Exam 6: Coaching, Communication, and Conflict Skills

____ is the process of giving motivational feedback to maintain and improve performance.

Which of the following is used to explain the process managers go through in determining the reasons for effective or ineffective performance and deciding what to do about it?

Having employees assess their own performance is a part of ____.

The collaborating conflict style is appropriate when you are dealing with an important issue that requires an optimal solution, and compromise would result in suboptimizing.

Communication is the process of conveying information and meaning.

The leader says, "How many times do I have to tell you to put it over here, not over there?" Which type of statement is this?

Which of the following is true about criticism?

Analyzing is the process of thinking about, decoding, and evaluating the message.

Describe the difference between criticism and coaching feedback.

An arbitrator is a neutral third party makes a binding decision to resolve a conflict.

In the performance formula, John and his team are not performing as well as other teams. Based on your assessment of the situation, you believe that John and his team have the ability to perform well and seem to be motivated to do the work, what should you do next?

The ____ conflict style user assertively attempts to jointly resolve the conflict with the best solution agreeable to all parties.

In written communication, one important tip is set an objective for your communication before you begin writing.

The ____ conflict style user attempts to resolve the conflict through assertive, give-and-take concessions.

The purpose of 360-degree feedback is to:

The richest channel of communication is

The performance formula is used to explain the process managers go through in determining the reasons for effective or ineffective performance and deciding what to do about it.

List the steps in the initiating conflict resolution model.

List the steps in the oral message-sending process.

A manager just gave a new task to an employee. The employee does not want to do the task and says, "I'm not doing that." The manager says, "If you don't do it, I will take discipline action against you." The manager is using which conflict management style?