Answer Key
1. An employee who frequently suggests new ideas, seeks better ways to solve problems, and
continuously improves their work is demonstrating which type of engagement?
A) Cognitive engagement
B) Emotional engagement
C) Behavioural engagement
D) Social engagement
2.Which of the following models proposes that actively engaged employees have the most
positive impact on an organization?
A) Maslow’s Hierarchy of Needs
B) Gallup’s Employee Engagement Model
C) Herzberg’s Two-Factor Theory
D) McGregor’s Theory X and Theory Y
3.Which aspect of employee experience has the greatest impact on long-term engagement?
A) The physical office environment
B) How frequently employees receive performance evaluations
C) The number of paid holidays available
D) The company’s approach to recognition, growth, and work culture
4.What is the key difference between employee enablement and employee empowerment?
A) Enablement focuses on providing resources, while empowerment focuses on autonomy and
decision-making.
B) Enablement involves emotional support, while empowerment involves financial incentives.
C) Empowerment is only for senior employees, while enablement applies to all.
D) Enablement is about training employees, while empowerment is about rewarding them.
5.An employee who frequently volunteers for new projects, takes initiative, and mentors
colleagues is demonstrating which type of engagement?
A) Cognitive engagement
B) Behavioural engagement
C) Social engagement
D) Emotional engagement
6.What is the purpose of an Employee Net Promoter Score (eNPS)?
A) To evaluate employee salary satisfaction
B) To measure how likely employees are to recommend the company
C) To assess the financial performance of the organization
D) To track customer satisfaction levels
7.Which method is used to gather feedback from an employee’s peers, supervisors, and
subordinates?
A) Pulse surveys
B) Exit interviews
C) 360-degree feedback
D) Performance appraisals
8.Nina is a marketing executive who thrives in creative brainstorming sessions. Her previous
team encouraged idea-sharing and open discussions. Recently, she was transferred to a new
team where meetings are more structured, and decisions are made by senior managers without
much input from the team. Nina has been feeling disengaged and less motivated. What is the
most likely reason for Nina’s disengagement?
A. She does not get along with her new team members.
B. She prefers a collaborative environment, but her new team has a top-down decision-making
approach.
C. Her workload has significantly increased.
D. She is struggling to meet deadlines in her new role.
9.X and Y both work at Furniture Mart, a large discount furniture retailer. X is a salesperson
on the floor, and Y is the company credit manager. The two have known each other for years
and share many common interests: they live within two blocks of each other, and their oldest
children attend the same middle school and are best friends. If X and Y had different jobs, they
might be best friends themselves, but their work roles frequently put them at odds. X excels at
selling furniture, with most of their sales made on credit. Y, on the other hand, is responsible
for minimizing the company’s credit losses and regularly has to reject the credit applications
of customers X has just sold to. The conflict between X and Y arises from the differing demands
of their respective jobs, not from personal animosity. If the company wanted to reduce the
conflict between X and Y, which of the following would be the most effective long-term
strategy?
A. Redesigning incentive structures to align sales and credit department goals.
B. Implementing a strict communication protocol between sales and credit teams.
C. Replacing individual discretion with an AI-driven approval system for credit decisions.
D. Reassigning X to a different sales region to avoid direct conflicts with Y.
10.Ryan had been working as a software developer at a tech company for five years. He was
well-regarded by his peers and had a reputation for writing clean, efficient code. Then, his
company introduced a new coding framework. Ryan struggled to adapt, often taking longer
than his colleagues to complete tasks. His manager, Lisa, noticed his frustration. “I used to be
one of the fastest coders here,” Ryan confided in a colleague. “Now, I feel like I’m always
catching up. It’s like I have to relearn everything from scratch.” What is the most likely cause
of Ryan’s frustration?
A. Ryan is unwilling to learn new coding frameworks.
B. The new framework is more complicated than the previous one.
C. Ryan is experiencing difficulty in adapting to change.
D. Lisa is not providing Ryan with enough support and training
