Gender and Leadership MCQs

Gender and Leadership MCQs

Our experts have gathered these Gender and Leadership MCQs through research, and we hope that you will be able to see how much knowledge base you have for the subject of Gender and Leadership by answering these # multiple-choice questions.
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1: The invisible barrier preventing women from ascending into elite leadership positions (Horwitz & Schellhardt , ________)

A.   1985

B.   1987

C.   1982

D.   1986

2: A metaphor for the numerous barriers preventing women from ascending into leadership positions, meant to give an impression of a journey riddled with challenges all along the way (Eagly & Carli, _____)

A.   2007

B.   2008

C.   2010

D.   2011

3: The idea that when women are promoted to leadership positions, they are more likely than men to be appointed to precarious leadership situations associated with greater risk and criticism (Ryan et al., ______)

A.   2011

B.   2005

C.   2012

D.   2013

4: What is the concept of gender and leadership?

A.   The study of leadership styles based on gender preferences

B.   The examination of the relationship between gender and leadership roles and behaviors

C.   The promotion of gender equality in leadership positions

D.   The analysis of gender-based stereotypes in leadership contexts

5: What does research generally indicate about gender differences in leadership styles?

A.   Women tend to exhibit more autocratic leadership styles than men

B.   Men are more likely to demonstrate transformational leadership behaviors

C.   There are more similarities than differences in leadership styles between men and women

D.   Women are more task-oriented, while men are more relationship-oriented

6: Which term refers to the phenomenon where women face obstacles and biases when advancing into leadership positions?

A.   Leadership gap

B.   Glass ceiling

C.   Gender disparity

D.   Leadership bias

7: What is the "think manager, think male" stereotype?

A.   The belief that men are more capable and competent as leaders than women

B.   The perception that leadership roles are inherently masculine and not suitable for women

C.   The assumption that men are more decisive and assertive as leaders

D.   The belief that women are more nurturing and caring in leadership positions

8: Which leadership style is often associated with stereotypical feminine traits?

A.   Autocratic leadership

B.   Transformational leadership

C.   Democratic leadership

D.   Participative leadership

9: What does research suggest about the relationship between gender diversity and organizational performance?

A.   Gender diversity has no impact on organizational performance

B.   Higher gender diversity is associated with better organizational performance

C.   Lower gender diversity is associated with better organizational performance

D.   The impact of gender diversity on organizational performance is inconclusive

10: What is the concept of the "double bind" for women in leadership positions?

A.   The expectation for women to demonstrate both assertiveness and nurturing qualities

B.   The pressure for women to conform to traditional gender roles

C.   The disadvantage women face due to gender biases in leadership evaluations

D.   The challenge of balancing work and family responsibilities for women leaders

11: Which term refers to the idea that women are more likely to be evaluated on their interpersonal skills rather than their leadership abilities?

A.   Glass cliff

B.   Stereotype threat

C.   Second-generation gender bias

D.   The "double bind"

12: What is the impact of gender diversity in leadership on decision-making processes?

A.   Gender diversity can lead to more innovative and balanced decision-making

B.   Gender diversity can hinder decision-making due to conflicting viewpoints

C.   Gender diversity has no impact on decision-making processes

D.   Gender diversity can lead to slower decision-making processes

13: What is the role of organizations in promoting gender equality in leadership?

A.   Implementing policies and practices that support gender diversity and inclusivity

B.   Providing leadership training exclusively for women

C.   Setting gender-based quotas for leadership positions

D.   Eliminating gender biases in the selection and promotion processes