What is an ineffective approach for a supervisor to deliver feedback to a struggling employee?

• A. The supervisor should list each area of deficiency and how it impacts the team and/or organization.
• B. The supervisor should make performance expectations clear.
• C. The supervisor should provide some praise around the things the employee is performing well.
• D. The supervisor should provide specific examples of instances in which the employee had a misstep.

A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The firm's employee handbook includes a section on cultural values that denounces public criticism of others and endorses acceptance of diversity at all levels of the organization. What should the regional HR director do to uphold the firm's cultural values?

• A. Advise the VP to review the cultural values outlined in the handbook.
• B. Advise the VP to attend an online cultural awareness training course.
• C. Send an email to the managers acknowledging the inappropriateness of the VP's behavior.
• D. Advise the COO to meet with the VP to discuss the firm's cultural values.

What would be a creative solution to help the remote employees feel more included while keeping costs low?

• A. Post photos of the events on the company intranet so remote employees can see them.
• B. Organize periodic social meet-ups for remote employees who live near one another.
• C. Setup a dial-in/web cam for the company meetings and social events so that remoteemployees can hear and see the activity.
• D. Invite the remote employees to attend the holiday party and summer BBQ; however, theywould be responsible for covering the cost of their own transportation and lodging.

What is a characteristic of a polycentric talent acquisition orientation?

• A. Each country has its own unique talent acquisition approach.
• B. Each region establishes its own staffing policies.
• C. Headquarter staffing policies are mimicked in other countries.
• D. The company has a global talent acquisition plan.

The company recently introduced a new state-of -the-art sof tware program that transforms the way insurance agents put together portfolios, calculate rates, and create presentations for customers. Due to the complexity of the new sof tware, the company had all insurance agents go through a one-day training to become familiar with the new tool. After a couple of weeks, the CHRO notices that some of the more tenured agents are struggling with using the new sof tware program and have decreasing sales. What should the CHRO do?

• A. Offer additional training to agents whose performance has decreased.
• B. Prepare for increased turnover by building a talent pool.
• C. Arrange for all agents to attend a second day of training on the new sof tware program.
• D. Hold agents accountable for their decreased performance, setting clear expectations.