FREE Situational Judgement Ultimate Question and Answers

A more specialized customer service helpdesk is under your management at your new job, which you just started. Even in your 1-to-1 meetings, you quickly learn during your first few weeks on the team that the majority of people are introverts and rarely engage in conversation. Because of the lack of teamwork, job satisfaction is quite low.
What do you think you're "MOST LIKELY" to do next?

familiarize yourself with the team objectives, then email regular updates on each one's progress.

Implement compulsory training courses on interpersonal skills as soon as possible.

Start by introducing half-hour, weekly catch-up meetings for the while team.

Call a one-off emergency meeting to highlight objectives and the lack of collaboration.

Correct! Wrong!

Explanation:
This is the MOST effective response to the presented scenario. The key issue here is for you, as manager, to improve collaboration. Introducing short weekly meetings will do this in what should be perceived as an acceptable manner by your team. It's always good advice to select the solution likely to prove most effective in the long-term.

Working in the field of public health during a widespread pandemic, you are a very busy team leader. You are currently taking part in the team's most recent biweekly online presentation on individual projects, which is presented by a different team member each week. The time allotted to this project manager has already been exceeded. Your team as a whole is currently showing signs of boredom. You both concur that this presentation is running too long.
What do you think you're "MOST LIKELY" to do next?

It's the presenter's responsibility to manage time, so this is not your responsibility.

Wrap-up the session by secretly messaging the whole team to ask questions now.

Gently wrap up the session, then hold a presentation review later that day.

You decide to leave the meeting explaining you have urgent work to do asap.

Correct! Wrong!

Explanation:
This is the MOST effective solution, demonstrating collaborative decision-making in seeking a resolution. Plus taking the initiative to address the timing issue. Thirdly, that it's your managerial responsibility to offer balanced feedback. It may be a common issue but an annoying one for others if it is allowed to continue.

You are in charge of a sizable department store. The size of the sales/service teams on your staff varies, and each team is in charge of overseeing the department's customer orders. You've been alarmed by the growing indications of low team morale among the top three teams.
What do you think you're "MOST LIKELY" to do next?

Hold a brainstorm meeting for all team leaders to get some fresh ideas.

Approach some staff from each of the three teams for an informal chat.

Leave things to settle down a little bit longer, rather than causing anyone distress.

You summon the three team leaders separately to hear their ideas and explanations.

Correct! Wrong!

Explanation:
This is the most effective response since it addresses both the key issues: investigating how to set more effective objectives ; whilst getting buy in to this week's targets from the start.

You're in charge of your overworked nursing team's daily huddle. A new, junior team member has been frequently interrupting other team members as they discuss their own issues (from yesterday). You suspect they're attempting to impress their new team by monopolizing the medical solutions to every problem raised.
What do you think you're "LEAST LIKELY" to do next?

Assuming the others agree with you; state what you think is happening here.

Firmly suggest to your new colleague that it's fairer to let everyone contribute.

Ask why your more experienced team members are not offering their own solutions.

Tell the new nurse to stop distracting everyone from alternative solutions.

Correct! Wrong!

Explanation:
This is the least effective response which could easily backfire. You don't know how the rest of your busy team will react. Also, 'telling off' your new colleague could discourage them from contributing at future meetings.

The number of open cases in your accounts department keeps growing. Numerous staffing issues (numbers, training, etc.) are to blame for this. The end result is that the majority of your younger coworkers now routinely miss the goal deadline each week. Prioritize fixing this problem as the team's leader so it doesn't escalate into a bigger crisis.
What do you think you're "MOST LIKELY" to do next?

Meet with the team to tell them what you believe is causing the problems.

Stay positive - and ask your immediate superior for additional resources.

Communicate to your team that you are resolving the problems personally.

Remind your team of the problems and the clear need to meet every deadline.

Correct! Wrong!

Explanation:
This is the MOST effective option. It is because missing deadlines is a major problem that needs to be escalated to your manager. You need to know where they stand on this issue.

You assigned both individual and team goals for the first time last week as a relatively new graduate trainee manager. Everyone on your team has been instructed to collaborate and finish all assignments by the end of the week. Sadly, it is now abundantly clear to you that none of the team goals have been accomplished. Your individual goals only had a mixed record of success, in fact.
What do you think you're "LEAST LIKELY" to do next?

Organize a team meeting to discuss attitudes and lack of effort being shown.

Mail the team an urgent request to work more closely together.

Scrap the objective setting idea since it clearly doesn’t work.

Use 1-on-1's to discuss effective targets and to jointly agreeing new ones.

Correct! Wrong!

Explanation:
This is the least effective response as it does recognize the need for improved collaboration, although this is quite a weak solution. More importantly, it has to be the LEAST effective solution since it does not address the other key need to work more effectively (towards the set objectives).

You work in a sales office with an open floor plan, but you find it difficult to focus because a noisy coworker is sitting next to you. Although you are not the only one who has been inconvenienced, nobody has spoken up or taken any action.
What do you think you're "LEAST LIKELY" to do next?

Talk to your noisy colleague and request more reasonable behaviour

Email your noisy colleague to complain, cc'ing in your manager

Make even more noise than this colleague - to show them just annoying it is.

Refer the matter to your line manager, since they have overall responsibility.

Correct! Wrong!

Explanation:
This is LEAST because this is simply repeating the same problem as your disruptive colleague.

FREE Situational Judgement Ultimate Question and Answers

You work in a sales office with an open floor plan, but you find it difficult to focus because a noisy coworker is sitting next to you. Although you are not the only one who has been inconvenienced, nobody has spoken up or taken any action. What do you think you're "LEAST LIKELY" to do next?

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You work in a sales office with an open floor plan, but you find it difficult to focus because a noisy coworker is sitting next to you. Although you are not the only one who has been inconvenienced, nobody has spoken up or taken any action.
What do you think you're "LEAST LIKELY" to do next?