Supervisor Module 4 - Managing For Outcomes For Rescare Workforce Services

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Supervisor Module 4 - Managing For Outcomes For Rescare Workforce Services - Quiz



To be completed after the Managing for Outcomes webex session.


Questions and Answers
  • 1. 

    What is delegation?  (Check all that apply.)

    • A.

      Dumping tasks that you don't like to do.

    • B.

      Assigning tasks to staff so you don't have to be responsible for the work.

    • C.

      A tool for developing employees and teams.

    • D.

      An opportunity to leverage your employees' talents.

    Correct Answer(s)
    C. A tool for developing employees and teams.
    D. An opportunity to leverage your employees' talents.
    Explanation
    Delegation is not just about dumping tasks that you don't like to do or assigning tasks to staff to avoid responsibility. Instead, it is a tool that can be used to develop employees and teams by giving them opportunities to take on new responsibilities and learn new skills. It is also an opportunity to leverage your employees' talents by assigning tasks that align with their strengths and abilities.

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  • 2. 

    What are some of the benefits of delegating?  (Check all that apply.)

    • A.

      Helps your employees grow.

    • B.

      Increases employee morale.

    • C.

      Develops your leadership skills.

    • D.

      Lets you hand-off assignments that you don't want to do.

    Correct Answer(s)
    A. Helps your employees grow.
    B. Increases employee morale.
    C. Develops your leadership skills.
    Explanation
    Delegating has several benefits. It helps employees grow by giving them opportunities to take on new tasks and responsibilities. This can lead to increased job satisfaction and motivation, ultimately boosting employee morale. Delegating also allows leaders to develop their own leadership skills by learning how to effectively assign and manage tasks. However, the statement "Lets you hand-off assignments that you don't want to do" is not a benefit of delegating as it implies a lack of willingness to take on certain tasks.

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  • 3. 

    Many supervisors don't delegate effectively because it takes time to teach someone else how to do the work.  What are some other reasons why some supervisors don't delegate?  (Check all that apply.)

    • A.

      Lack of trust.

    • B.

      Fear of losing control or power.

    • C.

      Fear of mistakes.

    • D.

      Lack of knowledge about how to delegate.

    • E.

      Perception of "pawning" work onto others.

    Correct Answer(s)
    A. Lack of trust.
    B. Fear of losing control or power.
    C. Fear of mistakes.
    D. Lack of knowledge about how to delegate.
    E. Perception of "pawning" work onto others.
    Explanation
    Some supervisors may not delegate effectively due to a lack of trust in their subordinates, fearing that they may not perform the tasks correctly or up to their standards. They may also fear losing control or power over the work, as delegating tasks means giving up some level of authority. Additionally, supervisors may be afraid of mistakes being made by their subordinates, which could reflect poorly on them. Lack of knowledge on how to effectively delegate tasks can also hinder supervisors from doing so. Furthermore, some supervisors may perceive delegating as "pawning" off their work onto others, which may negatively impact their reputation.

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  • 4. 

    Delegating effectively allows us to show employees that we view them as trustworthy and capable.  It also allows us to focus on the employee.  This helps us apply the concept of _______ Leadership, which emphasizes serving others while still focusing on results.  (This concept was also introduced in Module 1 - Creating Direction.) 

    • A.

      Aggressive

    • B.

      Selfless

    • C.

      Servant

    • D.

      Authoritative

    Correct Answer
    C. Servant
    Explanation
    Delegating effectively involves entrusting employees with tasks and responsibilities, demonstrating trust and belief in their capabilities. By doing so, we are able to focus on the employee's growth and development. This aligns with the concept of servant leadership, which emphasizes serving others while still achieving results. Servant leaders prioritize the needs and well-being of their employees, fostering a supportive and empowering work environment. This approach encourages collaboration, empathy, and a focus on the collective success of the team.

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  • 5. 

    There are 5 steps to delegation.  Which of the following is NOT one of the 5 steps?  [Choose only one.]

    • A.

      Clarify the Goal

    • B.

      Set Checkpoints and Deadlines

    • C.

      Determine Authority

    • D.

      Micromanage for Effectiveness

    • E.

      Address Outcome

    Correct Answer
    D. Micromanage for Effectiveness
    Explanation
    The correct answer is "Micromanage for Effectiveness" because micromanaging is not a step in the delegation process. Delegation involves assigning tasks and responsibilities to others, providing them with the necessary authority and resources to complete the tasks, setting goals and checkpoints, and addressing the outcomes. Micromanaging, on the other hand, refers to excessive control and monitoring of every detail, which is not a recommended approach in effective delegation.

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  • 6. 

    The Stewardship Model has 6 phases.  What are they?  [Choose one.]

    • A.

      Align, Allocate, Allow, Account, Assess, Accentuate

    • B.

      Align, Assign, Allocate, Allow, Account, Assess

    • C.

      Access, Assign, Allocate, Allow, Account, Assess

    • D.

      Align, Assign, Allocate, Accept, Account, Advise

    Correct Answer
    B. Align, Assign, Allocate, Allow, Account, Assess
    Explanation
    The Stewardship Model consists of six phases: Align, Assign, Allocate, Allow, Account, and Assess. In the Align phase, goals and objectives are established to ensure alignment with the organization's overall strategy. The Assign phase involves assigning responsibilities and tasks to individuals or teams. In the Allocate phase, resources such as budget and personnel are allocated to support the assigned tasks. The Allow phase focuses on empowering individuals to make decisions and take ownership of their assigned tasks. In the Account phase, progress and results are tracked and reported. Finally, in the Assess phase, performance and outcomes are evaluated to identify areas for improvement.

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  • 7. 

    During the _______ phase of the Stewardship Model, it is important to give the employee the necessary authority and resources to complete the assignment.  [Choose one.]

    • A.

      Align

    • B.

      Assign

    • C.

      Allocate

    • D.

      Account

    • E.

      Assess

    Correct Answer
    C. Allocate
    Explanation
    During the Allocate phase of the Stewardship Model, it is important to give the employee the necessary authority and resources to complete the assignment. This phase involves distributing or assigning the required resources, such as time, budget, equipment, and personnel, to ensure that the employee has everything they need to carry out their tasks effectively. By allocating the necessary resources, the organization demonstrates its commitment to supporting the employee and enabling them to successfully complete their assignment.

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  • 8. 

    What is the first, and most important, step of the Problem Solving Process?  [Choose one.]

    • A.

      Identify the problem.

    • B.

      Determine solutions.

    • C.

      Focus on the symptoms of the problem.

    • D.

      Evaluate the solution.

    Correct Answer
    A. Identify the problem.
    Explanation
    The first and most important step of the Problem Solving Process is to identify the problem. This step involves recognizing and understanding the issue or challenge that needs to be addressed. Without a clear understanding of the problem, it is impossible to find effective solutions or evaluate potential outcomes. Identifying the problem allows individuals or teams to focus their efforts and resources on finding the most appropriate and efficient solutions.

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  • 9. 

    What are the 3 things you can do to evaluate the solution?  [Choose one.]

    • A.

      Monitor progress, evaluate results, make changes as necessary.

    • B.

      Monitor progress, issue orders, make changes as necessary.

    • C.

      Maintain the status quo, evaluate results, make changes as necessary.

    Correct Answer
    A. Monitor progress, evaluate results, make changes as necessary.
    Explanation
    The correct answer is "Monitor progress, evaluate results, make changes as necessary." This answer provides a clear and logical sequence of actions to evaluate a solution. Monitoring progress allows for tracking the implementation and effectiveness of the solution. Evaluating results helps to assess whether the solution is achieving the desired outcomes. Making changes as necessary acknowledges that adjustments may be needed to improve the solution's effectiveness or address any unforeseen issues. This approach ensures a proactive and adaptive approach to evaluating and improving the solution.

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  • 10. 

    During the "Set Checkpoints and Deadline" phase, what are 2 things you should do?  [Choose the 2 correct answers.]

    • A.

      Micromanage the employee to make sure the work gets done.

    • B.

      Work with the employee to set a schedule of checkpoints along the way.

    • C.

      Set a deadline for project completion.

    • D.

      Leave it up to the employee to check in with you at his/her discretion.

    Correct Answer(s)
    B. Work with the employee to set a schedule of checkpoints along the way.
    C. Set a deadline for project completion.
    Explanation
    During the "Set Checkpoints and Deadline" phase, it is important to work with the employee to set a schedule of checkpoints along the way. This helps in monitoring the progress of the work and ensures that it is on track. Additionally, setting a deadline for project completion is crucial as it provides a clear timeline for the employee to work towards and helps in managing expectations. Micromanaging the employee to make sure the work gets done is not recommended as it can hinder their autonomy and creativity. Leaving it up to the employee to check in with you at his/her discretion may result in a lack of accountability and clarity.

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  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Mar 24, 2009
    Quiz Created by
    Dtemple

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