Five Potential Sources of Power, Stretch Goals, Principles of Management Quiz – BMGT
The key terms in this Business Management course include Stretch Goals, Five Potential Sources of Power, Trait Approach, Grapevine, Maslow’s Need Hierarchy, Alderfer’s ERG Theory, Principles of Management Quiz, BMGT
Stretch goals are
the targets that are exceptionally demanding and novel.
the set of goals whose primary focus is to protect organizations from being sustainable.
the targets that merely exhort employees in general terms to improve performance and start doing their best.
the goals that conflict with people’s personal values and interests.
the goals that are high enough to inspire better performance but at the same time are always unattainable.
The five potential sources of power are
legitimate, reward, coercive, referent and expert.
drive, motivation, integrity, self-confidence and knowledge.
directive, supportive, participative, achievement, and performance.
leader’s expertise, level of commitment, group support, group expertise and team competence.
The _______ is a leadership perspective that focuses on individual leaders and attempts to determine the personal characteristics that great leaders share.
situational model
relationship-motivated leadership
leadership grid
leader-member exchange theory
trait approach
The _____ is the social network of informal communications.
grapevine
mailroom
meeting room
“water cooler”
Facebook page
The Maslow’s need hierarchy is different from Alderfer’s ERG theory in that
ERG theory states that various needs operate simultaneously.
Maslow’s hierarchy has more scientific validity.
Maslow’s hierarchy states that once a need is satisfied, it acts as a powerful motivator.
ERG theory focuses on five levels of need.
ERG theory reminds managers of the types of reinforcers that can be used to motivate people.
Which style results in satisficing but not optimizing solutions?
accommodation
compromise
collaboration
competing
respect
Stretch goals are
the targets that are exceptionally demanding and novel.
the set of goals whose primary focus is to protect organizations from being sustainable.
the targets that merely exhort employees in general terms to improve performance and start doing their best.
the goals that conflict with people’s personal values and interests.
the goals that are high enough to inspire better performance but at the same time are always unattainable.
The five potential sources of power are
legitimate, reward, coercive, referent and expert.
drive, motivation, integrity, self-confidence and knowledge.
directive, supportive, participative, achievement, and performance.
leader’s expertise, level of commitment, group support, group expertise and team competence.