LEADERSHIP QUIZ
OLEH :
Ahmad Bonang
Saputra
041511233272
Universitas Airlangga
Fakultas Ekonomi dan Bisnis
Leadhership Quiz
Chapter : Leader Member Exchange and Followership
1. What are the differences between in-groups and out-groups
Some of the differences between in-group and out-group :
those groups with which individual do not identify himself. These are outside groups. Pakistan is an out group for Indians.
b. In group based on ethnocentrism. Ethnocentrism is one of the important characteristic of in group. But out group is not based on ethnocentrism. c. In group members have positive attitude towards their own in group but they
have negative attitudes towards their out group.
d. Similarity in behavior, attitude and opinion is observed among the members of in group. But they show dissimilar behavior; attitude and opinion towards the members of out group.
e. Members of in group display co-operation, good-will, mutual help and possess a sense of solidarity, a feeling of brotherhood and readiness to sacrifice themselves for the group. But individual shows a sense of avoidance, dislike, indifference and antagonism towards the members of out group.
2. What are some of the benefit delegating
Several Benefits of Delegating :
a. Leader can devote the majority of his time to those tasks most important to building his business, its relationships and its reach.
b. Employees get opportunities to grow and to feel empowered with responsibility.
c. Employees feel challenged and proud of what they’ve accomplished, meaning they will be champions for your business—at work and on their own time.
d. There’s no better or more efficient way to get things done than to delegate tasks to those people who are best equipped to complete them.
Chapter : Team Leadership and Self Managed Team
Some of the problem members you may have in your group are the following: Silent
To have a fully effective meeting, all group members should participate. If members are silent, the group does not get the benefit of their input. It is the leader’s responsibility to encourage the silent member to participate without being obvious or overdoing it. One technique the leader can use is the rotation method, in which all members take turns giving their input.
Talker
Talkers have something to say about everything. They like to dominate the discussion. However, if they do dominate, the other members do not get to participate. It is the leader’s responsibility to slow talkers down, not to shut them up. Do not let them dominate the group. The rotation technique is also effective with talkers. They have to wait their turn.
Wanderer
Wanderers distract the group from the agenda items; they tend to change the subject and often like to complain. The leader is responsible for keeping the group on track. If the wanderer wants to socialize, cut it off.
Bored
Your group may have one or more members who are not interested in the job. The bored person may be preoccupied with other issues and not pay attention or participate in the group meeting. The bored member may also feel superior and wonder why the group is spending so much time on the obvious. The leader is responsible for keeping members motivated. Assign the bored member a task like recording ideas on the board and recording the minutes. Call on bored members; bring them into the group.
Arguer
arguing for the sake of arguing, rather than helping the group. The leader should resolve conflict, but not in an argumentative way. Do not get into an argument with arguers; that is exactly what they want to happen. If an argument starts, bring others into the discussion.
2. Briefly discuss some of the potential benefits and drawbacks of using self-managed team
Advantages of Self Managed Teams
1. Flexibility:Self-managed teams give more and improved the flexibility of staff.
2. Efficient operations:More efficient operations take place through the reduced number of job classification.
3. Lower absenteeism:Organizations having self-managed teams experience lower absenteeism and turnover rates.
4. High commitment:Self-managed teams gain a high level of commitment.
5. Minimum supervision:With minimum supervision, an organization can get better result and output.
6. More discipline:Members of self-managed teams ensure disciplined life during operations.
7. Improve productivity:Self-managed teams give high productivity to proper functioning.
8. Less wastage:As self-managed teams work according to set methods. So they can ensure minimum wastage.
Disadvantages of Self Managed Teams
1. Extended time:Sometimes self-managed teams require extended time to complement plans and policies.
2. High investment:High investment is required for skill development.
3. Inefficiency: Due to job rotation organizations suffer from early inefficiencies. 4. Employee inability:Some employees become unable to adapt to a team structure. 5. Demand for equal treatment:Self-managed team members sometimes demand equal
treatment for their success.
Chapter : Charismatic and Transformational Leadership
1. A strong emotional attachment and loyalty to a charismatic leader can have both beneficial and detrimental effects on followers. explain both types of effects on followership
Advantages Of Charismatic Leadership
a. Selling The Vision.These leaders are often exceptional at selling the vision and getting people to come along for the ride. They are geniuses at helping people to see possibilities and potentials ... to buy into something bigger than themselves. They are generally masters at weaving stories and anecdotes that enable people to buy into a big dream - e.g. JFK leading a nation to put the first man on the moon.
b. Inspiring. Their generally optimistic and positive nature draws people to them like a moth to a flame. Often these leaders do inspire people to be at their best and the work environments they create can be very motivating to employees and colleagues alike. c. Drive Results. A highly charismatic leader can have people willing to walk over hot
coals for him or her. Because of this they can achieve results and often get things done that other leadership styles may not. Think Hitler, Lee Iacocca.
Charismatic Leadership Pitfalls
a. Group Think. Because these leaders are so popular it can cause Team Members to stifle their own beliefs and values which may be in conflict with those of the leader. The danger in this is that you get 'group think' and/or people going along with the ride even when they sense that maybe the direction they are heading in is shaky.
b. Lack of Independence. Teams being lead by a charismatic leader can struggle to become more self-managing because the group's identity can become caught up in that of the leader and his or her ego. The team can often focus on the leader to help them succeed rather than building the systems and self-fortitude to think and act independently.
d. Company strength is under-acknowledged. The worst case scenario with having a charismatic leader in charge of an organization is when people start to believe the leader, somehow 'is' the company and that the company's success is tied to this person being at the helm.
2. What is servant leadership
Servant leadership is leadership that transcends self-interest to serve the needs of others, by helping them grow professionally and personally. Servant leadership turns the power pyramid upside down; instead of the people working to serve the leader, the leader exists to serve the people. When leaders shift their mindset and serve first, they unlock purpose and ingenuity in those around them, resulting in higher performance and engaged, fulfilled employees.
Chapter : Leadership of Culture, Ethics, and Diversity
1. How does a code of ethics help enforce ethical behavior on and organization Although the best way to create an attitude within an organization is for the top leadership to set an example, sometimes in larger companies that just isn't enough. As companies grow and the culture is shaped by an increasing number of people, ethics can become diluted. A code of ethics is one tool for achieving standards of ethical behavior. According to a study by the Center for Business Ethics, 90 percent of Fortune 500 companies now have a code of ethics. The lesson from these companies is that it is never enough to assume that activities are being conducted ethically, nor can it be assumed that employees understand that they are expected to act with integrity.
2. What potential problem could develop in a case in which a leader is from high-power distance culture, but his followers are from a low-high-power distance culture Decision making
Communication
Communication takes place vertical downwards, with no or little horizontal communication. A large communication gap exists between superiors and their subordinates because it is hard for the subordinates to air their views.
Employee participation
Employee participation is the process of giving employees the authority to make decisions relating to their work processes and encouraging them to take responsibilities of their decisions.Leader in a high power distance will make employee participation become low.
Chapter : Strategic Leadership and Change Management
1. Describe the role of leadership in successful change implementation
Implementing corporate strategy requires a team effort headed by your organization's leadership team. Each person involved in change management has their responsibilities, and it is important for the entire organization to understand the role of leadership in strategic implementation to make delegating responsibility more effective.
Involvement
Strategic implementation of any kind of new company policy or program requires participation from all of the departments that will be affected. Company leadership needs to identify what those departments are and create an implementation team that consists of representatives from each affected group. Management needs to create a structure that identifies various group leaders, the responsibilities of those group leaders and an accountability system that insures that the implementation team meets its timetable for getting the new program or policy in place.
Interest
urgency by explaining to the staff why the implementation is necessary. Leadership needs to help the employees understand how the company benefits from the new implementation, but it also needs to get the organization to see the setbacks of not making a change.
Monitoring
Strategic implementation within a company is not an exact process. It is a dynamic procedure that needs to be monitored by management and altered to meet implementation goals. It is the responsibility of leadership to put a monitoring system in place, analyze the data that is being generated during the implementation and make any necessary changes to make the implementation more efficient.
Next Step
Implementing a corporate strategy or change is often done in phases. The company leadership needs to be able to identify when each phase of a strategic implementation is complete and be ready to transition the company to the next phase. For example, if the company is bringing in a new software program for customer management, then the first phase of the program may be to implement it in the sales department. Management needs to identify when the proper alterations to the software have been made that will allow it to be implemented in other parts of the company.
2. What is the difference between a strategic vision and a mission statement
Comparison chart
Mission Statement Vision Statement About A Mission statement talks about
HOW you will get to where you want to be. Defines the purpose and primary objectives related to your customer needs and team values.
Answer It answers the question, “What do we do? What makes us different?”
It answers the question, “Where do we aim to be?”
Time A mission statement talks about the present leading to its future.
A vision statement talks about your future.
Function It lists the broad goals for which the organization is formed. Its prime function is internal; to define the key measure or measures of the organization's success and its prime audience is the leadership, team and stockholders.
It lists where you see yourself some years from now. It inspires you to give your best. It shapes might feel tempted to change your vision. However, mission or vision statements explain your organization's foundation, so change should be kept to a benefit? In other words, Why we do what we do? What, For Whom and Why?
Where do we want to be going forward? When do we want to reach that stage? How do we want to do it? organization's primary "clients" (stakeholders)? What are the expression; realistic aspirations, achievable; alignment with organizational values and culture.
1. How sosial media affected the way crisis are managed in our society today Social media allows consumer opinions to spread far and wide quickly. Word of mouth and social search are two powerful reasons to manage your social media reputation.
Word of mouth
Imagine you’re a restaurant owner, and you recognize a customer walking into your establishment as someone who has a wide influence in your community, such as a newspaper writer. You would want him to have the best experience possible so if he chooses to write about your restaurant, those who read the review would be impressed and possibly come in to have a wonderful experience as well.
Social search
Google’s recent implementation of social media in their search results brings real-time conversation to the front page. Twitter users in particular are fond of hashtags, and just
adding a hashtag in front of a search for a name brand can reveal what is currently being talked about in relation to that brand. Take Toyota for instance. Adding the hashtag in front of the name reveals the following in the first page of search results.
2. How important to an organization is internal ( employee ) communication during a crisis
