Assignment 5 Updated
Assignment 5 Updated
MCQ Question
QUESTION 1:
During the process of coaching, the stakeholders, including more senior executives and/or
HR representatives are referred to as:
a. Coach
b. Coachee
c. Trainee
d. Client
Detailed Solution: Coach refers to the one who provides one-on-one coaching. Coachee
refers to the one who gets the professional service; namely, it is the executive. Client refers to
the stakeholders, including more senior executives and/or HR representatives.
QUESTION 2:
Detailed Solution: The role of HRD professional is to provide training and administrative
support. The other options describe the role of the coach.
QUESTION 3:
a. Performance Development
b. Performance Appraisal
c. Performance Management
d. Training
QUESTION 4:
a. 2134
b. 1234
c. 2314
d. 2341
QUESTION 5:
Requiring all employees to achieve an error rate of no more than one percent is an example
of:
Sabotaging equipment and lying about hours worked are examples of:
a. Production deviance
b. Property deviance
c. Political deviance
d. Personal aggression
Detailed Solution: Deviant workplace behavior can be defined as “voluntary behavior that
violates significant organizational norms, and in doing so threatens the well-being of an
organization, its members, or both. Sabotaging equipment and lying about hours worked are
examples of property deviance.
QUESTION 7:
The theory based on which people assign cause to a behavior is known as:
a. Halo effect
b. Causal attribution
c. Self-serving bias
d. Fundamental attribution
Detailed Solution: Causal attribution is the process of trying to determine the causes of
people's behavior. Attributions are made to personal or situational causes.
QUESTION 8:
When the primary purpose of coaching is to improve performance, which of the following
would be the main focus:
Detailed Solution: Clarifying success indicators and performance expectations is one of the
focus areas of coaching for performance.
QUESTION 9:
One of the critical success factors for coaching is supplementing the initial framing of the
situation with assessment to determine if there is a gap between the executive’s goals and
reality. This factor is also known as:
a. Clarity
b. Commitment
c. Continuous improvement
d. Conditions
QUESTION 10:
The third step in coaching analysis is asking ‘Do subordinates know that their performance is
not satisfactory’, which means:
a. the employee should be asked if he or she realizes that what he or she is doing is wrong
b. the supervisor must determine whether the performance problem is worth fixing
c. Supervisors should attempt to determine whether an unpleasant consequence follows
effective behavior
d. the supervisor should ensure that the employee receives training (and/or opportunities to
practice) and that the employee has learned what is needed to perform the task
Correct Answer: a. the employee should be asked if he or she realizes that what he or she is
doing is wrong
Detailed Solution: One reason employees may perform poorly is that they do not realize that
what they are doing constitutes a problem. Therefore, the employee should be asked if he or
she realizes that what he or she is doing is wrong. Simply pointing out faulty behavior and
requesting correct performance may be enough to solve the problem.
QUESTION 11:
a. Confronting or presenting
b. Using reactions to develop information
c. Resolving or resolution
d. Mutually agree on actions to be taken
QUESTION 12:
Which part of the GROW model includes inviting self-assessment and seeking 360 degree
feedback :
a. reality
b. options
c. goal
d. will
Detailed Solution: The current Reality is where the client is now. What are the issues, the
challenges, how far are they away from their goal? Inviting self-assessment and seeking 360-
degree feedback allows the coachee to get a better understanding of their current situation.
QUESTION 13:
As a coach, Ajay was good at rewarding improvement, dealing with failure, and assessing
strengths and weaknesses of employees. Which characteristic of effective coach does he
demonstrate:
a. communication
b. relationship
c. performance improvement
d. effectiveness
QUESTION 14:
QUESTION 15:
When coaching and performance improvement efforts are a part of the corporate culture, it
indicates:
a. Organizational support
b. Coach support
c. Employee support
d. Both b and c