Deck 4: Assessing Leadership and Measuring Its Effects

Question 1

The base rate of managerial incompetence maybe between 25 to 30 percent.

Answer 1

False

Question 2

The two major qualitative approaches include correlational studies and experiments.

Answer 2

False

Question 3

Maxims are personal opinions that can give leaders valuable advice about leadership.

Answer 3

True

Question 4

Internet or paper-and-pencil measures of leadership are relatively inexpensive and are good predictors of leadership success.

Question 5

Minority female managers make only 57 percent of the earnings of their white male counterparts in the United States.

Question 6

Cheerleaders get higher ratings because of their ability to please others,get results or not make waves.

Question 7

The Dr Gordy test is used to determine the level of incompetence among persons in positions of authority.

Question 8

The root cause of most major industrial accidents and incidents can be traced back to management cost-cutting initiatives.

Question 9

Assessing leadership potential is fundamentally concerned with testing who will or will not be an effective leader once they have been placed into a position.

Question 10

The practice-research gap concerns the differences in what researchers know about leadership and what is actually put to use by leaders in organizations.

Question 11

Leadership research provides useful advice to leadership practitioners.

Question 12

Measuring the impact of a leader is not as straightforward as it might appear.

Question 13

Which of the following individuals are only focused on getting results and would gladly trash any teammate if it would help them get promoted?

A)Results only managers
B)In name only managers
C)Competent managers
D)Cheerleaders

Question 14

A competency model describes the skills,knowledge and abilities relevant for a particular job.

Question 15

According to research,between 50-90 percent of all new businesses fail within five years due to

A)Insufficient capital
B)Managerial incompetence
C)Location
D)Lack of planning

Question 16

Cheerleaders

A)Only focus on getting results
B)Avoid the spotlight
C)Tend to treat followers poorly
D)Are people-centered

Question 17

We are examining the behavior per se,when making judgments about the relative success of a leader.

Question 18

In employee satisfaction surveys,more than 75 percent of all respondents indicate that the most stressful part of their job is their

A)Immediate boss
B)Work colleagues
C)Physical environment
D)Productivity

Question 19

The dependent variable is usually some measure of leadership effectiveness,such as subordinates' satisfaction ratings.

Question 20

These individuals are good at building teams and getting results through others.

A)Cheerleaders
B)Results only managers
C)Competent managers
D)In name only managers

Question 21

The key to success for organizations is to make sure that

A)They have higher percentages of in name only managers who occupy critical positions
B)They have a higher percentage of competent managers than their competitors
C)They have a high percentage of cheerleaders
D)They have results-only-managers in pivotal leadership roles

Question 22

Adopting valid and well-researched processes for hiring,developing or promoting leadership talent is necessary for developing

A)A good competency model
B)A good leadership talent management system
C)A critical leadership position
D)A performance appraisal system

Question 23

Why is it extremely important to develop good competency models for critical leadership positions?

A)Because they become the framework around which all human resource systems are aligned
B)To ensure an organization's selection process is hiring candidates with the right skills
C)Because they can develop well-researched processes for promoting leadership talent
D)To clarify an organization's strategy for the next 5-10 years

Question 24

How can one differentiate between successful and unsuccessful leaders?

A)By the attributes of their followers
B)By the attributes they possess
C)By the productivity of their followers
D)By the behaviors they exhibit

Question 25

In _____,applicants are put through a series of leadership potential assessment techniques and only the applicants who "pass" one assessment are allowed to move on to the next.

A)Compensatory approach
B)Qualitative approach
C)Multiple hurdles approach
D)Quantitative approach

Question 26

These persons in positions of authority do not want attention and have difficulties with both building teams and getting results.

A)Results only managers
B)Competent managers
C)In name only managers
D)Cheerleaders

Question 27

This is the best and most valid assessment technique for making leadership hiring decisions.

A)Reference check
B)Work sample/skill test
C)Application blank
D)Unstructured interview

Question 28

Which of the following assessment techniques is a very poor predictor of leadership effectiveness?

A)Job simulation
B)Personality test
C)Job knowledge test
D)Application blank

Question 29

Oftentimes these individuals are given lower performance appraisal ratings because superiors do not want them to get promoted.

A)Cheerleaders
B)Results only managers
C)In name only managers
D)Competent managers

Question 30

What are the leading causes of managerial incompetence?

A)Poor relationships with subordinates
B)Poor performance
C)Poor promotion decisions
D)Poor talent management practices

Question 31

These represent the most sophisticated and expensive method for assessing leadership potential.

A)Internet measures
B)Structured interviews
C)Paper-and-pencil measures
D)Assessment centers

Question 32

Because of the baby boom,approximately 50 percent of the top leaders in many private and public sector organizations are slated to retire in the next five years.This shortfall in managerial competence is due to

A)Economies of scale
B)Technology
C)Politics
D)Demographics

Question 33

What is a disadvantage of judging the effectiveness of a leader based on the subordinates' ratings?

A)Results are due to factors beyond leaders' control
B)There may be no links between ratings and unit performance
C)Raters' unwillingness to provide tough feedback
D)Raters are unaware of true performance

Question 34

What is the first step in improving the bench strength of the leaders within an organization?

A)To promote the right people
B)To cultivate employee loyalty
C)To be up-to-date with the latest developments in technology
D)To evaluate and reward its leaders

Question 35

At any one time,up to 33 percent of employees are actively talking to other organizations about job opportunities.This is due to

A)Wrong people getting hired or promoted into positions of authority
B)Lack of good systems for identifying and developing leadership talent
C)People losing faith in their organization's ability to keep them gainfully employed
D)The advent of sophisticated software packages

Question 36

Identify the major worry for top leaders,regardless of country or organization.

A)Organizational barriers
B)Difficulty finding laborers
C)The lack of high quality leadership talent
D)Too much focus on short-term development

Question 37

The interviewers asks the leaders a predetermined set of questions in

A)Panel interviews
B)Structured interviews
C)Semi-structured interviews
D)Unstructured interviews

Question 38

In structured interviews

A)It is difficult to compare the results of interviews from different leaders
B)The interviewer has the latitude to allow the interview to proceed in whatever direction seems appropriate
C)The common set of questions make it much easier to compare different leaders' skills
D)The interviewer does not follow a predetermined set of questions

Question 39

What is the advantage of judging the effectiveness of a leader based on superiors' ratings?

A)Multiple raters
B)Subject of leaders' behaviors
C)Frequently used
D)Actual results

Question 40

What is the purpose of modern-day assessment centers?

A)To select officers for the military
B)To assess,identify and develop leadership potential
C)To select civil servants for the government
D)To select special agents and spies

Question 41

Given the common measures of successful and unsuccessful leadership,what measures would you use and how would you collect the data to determine the best and worst cruise ship captains for Carnival Cruise Lines?

Question 42

Describe the differences between maxims and theories of leadership.

Question 43

Describe the differences between correlational studies and experiments.

Question 44

A framework which outlines relationships among variables and guides research is referred to as a

A)Multiple hurdles approach
B)Leadership level
C)Maxim of leadership
D)Theory of leadership

Question 45

Explain the Dr Gordy test.

Question 46

This phenomenon is becoming more prevalent as organizations move toward virtual teams or increase the number of people any one superior may supervise.

A)Superiors may be largely unaware or unfamiliar with a target leader's performance
B)Superiors do not take the time to provide accurate performance appraisal ratings
C)Superiors have difficulty dealing with conflict
D)Superiors would rather give average ratings than deal with the emotions associated with unflattering ratings

Question 47

A study which varies or manipulates a leadership variable while measuring change in a leadership effectiveness criterion is a(n)

A)Case study
B)Correlational study
C)Critical incident technique
D)Experiment

Question 48

A study which focuses on the relationship between measures of leadership and effectiveness criteria is a(n)

A)Case study
B)Correlational study
C)Experiment
D)Nomothetic study

Question 49

Write a short note on the practice-research gap.

Question 50

Create two structured and unstructured interview questions that could be used for hiring a manager at a fast food restaurant and discuss which set of questions would yield the best results.

Question 51

How would you use the case study approach to determine what it takes to be an effective chief of police?

Question 52

An in-depth examination of a leader's behavior in a particular set of circumstances is a(n)

A)Case study
B)Correlational study
C)Experiment
D)Nomothetic study

Question 53

How would you use the qualitative approach to leadership to determine the role experience plays in leadership effectiveness?

Question 54

What is the practice-research gap?

Question 55

Describe a multiple hurdles approach for selecting a new city administrator.

Question 56

A prescriptive principle of leadership based on an experienced leader's opinion is called a

A)Criterion of effective leadership
B)Definition of leadership
C)Maxim of leadership
D)Theory of leadership