1) What are team dynamics? a) Management techniques used to define team objectives. b) Behaviours that teams adopt when instructed by a manager. c) Training method that help to build effective team working. d) Invisible forces that operate between different people in a team. 2) What should a manager do to maximise an employee's performance within the team? a) Set objectives for the employee without involving them. b) Match employee's skills with tasks. c) Produce report for senior managers. d) Provide support only during 1:1 meetings. 3) Which of the following options shows a stage in the Maslow's Hierarchy of Needs? a) Motivation. b) Stability. c) Responsibility d) Esteem 4) A manager has identified that two team members are dissatisfied with their jobs. According to Herzberg's Two-Factor Theory, which of the following should be investigated to improve their satisfaction? a) The promotion opportunities available b) How achievements are recognised. c) The current working conitions. d) How challenging the work is 5) A team has reached a point where individual working styles are starting to conflict and cause problems. According to Bruce Tuckman, what is this stage of team formation called? a) Performing. b) Storming. c) Norming. d) Forming. 6) A team of 6 people has been established for a new project and 2 members are already good friends. What potential problems might this cause in the team's dynamics? a) Other team members may feel excluded from the friendship, so the team divides into two. b) The strongest personalities in the group could start to dominate quieter members. c) The individuals who are friends would expect to become friends with everyone else. d) The manager is likely to delegate to the friends because they work together well. 7) Leaders may choose to use a democratic leadership style with their teams. What weaknesses does this style have? a) Team members do not have the chance to share their ideas with each other. b) It leads to lower staff morale, engagement and staff leaving the organisation. c) Team members have less opportunity to learn for themselves. d) Things can potentially take longer, as everyone shares their opinions 8) A manager has been allocated a team of graduate employees that require a high level of supervision. What leadership style would be most effective? a) Paternalistic b) Laissez-faire. c) Authoritarian. d) Democratic. 9) Which internal factor cannot influence organisational culture? a) Economic environment. b) Organisational stucture. c) Company values d) Leadership role models. 10) A company is making significant technological changes by introducing a ang of new systems. How is this change most likely to affect organisational culture? a) Positively, all employees embrace the changes. b) Negatively, all employees are happy with the current systems. c) Positively and negatively, as employees have mixed reactions. d) No change, as the culture has already been established. 11) Which is a characteristic of an effective human resource management system? a) Interprets how all employees are performing. b) Produces reliable data about employees. c) Makes recommendations for redundancies. d) Reviews salaries and makes adjustments. 12) What are the 4 stages of the GROW coaching model? a) Goals, Reality, Options, Way foward. b) Goals, Responses, Opportunities, Will. c) Gestures, Reactions, Options, Wish. d) Grounds, Reality, Objectives, Where. 13) Which one is not a benefit of coaching in the workplace? a) It improves an individual's performance. b) It develops openness to personal learning. c) It improves motivation and engagement. d) It prevents conflict within the team. 14) When should a manager not use coaching to develop a team member? a) When they are new to the role and have to learn new tasks. b) When a team member has personal issues. c) When learning needs are identified during a review. d) When a team member is struggling to learn a new system. 15) A team member has completed a learning styles questionnaire. How can their identified learning reference benefit coaching? a) The team member can change their learning prefernce. b) The team member can share their learning with others. c) It can help identify the best coaching approach for the individual. d) It can ensure that the team member's role is interesting. 16) What should an organisation do to meet the requirements of the Equality Act 2010 a) Make reasonable adjustments for a disabled employee b) Ensure that all employees have a right to equal pay for equal work. c) Create personal training and development plans d) Develop guidelines for equality and diversity policies. 17) Which of the following statements reflect the purpose of an agenda when planning a meeting? a) Records the attendance of the meeting b) Informs attendees of the data and content of the meeting. c) Identifies individuals responsible for taking the actions d) Records the official actions/ decisions of the meeting. 18) A manager plans to identify a customer's needs and wants. Which is not a suitable communication approach? a) Present solutions based on other similar customers b) Ask questions to get more information and clarify. c) Paraphrase at key points to confirm understanding. d) Listen to gain understanding of the customer's perspective. 19) Which of the following negotiation styles represents a win/win situation? a) Collaborating. b) Competing c) Avoiding d) Accommodating. 20) Which of the following is not an added benefit of an emotionally intelligent team? a) Better working relationships b) Conflict situations do not arise. c) Improved leadership capabilities. d) Settle disputes well.

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