Question 1

Certain conditions must be present for self-managed teams to be effective. They include all of the following except:
A) A common purpose and approach
B) Appropriate number of members
C) A strong team leader
D) Complementary skills

Accepted Answer

Self-managed teams are designed to operate without the traditional oversight of a strong team leader, relying instead on the collective skills and collaboration of the team members.

Question 2

Effective network leaders have all of the following with the exception of:
A) Resources to contribute
B) A sense of community
C) A service mentality
D) A focus on return on investment

Accepted Answer

Effective network leaders prioritize resources, community, and service over a strict focus on return on investment. They understand the value of building relationships and contributing to the network's overall success, which may not always directly translate into immediate financial returns.

Question 3

According to the network leadership theory casual chain, leader disposition is considered a __________.
A) Range of leader style
B) Intervening variable
C) Moderating variable
D) Performance goal

Accepted Answer

Leader disposition is considered an intervening variable in the network leadership theory casual chain, as it influences the relationship between leadership behavior and its outcomes.

Question 4

__________ look(s) at the characteristics that all workers can practice so that they can be less dependent on formal leaders or superiors, and be more capable in situations with extensive distributed leadership.
A) Informal leadership
B) Self-leadership
C) Substitutes for leadership
D) Self-managed teams

Accepted Answer

Self-leadership emphasizes the development of individual autonomy and self-direction, enabling individuals to guide their own actions and decisions in a way that reduces reliance on formal leadership structures.

Question 5

__________ focuses on concrete strategies for reducing formal leaders' roles to enhance the distribution of responsibility to followers.
A) Substitutes for leadership
B) Informal leadership
C) Followership theory
D) All of the above

Accepted Answer

Substitutes for leadership theory specifically focuses on identifying conditions under which less leader involvement (or intervention) might be beneficial, thereby reducing the formal leader's role and enhancing the distribution of responsibility among followers or other organizational mechanisms.

Question 6

Distributed leadership emphasizes sharing of functions through empowerment mechanisms such as participation and delegation.

Accepted Answer

Distributed leadership involves the sharing of leadership roles among members of an organization, emphasizing empowerment through mechanisms like participation and delegation, allowing multiple individuals to contribute to decision-making processes and leadership tasks.

Question 7

Formal leadership theories fail to fully acknowledge the importance of others in the leadership process: informal leaders, followers, teams, and networks.

Accepted Answer

Formal leadership theories often focus primarily on the traits, behaviors, and actions of individual leaders, overlooking the significant roles that informal leaders, followers, teams, and networks play in the leadership process and how they contribute to achieving organizational goals.

Question 8

Informal leaders are those who lack formal positions, but who influence others whether they support the formal leaders or not.

Accepted Answer

Informal leaders gain their influence through personal connections, respect, or charisma, rather than through an official position or title, and can support or challenge formal leadership.

Question 9

In terms of performance goals, informal leaders tend to focus on the interests and needs of lower-level employees or constituents.

Accepted Answer

Informal leaders, who emerge naturally based on charisma, skills, or relationships rather than formal authority, often focus on the interests and needs of their peers or lower-level employees, acting as advocates or representatives for their concerns within the organization.

Question 10

In followership theory activists are the ones who are exceptionally committed to ideological positions or select issues and are willing to fight enthusiastically for the success of their position even if it jeopardizes their own job.

Accepted Answer

In followership theory, activists are indeed enthusiastic and energetic supporters of their leaders and the group's goals, but the description provided aligns more closely with the characteristics of "diehards" who are deeply committed to an idea or leader and may risk their own positions for their beliefs.

Question 11

Proponents of followership theory emphasize the moral obligation of leaders to respect followers as a separate source of authority, wisdom, and expertise.

Accepted Answer

Followership theory indeed emphasizes the importance of recognizing followers as a vital source of authority, wisdom, and expertise, highlighting the reciprocal nature of the leader-follower relationship and the moral obligation of leaders to respect and value their followers.

Question 12

Superleadership examines what leaders need to do to prepare and support followers to be successful when they are empowered. It has similarities to Hersey and Blanchard's situational leadership theory, which advocated four styles based on the subvariables of subordinate maturity.

Accepted Answer

Superleadership, also known as self-leadership, focuses on leaders developing their followers' ability to lead themselves, which aligns with the essence of Hersey and Blanchard's situational leadership theory. This theory suggests adapting leadership styles based on the maturity level of the followers, which indirectly prepares and supports them to be more autonomous and empowered, similar to the goals of superleadership.

Question 13

Because superleadership recommends a single style assuming that ideal conditions exist, it is not considered a universal theory.

Accepted Answer

Superleadership focuses on developing followers into self-leaders, adapting to various conditions rather than prescribing a single leadership style, making it more flexible than a theory assuming ideal conditions.

Question 14

Substitutes for leadership imply that when empowerment is successfully implemented, it enhances internal accountability, a sense of ownership, professional affiliation, and buy-in with group goals.

Accepted Answer

Substitutes for leadership suggest that certain conditions, such as empowerment, can reduce the need for traditional leadership by fostering an environment where employees feel accountable, have a strong sense of ownership, identify more closely with their profession, and align more closely with organizational goals, thereby enhancing internal motivation and commitment.

Question 15

According to substitutes for leadership, a combined style is implied when less leadership is needed; allowing subordinates relative leeway in decision making and freedom from daily monitoring and short-term review.

Accepted Answer

The answer of According to substitutes for leadership, a combined...

Question 16

The central insight of self-leadership theory is that the attitudes, beliefs, self-designed behavioral patterns, and motivational preferences of individuals make a critical difference in both accomplishment and personal satisfaction in work.

Accepted Answer

Self-leadership theory emphasizes the importance of individuals' internal processes, such as their attitudes, beliefs, self-initiated behaviors, and motivational preferences, in influencing their performance and satisfaction in their work environment.

Question 17

In self-leadership theory, strategies for success include mutual accountability.

Accepted Answer

Self-leadership theory primarily focuses on strategies that involve self-influence and self-motivation, such as setting personal goals, self-observation, and self-reward, rather than relying on mutual accountability with others.

Question 18

In the self-managed team concept, the single combined style of team leadership distributes the standard functions of leadership among the group or allows the group to assign leadership functions based on member talents and availability.

Accepted Answer

In the self-managed team concept, leadership functions are distributed among the group members or assigned based on individual talents and availability, rather than being centralized in a single leader. This approach allows for more flexibility and leverages the diverse skills within the team.

Question 19

Self-managed teams strive for role formalization in order to take advantage of its potential virtues such as enhancing work uniformity, consistency of expectations, and complex accountability requirements.

Accepted Answer

Self-managed teams typically emphasize flexibility, shared leadership, and cross-functionality rather than strict role formalization, aiming for adaptability and collective decision-making rather than rigid structures.

Question 20

Network leaders are judged by their success in building resources for their organization through cooperative problem solving.

Accepted Answer

The answer of Network leaders are judged by their success...

Quiz 5: Distributed Approaches to Leadership

Certain conditions must be present for self-managed teams to be effective. They include all of the following except:

Effective network leaders have all of the following with the exception of:

According to the network leadership theory casual chain, leader disposition is considered a __________.

__________ look(s) at the characteristics that all workers can practice so that they can be less dependent on formal leaders or superiors, and be more capable in situations with extensive distributed leadership.

__________ focuses on concrete strategies for reducing formal leaders' roles to enhance the distribution of responsibility to followers.