Question 1

Managers who act as coaches tend to follow the traditional top-down supervisory role.

Accepted Answer

Managers who act as coaches typically adopt a more collaborative and empowering approach, where they encourage employees to take ownership and responsibility for their own development and offer guidance and support as needed. This is different from the traditional top-down supervisory role, where managers tend to dictate tasks and monitor performance closely.

Question 2

As a managerial coach,Kevin should try to model effective behavior rather than legislate it.

Accepted Answer

As a managerial coach, Kevin should demonstrate effective behavior in his own actions and encourage others to follow his lead, rather than simply mandating certain behaviors through rules and regulations. Modeling behavior is often more effective in inspiring others to emulate that behavior rather than simply telling them what they should do.

Question 3

Effective coaching sessions contain moderate levels of initiating or problem-solving behaviors.

Accepted Answer

Effective coaching sessions involve the coach to ask questions and provide guidance to the coachee, which requires moderate levels of initiating or problem-solving behaviors.

Question 4

Diane always clarifies her expectations and requirements of her employees and seeks to gain their commitment for action towards achieving goals.Diane's coaching style includes _____ behaviors.
A) non-supportive
B) supportive
C) initiating or problem solving
D) engaging

Accepted Answer

The answer of Diane always clarifies her expectations and requirements...

Question 5

Effective feedback provides both instruction and motivation.

Accepted Answer

Effective feedback not only provides guidance on how to improve, but also motivates the recipient to continue developing their skills and knowledge.

Question 6

As the personnel manager,Tina should begin feedback sessions with the negative feedback first,followed by the positive feedback.

Accepted Answer

It is generally recommended to start feedback sessions with positive feedback to create a positive atmosphere and build trust with the employee, followed by the areas where improvement is needed or negative feedback.

Question 7

As a coach it is more important for Marian to be able to give negative feedback rather than positive feedback.

Accepted Answer

Both positive and negative feedback are important for a coach. Positive feedback can boost a player's confidence and motivation while negative feedback can help identify areas for improvement and growth. However, it is important for a coach to deliver negative feedback in a constructive and supportive way to avoid discouraging the player.

Question 8

The ability to provide effective feedback is more important for organizations than for individuals.

Accepted Answer

Effective feedback is crucial for both organizations and individuals as it promotes growth, learning, and improvement, enhancing performance and achieving goals at all levels.

Question 9

Counseling is used to address an employee's abilities while coaching is to improve attitude.

Accepted Answer

This statement is not entirely accurate. Counseling can be used for many different issues, including addressing attitude or behavior. Coaching, on the other hand, can address both abilities and attitude. The focus of counseling versus coaching may vary depending on the specific situation and the needs of the employee.

Question 10

Effective coaches need to:
A) focus most on the coaching philosophy
B) focus on the personality of the people involved
C) manipulate coaching sessions to their advantage
D) tend to both human and business needs

Accepted Answer

Effective coaches need to balance both the human needs of their athletes or team members and the business needs of the sport or organization. This includes understanding and working with different personalities, but also developing a coaching philosophy that aligns with the goals and values of the team or organization. Manipulating coaching sessions for personal gain should not be a priority for a coach who wants to build a successful and ethical coaching career.

Question 11

To increase motivation,managers should set 'stretch' goals for their employees-goals that require total effort but are not unrealistic.

Accepted Answer

Setting stretch goals can increase motivation by providing a challenge for employees to strive towards, while still being achievable with effort and commitment. Unrealistic goals can actually have the opposite effect and lead to demotivation and a sense of defeat.

Question 12

As a manager,Stacey should avoid moralizing or giving feedback that is judgmental or prescriptive.

Accepted Answer

It is generally better for a manager to avoid moralizing and judgmental feedback as it can create defensiveness and resentment in employees. Instead, feedback should be informative and focused on the behavior or actions being discussed.

Question 13

The need for counseling stems from attitudes,defensiveness and other emotional problems.

Accepted Answer

Counseling is often needed when individuals have negative attitudes, defensive behavior, and other emotional problems that make it difficult for them to navigate their daily lives and relationships. These issues can range from mild to severe, and counseling can help individuals develop coping mechanisms and strategies to address them effectively.

Question 14

Regardless of your motives,you should always provide others with feedback.

Accepted Answer

Providing feedback may not always be necessary or appropriate. It should be given only when it can be helpful or constructive. Sometimes, it may be better to keep your feedback to yourself, especially when it is negative or may cause harm or hurt to the other person.

Question 15

The coaches at Nanotype Data Processing try to make sure that they constantly show their concern and try to empathize with employees' needs and problems.Nanotype's coaching sessions would therefore contain high levels of _____ behaviors.
A) non-supportive
B) supportive
C) initiating or problem-solving
D) tangible

Accepted Answer

The coaching sessions at Nanotype Data Processing emphasize showing concern and empathy towards employees' needs and problems, indicating that the coaching behaviors are supportive.

Question 16

Commitment to goals will vary directly with the amount of participation and input from the employee in setting goals.

Accepted Answer

Research shows that when employees are involved in setting their own goals, they are more committed to achieving them. This is because they feel more ownership over the goals and are more likely to view them as meaningful and worthwhile. Therefore, the level of participation and input from employees is directly related to their commitment to achieving the goals.

Question 17

_____ are leaders who focus their energy on helping others improve their performance and achieve goals.
A) Coaches
B) Consultants
C) Counselors
D) Facilitators

Accepted Answer

Coaches are specifically focused on helping others improve their performance and achieve goals. Consultants may also provide guidance and advice, but their focus is not necessarily on improving performance. Counselors are usually focused on emotional wellness and personal growth, while facilitators are focused on guiding group processes and discussions.

Question 18

Asking for feedback builds and enhances our self-esteem.

Accepted Answer

Asking for feedback shows that we value and respect the opinions of others, which can increase our sense of self-worth and improve our confidence. It also allows us to identify areas for improvement and work towards growth, leading to a greater sense of accomplishment and pride in ourselves.

Question 19

In which category of supportive behavior would the statements that indicate the coach's commitment to and backing of the employee be included in?
A) Passive
B) Verbal
C) Tangible
D) Active

Accepted Answer

The statements that indicate the coach's commitment to and backing of the employee are verbal supportive behaviors as they involve the use of words to express support and encouragement.

Question 20

If a manager at a company does not say anything to employees when they come in late to work,by doing nothing he/she indicates acceptance of this behavior.

Accepted Answer

By not addressing the issue of employees coming in late, the manager is not communicating any consequences or disapproval, which may lead employees to believe that coming in late is acceptable behavior.

Quiz 17: Coaching and Providing Feedback for Improved Performance