A.   preparing for the unknown possibilities of the future

B.   resisting the destabilizing influences of the present

C.   maintaining the cherished traditions of the past

A.   Leaders interpret the meaning of leadership however they want.

B.   Leaders influence, inspire, and motivate members of an organization.

C.   Leaders study behavioral sciences in an effort to achieve a task or goal.

A.   by trusting their followers to do what they were trained to do

B.   by guiding followers on their professional development path

C.   by making personal sacrifices to meet the goals of the company

A.   by giving employees frequent opportunities to celebrate their successes

B.   by rewarding employees who regularly comply with company policies

C.   by showing they care about both the organization and its employees

A.   to change the minds of their followers

B.   to inspire followers to continue their professional development

C.   to achieve a desired organizational outcome

A.   Managers are generalists who know enough about all aspects of an organization while the work of leaders is more focused.

B.   Leaders tend to focus on long-term aspects of an organization while managers focus on meeting short-term goals.

C.   Managers make sure all teams in an organization are functioning together while leaders focus on human resources within a company.

A.   the skill sets used for research and development within an organization

B.   the skill sets specific to a particular occupation or field

C.   the skill sets learned through continual experience and professional development

A.   They successfully direct the day-to-day activities of a business.

B.   They know how multiple tasks and processes come together to achieve a larger goal.

C.   They implement specific organizational changes a manager carries out.

A.   Leaders are too focused on “the big picture” to be effective managers.

B.   An effective leader must be a manager.

C.   An effective manager must be a leader.

A.   Leaders establish processes that managers execute.

B.   Leaders plan daily schedules and ensure they are followed.

C.   Leaders focus on day-to-day planning and performance.

A.   Managers come up with ideas that leaders implement company-wide.

B.   Managers optimize the performance of the teams and individuals they manage.

C.   Managers make large-scale changes to enhance team performance.

A.   Managers lend followers additional resources to achieve goals.

B.   Managers use their authority to direct employees.

C.   Managers use a leader-follower style to reach short-term goals.

A.   a leader who only looks for results and does not consider employees’ stress

B.   a leader who takes the time to find out how their team is doing

C.   a leader who is seldom seen but encourages managers to create a fun workplace

A.   to make the work environment more sociable

B.   to learn about their followers’ strengths and weaknesses

C.   to show followers that leaders are different than managers

A.   a subordinate

B.   a client

C.   a follower

A.   to follow current business trends

B.   to carry out an organization’s mission

C.   to manage external vendors

A.   control and processes

B.   empowering employees

C.   coaching and mentoring

A.   their subordinates

B.   themselves

C.   their organization

A.   skills that identify a leader

B.   any set of behaviors that can be learned

C.   characteristics that are dependable or consistent

A.   Skills are important in leadership, but traits are not.

B.   Skills are subconscious, but traits require active thought.

C.   Skills can be learned, but traits are relatively stable and unchanging.

A.   technical

B.   conceptual

C.   interpersonal

A.   interpersonal

B.   conceptual

C.   technical

A.   A Big Five personality traits assessment gives you specific guidelines for developing leadership skills.

B.   Understanding your own personality traits can help you get promoted.

C.   Understanding your own personality traits can help you identify your strengths and weaknesses as a leader.

A.   conscientiousness

B.   agreeableness

C.   extraversion

A.   view commitments as flexible

B.   be dismissive of others

C.   struggle with change

A.   openness

B.   neuroticism

C.   extraversion