Question 1

All of us have developed unique habits regarding work and play, which have been ingrained over many years.

Accepted Answer

A) True 
 B)False  True

Question 2

Relationship leadership is at its heart about making the work setting a pleasant place to be.

Accepted Answer

A) True 
 B)False  True

Question 3

Concern for people includes actions such as building trust and providing good working conditions.

Accepted Answer

A) True 
 B)False  True

Question 4

In which of the following ways has relationship-oriented leadership been characterized?

Accepted Answer

A)  Consideration behavior 
B)  Concerned for people 
C)  Employee orientation 
D)  All of the above 
E)  Only A and B 
A)  Consideration behavior 
B)  Concerned for people 
C)  Employee orientation 
D)  All of the above 
E)  Only A and B

Question 5

According to research, which of the following is not a behavior found to be part of consideration behavior?

Accepted Answer

A)  Camaraderie 
B)  Trust 
C)  Organization 
D)  Mutual regard 
E)  None of the above 
A)  Camaraderie 
B)  Trust 
C)  Organization 
D)  Mutual regard 
E)  None of the above

Question 6

Briefly define the behaviors that comprise relationship leadership. What is the common thread among them?

Accepted Answer

The answer of Briefly define the behaviors that comprise relationship...

Question 7

I much prefer "being" rather than "doing." I am not an organized, goal-oriented person. I probably am a:

Accepted Answer

A)  Task oriented leader 
B)  Production oriented leader 
C)  Relationship oriented leader 
D)  Poor leader 
E)  None of the above 
A)  Task oriented leader 
B)  Production oriented leader 
C)  Relationship oriented leader 
D)  Poor leader 
E)  None of the above

Question 8

A supervisor who was concerned with building trust, providing good working conditions, and maintaining a fair salary structure would be exhibiting:

Accepted Answer

A)  Naiveté 
B)  Concern for people 
C)  Production orientation 
D)  Altruism 
E)  All of the above 
A)  Naiveté 
B)  Concern for people 
C)  Production orientation 
D)  Altruism 
E)  All of the above

Question 9

Identify your preferred leadership style. Which of the leadership concepts we have discussed so far best explains this preference: your traits, your beliefs about the nature of people, your beliefs about the nature of work, your upbringing, or your habits?

Accepted Answer

My preferred leadership style is a combi

Question 10

A focus on quality control initiatives would be consistent with what?

Accepted Answer

A)  Employee orientation 
B)  Production orientation 
C)  Relationship leadership 
D)  Positive attitude 
E)  All of the above 
A)  Employee orientation 
B)  Production orientation 
C)  Relationship leadership 
D)  Positive attitude 
E)  All of the above

Question 11

Briefly define the behaviors that comprise task leadership. What is the common thread among them?

Accepted Answer

The answer of Briefly define the behaviors that comprise task...

Question 12

Explain why every leadership situation demands a degree of relationship leadership behavior.

Accepted Answer

Every leadership situation demands a deg

Question 13

The amount of task or relationship orientation a leader should use will not change with the situation.

Accepted Answer

A) True 
 B)False

Question 14

Your boss keeps talking to you about the technical aspects of your job and how to do them properly. She is probably taking a(n):

Accepted Answer

A)  Production orientation 
B)  Employee orientation 
C)  Consideration behavior perspective 
D)  Overly cautious approach 
E)  None of the above 
A)  Production orientation 
B)  Employee orientation 
C)  Consideration behavior perspective 
D)  Overly cautious approach 
E)  None of the above

Question 15

People do not vary much in their ability to show task-oriented leadership.

Accepted Answer

A) True 
 B)False

Question 16

Employee orientation involves all of the following except:

Accepted Answer

A)  Valuing workers' uniqueness 
B)  Giving special attention to workers' needs 
C)  Helping workers reach their production goals 
D)  Taking an interest in workers as human beings 
E)  None of the above 
A)  Valuing workers' uniqueness 
B)  Giving special attention to workers' needs 
C)  Helping workers reach their production goals 
D)  Taking an interest in workers as human beings 
E)  None of the above

Question 17

Defining roles, organizing work, and scheduling work activities would be consistent with:

Accepted Answer

A)  Initiating structure 
B)  Overcompensation 
C)  Employee orientation 
D)  All of the above 
E)  None of the above 
A)  Initiating structure 
B)  Overcompensation 
C)  Employee orientation 
D)  All of the above 
E)  None of the above

Question 18

Leaders will rarely be called on for task leadership.

Accepted Answer

A) True 
 B)False

Question 19

As a follower, which leadership behavior would you like your leader to use? Why?

Accepted Answer

As a follower, I would like my leader to

Question 20

A supervisor that was only concerned with the work getting done on time without paying attention to employees' concerns is:

Accepted Answer

A)  Production orientation 
B)  Employee orientation 
C)  Consideration behavior perspective 
D)  Overly cautious approach 
E)  None of the above 
A)  Production orientation 
B)  Employee orientation 
C)  Consideration behavior perspective 
D)  Overly cautious approach 
E)  None of the above

All of us have developed unique habits regarding work and play, which have been ingrained over many years.

Relationship leadership is at its heart about making the work setting a pleasant place to be.

Concern for people includes actions such as building trust and providing good working conditions.

In which of the following ways has relationship-oriented leadership been characterized?

According to research, which of the following is not a behavior found to be part of consideration behavior?

Briefly define the behaviors that comprise relationship leadership. What is the common thread among them?

I much prefer "being" rather than "doing." I am not an organized, goal-oriented person. I probably am a:

A supervisor who was concerned with building trust, providing good working conditions, and maintaining a fair salary structure would be exhibiting:

Identify your preferred leadership style. Which of the leadership concepts we have discussed so far best explains this preference: your traits, your beliefs about the nature of people, your beliefs about the nature of work, your upbringing, or your habits?

A focus on quality control initiatives would be consistent with what?

Briefly define the behaviors that comprise task leadership. What is the common thread among them?

Explain why every leadership situation demands a degree of relationship leadership behavior.

The amount of task or relationship orientation a leader should use will not change with the situation.

Your boss keeps talking to you about the technical aspects of your job and how to do them properly. She is probably taking a(n):

People do not vary much in their ability to show task-oriented leadership.

Employee orientation involves all of the following except:

Defining roles, organizing work, and scheduling work activities would be consistent with:

Leaders will rarely be called on for task leadership.

As a follower, which leadership behavior would you like your leader to use? Why?

A supervisor that was only concerned with the work getting done on time without paying attention to employees' concerns is:

Understanding Leadership

Recognizing Your Traits

Engaging Peoples Strengths

Understanding Philosophy and Styles

Developing Leadership Skills

Creating a Vision

Establishing a Constructive Climate

Listening to Out-Group Members

Handling Conflict

Addressing Ethics in Leadership

Overcoming Obstacles

Filters

Exam 5: Attending to Tasks and Relationships

All of us have developed unique habits regarding work and play, which have been ingrained over many years.

Relationship leadership is at its heart about making the work setting a pleasant place to be.

Concern for people includes actions such as building trust and providing good working conditions.

In which of the following ways has relationship-oriented leadership been characterized?

According to research, which of the following is not a behavior found to be part of consideration behavior?

Briefly define the behaviors that comprise relationship leadership. What is the common thread among them?

I much prefer "being" rather than "doing." I am not an organized, goal-oriented person. I probably am a:

A supervisor who was concerned with building trust, providing good working conditions, and maintaining a fair salary structure would be exhibiting:

Identify your preferred leadership style. Which of the leadership concepts we have discussed so far best explains this preference: your traits, your beliefs about the nature of people, your beliefs about the nature of work, your upbringing, or your habits?

A focus on quality control initiatives would be consistent with what?

Briefly define the behaviors that comprise task leadership. What is the common thread among them?

Explain why every leadership situation demands a degree of relationship leadership behavior.

The amount of task or relationship orientation a leader should use will not change with the situation.

Your boss keeps talking to you about the technical aspects of your job and how to do them properly. She is probably taking a(n):

People do not vary much in their ability to show task-oriented leadership.

Employee orientation involves all of the following except:

Defining roles, organizing work, and scheduling work activities would be consistent with:

Leaders will rarely be called on for task leadership.

As a follower, which leadership behavior would you like your leader to use? Why?

A supervisor that was only concerned with the work getting done on time without paying attention to employees' concerns is:

Understanding Leadership

Recognizing Your Traits

Engaging Peoples Strengths

Understanding Philosophy and Styles

Developing Leadership Skills

Creating a Vision

Establishing a Constructive Climate

Listening to Out-Group Members

Handling Conflict

Addressing Ethics in Leadership

Overcoming Obstacles

Filters