Leadership Test 2 Adams

There are three actions leaders must take if they wish to improve scores on follower satisfaction surveys

1) they need to share the survey results with their followers, but do not interpret 2) Second, leaders need to curious and open to feedback 3) Leaders and followers need to build action plans with periodic reviews to assess progress

According to Daniel Pink, autonomy refers to A) being able to make choices. B) helping others. C) doing something meaningful. D) making an impact on others.

A

Which of the following components of the performance management cycle involves gaining an in-depth understanding of a team or an organization's goals, the role of the followers in the goal accomplishment, and the context in which the followers operate? A) Planning B) Monitoring C) Evaluating D) Differentiating

A

Which of the following is true of absenteeism leadership? A) These leaders tend to set rules and assign tasks that are detrimental to the team. B) It occurs when leaders engage in idle conversations with their followers, but the followers consider it as a task being assigned to them. C) These leaders expect their followers to spend long hours in office. D) It occurs when leaders are unable to spend enough time with their followers as they are busy with other tasks.

D

Job satisfaction is not how hard you work or how well you work, but rather.....

how much you like a specific kind of job or work activity

Perhaps the biggest obstacle to improving employee engagement is

incompetent management

Research has shown that satisfied workers are

more likely to continue working for an organization

Absenteeism leadership

occurs when leaders are so busy traveling, attending meetings, or being preoccupied they have little time for their followers and teams

planning

• Understanding how the team or organization defines success • Understanding the context in which followers operate • Determining what followers need to deliver and behave for the team to succeed • And then setting clear expectations for follower performance

________ __________ occurs when the local economy is good and jobs plentiful. It also occurs when downsizing and may have several devastating factors

•Dysfunctional turnover

_____ refers to what individual followers achieve and the behaviors displayed to achieve results. A) Performance B) Team effectiveness C) Potential D) Meritocracy

A

_____ is an effort to attain objectives by attacking or hurting others. A) Acquiescence B) Aggression C) Autonomy D) Assertiveness

B

Performance is best described as A) the likelihood that behaviors will be repeated without reward. B) judgments about the adequacy or inadequacy of behavior. C) behaviors directed toward an organization's mission. D) how much an individual enjoys a work activity.

C

Which of the following activities is common to the monitoring and evaluating components of the performance management cycle? A) Understanding the team's goals B) Identifying the roles of the followers in achieving organizational goals C) Sharing feedback with the followers D) Providing resources to the followers to help them accomplish the goals

C

Which of the following terms is best described as avoiding interpersonal conflict entirely either by giving up and giving in or by expressing one's needs in an apologetic, self-effacing way? A) mindfulness B) agreeableness C) acquiescence D) introversion

C

_____ occurs when leaders insist that the followers spend long hours at work. A) Cookie licking B) Differentiation C) Presenteeism D) Executive magnification

C

Christine Tan is currently the COO of what company? A) Walmart B) Aldi C) Supply Pike D) Transplace

C.

Which of the following factors causes an employee to leave an organization? A) challenging work B) collegial relationships C) scope for long-term employment D) compensation

D

This is the extent to which people enjoy coming to work or happy with their pay and benefits. It is the extent to which people are absorbed with, committed to, and enthusiastic about their assigned work tasks

Engagement

Dysfunctional turnover occurs when experienced executives retire or substandard performers are fired T/F

FALSE

Informal, personal communication is enhanced when leaders communicate across their desks to followers. T/F

FALSE

The best listeners are passive listeners because they do not interrupt the speaker. T/F

FALSE

direct and indirect costs of replacing employees

Functional turnover: people who leave organizations due to retirement or poor job fit. Dysfunctional turnover: valued employees who leave organizations due to dissatisfaction

___________, by contrast, concerns behaviors directed toward the organization's mission or goals or the products and services, resulting from those behaviors

Performance

Happy workers are not always the most _______ Nor are unhappy workers always the __________ ____________

Productive; poorest performers

Evaluating

Providing some type of summary feedback on job performance to followers

Define motivation

Researchers define motivation as anything providing direction, intensity, and persistence to behavior

In context of the components of a performance management cycle, monitoring involves providing feedback to a follower about his or her progress toward a set goal. T/F

TRUE

In the context of credibility, a leader should build trust by clarifying and communicating his or her values to the followers. T/F

TRUE

Job satisfaction is not how hard one works or how well one works, but rather how much one likes a specific kind of job or work activity. T/F

TRUE

Motivation can be defined as anything that provides direction, intensity, and persistence to behavior. T/F

TRUE

Performance appraisals provide a documentation of a follower's overall performance over a defined period. T/F

TRUE

Research shows that workers who are satisfied with their jobs tend to stay longer in their organizations. T/F

TRUE

Third, followers exerted the greatest effort when goals were ______________ __ _____________

accompanied by feedback

A reward is

any consequence that increases the likelihood that a particular behavior will be repeated

o Dissatisfied workers are more likely to

be adversarial with leadership and may leave the organization.

Second, goal commitment is _________

critical

Performance differs from _________, which involves making judgments about the adequacy of behavior with respect to criteria such as work group or organizational goals

effectiveness

Satisfied workers are also more likely to

engage in organizational citizenship behaviors

Employee ___________ has replaced job satisfaction as the most important attitude in the workplace

engagement

Although ______ _______ is healthy for an organization, ________ ________ is not

functional turnover; dysfunctional turnover

Numerous, comprehensive studies support several aspects of _____ ______

goal setting

One of the most familiar and easiest formal systems of motivation to use with followers is ________ __________

goal setting

the _______ ________ holds that in general, people with longer tenure or in higher positions tend to have higher global and facet satisfaction ratings than those newer to or lower in the organization

hierarchy effect

Two Key components of empowerment

o First, leaders must delegate leadership and decision making down to the lowest level possible o Second, leaders must equip followers with the resources, skills, and knowledge necessary to make good decisions.

• Individuals with a relatively low need to achieve

o Prefer easier tasks and do not feel satisfied by solving problems or performing tasks o They set lower personal and work goals and are less likely to accomplish them

Individuals with a strong achievement orientation - or a strong need for achievement

o Prefer tasks that provide immediate and ample feedback and moderately difficult o Feel satisfied when they successfully solve work problems or accomplish job tasks o Set high personal goals and put in the time and effort necessary to achieve them

Situational factors can overwhelm the effectiveness of a reward program

o Sometimes people can get big bonuses or commissions without working hard because they are selling a hot product or the economy is booming o Other times they may do all the right things but few people want to buy their products due to factors beyond their control - selling large vehicles during a gas price increase o Greed is another factor leaders need to keep in mind when implementing pay-for-performance programs - Performance bonuses may induce lying, cheating, law breaking, and stupidity in order to achieve financial rewards - Incentives can induce companies to offer bribes to government officials

If leaders believe that employee engagement is important to team or organizational effectiveness

o They should take the results of engagement surveys seriously o And work collaboratively with followers to devise and implement improvement programs

Cookie licking

occurs when leaders cannot let go of actions or decisions that should be delegated to staff

Executive magnification

occurs when leaders engage in idle conversations that followers misinterpret as work mandates

Presenteeism

occurs when leaders insist that followers put in long hours at the office

People more satisfied with their jobs are more likely to engage in __________ __________ __________ - behaviors related to a job but helpful to others at work

organizational citizenship behaviors

performance management cycle

planning, monitoring, and evaluating

Incentive systems can work, but leaders need to ensure they are inducing the _______ ____________ when it comes to pay for performance

right behaviors

First, goals that are both _________ and _________ resulted in consistently higher effort and performance, when contrasted with "do your best" goals

specific; difficult

Punishment is

the administration of an aversive stimulus or the withdrawal of something desirable, each of which decreases the likelihood that a particular behavior will be repeated

Most performance problems can be attributed to:

unclear expectations, skill deficits, resource or equipment shortages, or a lack of motivation

Time-wasting leaders

unintentionally assign work or set rules detrimental to a team's overall performance

monitoring

• Observing followers' performance • Providing feedback and coaching on followers' behaviors • Securing needed resources • Regularly reviewing goal progress with followers o Some work lends itself to monitoring better than others o And if followers are dispersed, this compounds the monitoring difficulty