L & C CH7

27. (p. 254) Which if the following skills and behaviors do not involve interacting with others and are among the most difficult to change. A. Intrapersonal B. Interpersonal C. Leadership D. Business

A. Intrapersonal

Goal emphasis and work facilitation relate to which of the following leadership behavior dimensions? A. Job-centered B. Employee-centered C. Coaching D. Mentoring

A. Job-centered

The leadership competency of helping a group or community recognize and define its opportunities and issues in ways that result in effective action is known as: A. framing. B. building social capital. C. mobilization. D. interaction facilitation.

A. framing.

Work facilitation behaviors deal with: A. leaders acquiring and allocating resources. B. leaders motivating subordinates to accomplish the task at hand. C. leaders showing concern for subordinates. D. leaders minimizing conflicts among followers.

A. leaders acquiring and allocating resources.

Leaders high in initiating structure engage in: A. monitoring subordinates' performance levels. B. speaking up for subordinates' interests. C. caring about subordinates' personal situations. D. showing appreciation for subordinates' work.

A. monitoring subordinates' performance levels.

Which of these refers to how much a leader is friendly and supportive toward subordinates? A. Goal emphasis B. Consideration C. Initiating structure D. Work facilitation

B. Consideration

Which of the following leadership dimensions were identified by the Ohio State Studies? A. Concern and initiating communication. B. Consideration and initiating structure. C. Goal emphasis and interaction support. D. Work facilitation and assertiveness.

B. Consideration and initiating structure.

Which of the following statements concerning 360-degree feedback systems is false? A. Companies that used 360-degree feedback systems had a 10.6 percent decrease in shareholder value. B. Most 360-degree feedback systems are designed to make comparisons between people. C. 360-degree feedback are data based and provide good development feedback. D. It provides insight into self-perceptions and others' perceptions of leadership skills.

B. Most 360-degree feedback systems are designed to make comparisons between people.

The two dimensions of the Leadership Grid are: A. communication and listening. B. concern for people and concern for production. C. known to others and known to oneself. D. introversion-extroversion and thinking-perceiving.

B. concern for people and concern for production.

Building social capital: A. helps a community decide what needs to be done. B. is the power of relationships shared between individuals. C. is engaging a critical mass to take action to achieve a specific outcome. D. helps a group decide how something needs to be done.

B. is the power of relationships shared between individuals.

Which of the following statements about 360-degree feedback systems is true? A. 360-degree feedback results affect behavioral change per se. B. 360-degree feedback are the only sources of "how" feedback for leadership practitioners. C. 360-degree feedback should be built around an organization's competency model. D. It is mandatory for all leaders to receive 360-degree feedback.

C. 360-degree feedback should be built around an organization's competency model.

Which of the following is not a source for 360-degree feedback? A. Peers B. Self C. Customers D. Direct reports

C. Customers

Behaviors concerned with motivating subordinates to accomplish the task at hand are called: A. interaction facilitation behaviors. B. work facilitation behaviors. C. goal emphasis behaviors. D. leader support behaviors.

C. goal emphasis behaviors

In terms of the Leadership Grid, leaders scoring 1,9 denotes: A. low concern for people and high concern for production. B. high concern for people and production. C. high concern for people and low concern for production. D. low concern for people and production.

C. high concern for people and low concern for production.

In general, researchers have reported that subordinates are more satisfied when: A. leaders monitored results. B. leaders set clear goals. C. leaders exhibit a high level of consideration. D. leaders explained what followers were to do.

C. leaders exhibit a high level of consideration.

Community leaders: A. have positional power. B. can get tasks accomplished. C. tend to have fewer resources. D. can discipline followers who do not adhere to organizational norms.

C. tend to have fewer resources.

'Adequate organization performance is possible through balancing the necessity to get work out while maintaining morale of people at a satisfactory level.' In terms of the Leadership Grid, what leadership orientation does this signify? A. Team management B. Country Club management C. Impoverished management D. Middle-of-the-road management

D. Middle-of-the-road management

Which of the following leadership questionnaires measured the extent to which leaders in industrial settings exhibited consideration and initiating structure behaviors? A. LBDQ B. LOQ C. LBDQ-XII D. SBDQ

D. SBDQ

Competencies concerned with analyzing issues, making decisions, financial savvy and strategic thinking constitute the: A. intrapersonal skills category. B. leadership skills category. C. interpersonal skills category. D. business skills category.

D. business skills category.

Mobilization concerns: A. allowing individuals to make choices about what they can purchase. B. maintaining relationships that allow people to work together in a community across their differences. C. helping a group recognize and define its opportunities and issues in ways that result in effective action. D. strategic, planned purposeful activity to achieve clearly defined outcomes.

D. strategic, planned purposeful activity to achieve clearly defined outcomes.