FUNDAMENTALS-OF-CREW-LEADERSHIP EXAM REVISION PLAN - FUNDAMENTALS-OF-CREW-LEADERSHIP VALID EXAM BOOTCAMP

Fundamentals-of-Crew-Leadership Exam Revision Plan - Fundamentals-of-Crew-Leadership Valid Exam Bootcamp

Fundamentals-of-Crew-Leadership Exam Revision Plan - Fundamentals-of-Crew-Leadership Valid Exam Bootcamp

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NCCER Module 46101 Fundamentals of Crew Leadership Sample Questions (Q10-Q15):

NEW QUESTION # 10
Who does the crew leader typically report directly to on a construction site?

  • A. architect
  • B. superintendent
  • C. owner
  • D. safety manager

Answer: B

Explanation:
The crew leader, as a first-line supervisor, is directly responsible for the activities of the work crew and typically reports to the superintendent or general foreman on the construction site. This individual oversees multiple crews and is responsible for the overall progress and coordination of the work. (Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 1.2.1 Reporting Structure)


NEW QUESTION # 11
What is a potentially important use of the daily diary that is NOT related to the crew leader's efficient management of work?

  • A. documenting work completed
  • B. a source of information during litigation with the client
  • C. recording an OSHA inspection visit
  • D. scheduling a new-worker orientation session

Answer: B

Explanation:
While the daily diary is crucial for documenting work progress (A), recording important events like OSHA inspections (B), and potentially noting training activities, a potentially important use not directly related to efficient daily management is that it can serve as a source of information during litigation with the client (D) by providing a detailed record of site conditions, work performed, and any relevant incidents. Scheduling a new-worker orientation (C) is more of a planning task than a daily record. (Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 2.2.3 Maintaining a Daily Log)


NEW QUESTION # 12
What is one good way to prevent sexual harassment in the workplace?

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

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 # 13
What is one way to provide effective training?

  • A. by tailoring the training to the career goals and needs of trainees
  • B. by avoiding giving negative feedback until trainees are more experienced in doing the task
  • C. by encouraging trainees to listen, saving their questions for the end of the session
  • D. by choosing one training method and using it for all trainees

Answer: A

Explanation:
Effective training is most successful when it is relevant and engaging for the learners. Therefore, by tailoring the training to the career goals and needs of trainees (B), you can increase their motivation and retention of the material. Using a single method for all (A) may not cater to different learning styles. While questions are important, discouraging them until the end (C) can hinder immediate understanding. Avoiding negative feedback (D) can prevent trainees from correcting mistakes and improving. (Fundamentals of Crew Leadership, Fourth Edition, NCCER, Section 5.2.1 Principles of Effective Training)


NEW QUESTION # 14
Which of the following is the most serious issue an employee could face in terms of career growth?

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

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 # 15
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