Exam 6: Coaching, Communication, and Conflict Skills

Which of the following is one of the reasons why people do NOT ask questions?

Recall a person who is or was a mentor to you. Briefly describe the relationship and type of advice you got from your mentor.

Instructions for the following question(s) Start by stating which drawing (1 or 2) you are giving instructions for and the three object shapes. List the first step in the message-sending process, followed by what you would say to the employee for this step. List step 2 of the process, followed by what you would say. List step 3 of the process, but only give instructions for object 1. List steps 4 and 5, followed by what you would say for each step. Drawings See pages 117 and 118 in the Instructor's Manual for full-page drawings, which you need to have copied and to bring to class. -Giving Instructions. For this question, use the drawing you gave instructions for during the in-class Skill-Development Exercise 1.

What are your psychological contract expectations of your boss and coworkers? Give examples of conflicts you have had a work, listing the expectation that was not met.

The five conflict management styles are (1) avoiding, (2) competing, (3) negotiating, (4) accommodating, and (5) collaborating.

Recall the best and worst manager you ever had. With which manager did you have the best working relationship? Which one gave you the most encouragement, praise, and recognition for a job well done? Which one gave you the most negative criticism? Was your performance at a higher level for your best or worst manager?

Instructions for the following question(s) For the Variables line, write the numbers 1 to 4. To the right of the four numbers, write the four variables. To the left of the four numbers, write the answers to each variable from the Situational Communication Model that represents the style to use based on the variable. Fill in the Communication Style, Behavior, and Action Taken lines with the appropriate answers. Variables: Communication Style: Behavior: Action Taken: -Situational Communication. Your coworker, Chris, usually does an excellent job. However, the work Chris is doing has slipped lately. You are concerned because it is affecting your work as well. You think Chris has a family problem, and you know Chris does not like to be told what to do. As a situational communicator, you should do what?

If Chris has resources and is well trained, she may still lack ____.

The leader says, "You dropped it again. When are you going to get it?" Which type of statement is this?

Feedback is important in improving our performance, and we should solicit feedback, and not just wait until someone provides us with feedback.

The ____ conflict style user attempts to resolve the conflict by using aggressive behavior to get his or her way.

Your organization has developed a new mission statement with three values. Management wants employees to implement the values on a daily basis. Which method of sending the message would be most appropriate to consistently remind employees to implement these values?

Identify two common approaches to getting feedback, and explain why they don't work.

Recall a past or present manager. Did or does your manager use the common approach to getting feedback on messages regularly? Was or is he or she open to feedback and aware of nonverbal communication on a regular basis? Did the manager regularly ask questions and ask you to paraphrase?

Discuss the relationship between the performance formula and the coaching model.

Use the BCF model to describe a conflict you face or have faced on the job.

You met with a high-level government official about getting the zoning law changed so you can expand your business. A good way to follow up the meeting is to use the __________ method of sending messages.

Are all managers mentors?

What is meant by maintaining ownership of the problem?

What are the four guidelines to getting feedback on messages?