MNO2602 EXAM
QUESTIONS WITH
ACTUAL ANSWERS 2024
What is the difference between transactional and transformational leadership?
Answer:
● Transactional leadership focuses on exchanges between leaders and followers, where
followers are rewarded for meeting specific goals or performance criteria. It's a more
rigid and structured approach, emphasizing supervision, organization, and performance.
● Transformational leadership inspires followers to exceed expectations by focusing on
vision, change, and innovation. Transformational leaders motivate and encourage
personal development, leading to higher performance through shared values and goals.
Question 2:
Explain the importance of organizational culture in shaping behavior.
Answer: Organizational culture consists of the shared values, beliefs, and norms that influence
how employees behave. It is important because it:
● Shapes decision-making processes and helps employees understand what is expected
of them.
● Impacts employee motivation and satisfaction by creating a sense of identity and
belonging.
● Guides interactions within the organization and can influence the organization's ability to
adapt to changes.
, ● A strong culture aligns behavior with organizational goals, while a weak culture can lead
to confusion and inefficiency.
Question 3:
What are the key components of emotional intelligence (EI) and how does it affect
leadership effectiveness?
Answer: The key components of emotional intelligence are:
1. Self-awareness – Recognizing one’s own emotions and their impact.
2. Self-regulation – The ability to control or redirect disruptive emotions.
3. Motivation – Being driven to achieve beyond expectations.
4. Empathy – Understanding the emotional makeup of others.
5. Social skills – Building relationships and managing networks effectively.
Impact on leadership: Leaders with high EI can manage their own emotions and understand
others’ emotions, fostering better communication, conflict resolution, and team dynamics,
making them more effective in leadership roles.
Question 4:
Describe the five stages of group development according to Tuckman’s model.
Answer: The five stages of group development are:
1. Forming – Team members get to know each other, establish ground rules, and define
the team’s purpose.
2. Storming – Conflicts and competition arise as team members assert their opinions and
vie for leadership roles.
3. Norming – Team members resolve conflicts, establish norms, and start working
cohesively.
4. Performing – The team becomes fully functional, working effectively towards its goals.
5. Adjourning – The team disbands after achieving its objectives or completing its task.
Question 5:
What are the primary sources of power for leaders within an organization?
Answer: The primary sources of power for leaders are:
1. Legitimate power – Power derived from a formal position or role within the organization.
2. Reward power – Power to distribute rewards or benefits to others.
, 3. Coercive power – Power to enforce compliance through fear of punishment or negative
consequences.
4. Expert power – Power based on knowledge, skills, or expertise.
5. Referent power – Power that comes from being admired, respected, or liked.
Question 6:
What are the key differences between Theory X and Theory Y in leadership?
Answer:
● Theory X assumes that employees are inherently lazy, dislike work, and must be
coerced or controlled to achieve goals. Leaders using this approach are more autocratic
and focus on supervision and control.
● Theory Y assumes that employees are self-motivated, enjoy their work, and seek
responsibility. Leaders adopting this approach tend to be more democratic, giving
employees more autonomy and opportunities for development.
Question 7:
How does Maslow's hierarchy of needs apply to motivation in the workplace?
Answer: Maslow’s hierarchy of needs suggests that individuals are motivated by five levels of
needs:
1. Physiological needs – Basic needs for survival, such as food, water, and shelter.
2. Safety needs – The need for security and protection from harm.
3. Social needs – The need for love, belonging, and social interaction.
4. Esteem needs – The need for self-respect, achievement, and recognition.
5. Self-actualization – The need to realize one’s potential and pursue personal growth.
In the workplace, employers can motivate employees by ensuring their basic needs are met and
then offering opportunities for career development, recognition, and meaningful work to fulfill
higher-level needs.
Question 8:
What is the role of communication in effective leadership?
Answer: Communication is critical to effective leadership because it:
● Facilitates the clear transmission of vision, goals, and expectations.
● Promotes transparency, which builds trust between leaders and followers.
● Enhances decision-making by enabling feedback and dialogue.
QUESTIONS WITH
ACTUAL ANSWERS 2024
What is the difference between transactional and transformational leadership?
Answer:
● Transactional leadership focuses on exchanges between leaders and followers, where
followers are rewarded for meeting specific goals or performance criteria. It's a more
rigid and structured approach, emphasizing supervision, organization, and performance.
● Transformational leadership inspires followers to exceed expectations by focusing on
vision, change, and innovation. Transformational leaders motivate and encourage
personal development, leading to higher performance through shared values and goals.
Question 2:
Explain the importance of organizational culture in shaping behavior.
Answer: Organizational culture consists of the shared values, beliefs, and norms that influence
how employees behave. It is important because it:
● Shapes decision-making processes and helps employees understand what is expected
of them.
● Impacts employee motivation and satisfaction by creating a sense of identity and
belonging.
● Guides interactions within the organization and can influence the organization's ability to
adapt to changes.
, ● A strong culture aligns behavior with organizational goals, while a weak culture can lead
to confusion and inefficiency.
Question 3:
What are the key components of emotional intelligence (EI) and how does it affect
leadership effectiveness?
Answer: The key components of emotional intelligence are:
1. Self-awareness – Recognizing one’s own emotions and their impact.
2. Self-regulation – The ability to control or redirect disruptive emotions.
3. Motivation – Being driven to achieve beyond expectations.
4. Empathy – Understanding the emotional makeup of others.
5. Social skills – Building relationships and managing networks effectively.
Impact on leadership: Leaders with high EI can manage their own emotions and understand
others’ emotions, fostering better communication, conflict resolution, and team dynamics,
making them more effective in leadership roles.
Question 4:
Describe the five stages of group development according to Tuckman’s model.
Answer: The five stages of group development are:
1. Forming – Team members get to know each other, establish ground rules, and define
the team’s purpose.
2. Storming – Conflicts and competition arise as team members assert their opinions and
vie for leadership roles.
3. Norming – Team members resolve conflicts, establish norms, and start working
cohesively.
4. Performing – The team becomes fully functional, working effectively towards its goals.
5. Adjourning – The team disbands after achieving its objectives or completing its task.
Question 5:
What are the primary sources of power for leaders within an organization?
Answer: The primary sources of power for leaders are:
1. Legitimate power – Power derived from a formal position or role within the organization.
2. Reward power – Power to distribute rewards or benefits to others.
, 3. Coercive power – Power to enforce compliance through fear of punishment or negative
consequences.
4. Expert power – Power based on knowledge, skills, or expertise.
5. Referent power – Power that comes from being admired, respected, or liked.
Question 6:
What are the key differences between Theory X and Theory Y in leadership?
Answer:
● Theory X assumes that employees are inherently lazy, dislike work, and must be
coerced or controlled to achieve goals. Leaders using this approach are more autocratic
and focus on supervision and control.
● Theory Y assumes that employees are self-motivated, enjoy their work, and seek
responsibility. Leaders adopting this approach tend to be more democratic, giving
employees more autonomy and opportunities for development.
Question 7:
How does Maslow's hierarchy of needs apply to motivation in the workplace?
Answer: Maslow’s hierarchy of needs suggests that individuals are motivated by five levels of
needs:
1. Physiological needs – Basic needs for survival, such as food, water, and shelter.
2. Safety needs – The need for security and protection from harm.
3. Social needs – The need for love, belonging, and social interaction.
4. Esteem needs – The need for self-respect, achievement, and recognition.
5. Self-actualization – The need to realize one’s potential and pursue personal growth.
In the workplace, employers can motivate employees by ensuring their basic needs are met and
then offering opportunities for career development, recognition, and meaningful work to fulfill
higher-level needs.
Question 8:
What is the role of communication in effective leadership?
Answer: Communication is critical to effective leadership because it:
● Facilitates the clear transmission of vision, goals, and expectations.
● Promotes transparency, which builds trust between leaders and followers.
● Enhances decision-making by enabling feedback and dialogue.
