Which of the following is an ineffective practice with regard to building trust within your department?   A.  Limiting the employee’s access to information in the department   B.  Accepting disagreements and differences of opinion within the department   C.  Restricting the team leaders in the department from micromanaging their subordinates   D.  Communicating openly with the employees about the changes in the department

Which of the following is NOT an effective practice when making decisions?   A.  Using a weighted average decision making technique to prioritize outcomes   B.  Being nonjudgmental in generating options   C.  Using scenario planning to evaluate available options   D.  Considering one single alternative or solution throughout the process

A boss who says he or she likes your ideas while rolling his or her eyes would lead you to believe that he or she: 

_____ are situations where setting goals or making decisions is based largely on judgments and determinations rather than on indisputable facts.

In the context of self-awareness among managers, which of the following statements is NOT true?   A.  Self-awareness leads to accurate judgments and enables managers to make good decisions.   B.  Self-aware managers do not need to make any modifications to their personal behavior.   C.  Self-awareness when low can lead to an unrealistic notion of one’s competencies.   D.  Self-aware managers are not only aware of their strengths but also their weaknesses.

Which of the following activities would be classified as important but not urgent in the time management matrix? 

SMART refers to a goal that is specific, measurable, attainable, realistic, and has a time frame.  

Self-disclosure can open us up to new information about ourselves that improves our ability to look at the world through idealistic—rather than realistic—lenses? 

_____ involves supervising, coordinating, and directing the differences individuals bring to an organization to create an environment that will allow employees to achieve their full potential while ensuring that strategic organizational goals are being effectively met. 

Who among the following are leaders who focus their energy on helping others improve their performances and achieve goals A. coaches B. limited partners C. whistleblowers D. facilitators