100% PASS NCCER - FUNDAMENTALS-OF-CREW-LEADERSHIP FANTASTIC CERT GUIDE

100% Pass NCCER - Fundamentals-of-Crew-Leadership Fantastic Cert Guide

100% Pass NCCER - Fundamentals-of-Crew-Leadership Fantastic Cert Guide

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NCCER Module 46101 Fundamentals of Crew Leadership Sample Questions (Q20-Q25):

NEW QUESTION # 20
What is one good way to prevent sexual harassment in the workplace?

  • A. Establish a no-tolerance policy.
  • B. Promote the victim to a new job.
  • C. Increase the victim's compensation.
  • D. Improve employee screening methods.

Answer: A

Explanation:
One of the most effective ways to prevent sexual harassment is to establish a no-tolerance policy (A) that clearly defines prohibited conduct, outlines reporting procedures, and ensures prompt and thorough investigation of complaints. Promoting the victim (B) or increasing their compensation (C) does not address the harassment itself. While improved employee screening (D) might help, a clear policy and consistent enforcement are crucial. (Equal Employment Opportunity Commission (EEOC) guidelines; Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 2.3.2 Preventing Harassment)


NEW QUESTION # 21
Which of the following statements regarding discrimination issues is TRUE?

  • A. Employers can minimize workplace discrimination by hiring based on valid, job-related requirements.
  • B. Employers can avoid gender-related issues by hiring only men.
  • C. Employers are justified in ignoring claims of sexual harassment against male employees.
  • D. Employers avoid claims of job discrimination by hiring anyone who applies for a job, if a position is available.

Answer: A

Explanation:
Employers can minimize workplace discrimination by establishing and adhering to valid, job-related requirements (C) for hiring and promotion. Hiring only men (A) is discriminatory. Ignoring claims of sexual harassment against male employees (B) is illegal and unethical. Hiring anyone who applies (D) without considering qualifications can lead to inefficiency and potential discrimination issues. (Equal Employment Opportunity Commission (EEOC) guidelines; Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 2.3.1 Understanding Workplace Discrimination)


NEW QUESTION # 22
Which style of leadership is more likely to be effective in dealing with a craft professional's negative attitude?

  • A. directing
  • B. buddy
  • C. controlling
  • D. dictator

Answer: A

Explanation:
When dealing with a negative attitude, a directing (C) leadership style, which involves clear expectations, specific instructions, and close supervision, can be effective in redirecting theindividual's focus and behavior towards productive tasks. A "buddy" approach (A) might not address the negativity effectively. A "dictator" style (B) can create resentment. While "controlling" (D) might seem similar to directing, it often implies a lack of trust and can be demotivating in the long run. The directing style aims to guide and set clear boundaries. (Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 1.3.3 Understanding Leadership Styles)


NEW QUESTION # 23
Which of the following statements regarding the consequences of willful safety violations is TRUE?

  • A. Only the negligent injured worker can be fined.
  • B. Employers cannot be held liable for an employee's injury or death.
  • C. Only upper company management can be fined.
  • D. Superintendents and crew leaders can be held financially and criminally liable.

Answer: D

Explanation:
When safety violations are deemed willful, meaning the employer or a supervisory employee intentionally disregarded or was plainly indifferent to safety regulations, the consequences can be severe. Superintendents and crew leaders, as supervisory personnel with responsibility for job site safety, can be held financially and criminally liable (D) for such violations, in addition to potential penalties for the company itself. Negligent workers (A) may face disciplinary actions but are not typically fined by regulatory bodies. Upper management (B) can also be held liable, and employers are indeed liable for employee injuries or deaths resulting from safety violations (C). (OSHA Act of 1970; Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 3.3.2 Consequences of Violations)


NEW QUESTION # 24
Which of the following is the most serious issue an employee could face in terms of career growth?

  • A. not receiving an annual bonus
  • B. not being granted a compensatory day off
  • C. not being given any opportunity for advancement
  • D. not being selected for Employee of the Month

Answer: C

Explanation:
While factors like not receiving a bonus (A), not getting a compensatory day off (B), or not being recognized as Employee of the Month (C) might affect morale, a significant reason for an otherwise effective worker to leave is not being given any opportunity for advancement (D). Skilled and motivated individuals often seek growth and development in their careers, and a lack of upward mobility can lead to dissatisfaction and turnover. (Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 2.5.1 Understanding Employee Retention)


NEW QUESTION # 25
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