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Attitudes and approaches to work
Practice questions
If a team leader calls people who ask difficult questions negative what risk increases?When can personal ambition in work become negative?If a worker reports a problem but does not participate in solving it which work attitude is incomplete?In which situation does respect for invisible labour become necessary at work?If a worker has high technical skill but behaves insensitively with beneficiaries what conclusion should be drawn in evaluation?What is a balanced expert level step when role conflict occurs in work?If reporting of mistakes increases in work what conclusion should not be drawn immediately from an expert view?What is the best basis of value based decision making at work?If a person uses position to stop learning opportunities in work what is this an example of?In which situation is intergenerational cooperation at work clearly needed?If a worker accepts every change without examination what risk exists?Why is balance between rights based and duty based approach necessary in work?If only loud speakers get opportunities in an organization what hidden risk is created?In which situation does a fear culture develop instead of a learning culture at work?Why is fair distribution of credit important in collective success at work?If a person uses only difficult words to impress others at work but gives no clarity what communication flaw exists?How can emotional labour in work be identified?If a worker avoids review after success what expert conclusion is appropriate?What long term harm may occur by suppressing disagreement in work?If a person identifies limits and seeks help in work how is it understood at expert level?