Management ch. 14 study guide

Defining and structuring work, clarifying leader versus member roles, and coordinating employee tasks are part of a leader's consideration behavior. - True - False

- False

Leader emergence is defined as the degree to which the leader's actions result in the achievement of the unit's goals, the continued commitment of the unit's employees, and the development of mutual trust, respect, and obligation in leader-member dyads. - True - False

- False

Transactional leadership is viewed as a more motivational approach to leadership than other managerial approaches. - True - False

- False

With a(n) _____ style, the leader presents the problem to a group of employees and seeks consensus on a solution, making sure that his or her own opinion receives no more weight than anyone else's. - facultative - autocratic - facilitative - consultative - delegative

- facilitative

With _____, the leader waits around for mistakes and errors, then takes corrective action as necessary. - transformational - activemanagement-by-exception - laissez-faire leadership - contingent reward - passive management-by-exception

- passive management-by-exception

Of all leadership variables, _____ leadership has the strongest and most beneficial effects. - laissez-faire - passive management-by-exception - active management-by-exception - contingent reward - transformational

- transformational

Which of the following is true regarding prediction of leadership effectiveness using traits? - Traits are more predictive of leadership effectiveness than leader emergence. - Traits have no correlation with leadership, especially when leader effectiveness serves as the outcome. - Focus on leader traits holds more practical relevance than focus on leader actions. - Traits have a greater effect on leader effectiveness than leader behavior. - High conscientiousness is a trait which has been found to be correlated to leader emergence.

- High conscientiousness is a trait which has been found to be correlated to leader emergence.

_____ involves behaving in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways. - Incentivized conditioning - Intellectual stimulation - Idealized influence - Inspirational motivation - Individualized consideration

- Intellectual stimulation

Which of the following behaviors is classified as an initiating structure behavior? - Setting goals and providing incentives for the effort and productivity of employees. - Mixing with employees, stressing informal interactions, and exchanging personal services. - Encouraging a pleasant atmosphere, reducing conflict, promoting individual adjustment to the group. - Expressing approval or disapproval of the behaviors of employees. - Acting on behalf of the group, defending the group, and advancing the interests of the group.

- Setting goals and providing incentives for the effort and productivity of employees.

Which of the following represents the correlation between organizational commitment and transformational leadership? - Weak, positive - Weak, negative - Strong, positive - Moderate, positive - Moderate, negative

- Strong, positive

Which leader behavior is most appropriate for a group of employees who are working together for the first time and are eager to begin, but lack the experience and confidence needed to perform their roles? - Telling - Selling - Encouraging - Participating - Delegating

- Telling

Leaders who are high on initiating structure play a more active role in directing group activities and prioritize planning. - True - False

- True

Substitutes reduce the importance of the leader while simultaneously providing a direct benefit to employee performance. - True - False

- True

According to the time-driven model of leadership, _____ styles are reserved for decisions where employee commitment is unimportant. - facultative - autocratic style - facilitative - consultative - delegative

- autocratic style

In _____, the leader attains follower agreement on what needs to be done using promised or actual rewards in exchange for adequate performance. - transformational - activemanagement-by-exception - laissez-faire leadership - contingent reward leadership - passive management-by-exception

- contingent reward leadership