- 1. Begin to develop greater trust and respect for each other. They also tend to focus less on their own self-interests and more on the purposes and goals of the group.
A) Stranger Phase
B) Acquaintance Phase
C) Mature Partnership
D) Original Partnership
- 2. People who have progressed to this stage in their relationships experience a high degree of mutual trust, respect, and obligation toward each other. They have tested their relationship and found that they can depend on each other.
A) Stranger Phase
B) Mature Partnership
C) Acquaintance Phase
D) Original Partnership
- 3. They have lower-quality exchanges, similar to those of out-group members; the interactions in the leader-follower dyad generally are rule-bound, relying heavily on contractual relationships. Leaders and followers relate to each other within prescribed organizational roles.
A) Stranger Phase
B) Acquaintance Phase
C) Mature Partnership
D) Original Partnership
- 4. These negotiations involve exchanges in which followers do certain activities that go beyond their formal job descriptions, and the leader, in turn, does more for these followers.
A) In-Group
B) Out-Group
C) Outer-Group
D) Inner-Group
- 5. Leader sets clear standards of performance and makes the rules and regulations clear to followers.
A) Supportive Leadership
B) Participative Leadership
C) Achievement-Oriented Leadership
D) Directive Leadership
- 6. A manager sets clear goals (task) while also motivating employees (relationship). However, a limitation is that this approach ignores situational differences.
A) PATH-GOAL APPROACH
B) BEHAVIORAL APPROACH
C) TRAIT APPROACH
D) SKILL APPROACH
- 7. This style of leadership places heavy emphasis on task and job requirements, and less emphasis on people, except to the extent that people are tools for getting the job done. Communicating with subordinates is not emphasized except for the purpose of giving instructions about the task.
A) COUNTRY-CLUB MANAGEMENT
B) AUTHORITY COMPLIANCE
C) IMPOVERISHED MANAGEMENT
D) TEAM MANAGEMENT
- 8. Represents a low concern for task accomplishment coupled with a high concern for interpersonal relationships. Deemphasizing production, these leaders stress the attitudes and feelings of people, making sure the personal and social needs of followers are met. They try to create a positive climate by being agreeable, eager to help, comforting, and uncontroversial.
A) TEAM MANAGEMENT
B) AUTHORITY COMPLIANCE
C) COUNTRY-CLUB MANAGEMENT
D) IMPOVERISHED MANAGEMENT
- 9. This style is representative of a leader who is unconcerned with both the task and interpersonal relationships. This type of leader goes through the motions of being a leader but acts uninvolved and withdrawn. This leader often has little contact with followers and could be described as indifferent, noncommittal, resigned, and apathetic.
A) IMPOVERISHED MANAGEMENT
B) COUNTRY-CLUB MANAGEMENT
C) TEAM MANAGEMENT
D) AUTHORITY COMPLIANCE
- 10. Followers are the highest in development, having both a high degree of competence and a high degree of commitment to getting the job done. They have the skills to do the job and the motivation to get it done.
A) D4
B) D2
C) D1
D) D3
- 11. A boss who trusts and empowers some employees more than others.
A) LEADER-MEMBER EXCHANGE THEORY
B) SITUATIONAL APPROACH
C) BEHAVIORAL APPROACH
D) PATH-GOAL THEORY
- 12. Leaders motivate followers by clarifying the way to goals and removing obstacles.
A) SITUATIONAL APPROACH
B) PATH-GOAL THEORY
C) LEADER-MEMBER EXCHANGE THEORY
D) BEHAVIORAL APPROACH
- 13. Begin to develop greater trust and respect for each other. They also tend to focus less on their own self-interests and more on the purposes and goals of the group.
A) Mature Partnership
B) Stranger Phase
C) Original Partnership
D) Acquaintance Phase
- 14. It is a testing period for both the leader and the follower to assess whether the follower is interested in taking on more roles and responsibilities and to assess whether the leader is willing to provide new challenges for followers.
A) Original Partnership
B) Stranger Phase
C) Acquaintance Phase
D) Mature Partnership
- 15. They have developed an extremely effective way of relating that produces positive outcomes for themselves and the organization. In effect, partnerships are transformational in that they assist leaders and followers in moving beyond their own self-interests to accomplish the greater good of the team and organization.
A) Original Partnership
B) Acquaintance Phase
C) Mature Partnership
D) Stranger Phase
- 16. Inspires followers through vision, charisma, and motivation.
A) Transactional Leadership
B) Authentic Leadership
C) Servant Leadership
D) Transformational Leadership
- 17. leadership involves an exceptional form of influence that moves followers to accomplish more than what is usually expected of them. It is a process that often incorporates charismatic and visionary leadership.
A) Transformational Leadership
B) Transactional Leadership
C) Authentic Leadership
D) Servant Leadership
- 18. Serving followers first, prioritizing their growth and well-being.
A) Authentic Leadership
B) Servant Leadership
C) Transactional Leadership
D) Transformational Leadership
- 19. Leading with self-awareness, integrity, and transparency.
A) Servant Leadership
B) Transformational Leadership
C) Authentic Leadership
D) Transactional Leadership
- 20. Key Features of Authentic Leadership, EXCEPT ONE:
A) Discipline
B) Balanced processing
C) Self-awareness
D) Relational transparency
- 21. Authentic leaders understand their strengths, weaknesses, values, and emotions.
A) Transactional Leadership
B) Relational transparency
C) Self-awareness
D) Discipline
- 22. Primary focus of the leader is to serve others first—employees, team members, or the community—before considering their own power or position.
A) Servant Leadership
B) Transactional Leadership
C) Authentic Leadership
D) Transformational Leadership
- 23. Key Characteristics of Servant Leadership, EXCEPT ONE:
A) Building community
B) Persuasion
C) Commitment to growth
D) Deteriorate
- 24. Supporting the personal and professional development of followers.
A) Persuasion
B) Building community
C) Deteriorate
D) Commitment to growth
- 25. Understanding personality types, unconscious motives, and leader-follower dynamics.
A) Behavioral Approach
B) Situational Approach
C) Skill Approach
D) Psychodynamic Approach
- 26. People's past experiences shape how they act as leaders or followers (especially early life).
A) Personality types matter
B) Leader-follower dynamics
C) Unconscious motive drive behavior
D) Emotional intelligence is crucial
- 27. Differences in personality or hidden motives can cause conflict, but understanding them can improve team functioning.
A) Conflict and tension are natural
B) Personality types matter
C) Leader-follower dynamics
D) Emotional intelligence is crucial
- 28. Approach views leadership as deeply connected to psychological patterns, personality, and unconscious behavior, helping leaders understand why people (including themselves) act the way they do.
A) Situational Approach
B) Psychodynamic Approach
C) Skill Approach
D) Behavioral Approach
- 29. Concerned with morality, fairness, honesty, and the common good in leadership decisions.
A) Team Leadership
B) Cultural Leadership
C) Gender and Leadership
D) Leadership Ethics
- 30. Examines leadership differences, stereotypes, and barriers between men and women.
A) Cultural Leadership
B) Team Leadership
C) Leadership Ethics
D) Gender and Leadership
- 31. Leader consults with followers,
obtains their ideas and opinions, and
integrates their suggestions into the
decisions about how the group or
organization will proceed.
A) Participative Leadership
B) Directive Leadership
C) Achievement-Oriented Leadership
D) Supportive Leadership
- 32. Begin to develop greater trust and respect for each other. They also tend to focus less on their own self-interests and more on the purposes and goals of the group.
A) Acquaintance Phase
B) Mature Partnership
C) Original Partnership
D) Stranger Phase
- 33. They have developed an extremely effective way of relating that produces positive outcomes for themselves and the organization. In effect, partnerships are transformational in that they assist leaders and followers in moving beyond their own self-interests to accomplish the greater good of the team and organization.
A) Original Partnership
B) Acquaintance Phase
C) Stranger Phase
D) Mature Partnership
- 34. If followers are not interested in taking on new and different job responsibilities, they become a part of the _______.
A) Outer-group
B) Out-group
C) Inner-group
D) In-group
- 35. They have lower-quality exchanges, similar to those of out-group members. the interactions in the leader-follower dyad generally are rule bound, relying heavily on contractual relationships. Leaders and followers relate to each other within prescribed organizational roles.
A) Acquaintance Phase
B) Original Partnership
C) Mature Partnership
D) Stranger Phase
- 36. In this approach, the leader focuses communication on goal achievement, and spends a smaller amount of time using supportive behaviors. Using this style, a leader gives instructions about what and how goals are to be achieved by the followers and then supervises them carefully.
A) Directing style
B) Coaching Approach
C) Delegating Approach
D) Supporting Approach
- 37. It characterizes a leader who gives followers instructions about their task, including what is expected of them, how it is to be done, and the timeline for when it should be completed.
A) Supportive Leadership
B) Achievement-Oriented Leadership
C) Participative Leadership
D) Directive Leadership
- 38. A boss who trusts and empowers some employees more than others
A) BEHAVIORAL APPROACH
B) SITUATIONAL APPROACH
C) LEADER-MEMBER EXCHANGE THEORY
D) PATH-GOAL THEORY
- 39. In this approach, the leader focuses communication on goal achievement, and spends a smaller amount of time using supportive behaviors. Using this style, a leader gives instructions about what and how goals are to be achieved by the followers and then supervises them carefully.
A) Directing style
B) Supporting Approach
C) Coaching Approach
D) Delegating Approach
- 40. Represents a low concern for task accomplishment coupled with a high concern for interpersonal relationships. Deemphasizing production, these leaders stress the attitudes and feelings of people, making sure the personal and social needs of followers are met. They try to create a positive climate by being agreeable, eager to help, comforting, and uncontroversial.
A) IMPOVERISHED MANAGEMENT
B) AUTHORITY COMPLIANCE
C) COUNTRY-CLUB MANAGEMENT
D) TEAM MANAGEMENT
- 41. Leadership behaviors that stress the technical and Performance aspects of a job. From this orientation, workers are viewed as a means for getting accomplished.
A) Company orientation
B) Team orientation
C) Employee orientation
D) Production orientation
- 42. In this approach, the leader offers less goal input and social support, facilitating followers' confidence and motivation in reference to the goal. The Hands-off leader lessens involvement in planning, control of details, and goal clarification.
A) Directing style
B) Coaching Approach
C) Delegating Approach
D) Supporting Approach
- 43. This concern includes building organizational commitment and trust, promoting the personal worth of followers, providing good working conditions, maintaining a fair salary structure, and promoting good social relations.
A) Concern for worker
B) Concern for project
C) Concern for people
D) Concern for production
- 44. The behavior of leaders who approach subordinates with a strong human relations emphasis. They take an interest in workers as human beings, value their individuality, and give special attention to their personal needs.
A) Employee orientation
B) Company orientation
C) Production orientation
D) Team orientation
- 45. A manager sets clear goals (task) while also motivating employees (relationship).
However, a limitation is that this approach ignores situational differences.
A) TRAIT APPROACH
B) BEHAVIORAL APPROACH
C) PATH-GOAL APPROACH
D) SKILL APPROACH
- 46. Followers are the highest in development, having both a high degree of competence and a high degree of commitment to getting the job done. They have the skills to do the job and the motivation to get it done.
A) D3
B) D4
C) D2
D) D1
- 47. Adapting leadership style to the needs of followers.
A) PATH-GOAL APPROACH
B) SITUATIONAL APPROACH
C) BEHAVIORAL APPROACH
D) SKILL APPROACH
- 48. Refers to how a leader is concerned with achieving organizational tasks. It involves a wide range of activities, including attention to policy decisions, new product development, process issues, workload, and sales volume, to name a few.
A) Concern for worker
B) Concern for project
C) Concern for production
D) Concern for people
- 49. Behaviors are essentially relationship behaviors and include building camaraderie, respect, trust, and liking between leaders and followers.
A) INITIATING INSTRUCTURE
B) BUILDING INSTRUCTURE
C) SECONDARY INSTRUCTURE
D) CONSIDERATION INSTRUCTURE
- 50. This style places a strong emphasis on both tasks and interpersonal relationships. It promotes a high degree of participation and teamwork in the organization and satisfies a basic need in employees to be involved and committed to their work.
A) Authority management
B) Impoverished management
C) Team management
D) Country-club management
- 51. style of leadership places heavy emphasis on task and job requirements, and less emphasis on people, except to the extent that people are tools for getting the job done. Communicating with subordinates is not emphasized except for the purpose of giving instructions about the task.
A) Country-club management
B) Authority compliance
C) Team management
D) Impoverished management
- 52. It is a testing period for both the leader and the follower to assess whether the follower is interested in taking on more roles and responsibilities and to assess whether the leader is willing to provide new challenges for followers
A) Stranger Phase
B) Original Partnership
C) Mature Partnership
D) Acquaintance Phase
- 53. Leaders motivate followers by clarifying way to goals and removing obstacles.
A) LEADER-MEMBER EXCHANGE THEORY
B) PATH-GOAL THEORY
C) SITUATIONAL APPROACH
D) BEHAVIORAL APPROACH
- 54. Leader's relationships with individual followers vary
A) SITUATIONAL APPROACH
B) PATH-GOAL THEORY
C) BEHAVIORAL APPROACH
D) LEADER-MEMBER EXCHANGE THEORY
- 55. People who have progressed to this stage in their relationships experience a high degree of mutual trust, respect, and obligation toward each other. They have tested their relationship and found that they can depend on each other.
A) Mature Partnership
B) Original Partnership
C) Stranger Phase
D) Acquaintance Phase
- 56. People who have progressed to this stage in their relationships experience a high degree of mutual trust, respect, and obligation toward each other. They have tested their relationship and found that they can depend on each other.
A) In-group
B) Out-group
C) Inner-group
D) Outer-group
- 57. A project manager guiding a team with deadlines while offering support
A) LEADER-MEMBER EXCHANGE THEORY
B) PATH-GOAL THEORY
C) BEHAVIORAL APPROACH
D) SITUATIONAL APPROACH
- 58. Leader sets clear standards of performance and makes the rules and regulations clear to followers.
A) Participative Leadership
B) Achievement-oriented leadership
C) Directive Leadership
D) Supportive Leadership
- 59. Followers who are interested in negotiating with the leader what they are willing to do for the group can become a part of the _____.
A) Inner-group
B) In-group
C) Outer-group
D) Out-group
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