Delegation Skills Quiz Questions And Answers
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Why is delegation an important management tool?
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It helps you to dump your work on someone else.
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It allows you to get rid of the distasteful tasks & assign to someone else.
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It is a tool to help you achieve more and develop your people at the same time.
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It allows you to punish the smart alecks with so much work they will never dig out.
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Check out the fantastic delegation skills quiz to help yourself test your understanding of basic delegation skills and their applications. Delegation is a critical skill that needs to be understood and learned in order to be as effective as you possibly can. One person cannot possibly do everything, and even if they could, it would not be very efficient. Therefore See moreit is important to know what tasks you can delegate and which ones you have to take on yourself. Let's begin with the quiz and enhance your knowledge!
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- 2.
A manager who is not delegating is not managing. (choose either true or false)
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True
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False
Correct Answer
A. TrueExplanation
This statement suggests that delegation is an essential part of a manager's role. Delegating tasks and responsibilities allows a manager to effectively oversee and guide the work of their team members. Without delegation, a manager may become overwhelmed with tasks and unable to effectively manage their team. Delegation also empowers team members, fosters their professional growth, and improves overall productivity. Therefore, it can be concluded that a manager who is not delegating is not effectively managing.Rate this question:
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- 3.
Your DiSC knowledge is a factor when delegating to others. Based on your natural DiSC style, you are comfortable with certain approaches to delegating. However, this is probably more about your comfort level and you may not be delegating in a way that meet the needs of your direct reports. (choose either true or false)
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True
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False
Correct Answer
A. TrueExplanation
Your DiSC knowledge refers to your understanding of the DiSC model, which categorizes individuals into four different behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness. This knowledge can influence the way you delegate tasks to others. If you are aware of your natural DiSC style, you may feel more comfortable using certain approaches to delegation. However, this may not necessarily align with the needs and preferences of your direct reports. Therefore, it is true that your DiSC knowledge can impact the way you delegate, but it may not always meet the needs of your team members.Rate this question:
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- 4.
During the Delegating class, your Instructor covered the 8 steps to effective delegation. Which one of the following choices best describes the “Controls/Follow-up” step?
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There is backup and moral support.
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As your boss I will have license to micromanage you.
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Use DiSC knowledge to temper delegation assignments.
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I will provide you with a schedule of milestones and we will have “check ins” so I can appraise your progress.
Correct Answer
A. I will provide you with a schedule of milestones and we will have “check ins” so I can appraise your progress.Explanation
The "Controls/Follow-up" step in effective delegation involves providing a schedule of milestones and having regular check-ins to assess the progress of the delegated tasks. This allows the boss to monitor and evaluate the employee's performance and ensure that the tasks are being completed as expected. It helps in maintaining accountability and making necessary adjustments if needed.Rate this question:
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- 5.
The first step in Delegating is called “Directions.” In this step the manager
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Provides a step-by-step list of actions the employee should follow.
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Provides a clear picture of what “done looks like.”
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Outlines the negative consequences if the employee fails.
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Defines the level of authority the employee has in making decisions.
Correct Answer
A. Provides a clear picture of what “done looks like.”Explanation
In the first step of delegating, called "Directions," the manager provides a clear picture of what "done looks like." This means that the manager clearly communicates the expected outcome or result of the task or project to the employee. By providing a clear picture of what "done looks like," the manager sets clear expectations and helps the employee understand the desired end goal. This clarity helps the employee better understand their role and responsibilities in completing the delegated task.Rate this question:
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- 6.
Managers should consider the 5 Levels of Authority when delegating a task to a direct report. If the manager is successful over time, all employees will eventually perform at level 5. (choose either True or False)
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True
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False
Correct Answer
A. FalseExplanation
Managers should consider the 5 Levels of Authority when delegating a task to a direct report. However, it is not necessary for all employees to eventually perform at level 5. The 5 Levels of Authority are a framework that helps managers understand the different levels of decision-making and autonomy that can be given to employees. Each employee may perform at a different level based on their skills, experience, and the complexity of the task. Therefore, it is not true that all employees will eventually perform at level 5.Rate this question:
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- 7.
As a manager you can utilize your DiSC knowledge when delegating to an employee based on his/her DiSC style. What would a key element to consider when delegating to a high C?
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Provide all the time the C requests.
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Give minimal information up front and tell the C to “fill in all of the blanks.”
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Provide a lot of details about the best way to accomplish the task.
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The C will ask a lot of questions initially trying to understand the scope of the project, why it is important and details about outcomes.
Correct Answer
A. The C will ask a lot of questions initially trying to understand the scope of the project, why it is important and details about outcomes.Explanation
When delegating to a high C, it is important to consider that they are detail-oriented and analytical. They prefer to have all the necessary information before starting a task. Therefore, providing a lot of details about the best way to accomplish the task is a key element to consider. The high C will ask a lot of questions initially to fully understand the scope of the project, its importance, and the desired outcomes. This approach aligns with their need for clarity and precision in their work.Rate this question:
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- 8.
1. What would be a key element to consider when delegating to a high D? A. Express your support of the D’s actions, decisiveness & fast pace. B. Temper the items in “a” based on the task & desired outcomes & be ready to explain your rationale. C. Tell the D what you want accomplished and get out of the way. D. Tell the D he/she can operate at authority level 5 and check in with you when the job is done.
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Express your support of the D’s actions, decisiveness & fast pace.
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Temper the items in “a” based on the task & desired outcomes & be ready to explain your rationale.
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Tell the D what you want accomplished and get out of the way.
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Tell the D he/she can operate at authority level 5 and check in with you when the job is done.
Correct Answer
A. Temper the items in “a” based on the task & desired outcomes & be ready to explain your rationale.Explanation
When delegating to a high D, it is important to temper the support of their actions, decisiveness, and fast pace based on the task and desired outcomes. This means that while expressing support for their qualities, it is necessary to consider the specific task at hand and the desired results. Additionally, being ready to explain the rationale behind any adjustments made can help ensure effective delegation. This approach acknowledges the strengths of the high D individual while also ensuring that their actions align with the goals and objectives of the task.Rate this question:
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- 9.
Employee resistance is often common when you delegate a task. How would you respond to the employee who seems hesitant to take on the task and expresses a fear of failure?
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Take your time in going through the 8 delegating steps.
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Go through the 8 steps and ask your employee his/her biggest concern or fear. Really listen closely and calmly discuss the fears, while pointing out your confidence in the employee and the value of frequent milestones and check ins.
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Tell the employee that he/she is a slacker and it’s time to pull some more weight in the department.
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Agree with the employee’s concern and rescind the delegated task.
Correct Answer
A. Go through the 8 steps and ask your employee his/her biggest concern or fear. Really listen closely and calmly discuss the fears, while pointing out your confidence in the employee and the value of frequent milestones and check ins.Explanation
When an employee expresses hesitation and fear of failure when delegated a task, it is important to address their concerns and provide reassurance. Going through the 8 delegating steps and asking the employee about their biggest concern or fear allows for open communication and understanding. By actively listening and calmly discussing their fears, the manager can emphasize their confidence in the employee's abilities and highlight the importance of frequent milestones and check-ins. This approach acknowledges the employee's concerns while providing support and encouragement, fostering a positive and collaborative work environment.Rate this question:
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- 10.
The final step in the delegation process is “Support, Recognition & Rewards.” Managers should provide recognition to the employee who has done a good job, considering how the manager likes to be recognized or based on the employee’s needs indicated by his/her DiSC style?
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The manager knows best how to recognize his/her people.
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The manager should consider the DiSC needs of the entire department
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The manager should primarily consider the employee’s DiSC style and praise/recognize accordingly.
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The manager should not recognize anyone because it’s expected that employees will get their work done.
Correct Answer
A. The manager should primarily consider the employee’s DiSC style and praise/recognize accordingly.Explanation
The correct answer is that the manager should primarily consider the employee's DiSC style and praise/recognize accordingly. This means that the manager should take into account the employee's individual preferences and needs when providing recognition and rewards. Different employees may have different preferences for how they like to be recognized, and the manager should tailor their approach based on this information. This approach helps to ensure that the recognition is meaningful and effective for each employee.Rate this question:
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Current Version
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Apr 12, 2023Quiz Edited by
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Sep 15, 2010Quiz Created by
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