MNG 3702 TOPIC 2 EXAM WITH CORRECT ANSWERS AND VERIFIED QUESTIONS GRADED A+
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Course
MNG 3702
Institution
MNG 3702
MNG 3702 TOPIC 2 EXAM
WITH CORRECT ANSWERS AND
VERIFIED QUESTIONS GRADED A+
Discuss the reasons why leadership is an important driver of strategy implementation. (5) - ANS-The role
of leadership in strategy implementation.
1. Leadership drives strategic change.
2. Strategies cannot be imp...
MNG 3702 TOPIC 2 EXAM 2024-2025
WITH CORRECT ANSWERS AND
VERIFIED QUESTIONS GRADED A+
Discuss the reasons why leadership is an important driver of strategy implementation. (5) - ANS-The role
of leadership in strategy implementation.
1. Leadership drives strategic change.
2. Strategies cannot be implemented in isolation. Someone needs to lead and coordinate this process.
Leadership is about influencing people so that they perform required tasks and activities.
Effective leaders typically have high levels of emotional intelligence (trait theory/ term social intelligence
is also used)
Leadership is very important for successful implementation. Strategic leadership is the ability to
anticipate, envision, maintain flexibility, and to empower others to create strategic change necessary.
Leadership is necessary to ensure commitment among internal and external stakeholders to implement
strategies.
2 Discuss the attributes of emotional intelligence. (10) - ANS-1. Self Awareness. The leader is aware of
his/her strengths and weaknesses. They are realistic about their strengths and not over critical about
their weaknesses.
2. Self Regulation. This attribute refers to the extent to which a leader controls their emotions and not
allowing their emotions to control their decisions and actions.
3. Motivation. The drive that a leader has to achieve their predetermined goals. They enjoy learning and
will work hard to overcome challenges that would block the achievement of their goals.
4. Empathy. The extent to which a leader is considerate of the employee's feelings when making
decisions. The leader also takes into account social and cultural differences of the employees.
, 5. Social skills. Is about being able to communicate and work with individuals from different walks of life
and being able to motivate them to work towards achieving the predetermined goals.
3 Discuss the responsibilities of a strategic leader. (6) - ANS-Leaders are not only a driving force behind
the strategy implementation initiative but they also need to perform certain tasks and take
responsibility for the performance of activities such as:
1. Communicating the vision and strategic direction to all the employees and other stakeholders of the
organisation.
2. Developing an appropriate vision or strategic direction for the organisation in which as many
stakeholders as possible have participated.
3. Designing appropriate reward systems and organisational structures together with top management.
4. Developing and maintaining an effective organisational culture.
5. Ensuring with managers that the organisation continually incorporates good corporate governance
principles into its strategies and operations.
6. Inspiring and motivating employees to achieve the strategic goals of the organisation.
4 Explain why different strategies require different leadership styles. (5) - ANS-In order to ensure a
continuous tight fit between strategy and leadership, a change in strategy also necessitates a change in
leadership. The position of the organisation, its life cycle and its leadership style is correlated.
· With a growth strategy, the leader pays attention to managing relationships, inspiring people and
communicating
the goals and strategies.
· With corporate combination strategies, the leader integrate different cultures and value systems and
identify
synergies and combine people and task sills.
· With decline strategies, leaders are task oriented and focus on reducing assets and costs with
autocratic style.
· A start-up / embryonic phase of organisation require a risk taker as a leader by incorporating large
salaries and
equity into the reward system.
· A rapid growth / directive phase requires a caretaker that builds on strengths and creates gradual
change with long term commitment by incorporating a salary plus large bonuses for growth targets, plus
equity for key people as the reward system.
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