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Dear Participant, thank you for taking the test.
Please click on the ‘Click Here to Continue’ button below to proceed. Request you to note: Failure to do this will prevent you from taking the next lesson.
Passive-aggressive behavior is:
In which of the situations below, would you DELIBERATELY choose Passive-Aggressive Behaviour as a means of dealing with conflict in the workplace. Pick as many options as you wish:
What are the crucial elements of a compelling vision communication?
Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct choice, or choosing any incorrect option will lead to you not earning any points on the quiz.
According to Gallup, how much weightage did people accord to the quality of the relationships at the workplace as a contributor to how engaged they felt at work?
As per the lesson, what are the key considerations for autonomy to work?
Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct choice, or choosing any incorrect option will lead to you not earning any points on the quiz.
In line with their ‘Happy Staff equals Happy Customers’ motto, ‘Pizzah & More’, a chain of pizza outlets, launched its employee induction programme to encourage long-term retention of the team. When asked about the driving factor behind the programme, Harry Das, the manager said: “Our ultimate aim is the long-term retention of the team, as every employee is valuable to us’.
Let’s assume you are a part of the HR induction team. You want to ensure that the new joiners are motivated and look forward to working with the organisation. Which of the following options are good examples of ‘Framing’ your content for purpose?
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
You’re all set to deliver a high-quality project, but you’re certain you’re going to need help. You’ve discovered outsourcing as a solution that can get the job done well, and in good time. Now the only obstacle you foresee is a go-ahead from your boss. Which of the following qualify as ‘Framing ‘statements that will ensure you get a green signal from your boss?
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
In the Module ‘Building High Performing Teams’, you understood that teams evolve through four stages, namely:
You saw the concept in action in the case study, “The Call of the Kara”, where Rana leads his team successfully through all four stages and emerges victorious, whereas Masira fails at leading his team through its natural evolution.
You also know that progress through the four stages in rarely ever a straightforward process. Teams can fluctuate between stages and sometimes go from Stage 4 to Stage 2. When this happens, do not get discouraged. Recognize that this is a natural part and parcel of team evolution, and work with the team to take them to the next stage.
A. Now, match the Characteristics and Observed Behaviors of team members to the correct stage in the test below:
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
"-Team members display visible excitement and eagerness
– Team members are very focussed only on themselves, and observe power dynamics"
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"- Uncertainties crop up on goals, rules etc.
– Team members jostle for position, and disagree on things openly
– Competition and unhealthy conflict surfaces, cliques and factions form, and there may be power struggles"
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"- Team members feel welcomed and accepted, and trust between them grows
– Cohesion develops. Unity grows. Team members feel less threatened and respond to each other's successes more warmly than before
– Hostile, unhealthy conflicts subside, team members discuss issues and opinions openly, asking questions and are willing to be questioned in return"
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"- Team unity is very high, and team members focus on achieving high goals, progress and innovation
– Team members tend towards being independent, where they work with minimal supervision from the leader
– The team will make most of the necessary decisions by themselves"
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B) With regards to ‘Building High Performing Teams’, match the leader’s role to the correct stage in the test below:
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
"- Provide Clarity, and be Directive in Communication
– Ensure a great start
– Be prepared to answer lots of questions"
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"- Play the role of a Coach, and encourage team members to be a part of the problem and solution
– Make team members feel they are heard, and get them to focus on goals
– Be willing to compromise. Initiate conflict management sessions."
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"- Adopt a facilitative approach. Facilitate smooth cross team work relationships and synergy
– Continue improving team relationships
– Facilitate greater successes through helping team members grow in skill and knowledge"
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"- Adopt a delegative approach. Delegate as much authority as possible
– Allow the team to function on auto-pilot
– Focus on succession planning"
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In the first half of the module, ‘Developing Assertiveness Skills for Leaders’, you first explored the conflict management continuum where you learned that Passive Behaviour and Aggressive Behaviour form two ends of the continuum, with Assertive Behavior being right in the middle. You then saw what explored what Assertiveness was, what it involves and how it was demonstrated.
A) Now, match the Behavioral Characteristics with the correct behavior in the test below:
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
"- Failing to stand up for oneself, even when one's feelings, needs and rights are violated
– Giving in to unfair terms and requests
– Avoiding eye-contact and speaking with hesitation in long, indirect sentences"
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"- Trying to control others using fear and threats
– Being rude, sarcastic and dismissive
– Expressing opinions as facts. For e.g. ""Everybody thinks you're stupid"""
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" – Sullenness, moodiness
– Behaving graciously and being friendly on the surface, while trying to undermine the other subtly
– Deliberate, repeated failure to accomplish a requested task"
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"- Expressing one's feelings openly and respectfully
– Providing detailed feedback and constructive criticism in an open, helpful manner
– Separating the person from the behaviour. For eg., being able to recognise that saying ""You behaved in a rude manner"" is very different from saying ""You are a rude person"""
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IV. Conflict Management Skills for Leaders
In this module, you learned about the different styles of conflict, namely:
• Directing – High focus on own agenda, and low focus on relationships
• Avoiding – Low focus on own agenda, and low focus on relationships
• Harmonising – Low focus on own agenda, and high focus on relationships
• Compromising – Medium focus on own agenda, and medium focus on relationships, and finally,
• Cooperating – High focus on own agenda, and high focus on relationships.
You also discovered your own preference of style, and your own Storm Shift patterns, if you had one, wherein your conflict management style changed when things were calm and when situations escalate. We discussed how there were no good or bad styles – and saw how every style was useful in a certain set of circumstances, and completely ineffective in a separate set of circumstances. The moral of the story was to be able to switch styles as per the circumstance, not as per preference. That said, we agreed that Cooperation was generally a good style to use at a place of work, and we taught you a model to do that too.
A) Now, in the assessment below, match the conflict management style with the correct scenarios when they are most useful.
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
– an emergency looms
– there is no time for give-and-take discussion
– you are sure you’re right, and being right matters more than preserving relationships
– the issue is trivial and others don’t really care what happens
– weaker parties need to be protected from stronger ones
– principles are at stake and must not be compromised, regardless of cost
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– the issues and relationships are both significant
– long-term ability to work together is important
– a creative outcome is important time and energy are available for discussion
– reasonable hope exists to meet all concerns
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– getting a quick settlement matters more than exploring all possible options.
– working together is important, but time or resources to Cooperate fully are limited
– when settling on some solution, even if less than ideal, is better than a complete stalemate
– when efforts to Cooperate will be misunderstood as Directing
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– the issue is trivial
– the relationship is insignificant
– time to talk is limited and a decision can be delayed for now
– you have little power to openly resist an opponent but you don’t want to actively go along with their wishes
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– keeping others happy is the most important
goal
– expressing your wishes may bring retaliation from others and you have no means to protect yourself
– you really don’t care about the issue
– you are powerless and have no wish to block the other person
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B) In the assessment below, match the conflict management styles with the correct associated costs of overusing it.
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option or choosing any incorrect option will lead to you not earning any points on the quiz.)
Inequality, resentment, reduction in trust, loss of cooperation. In time, others display lower self-motivation, atrophy of gifts, diminished self-respect, or depression.
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Fatigue and time loss, distraction from more important tasks, analysis paralysis. Used for many trivial issues, people weary of "too much processing".
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Mediocrity and blandness, possibility of unprincipled agreements, likelihood of patching symptoms and ignoring causes. Everyone gets a little, but no one is really happy.
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Frustration for others who want the engagement of Problem-solving. Dependency on others. Denies others the benefit of confrontation due to acceptance of unhealthy patterns or behaviors that ought to be challenged
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Periodic explosions of pent-up anger, “long stretches of cottony silence punctuated by terrifying explosions,” slow death of
relationships, residue of bad feeling. Stagnation, dullness, declining interest and energy. Loss of engagement and accountability.
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V) Driving Change! How Leaders can be the Ambassadors of Change
In this module, you learnt about the Leader’s Role in Driving Change and Making Change stick. You went through a case study called ‘Home Improvement’ that had ‘divestiture’ as a theme, if you remember. We trained you with an 8-step change management module, (based on John Kotter’s book, ‘Leading Change’) that specified in detail how change should be managed, what works and what doesn’t.
Just to refresh your memory, the 8-steps in the change management module are:
Step 1: Increase Urgency
Step 2: Build a Guiding Team
Step 3: Get the Vision Right
Step 4: Communicate for Buy-In
Step 5: Empower Action
Step 6: Create Short-Term Wins
Step 7: Don’t Let Up
Step 8: Make Change Stick
A) Now in the assessment below, match the correct step with what strategies work in that step.
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option or choosing any incorrect option will lead to you not earning any points on the quiz.)
Step One: Increase Urgency
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Step Two: Build the Guiding Team
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Step Three: Get the Vision Right
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Step Four: Communicate for Buy-In
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Step Five: Empower Action
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Step Six: Create Short –Term Wins
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Step Seven: Don’t Let Up
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Step Eight: Make Change Stick
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B) Now in the assessment below, match the correct step with what strategies that do not work in that step.
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option or choosing any incorrect option will lead to you not earning any points on the quiz.)
Step 1: Increase Urgency
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Step Two: Build the Guiding Team
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Step Three: Get the Vision Right
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Step Four: Communicate for Buy-In
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Step Five: Empower Action
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Step Six: Create Short –Term Wins
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Step Seven: Don’t Let Up
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Step Eight: Make Change Stick
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In the second half of the module, ‘Developing Assertiveness Skills for Leaders’, you explored models to help you stay assertive in situations where you have to:
B. Now examine the scenario below:
You are addressing Jarvis, your closest competitor for the next promotion, who keeps submitting incomplete details to you. Your work output depends upon Jarvis’s inputs, and so you have to stay back and fill in his blanks before moving on to your work. This is upsetting for you. Also, you suspect Jarvis is doing this purposely, to makes YOU look like someone who can’t manage time.
Listed below are some feedback statements for Jarvis. Indicate through your choice which statement(s) best represent(s) the model used for Providing Generic Feedback:
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
C) When it comes to Conveying that You’re Hurt or Upset, we taught you to use the AOA model again. Take a look at the communication examples below and indicate which of those statement(s) is/are best to use in the AOA model. We’re not looking for the AOA structure/format. We covered that in the previous question. We’re only looking at the nature of the statements here.
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
D) Next, we covered how to be assertive when it comes to Receiving Feedback or Handling Criticisms, Outbursts and Being Labelled Wrongly. We trained you with a model – you saw it in the online video.
Which of the following are elements of the Seeking Specificity model?
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
E) And finally, we covered how to be assertive when it comes to Saying No. We trained you with a model – you saw it in the online video, and we did these role plays in the classroom as well.
Now examine the scenario below:
A friend of yours has approached you asking to borrow your car, a sports Audi, for an important occasion. You hate lending your car out.
Listed below are some refusal statements for your friend. Indicate through your choice which statement(s) best represent(s) the model used for Saying No:
(Please note that you must choose all possible correct options to earn the points for this quiz. Missing out any correct option, or choosing any incorrect option will lead to you not earning any points on the quiz.)
In the module, ‘Critical Conversation Skills for Leaders’, you explored models to help you conduct critical conversations in:
You explored the model and it’s concepts in online lesson titled ‘A Model for Leaders to Handle Hard Conversations Effectively. We also did these role-plays in our classroom session. Now, take the assessment below
Team Manager: I feel you lack focus these days. You’re just not concentrating on the job and you get too easily distracted. What can we do to address this?
Team Member: Okay. Where is this coming from? I mean…what leads you to believe I lack focus and don’t concentrate?
2. In the scenario below, a team manager is talking to a subordinate about their performance on the job. Which of the options presented is the best possible response. containing an element or element(s) of the E4C2 model you were trained with?
Manager: Sumeet, I want to talk about why your quality scores this month have dipped as compared to the last month.
Team Member: The workload is too much. The volumes are incredible. It’s all I can do to keep up. Then there’s the absenteeism in the team. I am handling the workload of two and a half people. You know that our team is understaffed. And I’m not the only one struggling.
What is the model which we had learned in the TACT! Critical Conversation Skills that the ‘Facilitator’ uses to structure a one-to-one ‘feed forward’ conversation to get team members to achieve results?
What does the abbreviation E4C2 stand for
Which of the following would be the impact on the feed forward conversation of the manager failing to seek detailed ‘Exploration’ from the team member about the possible causes of sub-par performance
Which of the following would be the impact on the feed forward conversation of the manager failing to discuss a detailed plan of action under ‘Change’ during a E4C2 dialogue with the team member
Which of the following would be the impact on the feed forward conversation of the manager failing to display Empathy during a E4C2 dialogue
Match the definitions to the elements of visual design:
a. Continuity
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b. Minimalism
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c. Contrast
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d. Rule of thirds
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e. Alignment and balance
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f. Proximity
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Which of these slides use all the elements of visual design?
For the given data set find which terms should be used in the formula to highlight rows containing details of Female employees.
=VLOOKUP(lookup_value, (a),(b), [approximate_match]) = “Female”
For the given data set find which terms should be used in the formula to highlight rows containing details of Female employees.
=VLOOKUP(lookup_value, (a),(b), [approximate_match]) = “Female”
Which of the following are not limitations of the Autofilter option?