Leadership & Management Development Flashcards
7 cards from real SIOP 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 & Management Development flashcards as text
Research on managerial derailment by the Center for Creative Leadership most commonly identifies which pattern as a leading cause of leadership failure?
Answer: Inability to build and maintain effective relationships and teams
CCL's landmark research on managerial derailment found that inability to build and maintain effective relationships with people is the most frequently cited factor contributing to leadership failure.
Upper Echelons Theory (Hambrick & Mason) proposes that organizational outcomes are most directly shaped by:
Answer: The values, cognitive frames, and experiences of the top management team
Hambrick and Mason's Upper Echelons Theory proposes that organizational outcomes are reflections of the values, experiences, and cognitive frameworks of the top management team who make strategic choices.
Which organizational climate factor is most associated with effective leader development, according to I-O psychology research?
Answer: Psychological safety, where employees feel comfortable taking risks and learning from mistakes
Research shows that psychological safety—the shared belief that one can take interpersonal risks without punishment—creates the conditions necessary for experiential learning, feedback-seeking, and leadership development to occur.
Which leadership behavior has been most consistently linked to employee engagement across meta-analytic studies in I-O psychology?
Answer: Providing frequent, specific, and constructive developmental feedback to employees
Meta-analytic research consistently identifies frequent, specific, and developmental feedback from managers as among the strongest behavioral predictors of employee engagement.
In I-O psychology research, 'abusive supervision' is formally defined as:
Answer: Subordinates' perceptions of sustained hostile verbal and nonverbal behaviors from supervisors, excluding physical contact
Tepper (2000) defined abusive supervision as subordinates' perceptions of the extent to which supervisors engage in sustained hostile verbal and nonverbal behaviors, explicitly excluding physical contact.
Shared leadership differs from traditional vertical (hierarchical) leadership primarily because:
Answer: Leadership functions and influence are distributed laterally across team members rather than concentrated in one formal leader
Shared leadership involves the distribution of leadership functions and influence laterally across team members, rather than concentrating all leadership in a single designated individual at the top of the hierarchy.
Research on leader-follower value congruence suggests that when leaders and team members share highly similar values, the most likely outcome is:
Answer: Higher team cohesion, satisfaction, and organizational citizenship behaviors
Research on person-environment fit and leader-follower value congruence consistently shows that alignment between leader and team values predicts higher cohesion, greater satisfaction, and stronger organizational citizenship behaviors.