According to Harvard ManageMentor: Leading People, which of the following is a myth about leading people? a. Leadership is about people. b. Good leaders admit mistakes. c. Good leaders use technology and innovation. d. Leadership depends on personality.
According to Harvard ManageMentor: Leading People, which of the following is a myth about leading people? a. Leadership is about people. b. Good leaders admit mistakes. c. Good leaders use technology and innovation. d. Leadership depends on personality.
Management, Loose-Leaf Version
13th Edition
ISBN:9781305969308
Author:Richard L. Daft
Publisher:Richard L. Daft
Chapter2: The Evolution Of Management Thinking
Section: Chapter Questions
Problem 1SGB
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Please answer these questions:
1. According to Harvard ManageMentor: Leading People, which of the following is a myth about leading people?
a. Leadership is about people.
b. Good leaders admit mistakes.
c. Good leaders use technology and innovation.
d. Leadership depends on personality.
2.According to Harvard ManageMentor: Leading People, an affiliative leadership style is best:
a. When the team needs a new vision or dramatic new direction.
b. When there is a team conflict, trust has been broken, or the team needs to be motivated.
c. To build consensus and get people's buy-in.
d. To motivate people who want to change or improve professionally.
3. According to Harvard ManageMentor: Difficult Interactions, if a relationship is the source of conflict, then it is a:
a. Disagreement based on personalities and work styles.
b. Disagreement over what has to be done.
c. Disagreement over how to do something.
d. Disagreement over who is in charge.
4. According to Harvard ManageMentor: Difficult Interactions:
a. Positions are what people want, and interests are why they want it.
b. Interests are what people want, and positions are why they want it.
c. Interests are what people want, and positions are how much money they have invested in it.
d. Positions are how much money people have invested in what they want, and interest is the return they expect to recieve on their position.
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