BUSI 604 Chapter 9
Which of the following is NOT one of the types of followers in the
Potter and Rosenbach Followership Model?
Criticizer.
Followers that score _______ on the ________ dimension of the Potter
and Rosenbach Followership Model are competent, get along well
with others, support leaders' initiatives, and take care of
themselves.
High, performance initiaitve.
According to the Potter and Rosenbach followership model, which of
the following are typical characteristics of contributors in an
organizational context?
1. They work best in jobs where they can be left alone to do their thing
2. They rarely seek out their leaders' perspectives and generally wait for
direction
According to the Potter and Rosenbach Followership model, which of
the following are typical characteristics of politicians in an
organizational context?
1. They are loyal and sensitive to interpersonal dynamics
2. They are capable of giving leaders good insights into other team members
According to the Potter and Rosenbach Followership model, which of
the following are typical characteristics of partners in an
organizational context?
1. They are committed to high performance and building good relationships
with their leaders
2. They take the time to understand their leaders' perspectives and buy into
their vision for the team
A leader who wants to encourage followers to become partners
should
Seek input on issues and decision making.
What are the dimensions of the Curphy and Roelling Followership
Model?
Critical thinking and engagement
Which of the following is NOT one of the follower types in the
Curphy and Roellig Followership Model?
Subordinate
The Curphy and Roellig Followership Model suggests which type of
follower is highly dependent on the leader to be successful?
Brown-noser
Which type of employee do organizations with good selection
processes tend to hire?
Self-starters and brown-nosers
The Potter and Rosenbach Followership Model is based upon which
of the following?
Follower performance levels and the strength of the leader-follower
relationship
According to the Potter and Rosenbach Followership model, a
typical characteristic of subordinates in an organizational context is
that they do not ______________.
Have particularly good relationships with their leaders.
In the context of the fundamental needs that drive employees as
described by Daniel Pink, ____________ is the notion of doing
something that matters, having an impact, or being a part of
something bigger than oneself.
Meaning.
What are the drawbacks of electronic performance monitoring in an
organizational context?
1. It runs counter to the concepts of employee autonomy, empowerment,
engagement, and creativity.
2. People do not like the intrusive nature of electronic performance
monitoring and being pushed to the limit at work.
An individual who scores high on both critical thinking and
engagement is which type of follower?
Self-starter.
Which type of follower in the Curphy and Roellig Followership Model
can be described as working to live rather than living to work?
Slacker.
High-performing followers in an organization often become
frustrated because of talent hoarding and leave companies in order
to get promoted.
True.
The differentiation of followers in an organization is a critical aspect
of evaluating their performance, and doing this well should
systematically improve the quality of followers over time.
True.
A sales manager conducts a performance appraisal for a
salesperson. Classify the questions under the corresponding
components of then performance appraisal system. (The what)
1. What was the salesperson's overall customer satisfaction ratings?
2. How many applications did the salesperson develop?
3. How did the salesperson do against his or her sales goals?
A sales manager conducts a performance appraisal for a
salesperson. Classify the questions under the corresponding
components of then performance appraisal system. (The how)
1. Was the salesperson willing to put in extra hours as needed?
2. Did the salesperson get along with co-workers and help others?
3. Did the salesperson come in on time?
People systematically overestimate their own performance in areas
where they lack competence and readily dismiss any information to
the contrary. This is referred to as the _________.
Dunning-Kruger effect.
Why do organizations like electronic performance monitoring?
It provides more control and helps take time-wasting behavior out of the
workplace.
Performance appraisals
Document a follower's overall performance over a defined time period,
usually one year, but they can be done more frequently.
Mastery
Is concerned with helping followers develop those skills that will enable them
to perform at higher levels.
In the context of the fundamental needs that drive employees as
described by Daniel Pink, identify the examples of autonomy in the
workplace.
1. Providing flexible work hours
2. Allowing employees to work at home or bring their pets to work
3. Letting sales representatives pick the customers they will pursue in an
assigned geographic territory
Identify Daniel Pink's views on the fundamental needs that drive
employees who create new products or services or perform
complex, non-routine work.
1. Employees need to be paid at market or better than market rates for
autonomy, mastery, and meaning to have an impact.
2. What may be interesting, impactful, developmental, or empowering to one
employee may have just the opposite effect on another.
Which theory argues that leaders should select only followers who
have both the right skills and a higher level of achievement
orientation?
Achievement orientation theory
Which theory refers to the idea that an individual's tendency to
exert effort toward task accomplishment depends on part on the
strength of her motivation to achieve success?
Achievement orientation
Which type of goals result in higher effort and performance as
compared to 'do your best' goals?
Specific and difficult
If Eleanor wants the Pygmalion effect to occur, she should
Express confidence in her subordinates' ability to successfully accomplish
their tasks.
Golem effect
Describes leaders who have little faith in their followers' ability to accomplish
a goal are rarely disappointed.
Punishment
Refers to the administration of an aversive stimulus or the withdrawal of
something desirable, each of which decreases the likelihood that a particular
behavior will be repeated.
Giving someone a medal immediately after he exceeds her sales
quota is an example of which?
A contingent reward.
Which reward is likely to have the least impact on motivation in an
operant system for improving followers' motivation and
performance?
A regular paycheck.
Empowerment
Refers to delegating leadership and decision making to the lowest level
possible and ensuring that followers have the resources, skills, and
knowledge to make good decisions.
In the context of follower motivation, identify the macros
psychological components that underlie empowerment.
1. Learning
2. Motivation
3. Stress
Which of the following best describes an unempowered employee?
Low influence.
In the context of an organization, identify the true statements about
a balanced scorecard in comparison with a team scorecard.
1. It includes organizational goals involving customers, marketing, sales,
finance, operations, Human Resources, and the like.
2. It usually defines how the organization as a whole defines winning.
Motivation
Anything that provides direction, intensity, and persistence.
When team or organization effectiveness measures are affected by
factors unrelated to follower performance, _____________ ____________
occurs.
Criterion contamination.
Motivates or needs
Satisfy requirements to change behavior.
Achievement orientation
Possess certain personality traits.
Empowerment
Give people autonomy and latitude to increase their motivation for work.
Operant Approach
Change rewards and punishments to change behavior.
Goal setting
Set objectives to change behavior.
Over the past decade, job satisfaction levels among employees in
the U.S. has
Dropped.
On average, which employee is likely to work the most hours per
year?
The American employee.
In the context of the relationship between satisfaction and
performance, satisfied, or happy, workers in an organization are
always the most productive ones.
False.
_________ refers to how much one likes a specific kind of job or work
actively.
Job satisfaction.
In the context of an organization, identify a true statement about
job satisfaction.
Satisfaction and engagement increase when people accomplish a task,
particularly when the task requires a lot of effort.
In the context of the relationship between satisfaction and
performance, satisfied, or happy, workers in an organization are
always the most productive ones.
False.
Leaders that successfully motivate followers do all of the following
except
Decrease customer satisfaction.
