. 319) Integrity tests are a subset of personality tests.

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

Multiple Choice Questions

AACSB Standard: Business Knowledge and Analytic Skills

32. (p. 295) Personality is a collection of `multiple:

Traits are defined as recurring regularities or trends in people's responses to their

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills

Traits are defined as recurring regularities or trends in people's responses to their

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills

Conscientious people are dependable, organized, reliable, ambitious, hardworking, and

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

Neurotic people are nervous, moody, emotional, insecure, and jealous.

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Business Knowledge and Analytic Skills

Conscientious people are dependable, organized, reliable, ambitious, hardworking, and

AACSB Standard: Business Knowledge and Analytic Skills

Neurotic people are nervous, moody, emotional, insecure, and jealous.

AACSB Standard: Business Knowledge and Analytic Skills

AACSB Standard: Business Knowledge and Analytic Skills