Question 1

In the context of the emotional approach to organizational change,which of the following is defined as a particularly strong emotional reaction to,identification with,and belief in some leaders by some followers?

Accepted Answer

Charisma is defined as a particularly strong emotional reaction to, identification with, and belief in some leaders by some followers. This emotional connection can greatly impact the success of organizational change initiatives, as charismatic leaders are more likely to gain support and followership from their team members. Follower readiness refers to the level of receptiveness and willingness of followers to support change initiatives, siloed thinking refers to a lack of collaboration and communication within an organization, and routinization refers to the tendency to rely on established routines and resistance to change.

Question 2

Which of the following statements about transformational leaders is most likely true?

Accepted Answer

Transformational leaders are known for their ability to inspire and motivate others towards a shared vision of the future. Therefore, it is likely that they are inherently future oriented. While they may have their own values and perspectives, their vision is often developed in collaboration with others, so option B is incorrect. Transformational leaders are typically skilled at reframing issues in a way that inspires others to see the situation in a positive light, so option C is also incorrect. Finally, because transformational leaders are often passionate about their vision and inspiring to others, they may be controversial and emotionally expressive at times, so option D is incorrect.

Question 3

Which of the following statements about a company's vision is most likely false?

Accepted Answer

A company's vision is a forward-looking statement that outlines the future direction and goals of the organization but does not necessarily identify the final destination. A vision statement is meant to inspire and motivate employees and stakeholders by providing a long-term goal to work towards.

Question 4

According to Burns,________ occurs when leaders and followers are in some type of exchange relationship to get needs met.

Accepted Answer

Burns distinguishes between two types of leadership: transformational and transactional. Transactional leadership occurs when leaders and followers are in some type of exchange relationship to get needs met. This includes rewarding followers for good performance and punishing them for poor performance.

Question 5

Which of the following was developed by Bass to assess the extent to which leaders exhibited transformational or transactional leadership and the extent to which followers were satisfied with their leader and believed their leader was effective?

Accepted Answer

The Multifactor Leadership Questionnaire (MLQ) was developed by Bass to assess the extent to which leaders exhibited transformational or transactional leadership and the extent to which followers were satisfied with their leader and believed their leader was effective.

Question 6

In the context of the rational approach to organizational change,which of the following occurs when leaders act to optimize their part of the organization at the expense of suboptimizing the organization's overall effectiveness?

Accepted Answer

Acting to optimize only one part of the organization at the expense of the overall effectiveness is an example of siloed thinking, where leaders are focused on their individual silos and not the larger picture of the organization as a whole.

Question 7

What is the underlying cause for a huge percentage of failed change initiatives?

Accepted Answer

Organizational culture and capabilities play a crucial role in change initiatives. Leaders who fail to address these factors may face resistance and lack of buy-in from employees, resulting in failed change initiatives. Without addressing culture and capabilities, the initiatives may not align with the organization's values and goals, making it difficult to achieve sustainable change.

Question 8

The "S" in the SARA model refers to

Accepted Answer

The answer of The "S" in the SARA model refers...

Question 9

In the context of the Multifactor Leadership Questionnaire (MLQ),which of the following is assessed by the five transformational leadership factors?

Accepted Answer

The five transformational leadership factors measured by the MLQ are idealized influence (attributes), idealized influence (behaviors), inspirational motivation, intellectual stimulation, and individualized consideration. These factors assess the degree to which a leader serves as a role model, communicates high expectations and a compelling vision, encourages creativity and innovation, and attends to individual needs and development. Of these, the factor that directly relates to instilling pride in others is inspirational motivation. Therefore, choice C is the best answer.

Question 10

The ________ component of the change model is where a change initiative becomes tangible and actionable because it consists of the development and execution of the change plan.

Accepted Answer

The process component of the change model consists of the development and execution of the change plan, which makes the change initiative tangible and actionable. The structural system, dissatisfaction, and resistance components are all important in the change model, but they do not directly involve the development and execution of the change plan.

Question 11

In the ________ stage of coping with change,you start to question whether the company really knew what it was doing by letting you go and perhaps rationalize that they will probably be calling you back.

Accepted Answer

This stage is known as the rejection stage, where the person who is coping with change starts to question the decision made by the company and rationalizes that they might call them back. Anger and shock are the initial stages of coping with change, whereas acceptance is the final stage.

Question 12

In the context of Bass's theory of transformational and transactional leadership,which of the following statements is true of transformational leaders?

Accepted Answer

Transformational leaders possess impression management skills, which allow them to communicate their vision and inspire others to follow them. They also focus on developing strong emotional bonds with their followers, promoting creativity and innovation, and bringing about organizational change. They are not primarily concerned with maintaining the status quo or offering rewards for desired performance, which are more characteristic of transactional leaders.

Question 13

In the context of Beer's model of a rational approach to organizational change,which of the following will most likely result in increasing the amount of change (C)?

Accepted Answer

According to Beer's model, increasing the clarity of vision will result in increasing the amount of change. This is because a clear and compelling vision of where the organization is headed can motivate followers to support change efforts and take actions to move towards the desired future state. Option A, B, and C are not likely to result in increasing the amount of change but may hinder or slow down the change process.

Question 14

Which of the following leader actions would least likely increase follower dissatisfaction levels?

Accepted Answer

Lowering employee performance standards would be the least likely action to increase follower dissatisfaction levels because it may appear as though the leader is being lenient or easier on the followers, which could potentially increase morale. The other options (B, C, and D) could potentially cause dissatisfaction by creating stress and anxiety among followers or by highlighting potential negative aspects of the organization.

Question 15

The formula for the rational approach to change is

Accepted Answer

The answer of The formula for the rational approach to...

Question 16

Which of the following is an approach that asks leaders to think about their organization as a set of interlocking systems and explains how changes in one system can have intended and unintended consequences for other parts of the organization?

Accepted Answer

The systems thinking approach asks leaders to conceptualize their organization as a set of interconnected systems, whereby changes in one system can affect other parts of the organization, whether intentionally or unintentionally. This approach encourages leaders to consider the broader impacts of their decisions and to anticipate potential consequences across the organization.

Question 17

Which of the following is the most important situational factor associated with charismatic leadership?

Accepted Answer

The presence or absence of a crisis is the most important situational factor associated with charismatic leadership. Charismatic leaders are often able to emerge during times of crisis, taking advantage of the uncertainty and chaos to assert their leadership skills and provide direction and motivation to their followers. In calmer times, charismatic leadership may not be as necessary or effective. The other options listed may be important situational factors in other leadership styles, but are not specifically associated with charismatic leadership.

Question 18

Which of the following is a key component to the model (M)variable in Beer's model for organizational change?

Accepted Answer

The answer of Which of the following is a key...

Question 19

In the context of the emotional approach to organizational change,identify a true statement about the charismatic authority system.

Accepted Answer

In a charismatic authority system, the locus of authority rests with the individual possessing certain unusual qualities, such as charm, inspiration, and charisma. This type of authority is based on the personal appeal of the leader rather than on any formal position or tradition.

Question 20

Transformational leadership

Accepted Answer

Transformational leadership is focused on inspiring and empowering followers to achieve a greater purpose or goal. This is done by appealing to their values and sense of meaning in their work, rather than simply relying on authority or tradition. Option A describes legal-rational authority, while option C discusses traditional authority. Option D refers to transactional leadership.

Quiz 15: Leadership and Change