According to Max Weber, the type of power is where laws and constitutional processes create legitimate authority.
Charismatic
Non-traditional
Legal-rational
Traditional
Which of the following theories of conflict holds that people evaluate their interpersonal relationships in terms of their value?
Attribution Theory
Systems Theory
Social Exchange Theory
Evaluation Theory
The two dimensions in the leadership grid are:
Concern for organization and employees
Concern for production and people
Concern for people and profits
Concern for productivity and people
What is the first step in effectively bringing about changes?
Involving people throughout the organization in the change process
Communicating the problems inherent in the current situation
Encouraging people to participate in diagnosing the existing situation
Giving people time to let go of the past and embrace the future
Which approach to leadership stipulates that “different situations require different styles of leadership” and “that leaders need to be able to understand key characteristics of the organizations they lead and then adapt their own behavior to fit the situation?”
Situational leadership
Flexible leadership
Adaptable leadership
Contingency leadership
Sierra is able to influence others by providing positive outcomes and preventing negative ones. What type of power base does she have?
Reward power
Coercive power
Expert power
Legitimate power
The more we other people, the more we will be of their motives in conflicts.
Trust; certain
Disappoint; uncertain
Trust; uncertain
Disappoint; certain
refers to the degree to which the position enables the leader to get others to comply with his or her directions.
Position power
Personal relationships
Compliance
Which of the following is NOT an OD strategy or technique used to help facilitate organizational change?
T-groups
Process consultation
Brainstorming
Survey feedback
Which of the following is NOT a possible limitation to implementing cultural change of an organization?
Cultural norms are deep-seated and may be quite resistant to change
Successful changes in an organization’s culture typically occur over a long period of time
Different generations have different feelings towards change
Important ethical questions may arise as managers attempt to “manipulate” the norms and
values of those in the organization
Which of the following types of change involves solving problems or tinkering or fine- tuning ongoing operations?
Incremental change
Discontinuous change
Strategic change
Grassroots change
Where organizational members face routine or repetitive issues, learning is appropriate.
Double-loop
Basic
Repetitive
Single-loop
The Collaboration approach to conflict is on assertiveness and on cooperation.
low; low
high; low
low; high
high; high
Which of the following is a way in which managers create and maintain power?
Doing favors for people
Building reputations as experts
Reinforcing the perceived dependency of others on managers for rewards, assistance, and protection
All of the above
Creating a clear results-oriented vision in relation to discovered potential and in relation to questions of higher purpose describes which phase of the process of Appreciative Inquiry?
Discovery
Dream
Design
Destiny
Which of the following is NOT a structural determinant of power?
Independence
Perceived political power
Numerical representation
Influence in garnering resources
A leadership style will be most effective in situations where subordinates are engaged in work that is stressful, frustrating, or unsatisfying.
Supportive
Directive
Participative
Achievement-oriented
Which of the following is NOT a dimension of emotional intelligence?
Managing emotions
Empathy
The ability to cry
Handling relationships
refers to the difference between the meaning that was intended by the sender and the meaning that was decoded by the receiver.
Misunderstanding
Distortion
Misrepresentation
Which of the following is NOT a reason that teams are more effective than individuals?
Teams produce a greater number of ideas and pieces of information than individuals acting alone
Teams have higher levels of motivation and performance than individuals acting alone
Team members are less likely to entertain risky alternatives
Teams offset personal biases and blind spots that inhibit effective problem analysis
leadership occurs when leaders and followers engage with one another in such a way that they raise one another to higher levels of morality and motivation.
Moral
Transactional
Transformational
Powerful
A potential cause for team conflict may be:
Personality differences
Overly emotional team members
Both A & B
Which of the following is NOT one of the “six C’s” developed for effective managerial
writing?
Courtesy
Clearness
Confidence
Correctness
Which of the following conditions does NOT need to be met in order for a team to be productive?
Commitment to goals on the part of the team and senior management
Opportunity for teamwork as created by senior management or other individuals
Clarity of goals as provided or developed by the team
Lack of challenges from customers and competitors
Which of the following tactics help people to gain power, exercise influence, and balance the power of others in organizations?
Using ambiguity
Forming coalitions
Incurring obligations
All of the above
Which of the following types of teams sets the course for the organization, but it rarely is involved in the day-to-day operations of the organization?
Cross-functional teams
Self-directed work teams
Top management teams
Process-improvement teams
Leaders establish their credibility through which of the following actions or practices?
Challenging the process
Inspiring a shared vision
Modeling the way
All of the above
For cultures, successful leaders should be supportive and paternalistic.
Individualistic
Collectivist
Socialist
All of the above
Essay Questions
In general, there are two different major of leadership styles, task-oriented and relationship- oriented styles. Compare and contrast these two leadership styles. And, if an agency leader faces a demand of a massive organizational reform, how the agency leader should utilize those different styles of leadership to succeed in the organizational reform?
The task-oriented leadership is when the leader of the group is going to focus on the tasks that need to be done in order for the company to meet all of their goals. The leaders will not be concerned with catering to the employees because they want to get all of the goals accomplished. They know how to define all of the work and the roles that are required to get this work done. Therefore, they can put structures in place to allow them to monitor the progress of the team once they have did all of their planning and organizing. The main pro of the task-oriented leadership style is that it can maintain high standards with the optimal efficiency. The main con is that it can result in low morale inside of the office.
The oriented style of leadership will focus more on the people within the organization. Therefore, the leader will know how to motivate and support the people inside of the group. This means that there is going to be a lot of collaborations within the group that will allow for great teamwork. The main pro of the leadership oriented style is that it focuses on the employee relationships to make employees feel like they can make a difference in the company. The main con is that the employees can become overwhelmed. The agency leader should utilize the different styles by making sure that the leadership style is going to work the best for the company. This means that it is going to take a lot of research.
There are five sources of power for leaders and managers. Do you agree that leaders and managers gain the power from the same sources? Please justify your position.
The first source of power is the legitimate. This is the power that is based on the accepted authority such as the title or the official position. The second source of power is reward. This is the power that is based on the access to resources and the ability to reward other people. The third source of power is coercive. This is the power that is based on the force and ability to punish other people. The fourth source of power is expert. This is the power that is based on the expertise or access to the information that others need. The fifth source of power is referent. This is the power that is based on the respect and being a role model. Yes, I believe that leaders and managers gain their power from the same sources. This is because in order to be a leader or a manager, it is all going to be about the power that they can gain. The power that they gain, they better the person is going to be at their job.
What is organizational culture? How is it created or formed? What does it consist of?
Organizational culture is the set of values, norms, and beliefs that are shared by members of an organization. All the different organizations will develop a unique culture or character which the employees will share the common values and beliefs about the work related issues. The influence of the organizational culture might be limited to the values and behaviors that are work related. But it is strongly influenced by the cultural diversity and national culture.
The organizational culture is created by finding a different way to provide the goods and services to the customers. Some companies will do this through providing the customers with great customer service and then other companies will make sure that they have the lowest prices on their products for the customers. When the company is successful, the owner will know that they are going the right things for the company.
There are three different levels of the organizational culture. The first level is values of the organization. Most of the time, the values will be the attitudes and the behaviors that the organization is going to allow the employees to do. The second level is the norms. This is the different dress codes, technology that is used within the company, and layout of the work spaces. The behaviors can determine the success of the company because everything is going to need to work together. The third level is the beliefs. This is what the company wants everyone within the company to believe about the company.
Discuss what happens to conflicts as relationships become closer, more personal, and more interdependent. What are implications for public organizations?
Most of the time, the conflicts are going to go away when the relationships become closer. This is because the group will be able to understand each other more so there is less of a chance of a conflict. But this could also cause some problems within the group. This is because they might become too independent of each other once they have gotten to know each other more. It is very important that the company finds a way to make sure that the conflicts are as low as possible so that the group can be successful in their work.
The implications for a public organization is that everyone within an organization is going to need to get along so that the organization can be successful. When there are people inside of the group that do not get along, then it is going to cause the group to fail. This is because when people cannot agree within the group, it makes things a lot harder to do. Therefore, once the leader of the group sees that there are any conflicts in the group, they will need to address these problems immediately.
Describe the basic elements of conflict? If the personality matters to conflict, how personality can?
There are four basic elements of conflict. The first element is conflict and interdependence.
Sometimes it is hard to balance out conflict and interdependence. Therefore, the interdependence will need to be addressed immediately so that the work relationships do not suffer. The second element is the perceived incompatible goals. Here is where the organization will have to think of the forms of incompatibility within the company. This will allow them to figure out different ways to resolve the incompatibility of the team members. The third element is the perceived scarce resources. When there are not enough resources for all of the team members to use, of course this is going to cause a conflict within the group. The company will need to find a way to make sure that everyone has enough resources. The fourth element is the interference. In this situation, conflict is going to be about blocking. The person will be considered a problem if they are doing any form of blocking. Personality does matter to conflict because it determine if a conflict is going to be worse. If a person has a bad personality, then there is probably going to be a conflict.
How do you assess team performance? What are some questions you should use to evaluate team performance?
In order to assess the team performance, it is important to make some individual components
few questions that I could ask in order to evaluate the team performance:
How regular does the team meet?
Do each of the team members understand their role in the group?
Does the team have enough motivation?
What is the biggest accomplishment of the group?
What is the biggest challenge of the group?
Is there anything that we can do differently?
Is there anything that me or another team member can help out with?
Does the team have the right resources? (Denhardt, 2015).
There are three things that a person must consider when they are asking these questions.
The first thing is that they are going to need to ask the questions sincerely. This is so that you can engage with the person and get a truthful answer. The second thing is to ask the question humbly. This means that a person might get answers from these questions that they do not like. But this is a time to listen to a person to make sure that the group is working together properly. The third thing is to ask the questions frequently. Most of the time, it is going to be done on a monthly basis so that the team can stay organized.
References:
Denhardt, Robert B. (2015). Managing Human Behavior in Public and Nonprofit
Organizations. Sage Publications: Thousand, Oaks, CA.
