Questions and Answers of Coaching Supervision A Practical Guide For Supervisees

discuss the causal nature of the relation between job satisfaction and job performance;
define job satisfaction and job performance;
Imagine you have to carry out an employee well-being survey for a hospital, for an IT company and for a chemical plant. Based on Tables 12.1–12.6, what aspects would you include and why? Try to
Download the short version of the Utrecht Work Engagement scale from www.wilmarschaufeli.nl> downloads> tests, as well as the test manual from downloads> test manuals. Ask some friends or family
Interview a friend or a family member whom you consider to be ‘engaged’ at work and ask him or her what is energy draining (job demands) and what is energizing at work (job resources). Repeat the
Read the stories of Peter, Geoff and Mary closely (Work Psychology in Action boxes). Write down the typical characteristics of burnout for Peter, the typical characteristics of boredom for Geoff and
Do you think that burnout, engagement and boredom are ‘contagious’, that is that they spread from one employee to another? Why would this (not)be the case?Learning by Doing
It has been maintained that in order to burn out, one first as to be on fire.Do you agree? Why (not)?
Engaged employees are positive and energetic at work, and they are more productive. But can employees also be ‘too engaged’? Is there is an optimal level of engagement?
Which model describing work–family interaction, introduced in Section 11.2, would be your personal favourite and why? Explain why this model would be especially suitable to apply to everyday
In what ways are positive interventions unique and different from the majority of existing work interventions?
Interview an individual (e.g. family member, friend, colleague) who has worked in a team. Identify the characteristics of the individuals that composed the team, the characteristics of their team as
Think of a time you have worked in a team. Using the expanded Tuckman and Gersick model proposed by Morgan, Salas and Glickman, describe how your team underwent the nine developmental stages.
Can you think of some effective team-building exercises that would especially benefit diverse teams? What about some exercises that would benefit virtual teams? Create and describe them.
What other factors might change how teams function in the future?Learning by Doing
What are the differences between team building and team training? How can these strategies improve teamwork?
What problems do you think virtual teams might encounter and how do you think these issues may be addressed?
What should organizations pay attention to when designing teams? What factors might help or impede a team’s effectiveness?
describe an intervention on how to stimulate job-crafting behaviour.
recognize unresolved and critical issues regarding job crafting;
Describe how the three core teamwork competencies (the ABCs of teamwork) as described by the Cannon-Bowers and Salas (2006) may promote team effectiveness.
distinguish between various positive movements such as positive psychology, positive organizational behaviour and positive organizational scholarship;
compare and contrast positivity and negativity;
If humans are naturally attracted to what is positive and life giving, why are they so biased towards negativity?
To what extent can an organization develop its employees’ positivity? Explain.
Should an organization be responsible for the development of an individual’s psychological capital or is that up to the individual? Explain.
Does positivity have a place in the workplace? Explain.
describe several successful positive work interventions.
explain the criteria for effective interventions in general and effective positive interventions in particular;
describe psychological capital (PsyCap) and its constituent resources;
explain the negativity bias;
describe the distinct effects of positive emotions;
describe some research evidence on the predictors and outcomes of job crafting;
provide a thorough insight into what job crafting really is;
explain how psychosocial risks can be prevented or managed;
develop an understanding of basic intervention concepts and approaches;
discuss what an intervention is in relation to work psychology;
Write down five adjectives that come to mind when you think about sickabsent employees. Compare your list with those of a few fellow students.Which adjectives occur most across your lists? Is this
Collaborate with two or three of your fellow students to find at least 10 employees (differing in age and gender) who are willing to be interviewed.First, ask each employee ‘How many days have you
Schliwen and colleagues (2011) described three major models of sick leave provision. The social insurance model provides some income security for sickabsent currently employed. Social insurance can
Which associations with sickness absence and presence might be predicted in each scenario shown in the table below? Team cohesiveness is the degree to which team members are attracted to each other
How can sickness presence be handled within a virtual work mode, such as teleworking (i.e. work conducted from home using information technology)?
Think of measures that could help organizations to reduce levels of sickness absence. Is it possible that these measures lead to higher levels of sickness presence? How can this ‘sickness
identify the classifications of interventions;
understand the principles of participatory action research (PAR) and why it is used for work-stress interventions;
understand why organizational interventions are more effective than individual approaches.
explain the gap that job crafting fills in top-down job redesign approaches;
understand the restrictions of top-down job redesign approaches;
Devise a plan for the implementation of one of the interventions that could reduce work stress in your organization. Pay special attention to the critical factors for successful intervention
Whatever the outcome of point 1, it is always possible to think of ways to improve the PSC of the organization. What would you like to improve in your organization? What sort of interventions would
A satisfactory level of PSC is a score of 41 or above. A lower score signifies higher risk for depression and job strain (Dollard et al., 2012).
Most of you will at some point in your lives have worked for an organization.Think of the organization you know best. Then assess the PSC for this organization, using the checklist given in Table
Do you think that managers and employees would perceive the PSC of an organization similarly or differently? What implications would this have for stress in the organization?
Propose ways in which you would evaluate an intervention, bearing in mind the various levels and targets.
You are newly appointed as the manager of a department with 80 employees in a company. You notice high absenteeism rates as well as a high turnover rate. Morale seems to be low, and after only a few
discuss the societal context of sickness absence and sickness presence.
In this chapter, four different types of work–family interaction were distinguished. Give two examples for each type of interaction.
understand under what circumstances prolonged work hours have adverse health effects;
describe the nature of social stressors and their effects on employees;
describe threats to successful implementation of control-enhancing change projects;
distinguish job control from control beliefs and describe possible consequences of a mismatch between the two;
understand the basic mechanisms through which job control can have a positive influence on well-being and performance;
Think about a time when you have received good and bad customer service.Consider how this was related to emotions at work, for example did the employee show you emotions you shouldn’t have seen or
Find a friend or family member who has a demanding yet rewarding job. Ask them about their work pressures and consider whether these are challenge or hindrance demands.
Imagine you are discussing a recent failed project with a local company.What regulation obstacles would you suggest could have contributed to this failure?
Consider a work (or study) task you have recently completed in terms of action regulation theory. What was your goal? What stages can you identify that helped you work towards this goal? Are these
Do all people react to work pressures in the same way? Can work pressures be seen as challenge demands to one person and yet hindrance demands to another? What influences these reactions?Learning by
describe the two basic forms of functional social support;
understand under what circumstances social support may have negative effects; and
describe why control, social support and task design must be understood in terms of their social meaning.
explain why effort–recovery theory and allostatic load theory form suitable frameworks for understanding the role of recovery from work;
understand why recovery from work is crucial to preserve employee health in the long run;
Think about something at work that made you think ‘I should not have to do this; this should be done by someone else!’ Why did you feel that way?
Think about an event where you felt really well supported and about an event where someone tried to support you (i.e. had good intentions) but did not give you the feeling that you were well
Note for a few days whenever you think ‘How nice (or how convenient)that I can decide that myself’ or ‘Why can’t I decide that myself?’ or ‘Why do I have to decide about that?’
If people think they should not have to carry out a certain task (even though they are well able to do it), isn’t that a sign of a lack of flexibility?
We have emphasized the importance of appreciation in this chapter. What does that imply for the development and the handling of interpersonal conflict?
If giving social support requires so many considerations of the person and the circumstances involved, and of the style it is given, can we ever expect supervisors to have the time and the skills
If having control can be interpreted in so many different ways, depends so much on individual and cultural processes of interpretation, and can even have detrimental consequences does it make sense
Should organizations be responsible for preparing employees to cope with the emotional demands of work?
What should an organization consider if it is preparing to change job content so an employee works on multiple projects rather than devoting their time to one task? Is this likely to be a positive or
describe antecedents and consequences of quantitative job demands;
give a definition of quantitative job demands;
Imagine a sales department of an insurance company in which employees face high cognitive job demands, low cognitive resources and high cognitive detachment from work. On the basis of the assumptions
The JD–R Model stresses the role of personal resources such as self-efficacy and optimism. Read the studies of Heuven and colleagues (2006) or Xanthopoulou and associates (2009a) and explain their
Conduct at least two semi-structured interviews (see Chapter 2) with people from different professions (e.g. a construction worker, nurse, police officer, taxi-driver). Prepare a number of questions
Try to reflect on your study or, if applicable, on the job that you currently hold. Make a list of the tasks that you perform daily. On the basis of these tasks, make a list of at least three demands
The DISC Model is trying to extend itself in the direction of the moderating role of off-job recovery (i.e. detachment from work). Could you come up with other extensions of the DISC Model?
What are the key differences?
Compare the JD–R Model with the DCSM and the ERI Model from Chapter
discuss objective and subjective approaches of measuring quantitative job demands, and how these two approaches relate to each other;
mention several practical applications that relate to quantitative job demands.
The antecedents of quantitative job demands concern factors both in the organizational environment (market, technology, etc.) and within the organization (management style, HRM practices, etc.).
Can action regulation theory always adequately explain our behaviour at work? Explain why or why not.
describe the research that contributes to our understanding of qualitative demands at work.
differentiate between challenge and hindrance demands;
appreciate the different types of stressful demands we might face at work(e.g. regulation problems, physical demands, cognitive demands, role stress and emotional demands);
use action regulation theory as a framework for understanding how demands at work affect workers;
understand qualitative demands at work and how these can affect employees;
Together with some other students, visit several pubs and/or restaurants and observe the barkeepers and/or waiters. Don’t visit these workplaces as a group, but use a timetable in which you specify

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