Leadership: Styles And Behaviors

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What Is Organizational Behavior?
Job Performance
Organizational Commitment
Job Satisfaction
Stress
Motivation
Trust, Justice, and Ethics
Learning and Decision Making
Personality and Cultural Values
Ability
Teams: Characteristics and Diversity
Teams: Processes and Communication
Leadership: Power and Negotiation
Leadership: Styles and Behaviors
Organizational Structure
Organizational Culture

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Question 1

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Leadership is the use of power and influence to direct the activities of followers toward goal attainment.

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Question 2

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Leader-member exchange theory argues that new leader-member relationships are typically marked by a role taking phase.

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Question 3

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Traits are more predictive of leader emergence than they are of leader effectiveness.

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Question 4

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Many of the correlations between traits and leadership are strong in magnitude when leader effectiveness serves as the outcome.

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Question 5

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The autocratic style of leadership is characterized by high follower control.

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Question 6

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With a consultative style of decision making, leaders do not make the ultimate decision.

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Question 7

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With a delegative style, a leader plays no role in the deliberations unless asked.

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Question 8

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The time-driven model of leadership suggests that the focus should shift away from autocratic, consultative, facilitative, and delegative situations to autocratic, consultative, facilitative, and delegative leaders.

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Question 9

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For the delegative style of decision making, the teamwork skills of the employees involved are not important.

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Question 10

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Research tends to support many of the time-driven model's propositions, particularly when it uses practicing managers as participants.

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Question 11

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Leaders who are high on initiating structure play a passive role in directing group activities and often fail to plan activities.

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Question 12

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Situational leadership theory is well supported by many scientific studies.

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Question 13

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Transformational leaders heighten followers' awareness of the importance of certain outcomes while increasing their confidence that those outcomes can be achieved.

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Question 14

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Transformational leadership represents the carrot-and-stick approach to leadership.

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Question 15

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Idealized influence involves behaving in ways that earn the admiration, trust, and respect of followers.

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Question 16

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Inspirational motivation involves behaving in ways that foster an enthusiasm for a shared vision of the future.

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Question 17

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Transformational leadership is more strongly related to unit-focused measures of leadership effectiveness than most other leadership forms.

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Question 18

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Employees with transformational leaders tend to have higher levels of task performance.

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Question 19

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Neutralizers reduce the importance of the leader while providing a direct benefit to employee performance.

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Question 20

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Increasing the time spent on training the leaders can help maximize their effectiveness.

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