Leadership: Styles and Behaviors

Question 1

When the leader provides specific instructions and closely supervises performance.

Answer 1

Telling

Question 2

A theory describing how leader-member relationships develop over time on a dyadic basis.

Answer 2

Leader-member exchange theory

Question 3

The process of becoming a leader in the first place.

Answer 3

Leader emergence

Question 4

A pattern of behavior where the leader creates job relationships characterized by mutual trust, respect for employee ideas, and consideration of employee feelings.

Answer 4

Consideration

Question 5

A theory stating that the optimal combination of initiating structure and consideration depends on the readiness of the employees in the work unit.

Answer 5

Life cycle theory of leadership

Question 6

When the leader waits around for mistakes and errors, then takes corrective action as necessary.

Answer 6

Passive management-by-exception

Question 7

When the leader behaves in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.

Answer 7

Intellectual simulation

Question 8

A pattern of behavior where the leader inspires followers to commit to a shared vision that provides meaning to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives.

Answer 8

Transformational leadership

Question 9

The phase in a leader-follower relationship when a follower voices his or her own expectations for the relationship, resulting in a free-flowing exchange of opportunities and resources for activities and effort.

Answer 9

Role making

Question 10

When the leader turns responsibility for key behaviors over to employees.

Answer 10

Delegating

Question 11

When the leader behaves in ways that earn the admiration, trust, and respect of the followers, causing followers to want to identify with and emulate the leader.

Answer 11

Idealized influence

Question 12

The degree to which the leader’s actions result in the achievement of the unit’s goals, the continued commitment of the unity’s employees, and the development of mutual trust, respect, and obligation in leader-member dyads.

Answer 12

Leader effectiveness

Question 13

A pattern of behavior where the leader rewards or disciplines the follower based on performance.

Answer 13

Transactional leadership

Question 14

When the leader attains follower agreement on what needs to be done using rewards in exchange for adequate performance.

Answer 14

Contingent reward

Question 15

A pattern of behavior where the leader defines and structures the roles of employees in pursuit of goal attainment.

Answer 15

Initiating structure

Question 16

A leadership style where the leader gives the employee the responsibility for making decisions within some set of specified boundary conditions.

Answer 16

Delegative style

Question 17

When the leader behaves in ways that foster an enthusiasm for and commitment to a shared vision of the future.

Answer 17

Inspirational motivation

Question 18

When the leader arranges to monitor mistakes and errors actively and takes corrective action when required.

Answer 18

Active management-by-exception

Question 19

When the leader avoids leadership duties altogether.

Answer 19

Laissez-faire leadership

Question 20

A model that suggests that characteristics of the situations can constrain the influence of the leader, which makes it more difficult for the leader to influence employee performance.

Answer 20

Substitutes for leadership model

Question 21

A model that suggests that seven factors, including the importance of the decision, the expertise of the leader, and the competence of the followers, combine to make some decision-making styles more effective than others in a given situation.

Answer 21

Time-driven model of leadership

Question 22

Situational characteristics that reduce the importance of the leader while simultaneously providing a direct benefit to employee performance.

Answer 22

Substitutes

Question 23

the use of power and influence to direct the activities of followers toward goal achievement.

Answer 23

Leadership

Question 24

When the leader explains key issues and provides opportunities for clarification.

Answer 24

Selling

Question 25

Situational characteristics that reduce the importance of the leader and do not improve employee performance in any way.

Answer 25

Neutralizers

Question 26

A leadership style where the leader makes the decision alone without asking for opinions or suggestions of the employees in the work unit.

Answer 26

Autocratic style

Question 27

A leadership style where the leader presents the problem to employees asking for their opinions and suggestions before ultimately making the decision himself or herself.

Answer 27

Consultative style

Question 28

The phase in a leader-follower relationship when a leader provides an employee with job expectations and the follower tries to meet those expectations.

Answer 28

Role taking

Question 29

The degree to which employees have the ability and willingness to accomplish their specific tasks.

Answer 29

Readiness

Question 30

A leadership style where the leader presents the problem to a group of employees and seeks consensus on a solution, making sure that his or her own opinion receives no more weight than anyone else’s.

Answer 30

Facilitative style

Question 31

When the leader shares ideas and tries to help the group conduct its affairs.

Answer 31

Participating

Question 32

When the leader behaves in ways that help followers achieve their potential through coaching, development, and mentoring.

Answer 32

Individualized consideration