Meeting Management Training

Before your meeting management training, please take a moment to tell us your name and to fill out this quick pre-test.  This will help us to identify what material we need to cover in these modules.  After you have finished the pre-test, please click submit.  You will be taken to a page that will give you a link to the module.  Thank you for your interest in meeting management!

Name

Which is the best way to enhance someone's feelings of competence?

• Only give them easy tasks.
• Provide them with informational feedback.
• Praise them, even if you have to stretch the truth.
• Give them very difficult tasks that they have no idea how to perform.

Feedback about specific behaviors is

• Controlling
• Informational

Feedback that leaves room for discussion is

• Informational
• Controlling

Feedback that places blame is

• Informational
• Controlling

Feedback that includes providing rewards that are contingent upon performance is

• Informational
• Controlling

Feedback that emphasizes improvement and development, as opposed to evaluation is

• Informational
• Controlling

Feedback that pressures a person to think, act and feel in certain ways is

• Informational
• Controlling

Feedback that cites a specific instance of a person's behavior is

• Informational
• Controlling

Which of the following goals is most likely to be the most effective?

• Sell 250 bags of candy as a class.
• Each person in the class sell 10 bags of candy.
• Each person in the class sell 10 bags of candy by November 20th.
• Each person in the class sell as many bags of candy as possible.

Feedback is only effective when it is given in a formal, one-on-one feedback session.

• True
• False

It is the process of trying to reach a goal, not the goal itself, that provides feedback.

• True
• False

Please indicate the extent to which you engage in each of these behaviors, using the following scale:

NA-Not applicable to me (no opportunity to engage in this behavior)

1-I've never done this before

2-I have done this before, but rarely

3-I have done this occasionally

4-I do this on a regular basis

5-I do this often

Give members feedback about the duties they perform.

1 2 3 4 5 N/A

Give feedback that minimizes controlling language (i.e. feedback that pressures a person to think, act, or feel in a certain way).

1 2 3 4 5 N/A

Give negative feedback in a way that reframes the issue as a problem to be solved.

1 2 3 4 5 N/A

Provide rewards to members that are contingent on successful peformance of tasks and duties.

1 2 3 4 5 N/A

Give feedback that is vague and general.

1 2 3 4 5 N/A

Give feedback that is directed at a person's behavior and not at their personality characteristics.

1 2 3 4 5 N/A

Provide clear and specific expectations for duties or jobs to be performed by members.

1 2 3 4 5 N/A

Set specific organizational goals.

1 2 3 4 5 N/A

Develop ways to check progress and evaluate organizational goals.

1 2 3 4 5 N/A

Set goals that are just out of reach.

1 2 3 4 5 N/A

Avoid formal feedback sessions with all organization members.

1 2 3 4 5 N/A

Provide on-the-spot feedback for organizational members.

1 2 3 4 5 N/A

Make sure that members have the resources they need to complete their duties successfully.

1 2 3 4 5 N/A