Understanding and Managing Organizational Behavior, 6e (George/Jone
Chapter 5 Learning and Creativity
Study online at https://quizlet.com/_2orva9
1. ) Learning involves a temporary change in knowledge.: : FALSE
2. ) Rodney Lewis, a medical student, has watched over hours of videotaped
heart operations. As a result, he has detailed knowledge of heart surgery
that he did not have before. Rodney has never performed the operation, but
learning has taken place.: : TRUE
3. ) One of the ways in which people learn is through the consequences they
receive for their behaviors and actions.: : TRUE
4. ) Psychologist B. F. Skinner was fascinated by how much the power of luck
influenced behavior.: : FALSE
5. ) B. F. Skinner's operant conditioning approach describes how learning
takes place through consequences.: : TRUE
6. ) Operant conditioning is learning that takes place when the learner recog-
nizes the connection between a behavior and its consequences.: : TRUE
7. ) Antecedents help employees distinguish between desirable and undesir-
able behaviors and their consequences.: : TRUE
8. ) The first step in the use of reinforcement is to identify desired behaviors
that the organization wants to encourage or reinforce.: : TRUE
9. ) In operant conditioning, reinforcement is of two types: internal and exter-
nal.: : FALSE
10. ) In order to facilitate the learning of desired behaviors via positive rein-
forcement, managers must first determine the negative consequences feared
by a given employee.: : FALSE
Explanation: Managers can use positive reinforcement to facilitate the learning of
desired behaviors if they determine the consequences a given employee considers
positive.
11. ) Specific rewards are positive reinforcers for a given employee if he or she
is willing to perform desired behaviors to get them.: : TRUE
12. ) Negative reinforcement increases the probability that a desired behavior
will occur by removing a negative consequence when an employee performs
the desired behavior.: : TRUE
13. ) The negative consequence of an undesired behavior is called a negative
reinforcer.: : FALSE
14. ) In general, positive reinforcement is better than negative reinforcement
for employees, managers, and the organization.: : TRUE
15. ) Negative reinforcement often has unintended side effects and makes for
an unpleasant work environment.: : TRUE
16. ) When certain behaviors receive extensive reinforcement and others do
not, employees tend to focus on the former and ignore the latter.: : TRUE
, Understanding and Managing Organizational Behavior, 6e (George/Jone
Chapter 5 Learning and Creativity
Study online at https://quizlet.com/_2orva9
17. ) If reinforcement is curtailed, partially reinforced behaviors will taper off
more quickly than continuously reinforced behaviors.: : FALSE
18. ) Continuous reinforcement can result in faster learning than partial rein-
forcement.: : TRUE
19. ) With a fixed-ratio schedule, the time between each instance of reinforce-
ment is fixed or set.: : FALSE
20. ) Employees who are paid:
21. for every four coats they sew are being reinforced on a variable-ratio
schedule.: : FALSE
22. ) The specific type of schedule chosen is not as important as the fact that
reinforcement is based on the performance of desired behaviors.: : TRUE
23. ) The reinforcement of successive and closer approximations to a desired
behavior is known as shaping.: : TRUE
24. ) Shaping should not be used when it is unlikely that employees will be
able to perform the desired behaviors all at once.: : FALSE
25. ) Operant conditioning is the lessening of undesired behavior by removing
the source of reinforcement.: : FALSE
26. ) If managers wish to lessen the probability that an undesired behavior will
occur, they need to first determine what is currently reinforcing the behavior
and then remove the source of reinforcement.: : TRUE
27. ) Negative reinforcement reduces the probability of an undesired behav-
ior.: : FALSE
28. ) When punishment is used, managers need to be very careful that while
eliminating the undesired behavior, they do not create excessive hostility or
negative feelings.: : TRUE
29. ) Punishment increases the probability of desired behavior.: : FALSE
30. ) Negative reinforcement increases the probability of desired behavior.: :
TRUE
31. ) Managers should punish employees publicly to serve as a warning to
others.: : FALSE
32. ) OB MOD can be used to encourage the learning of desired organizational
behaviors as well as to discourage undesired behaviors.: : TRUE
33. ) OB MOD is the systematic application of the principles of operant condi-
tioning for learning desired behaviors.: : TRUE
34. ) OB MOD can only be used effectively in a narrow range of service
industries.: : FALSE
35. ) OB MOD should be used to encourage subjective, abstract behaviors that
are difficult to measure.: : FALSE
, Understanding and Managing Organizational Behavior, 6e (George/Jone
Chapter 5 Learning and Creativity
Study online at https://quizlet.com/_2orva9
36. ) Opponents of OB Mod complain that it robs employees of their dignity,
freedom of choice, and individuality.: : TRUE
37. ) According to social cognitive theory, thoughts, feelings, and the social
environment influence learning.: : TRUE
38. ) According to social cognitive theory, employees actively process infor-
mation from the social environment and those around them when they learn.: :
TRUE
39. ) When you model the study habits you observed in a classmate, who is
earning A's in the course, you are engaging in vicarious learning.: : TRUE
40. ) Vicarious learning accounts for a substantial amount of learning in
organizations.: : TRUE
41. ) Learning vicariously involves trial and error.: : FALSE
42. ) Social cognitive theory acknowledges that people can learn by using
self-control, that is, through the mastery of their feelings and emotions.: :
FALSE
43. ) The performance of low-probability behavior distinguishes individuals
who are exhibiting self-control from those engaging in activities they enjoy.: :
TRUE
44. ) Self-reinforcers are any consequences or rewards that individuals give to
themselves.: : TRUE
45. ) Self-efficacy is a person's belief about his or her ability to perform a
particular behavior successfully.: : TRUE
46. ) Self-efficacy has little influence on the activities and goals that individu-
als pursue.: : FALSE
47. ) Employees with low self-efficacy who think they are unlikely to learn a
difficult task are MOST likely to give up as soon as an obstacle appears or the
going gets a little tough.: : TRUE
48. ) Individuals learn and perform at levels consistent with their self-efficacy
beliefs.: : TRUE
49. ) Self-efficacy does not affect the level of persistence with which a person
tries to master new and difficult tasks.: : FALSE
50. ) Small successes boost self-efficacy and enable more substantial accom-
plishments in the future.: : TRUE
51. ) There is no relationship between self-efficacy and vicarious experience.: :
FALSE
52. ) Experiential learning is essentially a vicarious event.: : FALSE
53. ) Innovation is the generation of novel and useful ideas.: : FALSE
Chapter 5 Learning and Creativity
Study online at https://quizlet.com/_2orva9
1. ) Learning involves a temporary change in knowledge.: : FALSE
2. ) Rodney Lewis, a medical student, has watched over hours of videotaped
heart operations. As a result, he has detailed knowledge of heart surgery
that he did not have before. Rodney has never performed the operation, but
learning has taken place.: : TRUE
3. ) One of the ways in which people learn is through the consequences they
receive for their behaviors and actions.: : TRUE
4. ) Psychologist B. F. Skinner was fascinated by how much the power of luck
influenced behavior.: : FALSE
5. ) B. F. Skinner's operant conditioning approach describes how learning
takes place through consequences.: : TRUE
6. ) Operant conditioning is learning that takes place when the learner recog-
nizes the connection between a behavior and its consequences.: : TRUE
7. ) Antecedents help employees distinguish between desirable and undesir-
able behaviors and their consequences.: : TRUE
8. ) The first step in the use of reinforcement is to identify desired behaviors
that the organization wants to encourage or reinforce.: : TRUE
9. ) In operant conditioning, reinforcement is of two types: internal and exter-
nal.: : FALSE
10. ) In order to facilitate the learning of desired behaviors via positive rein-
forcement, managers must first determine the negative consequences feared
by a given employee.: : FALSE
Explanation: Managers can use positive reinforcement to facilitate the learning of
desired behaviors if they determine the consequences a given employee considers
positive.
11. ) Specific rewards are positive reinforcers for a given employee if he or she
is willing to perform desired behaviors to get them.: : TRUE
12. ) Negative reinforcement increases the probability that a desired behavior
will occur by removing a negative consequence when an employee performs
the desired behavior.: : TRUE
13. ) The negative consequence of an undesired behavior is called a negative
reinforcer.: : FALSE
14. ) In general, positive reinforcement is better than negative reinforcement
for employees, managers, and the organization.: : TRUE
15. ) Negative reinforcement often has unintended side effects and makes for
an unpleasant work environment.: : TRUE
16. ) When certain behaviors receive extensive reinforcement and others do
not, employees tend to focus on the former and ignore the latter.: : TRUE
, Understanding and Managing Organizational Behavior, 6e (George/Jone
Chapter 5 Learning and Creativity
Study online at https://quizlet.com/_2orva9
17. ) If reinforcement is curtailed, partially reinforced behaviors will taper off
more quickly than continuously reinforced behaviors.: : FALSE
18. ) Continuous reinforcement can result in faster learning than partial rein-
forcement.: : TRUE
19. ) With a fixed-ratio schedule, the time between each instance of reinforce-
ment is fixed or set.: : FALSE
20. ) Employees who are paid:
21. for every four coats they sew are being reinforced on a variable-ratio
schedule.: : FALSE
22. ) The specific type of schedule chosen is not as important as the fact that
reinforcement is based on the performance of desired behaviors.: : TRUE
23. ) The reinforcement of successive and closer approximations to a desired
behavior is known as shaping.: : TRUE
24. ) Shaping should not be used when it is unlikely that employees will be
able to perform the desired behaviors all at once.: : FALSE
25. ) Operant conditioning is the lessening of undesired behavior by removing
the source of reinforcement.: : FALSE
26. ) If managers wish to lessen the probability that an undesired behavior will
occur, they need to first determine what is currently reinforcing the behavior
and then remove the source of reinforcement.: : TRUE
27. ) Negative reinforcement reduces the probability of an undesired behav-
ior.: : FALSE
28. ) When punishment is used, managers need to be very careful that while
eliminating the undesired behavior, they do not create excessive hostility or
negative feelings.: : TRUE
29. ) Punishment increases the probability of desired behavior.: : FALSE
30. ) Negative reinforcement increases the probability of desired behavior.: :
TRUE
31. ) Managers should punish employees publicly to serve as a warning to
others.: : FALSE
32. ) OB MOD can be used to encourage the learning of desired organizational
behaviors as well as to discourage undesired behaviors.: : TRUE
33. ) OB MOD is the systematic application of the principles of operant condi-
tioning for learning desired behaviors.: : TRUE
34. ) OB MOD can only be used effectively in a narrow range of service
industries.: : FALSE
35. ) OB MOD should be used to encourage subjective, abstract behaviors that
are difficult to measure.: : FALSE
, Understanding and Managing Organizational Behavior, 6e (George/Jone
Chapter 5 Learning and Creativity
Study online at https://quizlet.com/_2orva9
36. ) Opponents of OB Mod complain that it robs employees of their dignity,
freedom of choice, and individuality.: : TRUE
37. ) According to social cognitive theory, thoughts, feelings, and the social
environment influence learning.: : TRUE
38. ) According to social cognitive theory, employees actively process infor-
mation from the social environment and those around them when they learn.: :
TRUE
39. ) When you model the study habits you observed in a classmate, who is
earning A's in the course, you are engaging in vicarious learning.: : TRUE
40. ) Vicarious learning accounts for a substantial amount of learning in
organizations.: : TRUE
41. ) Learning vicariously involves trial and error.: : FALSE
42. ) Social cognitive theory acknowledges that people can learn by using
self-control, that is, through the mastery of their feelings and emotions.: :
FALSE
43. ) The performance of low-probability behavior distinguishes individuals
who are exhibiting self-control from those engaging in activities they enjoy.: :
TRUE
44. ) Self-reinforcers are any consequences or rewards that individuals give to
themselves.: : TRUE
45. ) Self-efficacy is a person's belief about his or her ability to perform a
particular behavior successfully.: : TRUE
46. ) Self-efficacy has little influence on the activities and goals that individu-
als pursue.: : FALSE
47. ) Employees with low self-efficacy who think they are unlikely to learn a
difficult task are MOST likely to give up as soon as an obstacle appears or the
going gets a little tough.: : TRUE
48. ) Individuals learn and perform at levels consistent with their self-efficacy
beliefs.: : TRUE
49. ) Self-efficacy does not affect the level of persistence with which a person
tries to master new and difficult tasks.: : FALSE
50. ) Small successes boost self-efficacy and enable more substantial accom-
plishments in the future.: : TRUE
51. ) There is no relationship between self-efficacy and vicarious experience.: :
FALSE
52. ) Experiential learning is essentially a vicarious event.: : FALSE
53. ) Innovation is the generation of novel and useful ideas.: : FALSE
