Question 1

In the context of team-building interventions,highly effective facilitators help the participants make the links back to team dynamics that occur on the manufacturing floor or in the boardroom.

Accepted Answer

Highly effective facilitators in team-building interventions help the participants understand the connection between the activities and exercises in the session and the team dynamics that occur in the workplace.

Question 2

Organizational goals are most likely to be achieved if there is commitment at both the top and the bottom of the organization.

Accepted Answer

Commitment from both upper management and frontline employees fosters a shared understanding of goals and increases the likelihood of successful goal attainment.

Question 3

When providing evaluative feedback,it is inappropriate and ineffective to compare a subordinate's behavior with the behavior of peers or co-workers.

Accepted Answer

False

Question 4

The context component of the Rocket Model is concerned with setting a common direction for a team.

Accepted Answer

The answer of The context component of the Rocket Model...

Question 5

To maximize the impact of feedback,people should provide feedback to large groups instead of specific individuals.

Accepted Answer

Providing feedback to specific individuals allows for personalized and targeted improvement, whereas feedback provided to large groups can be too general and not address the specific needs of each individual.

Question 6

Leaders often avoid delegation when a task is a desirable one that could generate power or prestige.

Accepted Answer

Leaders may avoid delegation of desirable tasks as they can give them a sense of control, power or prestige.

Question 7

Some supervisors hesitate to use positive feedback because they believe subordinates may see it as politically manipulative,ingratiating,or insincere.

Accepted Answer

This is a common fear among supervisors, but withholding positive feedback can actually have negative impacts on employee morale and motivation. It is important for supervisors to provide genuine praise and recognition for their employees' good work.

Question 8

The morale component of the Rocket Model is the most difficult component to observe and evaluate.

Accepted Answer

The answer of The morale component of the Rocket Model...

Question 9

In the context of the Rocket Model,teams with low levels of buy-in have team members who believe in what the team is trying to accomplish and will enthusiastically put forth the effort needed to complete their assigned tasks and make the team successful.

Accepted Answer

The statement describes teams with high levels of buy-in, not low levels. Teams with low levels of buy-in have team members who lack enthusiasm and may not fully believe in the team's goals or efforts.

Question 10

Forging a partnership is the first step in informal coaching.

Accepted Answer

Forging a partnership between the coach and coachee is essential in informal coaching. It helps establish trust and a collaborative approach towards achieving goals.

Question 11

According to Peterson and Hicks,good coaches orchestrate rather than dictate development.

Accepted Answer

Peterson and Hicks believe that good coaches should guide and support their athletes in their development rather than imposing their own plans and ideas on them. This involves creating an environment where athletes feel empowered to take ownership of their own progress and work towards their goals with guidance and feedback from the coach.

Question 12

In the context of effective delegation,the first step leaders should take when deciding what to delegate is to identify all their present activities.

Accepted Answer

This is true as the first step in effective delegation is to identify all the tasks and responsibilities that the leader is currently handling.

Question 13

General goals work better than specific goals because they often provide enough information regarding which behaviors are to be changed or when a clear end state has been attained.

Accepted Answer

This statement is actually the opposite of what is true. Specific goals are more effective than general goals because they provide clear and measurable guidance on the desired behavior change and end state. General goals, on the other hand, can be vague and lack clarity on what exactly needs to be done to achieve them.

Question 14

According to the Rocket Model,after team norms and buy-in issues have been addressed,leaders should work with team members to sort out mission and talent issues.

Accepted Answer

The answer of According to the Rocket Model,after team norms...

Question 15

Giving constructive feedback involves sharing information or perceptions with another about the nature,quality,or impact of that person's behavior.

Accepted Answer

Giving constructive feedback involves providing specific and actionable information or perceptions to help someone improve or continue a positive behavior. It is a valuable communication skill that can help individuals grow and develop in their personal and professional lives.

Question 16

Subordinates can usually tell whether or not they are doing a good job even without feedback.

Accepted Answer

While some subordinates may have a good sense of how well they are performing, feedback is still important to provide guidance, acknowledge achievements, and identify areas for improvement. Without feedback, subordinates may feel unsure about their performance and may not have the opportunity to grow and develop their skills.

Question 17

Research shows that followers are significantly happier when their leaders frequently delegate tasks.

Accepted Answer

The answer of Research shows that followers are significantly happier...

Question 18

The Rocket Model of Team Effectiveness tells leaders what steps to take and when to take them when building new teams.

Accepted Answer

The Rocket Model of Team Effectiveness is a framework that helps leaders understand the stages of team development and the actions needed to move their team towards high performance. It provides guidance on what steps to take and when to take them when building new teams.

Question 19

An issue related to impressions and evaluative feedback concerns the distinction between job-related feedback and more personal or discretionary feedback.

Accepted Answer

Job-related feedback focuses on performance and accomplishment of specific job tasks or duties, while personal or discretionary feedback focuses on individual traits and characteristics such as personality, attitude, and appearance. It is important for managers to differentiate between the two and provide constructive feedback that is relevant and job-related.

Question 20

Setting easy goals rarely leads to high levels of performance.

Accepted Answer

This is true. Setting easy goals may provide a sense of accomplishment initially, but it does not challenge individuals to stretch themselves and push their limits, ultimately leading to mediocre performance. Higher levels of performance are often achieved when individuals set more challenging goals and work harder to achieve them.

Quiz 12: Skills for Developing Others