Team Management Quiz

25 Team Management Quiz Questions and Answers

Team management is an important aspect of a manager’s role. You have to make sure that the team is productive, efficient, and helpful to each other. This quiz is a guide for the manager. It will help them understand the team members better and equip them with better team supervision skills. This blog contains 25 team management quiz questions and answers that will help you understand the importance of team management and some of the factors that will impact the overall performance of the team.

So, let’s get started with important and top team management quiz questions and answers.

The leadership paradox is best stated as the fact that:

a. teams usually need leaders, but the very presence of a leader threatens the autonomy of a team.
b. leaders often know what to do, but are reluctant to share that knowledge with their team.
c. leaders must pay attention to cognition (rationality) and emotion (intuition) when making decisions.
d. leaders often change their mind immediately after having made a decision.

The theory that argues that leadership is largely an inborn characteristic of a person, and is largely inflexible and not easily developed, learned, or acquired is best termed:

a. incremental theory.
b. leadership paradox.
c. entity theory.
d. leader categorization theory.

The trait theory of leadership argues that leadership is largely an inborn characteristic of a person. Which of the following traits is attributed to people who are one of these types of theoretical leaders?

a. Their leadership style encourages team freedom and autonomy.
b. Their command is viewed as decentralized.
c. They have great humility and nobility.
d. They take and are given too little blame for corporate failures.

The research on personality and leadership has found evidence for all of the following EXCEPT:

a. intelligence, and in particular, GMA (General Mental Ability) is linked to career success.
b. narcissistic people are more likely to emerge as leaders in a group, but they are no more skilled than others.
c. there is some indication from cross-sectional data that first-born children may be more intelligent.
d. male leaders engage in more task-oriented behavior; female leaders engage in more relational-oriented behaviors.

There is overwhelming evidence that environmental and situational factors strongly affect leadership. Of the following, which is the best example of one of those situational factors?

a. Positive personality
b. Pragmatism about solutions
c. Seating arrangements
d. Diversity of network contacts

In terms of leadership selection, an investigation of team performance showed that teams with _ leaders performed better on all organizational decision-making tasks than did teams whose leaders were _.

a. quickly selected; slowly selected
b. passive; aggressive
c. randomly selected; systematically selected
d. team-selected; top-management selected

Which of the following behaviors is typical from leaders of a transactional leadership style?

a. Develop employees that are adaptive and proactive in response to change.
b. Have more satisfied subordinates.
c. Reward compliant behavior and punish employees if they fail to complete tasks.
d. Create teams that are characterized by collective openness to experience, agreeableness, extraversion, and greater conscientiousness.

_ leaders allow members of their team more freedom in their work, permit team members to use their own judgment in solving problems, and grant members authority. Conversely, _ leaders typically act as the spokesperson of their group, push for more work and higher production, and determine what should be done and how it should be accomplished.

a. Person-focused; task-oriented
b. Participatory; contingent
c. Transactional; transformational
d. Extrinsically-motivated; intrinsically-motivated

Transformational leadership is based on a leader’s__________; transactional leadership is based on a leader’s __.

a. power to reinforce team members for their successful completion of a task; ability to motivate their teams to work toward goals that go beyond immediate self-interest
b. ability to motivate their teams to work toward goals that go beyond immediate self-interest; power to reinforce team members for their successful completion of a task
c. active engagement with a team through highly visible behaviors; passive engagement with a team via laissez-faire behaviors
d. passive engagement with a team via laissez-faire behaviors; active engagement with a team through highly visible behaviors

Transformational leaders rely on three behaviors to produce change: intellectual stimulation, charisma, and:

a. a commanding presence.
b. individualized consideration.
c. discipline.
d. pragmatism.

What is the main point of difference between autocratic and democratic leadership styles?

a. The mental image of an ideal leader as an implicit benchmark determining a person’s receptivity toward an actual leader.
b. Possession of authority.
c. Emotional connection with team.
d. Task-orientation of team.

The mood contagion model argues that:

a. leaders transmit their own moods to team members, and this affects their behavior.
b. a leader who is experiencing negative affects (emotions) also displays negative behaviors.
c. leaders need to balance negative mood states with positive mood states.
d. leaders and team members are unaware of their own moods, but infer them based upon the behaviors of others.

In regard to intergroup conflict, a group that competes for things like new hires or clients with another group is engaged in __ conflict.

a. extremism
b. symbolic
c. team rivalry
d. realistic

Realistic conflict is conflict _; symbolic conflict is conflict _.

a. that occurs in in-groups; that occurs with out-groups
b. that occurs with out-groups; that occurs with in-groups
c. based on scarce resources; based on values and beliefs
d. based on values and beliefs; based on scarce resources

An investigation of the Western Cannon Debate (a dispute concerning the choice of books in introductory civilization and literature courses) found what results?

a. Extremism—people on opposing sides of the debate exaggerated the actual differences.
b. Symbolism—people on opposing sides of the debate were focused on symbols as opposed to scarce resources.
c. Racism—people on opposing sides of the debate held racist attitudes toward the other group.
d. Denial—people on opposing sides of the debate denied the existence of privilege.

All of the following are documented biases that can emerge in intergroup conflict EXCEPT:

a. stereotyping.
b. in-group bias.
c. racism.
d. out-group heterogeneity bias.

All of the following are disadvantages related to biases associated with the categorization process EXCEPT?

a. it lessens the need to consider the out-group member’s point of view.
b. members of out-groups are more extremely evaluated.
c. stereotypes are used to predict people’s behavior.
d. can help groups achieve their goals, protect their interests, and clarify communication needs.

Which of the following terms refers to the effects of in-group bias at a national or regional level?

a. Collective narcissism
b. Implicit group metafavoritism
c. Ethnocentrism
d. Racism

Despite a verbal preference for people who behave in an “egalitarian” way, people actually prefer others in their groups to display in-group bias. This phenomenon is best termed:

a. ethnocentrism.
b. implicit group metafavoritism.
c. collective narcissism.
d. cognitive identity.

Joe was born into a wealthy family who are Catholics. Which of the following characteristics ascribe advantages to Joe in an unearned way?

a. Effort
b. Ability
c. Religion
d. Individual merit

When groups use apology in the face of intergroup conflict, which is the least likely result of that apology?

a. Decreased likelihood of forgiveness
b. Increased anger
c. Increased trust of the out-group
d. Increased desire for retribution

This bias illustrates a pervasive tendency for people to assume much greater homogeneity of opinion, belief, expression and interest among members of an out-group than those of their own group:

a. out-group approach bias.
b. out-group homogeneity bias.
c. discrimination.
d. stereotyping.

Strategies for reducing the negative effects of intergroup conflicts include:

a. categorization.
b. focusing on super-ordinate goals.
c. marginalization.
d. hierarchical reporting relationships.

According to the “contact hypothesis”, for contact to work (be effective), all of the following need to be in place EXCEPT:

a. social and institutional support.
b. acquaintance potential.
c. equal status.
d. within group friendships.

The process of exchange, termed “perspective giving and perspective taking”, is one in which a party is asked to write about their difficulties with a situation, and a second party is told to accurately summarize the statement of the first party. Each of the following statements is related to this type of exchange EXCEPT:

a. a team’s exposure to information related to an out-group’s heterogeneity in terms of their positive and negative characteristics reduces prejudices.
b. trying to be empathetic when interacting with an out-group member has positive effects when the out-group member discloses hardships and expresses a need for support.
c. trying to be empathetic when interacting with an out-group member who is not expressing a call for help can back-fire and result in negative perceptions.
d. a team’s exclusive exposure to an out-group’s positive characteristics is the most effective means to reduce in-group prejudices.


  1. a
  2. c
  3. d
  4. d
  5. c
  6. c
  7. c
  8. a
  9. b
  10. b
  11. b
  12. a
  13. d
  14. c
  15. a
  16. d
  17. d
  18. c
  19. b
  20. c
  21. c
  22. b
  23. b
  24. d
  25. d