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Hover over each one to get the Player Snip code. Then in another window, open your course curriculum. Find the lesson you wish to place the snip into and put the editor into code view. After putting the editor in code view, paste in the Player Snip. Once the snip is pasted, get out of code view, save the course and then preview the lesson sinde the course player.
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Welcome To Player Snips
Please watch the getting started video below before you begin using your new superpowers
What caused Lester’s overwhelmed feelings?
Excessive workload due to Hank’s poor planning.
How could Hank improve workload planning?
Set clear deadlines and distribute tasks evenly.
Why did Mary intervene with Lester?
She noticed his distress and offered support.
What feedback did Mary suggest Lester give?
Remind Hank about deadlines and set expectations.
Which tool aligns with creating an improvement plan?
Annual appraisal document guiding performance improvement.
What outcome resulted from Lester’s conversation?
Implementation of an improvement plan for tasks.
PS-036
What feeling did Carmen express about workplace integration?
She felt integrated quickly and found colleagues very supportive.
What challenge did Carmen initially encounter?
Learning the new software posed initial difficulties at first.
How did Carmen overcome her software struggles?
Through practice and guidance she mastered the software swiftly.
What future-oriented action was taken during review?
Setting career goals and scheduling a follow-up meeting date.
What feeling did Carmen leave with post-review?
She felt positive and confident about her career choice.
Why is follow-up important in performance reviews?
It ensures accountability, monitors progress, and supports continuous development.
PS-036
What type of goal did Pam set initially?
Specific SMART goal: run local spring marathon.
How did Pam make her goal measurable?
Tracking distance, speed, and weight loss progress.
Which SMART criterion addresses goal feasibility?
Attainable: setting small running and cross-training targets.
How did Pam ensure goals remained realistic?
Cross-training and progressive distance increments each day.
How did Pam add a deadline to her goal?
Spring marathon date provided clear timeframe.
What indicates effective monitoring of her goals?
George’s feedback and measurable weight loss results.
PS-036
What crucial step did Sam omit?
Involving employees in goal-setting process.
How did Martha express her concerns?
Requested a private discussion with Sam.
What solution did Jake propose?
Reschedule a strategic planning session tomorrow.
Why is employee inclusion important?
It boosts motivation and goal ownership.
Which SMART element was missing?
Collaborative and realistic employee input.
What positive outcome followed planning?
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PS-036
How might peers’ feedback reveal overlooked strengths?
Peers highlight collaboration skills not shown in self-evaluations.
What development area emerges from supervisors’ anonymous feedback?
Supervisor feedback indicates need for improved strategic decision-making.
How can self-evaluation align with colleagues’ perceptions?
Compare self-ratings to average ratings to find gaps.
Which action plan supports continual performance improvement?
Set SMART goals based on 360-degree feedback insights.
Why maintain confidentiality in feedback reporting processes?
Ensures honest responses from all sources without fear.
How to use feedback scores versus company averages?
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PS-036
What competencies are essential for an IT Specialist role?
Analytical thinking, tech skills, and problem-solving are key.
How can Callie prove she meets expectations or exceeds them?
Provide examples aligned with each core competency indicator.
What does practicing assessments ahead of time achieve?
Increases confidence and highlights development areas beforehand.
Why define competencies before interviews or assessments?
Ensures fair evaluation and aligns expectations with goals.
How can competency gaps be addressed post-assessment?
Use targeted action plans for improvement and training.
What’s the benefit of matching staff with needed competencies?
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PS-036
What concrete experiences did Kristin initially rely on?
Teaching experience supported grammar and sentence structure skills.
How did Kristin engage in reflective observation early on?
She watched others and considered how tasks were performed.
When did Kristin use abstract conceptualization to learn?
Reading manuals helped her logically understand software functions.
What shows Kristin used active experimentation effectively?
She practiced tasks until she could work independently.
Why is risk-taking essential during active experimentation?
Trying new tasks builds confidence and deepens learning.
How does Kristin’s journey show Kolb’s cycle in action?
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PS-036
What motivated Meredith in her current role?
Positive environment and job satisfaction boosted her morale.
What specific motivator affected Charlie’s performance?
Public recognition reinforced his sense of achievement.
How does recognition influence employee motivation?
It validates contributions and boosts engagement significantly.
Why is value alignment important to motivation?
Shared values strengthen commitment to the organization.
How can managers identify personal motivators?
Use observation, surveys, and open communication effectively.
What does Charlie’s experience say about team culture?
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PS-036
What challenge was Tim facing at work?
Measuring performance fairly and objectively.
What advice did Mark offer Tim?
Use job requirements and competencies as a guide.
What is a key trait of a good performance plan?
It includes SMART goals aligned with company needs.
Why is goal prioritization important?
It helps employees focus on high-impact objectives.
What can help make performance measurable?
Use cost-specific metrics and clear rating scales.
How often should evaluations be conducted?
Regular informal check-ins and annual formal reviews.
PS-036
What was Tim struggling with?
How to measure employee performance fairly.
Why is performance measurement tricky?
Because performance can be subjective.
What did Mark suggest Tim should consider?
Job requirements and employee competencies.
How can Tim make measurements more objective?
By creating cost-specific measures and rating scales.
What tool helps standardize evaluation?
A rating scale for each performance measure.
What was the outcome of their discussion?
Tim found a clearer path to evaluate performance fairly.