Leadership Theories Quiz

<p>A more collaborative and unified team environment. (C)</p> Signup and view all the answers

<p>To serve the needs of the employees and prioritize their well-being. (A)</p> Signup and view all the answers

<p>Servant leadership emphasizes a shared power dynamic, whereas Leader-Member Exchange Theory focuses on a select group. (A)</p> Signup and view all the answers

<p>Servant Leadership (B)</p> Signup and view all the answers

<p>Leader-Member Exchange Theory focuses on fostering individualized relationships with select employees, while Servant Leadership prioritizes serving the needs of all employees. (B)</p> Signup and view all the answers

<p>Strain on customer service due to unavailability. (C)</p> Signup and view all the answers

<p>Supervising (D)</p> Signup and view all the answers

<p>Employees' belief in reward for their work. (B)</p> Signup and view all the answers

<p>Establishing minimal expectations of hours worked. (D)</p> Signup and view all the answers

<p>Creating opportunities for employee input. (C)</p> Signup and view all the answers

<p>Employees having autonomy in their roles. (D)</p> Signup and view all the answers

<p>Team needs and organizational cultures. (C)</p> Signup and view all the answers

<p>It promotes sharing employees across departments. (D)</p> Signup and view all the answers

<p>Balancing task accomplishment and relationships (C)</p> Signup and view all the answers

<p>They foster a team environment and encourage development. (D)</p> Signup and view all the answers

<p>Leaders can change their behaviors to fit different situations. (C)</p> Signup and view all the answers

<p>Adapting behaviors to team members' needs (A)</p> Signup and view all the answers

<p>Balanced tasks and relationships but without leadership (B)</p> Signup and view all the answers

<p>Focusing on the completion of objectives and goals (B)</p> Signup and view all the answers

<p>They recognize the need for flexibility in leadership. (D)</p> Signup and view all the answers

<p>Supporting and fostering connections with team members (A)</p> Signup and view all the answers

<p>Country club manager (C)</p> Signup and view all the answers

<p>Expects unquestioned obedience (B)</p> Signup and view all the answers

<p>Employing a delegate-and-disappear style (B)</p> Signup and view all the answers

<p>Team leader (C)</p> Signup and view all the answers

<p>Dismissing tasks in favor of relationships (C)</p> Signup and view all the answers

<p>Frequent power struggles (D)</p> Signup and view all the answers

<p>To prevent jeopardizing relationships (A)</p> Signup and view all the answers

<p>Impoverished management (A)</p> Signup and view all the answers

<p>They inspire employees to embrace change. (C)</p> Signup and view all the answers

<p>They allow employees autonomy in decision-making. (A)</p> Signup and view all the answers

<p>By exemplifying moral and ethical standards. (D)</p> Signup and view all the answers

<p>Military and large multinational organizations. (D)</p> Signup and view all the answers

<p>It helps raise future transformational leaders. (C)</p> Signup and view all the answers

<p>Promoting innovative solutions and collaboration. (A)</p> Signup and view all the answers

<p>Transactional leadership. (A)</p> Signup and view all the answers

<p>It focuses on group collaboration and communication. (C)</p> Signup and view all the answers

<p>Transformational (A)</p> Signup and view all the answers

<p>Developing followers' competencies (C)</p> Signup and view all the answers

<p>Directive (C)</p> Signup and view all the answers

<p>Supportive (B)</p> Signup and view all the answers

<p>By providing challenging goals and opportunities for achievement (C)</p> Signup and view all the answers

<p>Participative (B)</p> Signup and view all the answers

<p>Contingency Theory of Leadership (C)</p> Signup and view all the answers

<p>Leaders should focus on their own leadership style (A)</p> Signup and view all the answers

Challenges faced by customer service due to employee attendance issues.

The perks provided to employees, like fitness center membership.

The effectiveness of managers in supervising employees.

The process of managing people in an organization.

Planning, organizing, staffing, directing, controlling.

Approaches leaders take that impact employee motivation and engagement.

The shared values and practices that shape an organization.

The ability of leaders to adjust to meet team and situational needs.

Managers who prioritize relationships over tasks, creating a supportive atmosphere.

Managers who exert minimal effort in both tasks and relationships, leading to a lack of direction.

Managers focused on tasks with little regard for relationships, demanding obedience.

The only type of manager considered a true leader, balancing task and relationship priorities.

Different approaches to managing teams, affecting productivity and morale.

Management style focused on building relationships rather than achieving tasks.

Management style that emphasizes getting work done at the expense of relationships.

Conflicts that arise when management is unclear or detached, leading to competition among staff.

Managers who balance task and relationship; they get work done but lack leadership qualities.

Leadership theories suggesting that leaders adapt their behaviors based on situational needs.

Leadership behaviors focused on the completion of tasks and achieving goals.

Leadership behaviors that focus on building positive relationships and support among team members.

A model where leaders adjust their leadership style based on team members' needs and maturity.

A leadership style characterized by strong focus on both completing tasks and nurturing relationships.

The ability of leaders to change their behavior to meet the specific needs of their team at any given moment.

A leadership theory focusing on how leaders can help followers achieve their goals through support and guidance.

The ability of a leader to influence or direct group dynamics, either by increasing or decreasing their control.

A leadership style that helps employees understand what is required to complete tasks and achieve goals.

A leadership approach that aims to meet the relational needs of employees, enhancing their well-being.

A style where leaders motivate employees by setting challenging and ambitious goals.

The various requirements employees have that must be met for them to perform effectively.

The process of engaging team members in decision-making to increase ownership and reduce conflict.

Strategies employed by leaders to minimize disagreements and resistance during change processes.

A leadership style that inspires employees to embrace change and innovate.

The ability of leaders to motivate employees towards innovation and improvement.

An approach where leaders grant employees freedom in decision-making.

A leadership practice where leaders model the behavior they expect from others.

Guidelines that define acceptable conduct in a leader's behavior.

The emphasis on open dialogue and collaboration among team members.

Guiding and supporting future leaders through shared knowledge and experiences.

Working together effectively with others to achieve common goals.

A theory focusing on two-way relationships between leaders and selected employees, enhancing trust and support.

A group of employees who have a closer, supportive relationship with the leader, often leading to greater productivity.

Employees who feel excluded from the leader's circle, which can lead to lower development and productivity.

The process of developing faith and confidence in a leader through mutual respect and shared information.

A developmental relationship where a leader guides and supports the growth of selected team members.

A leadership style focused on serving the needs of employees and sharing power.

Different approaches to leadership affect team dynamics, motivation, and trust levels among employees.

The influence and relationships of power within a team, affecting how decisions are made and followed.