Question 1

Fiedler would expect that the best leadership style was a function of ________.

Accepted Answer

A)  leader-member relations, task structure, and position power 
B)  formal authority, production orientation, and consideration 
C)  chain of command, relationships, and power 
D)  situation, personality of leader, and readiness of employees

Question 2

The most dominant component of credibility is ________.

Accepted Answer

A)  expertise 
B)  status 
C)  authority 
D)  honesty

Question 3

In his speech the previous day, the new CEO had discussed his experience in the industry and his education. Carrie thought that the new CEO would do a great job given these characteristics, coupled with his good oratory skills and the fact that he just looked like a CEO. Carrie realized that she had been judging the new CEO in a manner consistent with the ________ theories of leadership.

Accepted Answer

A)  trait 
B)  behavioral 
C)  contingency 
D)  situational

Question 4

The University of Michigan studies used the two dimensions of ________ and ________ to study behavioral characteristics of leaders.

Accepted Answer

A)  employee oriented; production oriented 
B)  consideration; initiating structure 
C)  task; people 
D)  decision-making; employee development

Question 5

Path-goal theory states that employee performance and satisfaction are likely to be positively influenced when the leader chooses a leadership style that compensates for shortcomings in either the employee or the work setting.

Accepted Answer

A) True 
 B)False

Question 6

The evidence supporting the superiority of transformational leadership over the transactional style is ________.

Accepted Answer

A)  inconclusive 
B)  moderately supportive 
C)  moderately negative 
D)  overwhelmingly impressive

Question 7

Kay is the supervisor that the employees go to for task-related decisions. Kay holds ________ power.

Accepted Answer

A)  reward 
B)  expert 
C)  legitimate 
D)  coercive

Question 8

Bill expects his employees to wonder "What's in it for me?" when he assigns extra tasks to them, so he is ready with an answer about the reward for their work. Bill is a(n) ________ leader.

Accepted Answer

A)  situational 
B)  transformational 
C)  transactional 
D)  charismatic

Question 9

Brooke has decided that the appropriate leadership style would be to show friendliness and concern for the needs of her subordinates. According to the path-goal model, she wishes to be a(n) ________ leader.

Accepted Answer

A)  relationship-oriented 
B)  participative 
C)  supportive 
D)  considerate

Question 10

Of the five dimensions that make up the concept of trust, loyalty seems to be the most critical when someone assesses another's trustworthiness.

Accepted Answer

A) True 
 B)False

Question 11

Sam is the manager at a department store. He has 20 employees working for him who are mostly unhappy and discontented with the way he threatens them for even minor errors. Which one of the following statements is likely to be true about Sam?

Accepted Answer

A)  Sam is a transactional leader. 
B)  Sam is using coercive power to get the job done. 
C)  Sam is a telling leader. 
D)  Sam is using referent power to get the job done.

Question 12

Rachel's colleagues and subordinates have a very high regard for her. They know that no one can get high-quality work done the way Rachel can. She inspires her team to excel in their work, even exceeding their own expectations. What her subordinates like best about Rachel is that they are free to discuss her decisions with her, even question her once in while if they are not sure about her strategy. Which one of the following best describes Rachel's leadership style?

Accepted Answer

A)  transactional 
B)  charismatic 
C)  authentic 
D)  transformational

Question 13

According to the University of Iowa behavioral studies, group members' satisfaction levels were generally ________.

Accepted Answer

A)  higher under a supportive leader in the long run 
B)  improved when the leader was production oriented 
C)  maintained when the leader was directive in the short run 
D)  higher under a democratic leader than under an autocratic one

Question 14

According to the path-goal model, when Hannah meets with the employees to establish challenging goals and expectations for the next financial year, she displays which one of the following leadership styles?

Accepted Answer

A)  task-oriented 
B)  production-oriented 
C)  democratic 
D)  achievement-oriented

Question 15

Authentic leadership emphasizes the moral side of business.

Accepted Answer

A) True 
 B)False

Question 16

According to the path-goal theory, a leader who is friendly and shows concern for the needs of subordinates is termed ________.

Accepted Answer

A)  directive 
B)  achievement oriented 
C)  participative 
D)  supportive

Question 17

Charisma is the ability to create and articulate a realistic, credible, attractive vision of the future for any organization or organizational unit that grows out of and improves on the present.

Accepted Answer

A) True 
 B)False

Question 18

The managerial grid used the behavioral dimensions "concern for people" and ________ and evaluated a leader's use of these behaviors, ranking them on a scale from 1 (low) to 9 (high).

Accepted Answer

A)  "concern for integrity" 
B)  "concern for profit" 
C)  "concern for environment" 
D)  "concern for production"

Question 19

People working for charismatic leaders are motivated to exert extra work effort but express lower satisfaction.

Accepted Answer

A) True 
 B)False

Question 20

Fiedler's model assumed that the leader's style was fixed regardless of the situation.

Accepted Answer

A) True 
 B)False

Exam 16: Leadership

Fiedler would expect that the best leadership style was a function of ________.

The most dominant component of credibility is ________.

The University of Michigan studies used the two dimensions of and to study behavioral characteristics of leaders.

Path-goal theory states that employee performance and satisfaction are likely to be positively influenced when the leader chooses a leadership style that compensates for shortcomings in either the employee or the work setting.

The evidence supporting the superiority of transformational leadership over the transactional style is ________.

Kay is the supervisor that the employees go to for task-related decisions. Kay holds ________ power.

Bill expects his employees to wonder "What's in it for me?" when he assigns extra tasks to them, so he is ready with an answer about the reward for their work. Bill is a(n) ________ leader.

Brooke has decided that the appropriate leadership style would be to show friendliness and concern for the needs of her subordinates. According to the path-goal model, she wishes to be a(n) ________ leader.

Of the five dimensions that make up the concept of trust, loyalty seems to be the most critical when someone assesses another's trustworthiness.

Sam is the manager at a department store. He has 20 employees working for him who are mostly unhappy and discontented with the way he threatens them for even minor errors. Which one of the following statements is likely to be true about Sam?

According to the University of Iowa behavioral studies, group members' satisfaction levels were generally ________.

According to the path-goal model, when Hannah meets with the employees to establish challenging goals and expectations for the next financial year, she displays which one of the following leadership styles?

Authentic leadership emphasizes the moral side of business.

According to the path-goal theory, a leader who is friendly and shows concern for the needs of subordinates is termed ________.

Charisma is the ability to create and articulate a realistic, credible, attractive vision of the future for any organization or organizational unit that grows out of and improves on the present.

The managerial grid used the behavioral dimensions "concern for people" and ________ and evaluated a leader's use of these behaviors, ranking them on a scale from 1 (low) to 9 (high) .

People working for charismatic leaders are motivated to exert extra work effort but express lower satisfaction.

Fiedler's model assumed that the leader's style was fixed regardless of the situation.