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Managing Employee Behavior and Performance

5 Questions

1 Views

Managing Employee Behavior and Performance

Created by

@UnbiasedGothicArt

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Questions and Answers

Match the feedback approach with its description:

Focus on Actions, Not Traits = Encourage discussion of specific behaviors instead of personality traits No Blaming or Shaming = Clarify the problem without making it personal Point Out the Impact = Describe the situation, behavior, and its effects on the team Appreciate Cultural & Ethnic Differences = Acknowledge the diverse productivity styles of team members

Match the management goal with its focus:

Develop Self-Awareness = Understand personal biases and emotions Avoid Blaming Individuals = Focus on behavior, not the person's character Structure Feedback = Implement a clear method for discussing performance Cultural Appreciation = Recognize and respect different backgrounds in teamwork

Match the type of behavior management with its objective:

Clear Performance Expectations = Outline specific objectives for employees Impact on Relationships = Highlight how behaviors affect teamwork Bias Awareness = Prevent personal feelings from clouding judgment Behavioral Focus = Assess and discuss actions rather than traits

Match the management principle with its outcome:

<p>Encouraging Specific Behaviors = Reduces misunderstanding and enhances clarity No Shaming Approach = Promotes a positive environment for discussion Feedback Structuring = Ensures relevant discussions about performance issues Cultural Understanding = Fosters inclusivity and diverse team dynamics</p> Signup and view all the answers

Match the management strategy with its intended effect:

<p>Discussing Behavior = Reduces personal attacks in feedback Setting Expectations = Improves accountability among team members Focusing on Impact = Encourages collaborative support within teams Understanding Differences = Enhances cooperation in diverse teams</p> Signup and view all the answers

Study Notes

Focus on Actions, Not Traits

Assess behaviors rather than labeling personality traits to enhance constructive feedback.
Clearly define performance expectations for all employees to foster accountability.

Develop Self-Awareness

Encourage managers to recognize their own biases and emotions to improve decision-making and leadership.

No Blaming or Shaming

Address issues by focusing on the specific behavior causing the problem rather than attributing the fault to an individual.
Clearly communicate the impact of the problem on the team and outline necessary behavioral changes.

Point Out the Impact on Productive, Collegial Relationships

Structure feedback using a framework that includes describing the situation, the observed behavior, and its effect on the team or project outcomes.

Appreciate Cultural & Ethnic Differences

Promote understanding and appreciation of diverse cultural and ethnic backgrounds to enhance team productivity and collaboration.

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Description

This quiz focuses on effective management strategies that emphasize actions rather than traits. Learn how to set clear expectations, develop self-awareness, and foster a blame-free environment for addressing performance issues. Engage with practical tips for improving team dynamics and performance evaluations.