Question 1

The appropriate term for lists of competencies within some specific context is:

Accepted Answer

Competency-based frameworks are structured systems that outline the specific skills, knowledge, and behaviors required to perform effectively within a particular context or job role. They are used to guide training, development, and performance management processes.

Question 2

Which of the following is not true of competency-based approaches?

Accepted Answer

Competency-based approaches do not focus on the social construction of leadership; they emphasize specific skills and characteristics needed for effective leadership.

Question 3

Competency based approaches to leadership are used for practical and theoretical purposes. An example of a theoretical purpose is:

Accepted Answer

Identifying the competencies of successful leaders is a theoretical purpose as it involves understanding and defining what makes leaders effective, which can then inform leadership theories and models.

Question 4

Academic competency models tend to be more complex and sophisticated than other applied models because they integrate situational factors. This is accomplished by:

Accepted Answer

Academic competency models are more complex because they incorporate situational factors through various means, including the inclusion of specific situational competencies, providing additional competency clusters for situational assessment, and offering discussions that highlight functional patterns.

Question 5

Competency-based leadership models have many strengths. Which of the following is not considered a strength?

Accepted Answer

Many models being devised by consultants is not considered a strength as it may imply a lack of originality or over-reliance on external expertise rather than internal development.

Question 6

In the Leadership Action Cycle, the proper selection of leader style is based on:

Accepted Answer

The Leadership Action Cycle emphasizes adapting leadership style based on various factors, including organizational and environmental needs, constraints in resources, power, and personal skills, and the leader's own priorities. Thus, all the options (A, B, and C) are correct considerations in the proper selection of a leadership style.

Question 7

In the Leadership Action Cycle, the performance goals include all of the following except:

Accepted Answer

The Leadership Action Cycle focuses on setting and achieving performance goals related to the organization or team, such as production efficiency (A), follower satisfaction and development (B), and decision quality (D). Leader influence (C) is more about the process of leading and the leader's ability to affect followers, rather than a performance goal itself.

Question 8

The section on Overall Organizational Effectiveness (Organization Wide) in Part 1 of The Assessment of Organizational Conditions and Leader Performance has questions pertaining to all of the following areas except:

Accepted Answer

The answer of The section on Overall Organizational Effectiveness (Organization...

Question 9

Part 1 of the Assessment of Organizational Conditions and Leader Performance has three sections that examine organizational conditions. These include all of the following except:

Accepted Answer

The first three options (A, B, C) directly relate to organizational conditions and how they might impact or reflect the organization's performance and leadership effectiveness. Option D, "Overall Management Behaviors," while related to organizational performance, is more specifically about the actions and behaviors of individual managers rather than the broader organizational conditions.

Question 10

Which of the following statements is not true regarding the Assessment of Organizational Conditions and Leader Performance?

Accepted Answer

The statement in B is not true because when assessing organizational conditions and leader performance, the focus is on evaluating the performance and effectiveness of the individual leader in question, not their supervisor. Respondents are asked to evaluate the leader being assessed, not the effectiveness of the ratee's supervisor unless the assessment is specifically designed to evaluate supervisory relationships.

Question 11

Competency-based leadership frameworks are lists of competencies within some specific context, but do not attempt to provide significant situational analysis or explanation.

Accepted Answer

Competency-based leadership frameworks focus on identifying specific skills, behaviors, and attributes that are desirable in leaders within a particular context, but they typically do not delve into detailed situational analysis or explanations of how these competencies should be applied in various situations.

Question 12

Competency-based approaches provide a list of what constitutes good leadership from the dimension of organizational effectiveness, but not from the dimension of employee satisfaction.

Accepted Answer

Competency-based approaches to leadership not only focus on what makes organizations effective but also consider what satisfies and motivates employees, as leadership competencies often include skills related to communication, empathy, and team motivation.

Question 13

Competencies are derived from a variety of sources including best practice surveys, literature reviews, inductive analyses, and surveys.

Accepted Answer

Competencies are indeed derived from a variety of sources such as best practice surveys, literature reviews, inductive analyses, and surveys to ensure they accurately reflect the skills, knowledge, and abilities required for a specific role or profession.

Question 14

Unlike other approaches to leadership, competencies are not limited in their utility based on what they seek to describe, explain or predict.

Accepted Answer

Competencies, like other approaches to leadership, can be limited in their utility because they may not fully capture the dynamic and complex nature of leadership roles, nor account for all variables in different contexts or situations.

Question 15

The Blake and Mouton managerial grid and the Bass full-range leadership theory are seen as types of competency theories.

Accepted Answer

The Blake and Mouton managerial grid and the Bass full-range leadership theory are both competency theories because they focus on the specific skills and abilities that are necessary for effective leadership.

Question 16

One of the weaknesses of competency frameworks is the inability to shape them on an organization-by-organization basis.

Accepted Answer

Competency frameworks are highly adaptable and can be tailored to fit the specific needs, values, and goals of individual organizations, making them a versatile tool for aligning employee skills and behaviors with organizational objectives.

Question 17

From an academic perspective, competency-based approaches tend to provide a comprehensive and user-friendly language for discourse.

Accepted Answer

Competency-based approaches break down educational objectives into specific skills or competencies, making it easier for educators, students, and stakeholders to understand and communicate about what is being taught and learned. This specificity facilitates a clearer and more accessible language for academic and educational discourse.

Question 18

According to the LAC, a leader taking over a division in a crisis may need to rely on a highly directive style, whereas a leader taking over a high-performing division may initially adopt a laissez-faire style while studying the organization.

Accepted Answer

According to the Leader-Member Exchange (LMX) theory and situational leadership models, leadership style should adapt to the context and needs of the situation. In a crisis, a directive style can provide clear guidance and quick decision-making, while in a high-performing division, a laissez-faire approach can maintain morale and allow the leader to assess the situation without disrupting successful processes.

Question 19

According to the LAC, the degree of success of the various styles chosen depends more on the organizational conditions than the leaders' characteristics and behavioral skills.

Accepted Answer

The answer of According to the LAC, the degree of...

Question 20

The LAC performance goal relating to the degree of alignment refers to maximizing employee needs with organizational goals.

Accepted Answer

The LAC performance goal relating to the degree of alignment typically refers to aligning employee actions and goals with the strategic objectives of the organization, rather than specifically focusing on employee needs.

Quiz 8: Competency-Based Leadership Approaches