35. An essential part of coaching is to:
a. use an autocratic leadership style.
b. build formal relationships with the person being coached.
c. manipulate the person being coached.
d. help remove obstacles for the person being coached.
36. An effective coaching technique to achieve enthusiasm and high performance is for a leader/manager to:
a. suspend team members who do not display enthusiasm or high performance.
b. give gentle advice and guidance to team members.
c. use a detached, permissive style.
d. keep elevating goals as workers perform well.
37. Feedback in coaching should be:
a. on specific areas which need improvement.
b. overrated and exaggerated.
c. confined to the first coaching session.
d. avoided unless requested.
38. An active listener attempts to:
a. speak continuously in a coaching session.
b. react to each statement made by the other person.
c. grasp both facts and feelings.
d. tries to remember, word by word, every word that is being coached.
39. A barrier buster is a manager who:
a. sets unrealistically high goals for group members.
b. uses rewards and punishments frequently.
c. removes obstacles that hinder work accomplishment.
d. lobbies for business contracts from external agencies.
40. Which one of the following is considered an important coaching technique?
a. Restrict oneself from asking questions to the coach.
b. Resist change in all possible ways.
c. Model desired performance and behavior.
d. Create more obstacles for the person being coached.
41. A recommended way of giving advice to an employee is to:
a. wait until the employee has a good day.
b. put your advice in the form of a question.
c. first make the employee feel guilty.
d. offer only general suggestions for improvement.
42. An effective way of using modeling in coaching is for a manager to:
a. set high standards of performance.
b. challenge a group member’s ethical models.
c. sketch a mathematical model of business strategy.
d. demonstrate how a task should be done correctly.
43. Donna wants to lead as an effective coach. So, with respect to the people she coaches, Donna should minimize:
a. active listening.
b. bringing forth restrictions to the workers.
c. giving emotional support.
d. giving too much gentle advice and guidance.
44. A major role of an executive coach is to:
a. help the person being coached find new employment.
b. help uncover strengths of the person being coached.
c. give top management a report about the capabilities of the person being coached.
d. help the person being coached become a better coach themselves.
45. A refinement of the individual approach to executive coaching is for a coach to:
a. work with a group of leaders with the same developmental needs.
b. conduct videoconferences with several leaders from different locations at the same time.
c. collaborate with the leader’s group members.
d. get the group members to report on the leader’s mistakes.
46. Ronnie plans to work on Sunday so that the project she is involved in does not get delayed. She also plans to cancel
her weekend plans so she can invest even more time in the project. This behavior reflects Ronnie’s _____.
a. engagement
b. resistance
c. debasement
d. congruence
47. Craig decides to increase the performance bonus of his team from $5,000 to $10,000. In the context of the expectancy
theory, this will result in:
a. increased productivity, as the team members would put in greater efforts in view of the reward they expect.
b. decreased productivity, as the team members would be too distracted to work toward the set goal.
c. the same productivity, as studies have found that rewards do not affect employee efforts in any manner.
d. an initial decrease in productivity, followed by an increase in productivity of the employees.
48. The employees of a team are offered a direct incentive hike of 5 percent if they improve their performance two-fold.
In the context of the expectancy theory, the additional amount the team members will receive as incentive is known as
_____.
a. performance
b. valence
c. effort
d. instrumentality
49. Ryan’s team has performed beyond the performance standard set for the team in the previous financial year. This
makes the team eligible for additional incentives, and the improved performance will also make them eligible for a
promotion in a few months. In the context of the expectancy theory, which of the following statements is true in this case?
a. The team being considered eligible for promotion is a second-level outcome.
b. The team receiving an outstanding performance review is a second-level outcome.
c. The performance of each team member denotes the instrumentality.
d. The performance of each team member is known as the expectancy.
50. Which of the following statements by the members of a team depicts self-efficacy at its peak? Answer the question in
the context of the expectancy theory.
a. “I may or may not achieve the target; it’s impossible to predict the results now.”
b. “I won’t be able to achieve the target without a little bit of support from my superior.”
c. “I am 100 percent sure that I will be able to achieve the target before the due date.”
d. “I suppose the target is quite attainable, but I can’t give an assurance.“
51. Who among the following is likely to give the best performance in the context of the goal theory?
a. An employee who is given instructions so that the net sales revenue becomes $30 million and his individual
contribution is worth $1 million
b. A member of the sales team who is asked to give his best, so that the overall performance of the team increases
c. A member of the sales team who performs below the standards set being subjected to a performance improvement
program
d. An employee who is encouraged and shown a clear path towards achieving his everyday target, with just a vague
idea on the overall target to be achieved.
52. Which of the following is an example of using recognition to motivate others?
a. Tina is selected from her team to be coached and mentored by a panel of industry experts.
b. Richard, who has taken the maximum number of vacation days, becomes the best performer in his team, much to
the teammates’ awe.
c. Alan receives a congratulatory email from his team manager for settling a deal with a vendor.
d. George, who is the team manager of the sales department, takes his team out for an offsite training program.
53. Helen receives a wristwatch from the company as a compliment for her value-adding service to the organization for
the past 10 years. This can be considered an act that:
a. excites Helen and makes her work on weekends, too.
b. ingratiates Helen so that she continues to be paid less.
c. appeals to her pride and thereby motivates her further.
d. lobbies Helen toward committing an illegal act for the management.
54. Martin, the marketing manager of a company, is very knowledgeable in his particular role, but he often has trouble
coaching new employees. Of the following, which is most likely affecting Martin’s ability to coach well?
a. His inability to give emotional support when a new employee struggles
b. How he listens actively in almost every conversation
c. His removing obstacles to help employees perform their best
d. The way he applauds good results
55. Rohan, the production manager of a firm, is asked to provide a one-to–one developmental program to Milan, who is an
assistant production manager. The program covers aspects like total sales revenue to be achieved for the month, and the
individual numbers that Milan will have to contribute. This program is an example of a(n) _____.
a. performance improvement program
b. induction program
c. executive training program
d. offsite training program
56. Which of the following is true of the motivational use of recognition and praise?
a. Motivation has to be linked to corporate values to minimize its impact.
b. It is important that meritorious behavior is kept confidential within the team.
c. It is important to praise so that the employees are set against each other.
d. An individual’s preference for the type of praise should be taken into account.
57. A worker receiving a floor clock for having saved the company thousands of dollars in shipping costs is an example
of:
a. workers experiencing pride in relation to recognition symbols.
b. workers being underrated on account of their productivity.
c. employers unnecessarily ingratiating the workers.
d. employers trying to lobby their employees.
58. George, a manager, is advised by the top management to apply the expectancy theory to his team. What would be the
basic data that George requires to put the theory into practice?
59. Roshan, an operations manager in a firm, is asked to apply the best practices of both the expectancy theory and the
goal theory to improve the performance of his team. What options would Roshan have in this regard?
8. Understand individual differences in valences. To motivate group members effectively, leaders must recognize
individual differences or preferences for rewards.
60. Jonathan is asked to coach a batch of new employees. Before this, his superior outlines a number of suggestions for
how Jonathan can best approach coaching and improve the performance of his group. List and briefly explain three of
these suggestions.
