Harrison was glancing over the list of runners who finished the Boston Marathon and the names of the two runners from his hometown of Richmond

Gabrielle is a high _________ _________. She can walk into a meeting and quickly identify the mood and the key interactions between attendees and adapt her behavior accordingly.

(self-monitor)

130. Raul is highly respected by his colleagues. When there is a problem, he quickly takes the initiative to find a solution and tries to remove all barriers to success. Raul has a _____________ personality.

(proactive)

131. “I won’t get this job either. I’ve been on twenty interviews already and I haven’t received one callback. I don’t think I’ll ever get a job. I’m such a failure,” says the graduating college senior. The student is exhibiting low ______ ________.

(self-esteem)

132. People with high ____________set higher goals for themselves.

(self-efficacy)

133. The basketball coach says, “This team has to control its own destiny. You cannot be looking to other teams to lose so you can get into the play-offs. Only we can get ourselves into the tournament. We have to take care of our own house.” The coach likely has ______________________.

(internal locus of control)

134. When people believe that things that happen to them happen because of luck, other people or a higher being, they are classified as high in _________ ___________ ____ ___________.

(external locus of control)

135. _______________ could be a serious problem when using personality tests in employee selection because it can change the rank ordering of candidates.

(Faking)

136. Harrison was glancing over the list of runners who finished the Boston Marathon and the names of the two runners from his hometown of Richmond, Virginia “jumped” out at him. The phenomenon is an example of the process of ______________.

(selective perception)

137. You are asked to predict how quickly you will run a mile track. You run on a regular basis to stay in shape. You say you will run the track in five minutes. It takes you eight minutes. Your prediction was an example of ___________ __________ bias.

(self-enhancement)

138. The assumption that whatever quirks we have are shared by many other people is ____________ __________ ___________.

(false consensus error)

139. You are a manager who believes that all young employees “goof off at work.” You therefore limit the number of assignments you give to your young employees. Lately you have noticed that the young employees in your department are texting on their cell phones, playing computer games and just talking to each other quite a bit. This situation is an example of a __________ ____________.

(self-fulfilling prophecy)

140. The dramatic drop in sales was discussed at the weekly company meeting. The manufacturing manager kept looking at the production-related aspects of the problem while the marketing manager concentrated on the promotional aspects. __________ ___________ explains why these two managers were focusing on their specific areas and ignoring others.

(Selective perception)

141. Since ____________ _____________ are lasting, make sure your résumé is neat in appearance and error free. When interviewing, dress appropriately and greet the interviewer with a firm handshake.

(first impressions)

142. Three key factors in understanding attribution are ___________, _____________, and ______________.

(consensus, distinctiveness, consistency)

143. Agnes failed her accounting exam and complains that the exam was too difficult. Marta just ignores her because Agnes did not study at all in the three weeks prior to the exam. Marta is making an __________ for Agnes’s failure.

(internal attribution)

144. Name and describe the two types of fit companies are interested in assessing when hiring employees, and describe the relationship between each type of fit and work behaviors.

The first type of fit is person/job fit. This is the degree to which a person’s skills, knowledge, abilities and other characteristics match the job demands. Person/organization, the second type of fit, is the degree to which a person’s values, personality, goals and other characteristics match those of the organization. When a person fits his job, there is greater satisfaction with the work environment and better job performance. Further, when there is fit between a person and the organization where he works, he tends to be more committed to his organization and remains at the firm longer. Clearly turnover is costly, so anything that helps avoid it is beneficial to a firm.