Psychology Quiz: Personality Disorders and Phobias

A mental health disorder characterized by significant distress when separated from primary caregivers.

A core symptom of borderline personality disorder, often triggered by perceived abandonment.

A personality disorder marked by attention-seeking, emotional expressiveness, and shallowness in relationships.

A theory explaining phobias by suggesting humans are predisposed to fear certain stimuli due to evolutionary history.

A theory suggesting phobias develop by associating a neutral stimulus with a previously learned fear response.

Behaviors people engage in to reduce anxiety in social situations, often making the problem worse.

The area of the brain associated with panic attacks, often showing irregularities in people with panic disorder.

An area of the brain involved in memory and learning, often associated with panic disorder.

An incentive plan where employees are paid based on their individual performance.

A questionnaire designed to measure the core characteristics of a job, including skill variety, task identity, task significance, autonomy, and feedback.

A theory that suggests people are motivated to maintain fairness in their interactions with others. This theory states that individuals compare their input and output in a situation to that of others.

The tendency for individuals to be more affected by imbalances in their comparisons with others than others.

A type of incentive plan that rewards employees based on the overall performance of the organization.

A type of commitment based on a person's personal values and belief in the goals of the organization. The employee enjoys their work and believes in the company's mission.

A theory that suggests individuals have different criteria and thresholds for staying in or leaving their jobs. These individual differences can involve factors like job satisfaction, pay, or work-life balance.

A type of commitment based on the feeling that leaving the company would be costly or difficult, such as losing benefits or having limited job opportunities elsewhere.

When a client expresses uncertainty or mixed feelings about a treatment plan, it is important to acknowledge their ambivalence and encourage them to explore their feelings. This approach helps to maintain a strong therapeutic relationship.

Motivational interviewing is a technique that focuses on eliciting the client's own reasons for change, rather than simply telling them what to do. It is particularly helpful for addressing ambivalence and resistance.

Informing the client of the potential risks and limitations of electronic communication can help to ensure both parties are aware of the potential drawbacks and can make informed decisions.

Borderline personality disorder is a mental health condition marked by unstable relationships, self-image, and emotions. Individuals with BPD may experience intense emotional reactions, impulsivity, and a fear of abandonment.

Individuals with BPD often struggle with a sense of self-worth and identity, which can manifest in unstable relationships, impulsive behaviors, and intense emotions.

While self-harming behavior is often associated with BPD, it is not always used to numb emotional pain. It can also represent a desperate attempt to communicate distress or regulate intense emotions.

While gender dysphoria can occur in individuals with BPD, it is not a defining feature or a common characteristic of the disorder.

Disorders of body image, such as eating disorders, can co-occur with BPD, but they are not a core symptom of the disorder. The focus in BPD is on a more general sense of instability in all areas of life.

The stage in organizational change where individuals start embracing new ways of thinking and acting, leaving behind old habits and practices.

Employees who actively resist change and prefer to maintain the status quo.

A collection of individuals who share a common goal, interact with each other, and are interdependent on one another.

The stage in team development where conflicts are resolved and members understand their roles and responsibilities.

Employees who adapt to change only when it's absolutely necessary, but don't actively embrace it.

A persistent state of emotional, physical, and mental exhaustion caused by prolonged exposure to overwhelming stressors.

Employees who are hesitant about change and require evidence and reasoning before accepting it.

The ability to adapt to extreme temperatures and perform tasks at a level similar to normal conditions.

The belief in one's own ability to succeed in a task, leading to improved performance due to increased confidence.

The opposite of the Pygmalion Effect, where low expectations from a supervisor negatively impact an individual's performance.

The belief that external factors can lead to improved performance due to high expectations set by others.

The expectancy theory that proposes a correlation between self-esteem and motivation. An individual with higher self-esteem is more likely to be motivated.

A theory that suggests that job satisfaction and motivation are influenced by two factors: hygiene factors (like salary and work environment) and motivators (like recognition and achievement).

The need for achievement, affiliation, and power. This theory does not form a hierarchy, unlike Maslow's theory.

The idea that a person's innate needs are arranged in a hierarchy, with lower-level needs needing to be satisfied before higher-level needs can become motivating.

This theory suggests that job characteristics like autonomy, skill variety, feedback, task significance, and task identity contribute to job satisfaction and motivation.

A statistical formula used to determine the effectiveness of a selection tool in predicting future job success, considering factors like validity, selection ratio, and base rate. It helps organizations assess the financial return on investment for their selection processes.

Tables that provide information about the relationship between test scores, job performance, and selection ratios. They help predict the likelihood of successful employees based on test scores and the number of positions available.

Tables that analyze the relationship between test scores, criterion scores (job performance), and selection ratios to estimate the success of a selection process. They help to determine the effectiveness of a selection tool in identifying future successful employees.

Charts that illustrate the relationship between an applicant's test score and their likelihood of success in a specific job. They help organizations understand the predictive power of their selection tools by visualizing the relationship between test scores and job performance.

A method of employee comparison that forces the rater to choose between employees based on a predefined set of characteristics. It aims to reduce bias by eliminating subjective ratings and forcing the rater to make relative judgments about employees.

A paired comparisons method requires evaluating all possible pairs of employees to rank them in order of performance. It involves comparing each employee to every other employee, considering specific criteria.

The graphic rating scale is a commonly used method to assess performance by assigning numerical scores to specific performance dimensions or criteria.

An incentive method where employees attend training to improve skills that are crucial for job success.