PSYC 321 Quiz 2: Chapters 5-8 1. Alice, a 16 year old girl, dislikes seafood right from her childhood. This enduring dislike for seafood is an attitude that she cultured from her mother. Which of the following is the attitude object in this case? 1. Alice’s mother 1. Alice 1. Seafood 1. Alice’s childhood 1. Patrick did not like the food served in a social gathering, but he ate the food to please the organizers. Which of the following is a valid conclusion that you can make from Patrick’s behavior? 1. Most of Patrick’s attitudes are positive 1. Patrick is a low self monitor 1. Most of Patrick’s attitudes are negative 1. Patrick is a high self monitor 1. Craig Naples, a European professional footballer, features in an advertisement that recommends a certain brand of soccer shoes. However, the viewers do not consider Craig’s message as expert advice. Which of the following is the reason for this? 1. Individuals lack the ability to comprehend specific messages from experts. 1. Craig featured in the advertisement for his own self interest. 1. Viewers do not take expert advices on specific products or services. 1. Footballers are not considered experts when buying soccer shoes. 1. Dennis, a salesperson, is calling on a prospective client. He has had very little associations with the client and is meeting him for the first time. Which of the following statements is true of the first impression that Dennis will make of the client? 1. The first impression is likely to destroy Dennis’s self-concept. 1. The first impression will be very inaccurate. 1. The first impression is likely to be very accurate. 1. The first impression will be against Dennis’s self-belief 1. Jeff is approached by a salesperson. The salesperson fails to make a first impression and Jeff decides in the early minutes of the sales presentation itself that he will not buy anything from the salesperson. Which of the following phenomena is observed here? 1. Central traits principle 1. Incremental effect 1. Primacy effect 1. Covariation principle 1. Margret is the sales representative of a furniture manufacturer. She calls on the purchase executive of a large firm to introduce his company’s office furniture. Which of the following is a valid observation of this situation? 1. In this case, Margret is not aiming to obtain conformity. 1. Aggression is essential to apply influence in this situation. 1. In this case, the attempt to influence is obvious. 1. Margret cannot instigate informational conformity in this situation. 1. The Congress passes bills if those bills are accepted by most of the members. This is an example of _____. 1. informational influence 1. normative conformity 1. majority influence 1. internal conformity 1. People such as your friends, parents, and teachers influence you to make decisions. The ability that others have to influence you is called their _____. 1. personal influence 1. social dissonance 1. social power 1. psychological reactance 1. People are m ...

1. PSYC 321
Quiz 2: Chapters 5-8
1. Alice, a 16 year old girl, dislikes seafood right from her
childhood. This enduring dislike for seafood is an attitude that
she cultured from her mother. Which of the following is the
attitude object in this case?
1. Alice’s mother
1. Alice
1. Seafood
1. Alice’s childhood
1. Patrick did not like the food served in a social gathering, but
he ate the food to please the organizers. Which of the following
is a valid conclusion that you can make from Patrick’s
behavior?
1. Most of Patrick’s attitudes are positive
1. Patrick is a low self monitor
1. Most of Patrick’s attitudes are negative
1. Patrick is a high self monitor
1. Craig Naples, a European professional footballer, features in
an advertisement that recommends a certain brand of soccer
shoes. However, the viewers do not consider Craig’s message as
expert advice. Which of the following is the reason for this?
1. Individuals lack the ability to comprehend specific messages
from experts.
1. Craig featured in the advertisement for his own self interest.
1. Viewers do not take expert advices on specific products or
services.
1. Footballers are not considered experts when buying soccer
shoes.

2. 1. Dennis, a salesperson, is calling on a prospective client. He
has had very little associations with the client and is meeting
him for the first time. Which of the following statements is true
of the first impression that Dennis will make of the client?
1. The first impression is likely to destroy Dennis’s self-
concept.
1. The first impression will be very inaccurate.
1. The first impression is likely to be very accurate.
1. The first impression will be against Dennis’s self-belief
1. Jeff is approached by a salesperson. The salesperson fails to
make a first impression and Jeff decides in the early minutes of
the sales presentation itself that he will not buy anything from
the salesperson. Which of the following phenomena is observed
here?
1. Central traits principle
1. Incremental effect
1. Primacy effect
1. Covariation principle
1. Margret is the sales representative of a furniture
manufacturer. She calls on the purchase executive of a large
firm to introduce his company’s office furniture. Which of the
following is a valid observation of this situation?
1. In this case, Margret is not aiming to obtain conformity.
1. Aggression is essential to apply influence in this situation.
1. In this case, the attempt to influence is obvious.
1. Margret cannot instigate informational conformity in this
situation.
1. The Congress passes bills if those bills are accepted by most
of the members. This is an example of _____.
1. informational influence
1. normative conformity
1. majority influence
1. internal conformity

3. 1. People such as your friends, parents, and teachers influence
you to make decisions. The ability that others have to influence
you is called their _____.
1. personal influence
1. social dissonance
1. social power
1. psychological reactance
1. People are more attracted to faces that are more symmetrical
in comparison to those that are less symmetrical. Which of the
following statements is a valid explanation of this occurrence?
1. Symmetrical faces are uncommon and are noticed easily.
1. Symmetrical faces create masculine looks in individuals.
1. Symmetrical faces do not appear like an average face in the
crowd.
1. Symmetrical faces are perceived to healthier than
asymmetrical faces.
1. Which of the following describes the principle of social
exchange?
1. People build relationships by exchanging services with
others.
1. Women usually marry men who have higher social status than
them.
1. People, on an average, attract partners who are similar to
them.
1. Intelligent people often partner with people who are less
intelligent.
Running head: ORIENTATION PAPER 1

4. Orientation paper
The orientation program is the process of integrating new
employees into organization
system such that they behave as if they have been in the firm for
many years. New hires need to
be welcomed into their new organization to make them feel free
with everything which is the
work of orientation program. Different firms have a unique
orientation program, but essential
components of such process include goals of the enterprise,
performance expected from such
employees in the course of achieving goals and where such
employees fit in the industry’s
organization culture (Hampel, 2011). This paper is about the
components that should make an
appropriate induction program.
Employer commitment to employees
The first stage of a good induction program is to assure newly
recruited individuals that
their company is committed towards their success. If in any
case, new employees do not feel any

5. commitment passion from their employer, chances of reduced
productivity from such workers
are high. Every job seeker wants to be assured that his new
employer is much focused on career
growth and development. It is a sense of identity to the firm and
an excellent opportunity to
make new employees feel that they are in the right place
(Wanous, 2012).
Employer commitment to the employee is shown through
connection to a goal. This
strategy involves human resource trainers teaching new recruits
that the firm is committed
towards goal attainment and such employees have a role in the
achievement of such objectives.
Second, psychological state to bind recruits to the enterprise
and connection to the job follows to
create enthusiasm and commitment from new employees
(Westwood, 2014).
ORIENTATION PAPER
2

6. Reasonable employee expectations
The second stage of an induction program is to set reasonable
expectations that employer
wants from new hires (Hampel, 2011). Unrealistic expectations
have a danger that new
individuals will be much more if less confidence since they live
in fear of failing to hit targets.
Reasonable expectations, on the other hand, help such people to
settle naturally and with ease
such that it gives them space to utilize their talents. Maximum
production cannot be achieved
with employees who are in a panic.
Unique departmental considerations
Every organization has various departments that work toward
the common goal. Each
department has its unique function and expectations. Newly
recruited individuals are highly
likely to find it difficult to understand what each department
does especially unless it is done
through induction program. Training personnel should inform
employees what each department

7. does and how they are integrated. Functions, boundaries, and
policies of each department are the
primary points of considerations that human resource personnel
makes (Lawson, 2016). It is after
this process that such employees will find it easy to interrelate
with departments since they know
what is expected from each of them (Wanous, 2012).
Access to employee handbook of labor agreement
Handbook of the labor agreement is another crucial element of
the induction program.
Labor agreement document acts as a legal contract bidder to
govern the relationship between
employer and employees (Hampel, 2011). This document is of
particular importance since it
gives assurance to employees whether they can leave the job at
will, whether they can be fired
without illegal reasons and compensation necessary in the case
of illegal firing. It, therefore,
ORIENTATION PAPER
3

8. enhances the confidence of workers especially those who are
looking for a long-term
engagement without unjustifiable firing.
For example, there are regulations prohibiting fire-at-will due
to right workplace laws
such as those of retaliation and discrimination. These provisions
must be clearly documented in
labor handbook to act as work security to newly recruited
individuals. In case such laws are
violated rules written in the engagement contract, then such a
case can be solved legally through
a court process whereby employer should compensate such
employees for their lost earnings
(Westwood, 2014).
Current organization culture and future organization culture
Organization culture is one of the crucial components of any
firm. Each firm has its way
of doing things making it necessary to introduce new employees
to such culture. Spending time
just orienting new employees to the company’s culture with a
warm welcome is highly
recommended (Hampel, 2011).

9. Training personnel should introduce the company’s value to
new hires followed with an
explanation of how they are relevant to the enterprise. It breaks
the tension of new recruits and
makes them prepared to conform to the values. Talking about
the future values is also crucial
since it helps in making it clear what such firm expects to
achieve. It acts as a natural mental
preparation to such individuals of how things are run in such
companies to avoid conflict in the
future (Lawson, 2016).
Opportunity for site tour
Among orientation program components, a full tour of the
workplace is necessary to
establish comfort and familiarity to avoid confusion. An
example of areas that should be covered
includes restrooms, kitchen, emergency and first aid supply
zones, the location of main office,
ORIENTATION PAPER
4

10. emergency exits, store room and production center(Wanous,
2012). It is only after this process
that such employees will live in the place as if they have been
there for years. The step is
particularly helpful since much of the time after orientation will
be spent either in the office or at
production centers leaving no room for such employees to
become familiar with their new
organization. It is also hard for old employees to take their time
to orient new recruits in the firm
since they might find it a waste of time. Human resource
personnel should, therefore, use this
opportunity as the most appropriate for touring the site.
Benefits Summary
Every employee would want to know what the expected salary
is and where there are
additional benefits available. Explaining benefits available
during orientation period is necessary
to satisfy the souls of such curious employees. It acts as a
motivational to new staff since they
become much aware of rewards that lay before them if they
have outstanding performance.

11. Stating rewards available also helps to avoid conflict between
the employer and employee in the
future whereby one might claim that his performance is not
rewarded appropriately. However,
benefits summary main aim is to motivate (Lawson, 2016).
Opportunity for employee feedback
The last step in orientation program is to assure new employee
that they will receive
feedback on performance or any queries. Employee feedback is
an assurance that employer is an
engaged and a listening partner (Westwood, 2014). Employees
must be assured that their
complaints or issues raised during work period will be replied
with feedback immediately. Job
performance tool should have feedback for appraisal and
compensation purposes (Lawson,
2016). If there is no an opportunity for employee feedback, then
such employees will feel
disengaged and probably working in an uncooperative
environment (Wanous, 2012).
ORIENTATION PAPER

12. 5
Conclusion
Above components include what a good orientation program
should be. Orientation is
particularly helpful to create comfort and sense of attachment to
the firm. It would feel odd for
an employee to report work on the first day and start working
immediately. That does not make
up successful training, and such individuals take much time to
adapt (Lawson, 2016).

13. ORIENTATION PAPER
6
References
Hampel, B. & Lamont, E. (2011). Perfect phrases for new
employee orientation and onboarding
hundreds of ready-to-use phrases to train and retain your top
talent. New York:
McGraw-Hill.
Lawson, K. (2016). New employee orientation training.
Alexandra, Virginia: ATD Press.
Wanous, J. P., & Reichers, A. E. (2012). New employee
orientation programs. Human resource
management review, 10(4), 435-451.
Westwood, R. & Johnson, L. (2014). Winning with new
employee orientation: career
development. Alexandria, Va: ASTD.