Attitudes and approaches to work

Question 1ExpertLevel 34

If a team leader calls people who ask difficult questions negative what risk increases?

AInnovation and real problem identification may reduceBAll decisions will automatically become correctCThe workplace will become fully fairDTeam learning will certainly increase

Question 2ExpertLevel 34

When can personal ambition in work become negative?

AWhen it is linked with learningBWhen it harms ethics and team interestCWhen it improves skill developmentDWhen it increases responsibility

Question 3ExpertLevel 34

If a worker reports a problem but does not participate in solving it which work attitude is incomplete?

ASolution oriented participationBGeneral reportingCPersonal attendanceDFormal discipline

Question 4ExpertLevel 34

In which situation does respect for invisible labour become necessary at work?

AWhen only visible stage work is recognized and preparatory workers are ignoredBWhen all contributions are recognizedCWhen the team shares creditDWhen work division is clear

Question 5ExpertLevel 34

If a worker has high technical skill but behaves insensitively with beneficiaries what conclusion should be drawn in evaluation?

AHigh technical skill compensates for all shortcomings in serviceBBehaviour towards beneficiaries is not part of evaluating work performanceCThe worker’s approach to work is incomplete, because service requires dignity and sensitivity along with skillDInsensitive behaviour is acceptable if the worker is technically competent

Question 6ExpertLevel 34

What is a balanced expert level step when role conflict occurs in work?

ALeave work without discussionBClarify role expectations resources and prioritiesCBlame the other personDHide all responsibilities

Question 7ExpertLevel 34

If reporting of mistakes increases in work what conclusion should not be drawn immediately from an expert view?

APeople may be reporting more honestlyBSafety and quality review is neededCMistakes always mean poor work cultureDReporting system should be analysed

Question 8ExpertLevel 34

What is the best basis of value based decision making at work?

AWhat will bring quick praiseBWhether it is fair safe honest and trustworthy in the long termCWhat will hide the mistakeDWhat will give only personal benefit

Question 9ExpertLevel 34

If a person uses position to stop learning opportunities in work what is this an example of?

AEmpowering leadershipBKnowledge control and misuse of powerCCooperative mentorshipDFair opportunity distribution

Question 10ExpertLevel 34

In which situation is intergenerational cooperation at work clearly needed?

AUsing old experience and new digital skills togetherBAlways stopping new workers' viewsCConsidering seniors' experience uselessDKeeping all groups separate

Question 11ExpertLevel 34

If a worker accepts every change without examination what risk exists?

ABlind acceptance and wrong decisionsBStrong analysisCComplete ethicsDCertain improvement

Question 12ExpertLevel 34

Why is balance between rights based and duty based approach necessary in work?

ASo a person receives respect and also performs responsibilityBSo only rights remainCSo duties are fully removedDSo team communication stops

Question 13ExpertLevel 34

If only loud speakers get opportunities in an organization what hidden risk is created?

AIdeas of quiet but capable people may be missedBEveryone will get equal opportunityCDecisions will always be betterDFairness will be certain

Question 14ExpertLevel 34

In which situation does a fear culture develop instead of a learning culture at work?

AMistake causes are understood and improvedBPeople are insulted for asking questionsCSuggestions are respectedDHelp is given when mistakes are reported

Question 15ExpertLevel 34

Why is fair distribution of credit important in collective success at work?

AIt is only a formalityBIt strengthens team trust morale and fairnessCIt hides individual effortDIt weakens leadership

Question 16ExpertLevel 34

If a person uses only difficult words to impress others at work but gives no clarity what communication flaw exists?

AClear and useful communicationBImpression based unclear communicationCCooperative communicationDBeneficiary centred communication

Question 17ExpertLevel 34

How can emotional labour in work be identified?

AWhen a person manages emotions and maintains respectful behaviour while providing serviceBWhen a person only operates a machineCWhen a person does not communicateDWhen no human is involved in work

Question 18ExpertLevel 34

If a worker avoids review after success what expert conclusion is appropriate?

AReview after success is unnecessaryBOpportunity to learn and identify better processes may be missedCSuccess means perfectionDNo further improvement is possible

Question 19ExpertLevel 34

What long term harm may occur by suppressing disagreement in work?

AFalse agreement and weak decisions may developBAll decisions will certainly be correctCInnovation will become fastDSafe communication will increase

Question 20ExpertLevel 34

If a person identifies limits and seeks help in work how is it understood at expert level?

AWeakness and failureBResponsible self awarenessCEscape from workDIndiscipline

Attitudes and approaches to work

Quiz this set

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?

Quiz result

Attitudes and approaches to work

Quiz this set

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?

Quiz result

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