WorksheetsEffective Supervisory Practices p168-171
Total questions: 19
Worksheet time: 10mins
What does the 'S' in SMART goals stand for?
Specific
Simple
Strategic
Standard
A goal that includes something you can count is _________.
Measurable
Achievable
Realistic
Timely
What is an example of a measurable goal mentioned in the text?
Complete 1,200 sidewalk repairs by the end of the fiscal year
Resurface five miles of pavement
Improve customer service
Create a detailed schedule
Which of the following is NOT a characteristic of SMART goals?
Attainable
Relevant
Time-consuming
Time-bound
Fill in the blank: Each goal should be ________ by establishing a deadline for achieving your outcome.
Time-bound
Flexible
Open-ended
Undefined
What is one of the performance goals mentioned in the text?
Increase sales by 20%
Reduce costs by 15%
Improve customer satisfaction
Expand market reach
Which of the following is a performance goal mentioned in the text?
Sponsor at least six community events during the next fiscal year
Increase customer satisfaction by 5%
Reduce the number of employees
Increase the number of products
One of the factors impacting the amount of demand for an activity is:
Price of the activity
Weather conditions
Availability of substitutes
Consumer preferences
Which of the following is a factor impacting the amount of demand for an activity?
Inputs
Outputs
Demand
Feedback
What is meant by 'Efficiency' in performance measures?
The ability to achieve maximum productivity with minimum wasted effort or expense
The speed at which a task is completed
The accuracy of the results produced
The cost associated with performing a task
Which of the following is an example of 'Effectiveness' in performance measures?
Cost per unit of output
Number of parks maintained at or above the established environmental standard
Average additional staff time required per park
Cost in dollars per employee trained in customer service
The impact of 'Outcomes' in performance measures is:
Significant in determining success
Irrelevant to performance
Only affects financial metrics
Limited to short-term goals
Monitoring your team's performance against strategic goals is important because:
it helps in identifying areas of improvement and ensures alignment with organizational objectives.
it allows team members to work independently without any supervision.
it reduces the need for communication within the team.
it eliminates the need for setting new goals.
A routine review of the team’s performance in relation to its goals will help you and your team consider these questions: Are we focusing on the right activities to support the highest priorities?
Yes, it helps focus on the right activities.
No, it does not help focus on the right activities.
It depends on the situation.
Not sure.
A routine review of the team’s performance in relation to its goals will help you and your team consider these questions: Are resources (time, attention, money, materials, expertise, access to equipment or training) being spent on activities that will accomplish the desired outcome?
Yes, resources are being spent on activities that will accomplish the desired outcome.
No, resources are not being spent on activities that will accomplish the desired outcome.
Resources are being spent, but it's unclear if they will accomplish the desired outcome.
Resources are not being spent at all.
A routine review of the team’s performance in relation to its goals will help you and your team consider these questions: Are we on schedule for deadlines to be met?
Yes, it will help in assessing the schedule.
No, it will not help in assessing the schedule.
It depends on the team's performance.
Only if the goals are clear.
A routine review of the team’s performance in relation to its goals will help you and your team consider these questions: How meaningful and useful are the team’s metrics to support decision making?
Very meaningful and useful
Somewhat meaningful and useful
Not meaningful and useful
Not sure
A routine review of the team’s performance in relation to its goals will help you and your team consider these questions: What do we need to change?
A routine review helps identify necessary changes.
A routine review is unnecessary.
A routine review is only for managers.
A routine review is a waste of time.
A routine review of the team’s performance in relation to its goals will help you and your team consider these questions: What are we doing really well?
It helps identify strengths.
It creates confusion.
It wastes time.
It demotivates the team.
