Reference no: EM132206711
1. Which of the following is least likely to build collective identification and trust in teams?
a. Emphasize common interests and shared objectives
b. Encourage and facilitate social interaction among members
c. Use more rewards that are contingent on individual performance
d. Use ceremonies and rituals to emphasize shared values and achievements
2. Which process would not be a method of team building?
a. Keep members informed about groups achievements
b. Use symbols and slogans to create a unique identity for the team
c. Conduct sessions to analyze group processes that need improvement
d. Ask members to elect an informal leader to represent the team
3. The main role of the leader of a decision group is suggesting ideas to solve the problem
a. True
b. False
4. The most common complaint team members have is that team meetings are too frequent, too long, and for the most part unproductive.
a. True
b. False
5. Which of the following was not recommended to facilitate acceptance and successful implementation of a major change?
a. Create a sense of urgency about the need for change by showing it will be more costly not to change
b. Use ceremonies and rituals to help people deal with the pain of giving up familiar things they value
c. Convince people that the change can be made without any difficulties of inconvenience to them
d. Demonstrate personal commitment to see the change through to the end regardless of temporary setbacks
6. Which of the following is not a primary determinant of performance for a functional team?
a. Member individual satisfaction
b. Trust and cooperation among the team members
c. The organization and coordination of tasks
d. How long the current leader has been in that position
7. Collective identification of members of a team is a good predictor of high team performance
a. True
b. False
8. A successful vision for an organization is likely to include a vivid image of what can be achieved and why is it worthwhile
a. True
b. False
9. Which of the following was recommended when developing a vision for an organization?
a. Uplift and rally followers to a shared purpose
b. Ensure that the vision is compatible with core competencies in the organization
c. Continually assess the feasibility of the vision and refine it as new
d. All of the above
9. Which is most likely to be effective for implementing major change?
a. Provide opportunities to experience early success in implementing change
b. Make followers feel responsible for failure of the old strategy
c. Emphasize the obstacles so followers will not become complacent
d. Maintain control over sensitive information about new problems
10. What is recommended way to deal with someone in a key position who continues to resist change and is likely to sabotage it?
a. Ignore the resistance and try to work around the person
b. Warn the person to stop resisting the change
c. Find a qualified replacement who supports the change
d. Keep asking the person to support the change
11. Which statement about transformational and charismatic leadership is most accurate?
a. Both types of leadership involve the same underlying process
b. Both types of leadership are effective in any situation
c. Charismatic leaders are more effective in business organizations than transformational leaders
d. transformational leaders do not have to earn trust, commitment, or respect of followers
12. Most theories about charismatic and transformational leadership emphasize emotional processes more than rational process.
a. True
b. False