Leadership and Organizational Behavior Flashcards
7 cards from real CPE practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Leadership and Organizational Behavior flashcards as text
A hospital CEO notices that two department chairs consistently undermine each other's initiatives in leadership meetings. Which conflict resolution approach is most appropriate for a physician executive?
Answer: Facilitate a structured dialogue focused on shared organizational goals
Structured dialogue that refocuses parties on shared goals is the most effective intervention for interpersonal conflict among senior leaders.
According to situational leadership theory, which leadership style is most effective when managing a highly skilled but unmotivated physician team?
Answer: Supporting — share decision-making and encourage
Supporting style is ideal for competent but low-motivation followers because it builds engagement without re-teaching skills.
A physician executive is implementing a new EHR system. Staff resistance is high. Which organizational change model emphasizes creating urgency as the first step?
Answer: Kotter's 8-Step Change Model
Kotter's 8-Step Model begins with establishing a sense of urgency to overcome complacency before initiating change.
In healthcare organizations, 'psychological safety' on a team is best described as:
Answer: A belief that one can speak up without fear of punishment or embarrassment
Psychological safety, as defined by Amy Edmondson, is the shared belief that interpersonal risk-taking (speaking up) is safe within the team.
Which leadership behavior is most associated with transformational leadership in a medical organization?
Answer: Inspiring a shared vision that elevates follower motivation
Transformational leaders motivate followers by articulating an inspiring vision that connects individual work to a larger purpose.
A physician executive wants to improve team decision-making quality. Which technique is specifically designed to surface minority opinions and prevent premature consensus?
Answer: Devil's Advocacy
Devil's Advocacy assigns someone to argue against the prevailing position to expose weaknesses before a decision is finalized.
When an organization's espoused values (what it says it believes) differ significantly from its enacted values (how it actually behaves), this gap is best addressed by:
Answer: Aligning reward systems and leadership behaviors with stated values
Closing the values gap requires making structural changes—like rewards and modeling—that reinforce the desired behaviors rather than just reaffirming words.