Chapter 3: Engaging Strengths Test Bank

Multiple Choice

1. Strengths are ______.

a. the characteristic we demonstrate when performing our best

b. the ability to consistently demonstrate exceptional work

c. a pre-existing capacity
d. all of these
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Strengths-Base Leadership Explained Difficulty
Level: Easy
AACSB Standard: Group and individual behaviors

2. The two research developments that contributed to the studying

of strengths-based leadership are ______.
a. Gallup Organization’s study on what is right with people, and the emerging
field of positive psychology

b. Gallup Organization’s study on what is right with people, and the field of depth
psychology
c. the GLOBE study and the emerging field of positive psychology
d. none of these

Ans: A
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Historical Background
Difficulty Level: Hard
AACSB Standard: Leading in organizational situations

3. The positive psychology movement was initiated by ______.

a. Don Clifton
b. Martin Seligman
c. Tom Rath

d. Barry Conchie
Ans: B
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Positive Psychology
Difficulty Level: Medium
AACSB Standard: Leading in organizational situations
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Instructor Resource Northouse, Introduction to Leadership, 4e SAGE Publishing, 2018

4. How many talent themes did Gallup recognize in their

StrengthsFinder Profile?

a. 30
b. 32
c. 34

d. 40
Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Gallup and the StrengthsFinder Profile Difficulty
Level: Medium
AACSB Standard: Leading in organizational context

5. The equation for developing a strength is ________.

a. knowledge X skill
b. skill X investment
c. skill X talent

d. talent X investment
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension
Answer Location: Gallup and the StrengthsFinder Profile Difficulty
Level: Medium
AACSB Standard: Group and individual behaviors

6. A manager who has particular talents in team building,

welcoming new people into the group, supporting direct reports, and
keeping and spreading a positive attitude might have developed
strengths in which of the domains of leadership strengths?
a. influencing
b. relationship building
c. executing
d. strategic thinking
Ans: B
Learning Objective: 3-2: Describe how to practice strengths-based
leadership
Cognitive Domain: Application
Answer Location: Gallup and the StrengthsFinder Profile
Difficulty Level: Hard
AACSB Standard: Group and individual behaviors

7. An employee who is always completing tasks before deadlines

and is a dedicated hard worker might have developed strengths in
which of the domains of leadership strengths?
a. executing

b. influencing
c. relationship building

d. strategic thinking

Ans: A

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Instructor Resource Northouse, Introduction to Leadership, 4e SAGE Publishing, 2018

Learning Objective: 3-1: Explain strengths-based leadership | 3-2:

Describe how to practice strengths-based leadership
Cognitive Domain: Application
Answer Location: Gallup and the StrengthsFinder Profile

Difficulty Level: Hard

AACSB Standard: Group and individual behaviors

8. A colleague makes time each day to plan and map out what
needs to be accomplished, and weekly looks at “the big picture”
might have developed strengths in which of the domains of
leadership strengths?
a. executing
b. influencing
c. relationship building
d. strategic thinking
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership | 3-2:
Describe how to practice strengths-based leadership
Cognitive Domain: Application
Answer Location: Gallup and the StrengthsFinder Profile
Difficulty Level: Hard
AACSB Standard: Group and individual behaviors

9. In the American culture, expressing positive self-attributions is

often seen as ______.

a. normal
b. unique
c. impressive

d. boastful
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Introduction
Difficulty Level: Easy
AACSB Standard: Group and individual behaviors

10. ______ can be defined as the scientific study of what makes life
worth living.

a. Behavioral psychology
b. Positive psychology
c. Strengths-based leadership

d. Normative leadership
Ans: B
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Positive Psychology
Difficulty Level: Easy
AACSB Standard: Leading in organizational situations

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Instructor Resource Northouse, Introduction to Leadership, 4e SAGE Publishing, 2018

11. Which of the following is NOT a VIA classification of strength?

a. courage
b. humanity
c. self-assurance

d. justice
Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Table 3.3: VIA Classification of Character
Strengths Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

12. Which of the following is not one of the three central elements of CAPP’s strengths
perspective?
a. meaning
b. performance

c. energy
d. use
Ans: A
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge

Answer Location: Centre of Applied Positive Psychology and the R2

Strengths Profiler Assessment
Difficulty Level: Easy
AACSB Standard: Leading in organizational situations

13. Which of the following is not one of the quadrants of CAPP

Strengths?

a. realized strengths
b. unrealized strengths
c. learned behaviors

d. innate behaviors
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Centre of Applied Positive Psychology and the R2
Strengths Profiler Assessment
Difficulty Level: Medium
AACSB Standard: Leading in organizational situations

14. An employee of yours consistently offers excellent analysis and

is able to quote facts and figures from memory during meetings; and
they enjoy this aspect of their work. For this employee, analytical
thinking might be considered a ______ in CAPP Strengths.

a. weakness
b. learned behavior

c. realized strength

d. unrealized strength
Ans: C
Learning Objective: 3-1: Explain strengths-based leadership | 3-2:
Describe how to practice strengths-based leadership
Cognitive Domain: Application
Answer Location: Realized Strengths
Difficulty Level: Hard
AACSB Standard: Interpersonal relations and teamwork

15. Unrealized strengths are personal attributes that are ______.

a. less visible
b. representative of our strongest assets
c. learned throughout our life experience

d. limiting attributes
Ans: A
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Unrealized Strengths
Difficulty Level: Easy
AACSB Standard: Group and individual behaviors

16. Realized strengths are personal attributes that represent ______.

a. our strongest assets

b. less visible
c. learned throughout our life experience

d. limiting attributes
Ans: A
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Realized Strengths
Difficulty Level: Easy
AACSB Standard: Group and individual behaviors

17. Learned behaviors represent those ingrained things ______.

a. that are our strongest assets

b. that are less visible
c. we have learned throughout our life experience

d. that are our limiting attributes

Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Learned Behaviors
Difficulty Level: Easy
AACSB Standard: Group and individual behaviors

18. In the CAPP Strengths model, weaknesses are ______.

a. our strongest assets

b. less visible
c. learned throughout our life experience
d. limiting attributes.
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Weaknesses
Difficulty Level: Easy
AACSB Standard: group and individual behaviors

19. The CAPP strengths model suggests that effective people try to
______ weakness.

a. minimize
b. confront
c. improve upon

d. ignore
Ans: A
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension
Answer Location: Weaknesses
Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

20. A key different between the CAPP model and StrengthsFinder &
Via Classification is that CAPP is ______.
a. easy to use and understand
b. based on research

c. widely used with college students

d. prescriptive and pragmatic
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension

Answer Location: Weaknesses

Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

21. The four domains of leadership strengths are executing,

influencing, relationship building, and ______.
a. communication
b. controlling

c. strategic thinking
d. empathy
Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge

Answer Location: Gallup and the StrengthsFinder Profile

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Difficulty Level: Easy

AACSB Standard: Leading in organizational situations
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22. An employee seems to have lost motivation, energy, and drive

for their work. From the perspective of the CAPP model, this person
is likely expressing ______.
a. weaknesses
b. realized strengths
c. learned behaviors
d. weaknesses and learned behaviors
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership | 3-2:
Describe how to practice strengths-based leadership
Cognitive Domain: Comprehension
Answer Location: Weaknesses
Difficulty Level: Medium
AACSB Standard: Interpersonal relations and teamwork

23. In order to be most effective, a leader should maximize their

______ while minimizing their ______.
a. realized strengths; weaknesses
b. strategic thinking; relationship building

c. unrealized strengths; learned behaviors

d. realized strengths; relationship building
Ans: A
Learning Objective: 3-1: Explain strengths-based leadership
Cognitive Domain: Application

Answer Location: Weaknesses

Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

24. Which of the following is not one of the four steps to incorporate
strengths in your personal and work life?
a. discover your strengths
b. develop your strengths

c. recognize and engage the strengths of others

d. enable others to recognize your strengths
Ans: D
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application

Answer Location: Strengths-Based Leadership in Practice Difficulty

Level: Medium
AACSB Standard: Group and individual behaviors

25. According to Gardner, extraordinary individuals are

“distinguished less by their impressive raw power than by their
ability to identify their ______ and exploit them.” a. follower’s weaknesses
b. opponent’s weaknesses

c. strengths
d. organizational capacity

Ans: C
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Learning Objective: 3-2: Describe how to practice strengths-based

leadership

Cognitive Domain: Comprehension

Answer Location: Discovering Your Strengths Difficulty Level: Easy
AACSB Standard: Group and individual behaviors

26. You notice a coworker journaling after a work presentation that

went well for them. They have been engaged and motivated through
this project and they say they want to think more about their
engagement with work successes. It is possible that the coworker
is in the process of ______.

a. discovering their strengths

b. cherishing the past

c. narcissism
d. all of these

Ans: A
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application
Answer Location: Discovering Your Strengths
Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

27. What is one of the ways to discover your strengths?

a. enroll in college classes

b. engage others in social activity
c. engage in a self-assessment

d. all of these
Ans: C
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension
Answer Location: Discovering Your Strengths
Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

28. A subordinate of yours is unsure about sharing their strengths

with fellow team members. According to the text, you should
encourage them to do because sharing strengths with others ______.
a. lets others know how you can be most useful

b. clarifies unique contributions one can make to the team

c. allows others to know what they can expect from you

d. all of these
Ans: D

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Learning Objective: 3-2: Describe how to practice strengths-based

leadership Cognitive Domain: Comprehension
Answer Location: Developing Your Strengths
Difficulty Level: Medium

AACSB Standard: Interpersonal relations and teamwork

29. Which of the following are ways people choose to reveal their
strengths?

a. posting on social media

b. email signatures
c. listing on Resume

d. all of these
Ans: D
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Knowledge
Answer Location: Developing Your Strengths
Difficulty Level: Easy
AACSB Standard: Leading in organizational situations
30. An employee comes to you and asks to set up a series of
coaching sessions as the two of you share one Strengthsfinder
strength. This employee is seeking to:
a. acknowledge their strength
b. develop their strength

c. ignore their strength

d. acknowledge their strength and develop their strength
Ans: D
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application
Answer Location: Discovering Your Strengths
Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork

31. Warren Buffett is known for all of the following strengths except

a. patience
b. public speaking
c. practicality

d. trustfulness
Ans: B
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Knowledge
Answer Location: Near Figure 3.3: Examples of Ways to Express
Strengths Difficulty Level: Easy
AACSB Standard: Group and individual behaviors

32. Leaders must not only recognize and capitalize on their

strengths, but they must also be able to identify their ______ and
address them.
a. unrealized strengths

b. learned behaviors
c. weaknesses
d. unrealized strengths and learned behaviors
Ans: C
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension
Answer Location: Addressing Your Weaknesses
Difficulty Level: Easy
AACSB Standard: Group and individual behaviors
33. Recognizing the strengths of your followers can lead to ______.

a. higher follower engagement

b. positive group contributions
c. feelings of dissatisfaction

d. higher follower engagement and positive group contributions

Ans: D
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension
Answer Location: Recognizing and Engaging the Strengths of Others
Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

34. What is a common mistake leaders make when it come to their

followers?

a. overlook their strengths

b. do not spend enough time with them
c. do not delegate enough work

d. fail to understand their preference

Ans: A
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application
Answer Location: Recognizing and Engaging the Strengths of Others
Difficulty Level: Hard
AACSB Standard: Interpersonal relations and teamwork

35. According to the text, leaders who want to create a positive

work environment should attend to relationships, communication,
meaning, and ______.
a. energy
b. climate

c. corporate goals
d. project details
Ans: B
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Knowledge

Answer Location: Fostering a Positive Strengths-Based Environment

Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork
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36. Because others’ strengths may not always be directly recognizable or observable
in their situations, it is important to ______.
a. ask them what their strengths are
b. psychoanalyze them

c. have them observe your strengths

d. find opportunities that will allow unseen strengths to emerge
Ans: D
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application
Answer Location: Recognizing and Engaging the Strengths of Others
Difficulty Level: Hard
AACSB Standard: Interpersonal relations and teamwork

37. A leader who is fostering compassion, forgiveness, and gratitude

among followers is seeking to create a ______.
a. positive climate
b. hostile environment

c. cult
d. emotional support system
Ans: A
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension
Answer Location: Fostering a Positive Strengths-Based Environment
Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork

38. A manager who wants employees to share information and ideas

freely should seek to develop ______.
a. unrealized strengths
b. hostile environment

c. positive communication
d. learned behaviors
Ans: C
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application

Answer Location: Fostering a Positive Strengths-Based Environment

Difficulty Level: Medium
AACSB Standard: Interpersonal relations and teamwork

39. What requires you to concentrate on your positive attributes and

those times when you feel most inspirited?
a. developing your strengths
b. implementing change

c. discovering your strengths

d. identifying your weaknesses

Ans: C
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension
Answer Location: Discovering Your Strengths
Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

40. What organization interviewed over 2 million people about their

strengths and what made them good at what they did?
a. Center for Leadership
b. Values in Action Institute

c. The Gallup Organization

d. Centre for Applied Positive Psychology
Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Historical Background
Difficulty Level: Easy
AACSB Standard: Leading in organizational situations

41. A young manager focuses on his subordinates’ weaknesses and uses negative
language during team meetings. As their supervisor, you might
recommend they develop ______.
a. learned behaviors

b. positive relationships
c. team goals
d. group meaning
Ans: B

Learning Objective: 3-2: Describe how to practice strengths-based

leadership Cognitive Domain: Application
Answer Location: Fostering a Positive Strengths-Based Environment
Difficulty Level: Medium

AACSB Standard: Interpersonal relations and teamwork

42. In valuing engaged and productive followers, a leader should

help connect the ______ of their work to their values and impact.
a. meaning
b. vision

c. communication
d. relationships
Ans: A
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension

Answer Location: Fostering a Positive Strengths-Based Environment

Difficulty Level: Hard
AACSB Standard: Interpersonal relations and teamwork

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43. A leader who is competent in making ideas become reality, but

not in working well with a team should identify followers with
strengths in which domain?
a. strategic thinking
b. relationship building

c. executing
d. influencing
Ans: B
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Application
Answer Location: Recognizing and Engaging the Strengths of Others
Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork

44. Your strengths represent the best you have to offer in ______
others.

a. controlling
b. influencing
c. manipulating

d. controlling and manipulating

Ans: B
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension
Answer Location: Developing Your Strengths
Difficulty Level: Hard
AACSB Standard: Interpersonal relations and teamwork

45. Which approach to strengths has the highest number of

strengths?

a. Gallup (Strengths of Competence)

b. VIA (Strengths of Character)
c. CAPP (Strengths Fully Realized)

d. they all contain the same number

Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge
Answer Location: Table 3.4: Approaches to Identifying Strengths
Difficulty Level: Medium
AACSB Standard: Leading in organizational situations

46. In the American culture, expressing positive self-attributes is

often seen as ______.

a. normal
b. unique
c. impressive

d. boastful
Ans: D
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge

Downloaded by Damion Franklyn ([email protected])

Answer Location: Introduction

Difficulty Level: Easy
AACSB Standard: Group and individual behaviors
lOMoARcPSD|29085822

47. A fundamental difference of the strengths perspective is that

they focus on what is ______ with people.
a. right
b. wrong

c. undervalued
d. impressive
Ans: A
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Knowledge

Answer Location: Historical Background

Difficulty Level: Easy
AACSB Standard: Leading in organizational situations

48. Strengthsfinder focuses on strengths in work, while the VIA

classification focuses on strengths of ______.
a. employment
b. character

c. personality
d. demeanor
Ans: B
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension

Answer Location: Values in Action Institute and Inventory of

Strengths Difficulty Level: Medium
AACSB Standard: Leading in organizational situations

49. The Centre of Applied Positive Psychology argues that strengths

are fluid and can emerge through different ______.
a. assessments
b. activities
c. experiences
d. criteria
Ans: C
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension

Answer Location: Centre of Applied Positive Psychology and the R2

Strengths Profiler Assessment
Difficulty Level: Hard
AACSB Standard: Group and individual behaviors

50. How many established theories about the practice of strength-

based leadership exist?

a. 3
b. 5
c. 7
d. no currently established theories exist on this topic

Ans: D

Learning Objective: 3-1: Explain strengths-based leadership.

Cognitive Domain: Comprehension
Answer Location: Summary
Difficulty Level: Medium

AACSB Standard: Leading in organizational situations

True/False

1. A strength is an attribute or quality of an individual that accounts

for successful performance.
Ans: T
Learning Objective: 3-1: Explain strengths-based leadership.

Cognitive Domain: Knowledge

Answer Location: Strengths-Based Leadership Explained Difficulty
Level: Easy
AACSB Standard: Group and individual behaviors

2. Positive psychology is the study of how to get employees to do

what you want them to do.
Ans: F
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension
Answer Location: Positive Psychology
Difficulty Level: Medium
AACSB Standard: Leading in organizational situations

3. Strengths emerge from talents.

Ans: T
Learning Objective: 3-1: Explain strengths-based leadership.
Cognitive Domain: Comprehension
Answer Location: Gallup and the StrengthsFinder Profile Difficulty
Level: Easy
AACSB Standard: Group and individual behaviors

4. The strengths outlined by the StrengthsFinder are more closely

tied to the person’s character whereas the VIA strengths focus more on
the workplace.
Ans: F
Learning Objective: 3-1: Explain strengths-based leadership.

Cognitive Domain: Comprehension

Answer Location: Strengths-Based Leadership Explained Difficulty
Level: Medium
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AACSB Standard: Group and individual behaviors

lOMoARcPSD|29085822

5. Unrealized strengths are those ingrained things we have learned

throughout our life experience.
Ans: F
Learning Objective: 3-1: Explain strengths-based leadership.

Cognitive Domain: Comprehension

Answer Location: Unrealized Strengths | Learned Behaviors
Difficulty Level: Medium
AACSB Standard: Group and individual behaviors

6. Leaders should be able to identify their weaknesses in addition to

recognizing their strengths.
Ans: T
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension

Answer Location: Addressing Your Weaknesses Difficulty Level:

Easy
AACSB Standard: Group and individual behaviors

7. A key aspect of strengths leadership is being able to engage the

strengths of others. Ans: T
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension

Answer Location: Recognizing and Engaging the Strengths of Others

Difficulty Level: Medium
AACSB Standard: Interpersonal relations and teamwork.

8. Leaders need to ascertain followers’ strengths only from what followers

explicitly express to leaders.
Ans: F
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension

Answer Location: Recognizing and Engaging the Strengths in Others

Difficulty Level: Medium
AACSB Standard: Interpersonal relations and teamwork

9. Every one of us has identifiable leadership strengths, areas in

which we excel or thrive.
Ans: T
Learning Objective: 3-1: Explain strengths-based leadership.

Cognitive Domain: Knowledge

Answer Location: Introduction
Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork

Instructor Resource Northouse, Introduction to Leadership, 4e SAGE Publishing, 2018

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Instructor Resource Northouse, Introduction to Leadership, 4e SAGE Publishing, 2018

10. Extraordinary individuals are distinguished less by their ability
to identify their strengths than by their impressive raw power.
Ans: F
Learning Objective: 3-2: Describe how to practice strengths-based
leadership Cognitive Domain: Comprehension

Answer Location: Discovering Your Strengths

Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork