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WorksheetsLeadership Behavior Quiz
Total questions: 90
Worksheet time: 45mins
Which of the following is NOT an example of clarifying behavior by a leader?
Explain the reasons for an assignment.
Clearly explain what results are expected.
Ask the subordinate to set performance goals.
Explain the relative priority of different tasks.
Which of the following is NOT an example of supporting behavior?
Clearly explain what the subordinate is expected to do.
Express confidence in a subordinate who has a difficult task.
Remember details about a subordinate's interests and family.
Help a subordinate deal with a personal problem.
Supportive leadership is MOST likely to result in what outcome for subordinates?
stronger organizational commitment
stronger satisfaction with the leader
better coordination among subordinates
better performance by subordinates
Which of the following is LEAST likely to be an outcome of leader supporting behavior?
better time management for the leader
reduced stress for the subordinates
more cooperative leader-subordinate relationships
lower absenteeism and turnover by subordinates
According to Blake and Mouton, effective leaders are MOST likely to have a ________.
high concern for the task and a moderate concern for relationships
moderate concern for the task, and a high concern for relationships
moderate concern for both the task and relationships
high concern for both the task and relationships
Which is NOT a method for developing behavior taxonomies?
distributive aggregation
judgmental classification
factor analysis
theoretical-deductive approach
Which of the following is NOT one of the behavior meta-categories identified by Yukl?
task-oriented
relations-oriented
process-oriented
change-oriented
Which of the following is NOT primarily a change-oriented behavior?
communicating an inspiring vision for the organizational unit
monitoring the external environment
encouraging innovative thinking by subordinates
setting specific performance goals for subordinates
Which type of behavior is LEAST likely to occur with people outside the leader's work unit?
external monitoring
delegating
networking
representing
Which of the following was NOT provided as a guideline for developing subordinates?
Provide constructive feedback about effective and ineffective behavior.
Ask specific questions to help the person analyze his or her performance.
Provide opportunities to learn from experience.
Provide detailed instructions on how to carry out each assignment.
Which of the following guidelines was recommended for recognizing?
Provide recognition only for outstanding performance.
Provide more recognition to people in essential, high-visibility jobs.
Actively look for effective behavior or contributions to recognize.
Give praise in private to avoid embarrassing the recipient.
Which of the following was provided as a guideline for monitoring?
Measure only outcomes rather than wasting time trying to assess causal processes.
Develop independent sources of information about the performance of the work unit.
Use prior performance as the primary basis for assessing current performance.
Conduct weekly progress review meetings with each subordinate.
Which feature was NOT recommended as a guideline for setting performance goals?
Set goals for every task and responsibility.
Set goals that are clear and specific.
Set goals that include a specific target date.
Set goals that are challenging but realistic.
Which of the following was NOT recommended as a guideline for coaching?
Provide constructive feedback about effective and ineffective behavior.
Ask specific questions to help the person analyze his or her performance.
Encourage the person to look at a problem from different perspectives.
Provide detailed instructions on how to carry out each assignment.
Which of the following was NOT a suggested guideline for action planning?
Identify the optimal sequence for the essential action steps.
Determine starting times and deadlines for each action step.
Determine who will be accountable for each action step.
Identify the best procedure for conducting each action step.
To improve problem solving, it is recommended that managers should ________.
concentrate on solving the easy problems first
concentrate on solving the most difficult problems first
deal with a problem as soon as it is discovered
look for ways to solve related problems at the same time
There are many divergent taxonomies for behavior ________.
so it can be difficult to translate from one set of behaviors to another
but different terms are never used to refer to the same type of behavior
although the same term is not defined differently by different theorists
however all the key concepts are covered in the various taxonomies
There are ________ taxonomies of the behavior concepts pertaining to managers and leaders.
several almost identical
a couple of similar
a few slightly different
many divergent
Behavior categories ________.
are tangible attributes of the real world
exist in an objective sense
are abstractions
can be established into an absolute set of correct behaviors
Which of the following is NOT a reason for the divergent taxonomies of leadership behavior?
Behavior categories do not exist in any objective sense.
Behavior constructs can be formulated at different levels of generality.
Theorists keep striving for the absolute set of 'correct' behavior categories.
Taxonomies are developed using different methods.
Two taxonomies that have the same purpose ________.
cannot be devised at different levels of abstraction
must be framed in the same level of generality
may be formulated at different levels of specificity
will focus on the same set of objectively correct categories
Which is a reason why taxonomies developed to describe leadership behavior are so different?
An absolute set of 'correct' behavior categories can be established.
Constructs can be formulated at different levels of abstraction.
All taxonomies are tangible attributes of the real world.
Taxonomies must include all relevant aspects of leader behavior.
A key concept in one taxonomy ________.
may be absent from another taxonomy
must be included in all taxonomies
is always easily translated to the corresponding concept in other taxonomies
will have the same name in all taxonomies
A hierarchical taxonomy has ________.
more than five narrow behavior categories
just one broad behavior with many component behaviors for it
two or fewer component behaviors for each of two or more narrow behaviors
two or more broad behaviors with specific component behaviors for each broad one
Most of the theories and research on effective leadership behavior involve ________ defined behaviors.
one or two broadly
at least five broadly
exactly three narrowly
four or five narrowly
________-oriented behavior is primarily concerned with increasing mutual trust, cooperation, job satisfaction, and identification with the team or organization.
Task
Relations
Change
Transforming
Task-oriented behavior ________.
focuses on the accomplishment of an undertaking in an efficient, reliable way
is concerned with increasing trust, cooperation, and identification with the team
prioritizes and encourages innovation in the workplace
emphasizes consultation and joint decisions
Which of the following labels has been used to describe task-oriented behavior?
consideration
maintenance behavior
initiating structure
supportive leadership
Which of the following labels has been used to describe relations-oriented behavior?
maintenance behavior
concern for production
instrumental leadership
goal emphasis
The ________-oriented categories usually include specific behaviors such as clarifying work roles and objectives, assigning specific tasks to subordinates, and planning activities and tasks for the work group.
change
relationship
task
transforming
Most studies on task-oriented and relations-oriented behavior found that ________.
subordinates were more satisfied with a demanding and forceful leader
no preference for leadership style was expressed by subordinates
a considerate, supportive leader led to greater satisfaction for subordinates
an encouraging, thoughtful leader resulted in lower subordinate approval
According to studies, leader task-oriented behavior is ________ related to subordinate satisfaction.
consistently
not consistently
never
always
Interpretation of overall results from studies on task-oriented and relations-oriented behaviors is ________.
facilitated by differences in the behavior measures employed
made challenging by disparities in the types of criteria used
enabled by similarities among the research methods utilized
not attempted due to overlap among overall objectives
Little attention was paid to behaviors directly concerned with ________ in early leadership theory and research.
encouraging and facilitating change
accomplishing the task in an efficient and reliable way
increasing mutual trust
improving job satisfaction and identification with the team
In the 1980s, ________.
some change-oriented behaviors were included in theories of charismatic and transformational leadership
leading change officially became recognized as a type of behavior distinct from task- and relations-oriented behavior
the pursuit of a distinct change-oriented category of behavior was abandoned
theorists discarded the standalone category of change-oriented behavior
Which of the following is a specific type of change-oriented behavior?
clarifying work roles
monitoring subordinate performance
assigning specific tasks
encouraging innovation
Which of the following is NOT a specific type of empowering decision procedure?
consultation
joint decisions
clarification of task objectives
delegation
________ leadership is another name for the behavior category involving decision-making procedures that a leader can use to involve others in decisions about the work.
Autocratic
Charismatic
Democratic
Didactic
Some of the research on empowering leadership includes other types of leader behaviors in addition to decision procedures, like ________.
proposing an appealing vision of what could be changed
sharing information
assigning specific tasks
withholding resources
What is another term for transformational leadership?
visionary leadership
aspirational leadership
participative leadership
empowe
Which is NOT an example of a specific transformational leadership behavior?
leading by example
talking about personal values
lobbying for resources
making self-sacrifices for the group
Making self-sacrifices for the team or organization is associated with ________ leadership.
empowering
participative
democratic
transformational
Networking is one of the three distinct and broadly defined categories of ________ behavior.
external
internal
visionary
proactive
Which of the following is NOT one of the three categories of external leadership behavior?
networking
clarifying task objectives
external monitoring
representing
Doing favors for peers or outsiders is an example of which category of external leadership behavior?
external monitoring
representing
clarifying
networking
Which of the following behaviors is associated with external monitoring?
identifying threats and opportunities for the leader's group or organization
using ingratiation
socializing with people in other work units
using political tactics to influence decisions made by governmental agencies
Which of the following behaviors is NOT an example of the representing category of external behavior?
lobbying for resources from superiors
promoting the reputation of the leader's group
studying the decisions of competitors
negotiating agreements with suppliers
Conducting market research is an example of ________.
external monitoring
representing
networking
clarifying
The representing category of external behavior includes ________.
using political tactics to influence decisions made by superiors
studying the actions of opponents and competitors
attending professional conferences and ceremonies
joining social networks
Proactive influence tactics ________.
cannot be used with people outside the organization, like clients or suppliers
are especially important for routine requests
can help gain commitment to requests and proposals
should not be used for a leader to resist influence attempts made by others
Short-term planning of work activities means deciding all of the following EXCEPT ________.
what to do
how to do it
when it will be done
why it should be done
The purpose of ________ is to ensure efficient organization of the work unit, coordination of activities, and effective utilization of resources.
planning
clarifying
monitoring
problem solving
The purpose of clarifying is to ________.
ensure efficient organization of the work unit, coordination of activities, and effective utilization of resources
guide and coordinate work activity and make sure people know what to do and how to do it
gather information about the operations of the manager's organizational unit
deal with disruptions of normal operations and member behavior that is illegal, destructive, or unsafe
________ involves gathering information about the operations of the manager's organizational unit, including the progress of the work, the performance of individual subordinates, the quality of products or services, and the success of projects or programs.
Planning
Clarifying
Monitoring
Problem solving
What is the purpose of problem solving?
to ensure efficient organization of the work unit, coordination of activities, and effective utilization of resources
to guide and coordinate work activity and make sure people know what to do and how to do it
to gather information about the operations of the manager's organizational unit
to deal with disruptions of normal operations and member behavior that is illegal, destructive, or unsafe
Planning ________.
usually occurs in a single behavior episode
is mostly a cognitive activity
has no observable aspects
is least observable when a manager takes action to implement plans by communicating them to others
Clarifying behavior is more important when ________.
an organization has elaborate regulations regarding how work should be done
subordinates are highly trained professionals
there is substantial role ambiguity for members of a work unit
the work unit functions harmoniously and is conflict-free
Information gathered from monitoring is used to do all of the following EXCEPT to ________.
identify problems
clarify tasks
formulate objectives
modify policies
Which of the following is an example of a reactive problem solving behavior?
purchasing generators to be used if there is a disruption in the supply of electricity
creating a contingency plan for operations in the case of a natural disaster
establishing health and safety guidelines for the operation of dangerous equipment
providing replacements to consumers who received defective merchandise
Descriptive research on effective managers suggests that they ________.
pass problems along to others within the organization
involve more people than necessary to ensure that a problem is solved
give priority to important problems that can be solved
focus their time on intractable problems
Supportive leadership ________.
includes a wide variety of behaviors that show consideration, acceptance and concern for the needs and feelings of other people
seeks to guide and coordinate work activity and make sure people know what to do and how to do it
involves giving praise and showing appreciation to others for effective performance, significant achievements, and important contribution to an organization
strives to increase a subordinate's skills and facilitate job adjustment and career advancement
________ leadership involves giving praise and showing appreciation to others for effective performance, significant achievements, and important contribution to an organization.
Supportive
Developing
Recognizing
Clarifying
Which type of leadership behavior involves increasing a subordinate's skills and facilitating job adjustment and career advancement?
supportive
developing
clarifying
recognizing
Key components of ________ leadership include mentoring, coaching, and providing developmental opportunities.
supportive
developing
clarifying
recognizing
Bolstering a person's self-esteem and confidence is a guideline for ________ leadership.
supportive
developing
clarifying
recognizing
Developing ________.
is usually done with a colleague
cannot be done with a boss
may be done with a peer
is never delegated to subordinates
67) Which of the following is an example of a potential benefit that developing can offer to the organization?
A) better job adjustment
B) more skill learning
C) faster career advancement
D) higher employee commitment
68) The primary purpose of recognizing, especially when used with subordinates, is to ________.
A) strengthen desirable behavior and task commitment
B) attain task objectives
C) build and maintain effective interpersonal relationships
D) increase acceptance and trust of the leader
69) Praise ________.
A) is the most difficult form of recognition
B) is overutilized by many managers
C) most often is given publicly
D) may take the form of oral comments
70) Recognition ________.
A) should not be given for improvement if an individual's level of performance is still only average
B) must be limited to successful efforts
C) may be given for personal sacrifices made to accomplish a task
D) should be limited to a few best performers in each type of job
71) It is not possible to establish an absolute set of "correct" behavior categories to organize the behavior descriptions from research over the last half-century.
TRUE
FALSE
72) Initiating structure includes behaviors such as assigning tasks to subordinates, maintaining definite standards of performance, asking subordinates to follow standard procedures, emphasizing the importance of meeting deadlines, criticizing poor work, and coordinating the activities of different subordinates.
TRUE
FALSE
73) Change-oriented behavior is primarily concerned with understanding the external environment and finding ways to minimize the amount of adaptive change.
TRUE
FALSE
74) The three meta-categories of task-oriented, relations-oriented, and change-oriented behaviors are independent and unrelated to each other.
TRUE
FALSE
75) The most common method for studying effective leadership is an experiment in which leader behavior is manipulated by researchers to determine how it affects subordinates.
TRUE
FALSE
76) Planning is easy to observe because it mostly involves processing, analyzing, and deciding that occurs at discrete moments.
TRUE
FALSE
77) Clarifying mostly involves the communication of plans, policies, and role expectations to peers and clients.
TRUE
FALSE
78) Monitoring involves gathering information about the progress of the work, the performance of individual subordinates, and the success of work unit activities and projects.
TRUE
FALSE
79) Developing includes managerial practices such as mentoring and coaching that are used to increase a subordinate's skills and facilitate job adjustment and career advancement.
TRUE
FALSE
80) Consideration is a behavior category that includes sets of behaviors involving concern for relationships.
TRUE
FALSE
81) In the field of leadership behavior, sometimes different terms are used to refer to the same type of behavior.
TRUE
FALSE
82) Despite the divergent taxonomies used to describe leadership behavior, it is simple to translate from one set of behaviors to another.
TRUE
FALSE
83) One reason for differences among taxonomies is the fact that behavior constructs can be formulated at different levels of abstraction.
TRUE
FALSE
84) All taxonomies are intended to cover the full range of leader behaviors.
TRUE
FALSE
85) Task-oriented behavior is primarily concerned with accomplishing the task in an efficient and reliable way.
TRUE
FALSE
86) The task-oriented term "instrumental leadership" is similar to the relations-oriented term "supportive leadership."
TRUE
FALSE
87) Leadership theory and research has from its earliest days focused much attention on behaviors directly concerned with encouraging and facilitating change.
TRUE
FALSE
88) The purpose of planning is to ensure efficient organization of the work unit, coordination of activities, and effective utilization of resources.
TRUE
FALSE
89) Clarifying behavior is likely to be less important when there is substantial role ambiguity or role conflict for members of the work unit.
TRUE
FALSE
90) Key components of the recognizing category of leader behavior are giving praise and showing appreciation.
TRUE
FALSE
