Question 1

Various studies have indicated that leaders with high behavioral complexity produce the best performance,particularly with respect to business performance and organizational effectiveness.

Accepted Answer

Several studies have found that leaders with high behavioral complexity are more effective in terms of business performance and organizational effectiveness. This is because these leaders are better able to adapt to changing situations, make complex decisions, and understand diverse perspectives.

Question 2

Most theorists agree that small-business leaders do not face a shifting role in today's dynamic work environment.

Accepted Answer

Most theorists actually argue that small-business leaders do face a shifting role in today's dynamic work environment, where they have to adapt to rapid changes in technology, market trends, and customer preferences. They need to be more innovative, agile, and proactive in order to survive and grow in a highly competitive business landscape.

Question 3

A survey found that senior executives view their companies' leadership styles as conceptual rather than pragmatic,and risk taking rather than conservative.

Accepted Answer

False

Question 4

Developing new procedures,scheduling employees,walking around inspecting work,are all included under the human resource management activity.

Accepted Answer

These activities are more closely related to the functions of operations management and general management rather than specifically to human resource management, which focuses on activities such as recruitment, training, performance management, and employee relations.

Question 5

The complexity of attaching a single style to a leader is brought out in meta-analyses of gender and leadership that do not wholly support stereotypes of the styles and effectiveness of men and women leaders.

Accepted Answer

Meta-analyses of gender and leadership have shown that stereotypes of styles and effectiveness of men and women leaders are not wholly supported, indicating the complexity of attaching a single style to a leader.

Question 6

There is clear evidence that a leader's style can make a difference.

Accepted Answer

Numerous studies and real-life examples have shown that a leader's style can affect employee morale, productivity, and overall success of the organization. Different styles, such as autocratic, democratic, and laissez-faire, can have varying impacts on the team and its performance. Therefore, it is crucial for leaders to assess their style and adapt it to fit the needs of their team for optimal results.

Question 7

Organizations can tie formal reward systems to performance and meet challenges in the long run by just socializing and politicking.

Accepted Answer

Tying formal reward systems to performance is an important factor in meeting challenges in the long run. However, socializing and politicking alone cannot guarantee success in the long term. It is important to have a combination of both formal systems and social connections to achieve overall success in an organization.

Question 8

Today,even with the great increase in population,the degree of separation between any two people has been reduced to 4.6.

Accepted Answer

This statement is true. According to a study conducted by Facebook in 2016, the degree of separation between any two people has been reduced to 4.6, despite the increase in population.

Question 9

Research has shown that overall,networking made the biggest relative contribution to manager success and,importantly,human resource management activities made the least relative contribution.

Accepted Answer

This statement accurately reflects the findings of research on the relative contributions of various managerial activities to overall success. Networking has been consistently shown to be a key factor in managerial success, while human resource management activities are often seen as less important in comparison.

Question 10

The differences among styles,activities,and skills express the ways leaders influence followers.

Accepted Answer

The answer of The differences among styles,activities,and skills express the...

Question 11

Studies show that human resource management activities had a strong relationship to effectiveness (second only to human-oriented communication activities)but had the weakest relative relationship to success.

Accepted Answer

Studies have shown that human resource management activities have a strong relationship to effectiveness, but have the weakest relative relationship to success. This means that these activities can improve the effectiveness of an organization, but they may not be as crucial for achieving success as other factors such as communication and leadership.

Question 12

As disturbance handler,the manager is proactive to the problems and pressures of the situation.

Accepted Answer

As a disturbance handler, the manager reacts to problems and pressures when they arise, rather than being proactive.

Question 13

The selling style is a high-task,low-relationship style and is effective when followers are at a very low level of maturity.

Accepted Answer

The selling style is a high-task, high-relationship style, effective when followers are at a moderate level of maturity, needing guidance and support to build their confidence and motivation.

Question 14

Assertiveness,power,and influence are examples of competitiveness and control type of effective leadership skills.

Accepted Answer

Assertiveness, power, and influence are all traits associated with leaders who are competitive and exert control over their teams. These traits can be effective in certain situations, particularly when rapid decision making and strong leadership are necessary. However, they can also be counterproductive if taken too far, as they may lead to a lack of collaboration and engagement among team members.

Question 15

A recent study found that humor and fun meshed with almost every leader style there is,and hence can be easily incorporated.

Accepted Answer

The answer of A recent study found that humor and...

Question 16

The Real Managers Study provides evidence that the activities identified for the successful and effective U.S.managers may hold across cultures.

Accepted Answer

The Real Managers Study found that successful and effective managers in the United States had similar activities and practices to successful and effective managers in other cultures, indicating that these practices may hold across cultures.

Question 17

Most of the time spent in an interpersonal role,identified by Mintzberg,is on ceremonial duties such as taking an important customer to lunch.

Accepted Answer

While ceremonial duties are part of the interpersonal roles identified by Mintzberg, they also include acting as a figurehead, leader, and liaison, which encompass a broader range of activities beyond just ceremonial duties.

Question 18

According to Hersey and Blanchard's approach,the relationship style leader explains the tasks that members are to do and when,where,and how they are to do them.

Accepted Answer

Hersey and Blanchard's approach, known as the Situational Leadership Model, does not specifically define a "relationship style" leader. Instead, it outlines four leadership styles (Telling, Selling, Participating, and Delegating) based on the maturity level of the followers. The description given matches more closely with the "Telling" style, where leaders define roles and tell people what, how, when, and where to do various tasks.

Question 19

The relative-frequency analysis provides a fairly confident answer to the question of what real managers do.

Accepted Answer

The relative-frequency analysis involves studying the frequency of occurrence of different managerial activities which helps to provide a fairly confident answer to the question of what real managers do. Therefore, the statement is true.

Question 20

In a manner similar to Kerr's view regarding substitutes for leadership,inspiration is being used to enhance the tactics used by traditional leaders.

Accepted Answer

The answer of In a manner similar to Kerr's view...

Quiz 14: Great Leaders: an Evidenced-Based Approach