NPTEL Online Certification Courses

Indian Institute of Technology

Kharagpur

Human Resource Development

Assignment- Week 5
TYPE OF QUESTION: MCQ

Number of questions: 15 Total mark: 15 X 1 = 15

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

Correct Answer: 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:

Which of the following is the HRD professional’s role in coaching:

a. Advise, instruct, and demonstrate desired teamwork behaviors and skills

b. Provide training for coaches
c. Establish and clarify goals of the session
d. Develop a plan to accomplish the tasks and responsibilities

Correct Answer: b. Provide training for coaches

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:

Coaching is included as a part of:

a. Performance Development
b. Performance Appraisal
c. Performance Management
d. Training

Correct Answer: c. Performance Management

Detailed Solution: Employee performance coaching is a form of continuous performance

management where a coach tracks an employee's progress towards established performance
goals on an ongoing basis. The focus is on helping and supporting employees so that they can
maximize their potential, rather than teaching.

QUESTION 4:

Arrange these steps of coaching in correct order- 1. Conducting a coaching analysis, 2.

Defining poor performance, 3. Responding to poor performance, 4. Using a coaching
discussion:

a. 2134
b. 1234
c. 2314
d. 2341

Correct Answer: c. 2314

Detailed Solution: The correct sequence of coaching is - Defining poor performance,

Responding to poor performance, Conducting a coaching analysis, Using the coaching
discussion

QUESTION 5:

Requiring all employees to achieve an error rate of no more than one percent is an example
of:

a. Absolute standard of performance

b. Relative standard of performance
c. Both absolute and relative standards
d. Neither of these

Correct Answer: a. Absolute standard of performance

Detailed Solution: An absolute standard applies equally to all subordinates, whereas a

relative standard considers an employee’s progress or performance compared to the
performance of other employees. Requiring all employees to achieve an error rate of no more
than one percent is an absolute standard.
QUESTION 6:

Sabotaging equipment and lying about hours worked are examples of:

a. Production deviance
b. Property deviance
c. Political deviance
d. Personal aggression

Correct Answer: b. Property deviance

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

Correct Answer: b. Causal 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:

a. Assess current skills/knowledge level

b. Clarify expectations for current role
c. Clarify success indicators and expectations
d. Focus on executive tasks

Correct Answer: c. Clarify success indicators and expectations

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

Correct Answer: d. Conditions

Detailed Solution: Organizations should approach the implementation of coaching services

from a systems-perspective. For example, when coaching becomes a normal and accepted
activity within an organization it has the potential to ‘ripple out’ into a broader and richer
learning culture. Therefore, the conditions of coaching are a critical factor for success.

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:

Which of the following is a step of Fournies approach to coaching discussion:

a. Confronting or presenting
b. Using reactions to develop information
c. Resolving or resolution
d. Mutually agree on actions to be taken

Correct Answer: d. Mutually agree on actions to be taken

Detailed Solution: Mutual agreement between employee and supervisor about how to
resolve the problem is one of the steps of Fournies approach. The other options are steps of
Kinlaw’s approach.

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

Correct Answer: a. reality

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

Correct Answer: c. performance improvement

Detailed Solution: An effective coach can improve performance of employees by rewarding

improvement, dealing with failure, and assessing strengths and weaknesses.

QUESTION 14:

Identify the incorrect statement with respect to characteristics of speaking skills:

a. Focused on the issue at hand

b. Polite and respectful
c. Focused on the person, not the problem
d. Objective, not based on feelings

Correct Answer: c. Focused on the person, not the problem

Detailed Solution: Statement c. is incorrect. When discussing performance improvement, the

focus of speech should be on the problem, not on the person.

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

Correct Answer: a. Organizational support

Detailed Solution: Organization needs to support their coaching and performance

management efforts. This takes time, training, and money, and needs to be part of the
corporate culture.