Deck 7: Leadership and Leader Behaviors

Question 1

Through its extraordinary and unusual nature,and because it communicates the leader's commitment to the collective and its plight,leader self-sacrifice may elicit favorable leadership perceptions.

Answer 1

True

Question 2

Since the Second World War,research emphasis has shifted from a search for leadership behavior to a search for personality traits of leaders.

Answer 2

False

Question 3

Studies have presented evidence that scoring low on dimensions of Consideration and Structure is highly desirable in leadership emergence.

Answer 3

False

Question 4

The study conducted by Bowers and Seashore could not establish any plausible relationships of managerial to peer leadership characteristics.

Question 5

Fleishman and Harris found in their study that grievances and turnover were lowest for groups with foremen showing medium to high Consideration together with low Structure.

Question 6

Maintenance of membership character involves behavior that is socially agreeable to group members.

Question 7

In the Fleishman and Harris study,it was determined that in combining Consideration and Structure of leaders,Structure was the dominant factor.

Question 8

The second phase of the original Harvester research utilized the relationships between Consideration and Structure and indices of foremen proficiency were examined.

Question 9

Fleishman and Harris,in their study,observed a negative relationship between initiating structure and both grievances filed and turnover.

Question 10

Behavior that initiates action,keeps members' attention on the goal,develops a procedural plan,evaluates the quality of work done,and makes expert information available is referred to as goal achievement function.

Question 11

An overview of the leader behavior literature highlights the fact that the consequences associated with leader behaviors are always consistent.

Question 12

A formally acknowledged leader through his supervisory leadership behavior sets the pattern of the mutual leadership which subordinates supply each other.

Question 13

Fleishman and Harris determined that high Consideration can compensate for high Structure,but low Structure will not offset low Consideration.

Question 14

Leader display of self-confidence has been identified as an important factor in leadership effectiveness.

Question 15

Group interaction facilitation behavior refers to the behavior related to the output of the group.

Question 16

Ralph Stogdill suggested that leadership consists of movement and getting work accomplished.

Question 17

Leadership effects on identification provide an account for the interactive effect of leader sacrifice and confidence and the main effects of leader self-sacrifice and leader self-confidence were mediated by identification.

Question 18

Leadership effectiveness and other leader behaviors have been typically studied as moderators of the effectiveness of a particular leader behavior.

Question 19

One possible limitation of the Fleishman and Harris study is that the descriptions of foremen behavior came from the workers themselves.

Question 20

Self-sacrifice and self-confidence had stronger effects in conjunction than on their own in determining leadership effectiveness and charisma.

Question 21

The study by Fleishman and Harris found that upon trying to increase the Structure of high Consideration foremen:

A)they rebelled and went on strike.
B)there was a high increase in grievances and a moderate increase in turnover.
C)there was a significant decrease in grievances and in turnover.
D)there was little increase in grievances and no increase in turnover.

Question 22

_____ refers to the ability to understand and act according to the objectives of the total organization,rather than only on the basis of the goals and needs of one's own immediate group.

A)Administrative skill
B)Achievement orientation
C)Human relations skill
D)Work facilitation ability

Question 23

Leadership has been studied informally by:

A)attempting to identify behavior differences of acknowledged leaders.
B)trying to identify personality traits of acknowledged leaders.
C)observing the lives of great men.
D)various assessment techniques of leadership.

Question 24

_____ refers to the behavior that helps achieve goal attainment by such activities as scheduling,coordinating,planning,and by providing resources such as tools,materials,and technical knowledge.

A)Support
B)Work facilitation
C)Interaction facilitation
D)Goal emphasis

Question 25

In the Fleishman and Harris study,the curves show that grievances occur most frequently among groups whose foremen are,regardless of the amount of emphasis on Structure:

A)high in contrast.
B)high in Consideration.
C)low in Consideration.
D)low in contrast.

Question 26

Theories of charismatic and transformational leadership in particular have highlighted the importance of:

A)leaders' personal achievements and satisfaction.
B)employees' individual goals and achievements.
C)leadership traits such as intelligence and self-confidence.
D)leadership being able to elicit favorable leadership perceptions.

Question 27

In the results of the study by Fleishman and Harris,the curves for both structure and grievance rate were _____,indicating that although grievance rate goes up with increased Structure,there is a range within which increased Consideration or decreased Structure makes no difference.

A)hyperbolic
B)parabolic
C)linear
D)elliptical

Question 28

The second phase of the original Harvester research observed that leadership attitudes became more:

A)structured.
B)unstructured.
C)common.
D)dissimilar.

Question 29

Blake and Mouton suggest that:

A)varying styles and methods of leaderships should be adopted to obtain organizational effectiveness.
B)flexibility,intelligence,and reactive ability are essential qualities of a manager.
C)there is a "one best style" of leadership that fits and works best in all situations.
D)the management team should possess variety of skills to ensure effective decision making.

Question 30

Behaviors that initiate action,keep members' attention on the goal,develop a procedural plan,evaluate the quality of work done,and make expert information available are called:

A)goal achievement functions.
B)group maintenance functions.
C)objective attainment behaviors.
D)group interaction facilitation behaviors.

Question 31

_____ refers to the behavior related to the output of the group.

A)Objective attainment behavior
B)Maintenance of membership character
C)Maintenance of objective evaluation
D)Group interaction facilitation behavior

Question 32

Which of the following observations is consistent with the findings of Fleishman and Harris?

A)A negative relationship exists between initiating structure and grievances filed.
B)A negative relationship exists between initiating structure and turnover.
C)A positive relationship can be seen between consideration and grievances.
D)A negative relationship can be found between consideration and turnover.

Question 33

Work situations in business organizations in a technologically advanced society typically involve a comparatively small number of persons who receive direction from one person.This is the basic unit of industrial society and has been called the:

A)organizational family.
B)task group.
C)quality circle.
D)traditional team.

Question 34

Self-sacrificial leadership:

A)is positively related to criteria of leadership effectiveness.
B)could cause reduced employee motivation.
C)could send wrong messages to employees about the benefits of the job.
D)would fail to link followers' sense of identity to common goals.

Question 35

The University of Michigan Survey Research Center developed two concepts of leadership called:

A)group maintenance and goal achievement.
B)employee orientation and production orientation.
C)production orientation and sales focus.
D)task orientation and sales orientation.

Question 36

The Fleishman and Harris study examined the relationship between consideration and initiating structure and found that the average correlation is:

A)negative and is relatively weak.
B)positive but is relatively weak.
C)positive and relatively strong.
D)negative and relatively consistent.

Question 37

Which of the following is NOT one of the four dimensions of leader behavior that emerged as the basic structure of leadership?

A)Support
B)Interaction
C)Consideration
D)Facilitation

Question 38

Which of the following was found in the study on organizational effectiveness with a four-factor theory of leadership by Bowers and Seashore?

A)Peer leadership characteristics are more important than managerial leadership characteristics.
B)There are plausible relationships of managerial to peer leadership characteristics.
C)Leadership characteristics are adequate alone to predict organizational effectiveness.
D)Work patterns are more important to leader effectiveness than personal and motivational patterns.

Question 39

_____ and initiating structure have become to some extent identified as "the Ohio State" dimensions of leadership.

A)Directiveness
B)Consideration
C)Legitimacy
D)Reference

Question 40

One interpretation of the Fleishman/Harris findings is that workers under foremen who establish a climate of mutual trust,rapport,and tolerance for two-way communication with their work groups are:

A)more likely to accept higher levels of Structure.
B)less goal-oriented and motivated.
C)less considerate of each other.
D)more likely to take advantage of the considerate foremen.

Question 41

According to the study by De Cremer and Knippenberg,why do leader self-sacrifice and leader self-confidence interact?

A)Self-sacrifice and leader self-confidence conflict with each other.
B)Leaders cannot simultaneously possess both of these traits.
C)Both the attributes affect collective identification through slightly different routes.
D)Both the attributes emphasize individual achievement and growth resulting in increased employee satisfaction.

Question 42

Briefly describe the conclusions obtained from the study conducted by Fleishman and Harris on patterns of leadership behavior related to employee grievances and turnover.

Question 43

What are the major points discussed in the Leader-member exchange theory?

Question 44

The study by O'Donnell and Taber has found that:

A)subordinates who are already highly skilled are not likely to engage in high-exchange relationships with leaders.
B)leader-member exchanges are not affected by specific types of leadership behaviors.
C)exchange relationship between a leader and subordinate is influenced primarily by relations-oriented behaviors.
D)leader-member exchanges are influenced primarily by the inspirational and charismatic behaviors of leaders.

Question 45

Explain the two sets of group functions,on the basis of which Cartwright and Zander at the Research Center for Group Dynamics described leadership?

Question 46

Self-sacrifice and self-confidence had stronger effects when:

A)one of the traits created perceptions of charisma.
B)self-sacrifice was the dominant trait.
C)self-confidence was the dominant trait.
D)they were in conjunction.

Question 47

Leader-member exchange (LMX) theory describes:

A)the process by which initiating structure and consideration establish leader behaviors.
B)the dyadic process by which roles and expectations are developed for a leader with each subordinate.
C)the interaction between leader behaviors and the aspects such as turnover and employee grievances.
D)the process by which initiating structure and consideration ascertain employee performance and reduce turnover.

Question 48

_____ involves checking with people before making decisions that affect them,encouraging participation in decision making,and using the ideas and suggestions of others.

A)Consulting
B)Validation
C)Recognition
D)Delegating

Question 49

Various research programs and writings make it clear that a great deal of conceptual content is held in common.What are the four dimensions that emerge from these studies,which seem to comprise the basic structure of leadership?

Question 50

What is self-sacrifice? How is it related to leadership?