Description
Instructions
This Self-Directed Assessment contains eight questions for you to answer based on a scenario.
When you launch each question, the assessment tool will open in a new window where you will:
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Read additional information in the Description area (if supplied).
Read the question carefully.
Answer the question by typing in an answer box.
Remember, longer answers are not necessarily better. While there is no limit to the word count
of your answers, most questions can be reasonably answered in under 1,000 words. Please
answer one question at a time.
You have three attempts to answer each question. After answering, you will receive a score and
feedback. Although you need 80% to pass, you should work toward a goal of 100%. If you do
not score 100%, complete all three attempts and be sure to click the Submit button on each
attempt. As you revise your answer based on the feedback, be sure to include all previous
information from the earlier attempts as well as the new information.
To review the scenario while answering a question, click the Scenario button. When you have
completed your attempts, you will receive your final score.
Scenario
Throughout this assessment, you will distinguish between individual and team psychology, evaluate
the impact of leadership styles, interpret key areas of negotiation, analyze the dynamics of team
participation in a global environment, analyze the role of team psychology in managing conflict, and
distinguish the role of ethics on team psychology.
Case:
Capital Energy is a new company in the Clean Energy sector. In an effort to save money, they are
considering switching to a cheaper battery. The battery company, Tilt Battery, has 10 years in the
industry and would represent a 20 percent savings.
Tom, the VP of Public Relations at Capital Energy, says his intern has heard rumors about Tilt
Battery dumping toxic elements into the environment. Tom, 50, has 20 years of experience in
energy. His communication style is direct.
Before deciding if the company will switch to Tilt Battery, Kim, the CEO, has ordered a team to be
assembled to research the allegations and fit of Tilt Battery with Capital Energy. Kim, 60, has 5
years of CEO experience and 10 years in leadership roles. She is a master delegator and expects
results without excuses. Kim has demanded Tom lead the team since he mentioned the problem. He
will need to bring facts and recommendations to the next senior leadership meeting in three
weeks. All team members require Kim’s approval to be considered for the team.
Tom has assembled Joe, Lisa, Marie, and Karl to help in this endeavor. Here is some background
on each person.
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Marie, 40, is the VP of Legal and Compliance with 3 years at Capital Energy and has a
passive communication style. She is a supporter of peers but does not like teams.
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Joe, 31, is an Intern at Capital Energy. He suspects Tilt Battery of unethical behavior based
on rumors. Joe is a recent graduate with a Master in Environmental Studies and a Bachelor
in Solar Engineering. His communications style is direct, and he has many ideas.
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Lisa, 29, is a new staff employee at Capital Energy with prior experience at a battery factory
for 4 years. She has strong opinions about most topics and does not work well with others.
She can be passive or direct in her communication, but English is her second
language. Lisa’s culture dictates that she should agree with leaders.
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Karl, 55, is the Manager of Security and Investigations at Capital Energy for 8 years. He is
an early employee at Capital Energy who understands the company, culture, and vision. He
works well in teams and loves to be of service to others. Karl is liked by everyone, and his
communication style can be passive or direct.
1. Question: Ethics and Teamwork
Click the ‘scenario’ button below to review the topic and then answer the following question:
After the first meeting, the team decides Karl would be the best leader. He has asked the team:
“How can I best help each of you so we all succeed?” Building morale is important to him. He notices
Marie on her laptop doing other work. Most of the time, Marie doesn’t seem present and responds
with “good idea” when asked for input. She often says she’s very busy and puts her work on Lisa or
Joe.
What ethical concerns are present for the team versus the individual, and how can the team solve
these concerns?
2. Question: Individual Behavior and Dynamics
Click the ‘scenario’ button below to review the topic and then answer the following question:
Karl has also noticed everyone is just agreeing with the first thing anyone says and not offering
additional input. Marie says, “just tell us what to do.” Lisa nods silently in agreement. They both think
it is best to be assigned some work and do it themselves. They don’t want to engage as a group.
He’s wondering if there are problems with the team and wants to help the team re-engage.
Considering what we know about Lisa, what issues in team dynamics may arise for Karl and the
team when working with Lisa?
3. Question: Global Environments and the Individual in Teams
Click the ‘scenario’ button below to review the topic and then answer the following question:
Based on the team dynamics within the group, explain how diversity can contribute to team
success in a global environment and share one example of individual diversity which could impact
the team psychology.
4. Question: Negotiating with Leadership
Click the ‘scenario’ button below to review the topic and then answer the following question:
Joe has been contributing consistently to the group and feels he deserves more credit. His ideas
have been invaluable, and he has worked extra hours on the project. Karl feels great pride in
encouraging Joe to take initiative and bring out the best in Joe.
Explain the negotiation strategies that Joe could apply to communicate his concerns and
identify Karl’s leadership style that is being demonstrated.
5. Question: Group Dynamics and Ethics
Click the ‘scenario’ button below to review the topic and then answer the following question:
Karl has decided to credit Joe on the presentation slides and provide him with a company “on the
spot” bonus reward for his superior work on the project. In an effort to be transparent, he informs the
rest of the team of his decision. Right away, Tom claps and agrees. Meanwhile, Lisa and Marie are
upset. They feel they equally contributed, and Lisa says, “Boys club” under her breath.
Evaluate the conflict in this scene and explain the impact on group dynamics.
6. Question: New Leadership and Ethics
Click the ‘scenario’ button below to review the topic and then answer the following question:
If Tom decides to be the leader and dictate all elements of the team interaction and work distribution,
he will take no input from the team and only consider his own ideas.
Identify two problems Tom’s leadership style could pose to team success and provide one
example of the ethical impact on team psychology.
7. Question: Team Development
Click the ‘scenario’ button below to review the topic and then answer the following question:
The team has come to a conclusion regarding Tilt Battery company, and they present their findings
to leadership. Kim, the CEO, finds their research fascinating and praises their efforts. They will not
be wasting their time or money on Tilt Battery Company. Karl discusses how the team came
together with their skills, identified tasks with knowledge, created procedures, and shared and
supported one another. Marie has realized that she can work in the team environment successfully
as opposed to working individually. Karl thanked everyone for their help on the task the last few
weeks. Now the task is complete. Karl thinks the team deserves a bonus.
Considering the completed task, explain the areas the team should focus on for negotiating a
bonus for their work.
THIS IS AN EXAMPLE OF ONE OF THE QUESTIONS I GOT 80% FOR THIS.
Example)
Question: Leadership Style and Conflict
Click the ‘scenario’ button below to review the topic and then answer the following
question :
If Kim took a vote to decide who should be on the team and made everyone part of the
decision, what leadership style would she have, what are the benefits of this style on team
psychology, and how might this style impact the team in managing conflict?
Kim would have democratic leadership style. Some of the benefits of a democratic leadership
style are the team becomes more enthusiastic, committed, and satisfied with decisions. The most
democratic leadership style, participative leadership, encourages input from all team members to
create a successful and collaborative environment. It is beneficial because everyone feels valued
and empowered to take action, but it may also cause conflict since everyone’s opinions must be
considered. In the case of Kim, this style of leadership will be advantageous for encouraging
participation among her entire team.
Kim taking a vote to decide who should be on the team and making everyone part of the decision
is democratic leadership. This style of leadership is highly effective when the task involves
problem-solving. The best use of this leadership style is when there is a need to take suggestions
from all team members and then make a final decision. Also, it helps build strong relationships
among team members as every member feels important. It also makes team members feel
responsible for their actions, which helps manage conflicts effectively.
Kim took a vote, including everyone in the decision-making process. This is a democratic style.
The benefits of a democratic leadership style are improved morale and increased productivity.
This style might make it easier for the team to manage conflict because everyone feels like they
have an equal say in the project’s direction. In terms of conflict management, people tend to react
well when they feel engaged and involved in decision-making, so this leadership style will help
manage conflict.
Democratic leadership is also called participative leadership because it involves every group
member in decision-making. This style has the benefit of generating high levels of team member
satisfaction. The downside is that the team can become so focused on reaching an agreement that
the decision is not always optimal. Kim used a participative leadership style, which solicited the
opinions of others before making a decision. Because Kim asked for input from others, she was
able to keep them engaged and think more about the choice. This form of leadership helps foster
a sense of acceptance and trust among team members that can help defuse conflict.
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