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Scenarios
Interviews
Motivation Zappers
Team Rewards
Whose to blame?
100
You have a worker you are supervising that has become unmotivated and isn't doing their share of the work. Do you meet in person to discuss a time line for improvement or do you let them go immediately?
You should meet with them face to face to discuss the issue at hand and create a written document of a time line to improve.
100
You are reviewing an application and resume during an interview and you notice that they have had trouble with the law. What is a good way to ask about these previous convictions?
It is never alright to ask someone to tell you about their arrests.
100
As a supervisor is it okay to add additional rules at your own discretion?
No, these can be motivational zappers and you should stick to previously instated rules from employee contracts.
100
Team rewards should primarily include money.
No, because it may put finical burden on the company or perception to other workers as being treated unfairly.
100
You give an extended deadline to your employees but they become unmotivated and therefore do not accomplish what needs to be done by the new deadline. Whose to blame?
Can be either. Specific guidelines from the supervisor can avoid this conversation and if still not done then it is on the coworkers.
200
Give an example of a scenario that would call for immediate termination of a worker.
If they ever breach an ethical code of conduct
200
What would be a more polite way of asking someone in an interview whether they are a man or a woman?
It would be better to ask what their preferred pronoun is to be courteous and respectful.
200
What is better: Criticism or constructive feedback?
Constructive feedback!
200
List four team rewards... go!
Flexible hours, health screening programs, health club memberships, daily planner, additional time off, free calling card minutes, free gas cards, dinner at a nice restaurant, skill development opportunities, gift baskets, tickets to an event, internet connections, weekend getaways, etc.
200
You are allowing an employee to come in late a few days a week in order to take their child to daycare. Now he continues to come in late on days even when he does not take his child to daycare. Whose to blame?
The supervisor for giving too much flexibility that was then taken advantage of by the employee.
300
You, as a supervisor, meet with your team at work to discuss a problem that has recently been brought to your attention. You have a sense of the direction you would like to go to solve this problem but you would like to also hear your coworkers input. Which style(s) does this type of supervision exemplify?
Both collaborative and directive.
300
What law prohibits you from asking what physical or mental limitations an interviewee has?
ADA- American's with Disabilities Act
300
T or F: Promoting internal competition between employees may also be used as a motivational tool.
FALSE.
300
If an employee comes to you as their supervisor letting you know that they have finished an assignment earlier is it a team reward to let them go home early that day? If not, what would be a good team reward in this context?
No, that is not a team reward. A better team reward in this context would be to give them a very strength based specific compliment in order to enhance them to continue that behavior.
300
You give an employee a company credit card with a specific list of things to buy but you notice that they paid for their gas on their drive to work. Whose to blame?
The employee or coworker
400
If you are in charge of personal information such as emails and mailing addresses, it would be a breach of confidentiality to distribute that information to people outside your company.
Yes!
400
What are the two best question to ask during an interview?
1. Who was the best supervisor you ever had (without using names) and why was it so great to work with them? 2. Who was the worst supervisor and how was did you manage the situation?
400
Treating your entire office to lunch one work day is a motivational zapper.
No. This would be a team reward!
400
Is it alright to invite only one employee to lunch as a reward?
Not really, it should be more of an open invitation in order to create fairness across the board.
400
An employee comes to you as their supervisor asking to have lunch that day in order to discuss a work related problem. Other employees get upset when they hear about your lunch. Who is to blame?
The supervisor because they should meet with this employee in their office for a private meeting in order to create a fair work environment.
500
You go into see your supervisor and they tell you you have been doing a great job and that you are a "very special person." Is this okay? Why or why not?
No this is not okay because the word "special" can be received in different ways. More specific compliments are always better in a professional setting.
500
You have an interviewee come in wearing a cross as a necklace and you want to let them know that you are christian too as a place of commonality. Is it alright to do this?
No! Do not discuss religion at all during an interview.
500
As an incentive you do not tell your employees that there is an extended deadline in order for them to get their work done sooner. Is this affective?
No because withholding critical information from your employees with cause a huge sense of mistrust.
500
An employee has used up all of their time off and sick days but recently just found out that their sibling is getting married and they need only two days off. As a supervisor, do you allow for this paid time off?
No but you may want to give them the time off as unpaid.
500
You as a supervisor need to run out of the office for a couple hours. You discuss with an employee that they remain in charge while you are out. While you are out, this employee becomes overly bosses and other employees are upset upon your return. Whose to blame?
The supervisor