The leadership dimensions that were identified by the Ohio State studies are:
A. concern and initiating communication.
B. consideration and initiating structure.
C. goal emphasis and interaction support.
D. work facilitation and assertiveness.
B. consideration and initiating structure.
Which term refers to how much a leader is friendly and supportive toward subordinates?
A. Goal emphasis
B. Consideration
C. Initiating structure
D. Work facilitation
B. Consideration
Leaders high in initiating structure are most likely to:
A. monitor subordinates' performance levels.
B. speak up for subordinates' interests.
C. care about subordinates' personal situations.
D. show appreciation for subordinates' work.
A. monitor subordinates' performance levels.
Which of the following leadership questionnaires measured the extent to which leaders in industrial settings exhibited consideration and initiating structure behaviors?
A. LBDQ
B. LOQ
C. LBDQ-XII
D. SBDQ
D. SBDQ
Goal emphasis and work facilitation are _____ leadership behavior dimensions.
A. job-centered
B. interpersonal
C. employee-centered
D. intrapersonal
A. job-centered
Behaviors concerned with motivating subordinates to accomplish the task at hand are called _____ behaviors.
A. interaction facilitation
B. work facilitation
C. goal emphasis
D. leader support
C. goal emphasis
Work facilitation behaviors deal with leaders:
A. acquiring and allocating resources.
B. motivating subordinates to work hard.
C. showing concern for subordinates.
D. minimizing conflicts among followers.
A. acquiring and allocating resources.
In general, researchers have reported that subordinates are more satisfied when leaders:
A. monitor performance results.
B. set clear and challenging goals.
C. exhibit a high level of consideration.
D. explain what followers are expected to do.
C. exhibit a high level of consideration.
The two dimensions of the Leadership Grid are:
A. communication skills and cognitive skills.
B. concern for people and concern for production.
C. leader support and interaction facilitation.
D. introversion-extroversion and thinking-perceiving.
B. concern for people and concern for production.
In terms of the Leadership Grid, leaders scoring 1,9 show:
A. low concern for people and high concern for production.
B. high concern for people and production.
C. high concern for people and low concern for production.
D. low concern for people and produ
C. high concern for people and low concern for production.
Adequate organization performance is possible through balancing the necessity to get work out while maintaining morale of people at a satisfactory level. In the context of the Leadership Grid, what leadership orientation does this statement signify?
A. Te
D. Middle-of-the-road management
According to Hogan and Warrenfelz, which of the following skills is the most difficult to change?
A. Intrapersonal
B. Interpersonal
C. Leadership
D. Business
A. Intrapersonal
Which skill category relates to analyzing issues, making decisions, and thinking strategically?
A. Intrapersonal skills
B. Leadership skills
C. Interpersonal skills
D. Business skills
D. Business skills
Community leaders are most likely to:
A. have significant positional power.
B. go through formal selection processes.
C. have fewer resources than most leaders.
D. use coercive power to discipline followers.
C. have fewer resources than most leaders.
The leadership competency of helping a group or community recognize and define its opportunities and issues in ways that result in effective action is known as:
A. framing.
B. building social capital.
C. mobilizing followers.
D. facilitating interaction.
A. framing.
Building social capital:
A. involves helping a community decide what needs to be done.
B. refers to developing relationships that allow people to work together.
C. involves motivating followers to accomplish short-term and long-term goals.
D. refers to he
B. refers to developing relationships that allow people to work together.
Mobilization is best defined as:
A. allowing individuals to make personal choices about what they can achieve.
B. maintaining relationships that allow people to work together despite their differences.
C. helping a group define its opportunities and issue
D. engaging a critical mass to take action for the purpose of achieving a specific outcome.
Which of the following is NOT a source for 360-degree feedback?
A. Peers
B. Self
C. Customers
D. Direct reports
C. Customers
Which of the following statements concerning 360-degree feedback systems is most likely FALSE?
A. 360-degree feedback tools are data based and provide good development feedback.
B. Most 360-degree feedback systems are designed to make comparisons between
B. Most 360-degree feedback systems are designed to make comparisons between people.
Which statement about 360-degree feedback systems is most likely true?
A. Most firms use 360-degree feedback as a development tool rather than for performance appraisal purposes.
B. Few global firms use 360-degree feedback because of its mixed development
C. 360-degree feedback should be built around an organization's competency model.