IIA IIA Certifications IIA-CIA-PART4 Questions & Answers

• Question 361:

  Paul Hersey and Ken Blanchard developed a situational leadership model with two dimensions:task and relationship behaviors. In this model, a participating leadership style has which dimensions?

  A. High task and high relationship.

  B. High task and low relationship.

  C. Low task and high relationship.

  D. Low task and low relationship.

  Correct Answer: C

  A participating leadership style encourages the sharing of ideas and facilitates decision making. The leader must therefore be an effective communicator. The participating leadership style is appropriate when followers have moderate to high maturity, that is, when they are able but not willing to perform the desired actions.

• Question 362:

  Paul Hersey and Ken Blanchard developed a situational leadership model with two dimensions:task and relationship behaviors. In this model, a telling leadership style has which dimensions?

  A. High task and high relationship.

  B. High task and low relationship.

  C. Low task and high relationship.

  D. Low task and low relationship.

  Correct Answer: B

  A telling leadership style provides specific instructions to employees and closely supervises performance. Thus, the leader tells followers what tasks to accomplish and how to do them. Task-related behavior is high and relationship-related behavior is low. The telling leadership style is appropriate when followers have low maturity; that is, when they are lacking in both competence and confidence, so that they are unable and unwilling to do what is necessary.

• Question 363:

  Which of the following leadership styles is least likely to consider input from employees in the decision process?

  A. Laissez faire.

  B. Autocratic.

  C. Participative.

  D. Consultative.

  Correct Answer: B

  Under the autocratic style, the manager dictates all decisions to employees. Employees are not allowed to give input. Autocratic leaders rely on threats and punishment, and do not trust workers. Autocratic leadership can sometimes be the most effective form, such as where there is limited time to make a decision or when workers do not respond to any other leadership style.

• Question 364:

  Which of the following is not an effective principle for guiding a manager's use of leadership techniques?

  A. Serve as a model of the behavior expected from others.

  B. Value accountability.

  C. Value differences.

  D. Follow written procedures at all times.

  Correct Answer: D

  Leadership is the act or process of influencing, inspiring, and guiding people so they will strive willingly toward the achievement of group objectives through common effort. Much management research has been devoted to determining the traits of leaders, leadership styles, and the situations in which particular styles are effective. However, a blind focus on internal process is a habit of administration, not of leadership. A manager of this type is called a bureaucratic leader. In the absence of a specific policy or procedure, (s)he seeks guidance from the next levelof management. In some situations, for example, when employees handle cash or highly delicate or dangerous equipment or chemicals, bureaucratic leadership may be needed.

• Question 365:

  The belief that successful leadership occurs when the leader's style matches the situation is the basis for:

  A. The contingency approach to leadership.

  B. The managerial-grid model of leadership.

  C. A behavioral approach to leadership.

  D. An achievement-oriented approach to leadership theories.

  Correct Answer: A

  According to Fred E. Fiedler's contingency theory, people become leaders not only because of personality attributes, but also because of various situational factors and the interaction between the leaders and the situation. Thus, the right person at the right time may rise to a position of leadership if his/her personality and the needs of the situation complement each other. The same person might not become a leader in different circumstances because of failure to interact successfully with that situation. The contingency theory model has three dimensions. (1) Position power is a function of the formal authority structure. It is the degree to which the position held enables a leader to evaluate, reward, sanction, or promote the group members independent of other sources of power, such as personality or expertise. (2) Task structure is how clearly and carefully members' responsibilities for various tasks are defined. Quality of performance is more easily controlled when tasks are clearly defined. (3) Leadermember relations reflect the extent to which group members like, trust, and are willing to follow a leader.

• Question 366:

  Which of the following are conditions for a successful mentoring relationship?

  I. The relationship should be aimed at improvement of the mentee.

  II. The relationship should be based on growth of the mentee.

  III. The pairing of mentor and mentee should be voluntary.

  IV.

  Mentoring requires a positive work environment.

  A.

  I and II only.

  B.

  III and IV only.

  C.

  I, II, and Ill only.

  D.

  I, II, Ill, and IV.

  Correct Answer: C

  Mentoring is systematic development of leadership by providing career counseling and social nurturing. According to Abraham Zaleznick, it requires intensive tutoring, coaching, and guidance. Some organizations have formal mentoring programs that assign mentors to junior employees. However, some research indicates that a mentoring arrangement that occurs informally may have better results. Moreover, mentoring serves both career and psychosocial functions. Thus, goals should include improved job performance and career potential, with growth, not creating dependency, as the desired outcome. However, mentoring can be helpful in any work environment.

• Question 367:

  Leadership styles differ depending upon the personality type of the individual leader. A risk averse leader will generally:

  A. Make decisions more slowly.

  B. Require less information than a risk taker.

  C. Maintain status differences between with others.

  D. Work well in participative efforts where joint responsibility is assumed by several people.

  Correct Answer: A

  A risk averse leader will avoid risky situations, make decisions more slowly, and seek more information than a person who is described as a risk taker.

• Question 368:

  Which of the following is the leadership style in which the leader and the followers make decisions on the basis of consensus?

  A. Autocratic.

  B. Benevolent authoritative.

  C. Consultative.

  D. Participative.

  Correct Answer: D

  According to path-goal theory, the participative leader consults with employees and uses their suggestions before making a decision. Participative style is most useful when employees believe they control their own destinies, that is, when they have an internal locus of control. Such individuals may be resentful if they are not consulted. Thus, the participative (democratic) leader and his/her followers make the decision on a democratic basis through consensus. Moreover, the leader has complete confidence in subordinates.

• Question 369:

  A manager believes that the department's most valuable resource is the employees' time. The manager enforces a set of rigid rules for employees. A characteristic of this leadership style is that

  A. Employees are encouraged to participate in decision making.

  B. Personal interaction among employees is limited.

  C. Organizational objectives are coordinated with each employee's goals.

  D. The manager's perceptions are similar to McGregor's Theory Y.

  Correct Answer: B

  The characteristics of a leadership style based on deadlines and strict rules include an emphasis on relatively inflexible congruence with the organization's overall goals, perceptions related to McGregor's Theory X, and limitations on interaction and communication among employees.

• Question 370:

  A manager believes that positive employee attitudes are extremely important. The manager cooperates with employees in solving problems. A likely effect on employee behavior of this leadership style is:

  A. Mistrust of the manager.

  B. A lack of extraordinary performance.

  C. High employee turnover.

  D. Increased employee creativity.

  Correct Answer: D

  When a manager works to maintain a positive attitude among employees and cooperates with them in problem solving, employees are likely to be more motivated, confident, and creative. This leadership style should also improve communication and decrease absenteeism.