Business Leadership Exam Review

A workplace where employees feel valued, have opportunities for growth, and are supported in achieving their goals.

A process that helps new employees adapt to their roles and the company culture.

A series of steps used to evaluate employee performance and identify areas for improvement.

A process that helps employees plan their career paths and achieve their professional goals.

A strategy that involves moving employees through different jobs to enhance their skills and broaden their experience.

A form of on-the-job training where a more experienced employee provides guidance and support to a less experienced employee.

Occurs when someone is denied a job or assignment for reasons that are not job-related.

A process that involves gathering information about potential candidates to make a hiring decision.

The process of making choices among alternative courses of action.

A group process where teams decide on a course of action.

A team decision-making method where a single idea is adopted without discussion.

A decision-making method where an authority figure makes a decision for the group.

A team decision-making method where a small group influences the decision.

A decision-making method where the majority vote determines the outcome.

A decision-making method where a full discussion leads to a decision supported by most, with others agreeing to support it.

A decision-making method where all team members completely agree on the course of action.

This leadership style prioritizes tasks over individuals, maintains strict control over information and authority, and operates in a top-down, command-and-control manner.

This style is characterized by minimal involvement in tasks, delegating decision-making to the team, and adopting a hands-off approach.

This style emphasizes both tasks and people, encouraging collaboration, information sharing, and participation in decision-making, while promoting development and skills.

A leadership model that values both task accomplishment and employee well-being, prioritizing a harmonious and productive work environment.

This leadership style prioritizes production over people, focusing on efficiency and results, sometimes at the expense of employee morale.

This style prioritizes employee satisfaction over production, creating a comfortable and friendly atmosphere, but potentially sacrificing productivity.

This style demonstrates a lack of concern for both production and people, resulting in low morale and poor performance.

This style takes a middle ground approach, demonstrating moderate concern for both production and people, but lacking strong commitment either way.

The initial phase of a product's life where it's introduced to customers and gains early adopters. This stage is characterized by high marketing costs and low sales.

The period when a product gains popularity, sales increase dramatically, and competition emerges. This stage is characterized by rapid growth in sales and increasing profitability.

The stage when sales peak and stabilize. The market becomes saturated, and marketing efforts focus on maintaining market share. Profit margins tend to decline in this phase.

The final phase of the product life cycle when sales and profits decline due to competition, obsolescence, or changing consumer preferences. The product may be discontinued or revitalized.

The idea that companies should operate not only for their own profit but also consider the well-being of society. This involves taking responsibility for environmental impact, ethical practices, and contributing to the community.

The perspective that a company's primary goal is to maximize profits for its shareholders, with little to no consideration for social or environmental impacts.

The perspective that businesses have a responsibility to address social and environmental problems. Companies should consider the well-being of stakeholders, the environment, and society as a whole.

An economic system where prices of goods and services are determined by supply and demand, without government intervention. This system encourages competition and free market forces to dictate prices.

A process for leading change that involves creating a sense of urgency, building a coalition, developing a vision, communicating the vision, removing obstacles, achieving short-term wins, consolidating gains, and anchoring the change into the company culture.

A management philosophy that emphasizes improving efficiency by standardizing work methods, training workers, analyzing tasks, and using incentives to boost productivity.

The ability to contribute something valuable to your employer, whether it's expertise, knowledge, or unique skills.

The capacity to network and build relationships, which are essential for success in the modern workplace.

Acting as if you run your own business, taking initiative, and being accountable for your results.

The ability to communicate your achievements and contributions effectively to your superiors and colleagues.

The process of attracting, developing, and retaining a high-quality workforce.

The idea that effective managers gain their skills through practical experience, rather than just classroom instruction.

A structured approach to organizing work by breaking down roles and responsibilities, simplifying complex tasks, and promoting employee engagement.

A theory that categorizes managerial roles into three groups: interpersonal, informational, and decisional, with ten specific roles within them.

The ability to understand and manage one's own emotions, as well as those of others, to build effective relationships and achieve goals.

The first component of emotional intelligence; being aware of one's own emotions and how they impact work and relationships.

The second component of emotional intelligence; controlling disruptive impulses and acting thoughtfully.

The third component of emotional intelligence; being driven to work hard with persistence for reasons beyond just money or status.

The fourth component of emotional intelligence; understanding and responding to the emotions of others.

A leader's directive is truly understood, the person feels capable of carrying it out, believes it benefits the organization, and aligns with their personal values.

The series of steps a hiring team follows to collect information needed to make a hiring decision. It includes screening calls, interviews, background checks, and job offers.

A workplace where employees feel valued, have opportunities for growth, and are supported in achieving their goals.

A process that helps new employees adapt to their roles and the company culture.

A strategy that involves moving employees through different jobs to broaden experience and enhance skills.

A form of on-the-job training where a more experienced employee provides guidance and support to a less experienced employee.

A way to bring emotion into the workplace. By celebrating achievements, leaders can rally hearts as well as minds.

A type of discrimination in employment that involves treating someone unfairly due to their age.

A type of discrimination in employment that involves treating someone unfairly due to their pregnancy or related conditions.

These rules are designed to provide immediate, consistent and clear consequences for inappropriate behavior in the workplace. They are like a 'hot stove' because they burn the first time you touch them and the burn is consistent every time.

This theory suggests that people are more likely to repeat behaviors that are rewarded and less likely to repeat behaviors that are punished.

A strategic planning tool that identifies internal strengths and weaknesses, as well as external opportunities and threats, to understand a company's competitive landscape.

An organization's ability to perform better than its competitors by consistently doing something valuable that its competitors cannot easily replicate.

An advantage that allows an organization to better cope with market and environmental forces compared to its competitors. This is achieved by using strategies like product differentiation, competitive pricing, exceptional customer service, cost efficiency, or superior quality.

Laws that prevent employers from discriminating against employees or job applicants based on certain characteristics such as race, religion, gender, national origin, disability, or age.

A management expert known for his '8 steps for leading change' and '6 change approaches' models.

The obligation of an organization to act in a manner that serves both its own interests and the interests of society at large.

One of the five key components of Emotional Intelligence. It involves building strong relationships and networks, navigating social situations, and communicating effectively.

According to Henry Mintzberg, a management theory based on the idea that managers fulfill ten distinct roles divided into three main categories: Interpersonal, Informational, and Decisional.