Q&A Hero

Q: Type A behavior is characterized by: a. lacking patience and fighting against time. b. devoting more time to exercise. c. being realistic in estimating the time it takes to complete an assignment. d. worrying less and desiring more satisfaction from work done.

Q: Which of the following major life events would cause the greatest impact on a person's life? a. Retirement b. Death of a spouse c. Trouble with the boss d. Change in responsibilities at work

Q: Stress can do all of the following, EXCEPT: a. contribute to heart disease. b. contribute to accidents. c. contribute to job performance. d. contribute to positive well-being.

Q: The fight-or-flight response: a. no longer occurs in humans in times of danger. b. triggers the relaxation response. c. is the body's chemical reaction to stress. d. occurs only in Type B personalities.

Q: Which of the following is NOT true about stress? a. It releases a flood of hormones. b. It can be damaging to multiple internal organs. c. It is harmful to both body and mind. d. It always hinders performance.

Q: When humans encounter stress, . a. a chemical reaction triggers a fight-or-flight response b. their bodies go into shock and shut down completely c. their minds slow down and gain a sense of control d. they suffer a detached out-of-body experience

Q: Negotiation on the merits is also called: a. principled negotiation. b. interpersonal bargaining. c. distributive negotiation. d. positional bargaining.

Q: The form of negotiation that involves proposing and then giving up a sequence of positions is known as: a. positional bargaining. b. interpersonal bargaining. c. principled negotiation. d. distributive negotiation.

Q: The style of conflict management is appropriate when the parties have reached an impasse due to mutually exclusive goals. a. collaborating b. forcing c. accommodating d. compromising

Q: The approach to conflict management downplays a party's issues and places more importance on the other party's view. a. avoiding b. accommodating c. collaborating d. forcing

Q: Which of the following conflict management styles has an individual demonstrating a high concern for self and others? a. Accommodating b. Collaborating c. Compromising d. Avoiding

Q: is an unassertive, uncooperative style in which an individuals concern for self and others is low. a. Avoiding b. Accommodating c. Forcing d. Compromising

Q: is a conflict management style that is most useful in emergencies, where quick decisions are necessary. a. Forcing b. Compromising c. Collaborating d. Accommodating

Q: can cause dysfunctional conflict. a. A common set of objectives b. Downsizing in an organization c. Abundance of resources d. Unambiguous information

Q: Which of the following is TRUE about conflict? a. It is often disruptive and damaging. b. It can be caused by scarcity of resources. c. It always hinders effective decision making. d. It is not caused by changes in the organization.

Q: Indecision is a common supervisory time waster. a. True b. False

Q: "A" priority activities are those that are routine and relatively unimportant. a. True b. False

Q: One method by which time can be managed more effectively is by setting priorities appropriately. a. True b. False

Q: A time log helps in determining how time is actually being spent. a. True b. False

Q: Time management is the ability to use one's time to get things done when they should be done. a. True b. False

Q: A high income is much more important to ones happiness and wellbeing than good interpersonal relationships. a. True b. False

Q: Supervisors who allow their lives to be controlled by other people or lifes events, handle stress much better than other individuals. a. True b. False

Q: Physical exercise can help minimize the adverse symptoms of stress. a. True b. False

Q: Candidates for job burnout experience stress caused predominantly by personal factors. a. True b. False

Q: Self-motivated achievers tend to be candidates for burnout. a. True b. False

Q: Burnout is a stress-related malady that generally originates in the setting where people invest most of their time and energy. a. True b. False

Q: Managers who exhibit extreme Type B behavior patterns tend to practice close supervision. a. True b. False

Q: A majority of supervisors and managers fall into the category of Type A behavior. a. True b. False

Q: Type A people worry less than Type B people, and desire more satisfaction from their work. a. True b. False

Q: The life event that has the greatest impact on one's emotional health is a job promotion. a. True b. False

Q: If several major life events occur within a year's time, a person becomes more susceptible to excessive stress. a. True b. False

Q: Positive stress, known as eustress can be a motivator. a. True b. False

Q: All aspects of stress have negative consequences on a person's well-being. a. True b. False

Q: Traffic is an example of an external stimulus that can trigger a stress reaction. a. True b. False

Q: Stress is the result of a chemical reaction in the body triggered by certain external stimuli. a. True b. False

Q: The fight-or-flight response is a reaction that helps people with stress effectively. a. True b. False

Q: Any external stimuli that cause psychological or physical wear and tear can be considered stress. a. True b. False

Q: Principled negotiation, or negotiation on the merits, is an alternative to positional bargaining. a. True b. False

Q: Principled negotiation results in several win-lose or lose-lose outcomes. a. True b. False

Q: Positional bargaining involves proposing and then giving up a sequence of positions. a. True b. False

Q: Collaboration conflict management is the appropriate style to use with ad hoc task forces. a. True b. False

Q: Collaboration is a problem solving style that is effective when dealing with conflict head on and trying to interpret differing points of view. a. True b. False

Q: The compromising style is appropriate when the parties have reached an impasse due to mutually exclusive goals. a. True b. False

Q: Forcing is an unassertive, cooperative style in which the individual's concern for self is low while their concern for others is high. a. True b. False

Q: The collaboration conflict management style should be used in all conflict situations. a. True b. False

Q: The avoiding conflict management style is effective to use when dealing with trivial issues. a. True b. False

Q: Mary Parker Follett's integration process enjoys the support of several collaboration advocates. a. True b. False

Q: Change is a factor that reduces conflict. a. True b. False

Q: Misunderstandings due to ineffective communication are the only causes of conflict. a. True b. False

Q: All conflict is dysfunctional and hinders effective decision making. a. True b. False

Q: In what ways can Employee Assistance Programs (EAP) aid in counseling?

Q: Identify several reasons why a supervisor should tread carefully about becoming entwined in personal problems.

Q: What reasons cause supervisors of today to counsel their employees?

Q: Discuss the components involved in the "I" message developed by Tom Gordon.

Q: What is the difference between general and pinpointed coaching statements? Provide an example of a general coaching statement, and a corresponding pinpointed coaching statement.

Q: Identify the important core coaching skills.

Q: How has the increasingly diverse workforce impacted supervisory coaching?

Q: Which of the four coaching functions is most directly related to performance? Why?

Q: Describe how the mentoring aspect of coaching can help further an employees career.

Q: Identify and discuss the four coaching functions.

Q: Why do supervisors reject coaching?

Q: What is meant by coaching?

Q: EAPs can provide professional counseling and medical services for all of the following matters, EXCEPT: a. legal matters. b. substance abuse matters. c. physical and emotional illnesses. d. protection from disciplinary action.

Q: Which of the following is an appropriate area for supervisory counseling? a. Disciplinary action b. Emotional illness c. Management procedures d. Replacement of personnel

Q: Counseling should be restricted to factors that concern an employee's: a. personal life. b. job performance. c. financial difficulties. d. marital problems.

Q: According to the Iceberg Model of Counseling, which of the following is NOT one of the employee factors that is known by supervisors? a. Fear of change b. Performance level c. Cooperativeness d. Attendance

Q: An "I" message session should focus on the . a. attendance rather than the attitude of the employee b. performance rather than the personality of the employee c. insecurity rather than the behavior of the employee d. character rather than the performance of the employee

Q: A(n) makes an appeal rather than a demand that the other person change. a. "I" message b. summary c. question d. "You" message

Q: Which of the following is NOT one of the three parts of an I message? a. Feelings b. Behavior c. Effect d. Attitude

Q: When addressing an employee's poor performance, it is best to use: a. general coaching statements. b. evasive statements. c. pinpointed coaching statements. d. declarative statements.

Q: Reinforcing key points to ensure common understanding at the end of a coaching session is known as: a. reflecting. b. resourcing. c. attending. d. reviewing.

Q: Pausing to give a gist of the key points is called: a. probing. b. reflecting. c. reviewing. d. summarizing.

Q: Asking questions to obtain additional information or explore a topic in greater length is: a. reflecting. b. attending. c. probing. d. confirming.

Q: Being sure that an employee understands what has been said or agreed upon is: a. reflecting. b. confronting. c. probing. d. confirming.

Q: is communicating to an employee his or her value, strengths, and contributions or other positive factors. a. Pinpointing b. Attending c. Affirming d. Confirming

Q: is showing through nonverbal behavior that you are listening in an open, nonjudgmental manner. a. Acknowledging b. Attending c. Reflecting d. Confirming

Q: Which of the following is NOT one of the core coaching skills? a. Probing b. Attending c. Outsourcing d. Resourcing

Q: Showing through non-evaluative verbal responses that you have listened to what the employee has stated is: a. acknowledging. b. attending. c. summarizing. d. confirming.

Q: is a critical coaching skill that supervisors should possess. a. Delegating b. Listening c. Criticizing d. Confronting

Q: It's becoming more important to recognize individual differences in a workplace because: a. the workforce lacks employee uniqueness. b. supervisors are now forbidden to confront employees. c. the workforce has become more diverse. d. EAPs now handle all counseling.