GS424-Major2

According to West (2012), a team is effective if: it is successful in achieving its task-related objectives. it ensures and promotes team member well-being it is innovative such that it develops and implements new and improved processes, products and procedures. All of the above

All of the above

An individual who is ambitious, impatient, hostile, and time urgent is characterized as Type A. Type B. Hardy. High in locus of control.

Type A.

All of the following are behavioral consequences of stress except absenteeism. fatigue. accidents. workplace violence.

fatigue

Leading and managing are the same thing. True False

False

Paul is stressed with the new corporate reorganization. He now reports to a foreign office that has usurped many of his responsibilities, including the contract labor for his projects, therefore he's working with less qualified and new contractors with whom he doesn't have a relationship. However, the managers of the other departments find themselves in the same boat and every day they are able to laugh over lunch about their new managerial impotence. ________ is helping Paul handle his stress. Emotional contagion Social support Time management Self-efficacy

Social support

According to Blake and Mouton, team management requires: a high concern for the task and a moderate concern for relationships a moderate concern for the task, and a high concern for relationships a moderate concern for both the task and relationships a high concern for both the task and relationships

a high concern for both the task and relationships

Sam manages 16 staff in a major retailing firm. He explains their work duties each week and monitors them closely to make sure they stay on track towards their goals. He is using: a transformational approach a leadership neutralising approach a transactional approach a behavioural approach

a transactional approach

John works in a factory on a shampoo production line. His manager watches him closely in case he does not follow the stringent safety procedures that are in place. If something goes wrong, John's manager will take corrective action. This is an example of: laissez-faire leadership active management by exception transformational leadership passive management by exception.

active management by exception

A person who is not impulsive is described as having a high power motive. activity inhibition. affiliation need. work discipline.

activity inhibition.

A person who does not have a great need for other people's approval is described as having a low power motive. activity inhibition. affiliation need. work discipline.

affiliation need.

Which of the Big 5 personality traits is not positively associated with leader emergence? extraversion conscientiousness agreeableness openness

agreeableness

When an employee is unclear regarding what behavior is expected on the job, role ______ occurs. ambiguity conflict overload strain

ambiguity

In transformational leadership, leaders and followers consistently switch roles in order to create greater diversity of experience. leaders show the followers how they can meet their personal goals by adopting a particular behavior pattern. the leader is interested in making followers more effective team-members by changing them. an interplay between leaders and followers occurs in which each raises the other to higher levels of motivation.

an interplay between leaders and followers occurs in which each raises the other to higher levels of motivation.

Which was not recommended as a guideline for transformational leaders? ask followers to place their trust in the special ability of the leader express confidence that followers will be able to attain the vision use dramatic, symbolic actions to emphasize key values in the vision empower followers to find effective ways to attain the vision

ask followers to place their trust in the special ability of the leader

A number of employees for an organization work together to make recommendations regarding the hiring of new work group members. This is an example of a(n) project team. work crew. quality circle. autonomous work group.

autonomous work group.

Leadership effectiveness is best assessed: by evaluations from the leader's boss by subordinate evaluations of the leader by a variety of subjective and objective criteria by objective indicators of group performance

by a variety of subjective and objective criteria

The degree to which team members desire to remain in the team and are committed to the team goal is called (a) ______. coordination polarization cohesion norm

cohesion

When demands from different sources are incompatible, role ______ occurs. ambiguity conflict overload strain

conflict

Fleishman and Harris (1962) found that grievances and turnover were lowest when: consideration and initiating structure were both high consideration and initiating structure were both low consideration was high and initiating structure was low consideration was low and initiating structure was high

consideration was high and initiating structure was low

Which of the following is not an example of Initiating Structure as defined in the Ohio State studies? letting subordinates know what is expected of them criticizing poor work consulting with subordinates before making changes coordinating the activities of subordinates

consulting with subordinates before making changes

Which of the following models suggests that job demands and control are two prominent factors in producing stress? resistance-control person-job fit person-environment fit demand-control

demand-control

The type of stress that results from stressful situations that persist over time and produce negative health outcomes is called eustress. poststress. distress. exhaustion.

distress

Which of the Big 5 personality traits most consistently correlates with leader emergence and leader effectiveness? extraversion conscientiousness agreeableness openness

extraversion

Collections of two or more people who interact with one another for a common purpose are which of the following? teams quality circles groups virtual teams

groups

Karasek's demand/control model of stress indicates that an "active" job will have both low control and low demands. low control and high demands. high control and high demands. high control and low demands.

high control and high demands.

Which was not recommended as a guideline for participative leadership? present a proposal as tentative and encourage people to improve it restate ideas and concerns expressed by someone to verify understanding identify the best ideas and quickly dismiss any with obvious weaknesses let people know how their ideas and suggestions were eventually used

identify the best ideas and quickly dismiss any with obvious weaknesses

Which of the following power motives emphasizes the personal benefits that come with being a leader? affective-identity instrumental social-normative discipline

instrumental

In the behavioral approach to leadership, consideration is also referred to as task orientation. interpersonal orientation. trait orientation. goal orientation.

interpersonal orientation.

Most management training programs concentrate on developing, maintaining, or enhancing individual attributes. This most accurately is an example of behavior development. personality development. leadership development. leader development.

leader development.

The study of the characteristics of individuals who become leaders is called leader emergence. leader effectiveness. leader development. leadership development.

leader emergence.

Training that emphasizes the leader-follower relationship is focused on: leader development. leadership development. leader emergence. leader effectiveness.

leadership development.

What is the most common element in definitions of leadership? leadership is an authority relationship leadership is the ability to make good decisions leadership is an attribution made by followers leadership is an influence process

leadership is an influence process

Which of the following is a construct that refers to whether individuals believe that what happens to them is within or beyond their control? autonomy self-esteem hardiness locus of control

locus of control

Karasek's demand/control model of stress indicates that a "high strain" job will have both low control and low demands. low control and high demands. high control and high demands. high control and low demands.

low control and high demands.

According to West (2012), a Dysfunctional team is: high in task reflexivity and high in social reflexivity high in task reflexivity and low in social reflexivity low in task reflexivity and high in social reflexivity low in task reflexivity and low in social reflexivity

low in task reflexivity and low in social reflexivity

Teams that consist of team members that score ________ are more likely to perform poorly. high on conscientiousness high on openness to experience low on extraversion low on agreeableness

low on agreeableness

Arriving late to work when it is common for all employees to arrive early or on time is an example of violating (a) coordination. polarization. cohesion. norm.

norm.

When an individual is expected to fulfill too many roles at the same time, role ______ occurs. ambiguity labor overload strain

overload

You are a member of a team that is able to deal effectively with complex tasks. Disagreements among members are handled creatively. It is likely that this team is in the __________ stage of group development. forming adjourning storming performing

performing

The type of stress management intervention that is focused on reducing the number and / or intensity of stressors is called primary intervention strategy. stress inoculation. secondary intervention strategy. tertiary intervention strategy.

primary intervention strategy.

Which of the following are frequently used in matrix organizations? project teams production teams quality circles work groups

project teams

The input-process-output model of team effectiveness distills team operations so effectiveness can be measured. provides a way to measure the cohesiveness of a team. provides an instrument that allows researchers to quantitatively measure team performance. provides a way to understand how teams perform.

provides a way to understand how teams perform.

The type of stress management intervention that is focused on modifying individuals' responses to stressors is called primary intervention strategy. stress inoculation. secondary intervention strategy. tertiary intervention strategy.

secondary intervention strategy.

All of the following are types of role stressors except ambiguity. conflict. overload. strain.

strain.

A manager threatens to terminate any employee who does not meet the monthly sales goal. All employees meet the goal, but they experience stress and dissatisfaction as a result. Which type of leadership is this? attempted successful effective motivational

successful

As compared to individual work, teamwork ________. involves fewer meetings takes more time needs less resources decreases communication demands

takes more time

The attributes of team members including skills, abilities, experiences, and personality characteristics are known as _______________ variables. organizational context team composition team effectiveness team diversity

team composition

Forming, storming, norming, performing, and adjourning compose the five stages of _____. team development team cohesion team roles team training

team development

The type of stress management intervention that is focused on healing the negative effects of stressors is called biofeedback. stress inoculation. secondary intervention strategy tertiary intervention strategy.

tertiary intervention strategy.

According to the Vroom and Yetton model of leadership, the leader should not use an autocratic decision procedure when: the decision is important and subordinates have relevant information a decision is needed quickly to deal with an immediate crisis subordinates are likely to disagree with each other about the best solution the leader must depend on subordinates to implement the decision

the decision is important and subordinates have relevant information

According to the Vroom and Yetton model of leadership, the leader should not use group decision-making when: the leader knows the best solution to the problem the goals of subordinates are inconsistent with organizational objectives the decision is important for the organization subordinates are likely to disagree with each other about the best solution

the goals of subordinates are inconsistent with organizational objectives

The basis of the contingency approach to leadership is that any tactic should be backed up by an alternate course of action. the success of any given tactic depends upon multiple factors or situations. the ability of one factor to influence another factor is inherently ambiguous. multiple factors must be considered in developing a course of action.

the success of any given tactic depends upon multiple factors or situations.

What is the most likely benefit from using participation in decision making? the decision will be made more quickly the quality of the decision will be better there will be more decision acceptance by participants there will be greater agreement among the participants

there will be more decision acceptance by participants

According to Bass, effective transformational leaders: select subordinates who will be loyal and uncritical challenge strongly held values of followers to get their attention delegate most decisions to self-managed teams use a combination of transformational and transactional behaviors

use a combination of transformational and transactional behaviors