Question 1

Suppose an employee comes to you after you have delegated an assignment and says,"We (the team)have a problem.Some people within the team are not trying,there is just no effort.What should I or the team do?" How should you reply?

Accepted Answer

By asking the team member what they think the team should do, you are encouraging them to take ownership and responsibility for the situation. This not only empowers them, but also promotes teamwork and collaboration. It also gives the opportunity for the team member to voice their concerns and suggestions, which can lead to a more effective and mutually agreeable solution. Option A delays the response and option D suggests penalizing before fully understanding the situation, which may not be the best approach. Option B could be appropriate, but it should be communicated as a suggestion to the team member rather than a directive.

Question 2

Explain the core dimensions of empowerment.Provide a real-life example for each dimension.

Accepted Answer

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Question 3

Your boss states,"Engaging employees usually refers to the assignment of a task,it is work focused.Empowerment,on the other hand,focuses on individuals' feelings." How should you respond?

Accepted Answer

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Question 4

Empowerment is a concept that is likely to be more acceptable in cultures with which strong orientations?

Accepted Answer

Empowerment is more likely to be accepted in cultures with strong orientations towards collectivity and achievement, which are reflected in Option B. Particularism refers to a focus on relationships and loyalty to one's group, while diffuseness relates to the extent to which emotions and interpersonal relationships are integrated into various aspects of life. These values are often found in more collectivistic cultures. Achievement orientation is a value that is important in many cultures, including those that are more collectivistic. Therefore, Option B is the best choice.

Question 5

When engaging employees,managers must be clear about (1)deadlines,(2)how the task should be completed,and (3)the level of initiative expected.Which statements are correct?

Accepted Answer

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Question 6

Your project is going well.As you daydream about your potential bonus,your secretary buzzes you to remind you of your weekly meeting with your boss over the project's status.Which initiative does your boss most likely practice?

Accepted Answer

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Question 7

Many managers and employees are reluctant to accept empowerment,but they are even more reluctant to offer empowerment.If a rationale offered by management is "I'm willing to empower my people,but they just won't accept the responsibility," what is the inhibitor?

Accepted Answer

The inhibitor is "Attitudes about subordinates," as this statement reflects a belief or judgment about the capabilities or willingness of subordinates to take on responsibility, indicating a prejudgment or bias about their abilities or attitudes.

Question 8

Your boss prefers that you act on your own initiative and report to her when the final results have been accomplished.Which initiative does your boss practice?

Accepted Answer

The boss prefers that the employee acts on their own initiative (meaning they take action and make decisions on their own) and then reports back when the final results have been achieved. This is known as the "Act, then report" approach.

Question 9

Once tasks are delegated and authority provided,what should a manager do?

Accepted Answer

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Question 10

Many managers and employees are reluctant to accept empowerment,but they are even more reluctant to offer empowerment.If a rationale offered by management is "I'm willing to empower people,but they require clear directions and a set of guidelines; otherwise,the lack of instruction leads to confusion," what is the inhibitor?

Accepted Answer

The inhibitor in this situation is the need for control. The manager is willing to empower people but wants to ensure that they have clear directions and guidelines in place to mitigate any confusion. This indicates that the manager is not comfortable giving up control and wants to maintain a certain level of oversight in the process.

Question 11

Which answer best completes the following sentence? If managers competently engage employees,the results can produce the following for employees: a sense of competence,…

Accepted Answer

The sentence states that "competently engage employees" can produce results that include "a sense of competence." Based on the answer choices, option C includes "choice, meaningfulness, personal consequence, and trust," which are all additional positive outcomes that can result from competent engagement. Therefore, option C is the best choice.

Question 12

Compare and contrast the key differences between power and empowerment.

Accepted Answer

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Question 13

You understand the importance of two-way communication during the process of engaging employees.What does this mean?

Accepted Answer

Two-way communication means that there is a mutual exchange of information and ideas between the manager and employees. This requires the manager to remain available for consultation and idea exchange, as well as actively listening to employee feedback and concerns. Providing information on a need to know basis and empathizing with the process are also important, but not the only aspects of effective two-way communication. Answering every detailed question and providing continual advice may even inhibit employee engagement by limiting their autonomy and problem-solving abilities.

Question 14

In providing adequate support for engaging employees,you have decided to furnish employees with information on where they may acquire needed resources.Is this a good idea or a bad idea?

Accepted Answer

Providing employees with information on where to acquire needed resources is a good idea. It reduces the time and energy for employees to search for resources, allowing them to focus on their work. It also demonstrates that the organization values employee well-being and is committed to supporting them.

Question 15

When employees have been empowered without clear directions or resources,what have some of the results been?

Accepted Answer

When employees have been empowered without clear directions or resources, it can lead to increased stress, confusion, and a feeling of being overwhelmed which can contribute to depression.

Question 16

"Why is the boss never around to give his approval when I have some ideas on how to approach the problem?" you think.Which initiative level does your boss expect?

Accepted Answer

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Question 17

What can't the manager delegate?

Accepted Answer

Ultimate accountability cannot be delegated because the manager is ultimately responsible for the success or failure of their team or department. While they can delegate tasks and responsibilities, they cannot delegate the overall accountability for the outcomes.

Question 18

Your boss has droned on for hours about the importance of empowering employees.As you drift off,she asks you to offer your insights on the consistency of delegation.Which is an appropriate response?

Accepted Answer

The term "consistency of delegation" refers to consistently delegating tasks, regardless of whether they are pleasant or unpleasant, and even when not overworked. Choice A provides the most accurate and complete definition of consistency of delegation. Choices B and D only partially address the concept, while choice C excludes delegation of unpleasant tasks.

Question 19

If your employees believe you are fair,dependable,caring,and honest,what empowerment dimension will increase?

Accepted Answer

Trust is the empowerment dimension that will increase when employees believe their leader exhibits fairness, dependability, care, and honesty. Trust is a crucial factor in empowerment as it is the foundation for delegation and decision-making. When employees trust their leader, they are more likely to accept responsibility and take risks.

Question 20

Some of the outcomes of successful employee engagement are (1)high morale and motivation,(2)stronger interpersonal relationships,and (3)more discretionary time for managers.Which statements are correct?

Accepted Answer

All three statements are correct. High morale and motivation, stronger interpersonal relationships and more discretionary time for managers are all positive outcomes of successful employee engagement. When employees are engaged, they are more likely to be motivated to perform at a higher level, which leads to increased morale. As employees become more engaged, they are also likely to develop stronger relationships with their colleagues, which can boost teamwork and collaboration. Finally, when managers are successful in engaging employees, they should have more discretionary time because they will spend less time dealing with employee issues and more time on strategic planning and other important tasks.

Quiz 8: Empowering and Delegating

Suppose an employee comes to you after you have delegated an assignment and says,"We (the team) have a problem.Some people within the team are not trying,there is just no effort.What should I or the team do?" How should you reply?