The Ultimate Recreation Supervisor Exam Guide and Practice

The correct answer is Cannot Say.

The first paragraph of the text describes one of several critical elements that constitute performance management.

The second paragraph discusses the outcomes of this method, which can be perceived as benefits of utilizing it.

However, we are not told what the main benefit of performance management is. We are only given examples of it.

You may be tempted to choose False because the text does mention certain benefits, but they are not necessarily the main ones, nor does the fact that the benefit in question isn't mentioned makes it a minor benefit necessarily

The correct answer is A.

The second part of this sentence, "[apples' smell] does not come from their grains", must be true according to the third fact. The first part, "Apples may smell", is a bit different, as it is written in a suggestive manner. It cannot be 'false' as long as it does not contradict any of the facts above, which it does not.

Let's go over the remaining answer choices:

Answer choice B – since we are not told anything regarding the smell of apples, we cannot say whether this is true or false.
Answer choice C is eliminated for the same reasoning, as we know nothing about the colour of onions. It is important to remember that we are supposed to answer the question solely on the basis of the information given to us in the facts, regardless of any additional knowledge we might have about onions from the real world.

Answer choice D – the fourth fact explicitly states that David does not usually mind strong smells. The only occasion where he would mind them is if he were running a fever. There is no specific exception for onions, which makes this a false statement.

Answer choice E – this statement is neither supported nor contradicted by any of the facts above, so we cannot say whether or not it is true.

Best response: D
Core competencies: discipline
Secondary competencies: flexibility and adaptability, building and maintaining relationships, encouraging employees' development, openness to criticism


Explanation: In this scenario, you are told about a supervisor who is faced with criticism. You are asked to judge the supervisor’s behavior, but of course you are actually asked about yourself. Notice that the answer choices split into two which agree with the described response and two which disagree with it. Every couple of responses differs by its rationalization of the response – this means that the reasons for the behavior are important here as well.

In response A, you send out a message that employees can’t discuss their feelings with you, that Criticism is unwanted and can’t be discussed. Whether or not Denise’s criticism is justified, you should take it seriously and check the matter. As you want to maintain a good work relationship with your employees, you want them to feel comfortable to talk to you if they need.

On the other hand, when an employee does criticize you, you should check the legitimacy of their complaint. The rationalization of response B suggests that the reason for the inappropriateness of Joyce’s behavior is that Denise is feeling bad about being reprimanded. However, this is not a legitimate reason. While Joyce should make the effort to be respectful even while disciplining her employees, she shouldn’t hold back her opinion.

Response C is insufficient. The severity of the damage caused by the error is indeed an important factor in the decision how to respond to employees' error. However, when disciplining employees, just as when developing their abilities and tutoring them, supervisors should take their personal characteristics into consideration and adapt accordingly, as response D suggests. In this case, an employee who is being careless time and time again should be handled more strictly than an employee who is usually very careful and has made one mistake, which happened to be crucial. This kind of employee is likely to have realized already the magnitude of his actions and since he is already thorough, there isn’t much to teach here. A careless employee, however, has to learn to be more careful (encouraging development, discipline).