What are the key components of effective people management?

• Physical fitness, social media presence, and public speaking

• Communication, leadership, motivation, conflict resolution, and performance management

• Financial management, technical skills, and multitasking

• Time management, creativity, and problem-solving

How can a manager effectively communicate with their team members?

• By being clear, open, and transparent in their communication, actively listening to their team members, providing regular feedback, and using various communication channels such as meetings, emails, and one-on-one conversations.

• By being vague and unclear in their communication

• By ignoring their team members' input and decisions

• By only communicating through written memos and emails

What are the benefits of providing regular feedback to employees?

• No impact on performance or motivation

• Increased absenteeism and turnover

• Improved performance and motivation

• Decreased performance and demotivation

Explain the concept of performance management and its importance in people management.

• Performance management is not important in people management as it only adds unnecessary stress to employees

• Performance management is only important for the top management and not for the overall organization

• Performance management is important in people management but it does not impact organizational performance

• Performance management is important in people management as it helps in aligning individual goals with organizational goals, improving employee engagement and motivation, identifying training and development needs, and ultimately improving overall organizational performance.

How can a manager effectively handle conflicts within a team?

• Ignoring the conflict and hoping it resolves itself

• Punishing the employees involved in the conflict

• Promoting open communication and facilitating a fair resolution

• Taking sides and showing favoritism

Discuss the significance of employee motivation in effective people management.

• Employee motivation has no impact on productivity or job satisfaction

• Employee motivation only leads to higher turnover rates

• Employee motivation is crucial for higher productivity, better job satisfaction, and lower turnover rates.

• Employee motivation is irrelevant in people management

What are the key factors to consider when setting performance goals for employees?

• Clarity, Measurability, Relevance, Attainability, Time-bound nature

• Age, Gender, Education, Experience, Nationality

• Speed, Agility, Strength, Endurance, Flexibility

• Color, Size, Shape, Weight, Material

Explain the role of emotional intelligence in people management.

• Emotional intelligence helps in understanding and managing emotions, building strong relationships, and effectively communicating with team members.

• Emotional intelligence is only important for individual performance, not team management

• Emotional intelligence has no impact on people management

• Emotional intelligence only leads to conflicts in the team

How can a manager promote a positive work culture within the team?

• By fostering open communication, recognizing and rewarding achievements, providing opportunities for professional development, and leading by example.

• By creating a competitive and cutthroat environment to motivate the team

• By micromanaging every task and closely monitoring employee performance

• By ignoring employee feedback and concerns, and not providing any opportunities for growth

Discuss the importance of continuous learning and development for employees in effective people management.

• Employees should only focus on their current skills and knowledge

• High turnover is not a concern for effective people management

• Continuous learning and development has no impact on job satisfaction or motivation

• Continuous learning and development helps improve skills, knowledge, and performance, leading to higher job satisfaction, motivation, and retention.