Single Choice Quiz

Single choice

1 / 25

Category: Psychological safety

A team member proposes an unusual approach in a meeting, and the group goes quiet. What’s the most constructive reaction?

Move on to the next topic and revisit the idea privately later.

Note the idea down and suggest emailing thoughts after the meeting.

Wait for someone with more experience to give their opinion first.

Invite the team to explore the idea further and assess its relevance calmly.

2 / 25

Category: Psychological safety

You notice someone seems uncomfortable contributing during discussions. How might you encourage engagement without pressure?

Assign them a speaking slot in the next meeting to boost visibility.

Ask the team to give them space until they feel more confident.

Ask open questions and offer chances to contribute in smaller settings.

Let them stay silent; some people just aren’t talkers.

3 / 25

Category: Psychological safety

Your manager frequently checks in about group dynamics and welcomes suggestions. What’s a likely effect?

Some may think the manager lacks confidence in decisions.

Team members feel safer raising concerns and contributing new ideas.

People feel more pressure to give input even when unsure.

Team members become cautious about speaking too freely.

4 / 25

Category: Psychological safety

After you miscommunicate a deadline, a colleague is late delivering their part. What reaction supports a psychologically safe team?

Focus on correcting the mistake without addressing the cause.

Apologize briefly but let the manager handle the situation.

Acknowledge your role in the confusion and clarify next steps together.

Remind them to double-check timelines next time.

5 / 25

Category: Psychological safety

If I or any other colleague were to express concerns about the decision-making process, how would we be assured of a fair response and that we would actually be listened to?

Suggest discussing it privately to avoid discomfort.

Explain that cultural differences sometimes cause misunderstandings.

Reassure the team that the current process works well for most.

Thank them for speaking up and invite further clarification in the group.

6 / 25

Category: Dependability

During a team meeting, you realize a task assigned to you is unclear and you’re not sure you can deliver on time. What’s the most dependable response?

Avoid asking questions so you don’t seem unprepared

Agree to the task and hope for the best

Say nothing and figure it out later

Ask for clarification and communicate your concerns about the deadline

7 / 25

Category: Dependability

You promised to help a colleague with their project, but your own workload unexpectedly increased. What should you do to remain dependable?

Cancel your help last minute

Wait and see if they ask again

Inform your colleague promptly and renegotiate your availability

Do both projects halfway to manage expectations

8 / 25

Category: Dependability

A new team member from a different cultural background works at a slower pace. What dependable behavior supports both them and the team?

Communicate your timelines clearly and offer support if needed

Let your manager handle it

Avoid collaborating with them to meet your deadlines

Take over their work without asking

9 / 25

Category: Dependability

You submitted a report with an error that might affect your team's results. What’s the most dependable action to take?

Wait for feedback and only act if someone complains

Ignore the mistake and hope it goes unnoticed

Acknowledge the mistake, correct it, and inform your team as soon as possible

Blame someone else if the issue comes up

10 / 25

Category: Dependability

You’re part of a project with rotating roles. This week, you’re leading a task, but a colleague from another country seems unsure about their duties. What should you do?

Expect them to figure it out without guidance

Clarify the task with them and ensure they feel supported and included

Ignore them—they should read the project instructions

Assign the task to someone else without telling them

11 / 25

Category: Structure & Clarity

What can you do to support smooth teamwork when your colleagues have different work styles?

Help clarify who is doing what and how tasks will be handled.

Avoid planning and just solve issues as they come up.

Let everyone figure out their own way of working.

Do your part however you want as long as you meet deadlines.

12 / 25

Category: Structure & Clarity

What can you do to help make a meeting useful for everyone before it starts?

Show up and share your thoughts spontaneously.

Only speak up if you're one of the louder voices.

Read the agenda and prepare based on the topics and goals.

Let others lead and see where the meeting goes.

13 / 25

Category: Structure & Clarity

What can you do to help a new colleague understand how the team works and where to get help?

Share what you know about team rules, tools, and who to ask.

Give them tasks immediately and let them learn by doing.

Let them observe meetings quietly for now.

Let them figure things out their own way.

14 / 25

Category: Structure & Clarity

What can you do to make it easier for everyone to use a new digital tool or platform?

Wait until they ask for help if they don’t get it.

Send them a link and let others answer their questions.

Offer clear explanations and show how to get help if needed.

Just give them access and let them explore.

15 / 25

Category: Structure & Clarity

What can you use to help your team stay on track when a project has many small tasks?

Only check the list at the end of the week.

Track your own tasks and assume others do the same.

Keep tasks flexible and just adapt as needed.

Use a shared task list where everyone can see updates.

16 / 25

Category: Meaning

You’re working on a task that feels routine. How can you reconnect it to something meaningful?

Wait until it feels more interesting before engaging.

Identify the value it supports (e.g., trust, care) and focus on that as you work.

Ask for something more exciting instead.

Try to get through it as fast as possible and move on.

17 / 25

Category: Meaning

A teammate finishes a project quietly and moves on. How can you help grow meaning?

Keep quiet if they prefer to keep a low profile.

Send a generic “good job” message without specifics.

Recognize their effort and highlight how it made a difference.

Point out what they could have done better.

18 / 25

Category: Meaning

You’re not sure how your daily work connects to the bigger picture. What could you do?

Assume it’s not important and focus only on your tasks.

Ask someone else if they think your role matters.

Ignore it — not everything has to be meaningful.

Ask your manager or team how your work supports the broader goals.

19 / 25

Category: Meaning

You just completed a task. What’s one way to reflect on its value?

Make a list of what you didn’t enjoy about it.

Move on to the next thing to keep the momentum going.

Double-check your work for errors, then move on.

Think about who it helped and how it made their work easier.

20 / 25

Category: Meaning

A colleague shares a win. What’s a meaningful way to respond?

Ask them what made it meaningful to them and share your appreciation.

Use it as an opportunity to share your own achievements.

Nod and say “nice” without further comment.

Congratulate them and quickly change the subject.

21 / 25

Category: Impact

Why is workplace inclusion important for team performance?

It strengthens collaboration, creativity, and engagement

It ensures everyone has the same responsibilities

It supports team bonding over shared backgrounds

It simplifies decision-making by reducing debate

22 / 25

Category: Impact

What is an example of inclusive behavior in the workplace?

Asking for input primarily from those with similar experiences

Encouraging everyone, regardless of role or background, to share their ideas

Letting team members solve issues without interference

Offering help only when someone asks directly

23 / 25

Category: Impact

Which of the following is a benefit of an inclusive workplace?

It reduces the need for regular feedback

It builds a stronger sense of belonging and employee commitment

It allows for faster decisions with less input

It ensures consistency by encouraging like-minded thinking

24 / 25

Category: Impact

What role can employees play in promoting inclusion?

Waiting for leadership to address inclusion issues

Focusing on work and avoiding difficult conversations

Modeling inclusive behavior and advocating for fairness

Respecting differences but avoiding active engagement

25 / 25

Category: Impact

How can unconscious bias affect inclusion?

It mainly affects external interactions, not internal teams

It has minimal impact if DEI policies are in place

It can lead to unintended exclusion or unequal treatment

It helps streamline hiring by relying on gut instinct

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