BA 350 ch 12 QUIZ

Flashcard maker : Elizabeth Hill
Leadership is​ ________.
A.
more important than management for an organization
B.
a characteristic found in all managers
C.
formally defined by an organization
D.
essential to oversee​ day-to-day operations
E.
the ability to influence others to achieve goals
E
What is true of​ leaders, as opposed to​ managers?
A.
Leaders must arise through the organizational hierarchy.
B.
Leaders can influence through informal or formal power.
C.
Leaders create detailed plans and organizational structures.
D.
Leaders oversee daily operations of a unit.
E.
Leaders must be made by a formal appointment.
B
What is one of the main findings of trait theories of​ leadership?
A.
Emotional stability is the most predictive leadership trait.
B.
Trait theories predict if someone will emerge as a leader.
C.
Using​ traits, we can tell who will be an effective leader.
D.
Effective leaders usually score high on assertiveness.
E.
Traits cannot predict leadership.
B
According to trait theories of​ leadership, which of the following traits predicts leader​ effectiveness?
A.
Agreeableness
B.
Aggressiveness
C.
Perception
D.
Emotional stability
E.
Openness to experience
E
Which of the following focuses on personal qualities and characteristics that may be able to predict leadership​ capability?
A.
Trait theory of leadership
B.
Charismatic leadership theory
C.
Situational leadership theory
D.
Behavioral theory of leadership
E.
Attribution theory of leadership
A
Trait theories help to predict​ ____________, but do not help to explain leadership.
A.
leadership ability
B.
attributions
C.
behaviors
D.
contingencies
E.
situations
A
What is the most predictive trait of leadership based on years of research​ studies?
A.
Emotional stability
B.
Agreeableness
C.
Extraversion
D.
High intelligence
E.
Skilled knowhow
C
Which statement is FALSE about traits and trait​ theories?
A.
The trait theories of leadership focus on personal qualities and characteristics.
B.
A strong link exists between extraversion and leadership.
C.
Trait theories are unable to explain leadership.
D.
Traits can help a leader but are unable to predict leadership.
E.
Traits do a better job forecasting the emergence of leaders and the presence of leadership than differentiating between effective and ineffective leaders.
D
According to behavioral theories of​ leadership, which of the following is​ true?
A.
People who are creative and open are more likely to become leaders.
B.
​Employee-focused leaders experience higher levels of productivity.
C.
Individuals can learn to lead by examining successful​ leaders’ actions.
D.
Personality qualities can help predict the emergence of leaders.
E.
Leaders who are focused on the task aspects of their job are more satisfied.
C
A leader who scores high in initiating structure will most likely​ ________.
A.
dominate group conversations
B.
help employees with personal problems
C.
focus on task deadlines
D.
be highly sociable in the workplace
E.
treat all employees as equals
C
Which of the following suggests that leader effectiveness can be determined by leader​ actions?
A.
Charismatic leadership theory
B.
Behavioral theory of leadership
C.
Trait theory of leadership
D.
Situational leadership theory
E.
Attribution theory of leadership
B
The extent to which leaders are expected to define and build their roles and the roles of employees in seeking goal achievement is known as​ _______________.
A.
initiating structure
B.
mentoring
C.
consideration
D.
neutralizing
E.
​employee-oriented leadership
A
According to​ studies, leaders who are​ __________________ succeed the most in countries where cultural values do not favor unilateral decision making.
A.
high in consideration
B.
low in both consideration and initiating structure
C.
low in consideration
D.
low in initiating structure
E.
high in initiating structure
A
​_____________ is the degree to which an​ individual’s job relationship is characterized by shared trust and respect for​ employees’ ideas and feelings.
A.
​Production-oriented leader behavior
B.
Conscientiousness
C.
Consideration
D.
Extraversion
E.
Charismatic leadership
C
Which of the following is suggested by contingency theories of​ leadership?
A.
Individual traits can predict the emergence of leaders.
B.
Leadership is learned by examining the behaviors of successful leaders.
C.
Conscientious leaders tend to be higher in initiating structure.
D.
Different leadership styles may be called for in different situations.
E.
Leaders who emphasize personal relationships are more satisfied in their work.
D
What is one drawback of​ Fiedler’s contingency model of​ leadership?
A.
It is hard to tie certain personality​ traits, such as​ conscientiousness, to effective leader behavior.
B.
It does not explain why certain leader behaviors are effective.
C.
Even with the right combination of traits and​ behaviors, many leaders still fail.
D.
Although it has intuitive​ appeal, little research has been done on the model.
E.
The model is complex and difficult for managers to assess in the real world.
E
The LPC​ (least preferred​ co-worker) questionnaire identifies leadership styles by examining whether a person is​ __________ or​ _____________.
A.
​risky, unrisky
B.
​charismatic, narcissistic
C.
​democratic, authoritative
D.
​transformational, transactional
E.
​task-oriented, relationship-oriented
E
Which situational dimension in​ Fiedler’s contingency model includes the amount of influence a leader has over certain power variables within an​ organization?
A.
Consideration
B.
Position power
C.
Task structure
D.
Initiating structure
E.
Leaderdash-member relations
B
Which theory of leadership involves leaders choosing styles based on the extent to which followers are prepared to accomplish certain​ tasks?
A.
Trait theory of leadership
B.
Behavioral theory of leadership
C.
Attribution theory of leadership
D.
Charismatic leadership theory
E.
Situational leadership theory
E
​_______________, developed by Robert​ House, proposes that it is the​ leader’s responsibility to provide followers with​ information, support, and any resources essential for goal attainment.
A.
Behavioral theory
B.
Trait theory
C.
​Path-goal theory
D.
Charismatic theory
E.
Attribution theory
C
What is a key characteristic of a charismatic​ leader?
A.
Assigning tasks and responsibilities to team members
B.
Performing best in ambiguous situations
C.
Receiving power through followers who perceive heroic abilities
D.
Offering rewards in exchange for good performance
E.
Focusing on personal relationships with employees
C
Transformational leaders​ ________.
A.
allow their personal goals to take precedence over organizational ones
B.
affect employees with low​ self-esteem and​ self-worth more than others
C.
carefully monitor for deviations from organizational standards
D.
find they are better received in stressful situations
E.
communicate a sense of mission and high expectations to employees
E
​________________ states that followers attribute extraordinary leadership abilities when they observe certain behaviors in leaders and in return give those leaders a certain level of power.
A.
Attribution theory of leadership
B.
Behavioral theory of leadership
C.
Trait theory of leadership
D.
Charismatic leadership theory
E.
Situational leadership theory
D
What is a characteristic of most charismatic​ leaders?
A.
Expressing idealized goals
B.
Overlooking the skills of others
C.
Behaving in conventional ways
D.
Avoiding risk
E.
Communicating vaguely
A
​_____________ leaders guide followers toward established goals by clarifying role and task requirements.
A.
Authentic
B.
Transactional
C.
Servant
D.
Charismatic
E.
Transformational
B
​_____________ leaders motivate followers to rise above their​ self-interests for the good of the organization.
A.
Transactional leaders
B.
Charismatic leaders
C.
Authentic leaders
D.
Servant
E.
Transformational
E
Authentic leaders​ ________.
A.
focus on inspiring employees to act out a clear vision
B.
provide rewards to employees for performance
C.
use intellectual stimulation to communicate with followers
D.
violate ethical norms for their own personal benefit
E.
act upon their beliefs openly within an organizational setting
E
How does a leader primarily benefit from being​ trusted?
A.
Trust results in higher job satisfaction for a leader in a large organization.
B.
Trust ensures ethical behavior from followers.
C.
Trust regulates the way employees act by helping leaders monitor compliance.
D.
Trust encourages employees to take risks.
E.
Trust clarifies roles and responsibilities.
D
________ leaders focus on opportunities to help followers grow and develop while disregarding their own​ self-interests.
A.
Transactional
B.
Authentic
C.
Servant
D.
Charismatic
E.
Transformational
C
_______________ leaders know who they are and what they believe​ in, and they act on those values and beliefs with openness and honesty.
A.
Charismatic
B.
Transactional
C.
Effective
D.
Authentic
E.
Servant
D
​_____________ exists when an individual agrees to make​ him- or herself vulnerable to another person because they have positive expectations about how things are going to turn out.
A.
Trust
B.
Morality
C.
Consideration
D.
Leadership
E.
Professionalism
A
Which of the following is LEAST likely an advantage of trust between managers and​ employees?
A.
Improving group effectiveness
B.
Enhancing productivity
C.
Limiting communication needs
D.
Encouraging risk taking
E.
Facilitating information sharing
C
Which of the following best defines a​ mentor?
A.
An experienced employee who coaches and develops a​ lower-level one
B.
A leader who helps employees with personal problems
C.
An employee who collaborates with others to achieve common goals
D.
An inspiring leader with a clear vision of the future
E.
A manager who monitors​ day-to-day operations
A
Which of the following best explains why formal mentoring programs are typically less successful than informal​ ones?
A.
Research shows that formal programs benefit protégés but not mentors.
B.
Only informal programs improve the productivity and compensation of protégés.
C.
Formal mentors​ don’t know enough about the way the organization really works.
D.
Formal programs cannot always match the work​ style, needs, and skills of the mentor and protégé.
E.
Informal mentoring is the only way to develop strong network connections.
D
____________ involves a senior employee sponsoring and supporting a​ less-experienced employee.
A.
Mentoring
B.
Neutralizing
C.
Substituting
D.
Recruiting
E.
Trust
A
Which of the following represents the goal of​ mentoring?
A.
To maximize organizational profitability through increased protégé turnover
B.
To show a protégé how a firm actually functions beyond formal structures
C.
To move a protégé into a top management position
D.
To control the actions and responsibilities of a protégé
E.
To obtain the highest compensation for a protégé
B
Which of these represents a characteristic of an effective​ mentor?
A.
Protecting organizational turf
B.
Emphasizing individualism
C.
Being​ bottom-line driven
D.
Being​ career-focused
E.
Listening well
E
Mentoring relationships serve which two​ functions?
A.
Planning and organizing
B.
Finance and marketing
C.
Social and antisocial
D.
Leadership and control
E.
Career and psychosocial
E
What does attribution theory suggest about​ leadership?
A.
Charismatic leadership can threaten an organization.
B.
Certain personality characteristics signal strong leadership skills.
C.
The appearance of leadership is more important than actual accomplishments.
D.
Transactional leadership improves productivity more than transformational leadership.
E.
Successful leadership is a combination of behaviors and traits.
C
Which of the following suggests that there are replacements for a​ leader’s support of​ employees?
A.
Attribution theory
B.
Substitution
C.
Neutralizers
D.
Ethics
E.
Charisma
B
Which theory of leadership states that leadership is simply a designation people make about other​ individuals?
A.
Behavioral theory of leadership
B.
Charismatic theory of leadership
C.
Attribution leadership theory
D.
Situational leadership theory
E.
Trait theory of leadership
C
______________ replaces the need for a​ leader’s support and ability to establish structure.
A.
Substituting
B.
Trust
C.
Mentoring
D.
Consideration
E.
Neutralizing
A
​____________ makes it impossible for leader behavior to make any difference to follower outcomes.
A.
Mentoring
B.
Consideration
C.
Neutralizing
D.
Trust
E.
Substituting
C
Which of the following is a defining characteristic of​ relationship-oriented leadership?
A.
Having no effect on intrinsically satisfying jobs
B.
Having no effect on experience or training
C.
Being a substitute for explicit formalized goals
D.
Being a substitute for highly structured tasks
E.
Being a substitute for rigid rules and procedures
B
During which stage of finding and creating effective leaders would an organization use personality​ tests?
A.
Training
B.
Selection
C.
Transactional
D.
Substitution
E.
Mentoring
B
What can leaders learn from​ training?
A.
Flexibility and openness to change their behavior
B.
How to evaluate situations and modify their behavior
C.
High​ self-monitor behaviors that lead to effectiveness
D.
How prior experience can predict leadership success
E.
Personality traits that are successful for leadership
B

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