Q&A Hero

Q: The Leadership Grid shows that a leader has two concerns, production and: a. time. b. profit. c. people. d. management.

Q: A person's readiness level is based on his or her: a. experience and education. b. supervisor's management philosophy. c. organization's objectives. d. previous work record.

Q: A leader holding Theory Y assumptions would prefer a(n) leadership style. a. participative b. autocratic c. structured d. dictatorial

Q: The belief that people will exercise self direction in the service of objectives to which they are committed is most closely related to: a. McGregor's Theory X. b. Blake and McCanse's Leadership Grid. c. McGregor's Theory Y. d. Hersey and Blanchard's Situational Leadership.

Q: Which of the following statements holds true for the beliefs of Theory X leaders? a. They believe that work is as natural as play. b. They believe in an autocratic management style. c. They believe that people seek responsibility. d. They believe that the intellectual potential of the average human being is only partially utilized.

Q: McGregor's Theory Y assumes that: a. the average human being wants security. b. the average human being learns to accept responsibility. c. the average human being prefers to be directed. d. the average human being has relatively little ambition.

Q: A leader holding Theory X assumptions believes: a. the average human dislikes work. b. the average human accepts and seeks responsibility. c. the average human can be trusted. d. work is as natural as play or rest for the average human.

Q: A leader holding Theory X assumptions would prefer a(n) leadership style. a. democratic b. unstructured c. autocratic d. participative

Q: McGregor's Theory X and Theory Y relate to: a. the supervisor's management philosophy. b. the readiness level of followers. c. the situation faced by a supervisor. d. the production and quality concerns of an organization.

Q: is best defined as the process of influencing individual and group activities toward goal setting and goal achievement. a. Entrepreneurship b. Leadership c. Delegation d. Surveillance

Q: Three factors, or variables, have a major impact on the choice of a leadership style: the supervisor's management philosophy, the followers' readiness level, and: a. the followers' management philosophy. b. the responsibility level of the supervisor. c. the situation faced by the supervisor. d. the supervisor's salary.

Q: An emotional response from individuals indicates they are cognitively focused. a. True b. False

Q: Although emotional intelligence is important, it is not linked to strong performance. a. True b. False

Q: Emotional intelligence involves self-awareness and empathy. a. True b. False

Q: Team building involves developing a coalition of people who will commit themselves to achieving the organizational vision. a. True b. False

Q: Placing the well-being of the group before the individual is a characteristic of servant leadership. a. True b. False

Q: Servant leadership involves the creation of community through collaboration and team building. a. True b. False

Q: Many times, adaptive leaders who present tough questions become marginalized within the organization. a. True b. False

Q: Employee participation in the change process is the key in adaptive leadership. a. True b. False

Q: Transactional leadership can result in lower-order improvements, but if one wants higher-order improvements, transformational leadership is needed. a. True b. False

Q: The transactional leader avoids linking actions with rewards. a. True b. False

Q: A transformational leader converts followers into leaders and may convert leaders into moral agents. a. True b. False

Q: A key factor in transformational leadership is charismatic leadership. a. True b. False

Q: The transactional leader employs traditional management strategies. a. True b. False

Q: Transactional leadership is a shift to a more visionary and empowering leadership style. a. True b. False

Q: Developmental management involves shaping a common group vision which is supportive of the goals of the organization. a. True b. False

Q: Developmental leaders attempt to keep responsibility away from their teams. a. True b. False

Q: Building high-performing group members is the goal of developmental leaders. a. True b. False

Q: If not careful, heroic leadership can stymie the development of subordinates. a. True b. False

Q: Heroic managers are always willing to share leadership. a. True b. False

Q: Heroic managers are those who have a great need for control or influence and want to run things. a. True b. False

Q: The long run trend in American industry is for supervisory managers to use less participative styles of leadership. a. True b. False

Q: When using the leadership continuum to decide to what degree employees should be involved in decision making, it is important to remember that the more freedom employees have, the more authority the supervisor has. a. True b. False

Q: Tannenbaum and Schmidt's leadership continuum presents a wide range of leadership behaviors ranging from a high use of authority by the supervisor to a large degree of freedom for the worker. a. True b. False

Q: The participating and supporting style of leadership behavior is best used for new or less-ready employees. a. True b. False

Q: The structuring and telling style of leadership (high task and low relationship) would be used with an individual who is relatively high in readiness for a given task. a. True b. False

Q: The life-cycle theory of leadership holds that leadership behaviors should be based on the readiness level of employees. a. True b. False

Q: Clarifying the job and taking corrective action are examples of relationship behaviors. a. True b. False

Q: Impoverished management is the poorest of all management styles. a. True b. False

Q: In a team management approach, leaders have a high concern for both people and production. a. True b. False

Q: According to the Leadership Grid, if a supervisor is primarily concerned with production and shows little concern for people, he or she is a 9,1 leader. a. True b. False

Q: The team management style is management with little concern for people or production. a. True b. False

Q: In the Leadership Grid, concern for results is plotted on the vertical axis, while concern for people is plotted on the horizontal axis. a. True b. False

Q: The Leadership Grid categorizes leadership styles according to concern for production and concern for people. a. True b. False

Q: Readiness level refers to a persons drive and need for achievement. a. True b. False

Q: A supervisor who holds Theory Y assumptions would be more inclined to use a structured, autocratic leadership style. a. True b. False

Q: Theory Y managers tend to prefer a supportive, participative leadership style. a. True b. False

Q: A manager who believes the average human cannot be trusted holds Theory Y assumptions. a. True b. False

Q: A Theory X manager believes the average human has an inherent dislike of work. a. True b. False

Q: A supervisor holding Theory Y assumptions is more likely to use coercion and threat of punishment than a Theory X supervisor. a. True b. False

Q: A supervisors family and early school environment influence his or her view of the nature of people and shape his or her philosophy. a. True b. False

Q: Management philosophy is not affected by a supervisors work environment. a. True b. False

Q: Informal leadership is that which is officially sanctioned by an organization through delegation. a. True b. False

Q: Leadership is a reciprocal process involving the leader and followers. a. True b. False

Q: The most effective leadership style in one situation may not be the most effective in another. a. True b. False

Q: An employee encounters a setback or obstacle on the job and gives up. Which level of motivation does this describe? a. Direction of effort b. Level of effort c. Level of persistence d. Level of hygiene

Q: Motivation: a. doesn't affect the quality of an employee's work. b. is a result of a person's individual needs, perceptions, and goals. c. comes only from external factors like pay, benefits, and working conditions. d. comes only from job satisfaction and not external factors like pay and benefits.

Q: Managers should provide only negative feedback to employees. a. True b. False

Q: Employees are more likely to commit to goals they have had a hand in setting. a. True b. False

Q: Generation Xers believe in paying their dues to achieve success. a. True b. False

Q: Baby Boomers were raised in a period of prosperity in the 1950s and 1960s. a. True b. False

Q: The job characteristics model is an approach to job design that focuses on five core job elements leading to intrinsic motivation and then positive work outcomes. a. True b. False

Q: The reinforcement theory is based on the law of effect. a. True b. False

Q: The leading reason for managers to leave their jobs is limited praise/recognition from higher authorities. a. True b. False

Q: One of the behaviors that an employee might engage in due to a perceived lack of equity, is to take longer breaks. a. True b. False

Q: Equity theory states that when people find themselves in situations of inequity or unfairness, they are motivated to act in ways to change their circumstances. a. True b. False

Q: A supervisor should use timely feedback to employees about goal achievement in order to make the job more motivating. a. True b. False

Q: In order to motivate employees, a supervisor should avoid setting specific goals. a. True b. False

Q: In Locke's goal-setting theory, goals are an important motivating factor if properly set. a. True b. False

Q: According to the expectancy theory, a reward to an individual has little to do with the effort he or she will put into the task. a. True b. False

Q: Factors associated with positive motivation are extrinsic to the job. a. True b. False

Q: Herzberg's hygiene factors are associated with the top of Malsows hierarchy. a. True b. False

Q: Hygiene factors are positive motivators. a. True b. False

Q: Hygiene factors are the same as intrinsic factors. a. True b. False

Q: Achievement, recognition, and responsibility are motivating factors according to Herzberg's theory. a. True b. False

Q: According to Herzberg, pay and working conditions do not affect workers' motivation. a. True b. False

Q: The two highest levels of needs in Maslow's hierarchy of needs are relatively easily satisfied. a. True b. False

Q: One of the qualifiers to Maslows hierarchy of needs theory is that needs at one level of the hierarchy do not have to be completely satisfied before the next level of needs become important. a. True b. False

Q: The ego needs of individuals are always satisfied. a. True b. False

Q: The need for creativity is a self-actualization need. a. True b. False