BUS5110 Managing Individual and Team Behavior Units 5-8 Test
Bank — Leadership, Power, Structure, and Change
Course:
BUS5110 Managing Individual and Team Behavior — University of the People (UoPeople)
Level:
MBA
Year:
2025/2026
Format:
Comprehensive Test Bank — 60 Q&A with Verified Answers
BUS5110 Units 5-8 Test Bank
60 Questions with Verified Correct Answers | 100% Complete Solutions
Question 1 — Unit 5:
According to the Behavioral Theory of Leadership, particularly the Ohio State Studies, which of
the following best describes a leader who is high in "Initiating Structure"?
A) A leader who focuses on mutual trust, respect for employees' ideas, and regard for their
feelings.
B) A leader who defines and structures their role and the roles of subordinates towards achieving
goals.
C) A leader who allows employees complete freedom to make decisions and complete their work.
D) A leader who focuses primarily on resolving interpersonal conflicts within the team.
Answer: B
Explanation:
Initiating Structure refers to the extent to which a leader is likely to define and structure their role
and those of employees in the search for goal attainment. This includes behavior that attempts to
organize work, work relationships, and goals. Option A describes "Consideration."
Question 2 — Unit 5:
,Scenario: Sarah manages a team of highly experienced software developers who have been
working together for five years. They are motivated and know their jobs perfectly. According to
Hersey and Blanchard's Situational Leadership Theory (SLT), which leadership style should Sarah
adopt?
A) Directing (High task, Low relationship)
B) Coaching (High task, High relationship)
C) Supporting (Low task, High relationship)
D) Delegating (Low task, Low relationship)
Answer: D
Explanation:
According to SLT, when followers are both "able and willing" (highly mature and capable), the
most effective leadership style is delegating. The leader provides minimal direction and support,
allowing the experienced team to take responsibility for their tasks.
Question 3 — Unit 5:
In Fiedler's Contingency Model, what does a high Least Preferred Coworker (LPC) score indicate
about a leader?
A) The leader is task-oriented and performs best in highly favorable situations.
B) The leader is relationship-oriented and performs best in moderately favorable situations.
C) The leader is highly adaptable and can change their style to fit the situation.
D) The leader lacks the necessary skills to manage difficult employees.
Answer: B
Explanation:
Fiedler's model proposes that leadership style is fixed. A high LPC score means the leader
describes their least preferred coworker in relatively positive terms, indicating a relationship-
oriented leadership style. These leaders tend to perform best in situations of moderate control or
favorability.
Question 4 — Unit 5:
Which of the following is a key characteristic of a Transformational Leader?
A) They clarify role and task requirements to guide followers toward established goals.
B) They intervene only if standards are not met.
C) They inspire followers to transcend their own self-interests for the good of the organization.
, D) They provide rewards in exchange for meeting specific performance targets.
Answer: C
Explanation:
Transformational leaders profoundly impact followers by inspiring them to look beyond their own
self-interest for the good of the company. They pay attention to the concerns and developmental
needs of individual followers and change followers' awareness of issues. The other options
describe transactional leadership.
Question 5 — Unit 5:
Path-Goal Theory suggests that a leader's job is to assist followers in attaining their goals and
provide the necessary direction to ensure their goals are compatible with the organization's overall
objectives. Which leadership behavior is best suited for an ambiguous and unstructured task?
A) Supportive leadership
B) Participative leadership
C) Achievement-oriented leadership
D) Directive leadership
Answer: D
Explanation:
Directive leadership yields greater satisfaction when tasks are ambiguous or stressful because the
leader clarifies expectations and provides specific guidance. If tasks were already highly
structured, directive leadership would be seen as redundant.
Question 6 — Unit 5:
Leader-Member Exchange (LMX) theory argues that leaders create "in-groups" and "out-groups."
Which of the following is generally true of employees in the "in-group"?
A) They receive less attention from the leader but have more formal authority.
B) They have higher performance ratings, lower turnover intentions, and greater satisfaction with
their superior.
C) They are typically newer employees who require more hands-on training and supervision.
D) Their relationship with the leader is based purely on formal organizational exchanges.
Answer: B
Explanation:
Bank — Leadership, Power, Structure, and Change
Course:
BUS5110 Managing Individual and Team Behavior — University of the People (UoPeople)
Level:
MBA
Year:
2025/2026
Format:
Comprehensive Test Bank — 60 Q&A with Verified Answers
BUS5110 Units 5-8 Test Bank
60 Questions with Verified Correct Answers | 100% Complete Solutions
Question 1 — Unit 5:
According to the Behavioral Theory of Leadership, particularly the Ohio State Studies, which of
the following best describes a leader who is high in "Initiating Structure"?
A) A leader who focuses on mutual trust, respect for employees' ideas, and regard for their
feelings.
B) A leader who defines and structures their role and the roles of subordinates towards achieving
goals.
C) A leader who allows employees complete freedom to make decisions and complete their work.
D) A leader who focuses primarily on resolving interpersonal conflicts within the team.
Answer: B
Explanation:
Initiating Structure refers to the extent to which a leader is likely to define and structure their role
and those of employees in the search for goal attainment. This includes behavior that attempts to
organize work, work relationships, and goals. Option A describes "Consideration."
Question 2 — Unit 5:
,Scenario: Sarah manages a team of highly experienced software developers who have been
working together for five years. They are motivated and know their jobs perfectly. According to
Hersey and Blanchard's Situational Leadership Theory (SLT), which leadership style should Sarah
adopt?
A) Directing (High task, Low relationship)
B) Coaching (High task, High relationship)
C) Supporting (Low task, High relationship)
D) Delegating (Low task, Low relationship)
Answer: D
Explanation:
According to SLT, when followers are both "able and willing" (highly mature and capable), the
most effective leadership style is delegating. The leader provides minimal direction and support,
allowing the experienced team to take responsibility for their tasks.
Question 3 — Unit 5:
In Fiedler's Contingency Model, what does a high Least Preferred Coworker (LPC) score indicate
about a leader?
A) The leader is task-oriented and performs best in highly favorable situations.
B) The leader is relationship-oriented and performs best in moderately favorable situations.
C) The leader is highly adaptable and can change their style to fit the situation.
D) The leader lacks the necessary skills to manage difficult employees.
Answer: B
Explanation:
Fiedler's model proposes that leadership style is fixed. A high LPC score means the leader
describes their least preferred coworker in relatively positive terms, indicating a relationship-
oriented leadership style. These leaders tend to perform best in situations of moderate control or
favorability.
Question 4 — Unit 5:
Which of the following is a key characteristic of a Transformational Leader?
A) They clarify role and task requirements to guide followers toward established goals.
B) They intervene only if standards are not met.
C) They inspire followers to transcend their own self-interests for the good of the organization.
, D) They provide rewards in exchange for meeting specific performance targets.
Answer: C
Explanation:
Transformational leaders profoundly impact followers by inspiring them to look beyond their own
self-interest for the good of the company. They pay attention to the concerns and developmental
needs of individual followers and change followers' awareness of issues. The other options
describe transactional leadership.
Question 5 — Unit 5:
Path-Goal Theory suggests that a leader's job is to assist followers in attaining their goals and
provide the necessary direction to ensure their goals are compatible with the organization's overall
objectives. Which leadership behavior is best suited for an ambiguous and unstructured task?
A) Supportive leadership
B) Participative leadership
C) Achievement-oriented leadership
D) Directive leadership
Answer: D
Explanation:
Directive leadership yields greater satisfaction when tasks are ambiguous or stressful because the
leader clarifies expectations and provides specific guidance. If tasks were already highly
structured, directive leadership would be seen as redundant.
Question 6 — Unit 5:
Leader-Member Exchange (LMX) theory argues that leaders create "in-groups" and "out-groups."
Which of the following is generally true of employees in the "in-group"?
A) They receive less attention from the leader but have more formal authority.
B) They have higher performance ratings, lower turnover intentions, and greater satisfaction with
their superior.
C) They are typically newer employees who require more hands-on training and supervision.
D) Their relationship with the leader is based purely on formal organizational exchanges.
Answer: B
Explanation:
