Course: BUSI 240- Liberty University
Test: Quiz 2
• Question 1
2 out of 2 points
Which of the following illustrates one of the steps in the self-fulfilling
prophecy process?
Selected Answer: A supervisor assigns challenging goals to the
employee.
Response Feedback: The process begins when the supervisor forms
expectations about the employee's future behavior and performance. In
the self-fulfilling prophecy process, employees receive more emotional
support through nonverbal cues (e.g., more smiling and eye contact),
more frequent and valuable feedback and reinforcement, more
challenging goals, better training, and more opportunities to demonstrate
good performance.
• Question 2
2 out of 2 points
________ is often subtle, but it can escalate into a "good guy–bad guy"
contrast when groups engage in overt conflict with each other.
Selected Answer: Differentiation
Response Feedback: Differentiation is often subtle, but it can escalate
into a "good guy–bad guy" contrast when groups engage in overt
conflict with each other.
• Question 3
2 out of 2 points
If John takes credit for work done on time, but blames his coworkers for
his delays, his attitude is reflective of the
Selected Answer: fundamental attribution error.
, Response Feedback: The fundamental attribution error refers to our
tendency to perceive another person's actions caused mainly by internal
attributions, whereas we recognize both internal and external causes of
our own actions. In this case, John takes credit only for work done on
time and blames his coworkers for his delays.
• Question 4
2 out of 2 points
You are more likely to make a(n) ________ about someone's poor
performance if you have also observed the person performing a task
poorly in the past and have observed other employees performing the
task well.
Selected Answer: internal attribution
Response Feedback: To illustrate how these three attribution rules
operate, imagine a situation where an employee is making poor-quality
products on a particular machine. We would probably conclude that the
employee lacks skill or motivation (an internal attribution) if the
employee consistently makes poor-quality products on this machine
(high consistency), the employee makes poor-quality products on other
machines (low distinctiveness), and other employees make good-quality
products on this machine (low consensus).
• Question 5
2 out of 2 points
________ is the extent to which people like, respect, and are satisfied
with themselves.
Selected Answer: Self-esteem
Response Feedback: Self-esteem is the extent to which people like,
respect, and are satisfied with themselves.
• Question 6
2 out of 2 points
Test: Quiz 2
• Question 1
2 out of 2 points
Which of the following illustrates one of the steps in the self-fulfilling
prophecy process?
Selected Answer: A supervisor assigns challenging goals to the
employee.
Response Feedback: The process begins when the supervisor forms
expectations about the employee's future behavior and performance. In
the self-fulfilling prophecy process, employees receive more emotional
support through nonverbal cues (e.g., more smiling and eye contact),
more frequent and valuable feedback and reinforcement, more
challenging goals, better training, and more opportunities to demonstrate
good performance.
• Question 2
2 out of 2 points
________ is often subtle, but it can escalate into a "good guy–bad guy"
contrast when groups engage in overt conflict with each other.
Selected Answer: Differentiation
Response Feedback: Differentiation is often subtle, but it can escalate
into a "good guy–bad guy" contrast when groups engage in overt
conflict with each other.
• Question 3
2 out of 2 points
If John takes credit for work done on time, but blames his coworkers for
his delays, his attitude is reflective of the
Selected Answer: fundamental attribution error.
, Response Feedback: The fundamental attribution error refers to our
tendency to perceive another person's actions caused mainly by internal
attributions, whereas we recognize both internal and external causes of
our own actions. In this case, John takes credit only for work done on
time and blames his coworkers for his delays.
• Question 4
2 out of 2 points
You are more likely to make a(n) ________ about someone's poor
performance if you have also observed the person performing a task
poorly in the past and have observed other employees performing the
task well.
Selected Answer: internal attribution
Response Feedback: To illustrate how these three attribution rules
operate, imagine a situation where an employee is making poor-quality
products on a particular machine. We would probably conclude that the
employee lacks skill or motivation (an internal attribution) if the
employee consistently makes poor-quality products on this machine
(high consistency), the employee makes poor-quality products on other
machines (low distinctiveness), and other employees make good-quality
products on this machine (low consensus).
• Question 5
2 out of 2 points
________ is the extent to which people like, respect, and are satisfied
with themselves.
Selected Answer: Self-esteem
Response Feedback: Self-esteem is the extent to which people like,
respect, and are satisfied with themselves.
• Question 6
2 out of 2 points
