Chapter 14

Question 1

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

Answer 1

leadership

Question 2

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

Answer 2

leader-member exchange theory

Question 3

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 3

time-driven model of leadership

Question 4

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

Answer 4

life cycle theory of leadership

Question 5

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

Answer 5

leader effectiveness

Question 6

the process of becoming a leader in the first place

Answer 6

leader emergence

Question 7

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

Answer 7

autocratic style

Question 8

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 8

consultative style

Question 9

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 9

facilitative style

Question 10

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

Answer 10

delegative style

Question 11

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

Answer 11

consideration

Question 12

when the leader explains key issues and provides opportunities for clarification

Answer 12

selling

Question 13

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

Answer 13

participating

Question 14

when the leader turns responsibility for key behaviors over to employees

Answer 14

delegating

Question 15

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 15

transformational leadership

Question 16

when the leader avoids leadership duties altogether

Answer 16

laissez-faire leadership

Question 17

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

Answer 17

transactional leadership

Question 18

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

Answer 18

passive management-by-exception

Question 19

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

Answer 19

idealized influence

Question 20

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

Answer 20

inspirational motivation

Question 21

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 21

intellectual stimulation

Question 22

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

Answer 22

individualized consideration

Question 23

a model that suggest 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 23

substitutes for leadership model

Question 24

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

Answer 24

active management-by-exception

Question 25

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

Answer 25

contingent reward

Question 26

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

Answer 26

substitutes

Question 27

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 27

role taking

Question 28

the phase in a leader-follower relationship when a follower voices his or her own expectations for the relationship

Answer 28

role making

Question 29

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

Answer 29

initiating structure

Question 30

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

Answer 30

readiness

Question 31

when the leader provides specific instructions and closely supervises performance

Answer 31

telling

Question 32

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

Answer 32

neutralizers