Chapter 7

The three components of community leadership include mobilization, framing, and building social capital.

TRUE

Which of the following statements about 360-degree feedback is most likely true? A) Most firms use 360-degree feedback as a development tool rather than for performance appraisal purposes. B) Few global firms use 360-degree feedback because of its mixed development results. C) 360-degree feedback should be built around a competency model. D) Research shows that 360-degree feedback ratings change significantly over time.

C) 360-degree feedback should be built around a competency model.

A study of 750 firms by Watson-Wyatt, a human resource consulting firm, reported that companies that used 360-degree feedback systems had a 10.6 percent increase in shareholder value.

FALSE

According to Boris Groysberg's division of skills into buckets, leadership and management skills are less portable than produce skills.

FALSE

According to the Leadership Grid, 1,1 leaders are the most effective in workplaces.

FALSE

According to the Leadership Grid, authoritarian leaders are most likely to have a positive impact on their subordinates' job performance, organizational commitment, and intentions to stay.

FALSE

According to the Leadership Pipeline, people who skip organizational levels often turn out to be effective leaders.

FALSE

Framing is the leadership competency of developing relationships that allow people to work together in the community across their differences.

FALSE

Leader support is a job-centered dimension of behavior and is similar to the initiating structure dimension of the various Ohio State questionnaires.

FALSE

Building social capital A) involves helping a community decide what needs to be done. B) is the leadership competency of developing and maintaining relationships that allow people to work together. C) involves motivating followers to accomplish their short-term and long-term goals. D) is the leadership competency of helping a group determine how something needs to be accomplished.

B) is the leadership competency of developing and maintaining relationships that allow people to work together.

Which of the following leadership questionnaires measured the extent to which leaders in industrial settings exhibited consideration and initiating structure behaviors? A) the Leader Behavior Description Questionnaire (LBDQ) B) the Leadership Opinion Questionnaire (LOQ) C) the LBDQ (Leader Behavior Description Questionnaire)-XII D) the Supervisory Behavior Description Questionnaire (SBDQ)

D) the Supervisory Behavior Description Questionnaire (SBDQ

Organizations usually offer on-boarding programs to help internal candidates move into top managerial roles, which help them figure out how to operate at this leadership level.

FALSE

The Leadership Pipeline provides a useful framework for thinking about how leadership competencies change as people are promoted through organizations.

TRUE

The context and style of leaders' behavior are also factors that affect their ability to build teams and get results through others.

TRUE

The ________ asked leaders to indicate the extent to which they believed different consideration and initiating behaviors were important to leadership success. A) Leadership Opinion Questionnaire (LOQ) B) Supervisory Behavior Description Questionnaire (SBDQ) C) Multifactor Leadership Questionnaire (MLQ) D) Leader Behavior Description Questionnaire (LBDQ)

A) Leadership Opinion Questionnaire (LOQ)

Identify a true statement about leadership skills according to Hogan and Warrenfelz's four major categories of skills and behaviors found in virtually every organizational competency model. A) They are skills and behaviors concerned with building teams and getting results through others. B) They are difficult to develop when compared to the skills and behaviors associated with interpersonal skills. C) They are the primary focus of MBA programs and are among the easiest to learn of the four categories. D) They are skills and behaviors that involve direct interaction, such as communicating and building relationships with others.

A) They are skills and behaviors concerned with building teams and getting results through others.

Work facilitation behaviors are concerned with A) acquiring and allocating resources. B) motivating subordinates to work hard. C) showing concern for subordinates. D) minimizing conflicts among followers.

A) acquiring and allocating resources.

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) mobilizing followers. D) facilitating interaction.

A) framing.

Goal emphasis and work facilitation are ________ dimensions of leadership behavior. A) job-centered B) interpersonal C) employee-centered D) intrapersonal

A) job-centered

In ________, superiors, peers, and direct reports provide ratings on the extent to which target individuals demonstrate too much, just the right amount, or too little strategic, operations, enabling, or forcing leadership behavior for a particular position. A) the leadership virtues questionnaire B) a leadership versatility approach C) competency-based 360-degree questionnaires D) the verbal 360-degree technique

B) a leadership versatility approach

The Leadership Grid profiles leader behavior on two dimensions, which are A) communication skills and cognitive skills. B) concern for people and concern for production. C) leader support and interaction facilitation. D) the introversion-extroversion dimension and the thinking-perceiving dimension.

B) concern for people and concern for production.

Which of the following terms refers to how friendly and supportive a leader is toward subordinates? A) goal emphasis B) consideration C) initiating structure D) work facilitation

B) consideration

Which of the following terms refers to how much a leader emphasizes meeting work goals and accomplishing tasks? A) consideration B) initiating structure C) interaction facilitation D) mobilization

B) initiating structure

Researchers at the University of Michigan concluded that there are four categories of leadership behaviors related to effective group performance. Identify a true statement about one of the four categories, interaction facilitation. A) It is a job-centered dimension of behavior. B) It is similar to initiating structure, an Ohio State dimension. C) It includes those behaviors where leaders act to smooth over and minimize conflicts among followers. D) It includes those behaviors that are primarily concerned with motivating subordinates to accomplish the task at hand.

C) It includes those behaviors where leaders act to smooth over and minimize conflicts among followers.

According to the Leadership Grid, 9,9 leaders A) tend to have low concern for people. B) tend to have low concern for production. C) are the most effective leaders. D) are most likely to be authoritarian leaders.

C) are the most effective leaders.

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

C) goal emphasis

Community leaders are most likely to A) have significant position power. B) go through formal selection processes. C) have fewer resources than most other leaders. D) use coercive power to discipline followers.

C) have fewer resources than most other leaders.

In the ________, 10-15 superiors, peers, and direct reports are asked to share a target individual's strengths and areas of improvement as a leader in phone or face-to-face interviews. A) leadership virtues questionnaire B) competency-based 360-degree questionnaires C) verbal 360-degree technique D) leadership versatility approach

C) verbal 360-degree technique

Which of the following concepts was most likely promoted by Boris Groysberg? A) The difference between consideration and initiating structure. B) The profiling of leader behavior on two dimensions, concern for people and concern for production. C) The categorization of the skills and behaviors found in competency models into four categories. D) The difference between portable and nonportable skills.

D) The difference between portable and nonportable skills.

According to Hogan and Warrenfelz, competencies concerned with analyzing issues, making decisions, and strategic thinking fall into the ________ category. A) intrapersonal skills B) leadership skills C) interpersonal skills D) business skills

D) business skills

Mobilization is best described as A) allowing individuals to make personal choices about what they would want to achieve. B) maintaining relationships that allow people to work together despite their differences. C) helping a group define its opportunities and issues in ways that result in effective action. D) engaging a critical mass to take action to achieve a specific outcome or set of outcomes.

D) engaging a critical mass to take action to achieve a specific outcome or set of outcomes.

A leadership skill consists of three components: a well-defined body of knowledge, a set of related behaviors, and clear criteria of competent performance.

TRUE

According to a comprehensive study by Mount, Sytsma, Hazucha, and Holt, white peers and subordinates generally gave about the same level of ratings for both black and white peers and bosses.

TRUE

Executive presence is, in general, concerned with a person's ability to radiate confidence, poise, and authority.

TRUE

Intrapersonal skills are leadership competencies and behaviors having to do with adapting to stress, goal orientation, and adhering to rules.

TRUE

Leadership behaviors are a function of intelligence, personality traits, emotional intelligence, values, attitudes, interests, knowledge, and experience.

TRUE

Research on 360-degree feedback shows that those individuals who work for superiors receiving above-average ratings from others were more likely to receive above-average ratings themselves.

TRUE

Researchers at the University of Michigan considered job-centered and employee-centered behaviors to be at opposite ends of a single continuum of leadership behavior.

TRUE

The LBDQ-XII assesses behaviors such as being able to tolerate uncertainty and acting as a representative for a group.

TRUE

Walker and Smither reported that managers who shared their 360-degree feedback results with their followers and worked on an action plan to improve their ratings had a dramatic improvement in others' ratings over a five-year period.

TRUE