1. Why is it extremely important to develop good competency models for critical leadership positions?A. Because they become the framework around which all human resource systems are alignedB. To ensure an organization’s selection process is hiring candidates with the right skillsC. Because they can develop well-researched processes for promoting leadership talentD. To clarify an organization’s strategy for the next 5–10 years2. Adopting valid and well-researched processes for hiring, developing or promoting leadership talent is necessary for developingA. A good competency modelB. A good leadership talent management systemC. A critical leadership positionD. A performance appraisal system3. What are the leading causes of managerial incompetence?A. Poor relationships with subordinatesB. Poor performanceC. Poor promotion decisionsD. Poor talent management practices4. Which of the following assessment techniques is a very poor predictor of leadership effectiveness?A. Job simulationB. Personality testC. Job knowledge testD. Application blank5. This is the best and most valid assessment technique for making leadership hiring decisions.A. Reference checkB. Work sample/skill testC. Application blankD. Unstructured interview6. In _____, applicants are put through a series of leadership potential assessment techniques and only the applicants who “pass” one assessment are allowed to move on to the next.A. Compensatory approachB. Qualitative approachC. Multiple hurdles approachD. Quantitative approach7. The interviewers asks the leaders a predetermined set of questions inA. Panel interviewsB. Structured interviewsC. Semi-structured interviewsD. Unstructured interviews8. In structured interviewsA. It is difficult to compare the results of interviews from different leadersB. The interviewer has the latitude to allow the interview to proceed in whatever direction seems appropriateC. The common set of questions make it much easier to compare different leaders’ skillsD. The interviewer does not follow a predetermined set of questions9. The ability to control others through the fear of punishment or the loss of valued outcomes isA. Expert powerB. Reward powerC. Legitimate powerD. Coercive power10. Policemen giving tickets for speeding is an example ofA. Legitimate powerB. Reward powerC. Coercive powerD. Expert power11. Followers are more likely to use _____ power to change their leader’s behavior if they have a relatively high amount of referent power with their fellow co-workers.A. RewardB. CoerciveC. LegitimateD. Expert12. Research findings by French and Raven generally indicates that leaders who relied primarily on _____ and _____ power had subordinates who were more motivated and satisfied, were absent less and performed better.A. Referent; expertB. Coercive; referentC. Expert; rewardD. Reward; legitimate13. Which of the following statements concerning power and influence is incorrect?A. Effective leaders typically take advantage of all their sources of powerB. Leaders in well-functioning firms are not influenced by their subordinatesC. Leaders vary in the extent to which they share power with subordinatesD. Effective leaders generally work to increase their various power bases14. _____ is exercised in the service of higher goals to others or organizations and often involves self-sacrifice toward those ends.A. InfluenceB. Personalized powerC. Socialized powerD. Influence tactics15. The Thematic Apperception Test is a(n)A. Neuropsychological testB. Personality inventoryC. Intelligence testD. Projective personality test16. The need for power has been found to be positively related to all the following leadership effectiveness criteria, exceptA. Success of nontechnical managersB. Success of technical managersC. Managers’ performance ratingsD. Managers’ promotion rates17. As a group, this generation of workers tends to be technologically savvy, independent and skeptical of institutions and hierarchy.A. The NextersB. The VeteransC. The Baby BoomersD. The Gen Xers18. The generation of workers born after 1980 are called theA. Gen XersB. NextersC. Baby BoomersD. Veterans19. Gen Xers define leadership asA. Giving employees what they need to work well and comfortablyB. Sitting in meetings and making profound vision statementsC. Creating a level playing field for allD. Being critical and patronizing of employees20. Prophet generationsA. Are born during a great warB. Were born during a cultural renewalC. Are born after a spiritual awakeningD. Were born after a great war21. These generational archetypes are born when social idealism and spiritualagendas among the young foster a revolt against the established institutional order.A. Prophet generationsB. Nomad generationsC. Hero generationsD. Artist generations22. These generational archetypes are born after a spiritual awakening, leading to a time of individual pragmatism and national chauvinism.A. Prophet generationsB. Nomad generationsC. Hero generationsD. Artist generations23. Artist generationsA. Are born after a spiritual awakeningB. Were born after a great crisisC. Were born during a cultural renewalD. Are born during a great crisis24. Boomers in middle age areA. A prophet generationB. A hero generationC. A nomad generationD. An artist generation25. Nexters areA. An artist generationB. A hero generationC. A nomad generationD. A prophet generation

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