Multiple Choice QuestionFace-to-face performance reviewsMultiple choice question.have little emotional impact on managers.generate less stress when they are negative.are often intensely stressful for managersare among the least stressful experiences for employees.

Multiple Select QuestionSelect all that applyFace-to-face performance reviewsMultiple select question.are stressful for both managers and employees.usually lead to a false sense of optimism.are a regular occurrence for most professionals.tend to be more stressful when they are negative.

Multiple Choice QuestionSeeking performance feedback at workMultiple choice question.puts you at risk for being made into a scapegoat.is looked upon unfavorably in most organizations.helps you develop skills to move ahead.is only a good idea if you are sure it will be positive.

Multiple Choice QuestionWhen giving a negative performance review of an employee, you shouldMultiple choice question.focus only on the attitude of the employee.provoke the employee into becoming defensive and speaking up.comment only on things that you have observed, not thoughts and feelings.act as if the employee has personally hurt your feelings.

Multiple Select QuestionSelect all that applyWhich of the following are good strategies to use when delivering negative performance reviews?Multiple select question.Investigate reasons for the person's inadequate work.Mention that poor performance limits the person's opportunities at the company.To keep the person from becoming defensive, be flexible instead of firm.Explain that the employee's underperformance affects the organization.

Multiple Choice QuestionIn the Blank______ stage of team development, high performance is not a top priority and team members' emotions run from upbeat to depressed.Multiple choice question.normingstormingadjourningformingperforming