Chapter 4 MGMT 1115

A large research study about sex differences in effectiveness between men and women leaders found that men were rated high on relationship-oriented skills. men were rated lower on orientation toward strategic planning and organizational vision. women were rated lower on orientation toward production and obtaining results. women were rated higher on relationship-oriented leadership skills.

women were rated higher on relationship-oriented leadership skills.

A large study of the relative effectiveness of men and women leaders found that men were more likely to maintain a low-key style through the control of emotional expression. t/f

true

A nondirective leadership style has the advantage of allowing for more freedom of discussion which defuses conflict. t/f

true

A problem noted with the leader providing hands-on guidance is that it can lead to poor delegation. t/f

true

A study of 3,000 executives found that those who obtain the best results are likely to shift their leadership style frequently. t/f

true

An analysis of many studies indicates that initiating structure on the part of the leader can contribute to both satisfaction and performance. t/f

true

A large research study about sex differences in effectiveness between men and women leaders found that men were perceived to be much more effective than women. women were perceived to be much more effective than men. both sexes were perceived about the same in overall effectiveness. experienced women were more effective than experienced men.

both sexes were perceived about the same in overall effectiveness.

A consultative leader confers with the group before making a decision. consults reference sources before making a decision. turns over decision-making authority to the group. takes a vote before reaching a decision.

confers with the group before making a decision.

According to the Leadership Grid system, the most effective leadership style is balance and compromise. contribute and commit. prescribe and guide. status quo.

contribute and commit.

A top leader is supposed to help promote values and principles that encourage employees to compete against one another. line up squarely with company advertising. create a public image of harmony. contribute to the welfare of individuals and the organization.

contribute to the welfare of individuals and the organization.

A leader who scored high on initiating structure would emphasize work scheduling and assigning tasks. disregard the feelings of team members. emphasize listening and personal warmth. strive to keep the group informed.

emphasize work scheduling and assigning tasks.

A study with Norwegian workers found that when employees reported to a manager with a laissez-faire leadership style, they experienced role ambiguity. believed the manager did not grant them enough freedom. enjoyed the structure and close guidance. worked quite hard to avoid being disciplined.

experienced role ambiguity.

A large study of the relative effectiveness of men and women leaders found that women score lower on scales measuring orientation toward production and obtaining results. t/f

false

A leader scoring high on the dimension of consideration would typically be authoritarian and impersonal in relationships with subordinates. t/f

false

A manager implements the 360-degree feedback survey by evaluating everybody in his or her circle of influence. t/f

false

A recommended strategy for getting the most out of workers is to focus on patching their weaknesses rather than capitalizing on their strengths. t/f

false

A servant leader emphasizes telling people what to do without first receiving their input because he or she is usually a wise person. t/f

false

A study with Norwegian workers indicated that they prosper under laissez-faire leadership because their culture emphasizes being treated as equals. t/f

false

An advantage of the participative leadership styles is that they substantially reduce the amount of time spent in committee meetings. t/f

false

A direct way of being a supportive leader is to provide considerable structure to group members. give frequent encouragement and praise. engage heavily in goal setting. establish the right values and principles.

give frequent encouragement and praise.

A key part of 360-degree feedback is for leaders to receive feedback from those who work with and for them. use a circular form for evaluating others. receive both positive and negative feedback almost daily. receive a little feedback almost every workday.

receive feedback from those who work with and for them.

A pronounced characteristic of an entrepreneurial leader is a reliance on others to take the big risks. a preference for taking huge risks. a cautious attitude toward taking risks. sensible risk taking.

sensible risk taking.

A(n) ____ type of leader is most likely to play the role of the Good Samaritan. autocratic servant consensus team

servant

A study with 3,000 executives revealed that leaders who obtain the best results typically useseveral different styles in one week. the style recommended by the board. the style recommended by the group members. whatever style matches the latest management fad.

several different styles in one week.

An entrepreneurial leader is least likely to have a strong achievement drive and sensible risk taking. thrive on hierarchy and routine. act quickly when opportunity arises. have a visionary perspective combined with tenacity.

thrive on hierarchy and routine.