Multiple Choice (Materi Pertemuan 2)

1. Organizational culture is the set of shared, taken-for-granted implicit assumptions held by a group
that determines how the group perceives, thinks about, and reacts to its various environments.

A) True

B) False

2. Enacted values represent the explicitly stated values and norms that are preferred by an
organization.

A) True

B) False

3. A clan culture has an internal focus and values flexibility rather than stability and control.

A) True

B) False

4. Employees working in organizations with hierarchical or market-based cultures reported lower job
satisfaction and organizational commitment, but have greater intention to keep their jobs.

A) True

B) False

5. The encounter phase is the last stage in the organizational socialization process.

A) True

B) False

6. ___________ is a long term plan outlining actions needed to achieve a desired result.

A) Vision

B) Formal Statement

C) Strategic Plan

D) Cultural Change Plan

E) None of the above

7. Which of the following is an example of a psychosocial function of mentoring?

A) Sponsorship.

B) Coaching.

C) Protection.

D) Providing exposure and visibility.

E) Friendship.
8. In the __________ phase of the organizational socialization process, employees begin to learn
what the organization is really like. This phase begins when the employment contract is signed.

A) encounter

B) cultivation

C) anticipatory socialization

D) change and acquisition

E) separation

9. A __________ developmental network is composed of a few weak ties from one social system
such as an employer or professional association.

A) receptive

B) traditional

C) entrepreneurial

D) opportunistic

E) encounter

10. The __________ network is the strongest type of developmental network.

A) receptive

B) traditional

C) entrepreneurial

D) opportunistic

E) encounter

Multiple Choice (Materi Pertemuan 3)

1. Self-esteem is a belief about one's own self-worth based on an overall self-evaluation.

A) True

B) False

2. Complex, challenging and autonomous jobs tend to enhance perceived self-efficacy while boring,
tedious jobs tend to lower perceived self-efficacy.

A) True

B) False

3. Low self-monitors are sometimes criticized for being on their own planet and insensitive to others.

A) True

B) False
4. Among the Big Five personality dimensions, conscientiousness had the strongest positive
correlation with job and training performance.

A) True

B) False

5. People with proactive personalities tend to experience less individual, team, and organizational
success.

A) True

B) False

6. An internal locus of control should be tempered with ___________ so that healthy characteristics
such as self-confidence, self-esteem, and self-assessment don't turn into over-confidence,
narcissism, and stubbornness.

A) self-monitoring

B) ethnocentrism

C) humility

D) conscientiousness

E) extraversion

7. __________ occurs when organizational values or beliefs become part of one's self-identity.

A) Organizational identity

B) A congruent emotion

C) Self-esteem

D) Emotional intelligence

E) Self-efficacy

8. Regarding the Big Five personality dimensions, a person scoring high on __________ is outgoing,
talkative, sociable, and assertive.

A) extraversion

B) agreeableness

C) conscientiousness

D) emotional stability

E) openness to experience

9. _________ is a goal congruent emotion.

A) Pride

B) Anger

C) Sadness
 D) Disgust

E) Guilt

10. __________ is a goal incongruent emotion.

A) Pride

B) Love

C) Relief

D) Anger

E) Joy