Exam 3: Leadership Motivation and Behavior

Do you agree with the Leadership Grid's claim that the one best leadership style is the team leader (9,9)?

The three process motivation theories are equity theory, hierarchy of needs theory, and expectancy theory.

What are the process motivation theories?

Which of the following is NOT a type of reinforcement?

The manager spends time interacting with employees only to tell them what to do and how to do it. Which Leadership Grid style is the manager using?

The manager spends most of the time socializing with employees, while providing little instruction. The manager avoids discipline. Which Leadership Grid style is the manager using?

Fines and demotions are examples of which type of reinforcement?

Each of the following questions is answered by either content, process, or reinforcement theories EXCEPT:

List the University of Iowa leadership styles.

The country-club leader strives to maintain a friendly atmosphere without regard for production.

The expectancy theory is based on which of the following assumptions?

Discuss the major similarities and differences among the three process motivation theories.

For most criteria of leader effectiveness, the Ohio State and University of Michigan leadership models have confirmed that there is one leadership style that works well across all situations.

____ refers to the person's perception of his or her ability to accomplish an objective.

Reinforcement theory uses behavior modification and operant conditioning.

Process motivation theories focus on explaining and predicting behavior based on people's needs.

Managers should be aware that equity is based on:

The high-high leader has concern for both production and people, which is also called the team leadership style.

Two-factor theory proposes that employees are motivated by ____ factors.

1. Using the writing objectives model, write one or more objectives for an organization you work for or have worked for that meet the criteria for objectives. 2. Give an example of how a goal(s) affected your motivation and performance, or those of someone else you work with or have worked with.