C484 Organizational Behavior and Leadership
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Free C484 Organizational Behavior and Leadership Questions
1.
What is a purpose of employee performance evaluations?
- To provide feedback and determine reward allocations
- To serve as a screening device for selecting new employees
- To measure the physiological symptoms of organizational dysfunctionality
- To determine who is best tuned to organizational politics
Explanation
Explanation
The primary purpose of performance evaluations is to provide employees with feedback on their work and to guide decisions regarding rewards, promotions, and development needs. Performance reviews help clarify expectations, reinforce desired behaviors, and identify areas for improvement. They are not used for hiring screening, diagnosing physiological issues, or assessing political awareness, making feedback and reward decisions the correct focus.
Correct Answer Is:
To provide feedback and determine reward allocations
The primary purpose of performance evaluations is to provide employees with feedback on their work and to guide decisions regarding rewards, promotions, and development needs. Performance reviews help clarify expectations, reinforce desired behaviors, and identify areas for improvement. They are not used for hiring screening, diagnosing physiological issues, or assessing political awareness, making feedback and reward decisions the correct focus.
Correct Answer Is:
To provide feedback and determine reward allocations
2. Which type of power is primarily associated with leaders who inspire and motivate followers through their personal charm and appeal?
- Coercive power
- Expert power
- Referent power
- Legitimate power
Explanation
Referent power is based on the personal characteristics of a leader, such as charm, charisma, and interpersonal appeal, which inspire loyalty and admiration from followers. Leaders with referent power influence others not through formal authority or rewards but because followers identify with them and wish to emulate or please them. This type of power is closely associated with transformational and charismatic leadership styles.
3. What type of contemporary leadership style is charismatic, inspirational, focuses on individualized consideration, and intellectual stimulation?
- transactional
- transformational
- servant
- authentic
Explanation
Transformational leadership is characterized by its ability to inspire and motivate followers through charisma, individualized consideration, intellectual stimulation, and a compelling vision. Transformational leaders go beyond managing tasks; they engage with employees on a personal level, encourage creativity, and foster development, resulting in higher levels of performance and commitment.
4. Force-Field Analysis is used:
- to help managers "force" employees into performing better
- as a way of understanding the depth of the market
- to help overcome resistance to change
- understand the competition
Explanation
Force-Field Analysis, developed by Kurt Lewin, is a tool used to analyze the factors that support or hinder change within an organization. It helps leaders identify driving forces that push for change and restraining forces that resist it. By understanding these forces, managers can develop strategies to strengthen drivers and reduce barriers, making it an effective method for overcoming resistance to change and facilitating successful organizational transitions.
5. Which statement best describes a charismatic leader?
- A type of leader who develops open, honest, trusting relationships
- A type of leader that inspires loyalty, enthusiasm, and high levels of performance
- A type of leader who creates an image of the organization in the future that provides direction for setting goals and developing strategic plans
- A type of leader who brings about continuous learning, innovation, and change
Explanation
Charismatic leaders inspire loyalty, enthusiasm, and high levels of performance through their personal charm, vision, and ability to connect emotionally with followers. Their influence is based on admiration and emotional attachment rather than formal authority, allowing them to motivate employees to exceed expectations and commit to shared goals. This leadership style is characterized by passion, confidence, and the ability to energize and engage followers.
6. During times of prolonged separation, individuals may find themselves seeking deeper connections and emotional support from others. This behavior is indicative of a(n) _____ need.
- self-esteem
- belongingness
- physiological
- self-actualization
Explanation
Seeking deeper connections and emotional support reflects a belongingness need, which is the human desire for interpersonal relationships, social interaction, and acceptance by others. According to Maslow’s hierarchy of needs, belongingness comes after physiological and safety needs and involves forming meaningful relationships with family, friends, or social groups. This need becomes especially prominent during periods of separation when individuals seek emotional bonds to maintain psychological well-being.
7.
What is a personal view of how one is supposed to act in a given group situation?
- Role conflict
- Role perception
- Role expectation
- Role identity
Explanation
Explanation
A personal understanding of how one should behave within a group is defined as role perception. It refers to how an individual interprets their responsibilities, expected behaviors, and the part they should play in a group setting. This internal viewpoint shapes how a person believes they should act, even before considering how others expect them to behave.
Correct Answer:
Role perception
A personal understanding of how one should behave within a group is defined as role perception. It refers to how an individual interprets their responsibilities, expected behaviors, and the part they should play in a group setting. This internal viewpoint shapes how a person believes they should act, even before considering how others expect them to behave.
Correct Answer:
Role perception
8. Which of the following is a type of intervention or activity commonly used in organization development?
- Education
- Survey feedback
- Intergroup activities
- Life and career planning
- All of these choices
Explanation
Organization development (OD) employs a wide range of interventions and activities designed to improve organizational effectiveness, employee development, and work processes. These include educational programs to enhance skills, survey feedback to inform decision-making, intergroup activities to improve collaboration, and life and career planning to support individual growth. Collectively, these interventions address both organizational and human factors, making "all of these choices" the correct answer.
9. According to Herzberg's two-factor theory, which of the following is a motivator?
- responsibility
- security
- working conditions
- salary
Explanation
In Herzberg’s two-factor theory, motivators are factors that lead to job satisfaction and increased motivation by fulfilling higher-level psychological needs. Responsibility is considered a motivator because it gives employees a sense of achievement, recognition, and personal growth. In contrast, factors like security, working conditions, and salary are hygiene factors, which do not motivate by themselves but can prevent dissatisfaction when adequate.
10. According to the University of Michigan leadership studies, job-centered leaders do which of the following?
- respect subordinate's ideas
- build trust in subordinates
- make sure employees' needs are met
- explain work procedures
- build effective work groups
Explanation
Job-centered leaders, according to the University of Michigan leadership studies, focus primarily on the tasks that need to be accomplished and the procedures required to complete them efficiently. Their main concern is ensuring that work is performed correctly and on time, which includes clearly explaining work procedures to subordinates. This style contrasts with employee-centered leadership, which emphasizes the needs, trust, and development of subordinates.
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