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InterAmerican Recinto Metropolitano BUSINESS BADM 5100 Capitulo 12 12

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InterAmerican Recinto Metropolitano

BUSINESS BADM 5100

Capitulo 12

12.1

1)What do trait theories of leadership propose? A.

Research on trait theories organized around the Big Five found agreeableness to be the most predictive trait of effective leadership.

B.

Trait theories consider personal qualities and characteristics that differentiate leaders from non-leaders. .

C.

Traits cannot predict leadership. .

D.

Trait theories examine a leader's skills and abilities. E.

Emotional intelligence has no influence on leadership.

 

2.            Which of the following leadership theories are we using when we describe leaders with qualities and characteristics such as charisma?

A.

Charismatic leadership theory .

B.

Trait theory

. C.

Situational leadership theory D.

Path-goal theory E.

Leader-member exchange theory

 

3.            Which of the following describes leadership? A.

The extent to which a leader is likely to have job relationships characterized by mutual trust, respect for subordinates' ideas, and regard for their feelings.

B.

The influence derived from one's formal structural position in the organization; includes power to hire, fire, discipline, promote, and give salary increases.

C.

The ability to influence a group toward the achievement of a vision or set of goals. .

D.

The extent to which a leader is likely to define and structure his or her role and those of subordinates in the search for goal attainment.

E.

The degree of confidence, trust, and respect subordinates have in their leader.

 

 

 

12.2

1.                           is the extent to which a person's job relationships are characterized by mutual trust and regard for employees' ideas and feelings.

A.

Consideration

. B.

Emotional stability C.

Initiating structure D.

Openness to experience E.

Conscientiousness

 

2.            Which of the following describes initiating structure? A.

A leader high in initiating structure is someone who assigns group members to particular tasks and expects workers to maintain definite standards of performance.

. B.

Initiating structure emphasizes interpersonal relationships by taking a personal interest in employees' needs and accepting individual differences among them.

C.

A leader low in initiating structure behavior organizes work, work relationships, and goals. D.

Employee-oriented leaders rank high in initiating structure. E.

Initiating structure is the extent to which a person's job relationships are characterized by mutual trust, respect for employees' ideas, and regard for their feeling.

 

3.            Which of the following is correct regarding the behavioral theory of leadership? A.

Research indicates that there are no international differences in leadership behaviors. B.

Behavioral theories consider personal qualities and characteristics that differentiate leaders from non- leaders.

C.

Behavioral theories state that specific traits differentiate leaders from non-leaders. D.

According to the behavioral theory, the two dimensions that substantially account for leadership behavior are agreeableness and extraversion.

. E.

Behavioral research provides a basis for selecting the right people for leadership.

 

4.            Which of the following describes initiating structure? A.

Initiating structure is the extent to which a person's job relationships are characterized by mutual trust, respect for employees ideas, and regard for their feelings.

B.

 

Employee oriented leaders rank high in initiating structure. C.

A leader low in initiating structure behavior organizes work, work relationships, and goals. D.

A leader high in initiating structure is someone who assigns group members to particular tasks and expects workers to maintain definite standards of performance.

. E.

Initiating structure emphasizes interpersonal relationships by taking a personal interest in employees' needs and accepting individual differences among them.

 

 

12.3

1.            Which contingency theory relates leadership behavior to follower participation in the decision making process?

A.

Leader-participation model .

B.

Situational leadership theory (SLT) C.

Leader-member exchange (LMX) D.

Fiedler contingency model E.

Path-goal theory

 

2.            James has just begun a new position as supervisor in the accounting department of his organization. Although excited, he is unsure of whether to use a directive or supportive leadership approach. A supporting approach might be appropriate in which of the following scenarios?

A.

When the staff is meeting to discuss how the department might function best. B.

When working with staff to prepare structured end of month balance sheets. .

C.

When tasks are not structured. D.

When directing staff to determine the amount of time spent on various processes each day. E.

Always in the accounting department since employees are high in ability.

 

3.            The leadership theory approach that focuses on the importance of matching leadership style and the amount of control a leader has in a given situation is called the   .

A.

servant leadership model B.

Fiedler contingency model . C.

leader-participant model D.

situational leadership approach .

 

E.

path-goal theory

 

4.            Which contingency theory focuses on followers and says the right leadership is contingent on followers' readiness?

A.

Path-goal theory B.

Fiedler contingency model C.

Situational leadership theory (SLT) .

D.

Leader-participation model . E.

Leader-member exchange (LMX)

5.            What does the Fiedler model propose about leadership? A.

The Fiedler model supports leaders' creation of in-groups and out-groups; subordinates with in-group status will have higher performance ratings, lessturnover, and greater job satisfaction.

B.

The Fiedler model states that followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors.

C.

The Fiedler model proposes that effective group performance depends on the proper match between the leader's style and the degree to which the situation gives the leader control.

. D.

The Fiedler model proposes that it is the leader's job to assist followers in attaining their goals and to provide the necessary direction and/or support to ensure that their goals are compatible with the overall objectives of the group or organization.

E.

The Fiedler model provides a set of rules to determine the form and amount of participative decision making in different situations.

 

 

12.4

1.            Transactional, transformational, and laissez-faire leadership are part of which leadership model? A.

Charismatic leadership B.

Situational leadership C.

Full-range leadership model . D.

Contingency leadership E.

LMX theory

 

2.            Which leadership theory states that leaders categorize followers as an "in" or an "out" and also proposes that relationship between leaders and followers is relatively stable over time?

 

A.

Path-goal theory B.

Leader-participation model C.

Leader-member exchange .

D.

Situational leadership model E.

Charismatic leadership theory

 

3.            According to the leader-member exchange (LMX) theory             . A.

leader behavior is contingent on follower behavior B.

leaders are born with certain leadership characteristics and acquire others over time C.

leader behavior adjusts to the task structure .

D.

leaders develop ingroup and outgroup relationships with followers .

E.

the appropriate leadership style depends on the follower readiness level

 

4.            Which type of leader inspires followers to transcend their self-interests for the good of the organization?

A.

Employee-oriented B.

Production-oriented C.

Transformational

. D.

Transactional E.

Authentic

 

5.            The Full-Range of Leadership Model identifies which leadership style as being a leader's "let it be" style?

A.

Management by exception B.

Contingent reward leadership C.

Transactional leadership D.

Transformational leadership E.

Laissez-faire leadership

 

12.5

 

1.            Which type of leadership might reduce conflicts between members of an organization? A.

Ethical

. B.

Laissez-faire C.

Situational D.

Transactional E.

Transformational

 

2.            June, an entrepreneur, has built her garage-based organic baby food business from a few local sales at food markets to a $2 billion a year business. June, in part, credits her growth to her employees and the tenacity they showed in growing her vision. As June's business grew, June's primary focus was on acting on her values of hard work, honesty, and genuine concern for her employees. June's employees consistently comment on both her and her organization's ethics. June's leadership style could best be categorized as     .

A.

authentic

. B.

transformational

. C.

charismatic D.

situational E.

transactional

 

3.                           leaders are those who move beyond their self-interests to focus on opportunities that will help foster the growth and development of their followers.

A.

Transactional B.

Servant

. C.

Authentic D.

Transformational

. E.

Socialized charismatic

 

4.                           leaders are those who convey other-centered and not self-centered values through modeling ethical conduct.

A.

Transactional B.

Authentic

.

 

C.

Transformational D.

Servant E.

Socialized charismatic

 

5.                           leaders are those who bring employee values in line with their own values through their words and actions.

A.

Charismatic

. B.

Socialized charismatic C.

Transactional D.

Authentic

. E.

Servant

 

 

12.6

1.            Which of the following is not an advantage of trust between supervisors and employees? A.

Trust facilitates information sharing. B.

Trust enhances productivity. C.

Trust discourages risk taking. .

D.

Trusting employees are more willing to speak out. E.

Trusting groups are more effective.

 

2.            Which of the following is correct regarding a mentor relationship? A.

The mentor shows the protéégéé

how the organization works within formal structures and procedures. .

B.

Mentors identify a more experienced, higher-level employee who appears to have potential for future development.

C.

The protéégéé

is the senior employee who sponsors the less-experienced employee. D.

Formal mentor programs are more effective than informal ones. E.

Mentoring relationships serve career functions and psychosocial functions.

 

 

3.            Which of the following is correct regarding a mentor relationship? A.

The protéégéé

is the senior employee who sponsors the less-experienced employee. B.

Formal mentor programs are more effective than informal ones. C.

Mentors identify a more experienced, higher-level employee who appears to have potential for future development.

D.

The mentor shows the protéégéé

how the organization works within formal structures and procedures. .

E.

Mentoring relationships serve career functions and psychosocial functions.

 

4.            Which of the following characteristics lead us to believe a leader is trustworthy? A.

Thinking, sensing, and judging B.

Integrity, benevolence, and ability .

C.

Agreeableness, introversion, and emotional stability D.

Judging and intuitive E.

Conscientiousness and openness

 

5.                           refers to how likely a particular employee is to trust a leader. A.

Transactional leadership B.

Mentoring C.

Trust propensity

. D.

Servant leadership E.

Charismatic leadership

 

 

12.7

1.            Which of the following is based on a mutual understanding of each other's intentions and appreciation of the other's wants and desires?

A.

Charismatic leadership B.

Neutralizers

 

C.

Identification-based trust . D.

Online leadership E.

Servant leadership

 

2.            What concept focuses on the inability of a leader to make any difference in follower outcomes? A.

Behavior

. B.

Neutralizers

. C.

Attribution D.

Modifiers E.

Substitutes

 

3.            Which of the following refers to those attributes in an organization that can effectively replace the need for a leader's support?

A.

Servant leadership B.

Charismatic leadership C.

Neutralizers D.

Substitutes

. E.

Identification-based trust

 

4.            Which of the following describes the attribution theory of leadership? A.

Leadership is merely a projection that people make about other individuals. .

B.

Leadership training is likely to be more successful with high self-monitors. C.

Leaders can be trained in transformational leadership skills that have bottom-line results. D.

Leadership goes beyond the leader's own self-interest and instead focuses on opportunities to help followers grow and develop.

. E.

The degree of confidence, trust, and respect subordinates have in their leader determines the leader's effectiveness.

 

5.            Which of the following is based on a mutual understanding of each other's intentions and appreciation of the other's wants and desires?

 

A.

Charismatic leadership B.

Substitutes C.

Neutralizers D.

Servant leadership

. E.

Identification-based trust