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- 1. Multiple Choice
What is feedback?
Criticizing somebody's behavior
Giving advice to another person
Informing another person about the reception of their action from the past and the impact on the present
Evaluating somebody's performance on performance committee
- 2. Multiple Choice
What are the different types of feedback?
Positive and constructive
Positive and negative
Positive and corrective
Praising and criticizing
- 3. Multiple Choice
What should be included in the feedback message?
Expressing feelings and emotions
General evaluation of a person's behavior
Focus on the mistake that was made
Example of the situation/s on which the feedback is built
- 4. Multiple Choice
Who can give feedback to whom?
Only Manager to Employee
Manager to Employee and Employee to Manager
Manager and Dual-Manager to Employee
Manager to Employee, Employee to Manager and Peer to Peer
- 5. Multiple Choice
What is NOT the function of feedback?
Increasing awareness of our strengths and development areas
Providing a tool for control of Employee's behavior
Setting foundation for managing performance
Promoting behaviors that are desired or unwelcome
- 6. Multiple Choice
What does SBI stand for?
Situation, Behavior, Impact
Situation, Behavior, Improvement
Structure, Behavior, Impact
Structure, Behavior, Improvement
- 7. Multiple Choice
In DISC personality model, which personality types are extrovert?
S and C
D and I
Only D
Only I
- 8. Multiple Choice
How can you facilitate communication with C type?
Get straight to the bottom-line, avoid details, speak about benefits and results
Refer to his/her impact on people, emphasize action, changes
Assure about available support, refer to the person, explain changes calmly
Provide a lot of details, rely on facts and numbers, refer to procedures
- 9. Multiple Choice
How often should feedback be given?
At least once a week
Once per half-year
Only if somebody asks for it
Every time before performance review + every time there is a need for it
- 10. Multiple Choice
SARA stages of receiving constructive feedback assumes we:
Reject constructive feedback and get hurt
Start to overanalyze it
First deny the feedback, excuse ourselves and then accept it
Blame other person for our failure
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