McqMate
| 501. |
The human relations view of conflict advocates: |
| A. | encouraging conflict. |
| B. | open communication for resolving conflict. |
| C. | group therapy for resolving conflict. |
| D. | acceptance of conflict. |
| Answer» D. acceptance of conflict. | |
| 502. |
The interactionist view of conflict proposes that conflict is: |
| A. | an indication of the group maturity level. |
| B. | necessary for effective group performance. |
| C. | a necessary evil. |
| D. | always evident in groups. |
| Answer» B. necessary for effective group performance. | |
| 503. |
According to the interactionist‟s perspective, a group that functions without conflict is: |
| A. | the ideal situation but is rarely achieved. |
| B. | prone to becoming static and apathetic. |
| C. | likely to be responsive to the need for change and innovation. |
| D. | the most productive. |
| Answer» B. prone to becoming static and apathetic. | |
| 504. |
Encouraging group leaders to maintain an ongoing minimum level of conflict is part of the _____ view of conflict. |
| A. | functional |
| B. | traditional |
| C. | human relations |
| D. | interactionist |
| Answer» D. interactionist | |
| 505. |
_____ conflict supports the goals of the group and improves its performance. |
| A. | Formal |
| B. | Informal |
| C. | Functional |
| D. | Dysfunctional |
| Answer» C. Functional | |
| 506. |
_____ conflict hinders group performance. |
| A. | Formal |
| B. | Informal |
| C. | Functional |
| D. | Dysfunctional |
| Answer» D. Dysfunctional | |
| 507. |
Conflict is functional if it: |
| A. | supports the goals of the group. |
| B. | is satisfying to the individual members of the group. |
| C. | causes group members to argue. |
| D. | causes turnover. |
| Answer» A. supports the goals of the group. | |
| 508. |
Conflict that relates to the content and goals of the work is termed _____ conflict. |
| A. | explicit |
| B. | task |
| C. | relationship |
| D. | process |
| Answer» B. task | |
| 509. |
Which is not one of the three types of conflict? |
| A. | Task |
| B. | job |
| C. | relationship |
| D. | process |
| Answer» B. job | |
| 510. |
_____ conflict focuses on interpersonal relationships. |
| A. | Task |
| B. | Job |
| C. | Relationship |
| D. | Process |
| Answer» C. Relationship | |
| 511. |
_____ conflict relates to how the work gets done. |
| A. | Task |
| B. | Job |
| C. | Relationship |
| D. | Process |
| Answer» D. Process | |
| 512. |
_____ conflicts are almost always dysfunctional. |
| A. | Task |
| B. | Job |
| C. | Relationship |
| D. | Process |
| Answer» C. Relationship | |
| 513. |
The most important criterion in determining whether conflict is functional or dysfunctional is: |
| A. | overall morale. |
| B. | turnover rates. |
| C. | absenteeism levels. |
| D. | group performance. |
| Answer» D. group performance. | |
| 514. |
The first stage of the conflict process is called: |
| A. | cognition and personalization. |
| B. | behavior. |
| C. | potential opposition or incompatibility. |
| D. | outcomes. |
| Answer» C. potential opposition or incompatibility. | |
| 515. |
Which of the following is a stage in the conflict process? |
| A. | functional conflict |
| B. | dysfunctional conflict |
| C. | hindering conflict |
| D. | incompatibility |
| Answer» D. incompatibility | |
| 516. |
Which of the following is not a stage in the conflict process? |
| A. | potential opposition |
| B. | cognition |
| C. | vision |
| D. | intentions |
| Answer» C. vision | |
| 517. |
The presence of conditions that create opportunities for conflict to arise is the _____ stage of the conflict process. |
| A. | potential opposition |
| B. | cognition |
| C. | vision |
| D. | intentions |
| Answer» A. potential opposition | |
| 518. |
Stage II of the conflict process deals with: |
| A. | cognition and personalization of conflict. |
| B. | group development. |
| C. | conflict avoidance. |
| D. | interaction between group members. |
| Answer» A. cognition and personalization of conflict. | |
| 519. |
According to the text, the categories of antecedent conditions for conflict include all of the following except: |
| A. | communication. |
| B. | structure. |
| C. | group interaction. |
| D. | personal variables. |
| Answer» C. group interaction. | |
| 520. |
High job specialization causes _____ conflict. |
| A. | communicative |
| B. | structural |
| C. | personal-variable |
| D. | antecedent |
| Answer» B. structural | |
| 521. |
Research confirms that participation and conflict are: |
| A. | positively correlated. |
| B. | counterproductive. |
| C. | negatively correlated. |
| D. | always present together. |
| Answer» A. positively correlated. | |
| 522. |
In which stage are conflict issues defined? |
| A. | Stage I, Potential opposition |
| B. | Stage II, Cognition and personalization |
| C. | Stage III, Intuitions |
| D. | Stage IV, Behavior |
| Answer» B. Stage II, Cognition and personalization | |
| 523. |
_____ intervene(s) between people‟s perceptions and emotions and their overt behavior. |
| A. | Intuition |
| B. | Intention |
| C. | Cognition |
| D. | Attributions |
| Answer» B. Intention | |
| 524. |
There are two dimensions to conflict-handling intentions, cooperativeness, and assertiveness. Cooperativeness is the degree to which: |
| A. | one party attempts to satisfy the other party’s concerns. |
| B. | one party attempts to satisfy his or her own concerns. |
| C. | both parties work toward a common goal. |
| D. | there is an absence of conflict. |
| Answer» A. one party attempts to satisfy the other party’s concerns. | |
| 525. |
The dimension of the conflict-handling intention labeled assertiveness is: |
| A. | the degree to which one party attempts to satisfy his/her own concerns. |
| B. | the degree to which one party attempts to satisfy the other party’s concerns. |
| C. | the degree to which one party attempts to satisfy everyone’s concerns. |
| D. | the degree to which one party is competitive. |
| Answer» A. the degree to which one party attempts to satisfy his/her own concerns. | |
| 526. |
Which is not one of the five conflict-handling intentions? |
| A. | Cooperating |
| B. | competing |
| C. | accommodating |
| D. | avoiding |
| Answer» A. Cooperating | |
| 527. |
The conflict-handling orientation that combines assertiveness and cooperation is: |
| A. | collaborating. |
| B. | competing. |
| C. | avoiding. |
| D. | accommodating. |
| Answer» A. collaborating. | |
| 528. |
The unassertive and uncooperative conflict-handling orientation is: |
| A. | collaborating. |
| B. | accommodating. |
| C. | avoiding. |
| D. | competing. |
| Answer» C. avoiding. | |
| 529. |
Attempting to find a win-win solution that allows both parties‟ goals to be completely achieved and seeking a conclusion that incorporates the valid insights of both parties is an example of which conflicthandling intention? |
| A. | collaborating |
| B. | accommodating |
| C. | avoiding |
| D. | competing |
| Answer» A. collaborating | |
| 530. |
Which type of conflict-handling intention results in a person‟s withdrawing from conflict? |
| A. | competing |
| B. | avoiding |
| C. | accommodating |
| D. | compromising |
| Answer» B. avoiding | |
| 531. |
Conflict-handling behaviors are initiated in _____, in which there is a dynamic process of interaction. |
| A. | Stage II of the conflict process |
| B. | Stage III of the conflict process |
| C. | Stage IV of the conflict process |
| D. | Stage V of the conflict process |
| Answer» B. Stage III of the conflict process | |
| 532. |
The two dimensions of conflict-handling orientations are: |
| A. | awareness and assertiveness. |
| B. | reliability and awareness. |
| C. | cooperativeness and assertiveness. |
| D. | independence and interdependence. |
| Answer» C. cooperativeness and assertiveness. | |
| 533. |
Trying to make someone else accept blame for a problem is an example of which conflict-handling orientation? |
| A. | competing |
| B. | avoiding |
| C. | accommodating |
| D. | compromising |
| Answer» A. competing | |
| 534. |
Which one of the following conflict-handling orientations represents an attempt to find a win-win solution? |
| A. | avoiding |
| B. | collaborating |
| C. | accommodating |
| D. | compromising |
| Answer» B. collaborating | |
| 535. |
Collaborating is the preferred conflict-handling orientation: |
| A. | to build social credits for later issues. |
| B. | in emergencies. |
| C. | to gain consensus and commitment. |
| D. | when an issue is trivial. |
| Answer» C. to gain consensus and commitment. | |
| 536. |
_____ is when one party is willing to be self-sacrificing in order that the relationship can be maintained. |
| A. | Competing |
| B. | Accommodating |
| C. | Collaborating |
| D. | Compromising |
| Answer» B. Accommodating | |
| 537. |
The conflict-handling orientation that is based on a process of give-and-take and an emphasis on “splitting the difference” is: |
| A. | avoiding. |
| B. | collaborating. |
| C. | accommodating. |
| D. | compromising. |
| Answer» D. compromising. | |
| 538. |
To achieve a compromising approach one needs to: |
| A. | avoid overt disagreement. |
| B. | value openness and trust. |
| C. | dominate the other conflicting party. |
| D. | give up something of value. |
| Answer» D. give up something of value. | |
| 539. |
A willingness to accept a raise of $2 an hour rather than $3, to acknowledge partial agreement with a specific viewpoint, and to take a partial blame for an infraction are examples of: |
| A. | avoiding. |
| B. | collaborating. |
| C. | accommodating. |
| D. | compromising. |
| Answer» D. compromising. | |
| 540. |
In which stage of the conflict process does conflict become visible? |
| A. | potential opposition or incompatibility (Stage I) |
| B. | cognition and personalization (Stage II) |
| C. | intentions (Stage III) |
| D. | behavior (Stage IV) |
| Answer» D. behavior (Stage IV) | |
| 541. |
Which of the following is not a conflict resolution technique? |
| A. | superordinate goals |
| B. | appointing a devil’s advocate |
| C. | avoidance |
| D. | authoritative command |
| Answer» B. appointing a devil’s advocate | |
| 542. |
Conflict management techniques can: |
| A. | resolve conflict. |
| B. | stimulate conflict. |
| C. | both resolve and stimulate conflict. |
| D. | none of the above |
| Answer» C. both resolve and stimulate conflict. | |
| 543. |
Which of the following is a conflict stimulation technique? |
| A. | expansion of resources |
| B. | compromise |
| C. | bringing in outsiders |
| D. | authoritative command |
| Answer» C. bringing in outsiders | |
| 544. |
What is conflict management? |
| A. | achieving the desired conflict level |
| B. | stopping all conflict |
| C. | stimulating conflict |
| D. | avoiding conflict |
| Answer» A. achieving the desired conflict level | |
| 545. |
Conflict is constructive when: |
| A. | it improves the quality of decisions. |
| B. | it stimulates creativity and innovation. |
| C. | it fosters an environment of self-evaluation and change. |
| D. | all of the above |
| Answer» D. all of the above | |
| 546. |
Which one of the following might not be a functional outcome of the conflict process? |
| A. | stimulates creativity |
| B. | avoids risk |
| C. | fosters environment of self-evaluation |
| D. | relieves tensions |
| Answer» B. avoids risk | |
| 547. |
Conflict is dysfunctional when it: |
| A. | provides a medium to release tension. |
| B. | reduces group cohesiveness. |
| C. | fosters an environment of self-evaluation and change. |
| D. | provides a means for releasing tensions. |
| Answer» B. reduces group cohesiveness. | |
| 548. |
A common ingredient in organizations that successfully create functional conflict is that they: |
| A. | reward dissent and punish conflict avoiders. |
| B. | shoot the messenger. |
| C. | formally assign devil’s advocates. |
| D. | avoid risky situations. |
| Answer» A. reward dissent and punish conflict avoiders. | |
| 549. |
If you support the idea that conflict is bad and should be eliminated, you are supporting: |
| A. | the traditional view. |
| B. | the human relations view. |
| C. | the interactionist view. |
| D. | the moderated acceptance view. |
| Answer» A. the traditional view. | |
| 550. |
You have decided to accept conflict as a natural occurrence and deal with it. You are supporting: |
| A. | the traditional view. |
| B. | the human relations view. |
| C. | the interactionist view. |
| D. | the behavior modification view. |
| Answer» B. the human relations view. | |
| 551. |
You decide to do more research on the view that conflict should be encouraged as a means to achieve change and innovation. This view is termed: |
| A. | the traditional view. |
| B. | the human relations view. |
| C. | the interactionist view. |
| D. | the acceptance view. |
| Answer» C. the interactionist view. | |
| 552. |
When the group disagrees, it is usually over how the work should get done. The type of conflict experienced by your group is: |
| A. | task conflict. |
| B. | relationship conflict. |
| C. | process conflict. |
| D. | traditional conflict. |
| Answer» C. process conflict. | |
| 553. |
You have decided to allow the conflict to exist so long as it doesn‟t hinder group performance. You will try to eliminate _____ conflict. |
| A. | functional |
| B. | dysfunctional |
| C. | task |
| D. | individualized |
| Answer» B. dysfunctional | |
| 554. |
Last month, Jennifer‟s department experienced constructive conflict during a meeting. Which of the following is not an outcome of this functional conflict? |
| A. | improved quality of decisions |
| B. | creativity and innovation are stimulated |
| C. | tensions are released |
| D. | communication is retarded |
| Answer» D. communication is retarded | |
| 555. |
When “yes” people are hired and promoted, _____ outcomes are likely to result. |
| A. | improved organizational |
| B. | functional |
| C. | dysfunctional |
| D. | better decisions |
| Answer» C. dysfunctional | |
| 556. |
Conflict: |
| A. | can be positively related to productivity. |
| B. | is always dysfunctional. |
| C. | can arise from diversity. |
| D. | all of the above |
| Answer» B. is always dysfunctional. | |
| 557. |
Which of the following is a characteristic of distributive bargaining? |
| A. | I win, you win |
| B. | long-term focus |
| C. | convergent or congruent interests |
| D. | opposed to each other |
| Answer» D. opposed to each other | |
| 558. |
You have decided to try to find a win-win situation. You have decided to find a way to engage in: |
| A. | integrative bargaining. |
| B. | distributive bargaining. |
| C. | mediation. |
| D. | BATN(A) |
| Answer» A. integrative bargaining. | |
| 559. |
Which of the following is/are pre-judgement(s) of the „Hawthorne Studies?‟ I. Perceived meaning and importance of the work determine the output. II. Job performance depends on the individual worker. III. Workplace culture sets its own production standards. |
| A. | Only (I) above |
| B. | Only (II) above |
| C. | Only (III) above |
| D. | Both (II) and (III) above |
| Answer» B. Only (II) above | |
| 560. |
If a manager develops a new idea and gives a plan for development of a new product in his workplace, then he is carrying out which of the following roles? |
| A. | Liaison |
| B. | Entrepreneur |
| C. | Disseminator |
| D. | Disturbance handler |
| Answer» B. Entrepreneur | |
| 561. |
Which of the following is the employer-employee authority relationship that follows the chain of command? |
| A. | Staff authority |
| B. | Referent power |
| C. | Line authority |
| D. | Functional authority |
| Answer» C. Line authority | |
| 562. |
Which of the following steps in the planning process should be completed before the others can be addressed? |
| A. | Putting plans into action |
| B. | Stating organizational objectives |
| C. | Listing alternative ways of reaching objectives |
| D. | Developing premises on which to base each alternative |
| Answer» B. Stating organizational objectives | |
| 563. |
Which of the following is a factor that affects delegation of authority from the delegant‟s aspect? |
| A. | Love for authority |
| B. | Fear of exposure |
| C. | Experiences of the superior |
| D. | Fear of criticism |
| Answer» D. Fear of criticism | |
| 564. |
Standing plans that furnish broad guidelines for channeling management thinking in specified direction are called |
| A. | Single-use plans |
| B. | Programs |
| C. | Procedures |
| D. | Policies |
| Answer» D. Policies | |
| 565. |
Which of the following is/are advantage(s) of a functional structure? I. Permits growth and diversity of products and services. II. Power and prestige. III. Clarity about career paths. IV. Furnishes measurable training ground for general managers. |
| A. | Only (I) above |
| B. | Both (I) and (IV) above |
| C. | Both (II) and (III) above |
| D. | (I), (II) and (III) above |
| Answer» C. Both (II) and (III) above | |
| 566. |
Various moderating variables determine whether a manager will act in an ethical or unethical manner. Which of the following individual characteristics indicates the degree to which people believe they are masters of their own fate? |
| A. | Perception |
| B. | Value |
| C. | Attitude |
| D. | Locus of Control |
| Answer» D. Locus of Control | |
| 567. |
Power based upon identification with a person who has desirable resources or personal traits is known as |
| A. | Coercive power |
| B. | Legitimate power |
| C. | Expert power |
| D. | Referent power |
| Answer» D. Referent power | |
| 568. |
Departmentation by „time‟ is one of the oldest forms of departmentation, generally used at lower levels of the organization. Which of the following is not an advantage of departmentation by „time?‟ |
| A. | It aids efficient utilization of manpower |
| B. | Round-the-clock services can be rendered |
| C. | It mostly results in improved coordination and communication |
| D. | It results in a continuous cycle without interruption |
| Answer» C. It mostly results in improved coordination and communication | |
| 569. |
If Coca-Cola wished to examine its general environment before constructing its business strategy, the company would explore all of the following environments except |
| A. | Sociocultural |
| B. | Knowledge |
| C. | Global |
| D. | Economic |
| Answer» B. Knowledge | |
| 570. |
Many sophisticated techniques or tolls are useful in decision-making. Which of the following is a tool that helps managers figure out how much to produce and points out the relationship between revenues, costs, and profits? |
| A. | Marginal analysis |
| B. | Breakeven analysis |
| C. | Ratio analysis |
| D. | Financial analysis |
| Answer» B. Breakeven analysis | |
| 571. |
With respect to factors that affect reorganization, when a single change triggers off a sequence of related changes, it is called the |
| A. | Halo effect |
| B. | Hawthorne effect |
| C. | Domino effect |
| D. | Sensitivity effect |
| Answer» C. Domino effect | |
| 572. |
Which of the following is a method that can be used to overcome the tendency toward conformity in group decision-making? |
| A. | Brainstorming |
| B. | Nominal group technique |
| C. | Groupthink |
| D. | Electronic meetings |
| Answer» A. Brainstorming | |
| 573. |
Which of the following is a strength of the divisional structure? |
| A. | It focuses on results |
| B. | It gains advantages due to work specialization |
| C. | Employees have more than one boss |
| D. | It is based solely on teams |
| Answer» A. It focuses on results | |
| 574. |
Douglas McGregor's view that suggests that employees will exercise self-direction and self-control when they are committed to the objectives of the work is called: |
| A. | Theory X |
| B. | Theory Z |
| C. | Theory Y |
| D. | Theory A |
| Answer» C. Theory Y | |
| 575. |
Which step in Maslow's Hierarchy of Needs Theory deals with achieving one's potential? |
| A. | Self-actualization |
| B. | Safety |
| C. | Esteem |
| D. | Physiological |
| Answer» A. Self-actualization | |
| 576. |
Which of the following would be classified by Herzberg as a hygiene factor? |
| A. | Responsibility |
| B. | Company policy |
| C. | Personal growth |
| D. | Achievement |
| Answer» B. Company policy | |
| 577. |
Who proposed that achievement, affiliation and power are three important needs that help explain motivation in workplace situations? |
| A. | McClelland |
| B. | Maslow |
| C. | Alderfer |
| D. | Herzberg |
| Answer» A. McClelland | |
| 578. |
Company policy, administration, supervision, interpersonal relations, working conditions, and salary are characterized as: |
| A. | Growth factors |
| B. | Achievement factors |
| C. | Hygiene factors |
| D. | Motivating factors |
| Answer» C. Hygiene factors | |
| 579. |
An individual's perception of whether performing at a particular level will lead to attainment of a desired outcome is termed: |
| A. | Relevance |
| B. | Expectancy |
| C. | Expectation |
| D. | Instrumentality |
| Answer» D. Instrumentality | |
| 580. |
Expectancy theory is an example of a: |
| A. | Process Theory |
| B. | Goal-setting Theory |
| C. | Needs Theory |
| D. | Cognitive Evaluation Theory |
| Answer» A. Process Theory | |
| 581. |
Which of the following steps is important to improving expectancy? |
| A. | Create the belief that effort is related to performance. |
| B. | Ask employees what rewards they value. |
| C. | Deliver rewards as promised. |
| D. | Make the rewards meaningful. |
| Answer» A. Create the belief that effort is related to performance. | |
| 582. |
Management by objectives emphasizes participatively setting goals that are: |
| A. | General in nature. |
| B. | Easy to attain. |
| C. | Easy to create and develop. |
| D. | Tangible, verifiable, and measurable. |
| Answer» D. Tangible, verifiable, and measurable. | |
| 583. |
For the individual employee, MBO provides: |
| A. | Specific personal performance objectives. |
| B. | Communication between co-workers. |
| C. | A means to an end. |
| D. | A way to keep the company accountable. |
| Answer» A. Specific personal performance objectives. | |
| 584. |
Research indicates that financial incentives _____________ commitment to difficult goals. |
| A. | do not impact |
| B. | significantly increase |
| C. | decrease |
| D. | increase |
| Answer» C. decrease | |
| 585. |
An individual's belief that he or she is capable of performing a task is called: |
| A. | Self-actualization |
| B. | Self-worth |
| C. | Self-efficacy |
| D. | Self-importance |
| Answer» C. Self-efficacy | |
| 586. |
The major benefit of having employees participate in goal setting is: |
| A. | That it provides the company with greater financial stability. |
| B. | That it appears to induce employees to accomplish more difficult goals and tasks. |
| C. | That it takes less time and resources to implement this type of system. |
| D. | That it provides more time for management to pursue other activities. |
| Answer» B. That it appears to induce employees to accomplish more difficult goals and tasks. | |
| 587. |
Employee recognition can: |
| A. | Be a strong motivator. |
| B. | Lead to unrealistic expectations. |
| C. | Help with MBO program implementation. |
| D. | Assist with goal setting. |
| Answer» A. Be a strong motivator. | |
| 588. |
The theory that an employee will compare his or her job inputs and outcomes relative to others is called: |
| A. | Employee Theory |
| B. | Comparative Theory |
| C. | Performance Theory |
| D. | Equity Theory |
| Answer» D. Equity Theory | |
| 589. |
Allocating extrinsic rewards for behaviour that has been previously intrinsically rewarded tends to decrease the overall level of motivation, and is called: |
| A. | Reward Evaluation Theory |
| B. | Extrinsic Evaluation Theory |
| C. | Cognitive Evaluation Theory |
| D. | Intrinsic Evaluation Theory |
| Answer» C. Cognitive Evaluation Theory | |
| 590. |
Alfie Kohn suggests that for people to be motivated it is only necessary to provide the right : |
| A. | Incentives |
| B. | Rewards |
| C. | Environment |
| D. | Compensation |
| Answer» C. Environment | |
| 591. |
An employee's experience in a situation or position outside his or her current organization is a referent comparison called: |
| A. | Other-inside |
| B. | Self-outside |
| C. | Self-inside |
| D. | Other-outside |
| Answer» B. Self-outside | |
| 592. |
What are the most common hours for a "professional" to work in a week? |
| A. | Whenever they feel |
| B. | Part-Time |
| C. | Until the job is done |
| D. | Self-within |
| Answer» C. Until the job is done | |
| 593. |
Theory X suggests that employees: |
| A. | Dislike work |
| B. | Dislike their manager |
| C. | Like work |
| D. | None of the above |
| Answer» A. Dislike work | |
| 594. |
What three words define motivation? |
| A. | Persistence, fairness, ambition |
| B. | Ambition, direction, intensity |
| C. | Desire, persistence, fairness |
| D. | Intensity, direction, persistence |
| Answer» D. Intensity, direction, persistence | |
| 595. |
What does ERG stand for? |
| A. | Excellent, relationship, growth |
| B. | Expectancy, real, exist |
| C. | Employee, related, greatness |
| D. | Existence, relatedness, growth |
| Answer» D. Existence, relatedness, growth | |
| 596. |
The theory that individuals act depending upon their evaluation of whether their effort will lead to good performance, whether good performance will be followed by a reward, and whether that reward is attractive to them, is called: |
| A. | Equity Theory |
| B. | Expectancy Theory |
| C. | Empirical Theory |
| D. | Outcome Theory |
| Answer» B. Expectancy Theory | |
| 597. |
Which answer corresponds to a person's internal desire to do something, due to such things as interest, challenge and personal satisfaction? |
| A. | Theory X |
| B. | Extrinsic motivators |
| C. | Intrinsic motivators |
| D. | Theory Y |
| Answer» C. Intrinsic motivators | |
| 598. |
What is valence? |
| A. | The value or importance an individual places on a reward |
| B. | The importance of doing something well |
| C. | The value of an object to a person |
| D. | The knowledge and effort put into something |
| Answer» A. The value or importance an individual places on a reward | |
| 599. |
Transformational leadership is about change, _________, and entrepreneurship. |
| A. | Motivation |
| B. | innovation |
| C. | loyalty |
| D. | enthusiasm |
| Answer» B. innovation | |
| 600. |
While considering the seven leadership styles described by the leadership continuum, all of the following are variables that need to be considered for a manager, EXCEPT, |
| A. | manager's preferred style based on experience. |
| B. | manager's preferred style based on expectation. |
| C. | manager's preferred style based on knowledge. |
| D. | manager's preferred style based on confidence in upper management. |
| Answer» D. manager's preferred style based on confidence in upper management. | |
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