The tendency to be thorough, dependable, organized, and decisive describes which Big
Five personality factor?
a. Openness
b. Conscientiousness
c. Low neuroticism
d. Self-confidence
I am a leader of employees in an auto manufacturing company that just merged with
another company after a difficult buyout process. Employees will keep their jobs but
will have to learn new systems and work with new people and supervisors, which
makes them nervous and anxious about their work. This is an example of
a. A capacity challenge
b. A technical challenge
c. A technical and adaptive challenge
d. An adaptive challenge
65. Which of the following statements about authentic leadership is false?
a. Research on authentic leadership is very recent.
b. The theoretical approach is based on real-life examples.
c. There is no single accepted definition of authentic leadership.
d. Authentic leadership is prescriptive.
What was the main purpose of the GLOBE project?
a. To refute the concepts found in implicit leadership theory
b. To determine how people from different cultures viewed leadership
c. To describe how transformational leadership is different in multiple cultures
d. To refute the concepts in Hofstede’s five cultural dimensions of leadership
By comparing Stogdill’s findings from his 1948 survey with the findings of his updated
1974
survey, which of the following was suggested?
a. Leadership research has progressed little.
b. That risk taking and originality no longer play a role in problem solving.
c. That situational factors no longer play a large role within leadership.
d. That both personality and situational factors were causals in leadership.
Which is true of human capital differences that affect the labyrinth?
a. Women assume more responsibility for domestic duties than men
b. Men are assuming fewer domestic duties and child-rearing roles
c. Women are less interested in leadership roles
d. Men leave leadership roles often to take on more domestic duties
There is no single accepted definition of authentic leadership.
a. True
b. False
The LBDQ identified which core leadership behaviors?
a. Team
b. Country club
c. Initiating structure
d. Consideration
Which characteristics of servant leadership are found in all models of servant leadership
described in the text?
a. Wisdom and humility
b. Wisdom and courage
c. Vision and courage
d. None are consistent across all models
The number of women of color in US Congress is
a. Higher than white males
b. Lower than white females
c. Higher than all males
d. Fifty percent of all women in Congress
According to Walumbwa and associates, which is not one of the four components of
authentic leadership?
a. Self-awareness
b. Internalized moral perspective
c. Ethical reasoning
d. Relational transparency
Which type of leadership gives no feedback and makes little effort to help followers
satisfy their needs?
a. Charismatic
b. Transactional
c. Laissez-faire
d. Democratic
Mirroring and idealizing can end up having a negative impact on an organization by
a. Leaders admiring and emulating followers
b. Followers becoming more like the leader
c. Followers becoming more like each other
d. Enforcing transferential patterns not based in reality
I am a leader who has identified an adaptive challenge. What do I need to do now?
a. Focus attention on the problem and establish collaboration between myself and my
followers
b. Provide followers with a solution that fits the problem
c. Provide followers with a solution that fits the problem and ask them for input
d. Focus attention on the solution then share it will the followers
The interpersonal definition of authentic leadership views leadership as
a. Leading from conviction.
b. Action based on the values of the leader.
c. Growing out of the personality traits of the leader.
d. Adapting to the beliefs and values of followers.
By including such a large number of components, the skills approach and its models are
criticized for
a. Being too similar to previously detailed approaches to leadership
b. Stressing the value of developing specific skills
c. The range of skills extending beyond the boundaries of leadership
d. Not being consistent with aspects of leadership education programs
e. Not being readily available to all