Question 1

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

Accepted Answer

The presence of competent managers is crucial for the success of the organization. They will be able to guide and lead their subordinates effectively, make better decisions, and achieve better results. The other options, such as having in name only managers or cheerleaders, may actually hinder progress and negatively impact the organization's success. Alternatively, having results-only managers could be beneficial, but this option is not provided in an answer choice.

Question 2

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

Accepted Answer

Hiring, developing, and promoting leadership talent are crucial for the success of any organization. A well-researched and valid process helps in identifying the right leadership talent, developing their skills, and promoting them to critical positions. This, in turn, creates a good leadership talent management system, which is essential for enhancing the organization's overall performance. The other options (A, C, and D) are also important, but they are not directly related to the process of hiring, developing, and promoting leadership talent.

Question 3

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

Accepted Answer

Competency models provide the foundation for aligning all human resource systems of an organization, including recruitment, selection, training, performance management, and career development. By developing good competency models for critical leadership positions, organizations can ensure that they are selecting and developing leaders with the necessary skills and competencies to succeed in their roles and drive the organization's success. Competency models can also help organizations to identify and promote leadership talent, as well as clarify their strategy and goals.

Question 4

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

Accepted Answer

Behaviors are the most reliable indicator of leadership success.

Question 5

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

Accepted Answer

The description matches the multiple hurdles approach, in which applicants must pass each hurdle or assessment before moving on to the next.

Question 6

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

Accepted Answer

The description given fits with managers who are "in name only," meaning they hold the position of authority but do not actively fulfill their duties as a manager. They do not want attention, have difficulties building teams, and getting results.

Question 7

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

Accepted Answer

Work sample/skill test is the most valid assessment technique for making leadership hiring decisions as it tests the candidate's actual skills and abilities by providing them with a task or situation similar to the one they would face in the job. This technique provides objective and quantifiable data to evaluate the candidate's potential and suitability for the role. Referencing checking and application blank may provide useful information, but they are not as effective in predicting performance as a work sample/skill test. Unstructured interviews are subjective and prone to bias, making them less reliable for hiring decisions.

Question 8

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

Accepted Answer

Application blanks typically provide basic information on the candidate's education and work experience, but they do not provide insight into their leadership abilities or potential. Therefore, they are a poor predictor of leadership effectiveness compared to other assessment techniques such as job simulations, personality tests, or job knowledge tests.

Question 9

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

Accepted Answer

Competent managers may receive lower performance appraisal ratings from superiors who want to prevent them from being promoted, possibly due to fear of competition or losing a valuable team member.

Question 10

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

Accepted Answer

The answer of What are the leading causes of managerial...

Question 11

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

Accepted Answer

Assessment centers are the most sophisticated and expensive method for assessing leadership potential. Assessment centers involve the use of multiple assessment methods, such as simulations, in-basket exercises, role-plays, and interviews, to evaluate candidates' leadership competencies and potential. They are typically conducted over several days and involve trained assessors who observe and evaluate candidates' behaviors, skills, and abilities. Due to their comprehensive nature and high cost, assessment centers are typically used for executive-level positions or other high-potential leadership roles.

Question 12

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

Accepted Answer

The statement mentions the baby boomer generation, which refers to the significant increase in birth rates in North America between 1946 and 1964. This demographic shift has resulted in a large number of individuals reaching retirement age at roughly the same time, which in turn has led to a shortfall in managerial competence in many organizations.

Question 13

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

Accepted Answer

Subordinates' ratings may not always reflect the actual performance of a leader, and there may be no clear correlation between these ratings and the overall performance of the team or unit. Other factors, such as external circumstances or individual preferences, can also influence subordinates' perceptions of their leader's effectiveness. Therefore, relying solely on subordinates' ratings to judge the effectiveness of a leader can be unreliable and potentially misleading.

Question 14

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

Accepted Answer

The first step in improving the bench strength of leaders is to promote the right people, as this ensures that individuals with the potential to lead effectively are given opportunities to develop and grow within the organization.

Question 15

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

Accepted Answer

The statement suggests that employees are actively talking to other organizations about job opportunities because of a lack of faith in their organization's ability to keep them gainfully employed. Therefore, Option C is the best choice. Options A and B are related to issues with hiring and promoting individuals and identifying and developing leadership talent, respectively, which may affect employee satisfaction but are not directly related to a lack of job security. Option D, the advent of sophisticated software packages, is not mentioned or connected to the issue in the statement.

Question 16

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

Accepted Answer

The lack of high quality leadership talent is a major worry for top leaders, regardless of their country or organization. This is because effective leadership is crucial for the success of any organization, and without it, businesses may struggle to achieve their goals and objectives. As a result, many companies invest heavily in leadership development programs and try to identify and retain talented leaders who can help drive their success in the long term.

Question 17

The interviewers asks the leaders a predetermined set of questions in
A)Panel interviews
B)Structured interviews
C)Semi-structured interviews
D)Unstructured interviews

Accepted Answer

Structured interviews involve asking a predetermined set of questions to all candidates, which allows for standardized and objective evaluations. This is particularly important in leadership assessments, where the interviewers need to gather consistent information to make informed decisions. Panel interviews and semi-structured interviews may also include a set of questions, but they typically allow for more flexibility and follow-up inquiries. Unstructured interviews do not follow a specific set of questions, which can lead to unreliable and biased evaluations.

Question 18

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

Accepted Answer

Structured interviews have a common set of questions that make it easier to compare different leaders' skills. A structured interview follows a predetermined set of questions, meaning that the interviewer does not have the latitude to allow the interview to proceed in whatever direction seems appropriate. Therefore, option B and D are incorrect. Option A is also incorrect since structured interviews aim at increasing comparability.

Question 19

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

Accepted Answer

Superiors' ratings are frequently used as a measure of leadership effectiveness because they provide a consistent and standardized method for evaluating leaders across different contexts and organizations.

Question 20

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

Accepted Answer

Modern-day assessment centers are used to assess, identify, and develop leadership potential in individuals. While assessment centers may be used in other contexts, such as selecting civil servants or special agents, the primary purpose in modern times is developing leadership skills.

Quiz 4: Assessing Leadership and Measuring Its Effects

The key to success for organizations is to make sure that

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

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

How can one differentiate between successful and unsuccessful leaders?

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.

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

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

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

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

What are the leading causes of managerial incompetence?

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

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

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

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

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

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

The interviewers asks the leaders a predetermined set of questions in

In structured interviews

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

What is the purpose of modern-day assessment centers?