Chapter 12: Leadership and Trust

Question 1

The ability to influence a group toward the achievement of a vision or a set of goals

Answer 1

Leadership

Question 2

Is the extent to which a leader is likely to define and construct her role and those of employees in the search for goal attainment.

Answer 2

Initiating Structure

Question 3

Is the extent to which a person’s job relationship are characterized by mutual trust, respect for employees’ ideas, and regard for their feelings.

Answer 3

Consideration

Question 4

Emphasized interpersonal relationships by taking a personal interest in employees’ needs and accepting individual differences.

Answer 4

Employee-Oriented Leader

Question 5

Emphasized technical or task aspects of jobs, focusing on accomplishing the group’s task.

Answer 5

Production-Oriented Leader

Question 6

A questionnaire that identifies leadership style by measuring whether a person is task-oriented or relationship-oriented

Answer 6

Leaser Preferred Co-Worker (LPC)

Question 7

Is the degree of confidence, trust, and respect members have in their leader.

Answer 7

Leader-Member Relations

Question 8

Is the degree to which the job assignments are procedurized (that is, structured or unstructured)

Answer 8

Task Structure

Question 9

Is the degree of influence a leader has over power variables such as hiring, firing, discipline, promotions, and salary increases.

Answer 9

Position Power

Question 10

It focuses more on the followers. It says successful leadership depends on selecting the right leadership style contingent on the followers’ readiness, the extent to which followers are willing and able to accomplish a specific task.

Answer 10

Situational Leadership Theory (SLT)

Question 11

It extracts elements from Ohio State leadership research on initiating structure and consideration, and the expectancy theory of motivation.

Answer 11

Path-Goal Theory

Question 12

Key Characteristic of a Charismatic Leader

Answer 12

Vision and Articulation
Personal Risk
Sensitivity to Followers Needs
Unconventional Behavior

Question 13

Has a vision–expressed as an idealized goal–that proposes a future better that the status quo; and is able to clarify the importance of the vision in terms that are understandable.

Answer 13

Vision and Articulation

Question 14

Willing to take on high personal risk, incur high costs, and engage in self-sacrifice to achieve the vision.

Answer 14

Personal Risk

Question 15

Perceptive of others’ abilities and responsive to their needs and feelings.

Answer 15

Sensitivity to Followers Needs

Question 16

Engages in behaviors that are perceived as novel and counter to norms.

Answer 16

Unconventional Behavior

Question 17

A long-term strategy for attaining a goal by linking the present with a better future for the organization.

Answer 17

Vision

Question 18

A formal articulation of an organization’s vision or mission.

Answer 18

Vision Statement

Question 19

Who guides their followers toward established goals by clarifying role and task requirements.

Answer 19

Transactional Leaders

Question 20

Who inspires followers to transcend their self-interests for the good of the organization.

Answer 20

Transformational Leaders

Question 21

Characteristic of Transactional Leaders

Answer 21

Contingent Reward
Management by Exception (Active)
Management by Exception (Passive)
Laissez-Faire

Question 22

Contracts exchange of rewards for effort, promises rewards for good performance, recognizes accomplishments.

Answer 22

Contingent Reward

Question 23

Watches and searches for deviation s form rules and standards, takes correct action.

Answer 23

Management by Exception (Active)

Question 24

Intervenes only if standards are not met.

Answer 24

Management by Exception (Passive)

Question 25

Abdicates responsibilities, avoids making decisions

Answer 25

Laissez-Faire

Question 26

Characteristic of Transformational Leaders

Answer 26

Idealized Influence
Inspirational Motivation
Intellectual Stimulation
Individualized Consideration

Question 27

Provides vision and sense mission, instill pride, gains respect and trust.

Answer 27

Idealized Influence

Question 28

Communicates high expectations, uses symbols to focus efforts, expresses important purposes in simple ways.

Answer 28

Inspirational Motivation

Question 29

Promotes intelligence, rationality, and careful problem solving.

Answer 29

Intellectual Stimulation

Question 30

Gives personal attention, treats each employee individually, coaches, advises.

Answer 30

Individualized Consideration

Question 31

They know who they are, know what they believe in, and act on those values and beliefs openly and candidly. Their followers consider them ethical people.

Answer 31

Authentic Leaders

Question 32

A leadership that conveys other-centered (not self-centered) values by leaders who model ethical conduct.

Answer 32

Socialized Charismatic Leader

Question 33

They go beyond their self-interest and focus on opportunities to help followers grow and develop.

Answer 33

Servant Leadership

Question 34

Is a psychological state that exists when you agree to make yourself vulnerable to another person because you have positive expectations about how things are going to turn out.

Answer 34

Trust

Question 35

Is a senior employee who sponsors a less experienced employee, a protégé.

Answer 35

Mentor

Question 36

It says that leadership is merely and attribution people make about other individuals.

Answer 36

Attribution Theory of Leadership

Question 37

That can replace the need for a leader’s support or ability to create structure.

Answer 37

Substitutes

Question 38

Make it impossible for leader behavior to make any difference to follower outcomes.

Answer 38

Neutralizers