Post-quiz Supervisor Skills Level 1 (V 4.0)
Dear Participant of the Course "Supervisor Skills Level 1"
It’s time to take the post-quiz for your FDA Course!
This quiz consists of in total 12 questions. The maximum score you can achieve is 120 points. In order to pass the quiz you need a passing score of 80%. You have 2 attempts to pass the quiz. Time limit to complete the quiz is 25 minutes.
We wish you success!
FINCA Development Academy
- 1.
As a FINCA Supervisor I demonstrate the FINCA brand attributes in my behavior. The FINCA brand attributes are:
- A.
Warmth, Respect and Responsible Banking
- B.
Creating Brighter Futures
- C.
Warmth, Trust and Responsible Banking
- D.
None of the above
Correct Answer
C. Warmth, Trust and Responsible BankingExplanation
As a FINCA Supervisor, it is important to demonstrate the brand attributes of Warmth, Trust, and Responsible Banking in my behavior. These attributes reflect the values and principles that the FINCA organization stands for. Warmth signifies a welcoming and compassionate approach towards clients, while Trust emphasizes the reliability and credibility of the services provided. Responsible Banking highlights the ethical and sustainable practices followed by FINCA. By exhibiting these attributes, I contribute to building a positive brand image and fostering trust among clients and stakeholders.Rate this question:
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- 2.
At FINCA we defined leadership as creating brighter futures for:
- A.
Donors
- B.
People, teams, organizations, and communities
- C.
Clients
- D.
None of the above
Correct Answer
B. People, teams, organizations, and communitiesExplanation
The correct answer is "People, teams, organizations, and communities." This definition of leadership encompasses a broader scope, recognizing that leaders have the potential to make a positive impact on various aspects of society. By focusing on people, teams, organizations, and communities, leaders can work towards creating brighter futures for individuals, fostering teamwork and collaboration, driving organizational growth and success, and ultimately benefiting the wider community as a whole.Rate this question:
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- 3.
As a FINCA Supervisor I have three key strategic responsibilities. These are:
- A.
Achieving Portfolio, Managing PAR and Managing NOM.
- B.
Managing the Branch, Achieving the Task and Managing the People
- C.
Achieving the Task, Managing the Team and Managing Individuals (on your team)
- D.
None of the above
Correct Answer
C. Achieving the Task, Managing the Team and Managing Individuals (on your team)Explanation
The correct answer is "Achieving the Task, Managing the Team and Managing Individuals (on your team)". This answer aligns with the role of a FINCA Supervisor, who is responsible for achieving the overall task or goal, managing the team as a whole, and also managing the individuals within the team. These three responsibilities are crucial for the success of a supervisor in effectively leading and coordinating their team towards achieving the desired outcomes.Rate this question:
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- 4.
As a FINCA Supervisor I play many different roles when carrying out my activities. These can be characterized as:
- A.
Role Model, Facilitator, Coach and Coordinator.
- B.
Dictator, Disciplinarian, Director, Decision Maker
- C.
Role Model, Coach, Dictator, Disciplinarian
- D.
None of the above
Correct Answer
A. Role Model, Facilitator, Coach and Coordinator.Explanation
The correct answer is "Role Model, Facilitator, Coach and Coordinator." This answer suggests that as a FINCA Supervisor, the individual takes on multiple roles to carry out their activities. They serve as a role model, setting a positive example for others to follow. They also act as a facilitator, helping to create an environment that supports the accomplishment of goals. Additionally, they serve as a coach, providing guidance and support to help others improve their performance. Lastly, they act as a coordinator, ensuring that tasks and resources are effectively managed and organized.Rate this question:
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- 5.
The definition of a FINCA Supervisor can be best described as:
- A.
A FINCA Supervisor gives direction and ensures individuals and teams comply with this direction
- B.
A FINCA Supervisor INSPIRES the best in individuals and teams to achieve positive results and change
- C.
A FINCA Supervisor drives results by being task focused and tells people how to do things
- D.
None of the above
Correct Answer
B. A FINCA Supervisor INSPIRES the best in individuals and teams to achieve positive results and changeExplanation
A FINCA Supervisor inspires the best in individuals and teams to achieve positive results and change. This means that the supervisor motivates and encourages their team members to perform at their highest potential and achieve their goals. They create a positive and supportive work environment that fosters growth and development. By inspiring their team, the supervisor can drive positive results and facilitate positive change within the organization.Rate this question:
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- 6.
Teams need the following to succeed:
- A.
A clear vision, target and a way of working
- B.
Defined roles and responsibilities
- C.
Communication and Feedback
- D.
All the above
Correct Answer
D. All the aboveExplanation
The teams need all of the mentioned factors in order to succeed. A clear vision, target, and a way of working provide a direction and purpose for the team. Defined roles and responsibilities ensure that each team member understands their tasks and contributes effectively. Communication and feedback are essential for collaboration and continuous improvement within the team. Therefore, all of the above factors are necessary for the success of a team.Rate this question:
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- 7.
Positive Performance Management includes:
- A.
Setting clear targets/tasks, giving the necessary training, observe and monitor, give feedback and further coaching if needed and review/evaluate performance
- B.
Setting clear targets/tasks, review and either discipline if performance not met or reward when performance is met
- C.
Setting clear targets/tasks, Observing and feedback when they are not meeting the desired standard, set consequences if standards are not met
- D.
None of the above
Correct Answer
A. Setting clear targets/tasks, giving the necessary training, observe and monitor, give feedback and further coaching if needed and review/evaluate performanceExplanation
Positive Performance Management involves setting clear targets/tasks, providing the necessary training, observing and monitoring performance, giving feedback, and offering further coaching if needed. It also includes reviewing and evaluating performance to ensure that the desired standards are met. This approach focuses on supporting and developing employees by providing guidance and resources to help them achieve their goals. It emphasizes a proactive and constructive approach to managing performance, rather than solely focusing on discipline or rewards.Rate this question:
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- 8.
You have observed a member of staff in the field. They have recently attending training on the new Village Banking procedure and you have discussed and set the standard that the new procedures must be implemented. You observed that the team member did not follow the new procedure but reverted to the old procedure. What do you do next?
- A.
Call the team member to a disciplinary hearing
- B.
Send the team member for further training
- C.
Give feedback, and coach if necessary, set an aim
- D.
None of the above
Correct Answer
C. Give feedback, and coach if necessary, set an aimExplanation
After observing that the team member did not follow the new procedure despite attending training and discussing the standard, the next step would be to give feedback to the staff member. This feedback should include highlighting the deviation from the new procedure and discussing the importance of adhering to it. If necessary, coaching should be provided to address any gaps in understanding or skills. Additionally, setting a clear aim or expectation for future adherence to the new procedure can help reinforce the importance of following it. Calling the team member to a disciplinary hearing or sending them for further training may not be necessary at this stage, as the issue can be addressed through feedback and coaching.Rate this question:
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- 9.
When in face-to-face communication our message is received through our words, voice tone and body language. What % does body language represent?
- A.
Body Language represents 7%
- B.
Body Language represents 38%
- C.
Body Language represents 55%
- D.
None of the above
Correct Answer
C. Body Language represents 55%Explanation
In face-to-face communication, our message is received not only through our words and voice tone but also through our body language. Body language includes facial expressions, gestures, posture, and other non-verbal cues. According to the given answer, body language represents 55% of the communication. This means that a significant portion of the message is conveyed through non-verbal cues, emphasizing the importance of paying attention to and effectively using body language in communication.Rate this question:
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- 10.
What elements can be considered to support positive communication:
- A.
Positive Regard, Positive Body Language, Actively Listen, Paraphase and ask open questions
- B.
State what you need, Give your input, Ask the person for feedback on your input, and make a decision
- C.
Positive Regard and ask lots of questions whilst nodding to their responses
- D.
None of the above
Correct Answer
A. Positive Regard, Positive Body Language, Actively Listen, Paraphase and ask open questionsExplanation
The elements that can be considered to support positive communication are positive regard, positive body language, actively listening, paraphrasing, and asking open questions. Positive regard means showing respect and valuing the other person's thoughts and feelings. Positive body language involves using gestures, facial expressions, and posture that convey interest and openness. Actively listening means paying full attention to the speaker and showing understanding. Paraphrasing is restating the speaker's words in your own words to ensure understanding. Asking open questions encourages the speaker to provide more information and promotes further conversation.Rate this question:
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- 11.
Performance Feedback is the on-going process of conversation between:
- A.
A team member and their line-manager so the line-manager can give feedback on the team members failure to reach performance targets
- B.
A team member and their line-manager so that the line-manager can give feedback on the team members performance
- C.
A team member and their line-manager to exchange information about performance expected and the performance exhibited
- D.
None of the above
Correct Answer
C. A team member and their line-manager to exchange information about performance expected and the performance exhibitedExplanation
Performance Feedback is the ongoing process of conversation between a team member and their line-manager to exchange information about performance expected and the performance exhibited. This involves a two-way communication where both parties discuss the goals, expectations, and progress of the team member's performance. It allows for constructive feedback, clarification of expectations, and identification of areas for improvement. This process helps to align the team member's performance with the desired outcomes and fosters continuous improvement.Rate this question:
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- 12.
The following are examples of intrinsic motivators:
- A.
Salary increase, new uniform, and new office furniture
- B.
Enjoying challenging work, recognition, opportunities to develop/grow and a positive relationship with line-manager
- C.
Working from home, job security, and benefits.
- D.
None of the above
Correct Answer
B. Enjoying challenging work, recognition, opportunities to develop/grow and a positive relationship with line-managerExplanation
This answer is correct because the examples listed - enjoying challenging work, recognition, opportunities to develop/grow, and a positive relationship with a line-manager - are all examples of intrinsic motivators. Intrinsic motivators are factors that come from within an individual and drive their motivation and engagement in their work. These factors are not external rewards or incentives like salary increase, new uniform, or new office furniture, but rather internal factors that contribute to an individual's sense of fulfillment, satisfaction, and personal growth in their work.Rate this question:
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Current Version
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Mar 14, 2023Quiz Edited by
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Aug 04, 2015Quiz Created by
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