The invisible bar that separates women and minorities from top leadership jobs is called: (Points: 5) ethnocentrism.

1. The U.S. workforce is changing to include all EXCEPT: (Points: 5)
more women.
more white males.
more people of color.
more immigrants.

2. The invisible bar that separates women and minorities from top leadership jobs is called: (Points: 5)
the glass ceiling.
uncertainty avoidance.

3. In Stage 1 of personal diversity awareness: (Points: 5)
diversity is inherent in the culture, and the organization is gender- and color-blind.
legal requirements are met, but diversity is viewed as a problem.
top-level leaders are committed to diversity.
diversity is viewed as a competitive weapon.

4. The diversity wheel shows: (Points: 5)
combinations of traits that make up diversity.
a diverse organizational community.
Both A and D
differences that have an impact throughout one’s life.

5. Diversity refers to differences among people in terms of all of the following EXCEPT: (Points: 5)
technological skills.
physical ability.

6. Diversity does all EXCEPT: (Points: 5)
help the organization build better relationships with customers.
develop employee and organizational potential.
perpetuate the glass ceiling.
provide greater organizational flexibility.

7. In some cases, people fail to advance to higher levels in organizations because they don’t have the necessary education and skills. This is termed the: (Points: 5)
opportunity gap.
leadership grid.
substitutes for leadership.

8. High power distance means: (Points: 5)
that people accept inequality in power in institutions, organizations, and individuals.
that members of a society feel uncomfortable with uncertainty and ambiguity.
value for a loosely knit social framework in which individuals take care of themselves.
values of relationships, cooperation, and group decision making.

9. Interactive leaders tend to be: (Points: 5)
consensus builders.
reluctant to share power.

10. In an organization, an ethical action must meet the following criteria: (Points: 5)
The action respects the rights of individuals and groups.
The action increases shareholder wealth.
The action serves the interest of the CEO.
The action promotes the self-interest of the employees.

11. The responses to the use of power include all EXCEPT: (Points: 5)

12. Political tactics for asserting influence include all EXCEPT: (Points: 5)
expanding networks.
using assertiveness.
seeking arbitration.
using rational persuasion.

13. A charismatic leader does NOT: (Points: 5)
create an atmosphere of change.
maintain the status quo.
offer an idealized vision.
incur great personal risk.

14. The Black Hat of Charisma refers to: (Points: 5)
charisma that is used for self-serving purposes.
socialized behavior.
leadership that maintains the status quo.
referent power.

15. Transactional leadership includes all EXCEPT: (Points: 5)
an exchange process between leaders and followers.
a focus on the present.
the ability to lead changes in an organization’s vision.
traditional management functions such as planning and budgeting.

16. Transformational leadership does NOT: (Points: 5)
inspire followers to go beyond their own self-interests.
focus on the impersonal aspects of job performance.
paint a picture of a desired future state.
develop leaders into followers.

17. If Paul, a salesman, does not perform as well as expected, his supervisor can put a negative letter in his file. This is an example of: (Points: 5)
referent power.
expert power.
coercive power.
legitimate power.

18. When workers admire a supervisor because of her personal characteristics, the influence is based on: (Points: 5)
legitimate power.
reward power.
expert power.
referent power.

19. Personalized leaders are all of the following EXCEPT: (Points: 5)

20. Example: Wal-Mart stops selling point-of-sales research to market researchers, who need purchase information. Wal-Mart uses its position to demand more money. This is the principle of: (Points: 5)
legitimate power.
vertical power.