Management And Organization Exam #3 Review Test
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Questions and Answers
- 1.
The process by which a person’s efforts are energized, directed, and sustained toward attaining a goal
Explanation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained toward attaining a goal. It is the driving force that initiates, guides, and maintains behavior in order to achieve desired outcomes. Motivation can be intrinsic, arising from within oneself, or extrinsic, driven by external rewards or incentives. It plays a crucial role in influencing an individual's behavior, performance, and overall success in various aspects of life.Rate this question:
- 2.
One of the elements of motivation, ______ is a measure of intensity or drive.
Explanation
Energy is a measure of intensity or drive when it comes to motivation. It refers to the level of enthusiasm, vigor, and determination that an individual possesses towards achieving their goals. High energy levels are often associated with increased motivation and productivity, as individuals with high energy are more likely to be focused, engaged, and persistent in their efforts. On the other hand, low energy levels can lead to a lack of motivation and decreased performance. Therefore, energy plays a crucial role in driving motivation and determining the level of effort individuals put into achieving their objectives.Rate this question:
- 3.
One of the elements of motivation, ______ is an effoirt channeled in a direction that benefits the organization.
Explanation
Direction is an element of motivation that refers to the effort being channeled towards a specific goal or objective that benefits the organization. It involves setting clear and achievable targets, providing guidance and support to employees, and aligning their efforts with the overall mission and vision of the organization. Having a clear direction helps employees understand what is expected of them and gives them a sense of purpose, which in turn enhances their motivation and productivity.Rate this question:
- 4.
One of the elements of motivation, ______ is when employees persist in putting forth effort to achieve those goals
Explanation
Persistence is the quality or ability to continue doing something in spite of difficulties or obstacles. In the context of motivation, persistence refers to employees who consistently and continuously put in effort to achieve their goals. It means they do not give up easily and are determined to overcome challenges and obstacles that come their way. This trait is important for achieving success and reaching desired outcomes in the workplace. Employees who are persistent are more likely to stay focused, committed, and motivated to achieve their goals, leading to higher levels of productivity and success.Rate this question:
- 5.
Who was a pyschologist who proposed that within every person is a hierarchy of five needs?
Explanation
Maslow was a psychologist who proposed the theory of hierarchy of needs. According to him, every individual has a hierarchy of five needs, starting from physiological needs like food and water, followed by safety needs, social needs, esteem needs, and finally self-actualization needs. He believed that individuals strive to fulfill these needs in a sequential manner, with the basic needs taking priority over higher-level needs. This theory has been widely accepted and used in various fields, including psychology, sociology, and management.Rate this question:
- 6.
Name Maslow's 5 Hierarchy of Needs.
Explanation
Maslow's Hierarchy of Needs is a psychological theory that suggests that individuals have different levels of needs that must be met in order to achieve self-fulfillment. The hierarchy is presented in a pyramid shape, with the most basic physiological needs at the bottom, followed by safety, social belongingness, esteem, and self-actualization at the top. This suggests that individuals must first satisfy their physiological needs such as food, water, and shelter, before moving on to higher-level needs such as safety, social connections, and self-esteem. Finally, self-actualization represents the highest level of personal growth and fulfillment, where individuals strive to reach their full potential.Rate this question:
- 7.
The assumption that employees dislike work, are lazy, avoid responsibility, and must be coerced to work
Explanation
Theory X is a management theory that assumes employees dislike work, are lazy, avoid responsibility, and must be coerced to work. This theory suggests that employees need to be closely supervised and controlled in order to meet organizational goals. It implies that employees lack motivation and need external rewards or punishments to perform their job duties. This assumption may lead to a management style that is authoritarian and micromanaging.Rate this question:
- 8.
The assumption that employees are creative, enjoy work, seek responsibility, and can exercise self-direction
Explanation
Theory Y is a management theory developed by Douglas McGregor that assumes employees are inherently motivated, creative, and enjoy work. It suggests that employees seek responsibility and can exercise self-direction in achieving organizational goals. This theory contrasts with Theory X, which assumes that employees are lazy, dislike work, and need to be closely supervised. Theory Y implies that a positive work environment and empowering employees can lead to higher productivity and job satisfaction.Rate this question:
- 9.
Herzberg's Two-Factor Theory proposes that _____________ factors are related to job satisfaction
Explanation
Herzberg's Two-Factor Theory proposes that intrinsic factors are related to job satisfaction. Intrinsic factors refer to the internal motivators that individuals experience while performing their work, such as a sense of achievement, recognition, and personal growth. According to Herzberg, these factors contribute to long-term job satisfaction and motivation. In contrast, extrinsic factors, such as salary and working conditions, are not directly related to job satisfaction but can lead to dissatisfaction if they are absent or inadequate. Therefore, Herzberg's theory suggests that intrinsic factors play a crucial role in determining job satisfaction.Rate this question:
- 10.
Herzberg's Two-Factor Theory proposes that _____________ factors are associated with job dissatisfaction
Explanation
Herzberg's Two-Factor Theory proposes that extrinsic factors are associated with job dissatisfaction. Extrinsic factors refer to external or environmental factors that are not inherent to the job itself, such as salary, benefits, working conditions, and company policies. According to Herzberg, these factors do not necessarily lead to job satisfaction, but their absence or dissatisfaction can cause dissatisfaction among employees. In contrast, intrinsic factors, such as recognition, achievement, and personal growth, are associated with job satisfaction.Rate this question:
- 11.
Factors that eliminate job dissatisfaction but don’t motivate
Explanation
Hygiene factors refer to the elements in the workplace that, when absent, cause job dissatisfaction but do not necessarily motivate employees. These factors include basic needs such as salary, job security, working conditions, company policies, and interpersonal relationships. When these factors are met, employees may not be dissatisfied, but they are not necessarily motivated to perform better or go above and beyond their job requirements. Therefore, hygiene factors eliminate job dissatisfaction but do not directly contribute to motivation.Rate this question:
- 12.
Factors that increase job satisfaction and motivation
- 13.
McClelland's Three-Needs Theory, _________________________ is the drive to succeed and excel in relation to a set of standards.
Explanation
McClelland's Three-Needs Theory states that individuals have three basic needs - the need for achievement (nAch), the need for affiliation (nAff), and the need for power (nPow). Among these needs, the need for achievement (nAch) refers to the drive to succeed and excel in relation to a set of standards. This means that individuals with a high need for achievement are motivated to set challenging goals, take calculated risks, and strive for personal accomplishment.Rate this question:
- 14.
McClelland's Three-Needs Theory, _________________________ is the drive to make others behave in a way that they would not have behaved otherwise
Explanation
McClelland's Three-Needs Theory states that individuals are motivated by three fundamental needs: the need for achievement, the need for affiliation, and the need for power. The need for power (nPow) refers to the drive to influence and control others, to make them behave in a way that they would not have behaved otherwise. This need reflects an individual's desire to have an impact on others, to be in control, and to assert their authority or influence in social situations.Rate this question:
- 15.
McClelland's Three-Needs Theory, _________________________ is the desire for friendly and close interpersonal relationships
Explanation
McClelland's Three-Needs Theory suggests that individuals have three basic needs, one of which is the need for affiliation (nAff). This need refers to the desire for friendly and close interpersonal relationships. People with a high need for affiliation seek social interactions, enjoy being part of a group, and value harmonious relationships. They prioritize cooperation, teamwork, and collaboration. This need is important because it influences an individual's behavior and motivation in social settings, as they strive to establish and maintain positive relationships with others.Rate this question:
- 16.
Theory that specific goals increase performance and difficult goals, when accepted, result in higher performance.
Explanation
The goal-setting theory suggests that setting specific goals can enhance performance, and when individuals accept difficult goals, it leads to even higher performance. This theory emphasizes the importance of setting clear and challenging goals to motivate individuals and improve their performance. By providing a clear direction and focus, goal-setting theory helps individuals to channel their efforts and strive towards achieving their objectives.Rate this question:
- 17.
An individual's belief that he or she is capable of performing a task.
Explanation
Self-efficacy refers to an individual's belief in their own ability to successfully perform a task. It is the confidence one has in their skills, knowledge, and capabilities to achieve a desired outcome. This belief plays a crucial role in motivation, goal-setting, and perseverance. When individuals have high self-efficacy, they are more likely to approach challenges with a positive attitude and put in the effort required to succeed. On the other hand, low self-efficacy can lead to self-doubt, lack of motivation, and a tendency to give up easily.Rate this question:
- 18.
The way tasks are combined to form complete jobs
Explanation
Job design refers to the process of organizing and structuring tasks in order to create complete jobs. It involves determining the specific tasks and responsibilities that need to be performed, as well as how these tasks should be combined and grouped together. By carefully designing jobs, organizations can ensure that tasks are allocated efficiently and effectively, leading to increased productivity and employee satisfaction. Job design also takes into consideration factors such as skill requirements, job autonomy, and the overall work environment.Rate this question:
- 19.
A framework for analyzing and designing jobs that identifies five primary core job dimensions, their interrelationships and their impact on outcomes
Explanation
The Job Characteristics Model (JCM) is a framework used to analyze and design jobs. It identifies five primary core job dimensions, which include skill variety, task identity, task significance, autonomy, and feedback. These dimensions are interrelated and have an impact on outcomes such as job satisfaction, motivation, and performance. The JCM suggests that jobs that have high levels of these core dimensions tend to lead to higher levels of employee satisfaction and motivation, as well as better performance outcomes.Rate this question:
- 20.
The vertical expansion of a job by adding planning and evaluation responsibilities
Explanation
Job enrichment refers to the process of adding more challenging and meaningful tasks to an employee's job, such as planning and evaluation responsibilities. This expansion allows the employee to experience a greater sense of achievement and personal growth, as well as increased job satisfaction. It also provides opportunities for skill development and advancement within the organization. Job enrichment is often used as a strategy to motivate and engage employees, as it allows them to have more control over their work and feel a greater sense of ownership and responsibility.Rate this question:
- 21.
The theory that an employee compares his or her job’s input-outcomes ratio with that of relevant others and then corrects any inequity
Explanation
The Equity Theory suggests that employees compare their own input-outcomes ratio (such as effort, time, and skills invested in the job) with that of others who are considered relevant (such as colleagues or peers). If they perceive an inequity or unfairness in this comparison, they will take action to correct it. This theory implies that employees strive for fairness and equality in the workplace, and will either adjust their inputs or outcomes to restore balance.Rate this question:
- 22.
The persons, systems, or selves against which individuals compare themselves to assess equity
Explanation
The term "referent" refers to the persons, systems, or selves that individuals use as a benchmark to evaluate their own fairness or equity. It represents the standard against which individuals compare themselves in order to assess whether they are being treated fairly or not. By comparing themselves to a referent, individuals can determine if they are receiving equal treatment or if there is a discrepancy in the distribution of resources or rewards.Rate this question:
- 23.
Perceived fairness of the amount and allocation of rewards among individuals
Explanation
Distributive justice refers to the perceived fairness in the distribution of rewards among individuals. It involves the equal and just allocation of resources, benefits, and opportunities to ensure fairness and equity. This concept focuses on the fairness of outcomes and aims to address social inequalities and disparities. It considers factors such as need, effort, and contribution in determining the distribution of rewards. Distributive justice is an essential principle in promoting social justice and ensuring that individuals receive what they deserve based on their contributions and needs.Rate this question:
- 24.
Perceived fairness of the process used to determine the distribution of rewards
Explanation
Procedural justice refers to the perceived fairness of the process used to determine the distribution of rewards. It focuses on the procedures and methods used to make decisions rather than the outcomes themselves. This means that even if the outcome is not favorable, individuals are more likely to accept it if they believe that the process was fair and unbiased. Procedural justice is important in maintaining trust and satisfaction among individuals, as it ensures that everyone is treated fairly and that decisions are made in a transparent and consistent manner.Rate this question:
- 25.
The theory that states that an individual tends to act in a certain way based on:
- The expectation that the act will be followed by a given outcome
- The attractiveness of that outcome to the individual
Explanation
Expectancy Theory is a theory that suggests individuals are motivated to act in a certain way based on their expectation that the action will lead to a desired outcome and the attractiveness of that outcome to them. This theory emphasizes the importance of the individual's belief that their efforts will result in successful performance and that this performance will be rewarded with a desirable outcome. It suggests that individuals are more likely to be motivated and engaged in their work when they believe their efforts will lead to desired outcomes that they value.Rate this question:
- 26.
In motivating a diverse workface, a workweek in which employees work longer hours per day but fewer days per week is called
Explanation
A compressed workweek is a work schedule where employees work longer hours per day but fewer days per week. This arrangement allows for flexibility and can be beneficial for a diverse workforce as it accommodates different needs and preferences. It can help employees balance work and personal commitments, reduce commuting time and costs, and improve work-life balance. This type of workweek can also lead to increased productivity and job satisfaction among employees.Rate this question:
- 27.
In motivating a diverse workface, A scheduling system in which employees are required to work a certain number of hours per week but are free, within limits, to vary the hours of work is called
Explanation
A scheduling system in which employees are required to work a certain number of hours per week but are free, within limits, to vary the hours of work is called flexible work hours. This system allows employees to have control over their work schedule and adjust it according to their personal needs or preferences, which can be motivating for a diverse workforce. It provides flexibility and work-life balance, allowing employees to manage their personal and professional responsibilities effectively. This can lead to increased job satisfaction, productivity, and overall employee well-being.Rate this question:
- 28.
In motivating a diverse workface, When two or more people split (share) a fulltime job is called
Explanation
Job sharing refers to a situation where two or more individuals split a full-time job, allowing them to share the responsibilities and workload. This arrangement is commonly used to accommodate the needs and preferences of a diverse workforce, as it provides flexibility and work-life balance for employees. By sharing a job, individuals can maintain their professional careers while also fulfilling personal commitments or pursuing other interests. This approach promotes inclusivity and allows organizations to tap into a wider pool of talent, as it attracts individuals who may have different schedules, abilities, or priorities.Rate this question:
- 29.
In motivating a diverse workface, A job approach in which employees work at home but are linked by technology to the workplace is called
Explanation
Telecommuting is a job approach in which employees work from home but are still connected to the workplace through technology. This allows employees to have the flexibility to work remotely while still being able to communicate and collaborate with their colleagues and access necessary resources. It is an effective way to motivate a diverse workforce as it provides employees with a better work-life balance, reduces commuting time and costs, and allows individuals with different needs and preferences to work in a way that suits them best.Rate this question:
- 30.
An organization’s financial statements are shared with all employees
Explanation
Open-Book Management is a management approach where an organization shares its financial statements with all employees. This approach promotes transparency and empowers employees by providing them with access to financial information, such as income statements, balance sheets, and cash flow statements. By sharing this information, employees gain a better understanding of the organization's financial health and are able to make more informed decisions. This practice can also foster a sense of ownership and accountability among employees, leading to improved performance and engagement.Rate this question:
- 31.
Programs that consist of personal attention and expressions of interest, approval, and appreciation for a job well done
Explanation
Employee Recognition Programs refer to programs that are designed to acknowledge and appreciate the efforts and achievements of employees. These programs typically involve personal attention and expressions of interest, approval, and appreciation for a job well done. They aim to boost employee morale, motivation, and engagement by recognizing and rewarding their contributions to the organization. Such programs can include various forms of recognition, such as awards, certificates, public praise, or even monetary incentives. By implementing Employee Recognition Programs, organizations can create a positive work culture and foster a sense of value and appreciation among their employees.Rate this question:
- 32.
Variable compensation plans that pay employees on the basis of some performance measurement
Explanation
Pay-for-performance programs are variable compensation plans that pay employees based on their performance measurement. These programs are designed to incentivize employees to perform better by linking their compensation directly to their performance. By rewarding employees for their achievements, pay-for-performance programs aim to motivate them to work harder and achieve better results, ultimately benefiting both the employees and the organization.Rate this question:
- 33.
Someone who can influence others and who has managerial authority
Explanation
A leader is someone who can influence others and has managerial authority. They have the ability to motivate and guide their team towards a common goal. A leader is responsible for making decisions, providing direction, and ensuring that tasks are completed efficiently. They possess strong communication skills and are able to inspire and empower others to achieve their full potential. A leader is not just a position or title, but someone who can effectively lead and inspire others to follow their vision.Rate this question:
- 34.
The process of leading a group and influencing that group to achieve its goals
Explanation
Leadership refers to the process of guiding and influencing a group towards the achievement of its goals. It involves taking charge, making decisions, and motivating others to work towards a common objective. A leader is responsible for providing direction, setting goals, and inspiring team members to reach their full potential. Effective leadership involves effective communication, problem-solving, and decision-making skills. By utilizing their leadership abilities, individuals can inspire and empower others to work together towards success.Rate this question:
- 35.
Theories that isolate characteristics (traits) that differentiate leaders from nonleaders
Explanation
Trait theories of leadership focus on identifying specific characteristics or traits that differentiate leaders from non-leaders. These theories suggest that certain qualities such as intelligence, confidence, determination, and charisma are inherent in effective leaders. The assumption is that individuals with these traits are more likely to emerge as leaders and be successful in their leadership roles. Trait theories aim to identify and measure these traits in order to predict and select potential leaders. However, it is important to note that trait theories have been criticized for oversimplifying leadership and neglecting situational factors.Rate this question:
- 36.
Theories that isolate behaviors that differentiate effective leaders from ineffective leaders
Explanation
Behavioral theories of leadership focus on identifying specific behaviors that differentiate effective leaders from ineffective leaders. These theories suggest that leadership is not necessarily based on inherent traits or characteristics, but rather on the actions and behaviors of the leader. They emphasize that certain behaviors, such as being task-oriented or relationship-oriented, can lead to more effective leadership. These theories provide a framework for understanding and developing leadership skills by focusing on observable behaviors rather than personal qualities.Rate this question:
- 37.
The leadership behavior where a leader who centralizes authority, dictates work methods, makes unilateral decisions, and limits employee participation.
Explanation
The given correct answer is "Autocratic Style". This leadership behavior is characterized by a leader who centralizes authority, dictates work methods, makes unilateral decisions, and limits employee participation. In an autocratic style, the leader has complete control and power over decision-making and does not involve or consult employees in the process. This style can be effective in certain situations where quick decisions need to be made or when employees lack the necessary expertise. However, it can also lead to low employee morale, lack of creativity, and reduced motivation among team members.Rate this question:
- 38.
The leadership behavior where a leader who involves employees in decision making, delegates authority, encourages participation in deciding work methods, and uses feedback to coach employees
Explanation
The given correct answer is "Democratic Style". This leadership behavior involves a leader who involves employees in decision making, delegates authority, encourages participation in deciding work methods, and uses feedback to coach employees. In a democratic leadership style, the leader values the input and opinions of their team members and allows them to have a say in the decision-making process. This style promotes collaboration, empowerment, and a sense of ownership among employees, leading to increased job satisfaction and productivity.Rate this question:
- 39.
The leadership behavior where a leader who generally gives employees complete freedom to make decisions and to complete their work however they see fit
Explanation
The explanation for the correct answer, Laissez-Faire Style, is that this leadership behavior involves giving employees complete freedom to make decisions and complete their work in whatever way they see fit. In this style, the leader takes a hands-off approach and allows employees to take ownership of their work. This style can be effective when employees are highly skilled and self-motivated, as it fosters creativity and innovation. However, it may not be suitable in situations where employees require more guidance and direction.Rate this question:
- 40.
A two-dimensional grid for appraising leadership styles based on identified five styles for management
- impoverished management
- task management
- middle-of-the-road management
- country club
- team management
Explanation
The given correct answer is "Managerial Grid". The Managerial Grid is a two-dimensional grid that is used to appraise leadership styles based on five identified styles for management. These styles include impoverished management, task management, middle-of-the-road management, country club, and team management. The Managerial Grid helps to assess and understand different leadership styles and their effectiveness in achieving organizational goals. It provides a framework for evaluating and developing leadership skills and can be used as a tool for leadership development and training.Rate this question:
- 41.
Leadership theory that proposes that effective group performance depends on the proper match between a leader’s style and the degree to which the situation allowed the leader to control and influence
Explanation
The Fiedler Contingency Model is a leadership theory that suggests that the effectiveness of a leader depends on the match between their leadership style and the situational factors. According to this model, the leader's style can be either task-oriented or relationship-oriented, and the effectiveness of each style depends on the degree of control and influence the leader has in a given situation. In situations where the leader has a high degree of control and influence, a task-oriented style is more effective, while in situations where the leader has less control and influence, a relationship-oriented style is more effective.Rate this question:
- 42.
A questionnaire that measures whether a leader was task or relationship oriented
Explanation
The Least-Preferred Co-Worker (LPC) Questionnaire is a tool used to measure whether a leader is task-oriented or relationship-oriented. It asks individuals to think about the person they least prefer to work with and rate them on a series of bipolar scales. The questionnaire assumes that leaders who rate their least preferred co-worker more positively are relationship-oriented, while those who rate them more negatively are task-oriented. This tool helps to assess a leader's leadership style and preferences in terms of focusing on tasks or building relationships with their team members.Rate this question:
- 43.
One of the three contingency dimensions that is the the degree of confidence, trust, and respect employees had for their leader
Explanation
Leader-member relations refers to the degree of confidence, trust, and respect that employees have for their leader. This dimension of contingency theory focuses on the quality of the relationship between a leader and their followers. When leader-member relations are strong, employees are more likely to trust and respect their leader, resulting in increased cooperation and commitment. On the other hand, if leader-member relations are weak, employees may feel less confident in their leader, leading to lower levels of trust and respect. Therefore, leader-member relations play a crucial role in influencing employee attitudes and behaviors within an organization.Rate this question:
- 44.
One of the three contingency dimensions that is the degree to which job assignments were formalized and structured
Explanation
Task structure refers to the degree to which job assignments are formalized and structured. In other words, it is a measure of how clear and well-defined the tasks and responsibilities are within a job. A high task structure means that job assignments are highly formalized and structured, with clear guidelines and procedures to follow. On the other hand, a low task structure indicates that job assignments are more flexible and less structured, allowing for more autonomy and discretion in how tasks are performed. Therefore, the answer "Task structure" correctly identifies the contingency dimension related to the degree of formalization and structure in job assignments.Rate this question:
- 45.
One of the three contingency dimensions that the degree of influence a leader had over activities such as hiring, firing, discipline, promotions, and salary increases
Explanation
Position power refers to the degree of influence a leader has over activities such as hiring, firing, discipline, promotions, and salary increases. It is the authority and control that comes with a leader's position or role within an organization. This power is derived from the leader's formal position, such as being a manager or supervisor, and allows them to make decisions and take actions that can significantly impact the careers and compensation of their subordinates. Position power is one of the three contingency dimensions that determine the extent of a leader's influence and effectiveness.Rate this question:
- 46.
Theory that a leadership contingency theory that focuses on followers’ readiness
Explanation
Situational Leadership Theory is a leadership contingency theory that emphasizes the importance of followers' readiness. It suggests that effective leaders adapt their leadership style based on the level of readiness exhibited by their followers. This theory recognizes that different situations require different leadership approaches, and leaders must be able to assess the readiness of their followers and adjust their leadership style accordingly. By doing so, leaders can effectively motivate and guide their followers towards achieving organizational goals.Rate this question:
- 47.
The extent to which people have the ability and willingness to accomplish a specific task
Explanation
Readiness refers to the level of preparedness and willingness that individuals have to accomplish a specific task. It encompasses both the ability and the motivation to successfully complete the task at hand. When people are ready, they possess the necessary skills, knowledge, and resources to tackle the task, as well as the desire and commitment to do so. This term implies that individuals are not only capable of performing the task, but they are also mentally and emotionally prepared to take on the challenge.Rate this question:
- 48.
One of the four situational styles where the leader defines roles and tells people what, how, when, and where to do various tasks.
Explanation
The explanation for the correct answer is that the telling style of leadership is characterized by a leader who takes charge and provides clear instructions to their team members. In this style, the leader defines roles and responsibilities, tells people what tasks to do, how to do them, when to do them, and where to do them. The leader has a high level of control and makes decisions without much input from others. This style is effective in situations where team members are inexperienced or when quick decisions need to be made.Rate this question:
- 49.
One of the four situational styles where the leader provides both directive and supportive behavior
Explanation
Selling is one of the four situational styles where the leader provides both directive and supportive behavior. In this style, the leader is still highly directive but also offers support and encouragement to the team members. The leader explains decisions and provides rationale, while also seeking input and feedback from the team. This style is particularly effective when the team members are capable but lack confidence or experience. The leader helps to build their skills and confidence through coaching and guidance while still maintaining control and making the final decisions.Rate this question:
- 50.
One of the four situational styles where the leader and followers share in decision making; the main role of the leader is facilitating and communicating
Explanation
In the participating style, the leader and followers actively engage in decision-making together. The leader's primary role is to facilitate and communicate, ensuring that all voices are heard and ideas are considered. This style promotes collaboration and empowers team members to contribute their expertise and opinions. By involving followers in the decision-making process, the leader fosters a sense of ownership and commitment among the team, ultimately leading to better outcomes and increased satisfaction.Rate this question:
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Feb 28, 2024Quiz Edited by
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Dec 05, 2011Quiz Created by
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