Values-Based Leadership (D253)
Master D253 Values-Based Leadership
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- Covers core topics like ethical decision-making, servant leadership, personal values, and organizational culture
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Free Values-Based Leadership (D253) Questions
Which action by the group leader demonstrates effective leadership
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Firmly disciplining negative behavior.
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Using autocratic leadership strategies.
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Encouraging participation by all members.
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Conducting meetings based on personality attributes.
Explanation
Correct Answer:
c) Encouraging participation by all members.
Explanation:
Effective leadership involves fostering collaboration, inclusivity, and engagement among group members. Encouraging participation by all members helps create a supportive environment where diverse perspectives are valued, leading to better decision-making and team cohesion.
Why other options are wrong:
a) Firmly disciplining negative behavior: While addressing negative behavior is important, effective leadership focuses on guidance and motivation rather than strict discipline alone.
b) Using autocratic leadership strategies: Autocratic leadership limits collaboration and discourages team input, which can reduce morale and innovation.
d) Conducting meetings based on personality attributes: Effective leadership prioritizes fairness, structure, and inclusivity rather than catering to specific personality types.
According to implicit leadership theory (ILT), leadership effectiveness may be
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more about subordinates' perceptions than about leaders' actions
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derived from high-quality relationships with subordinates
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based on leaders' traits and behaviors
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increased when there is a discrepancy between subordinates' and leaders' ILTs
Explanation
Correct Answer:
a) more about subordinates' perceptions than about leaders' actions
Explanation:
Implicit leadership theory (ILT) suggests that leadership effectiveness is largely shaped by subordinates' perceptions of what makes a leader, rather than the actual traits or behaviors of the leader. Leaders are seen as effective when they fit the expectations or mental models of followers.
Why other options are wrong:
b) derived from high-quality relationships with subordinates: While relationships are important, ILT emphasizes perceptions over relationships.
c) based on leaders' traits and behaviors: ILT suggests that effectiveness is more about perceptions than actual behaviors.
d) increased when there is a discrepancy between subordinates' and leaders' ILTs: A discrepancy would likely decrease effectiveness, not increase it, as it creates a misalignment in expectations.
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.
In Bennis’s definition of leadership, the word ‘subordinate’ seems to
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Include informal leadership.
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Confine leadership to downward influence in hierarchical relationships.
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Emphasize the emotional aspects of leadership.
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Exclude coercion of any kind as a leadership tool.
Explanation
Correct Answer:
B. Confine leadership to downward influence in hierarchical relationships.
Explanation:
In Bennis's definition, the term "subordinate" suggests a top-down approach to leadership, where leadership is seen as occurring within a hierarchical structure, with the leader exerting influence over subordinates.
Why other options are wrong:
A. Include informal leadership: Bennis's definition focuses on hierarchical leadership, so informal leadership is not included.
C. Emphasize the emotional aspects of leadership: While emotional aspects are important in leadership, this option does not directly relate to Bennis's use of "subordinate."
D. Exclude coercion of any kind as a leadership tool: While Bennis may imply leadership is non-coercive, this option does not directly align with the use of the word "subordinate."
Which of the following is true of leadership
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Leadership requires formal authority.
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Leadership requires domain-specific expertise.
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Leadership requires coercive influence.
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Leadership requires the respect of followers.
Explanation
Correct Answer:
D) Leadership requires the respect of followers.
Explanation:
Leadership is not solely based on formal authority, expertise, or coercion; rather, it fundamentally depends on gaining the respect and trust of followers. Effective leaders inspire, influence, and guide others because they earn respect, not just because of their title or authority.
Why other options are wrong:
A) Leadership requires formal authority: This is false because leadership can occur even without formal authority; informal leaders can also have significant influence.
B) Leadership requires domain-specific expertise: While expertise may be helpful, leadership is about inspiring and guiding others, not just possessing specialized knowledge.
C) Leadership requires coercive influence: Effective leadership typically relies on influence and motivation rather than coercion or force.
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.
The situational leadership approach _____
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is one of the more widely recognized leadership approaches
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integrates leadership skills with follower skills
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integrates leadership behaviors with follower traits
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is not recognized as a legitimate modern-day leadership approach
Explanation
Correct Answer:
A. is one of the more widely recognized leadership approaches
Explanation:
The situational leadership approach is well-recognized and widely applied in leadership studies. It suggests that leaders should adjust their leadership style based on the situation and the needs of their followers.
Why other options are wrong:
B. Integrates leadership skills with follower skills: While situational leadership does consider the follower’s readiness, it focuses more on adjusting the leader’s behavior to fit the situation, not solely integrating leadership and follower skills.
C. Integrates leadership behaviors with follower traits: This option does not fully capture the focus of situational leadership, which is on the leader adapting to the situation.
D. Is not recognized as a legitimate modern-day leadership approach: This statement is incorrect, as situational leadership remains widely recognized in modern leadership theory.
The two types of visionary leadership are _____
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tactical leadership and charismatic leadership
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charismatic leadership and transformational leadership
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situational leadership and transactional leadership
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transformational leadership and transactional leadership
- situational leadership and strategic leadership
Explanation
Correct Answer:
b. charismatic leadership and transformational leadership
Explanation:
Visionary leadership involves inspiring and motivating followers toward a compelling future vision. The two primary types of visionary leadership are charismatic leadership, where leaders influence and inspire through personal charm and strong presence, and transformational leadership, where leaders drive significant change by empowering and motivating followers to achieve a shared vision.
Why other options are wrong:
a. Tactical leadership and charismatic leadership: Tactical leadership focuses on short-term execution rather than visionary thinking, making it an incorrect choice.
c. Situational leadership and transactional leadership: Situational leadership is about adapting leadership styles to the context, while transactional leadership is based on structured rewards and punishments, neither of which are inherently visionary.
d. Transformational leadership and transactional leadership: While transformational leadership is visionary, transactional leadership is more focused on maintaining order through rewards and punishments, lacking a strong visionary component.
e. Situational leadership and strategic leadership: Situational leadership is adaptable rather than visionary, and strategic leadership focuses on long-term planning rather than inspiring a shared vision.
The typical behavior of French managers in major French corporations illustrates how
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cultural values influence leadership style
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control systems vary across cultures
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leadership styles have become quite similar across cultures
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the consensus style of management is popular in Europe
Explanation
Correct Answer:
a. cultural values influence leadership style
Explanation:
The behavior of French managers in major French corporations reflects how cultural values shape leadership styles. For instance, French leadership may emphasize hierarchy, centralized decision-making, and a formal approach, all influenced by cultural factors.
Why other options are wrong:
b. Control systems vary across cultures: While control systems can vary, the focus here is more on leadership style rather than control systems specifically.
c. Leadership styles have become quite similar across cultures: This option is incorrect because it does not account for how leadership styles are influenced by distinct cultural values.
d. The consensus style of management is popular in Europe: While consensus-style management may exist in some European countries, the typical French managerial behavior is not primarily focused on consensus but on hierarchical decision-making.
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.
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MGMT 2700 D253: Values-Based Leadership
1. Introduction to Values-Based Leadership
Values-Based Leadership (VBL) is a leadership approach where decisions, behaviors, and actions are guided by core ethical and moral values. Leaders who adopt this model focus on integrity, authenticity, and a commitment to the greater good.
- Self-Awareness: Understanding one’s values, strengths, and weaknesses.
- Integrity: Acting consistently with ethical values.
- Empathy: Considering the impact of decisions on stakeholders.
- Vision: Leading with a purpose-driven approach.
- Courage: Making difficult ethical decisions.
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Example: A CEO of a company prioritizes sustainability by eliminating unethical supply chain practices, even if it results in short-term profit loss.
2. The Four Pillars of Values-Based Leadership
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Leaders must constantly evaluate their actions and motives.
- Understanding personal biases and emotional responses improves decision-making.
- Example: A manager takes time to assess why they favored one employee for promotion over another and adjusts to ensure fairness.
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Considering multiple viewpoints before making decisions.
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Avoiding impulsive judgments and ensuring fair leadership.
- Example: A company facing layoffs involves all department heads in discussions to explore alternatives before making final decisions.
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Confidence based on skills, experience, and self-awareness.
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Encourages openness to feedback and continuous improvement.
- Example: A business leader admits when they make mistakes and encourages employees to give constructive criticism.
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Recognizing that leadership is about service to others.
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Acknowledging contributions of team members.
- Example: A director of operations praises team members for their efforts during a challenging project instead of taking credit alone.
3. The Role of Ethics in Values-Based Leadership
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Recognize the ethical issue – Identify moral dilemmas in decision-making.
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Evaluate options – Consider potential outcomes and impact on stakeholders.
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Make a decision – Choose the most ethical option aligned with core values.
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Act with integrity – Implement the decision transparently and honestly.
- Reflect and learn – Assess outcomes and improve future decisions.
(ii) Examples of Ethical Leadership in Business
- Google’s Project Oxygen: Google used data analytics to identify leadership behaviors that promote ethical leadership, including transparency and employee empowerment.
- Johnson & Johnson Tylenol Crisis: The company removed products from shelves when they discovered contamination, putting customer safety above profits.
4. Building a Values-Driven Organizational Culture
- Define core values: Clearly state what the organization stands for.
- Communicate values: Ensure employees understand and embrace them.
- Align behaviors with values: Reward employees who demonstrate ethical leadership.
- Lead by example: Leaders should embody the organization's values.
- Encourage ethical decision-making: Create an environment where ethical concerns can be raised without fear.
- Patagonia, an outdoor clothing brand, emphasizes environmental sustainability.
- The company donates 1% of its sales to environmental organizations and ensures fair labor practices.
- This aligns with its core value of "causing no unnecessary harm."
5. Values-Based Leadership in Crisis Management
- Transparency: Openly communicate the problem.
- Empathy: Consider how stakeholders are affected.
- Decisiveness: Take clear, ethical action.
- Accountability: Admit mistakes and correct them.
- In 2018, two Black men were arrested at a Starbucks for waiting without ordering.
- CEO Kevin Johnson publicly apologized, closed 8,000 stores for racial bias training, and reformed company policies.
- This response reflected Starbucks’ commitment to inclusivity and corporate responsibility.
6. Challenges of Values-Based Leadership
|
Challenge |
Solution |
|
Resistance to change |
Clearly communicate the benefits of value-driven leadership. |
|
Balancing profit and ethics |
Demonstrate how ethical leadership enhances long-term success. |
|
Short-term financial pressures |
Align business strategy with sustainable, ethical practices. |
|
Diverse stakeholder interests |
Use transparency and open dialogue to build consensus. |
- Tesla promotes sustainability but has faced controversies over labor practices.
- The challenge is balancing innovation with ethical labor treatment.
- A values-based leader would address concerns while maintaining company mission integrity.
7. Developing Values-Based Leadership Skills
- Identify personal values: Define what matters most to you as a leader.
- Seek mentorship: Learn from ethical leaders who inspire you.
- Practice ethical decision-making: Apply moral reasoning in daily leadership tasks.
- Embrace continuous learning: Stay updated on leadership trends and ethical frameworks.
- Lead by example: Inspire others through integrity and authenticity.
- Gandhi led India’s independence movement based on non-violence, justice, and ethical leadership.
- His leadership was values-driven, transparent, and purpose-oriented.
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