Question 1

Describe the path-goal theory of leadership.

Accepted Answer

Developed by Robert House, path-goal theory extracts elements from the Ohio State leadership research on initiating structure and consideration and the expectancy theory of motivation. The theory proposes that the leader's job is to provide followers with the information, support, or other resources necessary to achieve their goals. The term "path-goal" implies effective leaders clarify followers' paths to their work goals and make the journey easier by reducing roadblocks. According to path-goal theory, whether a leader should be directive or supportive or should demonstrate some other behavior depends on complex analysis of the situation. It predicts the following:
(a) Directive leadership yields greater satisfaction when tasks are ambiguous or stressful than when they are highly structured and well laid out.
(b) Supportive leadership results in high performance and satisfaction when employees are performing structured tasks.
(c) Directive leadership is likely to be perceived as redundant among employees with high ability or considerable experience.

Question 2

Transformational leaders enhance performance of employees by ________.

Accepted Answer

A)  restricting creativity among employees 
B)  focusing on short-term goals for employees 
C)  building consensus among employees 
D)  establishing goals, roles, and requirements 
E)  abdicating all responsibility to employees 
A)  restricting creativity among employees 
B)  focusing on short-term goals for employees 
C)  building consensus among employees 
D)  establishing goals, roles, and requirements 
E)  abdicating all responsibility to employees C

Question 3

Compare and contrast charismatic leadership from the understanding of leadership under the attribution theory.

Accepted Answer

Charismatic leadership is a leadership theory that states that followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors. A number of studies have attempted to identify the characteristics of charismatic leaders: they have a vision, they are willing to take personal risks to achieve that vision, they are sensitive to follower needs, and they exhibit extraordinary behaviors. Individuals are born with traits that make them charismatic. Personality is also related to charismatic leadership; charismatic leaders are likely to be extraverted, self-confident, and achievement oriented. However, most experts believe individuals can be trained to exhibit charismatic behaviors. The attribution theory, on the other hand, says leadership is merely an attribution people make about other individuals. Attribution theory suggests what is important is projecting the appearance of being a leader rather than focusing on actual accomplishments. According to this theory, those who want to be leaders merely need to shape the perception that they are smart, personable, verbally adept, aggressive, hardworking, and consistent in their style. This portrayal is enough to increase the probability their bosses, colleagues, and employees will view them as effective leaders.

Question 4

How would you relate substitutes, trust, and online leadership?

Accepted Answer

Online leadership involves leading peopl

Question 5

Leadership is best defined as ________.

Accepted Answer

A)  the ability to merely project one's abilities in the lack of actual accomplishments 
B)  the ability to reduce the dependence of team members on each other 
C)  the ability to induce the team members to focus on individual goals rather than collective goals 
D)  the ability to influence a group toward the achievement of a vision or set of goals 
E)  the ability to use factors like training and experience to reduce dependence on formal leadership 
A)  the ability to merely project one's abilities in the lack of actual accomplishments 
B)  the ability to reduce the dependence of team members on each other 
C)  the ability to induce the team members to focus on individual goals rather than collective goals 
D)  the ability to influence a group toward the achievement of a vision or set of goals 
E)  the ability to use factors like training and experience to reduce dependence on formal leadership

Question 6

The ability to influence a group toward the achievement of a vision or set of goals can arise outside the formal structure of the organization.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following scenarios reflects a transactional approach to leadership?

Accepted Answer

A)  Samuel Perez has been running a small automobile service agency with a set of employees that he hired and trained over a decade ago. Though the business is mediocre and profit margins are not substantial, the employees work well as a team because each of them treats the other as equal, just like Samuel himself does. 
B)  Carol Turner began V Care, a non-profit organization, with the purpose of battling various forms of abuse. As the organization grew, she took care to hire employees who felt the same kind of sensitivity she felt for victims of abuse. Today, she openly proclaims that the organization that she started is successful because every single employee shares and understands what the organization is aiming for. 
C)  When new projects come, it is a time of excitement for the content production team of Impact, an advertising agency. Lori Wood, the department head, begins a project meeting by having her whole team envision what the final product of this campaign must aim at. She then sets progressively higher standards for the team and clarifies what each member of the team stands to gain if the project is a success. In allocating roles and tasks, she often incorporates the needs and preferences of her team members. 
D)  Wayne Torres believes that setting targets, monitoring employee performance, and correcting defaulting employees are his tried and tested ways to accomplish tasks. He rewards employees who do well and match his predetermined expectations and recognizes accomplishments that he values. His team, however, has not grown substantially and seems to be at a functional status quo. 
E)  Glenn Cruzz works at Leverage as a senior consultant. She ensures that her team of consultants has a framework of flexible tools and skills to help clients who come their way with diversity and inclusion issues. Through audits, research, and workshops, her team is encouraged to come up with unconventional solutions that help clients establish and leverage its employee diversity. 
A)  Samuel Perez has been running a small automobile service agency with a set of employees that he hired and trained over a decade ago. Though the business is mediocre and profit margins are not substantial, the employees work well as a team because each of them treats the other as equal, just like Samuel himself does. 
B)  Carol Turner began V Care, a non-profit organization, with the purpose of battling various forms of abuse. As the organization grew, she took care to hire employees who felt the same kind of sensitivity she felt for victims of abuse. Today, she openly proclaims that the organization that she started is successful because every single employee shares and understands what the organization is aiming for. 
C)  When new projects come, it is a time of excitement for the content production team of Impact, an advertising agency. Lori Wood, the department head, begins a project meeting by having her whole team envision what the final product of this campaign must aim at. She then sets progressively higher standards for the team and clarifies what each member of the team stands to gain if the project is a success. In allocating roles and tasks, she often incorporates the needs and preferences of her team members. 
D)  Wayne Torres believes that setting targets, monitoring employee performance, and correcting defaulting employees are his tried and tested ways to accomplish tasks. He rewards employees who do well and match his predetermined expectations and recognizes accomplishments that he values. His team, however, has not grown substantially and seems to be at a functional status quo. 
E)  Glenn Cruzz works at Leverage as a senior consultant. She ensures that her team of consultants has a framework of flexible tools and skills to help clients who come their way with diversity and inclusion issues. Through audits, research, and workshops, her team is encouraged to come up with unconventional solutions that help clients establish and leverage its employee diversity.

Question 8

A long-term strategy for attaining a goal by linking the present with a better future for the organization is defined as a(n) ________.

Accepted Answer

A)  transaction 
B)  attribution 
C)  contingent plan 
D)  vision 
E)  substitution 
A)  transaction 
B)  attribution 
C)  contingent plan 
D)  vision 
E)  substitution

Question 9

________ make it impossible for leader behavior to make any difference to follower outcomes.

Accepted Answer

A)  Catalysts 
B)  Mentors 
C)  Neutralizers 
D)  Hygiene factors 
E)  Vision and charisma 
A)  Catalysts 
B)  Mentors 
C)  Neutralizers 
D)  Hygiene factors 
E)  Vision and charisma

Question 10

Which of the following leadership theories argues that because of time pressures, leaders establish a special relationship with a small group of their subordinates - the in-group, who are trusted, get a disproportionate amount of the leader's attention, and are more likely to receive special privileges?

Accepted Answer

A)  situational leadership theory 
B)  leader-member exchange 
C)  path-goal 
D)  expectancy 
E)  Fiedler's theory 
A)  situational leadership theory 
B)  leader-member exchange 
C)  path-goal 
D)  expectancy 
E)  Fiedler's theory

Question 11

In terms of the full range of leadership models, which leadership behavior is the least effective?

Accepted Answer

A)  management by exception (active) 
B)  contingent reward 
C)  management by exception (passive) 
D)  individualized consideration 
E)  laissez-faire 
A)  management by exception (active) 
B)  contingent reward 
C)  management by exception (passive) 
D)  individualized consideration 
E)  laissez-faire

Question 12

________ is a dimension of trust defined as honesty, truthfulness, and the ability to display consistency between one's words and action.

Accepted Answer

A)  Consideration 
B)  Sensitivity 
C)  Support 
D)  Reflexivity 
E)  Integrity 
A)  Consideration 
B)  Sensitivity 
C)  Support 
D)  Reflexivity 
E)  Integrity

Question 13

Which of the following Big Five personality traits has been identified as the most important trait in effective leaders?

Accepted Answer

A)  conscientiousness 
B)  openness 
C)  extraversion 
D)  agreeableness 
E)  emotional stability 
A)  conscientiousness 
B)  openness 
C)  extraversion 
D)  agreeableness 
E)  emotional stability

Question 14

How do substitutes and neutralizers challenge the effectiveness of leadership?

Accepted Answer

One theoretical approach of leadership s

Question 15

Fiedler defines the degree of confidence, trust, and respect that subordinates have in their leader as ________.

Accepted Answer

A)  leader-member relations 
B)  task structure 
C)  positional power 
D)  follower variables 
E)  path-goal frameworks 
A)  leader-member relations 
B)  task structure 
C)  positional power 
D)  follower variables 
E)  path-goal frameworks

Question 16

Transactional leaders guide their followers toward established goals by clarifying role and task requirements.

Accepted Answer

A) True 
 B)False

Question 17

The third step in the process of charismatic leadership involves ________.

Accepted Answer

A)  the leader conceptualizing a long-term strategy for attaining a goal by linking the present with a better future for the organization 
B)  the leader conveying a new set of values and setting an example for followers to imitate 
C)  the charismatic leader engaging in emotion-inducing behaviors to ensure that employee commitment is generated 
D)  the leader using unconventional behavior to demonstrate courage and conviction about the vision 
E)  the leader providing a formal articulation of an organization's vision or mission to guide his followers 
A)  the leader conceptualizing a long-term strategy for attaining a goal by linking the present with a better future for the organization 
B)  the leader conveying a new set of values and setting an example for followers to imitate 
C)  the charismatic leader engaging in emotion-inducing behaviors to ensure that employee commitment is generated 
D)  the leader using unconventional behavior to demonstrate courage and conviction about the vision 
E)  the leader providing a formal articulation of an organization's vision or mission to guide his followers

Question 18

Servant leadership reflects the ________.

Accepted Answer

A)  traditional view that followers are expected to serve the leaders 
B)  task-oriented approach to leadership 
C)  use of empathy, listening and persuasion by leaders 
D)  Western prototype of a leader who gives orders to followers 
E)  tendency of leaders to prioritize their interests over the interests of their employees 
A)  traditional view that followers are expected to serve the leaders 
B)  task-oriented approach to leadership 
C)  use of empathy, listening and persuasion by leaders 
D)  Western prototype of a leader who gives orders to followers 
E)  tendency of leaders to prioritize their interests over the interests of their employees

Question 19

In the context of behavioral dimensions of leadership identified in the Ohio State Studies, initiating structure refers to the extent to which ________.

Accepted Answer

A)  a person's job relationships are characterized by mutual trust, respect for employees' ideas, and regard for their feelings 
B)  a leader engages in participative management 
C)  a leader is accepting of and respects individual differences among various team members 
D)  a leader is likely to define and organize his or her role and those of employees in the search for goal attainment 
E)  a leader initiates efforts to communicate personally with employees 
A)  a person's job relationships are characterized by mutual trust, respect for employees' ideas, and regard for their feelings 
B)  a leader engages in participative management 
C)  a leader is accepting of and respects individual differences among various team members 
D)  a leader is likely to define and organize his or her role and those of employees in the search for goal attainment 
E)  a leader initiates efforts to communicate personally with employees

Question 20

Which of the following leadership behaviors is likely to differentiate between transactional and transformational leaders?

Accepted Answer

A)  management by exception (active and passive) 
B)  contingent reward 
C)  individualized consideration 
D)  micromanagement 
E)  laissez-faire 
A)  management by exception (active and passive) 
B)  contingent reward 
C)  individualized consideration 
D)  micromanagement 
E)  laissez-faire

Describe the path-goal theory of leadership.

Transformational leaders enhance performance of employees by ________.

Compare and contrast charismatic leadership from the understanding of leadership under the attribution theory.

How would you relate substitutes, trust, and online leadership?

Leadership is best defined as ________.

The ability to influence a group toward the achievement of a vision or set of goals can arise outside the formal structure of the organization.

Which of the following scenarios reflects a transactional approach to leadership?

A long-term strategy for attaining a goal by linking the present with a better future for the organization is defined as a(n) ________.

________ make it impossible for leader behavior to make any difference to follower outcomes.

In terms of the full range of leadership models, which leadership behavior is the least effective?

________ is a dimension of trust defined as honesty, truthfulness, and the ability to display consistency between one's words and action.

Which of the following Big Five personality traits has been identified as the most important trait in effective leaders?

How do substitutes and neutralizers challenge the effectiveness of leadership?

Fiedler defines the degree of confidence, trust, and respect that subordinates have in their leader as ________.

Transactional leaders guide their followers toward established goals by clarifying role and task requirements.

The third step in the process of charismatic leadership involves ________.

Servant leadership reflects the ________.

In the context of behavioral dimensions of leadership identified in the Ohio State Studies, initiating structure refers to the extent to which ________.

Which of the following leadership behaviors is likely to differentiate between transactional and transformational leaders?

What Is Organizational Behavior

Diversity in Organizations

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation Concepts

Motivation: From Concepts to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Power and Politics

Conflict and Negotiation

Foundations of Organization Structure

Organizational Culture

Human Resource Policies and Practices

Organizational Change and Stress Management

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Exam 12: Leadership

Describe the path-goal theory of leadership.

Transformational leaders enhance performance of employees by ________.

Compare and contrast charismatic leadership from the understanding of leadership under the attribution theory.

How would you relate substitutes, trust, and online leadership?

Leadership is best defined as ________.

The ability to influence a group toward the achievement of a vision or set of goals can arise outside the formal structure of the organization.

Which of the following scenarios reflects a transactional approach to leadership?

A long-term strategy for attaining a goal by linking the present with a better future for the organization is defined as a(n) ________.

________ make it impossible for leader behavior to make any difference to follower outcomes.

In terms of the full range of leadership models, which leadership behavior is the least effective?

________ is a dimension of trust defined as honesty, truthfulness, and the ability to display consistency between one's words and action.

Which of the following Big Five personality traits has been identified as the most important trait in effective leaders?

How do substitutes and neutralizers challenge the effectiveness of leadership?

Fiedler defines the degree of confidence, trust, and respect that subordinates have in their leader as ________.

Transactional leaders guide their followers toward established goals by clarifying role and task requirements.

The third step in the process of charismatic leadership involves ________.

Servant leadership reflects the ________.

In the context of behavioral dimensions of leadership identified in the Ohio State Studies, initiating structure refers to the extent to which ________.

Which of the following leadership behaviors is likely to differentiate between transactional and transformational leaders?

What Is Organizational Behavior

Diversity in Organizations

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation Concepts

Motivation: From Concepts to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Power and Politics

Conflict and Negotiation

Foundations of Organization Structure

Organizational Culture

Human Resource Policies and Practices

Organizational Change and Stress Management

Filters