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Principles of Leadership International Edition 7th Edition Dubrin Test Bank
Principles of Leadership International Edition 7th Edition Dubrin Test Bank
Principles of Leadership International Edition 7th Edition Dubrin Test Bank
MULTIPLE CHOICE
2. The question, "If I work hard, will I get the job done?" illustrates the ____ aspect of expectancy
theory.
a. instrumentality
b. valence
c. performance-to-outcome expectancy
d. expectancy
ANS: D PTS: 1
3. The question, "If I get the job done, will I really get my reward?" illustrates the ____ aspect of
expectancy theory.
a. valence
b. effort-to-performance expectancy
c. instrumentality
d. calculation of motivation
ANS: C PTS: 1
8. The sets of goal characteristics that will probably lead to higher levels of performance are
a. easy and specific.
b. easy and general.
c. difficult and specific.
d. difficult and general.
ANS: C PTS: 1
10. Mindi has a learning goal orientation. While she is competing in a national sales contest, she is
strongly motivated to
a. develop new skills during the process of competing.
b. make the other competitors look good.
c. attempt to come in toward the bottom so she can improve in the future.
d. impress other people with her skills.
ANS: A PTS: 1
11. A major concern about using goals to boost performance is that some workers, including leaders, will
a. use dysfunctional methods to attain goals.
b. quit rather than pursue goals.
c. set too many difficult goals.
d. pursue goals rather than do their other work.
ANS: A PTS: 1
13. A study showed that workers who perceive themselves to have a technical orientation tend to prefer
praise that
a. focuses on how their work made a contribution.
b. makes a general statement such as "Awesome."
c. could be interpreted negatively.
d. focuses on their personal characteristics.
ANS: A PTS: 1
16. According to equity theory, workers are likely to be motivated when they
a. receive higher rewards than people performing similar work.
b. have high job satisfaction.
c. believe that they are treated equitably.
d. compare their inputs with their outputs.
ANS: C PTS: 1
17. An implication of equity theory for the leader/manager to keep in mind is that subordinates should
a. perceive that they are receiving above-average rewards.
b. be motivated with a stick rather than a carrot.
c. be motivated with a carrot rather than a stick.
d. perceive themselves to be getting a fair deal.
ANS: D PTS: 1
18. A study indicated that many managers fail to coach employees, particularly in the area of
a. giving a friendly greeting to employees.
b. developing strategic goals with the workers.
c. giving feedback on performance plus suggestions for improvement.
d. new product development.
ANS: C PTS: 1
21. An effective coaching technique to achieve enthusiasm and high performance is for the leader/manager
to
a. suspend team members who do not display enthusiasm or high performance.
b. provide praise and positive feedback to team members.
c. use a detached, permissive style.
d. keep elevating goals as workers perform well.
ANS: B PTS: 1
25. Which one of the following would be considered the least effective coaching technique?
a. Reflect content or meaning during the coaching session
b. Gain a commitment to change
c. Model desired performance and behavior
d. Create more obstacles for the person being coached
ANS: D PTS: 1
28. Donna wants to be an effective coach as a leader, so with respect to people she coaches, Donna should
minimize
a. active listening.
b. asking workers to overcome their own obstacles to performance.
c. giving emotional support.
d. giving gentle advice and guidance.
ANS: B PTS: 1
30. A refinement of the individual approach to executive coaching is for the coach to
a. work with a group of leaders with the same developmental needs.
b. conduct videoconferences with several leaders from different locations at the same time.
c. collaborate with the leader's group members.
d. get the group members to report on the leader's mistakes.
ANS: C PTS: 1
TRUE/FALSE
31. Expectancy theory is particularly useful to leaders because it emphasizes the emotional and passionate
side of people.
ANS: F PTS: 1
32. The leader can increase instrumentalities by reassuring a group member that performances can lead to
specific rewards.
ANS: T PTS: 1
33. Motivation increases when a person has high self-efficacy with respect to the task being performed.
ANS: T PTS: 1
34. A synthesis of evidence about expectancy theory indicates that the three components of the theory are
positively related to job performance.
ANS: T PTS: 1
35. A synthesis of the research evidence about expectancy theory suggests that if workers are more
motivated, they will perform better.
ANS: T PTS: 1
36. Training and encouragement of group members are important because they increase
effort-to-performance expectancies.
ANS: T PTS: 1
37. The available evidence suggests that when workers are in a good mood, they are less likely to attach
high value to the rewards offered by the leader.
ANS: F PTS: 1
38. The most effective goals, according to goal theory, are those that encourage a worker to "do his or her
best."
ANS: F PTS: 1
39. An inspirational goal is usually one that stretches a worker's capability just a little bit.
ANS: F PTS: 1
40. To act as a strong motivator, big comprehensive goals should be broken down into smaller steps.
ANS: T PTS: 1
41. Participation in goal setting improves the chances of workers' achieving the goal whether or not the
workers accept the goal.
ANS: F PTS: 1
42. A person with a performance goal orientation will focus on acquiring new skills while working toward
achieving a goal.
ANS: F PTS: 1
43. A major advantage of using goals to motivate executive leaders is that using ethical means to attain the
goal is almost assured.
ANS: F PTS: 1
44. Employees tend to regard compensation as an entitlement, whereas they regard recognition from the
supervisor as a gift.
ANS: T PTS: 1
45. The motivational value of a recognition award is likely to be higher if it helps the worker attain
personal goals.
ANS: T PTS: 1
46. Giving recognition for a job well done is useful in satisfying a worker's desire to feel proud.
ANS: T PTS: 1
47. A real estate manager distributes a Success File to employees so they can store the letters of
appreciation she sends to them. The manager is using recognition as a motivator.
ANS: T PTS: 1
48. A recommended approach for appealing to employee pride is to focus only on rewarding the
accomplishment of a major goal.
ANS: F PTS: 1
49. According to equity theory, high worker motivation stems from a feeling of being treated fairly.
ANS: T PTS: 1
50. The inputs of equity theory are employer contributions to employee well-being such as salary and
benefits.
ANS: F PTS: 1
51. The higher the level of management, the greater the coaching demands made on the leader.
ANS: F PTS: 1
52. To coach workers effectively, it is often necessary to help them develop more effective underlying
habits.
ANS: T PTS: 1
53. To avoid getting too emotionally involved with group members, the effective coach minimizes
building personal relationships with them.
ANS: F PTS: 1
54. It has been generally found that a person needs to be an expert in a specialty to be an effective coach.
ANS: F PTS: 1
55. Feedback of a general nature is most effective in bringing about improvements in performance.
ANS: F PTS: 1
56. An effective coaching technique is to make frequent use of generalities and exaggerations so the
person being coached gets the general idea of what behaviors need improvement.
ANS: F PTS: 1
57. An effective barrier buster assumes almost full responsibility for removing obstacles faced by group
members.
ANS: F PTS: 1
58. A major role of an executive coach is to determine if managers are being fairly compensated.
ANS: F PTS: 1
59. A potential ethical problem noted with executive coaching is that the executive might become too
dependant upon the coach for making decisions.
ANS: T PTS: 1
60. For a recognition technique to work well in motivating workers, it should have a below-average
valence.
ANS: F PTS: 1