What would you do? Choose the BEST option.
You meet with the employee and explain that her negative behaviour is affecting not only her performance but that of the entire office. You express a sincere desire to help her during her rough patch on condition that she cooperate with you and improve her attitude.
You feel that since she is a very popular employee it is crucial that she be replaced temporarily or else office performance will suffer. You assign her to back office tasks for the time being and promise her that once her performance improves, you will re-instate her in her former position.
You call a staff meeting to talk about the negative atmosphere in the office. You single out the problematic employee and discuss her contribution to this atmosphere in the hope that her behaviour will improve.
You decide to let it blow over. She has been a consistently good employee until recently and you feel you need to "cut her some slack". Part of your job is to be sensitive to your employees' needs when necessary.
Correct answer is A
No explanation has been provided for this answer.
What would you do? Choose the BEST option.
You do not accept the decision and send the training manager a furious e- mail demanding that she re-open the course for your employees as their performance is hindered by the delay in their training. You make sure to cc the executive director.
Since relations between you and the training manager are already strained, you decide to let the subject go this time and wait a few months until the next course opens.
You contact the manager of the other department, whose workers were selected for training instead of your employees. You try to convince him to let one of your employees take the course instead of one of his.
You talk to the training manager and try to understand the reasons for her decision. You explain the necessity of training for your department's performance and try to persuade her to let at least one of your employees attend the course.
Correct answer is D
No explanation has been provided for this answer.
What would you do? Choose the BEST option.
You explain your personal situation to the director and apologise for the decline in the performance of your team. You ask to take a few days off to recuperate.
You make a decision to put aside your personal situation and consult other sales directors regarding their ways of coping with a volatile market. You devote yourself entirely to your work.
You update the director on the changes in the market and explain that there is nothing that can be done at the moment to improve sales.
You scold your team members for their poor performance and set new, more attainable sales targets in line with the changes in the market.
Correct answer is B
No explanation has been provided for this answer.
What would you do? RANK ORDER all responses (1=most effective to
4=least effective).
A. Since this course is likely to result in the relocation of the deputy manager, you approve her participation in the course.
B. You contact your director immediately and ask that she be relocated to a different position, more suited to her capabilities.
C. You veto her participation in the course and discuss it with her. You express your concerns and you try to work out your differences. You update your director.
D. You approve her participation in the course since it was offered by the director. However, you voice your concerns to the director.
C → D → B → A
D → A → B → C
A → D → B → D
B → D → C → A
Correct answer is A
No explanation has been provided for this answer.
What would you do? Choose the BEST option.
You decide not to respond to the critics in order to avoid unnecessary conflict.
You reprimand the employee for going over your head to the director and work to promote your idea with even more enthusiasm.
You meet the employee for a talk and explain that bypassing your authority is unacceptable.
Employees' trust in their manager is important so you decide to implement only some of the changes to keep the employees satisfied.
Correct answer is C
No explanation has been provided for this answer.
What would be the most effective reaction to this situation?
Remind your team of the problems and the clear need to meet every deadline.
Communicate to your team that you are resolving the problems personally.
Stay positive - and ask your immediate superior for additional resources.
Meet with the team to tell them what you believe is causing the problems.
Correct answer is C
The MOST effective option is (C). This is because missing deadlines is a major problem which needs to be escalated to your manager. You need to know where they stand on this issue.
(A) is in fact the LEAST effective option since it only pays lip service - without taking any direct actions to address the growing problem.
Answer option (B) is slightly better than the LEAST effective option (A). You are indeed resolving the issue personally and reminding the team that this leadership responsibility falls within your managerial responsibilities.
Answer option (D) starts with the good idea of holding a team meeting. The aim here needs to be keeping the team on board and asking for their thoughts/opinions on what's causing the issues. Telling them can easily be misinterpreted as blaming them. In which case they will be less likely to help you with the problem resolution.
What would be the most effective reaction to this situation?
You decide to leave the meeting explaining you have urgent work to do asap.
Gently wrap up the session, then hold a presentation review later that day.
Wrap-up the session by secretly messaging the whole team to ask questions now.
It's the presenter's responsibility to manage time, so this is not your responsibility.
Correct answer is B
(B) is the MOST effective solution, demonstrating collaborative decision-making in seeking a resolution. Plus taking the initiative to address the timing issue. Thirdly, it's your managerial responsibility to offer balanced feedback.
The LEAST effective solution is (A) which does not address the over-running presentation or that your team members are being similarly inconvenienced.
Whilst (C) is a 'positive' response to assume leadership of the issue; it also hands responsibility to your team. It sends a strong message to the presenter but this could have been in a more openly professional - and less secretive - manner. Also, the question session will itself take even more time (away from the team's other work).
Similarly (D) avoids taking responsibility for resolving the issue. Always look for an overall solution, which this isn't!
What would be the most effective reaction to this situation?
Let your intern find out what happens when a client receives a sub-standard report.
Forward the draft report to other analysts in your department for their own comments.
Ask your own manager what would have happened if you hadn't checked this report.
Email your collated amends to the intern; offering to explain each one in further detail.
Correct answer is D
The MOST effective response, (D), offers your own time to improve the report. This goes beyond your day-to-day job responsibility of managing the intern's work. Unfortunately for you, on this one report, you do need to put even more time and effort than you'd be expected to.
The LEAST effective response is (A) since you already know the client will not be happy with the draft report as it stands. Your attitude could easily backfire and may result in a client complaint to your manager.
Answer response (B) is an expedient option. You pass over your day-to-day intern responsibility to the rest of the team. This also introduces further delay in the report's delivery to your client.
Answer option (C) may or may not earn you some kudos with your manager. Still, it deliberately makes your intern look bad in your manager's eyes.
What would be the most effective reaction to this situation?
Tell the new nurse to stop distracting everyone from alternative solutions.
Ask why your more experienced team members are not offering their own solutions.
Firmly suggest to your new colleague that it's fairer to let everyone contribute.
Assuming the others agree with you; state what you think is happening here.
Correct answer is C
The MOST effective answer is (C) since it is the most conciliatory. It addresses the need to firstly 'quieten down' the new team member. Whilst also providing your rationale for doing so, and thirdly encouraging a collaborative approach.
(D) is the LEAST effective response which could easily backfire. You don't know how the rest of your busy team will react. Also, 'telling off' your new colleague could discourage them from contributing at future meetings.
OK, so option (A) shows that this type of behaviour is not acceptable in your team. Still, such an aggressive approach in front of your team is ill-advised. Option (B) certainly sounds like it is encouraging the team to manage the issue themselves. However, this is still not an assertive approach that dictates what you would like the team to do.
Answer option (B) appears to blame the more experienced team members for not speaking up. You're the leader so it is your responsibility to exert authority and ensure that the meeting produces the most collaborative and effective solutions.
What would be the most effective reaction to this situation?
Use 1-on-1's to discuss effective targets and to jointly agreeing new ones.
Scrap the objective setting idea since it clearly doesn’t work.
Mail the team an urgent request to work more closely together.
Organise a team meeting to discuss attitudes and lack of effort being shown.
Correct answer is A
(A) is the MOST effective answer since it addresses both the key issues: investigating how to set more effective objectives ; whilst getting buy in to this week's targets from the start.
Answer option (C) does recognise the need for improved collaboration, although this is quite a weak solution. More importantly, it has to be the LEAST effective solution since it does not address the other key need to work more effectively (towards the set objectives).
Consider answer option (B) to be an in-between solution. Whilst the problematic objective settiong process is dealt with, removing it is an over-simplified, knee-jerk reaction.
Option (D) isn't the best or the worst option. Yes, a team meeting would be a good starting point for discussing the underlying performance and collaboration issues. However, your agenda is already assuming these are caused by a lack of effort.
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