Values-Based Leadership (D253)
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Free Values-Based Leadership (D253) Questions
In path-goal theory, the main components are ______, ______, and ______
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Leader style, follower characteristics, work setting
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Supportive leadership, directive leadership, participative leadership
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Follower characteristics, task characteristics, supportive leadership
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Leadership, followers, task
Explanation
Correct Answer:
a) Leader style, follower characteristics, work setting
Explanation:
Path-goal theory emphasizes three main components: the leader's style, the characteristics of the followers, and the nature of the work environment. These factors help the leader determine the most effective leadership style for achieving goals.
Why other options are wrong:
b) Supportive leadership, directive leadership, participative leadership: These are leadership styles in path-goal theory, not the components.
c) Follower characteristics, task characteristics, supportive leadership: Task characteristics are important, but the correct components are leader style, follower characteristics, and work setting.
d) Leadership, followers, task: This is too broad and doesn't specify the components of path-goal theory.
The manager of the ABC company has a monthly birthday celebration for employees. This is an example of a ________ leadership style
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team-based
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outcome-oriented
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people-oriented
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results-oriented
Explanation
Correct Answer:
c) people-oriented
Explanation:
Celebrating employees’ birthdays shows a focus on people, recognizing and valuing their contributions, which aligns with a people-oriented leadership style.
Why other options are wrong:
a) Team-based: While team-building activities could be part of the approach, the birthday celebration is more focused on individual employees.
b) Outcome-oriented: This style focuses on achieving results, not celebrating individual achievements or personal milestones.
d) Results-oriented: This style focuses on achieving specific business goals, not personal recognition or celebrations.
Intrinsically satisfying work
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Neutralizes relationship-oriented leadership.
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Has no effect on relationship-oriented leadership.
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Neutralizes task-oriented leadership.
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Substitutes for relationship-oriented leadership.
- Substitutes for task-oriented leadership.
Explanation
Correct Answer:
e. Substitutes for task-oriented leadership.
Explanation:
Intrinsically satisfying work is motivating and can lead to high performance without the need for as much task-oriented leadership. It provides intrinsic motivation that makes directive or task-oriented leadership less necessary.
Why other options are wrong:
a. Neutralizes relationship-oriented leadership: Intrinsically satisfying work typically reduces the need for task-oriented leadership, not relationship-oriented leadership.
b. Has no effect on relationship-oriented leadership: This is inaccurate, as satisfying work can impact both task- and relationship-oriented leadership needs.
c. Neutralizes task-oriented leadership: While this is a possibility, the key answer focuses on task-oriented leadership being substituted rather than neutralized.
d. Substitutes for relationship-oriented leadership: Relationship-oriented leadership focuses on interpersonal dynamics, which may still be relevant even with intrinsically satisfying work.
This occurs when leaders and followers share the same vision, ethical expectations, and objectives for the company
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Groupthink
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Leader-follower congruence
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Group polarization
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Values-based culture
- Ethical leadership
Explanation
Correct Answer:
B. Leader-follower congruence
Explanation:
Leader-follower congruence occurs when both leaders and followers align in their vision, ethical standards, and organizational objectives. This alignment fosters strong organizational culture, trust, and commitment to shared goals.
Why other options are wrong:
A. Groupthink: Groupthink occurs when a group prioritizes harmony and consensus over critical thinking, leading to poor decision-making and suppression of dissent. It is not about shared ethical values and vision.
C. Group polarization: Group polarization happens when group discussions lead to more extreme viewpoints rather than alignment on shared values and ethical expectations.
D. Values-based culture: While a values-based culture emphasizes ethical principles and shared values, it refers to the overall organizational culture rather than the specific alignment between leaders and followers.
E. Ethical leadership: Ethical leadership focuses on leaders modeling ethical behavior, but it does not necessarily mean that followers fully share the same vision and objectives.
Compliance-based ethics codes
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conform to U.S. laws and regulations.
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enable responsible employee conduct.
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use education, leadership, and accountability to reinforce the code.
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create a "do-it-right" climate that emphasizes core values.
Explanation
Correct Answer:
A. conform to U.S. laws and regulations.
Explanation:
Compliance-based ethics codes are designed to ensure that organizations and employees adhere to laws, regulations, and industry standards. These codes focus on preventing legal violations through policies, procedures, and enforcement mechanisms.
Why other options are wrong:
B. Enable responsible employee conduct: While compliance-based ethics codes may promote responsible behavior, their primary focus is on legal adherence rather than broader ethical responsibilities.
C. Use education, leadership, and accountability to reinforce the code: This is more characteristic of integrity-based ethics codes, which emphasize ethical values beyond mere compliance.
D. Create a "do-it-right" climate that emphasizes core values: Compliance-based ethics codes focus on following rules rather than fostering a values-driven organizational culture, which is the focus of integrity-based ethics codes.
Which of the following statements is most consistent with the view of shared leadership
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Shared leadership flourishes when formal leaders are willing to delegate power.
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Shared leadership cannot co-exist with formal leadership.
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Shared leadership operates best in an internally competitive culture.
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Shared leadership flourishes in a highly centralized organization.
Explanation
Correct Answer:
A) Shared leadership flourishes when formal leaders are willing to delegate power.
Explanation:
Shared leadership thrives when formal leaders empower others and distribute leadership responsibilities, allowing others to take initiative and contribute to decision-making.
Why other options are wrong:
B) Shared leadership cannot co-exist with formal leadership: Shared leadership can co-exist with formal leadership, where formal leaders delegate authority.
C) Shared leadership operates best in an internally competitive culture: Shared leadership works better in a collaborative and supportive culture, not a competitive one.
D) Shared leadership flourishes in a highly centralized organization: Shared leadership is more effective in decentralized structures, where decision-making is distributed.
A manager who values relationships among co-workers has a ______ leadership style
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Outcome-oriented
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People-oriented
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Reward-oriented
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Task-oriented
Explanation
Correct Answer:
b) People-oriented
Explanation:
People-oriented leadership focuses on building strong relationships, motivating employees, and creating a supportive work environment.
Why other options are wrong:
a) Outcome-oriented: Focuses on achieving specific goals and results, not necessarily on relationships.
c) Reward-oriented: Focuses on rewarding employees for performance, not on building relationships.
d) Task-oriented: Focuses more on the tasks and goals, rather than relationships.
The leadership theory which suggests that leaders be trained, and acquire traits that a leader must have is
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Situational theory of leadership
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None of the options
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Trait theory of leadership
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Behavioral theory of leadership
Explanation
Correct Answer:
C) Trait theory of leadership
Explanation:
Trait theory posits that leaders are born with certain inherent traits or qualities that make them effective. It suggests that individuals can acquire or develop these traits over time through training.
Why other options are wrong:
a) Situational theory of leadership: This theory suggests that leadership styles should change based on the situation, not on fixed traits.
b) None of the options: One of the provided options is correct.
d) Behavioral theory of leadership: This theory focuses on what leaders do (their behavior) rather than their inherent traits.
The ____ theory is a contingency theory that focuses on followers’ readiness
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consideration leadership
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situational leadership
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passive leadership
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active leadership
Explanation
Correct Answer:
b. situational leadership
Explanation:
Situational leadership theory is a contingency theory that emphasizes the readiness of followers to perform a task, which determines the leadership style a leader should use. It suggests that leaders must adjust their style based on the competence and commitment of their followers.
Why other options are wrong:
a. Consideration leadership: This refers to a leadership style focused on showing concern and care for followers, but it is not a contingency theory related to followers' readiness.
c. Passive leadership: This generally refers to a lack of active leadership behaviors or involvement, not a contingency theory.
d. Active leadership: This term refers to a general concept of engaged leadership but is not a specific contingency theory based on follower readiness.
Behavior that provides guidance, support, and corrective feedback for the day-to-day activities of work unit members is
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Strategic leadership
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Supervisory leadership
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Organizational leadership
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Task leadership
Explanation
Correct Answer:
b) Supervisory leadership
Explanation:
Supervisory leadership focuses on providing day-to-day guidance, support, and feedback for work unit members. It is concerned with managing and monitoring performance.
Why other options are wrong:
a) Strategic leadership: Focuses on long-term planning and vision, not day-to-day guidance.
c) Organizational leadership: Involves broader organizational issues, not day-to-day supervisory tasks.
d) Task leadership: Primarily focused on achieving specific tasks or goals, but doesn't fully encompass the support and feedback aspects of supervisory leadership.
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