L & C CH2

In this step of informal coaching, leaders determine what drives their followers and where they want to go with their careers. A. Forging a partnership B. Inspire commitment C. Growing skills D. Promote persistence

A. Forging a partnership

Which of the following statements concerning the reflection component of the AOR model is false? A. Leaders are always aware of the value of reflection in leadership development. B. It is the most neglected component of the AOR model. C. It can provide leaders with a variety of insights into how to frame problems differently. D. A reason for the reflection component to be neglected often may be due to time pressure at work.

A. Leaders are always aware of the value of reflection in leadership development.

In perception, the process of assigning underlying causes to behaviors is known as A. attribution. B. fundamental attribution error. C. self-fulfilling prophecy. D. single-loop learning.

A. attribution.

Mastering _____ can be thought of as learning how to learn. A. double-loop learning B. single-loop learning C. deutero-learning D. triple-loop learning

A. double-loop learning

The key to developing one's leadership ability is making the most of A. experience. B. research. C. education. D. skills.

A. experience.

Improving interpersonal, oral-communication and written-communication skills are a part of leadership training programs for A. mid-level managers. B. first-level supervisors. C. colleges or universities. D. maintenance personnel.

A. mid-level managers.

In which step of informal coaching do leaders develop a coaching plan? A. Shaping the environment B. Growing skills C. Inspire commitment D. Promote persistence

B. Growing skills

Which of the following statements concerning perceptual sets is false? A. Perceptual sets can influence any of our senses. B. Perceptual sets are the tendency to perceive everything. C. Feelings can trigger a perceptual set. D. They are the tendency to perceive one thing and not another.

B. Perceptual sets are the tendency to perceive everything.

Leadership studies programs at the university-level A. have historically been curricular-based programs offering academic credit in the form of academic majors and minor. B. appear to be rising in popularity in liberal-arts institutions. C. are highly curricular based in liberal-arts institutions. D. focus primarily on the one discipline of management science.

B. appear to be rising in popularity in liberal-arts institutions.

Confronting one's beliefs, inviting others to challenge you and working on personal blind spots are aspects of the process of A. attribution. B. double-loop learning. C. self-fulfilling prophecy. D. single-loop learning.

B. double-loop learning.

Crediting your own successes to dispositional factors and others' successes to factors in the environment are aspects of A. attribution. B. fundamental attribution error. C. self-fulfilling prophecy. D. double-loop learning.

B. fundamental attribution error.

In leaderless group discussions, facilitators and observers rate participants, which are used to provide managers with feedback about their A. supervisory skills. B. interpersonal skills. C. planning skills. D. time management skills.

B. interpersonal skills.

Informal coaching A. begins with the manager's completion of an extensive battery of personality instruments. B. is used to diagnose why behavioral change is not occurring and what can be done about it. C. is more effective for high-performing followers than for low-performing followers. D. is a one-on-one relationship between the manager and the coach.

B. is used to diagnose why behavioral change is not occurring and what can be done about it.

_____ consist of descriptions of various leadership situations and are used as a vehicle for leadership discussions. A. Simulations B. Role playing C. Case studies D. Games

C. Case studies

Which of the following techniques that involve participants being given a limited amount of time to prioritize and respond to a number of notes is particularly useful in assessing and improving a manager's planning and time management skills? A. Simulations B. Role playing C. In-basket exercises D. Case studies

C. In-basket exercises

Leadership development is enhanced when experience involves the three processes of A. stopping, looking and listening. B. perception, attribution and learning. C. action, observation and reflection. D. action, behavior and consequence.

C. action, observation and reflection.

The process by which an older and more experienced person helps to socialize and encourage younger organizational colleagues is called A. evaluating. B. consulting. C. mentoring. D. networking.

C. mentoring.

A situation in which one's expectations or predictions help determine the very results predicted is referred to as A. attribution. B. fundamental attribution error. C. self-fulfilling prophecy. D. double-loop learning.

C. self-fulfilling prophecy.

The tendency to make external attributions for one's own failures, yet make internal attributions for one's successes is called A. fundamental attribution error. B. actor/observer difference. C. self-serving bias. D. fallacy of the single cause.

C. self-serving bias.

Which of the following statements is true regarding action learning? A. Adults learn best by learning by doing, which is the basic philosophy of action learning. B. The level of demonstrated effectiveness of action learning programs for leadership development has not kept pace with their use for idea generation. C. Action learning often involves assignment to a work team that addresses real time actual challenges the company is facing. D. All of these statements are true.

D. All of these statements are true.

Which of the following occurs when the organization assigns a relatively inexperienced but high-potential leader to one of the top executives in the company? A. Informal coaching B. Informal mentoring C. Formal coaching D. Formal mentoring

D. Formal mentoring

What is the advantage of role playing as a leadership concept? A. Individualized feedback to students through leadership behavior ratings. B. Depict the challenges commonly faced in the work environment. C. Used as a vehicle for leadership discussions. D. Greater transferability to the workplace.

D. Greater transferability to the workplace.

_____ affect(s) all three phases of the action-observation-reflection model and thus plays a very important role in what anyone will extract from a leadership course. A. Emotions B. Behavior C. Personality D. Perception

D. Perception

What describes a kind of learning between the individual and the environment in which learners seek relatively little feedback that may significantly confront their fundamental ideas or actions? A. Deutero-learning B. Double loop learning C. Triple-loop learning D. Single-loop learning

D. Single-loop learning

People who are observing an action are much more likely than the actor to make the fundamental attribution error. This is called A. stereotyping. B. fundamental attribution error. C. ultimate attribution error. D. actor/observer difference.

D. actor/observer difference.

Successful executives mention all of the following as negative feelings while describing how they feel while working through potent developmental experiences except feeling A. uncertain. B. overwhelmed. C. fearful. D. challenged.

D. challenged.

In an organization, one can gain valuable perspectives and insights through close association with an experienced person willing to take one under his/her wing. Such an individual is often called a A. supervisor. B. facilitator. C. role model. D. mentor.

D. mentor.

Leadership programs for senior executives and CEOs tend to focus on A. conceptual components. B. individualized feedback. C. intellectual components. D. strategic planning.

D. strategic planning.