wgu c715 Exam| verified Questions and Answers | 2026/2027
Update | 100% correct| graded a+!!!! | pass!!
leadership _answer-The ability to influence a group toward the achievement of a vision
or set of goals.
trait theories of leadership _answer-Theories that consider personal qualities and
characteristics that differentiate leaders from non-leaders.
behavioral theories of leadership _answer-Theories proposing that specific behaviors
differentiate leaders from non-leaders.
initiating structure _answer-The extent to which a leader is likely to define and structure
his or her role and those of subordinates in the search for goal attainment.
consideration _answer-The extent to which a leader is likely to have job relationships
characterized by mutual trust, respect for subordinates' ideas, and regard for their
feelings.
employee-oriented leader _answer-A leader who emphasizes interpersonal relations,
takes a personal interest in the needs of employees, and accepts individual differences
among members.
production-oriented leader _answer-A leader who emphasizes technical or task
aspects of the job.
Fiedler contingency model _answer-The theory that effective groups depend on a
proper match between a leader's style of interacting with subordinates and the degree
to which the situation gives control and influence to the leader.
least preferred co-worker (LPC) questionnaire _answer-An instrument that purports to
measure whether a person is task or relationship oriented.
,leader-member relations _answer-The degree of confidence, trust, and respect
subordinates have in their leader.
task structure _answer-The degree to which job assignments are procedurized.
position power _answer-Influence derived from one's formal structural position in the
organization; includes power to hire, fire, discipline, promote, and give salary increases.
Fiedler's three contingency or situational dimensions _answer-1.) leader-member
relations 2.) task structure 3.) Position power
situational leadership theory (SLT) _answer-A contingency theory that focuses on
followers' readiness.
path-goal theory _answer-A theory that states that it is the leader's job to assist
followers in attaining their goals and to provide the necessary direction and/or support to
ensure that their goals are compatible with the overall objectives of the group or
organization.
leader-participation model _answer-A leadership theory that provides a set of rules to
determine the form and amount of participative decision making in different situations.
leader-member exchange (LMX) theory _answer-A theory that supports leaders'
creation of in-groups and out-groups; subordinates with in-group status will have higher
performance ratings, less turnover, and greater job satisfaction.
charismatic leadership theory _answer-A leadership theory that states that followers
make attributions of heroic or extraordinary leadership abilities when they observe
certain behaviors.
Key Characteristics of a Charismatic Leader _answer-1.) Vision and articulation 2.)
personal risk 3.) sensitivity to follower needs 4.) Unconventional behavior
vision _answer-A long-term stratey for attaining a goal or goals
vision statement _answer-A formal articulation of an organization's vision or mission.
transactional leaders _answer-Leaders who guide or motivate their followers in the
direction of established goals by clarifying role and task requirements.
transformational leaders _answer-Leaders who inspire followers to transcend their own
self-interests and who are capable of having a profound and extraordinary effect on
followers.
, authentic leaders _answer-Leaders who know who they are, know what they believe in
and value, and act on those values and beliefs openly and candidly. Their followers
would consider them to be ethical people.
socialized charismatic leadership _answer-A leadership concept that states that
leaders convey values that are other centered versus self centered and who role-model
ethical conduct.
servant leadership _answer-A leadership style marked by going beyond the leader's
own self-interest and instead focusing on opportunities to help followers grow and
develop.
trust _answer-A positive expectation that another will not act opportunistically.
mentor _answer-A senior employee who sponsors and supports a less-experienced
employee, called a protégé.
attribution theory of leadership _answer-A leadership theory that says that leadership is
merely an attribution that people make about other individuals.
substitutes _answer-Attributes, such as experience and training, that can replace the
need for a leader's support or ability to create structure.
neutralizers _answer-Attributes that make it impossible for leader behavior to make any
difference to follower outcomes.
identification-based trust _answer-Trust based on a mutual understanding of each
other's intentions and appreciation of each other's wants and desires.
manager _answer-An individual who achieves goals through other people.
organization _answer-A consciously coordinated social unit, composed of two or more
people, that functions on a relatively continuous basis to achieve a common goal or set
of goals.
planning _answer-A process that includes defining goals, establishing strategy, and
developing plans to coordinate activities.
organizing _answer-Determining what tasks are to be done, who is to do them, how the
tasks are to be grouped, who reports to whom, and where decisions are to be made
leading _answer-A function that includes motivating employees, directing others,
selecting the most effective communication channels, and resolving conflicts.
controlling _answer-Monitoring activities to ensure they are being accomplished as
planned and correcting any significant deviations.
Update | 100% correct| graded a+!!!! | pass!!
leadership _answer-The ability to influence a group toward the achievement of a vision
or set of goals.
trait theories of leadership _answer-Theories that consider personal qualities and
characteristics that differentiate leaders from non-leaders.
behavioral theories of leadership _answer-Theories proposing that specific behaviors
differentiate leaders from non-leaders.
initiating structure _answer-The extent to which a leader is likely to define and structure
his or her role and those of subordinates in the search for goal attainment.
consideration _answer-The extent to which a leader is likely to have job relationships
characterized by mutual trust, respect for subordinates' ideas, and regard for their
feelings.
employee-oriented leader _answer-A leader who emphasizes interpersonal relations,
takes a personal interest in the needs of employees, and accepts individual differences
among members.
production-oriented leader _answer-A leader who emphasizes technical or task
aspects of the job.
Fiedler contingency model _answer-The theory that effective groups depend on a
proper match between a leader's style of interacting with subordinates and the degree
to which the situation gives control and influence to the leader.
least preferred co-worker (LPC) questionnaire _answer-An instrument that purports to
measure whether a person is task or relationship oriented.
,leader-member relations _answer-The degree of confidence, trust, and respect
subordinates have in their leader.
task structure _answer-The degree to which job assignments are procedurized.
position power _answer-Influence derived from one's formal structural position in the
organization; includes power to hire, fire, discipline, promote, and give salary increases.
Fiedler's three contingency or situational dimensions _answer-1.) leader-member
relations 2.) task structure 3.) Position power
situational leadership theory (SLT) _answer-A contingency theory that focuses on
followers' readiness.
path-goal theory _answer-A theory that states that it is the leader's job to assist
followers in attaining their goals and to provide the necessary direction and/or support to
ensure that their goals are compatible with the overall objectives of the group or
organization.
leader-participation model _answer-A leadership theory that provides a set of rules to
determine the form and amount of participative decision making in different situations.
leader-member exchange (LMX) theory _answer-A theory that supports leaders'
creation of in-groups and out-groups; subordinates with in-group status will have higher
performance ratings, less turnover, and greater job satisfaction.
charismatic leadership theory _answer-A leadership theory that states that followers
make attributions of heroic or extraordinary leadership abilities when they observe
certain behaviors.
Key Characteristics of a Charismatic Leader _answer-1.) Vision and articulation 2.)
personal risk 3.) sensitivity to follower needs 4.) Unconventional behavior
vision _answer-A long-term stratey for attaining a goal or goals
vision statement _answer-A formal articulation of an organization's vision or mission.
transactional leaders _answer-Leaders who guide or motivate their followers in the
direction of established goals by clarifying role and task requirements.
transformational leaders _answer-Leaders who inspire followers to transcend their own
self-interests and who are capable of having a profound and extraordinary effect on
followers.
, authentic leaders _answer-Leaders who know who they are, know what they believe in
and value, and act on those values and beliefs openly and candidly. Their followers
would consider them to be ethical people.
socialized charismatic leadership _answer-A leadership concept that states that
leaders convey values that are other centered versus self centered and who role-model
ethical conduct.
servant leadership _answer-A leadership style marked by going beyond the leader's
own self-interest and instead focusing on opportunities to help followers grow and
develop.
trust _answer-A positive expectation that another will not act opportunistically.
mentor _answer-A senior employee who sponsors and supports a less-experienced
employee, called a protégé.
attribution theory of leadership _answer-A leadership theory that says that leadership is
merely an attribution that people make about other individuals.
substitutes _answer-Attributes, such as experience and training, that can replace the
need for a leader's support or ability to create structure.
neutralizers _answer-Attributes that make it impossible for leader behavior to make any
difference to follower outcomes.
identification-based trust _answer-Trust based on a mutual understanding of each
other's intentions and appreciation of each other's wants and desires.
manager _answer-An individual who achieves goals through other people.
organization _answer-A consciously coordinated social unit, composed of two or more
people, that functions on a relatively continuous basis to achieve a common goal or set
of goals.
planning _answer-A process that includes defining goals, establishing strategy, and
developing plans to coordinate activities.
organizing _answer-Determining what tasks are to be done, who is to do them, how the
tasks are to be grouped, who reports to whom, and where decisions are to be made
leading _answer-A function that includes motivating employees, directing others,
selecting the most effective communication channels, and resolving conflicts.
controlling _answer-Monitoring activities to ensure they are being accomplished as
planned and correcting any significant deviations.
