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ORGB |\EXAM |\REVIEW |\QUESTIONS |\WITH
|\ANSWERS
Which |\of |\the |\following |\statements |\regarding |\managers |\and |\leaders |
is |\not |\true? |- |\CORRECT |\ANSWERS |\✔✔Leaders |\are |\concerned |\with |
maintaining |\stability A |\manager |\is |\attending |\a |\company |\workshop |\called |\the |\Leadership |\Grid |\to |\help |\him |\improve |\his |\effectiveness |\as |\a |\manager. |\The |
manager |\will |\learn |\how |\to |\implement |\a |\high |\concern |\for |\getting |
the |\job |\done |\while |\showing |\concern |\for |\the |\workers. |\This |\workshop |\best |\illustrates |\which |\leadership |\theory |\paradigm? |- |\CORRECT |
ANSWERS |\✔✔behavioural The |___________ |\leadership |\theory |\paradigm |\attempts |\to |\explain |\the |
appropriate |\leadership |\style |\based |\on |\the |\leader, |\followers, |\and |
situation. |- |\CORRECT |\ANSWERS |\✔✔contingency According |\to |\Mintzberg, |\which |\of |\the |\following |\is |\a |\managerial |\role |
category? |- |\CORRECT |\ANSWERS |\✔✔interpersonal Leaders |\perform |\the |___________ |\role |\when |\they |\represent |\the |
organization |\or |\department |\in |\legal, |\social, |\and |\ceremonial |
activities. |- |\CORRECT |\ANSWERS |\✔✔figurehead
Which |\of |\the |\following |\is |\not |\a |\trait |\identified |\within |\the |\Big |\Five |
Model |\of |\Personality |\Traits? |- |\CORRECT |\ANSWERS |\✔✔talent Research |\has |\found |\that, |\overall, |\the |\problem |\of |\derailed |\managers |\is |- |\CORRECT |\ANSWERS |\✔✔poor |\human |\relations |\skills. As |\a |\leader |\or |\manager, |\it |\is |\important |\to |\know |\what |\influences |
ethical |\and |\unethical |\behaviour. |\Which |\of |\the |\following |\would |
encourage |\ethical |\behaviour? |- |\CORRECT |\ANSWERS |\✔✔punishment |
of |\unethical |\behaviour People |\with |\a |\strong |\need |\for |\achievement |(n |\Ach) |\tend |\to |\have |\all |\of |\the |\following |\characteristics |\except |- |\CORRECT |\ANSWERS |
✔✔external |\locus |\of |\control. The |\idea |\that |\managers |\should |\let |\employees |\have |\full |\access |\to |
information |\that |\is |\not |\confidential |\is |\consistent |\with |- |\CORRECT |
ANSWERS |\✔✔Theory |\Y Emotional |\intelligence |(EI) |\includes |\all |\of |\the |\following |\except |- |
CORRECT |\ANSWERS |\✔✔self-esteem
Which |\of |\the |\following |\is |\one |\of |\Mintzberg's |\informational |
leadership |\roles? |- |\CORRECT |\ANSWERS |\✔✔monitor The |____________ |\level |\of |\analysis |\can |\also |\be |\called |\the |\dyadic |
process. |- |\CORRECT |\ANSWERS |\✔✔individual If |\the |\leader |\typically |\is |\afraid |\to |\make |\decisions, |\is |\unassertive, |
and |\is |\self-blaming |\when |\things |\go |\wrong, |\the |\leader |\is |\displaying |
a |- |\CORRECT |\ANSWERS |\✔✔Theory |\Y |\negative |\self-concept. At |\the |\preconventional |\level |\of |\moral |\development, |\which |\of |\the |
following |\motivate(s) |\behaviour? |- |\CORRECT |\ANSWERS |\✔✔self- interest A |\manager |\from |\a |\prestigious |\university |\believed |\that |\employees |
who |\were |\from |"lesser |\schools" |\lacked |\sufficient |\intelligence |\and |
motivation |\for |\the |\high-tech |\firm |\that |\she |\led. |\She |\set |\goals |\that |
were |\low |\for |\these |\employees, |\and |\did |\not |\trust |\them |\with |\certain |
important |\tasks |\or |\company |\information. |\Over |\time, |\the |\employees |
started |\to |\exhibit |\behaviours |\consistent |\with |\the |\manager's |\beliefs |
and |\actions. |\They |\tended |\to |\show |\dissatisfaction |\and |\low |
performance. |\Over |\time, |\many |\of |\them |\quit. |\This |\is |\an |\example |\of |- |\CORRECT |\ANSWERS |\✔✔the |\Pygmalion |\effect. According |\to |\your |\text, |\people |\all |\want |\to |\view |\themselves |\in |\a |
positive |\manner. |\When |\people |\behave |\unethically, |\they |\often |\justify |\
the |\behaviour |\to |\protect |\their |_________ |\so |\that |\they |\don't |\have |\to |
feel |\bad. |- |\CORRECT |\ANSWERS |\✔✔self-concept In |\an |\extensive |\empirical |\research |\study |\testing |\the |\outcomes |\of |
the |\high-high |\leader, |\Blake |\and |\Mouton |\claimed |\that |\team |
leadership |\usually |\results |\in |\all |\of |\the |\following |\except |- |\CORRECT |
ANSWERS |\✔✔empowerment According |\to |\the |\University |\of |\Iowa |\studies |\on |\leadership |\styles, |\a |
democratic |\leader |- |\CORRECT |\ANSWERS |\✔✔works |\with |\employees |
to |\determine |\what |\to |\do Based |\on |\extensive |\research, |\Blake |\and |\Mouton |\would |\expect |\the |
best |\performance |\from |\a |\firm |\whose |\leadership |- |\CORRECT |
ANSWERS |\✔✔puts |\the |\highest |\priority |\on |\both |\meeting |\employees' |
needs |\and |\task |\completion. Which |\of |\the |\following |\is |\not |\one |\of |\the |\contributions |\of |
behavioural |\leadership |\theory? |- |\CORRECT |\ANSWERS |\✔✔Task |\and |
relationship |\behaviour |\tend |\to |\correlate |\strongly |\with |\subordinate |
performance. A |______________ |\type |\of |\leadership |\model |\tells |\the |\user |\exactly |
which |\style |\to |\use |\in |\a |\given |\situation. |- |\CORRECT |\ANSWERS |
✔✔prescriptive
Using |\logical |\arguments |\with |\factual |\evidence |\to |\persuade |\others |\is |\also |\called |_______________ |\persuasion. |- |\CORRECT |\ANSWERS |
✔✔rational When |\you |\seek |\the |\input |\of |\others |\and |\are |\open |\to |\developing |\a |
plan |\together |\to |\achieve |\a |\given |\objective, |\you |\are |\using |\the |
______________ |\influencing |\tactic. |- |\CORRECT |\ANSWERS |
✔✔consultation ____________ |\is |\the |\process |\of |\developing |\relationships |\for |\the |
purpose |\of |\socializing |\and |\politicking. |- |\CORRECT |\ANSWERS |
✔✔Networking According |\to |\your |\textbook, |\the |\key |\to |\any |\negotiation |\is |- |
CORRECT |\ANSWERS |\✔✔preparation The |\creation |\of |\obligations |\and |\the |\development |\of |\alliances |\that |
are |\used |\to |\accomplish |\objectives |\is |\known |\as |- |\CORRECT |\ANSWERS |\✔✔reciprocity When |\there |\doesn't |\seem |\to |\be |\any |\progress, |\it |\may |\be |\wise |\to |
____________ |\negotiations. |- |\CORRECT |\ANSWERS |\✔✔postpone
What |\is |\the |\correct |\order |\for |\the |\message |\receiving |\process? |- |
CORRECT |\ANSWERS |\✔✔listening, |\analyzing, |\and |\checking |
understanding __________ |\is |\the |\process |\of |\thinking |\about |\and |\evaluating |\the |
message. |- |\CORRECT |\ANSWERS |\✔✔Analyzing The |______________ |\style |\is |\used |\to |\assertively |\attempt |\to |\jointly |
resolve |\the |\conflict |\with |\the |\best |\solution |\that |\is |\agreeable |\to |\all |
parties. |- |\CORRECT |\ANSWERS |\✔✔collaborating Which |\of |\the |\following |\is |\not |\a |\conflict |\management |\style |\identified |\in |\your |\textbook? |- |\CORRECT |\ANSWERS |\✔✔consulting Which |\of |\the |\following |\is |\not |\one |\of |\the |\guidelines |\you |\should |\use |
when |\getting |\feedback |\on |\messages? |- |\CORRECT |\ANSWERS |
✔✔Verify |\the |\message The |\effort |\to |\appear |\supportive, |\appreciative, |\and |\respectful |\to |\gain |\favour |\from |\a |\leader |\is |\called |- |\CORRECT |\ANSWERS |\✔✔ingratiation The |________________ |\exhibits |\a |\little |\of |\all |\four |\follower |\styles, |
depending |\on |\which |\style |\fits |\with |\the |\prevailing |\situation. |- |
CORRECT |\ANSWERS |\✔✔pragmatic |\follower
The |\manager |\overseeing |\Brooke's |\team |\is |\constantly |\checking |\to |
make |\sure |\the |\team |\is |\doing |\the |\job |\according |\to |\proper |\company |
procedures. |\This |\manager |\is |\failing |\to |\employ |\which |\strategy |\for |
fostering |\team |\creativity |\that |\is |\recommended |\in |\your |\textbook? |- |
CORRECT |\ANSWERS |\✔✔provide |\flexibility |\and |\a |\minimum |\amount |\of |\structure Team |\cohesion |\is |\increased |\when |- |\CORRECT |\ANSWERS |\✔✔there |\is |
a |\common |\purpose, |\external |\parties |\think |\the |\team |\is |\doing |\a |
good |\job, |\the |\organization |\encourages |\and |\motivates |\teams |\and |
team |\members |\have |\similar |\attitudes |\and |\values Which |\of |\the |\following |\is |\not |\a |\role |\the |\leader |\plays |\while |\creating |
an |\effective |\team? |- |\CORRECT |\ANSWERS |\✔✔figurehead Which |\of |\the |\following |\is |\not |\a |\benefit |\of |\a |\cross-functional |\team? |- |\CORRECT |\ANSWERS |\✔✔Their |\singular |\perspective |\keeps |\them |
focused Self-managed |\work |\teams |\are |\praised |\for |\bringing |\about |\results |
such |\as |- |\CORRECT |\ANSWERS |\✔✔increased |\productivity, |\decreased |
hierarchy, |\accelerated |\product |\development |\and |\improved |\worker |
participation.
The |\tendency |\by |\some |\team |\members |\to |\shirk |\their |\responsibilities |\by |\withholding |\their |\efforts |\is |\known |\as |- |\CORRECT |\ANSWERS |
✔✔social |\loafing All |\of |\the |\following |\are |\factors |\that |\influence |\personal |\meaning |
except |- |\CORRECT |\ANSWERS |\✔✔selfishness Charismatic |\leaders |\encourage |\followers |\to |- |\CORRECT |\ANSWERS |
✔✔trust |\in |\the |"rightness" |\of |\the |\vision Charismatic |\leaders |\communicate |\through |\all |\of |\the |\following |
except |- |\CORRECT |\ANSWERS |\✔✔policies Transformational |\leadership |\has |\been |\found |\to |\be |\positively |\related |\to |\all |\of |\the |\following |\except |- |\CORRECT |\ANSWERS |\✔✔moral |
development According |\to |\your |\textbook, |_________________ |\leaders |\transcend |\self- interest |\for |\the |\benefit |\of |\others. |- |\CORRECT |\ANSWERS |\✔✔servant Max |\Weber |\used |\the |\term |\charisma |\to |\explain |\a |\form |\of |\influence |
based |\on |- |\CORRECT |\ANSWERS |\✔✔follower |\perceptions
