Leadership Styles and Creativity Quiz

Creativity flourishes when diverse approaches, including unconventional ideas, are explored. Over-reliance on practicality or logic can limit innovation.

Over-focusing on a limited viewpoint can hinder creative problem-solving, preventing 'outside-the-box' solutions.

Creative solutions often emerge from questioning existing notions and assumptions about a problem.

Innovation requires stepping outside comfort zones. Fear of failure can limit the exploration of groundbreaking new ideas.

Expanding knowledge and gaining insights by actively connecting with others.

Gaining understanding by studying and noticing phenomena.

Challenging conventional perspectives and seeking deeper understanding.

Entrepreneurship involves more than a single idea; it's a journey requiring resourcefulness, resilience, and broader thinking.

A leadership style focused on building strong connections and positive relationships with team members.

A leadership style that prioritizes achieving goals and maximizing productivity.

The level of trust and respect between a leader and their team members.

The degree to which job responsibilities are defined and organized.

The influence a leader has over decisions like hiring, firing, and promotions.

The sender has important information and is responsible for sharing it with the right people.

The recipient has to actively seek information that might be important to them.

A non-disclosure agreement explains the reason for the collaboration and what information needs to be kept secret.

The process of monitoring activities to make sure they happen as planned and fixing any problems.

A cycle of measuring, comparing, and taking action to ensure objectives are met.

The process of managing an organization's employees to achieve organizational goals.

HRM aligning with organizational goals and strategies for agility, skills, and employee motivation.

The process of attracting, evaluating, and hiring qualified candidates.

Improving employee skills and preparing them for future roles.

Evaluating employee performance and improving contributions.

Attracting and keeping talent through wages, bonuses, and benefits.

Managing positive work environment, conflict resolution, and well-being programs.

Dividing work into smaller, specialized tasks performed by different people.

Delegation of decision-making authority to lower levels in the organization.

Grouping employees into specialized units based on function, product, customer, geography, or process.

The formal right to make decisions and give orders.

The obligation to complete tasks and be accountable for results.

The number of employees a manager can effectively supervise.

Valuing and respecting different groups, leading to innovation and improved decision-making.

The process of integrating new employees into an organization.

Power derived from formal position or role.

Actions taken to fix performance issues. It can be immediate to address urgent problems or basic to address recurring issues.

Measurable factors that track the effectiveness of a process or system. Examples in agri-food include efficiency, flexibility, and food quality.

How cost-effectively resources are used in production, measured by factors like profit, return on investment, and inventory management.

The ability of a farm to adapt to changing market conditions, measured by customer satisfaction, volume flexibility, and timely deliveries.

Preventing problems before they occur by anticipating potential issues and taking proactive steps.

Addressing issues as they happen. This requires constant monitoring and immediate action.

The process of planning, organizing, and controlling the conversion of inputs (people, technology, materials) into outputs (goods and services) effectively.

The linked series of activities that a company performs to deliver value to its customers, from design to delivery and support.

A leadership style focused on inspiring and motivating followers to achieve extraordinary outcomes, focusing on the development of employee talents and innovation.

The core principles of Transformational leadership: Intellectual Stimulation, Individual Consideration, Inspirational Motivation, and Idealized Influence.

A leader with a vision, articulate communication, risk-taking ability, and sensitivity to followers and constraints.

The ability to create and communicate a compelling vision of the future that improves upon the present.

The degree to which followers trust a leader's honesty, competence, and ability to inspire.

The flow of information between individuals or groups involved in a shared task or organization.

The steps involved in sending and receiving information, including the event that triggers it, the sender and receiver, the channel, and the message itself.

Factors that interfere with effective communication, such as cultural differences, information overload, and emotional reactions.

A structured approach to communication within an organization, outlining the sender(s), audience(s), message type, format, channel, and frequency.

A framework understanding the different aspects of a message, from factual to emotional.