Inspiring and Motivating Individuals Coursera Quiz Answers

All Weeks Inspiring and Motivating Individuals Coursera Quiz Answers

In this course, you will learn how to create a shared vision for your team and effectively communicate it to your teammates. You will also learn how to set effective goals and expectations in a way that best enables your team to attain the shared vision.

Finally, you will understand the most important needs and drivers of performance across cultures and will learn to align rewards with desired behaviors so that your teammates are motivated to attain the team’s objectives.

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Table of Contents

Inspiring and Motivating Individuals Week 01 Quiz Answers

Quiz 1: Strategies for visionary leadership

Q1. Leaders improve team performance by:

  • A. Creating and communicating a vision
  • B. Structuring roles and responsibilities
  • C. Clarifying the interdependence among team members
  • D. Showing consideration for individual team members
  • E. All of the above

Q2. A visionary leader has a positive impact on a firm’s financial performance.

  • True
  • False

Q3. When developing your vision, you must answer which question(s):

  • A. Why do we do what we do?
  • B. What does success look like?
  • C. How must we act to ensure success?
  • D. All of the above

Q4. When communicating your vision, you should take ownership by using “I” and “Me” language.

  • True
  • False

Q5. In your vision for your team, you should avoid referencing specific values or moral convictions.

  • True
  • False

Q6. When communicating your vision, it is important to:

  • A. Talk loudly
  • B. Speak in a consistent tone in your voice
  • C. Maintain an open body posture
  • D. Show little emotion
  • E. Maintain
    a consistent pitch in your voice

Q7. An open body posture increases your stress hormones.

  • True
  • False

Q8. An open body posture increases your energy hormones.

  • True
  • False

Q9. You can improve your charisma by:

  • A. Using stories and metaphors
  • B. Asking rhetorical questions
  • C. Setting high expectations
  • D. Using inclusive language (we, us, our)
  • E. All of the above

Q10. Non-verbals such as facial gestures and body posture account for less than 10% of communication:

  • True
  • False

Inspiring and Motivating Individuals Week 02 Quiz Answers

Quiz 1: Setting Effective Goals

Q1. Difficult, challenging goals always improve performance.

  • True
  • False

Q2. Goals improve performance by:

  • Directing effort and attention toward goal-supporting activities
  • Directing effort and attention away from goal-irrelevant activities
  • Energizing and motivating for greater effort
  • Increasing the persistence of effort
  • All of the above

Q3. Stretch goals can promote unethical behavior.

  • True
  • False

Q4. Specific goals can promote unethical behavior.

  • True
  • False

Q5. Stretch goals can help increase satisfaction of the teammates.

  • True
  • False

Q6. SMART goals stand for:

  • Sophisticated, Measurable, Actionable, Realistic, Timely
  • Sagacious, Meaningful, Attainable, Responsible, Time-bound
  • Standard, Meaningful, Authoritative, Realistic, Trusted
  • Specific, Measurable, Agreed-Upon, Reasonable, Time-bound

Q7. Specific goals can limit creativity.

  • True
  • False

Q8. Specific goals can impede learning.

  • True
  • False

Q9. Specific goals can impede learning especially strongly in situations that are:

  • Stable and predictable
  • Involve many participants
  • Ethically questionable
  • Complex and uncertain

Q10. One of the best ways to make goals meaningful is to:

  • Create goals through brainstorming with the entire team
  • Cite examples of meaningful goals from other teams in discussing team goals
  • Have a retreat with the team to discuss goal meaning
  • Allow teammates to see how their product influences the lives of others

Inspiring and Motivating Individuals Week 03 Quiz Answers

Quiz 1: Motivation and Drivers of Performance

Q1. Increasing employee engagement results in:

  • A. Higher financial profitability
  • B. Enhanced customer service
  • C. Reduced employee attrition
  • D. Less absenteeism
  • E. All of the above

Q2. Most employees are highly engaged at work.

  • True
  • False

Q3. According to Maslow, which human need must be met
first in order for people to be engaged and motivated?

  • A. Belonging
  • B. Safety
  • C. Self-esteem
  • D. Self-actualization
  • E. Physical needs

Q4. Human needs are “born” traits, i.e., not learned over time.

  • True
  • False

Q5. People’s values differ greatly depending on their country of origin, nationality and culture.

  • True
  • False

Q6. An effective intrinsic motivator is:

  • A. Job title
  • B. Fear of failure
  • C. Money
  • D. Learning and mastery
  • E. Badges and certifications

Q7. The newer Millennial generation values intrinsic motivators such as meaning at work and learning more than Baby Boomers or GenX’ers.

  • True
  • False

Q8. Extrinsic rewards such as money or higher job titles can be de-motivating.

  • True
  • False

Q9. You can increase individuals’ intrinsic motivation by:

  • A. Offering them a corner office location for improved performance
  • B. Demonstrating the positive impact of their work on other people
  • C. Creating a financial incentive tied to performance
  • D. Treating everyone in the team equally
  • E. None of the above

Q10. People who make $125,000 USD are significantly happier than people who make $70,000 USD.

  • True
  • False

Inspiring and Motivating Individuals Week 04 Quiz Answers

Quiz 1: Aligning Rewards and Behaviors

Q1. The concept of equity suggests that:

  • A. We compare our satisfaction with a job to others’
  • B. We compare our levels of effort to peers’ levels of effort
  • C. Our motivation is affected negatively if we receive fewer rewards per unit of effort than our peers
  • D. Both B and C
  • E. None of the above

Q2. To effectively apply the concept of equity in your team, it is essential that

  • A. The rule of equity is satisfied on a daily basis
  • B. We reduce the level of effort required for all teammates
  • C. We provide mentorship for all teammates
  • D. Both A and B
  • E. None of the above

Q3. Seeking positive feedback and affirmation from your peers and subordinates is the best way to
enhance your standing in the team

  • True
  • False

Q4. If you are expecting our teammates to deliver creative ideas but reward them for meeting monthly
sales quotas, you could be:

  • A. Committing fundamental attribution error
  • B. Committing Folly of Rewarding A while Hoping for B
  • C. Failing your fiduciary duty
  • D. Engaging in unethical behavior
  • E. None of the above

Q5. The most effective way to motivate your teammates in a sustainable way is by using:

  • A. Negative
    Reinforcement
  • B. Punishment
  • C. Positive reinforcement
  • D. Both
    A and C
  • E. None
    of the above

Q6. Your colleague wants to motivate the team but has a limited budget to buy pastries for the five upcoming team meetings. Based on your knowledge of reinforcement schedules, you
would most likely recommend that the colleague:

  • A. Bring some pastries to every meeting
  • B. Bring a lot of pastries to first and fourth meetings
  • C. Progressively increase the number of pastries brought to every meeting, starting with a very small amount
  • D. Promise your teammates to bring a lot of pastries to the final meeting
  • E. None of the above

Q7. It is often beneficial to separate a performance evaluation meeting into two separate
meetings for evaluation and development.

  • True
  • False

Q8. Some of the most common culprits responsible for the Folly of Rewarding A while Hoping for B include:

  • A. Limited resources in organizations
  • B. Fascination with objective metrics
  • C. Poor coordination among teammates
  • D. Strive for instant gratification
  • E. Both B and D

Q9. To overcome the
illusion of transparency in communicating goals and expectations, we should:

  • A. Ask questions to ensure understanding
  • B. Ask people to restate the goals and expectations back to us
  • C. Ask them to keep a journal documenting their reflections on the goals
  • D. Both A and B
  • E. None of the above

Q10. The key risk of seeking feedback on your performance from your peers and subordinates includes undermining your authority

  • True
  • False
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