MO final exam
5 practices from The Leadership Challenge (Kouzes and Posner) - correct answer-1. model
the way (setting the example, achieving small wins)
2. Inspire a shared vision (envisioning the future, enlisting others)
3. challenge the process (searching for challenging opportunities, experimenting & taking
risks)
4. enable others to act (fostering collaboration, strengthening others)
5. encourage the heart (recognizing individual contributions, celebrating team
accomplishments)
accommodating/yielding is best when - correct answer-other party has more power
issue is much less important to you than the other party
the value or logic of your position is imperfect (wrong)
you need/want to build social credit or create goodwill
accomodating/yielding - correct answer-accomodating is an unassertive and cooperative
style
affiliative leadership style - correct answer-places more emphasis on individuals, shares
emotional challenges (appropriately), rewards personal characteristics/behaviors, cares for
others
"people first, task second"
After action review - correct answer-a structured process for reflecting on action within the
context of a task to create important knowledge that can be used to improve performance
ambiguous rules - correct answer-creates uncertainty, threatens goals, without rules people
rely on politics
anticipatory regret - correct answer-the distress felt about making a bad decision before the
decision is made
authoritative leadership style - correct answer-communicates a vision, sells the vision,
solicits perspectives on the vision, makes sure others align themselves with the vision, uses
positive/negative methods to motivate
"come with me"
, avoiding - correct answer-avoiding is an unassertive and uncooperative style
ceremonies - correct answer-planned activities for an audience, such as award ceremonies,
company days out, product launch events
challenges in decision making: the role of emotions - correct answer-we are influenced by
moods and emotions, we get paralyzed by choice, we experience anticipatory regret
challenges in problem identification - correct answer-influence from others "frames" the
situation, coping mechanisms block out negative information, mental models limit
opportunities for new perspectives, faulty diagnostic skills
coaching leadership style - correct answer-helps others identify strengths and weaknesses,
provides support, challenge, and feedback, focuses on long term development, helps
employees develop strategies for improvement
"let me help you improve"
coercive power - correct answer-the ability to cause fear and/or apply punishment (through
threats, blackmail)
collaborating/problem solving - correct answer-collaborating is an assertive and cooperative
style
commanding leadership style (negative) - correct answer-gives directives, doesn't ask for
input, constantly monitors, emphasizes consequences of errors, gives (negative) corrective
feedback
"do it because i say so"
communication problems - correct answer-increases stereotyping, reduces motivation to
communicate, escalates conflict when arrogant
competing/forcing - correct answer-competing is an assertive and uncooperative style
compromising - correct answer-compromising is a moderately assertive and cooperative
style
concurring - correct answer-everyone fully agrees to the decision
confirmation bias - correct answer-(post-decisional justification) inflate the strengths of the
selected alternative, and ignore or deflate the strengths of rejected alternatives
conflict handling styles: thomas-kilmann model - correct answer-competing, collaborating
compromising
5 practices from The Leadership Challenge (Kouzes and Posner) - correct answer-1. model
the way (setting the example, achieving small wins)
2. Inspire a shared vision (envisioning the future, enlisting others)
3. challenge the process (searching for challenging opportunities, experimenting & taking
risks)
4. enable others to act (fostering collaboration, strengthening others)
5. encourage the heart (recognizing individual contributions, celebrating team
accomplishments)
accommodating/yielding is best when - correct answer-other party has more power
issue is much less important to you than the other party
the value or logic of your position is imperfect (wrong)
you need/want to build social credit or create goodwill
accomodating/yielding - correct answer-accomodating is an unassertive and cooperative
style
affiliative leadership style - correct answer-places more emphasis on individuals, shares
emotional challenges (appropriately), rewards personal characteristics/behaviors, cares for
others
"people first, task second"
After action review - correct answer-a structured process for reflecting on action within the
context of a task to create important knowledge that can be used to improve performance
ambiguous rules - correct answer-creates uncertainty, threatens goals, without rules people
rely on politics
anticipatory regret - correct answer-the distress felt about making a bad decision before the
decision is made
authoritative leadership style - correct answer-communicates a vision, sells the vision,
solicits perspectives on the vision, makes sure others align themselves with the vision, uses
positive/negative methods to motivate
"come with me"
, avoiding - correct answer-avoiding is an unassertive and uncooperative style
ceremonies - correct answer-planned activities for an audience, such as award ceremonies,
company days out, product launch events
challenges in decision making: the role of emotions - correct answer-we are influenced by
moods and emotions, we get paralyzed by choice, we experience anticipatory regret
challenges in problem identification - correct answer-influence from others "frames" the
situation, coping mechanisms block out negative information, mental models limit
opportunities for new perspectives, faulty diagnostic skills
coaching leadership style - correct answer-helps others identify strengths and weaknesses,
provides support, challenge, and feedback, focuses on long term development, helps
employees develop strategies for improvement
"let me help you improve"
coercive power - correct answer-the ability to cause fear and/or apply punishment (through
threats, blackmail)
collaborating/problem solving - correct answer-collaborating is an assertive and cooperative
style
commanding leadership style (negative) - correct answer-gives directives, doesn't ask for
input, constantly monitors, emphasizes consequences of errors, gives (negative) corrective
feedback
"do it because i say so"
communication problems - correct answer-increases stereotyping, reduces motivation to
communicate, escalates conflict when arrogant
competing/forcing - correct answer-competing is an assertive and uncooperative style
compromising - correct answer-compromising is a moderately assertive and cooperative
style
concurring - correct answer-everyone fully agrees to the decision
confirmation bias - correct answer-(post-decisional justification) inflate the strengths of the
selected alternative, and ignore or deflate the strengths of rejected alternatives
conflict handling styles: thomas-kilmann model - correct answer-competing, collaborating
compromising
