The textbook suggests 4 criteria for developing a reward system for groups. Which answer reflects those criteria?

The textbook suggests 4 criteria for developing a reward system for groups. Which answer reflects those criteria?

a. fair; equitable; competitive; appropriate
b. predictable; immediate; consistent; impersonal
c. universal; compassionate; standard; final
d. meaningful; choices of options; based on competencies; progressive
e. intrinsic; extrinsic; material; personal

Answer: A

Leaders with ________________ power are more likely to motivate their members.

Leaders with ________________ power are more likely to motivate their members.

a. legitimate and reward
b. referent and persuasive
c. reward
d. coercive and charismatic
e. all of the above types of

Answer: B

A survey examining employee turnover found that the chief reason people give for leaving a job is related to

A survey examining employee turnover found that the chief reason people give for leaving a job is related to

a. low salaries.
b. lack of extrinsic rewards.
c. annoying colleagues.
d. the need for praise and recognition.
e. lack of medical and pension benefits.

Answer: D

Which of the following statements about the value of extrinsic rewards is the most accurate?

Which of the following statements about the value of extrinsic rewards is the most accurate?

a. They are granted by supervisors rather than group members.
b. They satisfy only physical and safety needs.
c. They motivate group members to work together.
d. They appeal to members' passions.
e. They place primary emphasis on the group's goals.

Answer: A

Before reprimanding a group member or a group as a whole, be sure you can answer all of the following questions EXCEPT

Before reprimanding a group member or a group as a whole, be sure you can answer all of the following questions EXCEPT

a. Are you certain you have all the facts concerning the situation?
b. Are group members aware that rules or standards have been violated?
c. Will the reprimand benefit the group or be counterproductive?
d. Were other groups or group members involved in the incident?
e. Will the reprimand help you achieve your personal goals?

Answer: E

A reprimand can best be described as

A reprimand can best be described as

a. a punishment.
b. a form of feedback that identifies deficiencies.
c. an action that should only be taken by the leader.
d. the last step before expulsion.
e. a personal attack on the member.

Answer: B

Controlling feedback

Controlling feedback

a. tells members what to do.
b. tells members how they are doing.
c. focuses on group work and how that work contributes to group success.
d. substitutes "it" statements for "you" statements.
e. does all of the above.

Answer: A

Which of the following strategies is NOT an effective tool for motivating virtual groups?

Which of the following strategies is NOT an effective tool for motivating virtual groups?

a. Schedule a face-to-face meeting.
b. Let the group create its own agenda.
c. Ensure that everyone contributes.
d. Structure the meetings with flexibility.
e. Inject a degree of humor and fun.

Answer: B

The most visible symptom of an unmotivated group is

The most visible symptom of an unmotivated group is

a. hostility.
b. apathy.
c. resistance.
d. non-cooperation.
e. confusion

Answer: B

Which of the following motivational strategies can help you promote a sense of progress in your group?

Which of the following motivational strategies can help you promote a sense of progress in your group?

a. Set high standards for yourself and others.
b. Recognize and celebrate group accomplishments.
c. Become well informed about the group's work.
d. Let members make decisions about how the group does its work.
e. Encourage members to volunteer for worthy group tasks that interest them

Answer: B

Which of the following strategies can help you motivate other members by promoting a sense of choice in your group?

Which of the following strategies can help you motivate other members by promoting a sense of choice in your group?

a. Express enthusiasm; don't be critical or cynical.
b. Set high standards for yourself.
c. Seek and take advantage of new opportunities.
d. Develop a group method for tracking and measuring progress.
e. Recognize and celebrate the accomplishments of others.

Answer: C

In terms of Thomas's 4 categories of motivators, you can promote a sense of meaningfulness by

In terms of Thomas's 4 categories of motivators, you can promote a sense of meaningfulness by

a. seeking and taking advantage of new opportunities.
b. recognizing rather than minimizing the value of your skills.
c. recognizing and celebrating group accomplishments.
d. developing a group method of tracking and measuring progress.
e. volunteering for worthwhile group tasks that interest you.

Answer: E

Kenneth Thomas describes 4 categories of intrinsic motivation needed to energize and reinforce work. They are

Kenneth Thomas describes 4 categories of intrinsic motivation needed to energize and reinforce work. They are

a. inclusion, affection, control, and openness.
b. meaningfulness, choice, competence, and progress.
c. achievement, responsibility, recognition, and advancement.
d. esteem, belongingness, self-actualization, and safety.

Answer: B

Group members' Myers-Briggs types affect their beliefs about and behavior in groups. Which of the following beliefs would be characteristic of a perceiver?

Group members' Myers-Briggs types affect their beliefs about and behavior in groups. Which of the following beliefs would be characteristic of a perceiver?

a. Groups can waste time, make decisions too quickly, and create more work.
b. Groups need to gather and use objective facts but often get bogged down in unrealistic discussions.
c. Groups provide opportunities for cooperation, growth, and friendship.
d. Groups get work done when they're structured and task focused.
e. Groups need freedom to examine multiple options during a discussion

Answer: E

In terms of the 8 basic Myers-Briggs types, which of the following strategies is most likely to motivate an introvert?

In terms of the 8 basic Myers-Briggs types, which of the following strategies is most likely to motivate an introvert?

a. Provide thinking time before and during discussions.
b. Request real and practical information.
c. Encourage debate on substantive issues.
d. Focus on a variety of alternatives.
e. Encourage closure on issues.

Answer: A

In terms of the 8 basic Myers-Briggs types, which of the following strategies is most likely to motivate an intuitive?

In terms of the 8 basic Myers-Briggs types, which of the following strategies is most likely to motivate an intuitive?

a. Allow time for "talking out" ideas.
b. Encourage visioning, creativity, and brainstorming.
c. Keep meetings short and relevant.
d. Keep the time frame open.
e. Encourage cooperation and harmony.

Answer: B

Which theory would explain why even when a goal is highly valued (becoming a billionaire or dancing with the stars), you may not be highly motivated to pursue that goal if the chance of reaching it is very small?

Which theory would explain why even when a goal is highly valued (becoming a billionaire or dancing with the stars), you may not be highly motivated to pursue that goal if the chance of reaching it is very small?

a. Goal Theory
b. Schutz's Theory of Interpersonal Needs
c. Expectancy Value Theory
d. Maslow's Hierarchy of Needs
e. Myers-Briggs Personality Theory

Answer: C

Expectancy-Value Theory

Expectancy-Value Theory

a. explains that punishments and rewards serve different motivational purposes in groups.
b. explains why the probability of achieving a goal is as important as the goal itself.
c. explains why some women have low achievement needs and fear success.
d. explains why group goals should be shared and visionary.
e. explains why expectations and values are the same.

Answer: B

Which of Maslow's needs can a group meet if it deliberately limits its membership to carefully selected, notable individuals?

Which of Maslow's needs can a group meet if it deliberately limits its membership to carefully selected, notable individuals?

a. physiological needs
b. safety needs
c. esteem needs
d. belongingness needs
e. self-actualization needs

Answer: C

Which 2 of Maslow's needs would be classified as satisfiers rather than motivators?

Which 2 of Maslow's needs would be classified as satisfiers rather than motivators?

a. physiological and safety needs
b. safety and belongingness needs
c. belongingness and esteem needs
d. esteem needs and self-actualization needs
e. self-actualization and control needs

Answer: A

For the purpose of discussing group motivation, Maslow's 5 needs can be divided into 2 categories: satisfiers and motivators. Which one of the following needs would be classified as a satisfier rather than a motivator?

For the purpose of discussing group motivation, Maslow's 5 needs can be divided into 2 categories: satisfiers and motivators. Which one of the following needs would be classified as a satisfier rather than a motivator?

a. safety needs
b. belongingness needs
c. esteem needs
d. self-actualization needs
e. all of the above

Answer: A

Which of the following group dialectics is MOST applicable in Chapter 6, "Group Motivation"?

Which of the following group dialectics is MOST applicable in Chapter 6, "Group Motivation"?

a. conflict - cohesion
b. conformity - nonconformity
c. homogeneous - heterogeneous
d. structure - spontaneity
e. engaged - disengaged

Answer: E

In order to achieve an optimal group experience, which of the following dialectic tensions should a group negotiate to achieve a both/and resolution?

In order to achieve an optimal group experience, which of the following dialectic tensions should a group negotiate to achieve a both/and resolution?

a. individual goals - group goals
b. task dimensions - social dimensions
c. engagement - disengagement
d. leadership - followership
e. all of the above



Answer: E

A leader who prefers a democratic approach to decision making and leadership may frustrate members who come from a(n) ____________ culture.

A leader who prefers a democratic approach to decision making and leadership may frustrate members who come from a(n) ____________ culture.

a. uncertainty avoidance
b. high-context
c. low-context
d. low power distance
e. high power distance

Answer: E

Members from uncertainty avoidance cultures prefer

Members from uncertainty avoidance cultures prefer

a. more structure and instructions from a leader.
b. less structure and fewer instructions from a leader.
c. more nurturing from a leader.
d. less nurturing from a leader.
e. a closer relationship with a leader.

Answer: A

According to the 5M Model of Leadership Effectiveness, all of the following items are characteristic of effective decision making by group leaders EXCEPT

According to the 5M Model of Leadership Effectiveness, all of the following items are characteristic of effective decision making by group leaders EXCEPT

a. the ability to make timely decisions.
b. the ability to provide a rationale for decisions.
c. the ability to identify and make popular decisions.
d. the willingness to solicit feedback.
e. the ability to clearly communicate the reasons for a decision to the group.

Answer: C

Modeling leadership behavior in the 5M Model of Leadership Effectiveness includes all of the following strategies EXCEPT

Modeling leadership behavior in the 5M Model of Leadership Effectiveness includes all of the following strategies EXCEPT

a. publicly championing your group and its goals.
b. behaving consistently and assertively.
c. maintaining control at all times.
d. praising group members to others outside the group.
e. demonstrating competence and trustworthiness.

Answer: C

The 5M Model of Leadership Effectiveness focuses on all of the following interdependent leadership functions EXCEPT

The 5M Model of Leadership Effectiveness focuses on all of the following interdependent leadership functions EXCEPT

a. making decisions.
b. mediating conflict.
c. managing group process.
d. mentoring members.
e. modeling leadership behavior.

Answer: B

All of the following characteristics distinguish transformational leadership EXCEPT

All of the following characteristics distinguish transformational leadership EXCEPT

a. experience.
b. empowering.
c. innovative.
d. visionary.
e. charismatic

Answer: A

The participating stage in Hersey-Blanchard's Situational Leadership Model is similar to Tuckman's _________ stage of group development.

The participating stage in Hersey-Blanchard's Situational Leadership Model is similar to Tuckman's _________ stage of group development.

a. forming
b. storming
c. norming
d. performing
e. adjourning



Answer: D

According to the Hersey-Blanchard Situational Leadership Model, a leader should try to ____________ when group members are able as well as willing and confident.

According to the Hersey-Blanchard Situational Leadership Model, a leader should try to ____________ when group members are able as well as willing and confident.

a. tell
b. sell
c. participate
d. delegate

Answer: D

According to the Hersey-Blanchard Situational Leadership Model, as a group's readiness increases, leaders should move through 4 different leadership behaviors. Which answer depicts the order in which these behaviors usually occur?

According to the Hersey-Blanchard Situational Leadership Model, as a group's readiness increases, leaders should move through 4 different leadership behaviors. Which answer depicts the order in which these behaviors usually occur?

a. tell, sell, participate, delegate
b. participate, delegate, tell, sell
c. sell, participate, tell, delegate
d. delegate, participate, sell, tell
e. tell, delegate, sell, participate

Answer: A

Fred Fiedler's Contingency Model of Leadership Effectiveness claims that relationship-motivated leaders

Fred Fiedler's Contingency Model of Leadership Effectiveness claims that relationship-motivated leaders

a. may ignore task requirements.
b. may tolerate disruptive behavior by members.
c. may appear inefficient and weak.
d. may do the work of other members to avoid asking them to do more.
e. may do all of the above.

Answer: E

Fred Fiedler's Contingency Model of Leadership Effectiveness contends that the 3 important dimensions in every leadership situation are

Fred Fiedler's Contingency Model of Leadership Effectiveness contends that the 3 important dimensions in every leadership situation are

a. leader-member relations, task structure, and the leader's amount of power and control.
b. the leader's style, the leadership situation, and the leader's character.
c. the leader's charisma, vision, and creativity.
d. the leader's ability to model leadership behavior, to motivate group members, and to make decisions.
e. the leader's use of autocratic, democratic, and laissez-faire styles

Answer: A

If "task-motivated" describes your leadership style, Fiedler's Contingency Model of Leadership Effectiveness predicts that you will be least successful when

If "task-motivated" describes your leadership style, Fiedler's Contingency Model of Leadership Effectiveness predicts that you will be least successful when

a. the group's task is highly structured.
b. there are poor leader-member relationships.
c. you have a great deal of reward, coercive, and legitimate power.
d. you have no power.
e. you have a moderate degree of power and task structure

Answer: E

Which theory of leadership explains how leaders can become more effective once they have carefully analyzed themselves, their groups, and the circumstances in which they must lead?

Which theory of leadership explains how leaders can become more effective once they have carefully analyzed themselves, their groups, and the circumstances in which they must lead?

a. trait theory
b. style theory
c. situational theory
d. functional theory
e. transformational theory

Answer: C

Laissez-faire leaders

Laissez-faire leaders

a. let the group take charge of decisions and actions.
b. work well in mature and highly productive groups.
c. may generate a climate of open communication.
d. both a and b
e. all of the above

Answer: E

Autocratic leaders

Autocratic leaders

a. are always counterproductive.
b. make many of the group's decisions.
c. expect followers to obey orders.
d. Both a and b.
e. Both b and c

Answer: E

Even though Wayne is chairperson of the finance committee, he does little or nothing to help the group. He tends to let the group take charge of its decisions and actions. Which leadership style is Wayne using?

Even though Wayne is chairperson of the finance committee, he does little or nothing to help the group. He tends to let the group take charge of its decisions and actions. Which leadership style is Wayne using?

a. democratic
b. autocratic
c. situational
d. laissez-faire
e. functional

Answer: D

As chairperson of the PTA's election committee, Vicky believes in practicing social equality. She shares decision making with the group. According to Styles Leadership Theory, which leadership style is Vicky using?

As chairperson of the PTA's election committee, Vicky believes in practicing social equality. She shares decision making with the group. According to Styles Leadership Theory, which leadership style is Vicky using?

a. democratic
b. autocratic
c. situational
d. laissez-faire
e. functional

Answer: A

Trait Leadership Theory, also known as the "Great Man" theory, contends that

Trait Leadership Theory, also known as the "Great Man" theory, contends that

a. democratic leaders are always best.
b. charismatic leaders are always best.
c. leaders are born, not made.
d. leaders are made, not born.
e. women cannot be effective leaders.

Answer: C

All of the following behaviors are recommended strategies for becoming an emergent group leader EXCEPT

All of the following behaviors are recommended strategies for becoming an emergent group leader EXCEPT

a. Talk early.
b. Talk often.
c. Know more about important topics.
d. Avoid expressing your own opinion.
e. Volunteer for meaningful roles.

Answer: D

You have been promoted to a management position at work. You expect employees to fulfill your requests because you are the boss. What type of power is this?

You have been promoted to a management position at work. You expect employees to fulfill your requests because you are the boss. What type of power is this?

a. referent power
b. coercive power
c. reward power
d. legitimate power
e. charismatic power

Answer: D

A supervisor threatens to dismiss any member of the sales team who does not meet the sales quota by the end of the quarter. What type of power is this leader using?

A supervisor threatens to dismiss any member of the sales team who does not meet the sales quota by the end of the quarter. What type of power is this leader using?

a. referent power
b. coercive power
c. reward power
d. legitimate power
e. expert power


Answer: B

At the end of every month, a sales manager offers a cash bonus to the most successful salesperson. What type of power is this leader using?

At the end of every month, a sales manager offers a cash bonus to the most successful salesperson. What type of power is this leader using?

a. informational power
b. coercive power
c. reward power
d. legitimate power
e. expert power

Answer: C