Leadership, followership, and gender in the workplace

Defining leadership and followership

Task:

A key reason behind using the phrase “desirable opportunity” in a definition of leadership was precisely to distinguish between leadership and
Situation
Tyranny
Followership
Management

Craig, a marketing manager at HeliZone Inc., rarely takes initiative or suggests new ideas during project meetings. He does his work halfheartedly and needs to be guided by his manager on a regular basis. According to Robert Kelley’s basic styles of followership, Craing most likely is a(an)
Conformist follower
Pragmatist follower
Passive follower
Alienated follower.

Which of the following statements is true of women in a leadership position?
Women’s commitment to their organizations was less guarded than that of their male counterparts.
Women were less analytical and forceful than men.
Women were less likely than men to be willing to take career risks.
Women had significantly lower well- being scores than men.

According to Patricia O’Connell’s webs of belief, which of the following webs of belief is associated with respecting and caring for all creation, and honoring the needs and identities of everyone in every culture?
Purpose
Reverence
Authenticity
Flaneur

People do not see everything that happens in a particular leadership situation, nor do they hear everything. Instead they are selective in what they attend and what they, in turn, understand. A phenomenon that demonstrates this selectivity is called:
The glass cliff
Action learning
Perceptual set
The stereotype threat.

The tendency to overestimate the dispositional causes of behavior and underestimate the environmental causes when other’s fall is called?
Double- loop learning
The fundamental attribute errors.
Single- looped learning
The self-fulfilling prophecy

Which of the following is the first step while conducting a GAPS analysis?
To clearly identify what one wants to go with one’s career over the next year or so.
To obtain information about one’s strengths and development needs by asking others to feed back
To write a journal that includes specialized knowledge or a number of skills that have helped one succeed in one’s previous job.
To identify the standards ones boss or one’s organization has for ones career objective.

During the first two weeks on the job, a leader should schedule one on one meetings with peers. Which of the following issues should be discussed with peers.
The objectives and challenges of peers.
The way issues are raised and decisions are made on their bosses team
The peer’s opinion on former employees and leaders of the organization
The best ways to communicate with shareholders.

In the context of the first day on the job, identify a true statement about the first meeting of the new leaders with their new bosses.
The meeting should end by arranging a follow up meeting to review progress.
The meeting should happen in a small conference room.
The meeting should avoid discussing the bosses view of team strengths and weaknesses
The meeting should last for two to three hours.

Which of the following is the ways to establish and maintain good peer relationships?
Adopt the norms of the group
Take control of problems that peers are unable to solve
Practice a theory Z attitude to gain perspective
Acknowledge common interest and goals

Which of the following is a conventional distinction between managers and leaders?
Managers maintain, while leaders develop
Mangers originate, while leaders imitate
Managers inspire, while leaders control
Managers innovate, while leaders administer

In a classic study of sex roles, Schein
Found no correlation between respondents perceived “males” and “managers”
Demonstrated how bias in sex role stereotypes created problems for women moving up through managerial roles.
Found a high correlation between the ways both male and female respondents perceived “females” and “managers.”
Evidenced the fact that being a woman and being a manger are contradictory

Which of the following statements is true of women in leadership positions?
Women’s commitment to their organizations was less guarded than that of their male counterparts.
Women were less likely than men to be willing to take career risks
Women were less analytical and forceful than men