Inspiring and Motivating Individuals Coursera Quiz Answer [💯Correct Answer]

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Here, you will find Inspiring and Motivating Individuals Exam Answers in Bold Color which are given below.

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Week- 1: Strategies for visionary leadership

1.
Question 1

Leaders improve team
performance by:

1 point

  • 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

2.
Question 2

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

1 point

  • True
  • False

3.
Question 3

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

1 point

  • 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

4.
Question 4

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

1 point

  • True
  • False

5.
Question 5
In your vision
for your team, you should avoid referencing specific values or moral
convictions.

1 point

  • True
  • False

6.
Question 6

When communicating your vision, it is important to:

1 point

  • 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

7.
Question 7

An open body posture increases your stress hormones.

1 point

  • True
  • False

8.
Question 8

An open body posture increases your energy hormones.

1 point

  • True
  • False

9.
Question 9

You can improve your charisma by:

1 point

  • 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

10.
Question 10

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

1 point

  • True
  • False
Week- 2: Setting Effective Goals

1.
Question 1

Difficult,
challenging goals always improve performance.

1 point

  • True
  • False

2.
Question 2

Goals improve
performance by:

1 point

  • 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

3.
Question 3

Stretch goals can
promote unethical behavior.

1 point

  • True
  • False

4.
Question 4

Specific goals can
promote unethical behavior.

1 point

  • True
  • False

5.
Question 5

Stretch goals can
help increase satisfaction of the teammates.

1 point

  • True
  • False

6.
Question 6

SMART goals stand
for:

1 point

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

7.
Question 7

Specific goals can
limit creativity.

1 point

  • True
  • False

8.
Question 8

Specific goals can
impede learning.

1 point

  • True
  • False

9.
Question 9

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

1 point

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

10.
Question 10

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

1 point

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

Peer-graded Assignment: Setting SMART Goals

Download

Week- 3: Motivation and Drivers of Performance

1.
Question 1

Increasing employee engagement results in:

1 point

A. Higher financial profitability

B. Enhanced customer service

C. Reduced employee attrition

D. Less absenteeism

E. All of the above

2.
Question 2

Most employees are highly engaged at work.

1 point

  • True
  • False

3.
Question 3

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

1 point

A. Belonging

B. Safety

C. Self-esteem

D. Self-actualization

E. Physical needs

4.
Question 4

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

1 point

  • True
  • False

5.
Question 5

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

1 point

True

False

6.
Question 6

An effective intrinsic motivator is:

1 point

A. Job
title

B. Fear
of failure

C. Money

D. Learning and mastery

E. Badges
and certifications

7.
Question 7

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

1 point

  • True
  • False

8.
Question 8

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

1 point

  • True
  • False

9.
Question 9

You can increase individuals’ intrinsic motivation by:

1 point

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

10.
Question 10
People who make
$125,000 USD are significantly happier than people who make $70,000 USD.

1 point

True

False

Week- 4: Aligning Rewards and Behaviors

1.
Question 1

The concept of equity
suggests that:

1 point

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

2.
Question 2

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

1 point

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

3.
Question 3

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

1 point

  • True
  • False

4.
Question 4

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

1 point

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

5.
Question 5

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

1 point

A. Negative
Reinforcement

B. Punishment

C. Positive reinforcement

D. Both
A and C

E. None
of the above

6.
Question 6

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:

1 point

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

7.
Question 7

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

1 point

  • True
  • False

8.
Question 8

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

1 point

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

9.
Question 9

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

1 point

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

10.
Question 10

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

1 point

  • True
  • False

Peer-graded Assignment: Seeking Feedback on Your Leadership

Download

Conclusion

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