LDR - 302S ORGANIZATIONAL CULTURE (SNCOA
TEST 2) STUDY GUIDE – EXPERT VERIFIED ACTUAL
QUESTIONS & ANSWERS FOR GUARANTEED PASS
| NEWEST UPDATE
Changing organizational systems and procedures BEST describes which of the
following embedding mechanisms, which serve as the conscious and
subconscious ways of forming organization culture?
Transform the culture
In an article by Chaplain Kenneth R. Williams, he used a formulaic model to
calculate the approximate monetary costs of toxic behavior in an organization.
The formula calculated costs for worrying, physical and mental health,
absenteeism, avoidance, and conversations with co-workers. Which of the five
effects of toxic leadership measured caused the LEAST financial impact for the
organization?
selects - it is not clear how a leader selects members of the in group, but the
decision may be based on personal compatibility and subordinates
competence
two-factor theory - Herzberg study
Identifies motivation factors, which affect satisfaction, and hygiene factors,
which determine dissatisfaction
-no longer held in high esteem by organizational behavior researchers
Motivation Factors - achievement, recognition, work, advancement
Hygiene Factors - supervision, pay and security, policies, working conditions
,Strengths based leadership
the complete leader myth can cause stress and frustration for leaders and
followers. The best leaders recognize and hone their strengths while trusting
and collaborating with others to make up for their weak points
A strength is the ability to consistently provide near-perfect performance in a
specific activity
Talents are you natural patterns of thought, feeling and behavior. Talents are
things you just do.
Once recognized, talents can be turned into strengths by consciously
developing and enhancing them with learning & practice.
An individuals strengths influences how effective a leader might be in a
particular role
three types of leadership roles
operational role - set goals establish plans, and get things done, focus on
vertical hierarchy and position power, doggedly focused on delivering results,
high self-confidence, and tend to be assertive
collaborative role - typically don't have strong position power, work behind the
scenes, using personal power, excellent people skills to build relationships,
they are highly proactive and tenacious
advisory role - provide guidance and support to other people, develop broad
organizational capabilities, need great people skills, high levels of honesty,
integrity and trust (human resources, finance positions
situational theory of leadership
focuses on the characteristics of followers as the most important element of
the situation and consequently of determining effective leader behavior
leader adopts one of four styles, based on a combination of relationship
(concern for people) and task (concern for production) behavior
4 styles are :
, Telling - directive approach that reflects a high concern for tasks and a low
concern for people and relationships. he leader provides detailed objectives
and explicit instructions about how tasks should be accomplished - Low
Readiness
Selling - based on a high concern for both relationships and tasks The leader
provides task instruction and personal support, explains decisions, and gives
followers a chance to ask questions and gain clarity about work tasks -
moderate readiness
Participating - characterized by high relationsnhip and low task behavior. The
leader encourages participation, consults with followers, and facilitates
decision making - high readiness
Delegating - reflects a low concern for both tasks and relationships. This leader
provides little direction or support because complete responsibility for
decisions and their implementation is turned over to followers. - very high
readiness
Each style choice depends on followers readiness
Ensures accountability
Accountability is essential for leaders to shape organizational culture. Leaders
hold people accountable to ensure that they remain responsible for
completing their work. Leaders help show employees that organizational
culture exists to guide them to success. Having a culture of accountability
starts with comprehensive job descriptions that outline measures of success. A
quality leader is transparent with their team members about the standards
Cost of absenteeism
Treating each individual with dignity and fairness, with the operational premise
that you treat others in concert with the way you would like to be
treated BEST defines which of the following?
TEST 2) STUDY GUIDE – EXPERT VERIFIED ACTUAL
QUESTIONS & ANSWERS FOR GUARANTEED PASS
| NEWEST UPDATE
Changing organizational systems and procedures BEST describes which of the
following embedding mechanisms, which serve as the conscious and
subconscious ways of forming organization culture?
Transform the culture
In an article by Chaplain Kenneth R. Williams, he used a formulaic model to
calculate the approximate monetary costs of toxic behavior in an organization.
The formula calculated costs for worrying, physical and mental health,
absenteeism, avoidance, and conversations with co-workers. Which of the five
effects of toxic leadership measured caused the LEAST financial impact for the
organization?
selects - it is not clear how a leader selects members of the in group, but the
decision may be based on personal compatibility and subordinates
competence
two-factor theory - Herzberg study
Identifies motivation factors, which affect satisfaction, and hygiene factors,
which determine dissatisfaction
-no longer held in high esteem by organizational behavior researchers
Motivation Factors - achievement, recognition, work, advancement
Hygiene Factors - supervision, pay and security, policies, working conditions
,Strengths based leadership
the complete leader myth can cause stress and frustration for leaders and
followers. The best leaders recognize and hone their strengths while trusting
and collaborating with others to make up for their weak points
A strength is the ability to consistently provide near-perfect performance in a
specific activity
Talents are you natural patterns of thought, feeling and behavior. Talents are
things you just do.
Once recognized, talents can be turned into strengths by consciously
developing and enhancing them with learning & practice.
An individuals strengths influences how effective a leader might be in a
particular role
three types of leadership roles
operational role - set goals establish plans, and get things done, focus on
vertical hierarchy and position power, doggedly focused on delivering results,
high self-confidence, and tend to be assertive
collaborative role - typically don't have strong position power, work behind the
scenes, using personal power, excellent people skills to build relationships,
they are highly proactive and tenacious
advisory role - provide guidance and support to other people, develop broad
organizational capabilities, need great people skills, high levels of honesty,
integrity and trust (human resources, finance positions
situational theory of leadership
focuses on the characteristics of followers as the most important element of
the situation and consequently of determining effective leader behavior
leader adopts one of four styles, based on a combination of relationship
(concern for people) and task (concern for production) behavior
4 styles are :
, Telling - directive approach that reflects a high concern for tasks and a low
concern for people and relationships. he leader provides detailed objectives
and explicit instructions about how tasks should be accomplished - Low
Readiness
Selling - based on a high concern for both relationships and tasks The leader
provides task instruction and personal support, explains decisions, and gives
followers a chance to ask questions and gain clarity about work tasks -
moderate readiness
Participating - characterized by high relationsnhip and low task behavior. The
leader encourages participation, consults with followers, and facilitates
decision making - high readiness
Delegating - reflects a low concern for both tasks and relationships. This leader
provides little direction or support because complete responsibility for
decisions and their implementation is turned over to followers. - very high
readiness
Each style choice depends on followers readiness
Ensures accountability
Accountability is essential for leaders to shape organizational culture. Leaders
hold people accountable to ensure that they remain responsible for
completing their work. Leaders help show employees that organizational
culture exists to guide them to success. Having a culture of accountability
starts with comprehensive job descriptions that outline measures of success. A
quality leader is transparent with their team members about the standards
Cost of absenteeism
Treating each individual with dignity and fairness, with the operational premise
that you treat others in concert with the way you would like to be
treated BEST defines which of the following?
