MGMT 363 TEST PAPER ANSWERS AND QUESTIONS
SET A+
✔✔Autocratic Style - ✔✔Leader makes decisions alone.
✔✔Consultative Style - ✔✔Leader seeks input but decides alone.
✔✔Facilitative Style - ✔✔Leader's vote is equal to team members.
✔✔Delegative Style - ✔✔Leader gives responsibility to the group.
✔✔Initiating Structure - ✔✔Leader sets goals, roles, and expectations.
✔✔Consideration - ✔✔Leader builds relationships and support.
✔✔Ohio State Model - ✔✔Initiating structure and consideration are independent.
✔✔Michigan Model - ✔✔Job-centered and employee-centered leadership are
opposites.
✔✔Life Cycle Theory - ✔✔Leadership style depends on follower readiness.
✔✔Telling Style - ✔✔High structure, low support; used for low readiness.
✔✔Selling Style - ✔✔High structure and high support; used for moderate readiness.
✔✔Participating Style - ✔✔Low structure, high support; used for higher readiness.
✔✔Delegating Style - ✔✔Low structure, low support; used for highest readiness.
✔✔Laissez-Faire Leadership - ✔✔Leader avoids responsibility.
✔✔Passive Management by Exception - ✔✔Leader waits for problems to occur.
, ✔✔Active Management by Exception - ✔✔Leader monitors performance and corrects
issues.
✔✔Contingent Reward - ✔✔Leader uses rewards for performance.
✔✔Transformational Leadership - ✔✔Leader inspires followers to exceed expectations.
✔✔Idealized Influence - ✔✔Leader acts as a role model.
✔✔Inspirational Motivation - ✔✔Leader communicates an inspiring vision.
✔✔Intellectual Stimulation - ✔✔Leader encourages creativity.
✔✔Individualized Consideration - ✔✔Leader gives coaching and development.
✔✔Leadership Substitutes - ✔✔Factors that reduce the need for leadership.
✔✔Leadership Neutralizers - ✔✔Factors that block leader influence.
✔✔HRM - ✔✔Human resource practices that affect behavior, attitudes, and
performance.
✔✔Human Capital - ✔✔Knowledge, skills, abilities, and experience employees bring.
✔✔Sustainable Competitive Advantage - ✔✔Advantage that is hard to copy and lasts
over time.
✔✔Job Analysis - ✔✔Identifies tasks, duties, and responsibilities of a job.
✔✔Job Design - ✔✔Specifies how a job is structured and organized.
✔✔Recruitment - ✔✔Finding potential employees.
✔✔Selection - ✔✔Choosing the best candidates.
✔✔Training - ✔✔Learning for the current job.
✔✔Development - ✔✔Preparing for future roles.
✔✔Performance Management - ✔✔Measuring and improving performance.
✔✔Compensation - ✔✔Pay and benefits.
SET A+
✔✔Autocratic Style - ✔✔Leader makes decisions alone.
✔✔Consultative Style - ✔✔Leader seeks input but decides alone.
✔✔Facilitative Style - ✔✔Leader's vote is equal to team members.
✔✔Delegative Style - ✔✔Leader gives responsibility to the group.
✔✔Initiating Structure - ✔✔Leader sets goals, roles, and expectations.
✔✔Consideration - ✔✔Leader builds relationships and support.
✔✔Ohio State Model - ✔✔Initiating structure and consideration are independent.
✔✔Michigan Model - ✔✔Job-centered and employee-centered leadership are
opposites.
✔✔Life Cycle Theory - ✔✔Leadership style depends on follower readiness.
✔✔Telling Style - ✔✔High structure, low support; used for low readiness.
✔✔Selling Style - ✔✔High structure and high support; used for moderate readiness.
✔✔Participating Style - ✔✔Low structure, high support; used for higher readiness.
✔✔Delegating Style - ✔✔Low structure, low support; used for highest readiness.
✔✔Laissez-Faire Leadership - ✔✔Leader avoids responsibility.
✔✔Passive Management by Exception - ✔✔Leader waits for problems to occur.
, ✔✔Active Management by Exception - ✔✔Leader monitors performance and corrects
issues.
✔✔Contingent Reward - ✔✔Leader uses rewards for performance.
✔✔Transformational Leadership - ✔✔Leader inspires followers to exceed expectations.
✔✔Idealized Influence - ✔✔Leader acts as a role model.
✔✔Inspirational Motivation - ✔✔Leader communicates an inspiring vision.
✔✔Intellectual Stimulation - ✔✔Leader encourages creativity.
✔✔Individualized Consideration - ✔✔Leader gives coaching and development.
✔✔Leadership Substitutes - ✔✔Factors that reduce the need for leadership.
✔✔Leadership Neutralizers - ✔✔Factors that block leader influence.
✔✔HRM - ✔✔Human resource practices that affect behavior, attitudes, and
performance.
✔✔Human Capital - ✔✔Knowledge, skills, abilities, and experience employees bring.
✔✔Sustainable Competitive Advantage - ✔✔Advantage that is hard to copy and lasts
over time.
✔✔Job Analysis - ✔✔Identifies tasks, duties, and responsibilities of a job.
✔✔Job Design - ✔✔Specifies how a job is structured and organized.
✔✔Recruitment - ✔✔Finding potential employees.
✔✔Selection - ✔✔Choosing the best candidates.
✔✔Training - ✔✔Learning for the current job.
✔✔Development - ✔✔Preparing for future roles.
✔✔Performance Management - ✔✔Measuring and improving performance.
✔✔Compensation - ✔✔Pay and benefits.
