The following sentence uses a being verb: I am an associate at ...

[littleanan]

The following sentence uses a being verb: I am an associate at the law firm.
 
  Indicate whether the statement is true or false

Question 2

List some of the key considerations you should keep in mind when engaging in a directive decision making process to ensure that you are being fair and consistent in your decision making.
 
  What will be an ideal response?

[mmj22343]

Answer to Question 1

TRUE

Answer to Question 2

The text provides the following list:
 Ask questions focused on obtaining facts and concrete informationwho, what, when, where, why, and how. You must use effective inquiry and investigative skills and seek to understand what occurred, how and why it occurred, who was involved or witnessed it, and when and where it occurred.
 Encourage the parties to be concrete and objective. They should support their assertions, feelings, and thoughts with facts and information that will explain why they feel or believe as they do. If they provide input concerning their preferred options for resolution, they should identify the objective criteria, such as a particular policy, practice, procedure, or standard of fairness that would justify such options.
 Consider the parties' credibility, demeanor, motives, and prejudices. You must be astute in understanding the messages and intentions underlying the issue and the parties' words and actions. Can you trust what a party is saying? Do tone of voice, body language, and demeanor suggest that a party is hiding something? Is a party being manipulative, or does the party have a reason to embellish a story? Is one party fearful and the other aggressive? What is the parties' history? Is their behavior consistent with past incidents or unique to this incident?
 Check for biases that may unduly influence your decision. Has a party pushed your buttons in the past? Reflect on any emotions, biases, or other concerns that may affect your ability to render an objective decision. Consider a second opinion from another manager to ensure the decision is consistent with what others would do under similar circumstances. Further, be sure your decision is supported by relevant policies and procedures governing the situation.
 When all relevant information has been gathered, weigh it to arrive at a balanced decision. Consider outcomes that will best serve the interests of the parties but that are also acceptable to you and the organization. If win/win is not possible, seek an outcome that is efficient and will do the greatest good and cause the least harm. Consider outcomes that hold the most promise for restoring relationships, preserving dignity, and fostering productive relationships for the future.
 Render the decision in an objective, balanced fashion. Explain the rationale for the decision and, where possible, help doubtful parties work through any reservations. Be supportive but firm with individuals who resist. If there are winners and losers, ensure that one party is not permitted to gloat or take advantage and that the dignity of the other party is preserved. If corrective action is required, implement it discreetly, ensuring that confidentiality and privacy interests are respected.
 Set clear expectations regarding new understandings, actions to be taken, and behavior changes to occur. Establish a process for monitoring the situation or overseeing the relationship, including timelines for compliance and methods for reporting and follow-up. Monitor the situation and, where necessary, revisit to ensure the parties remain focused on new expectations.
 Remain unconditionally constructive and instill a belief that renewal, restored relationships, positive change, and a return to a productive environment are imminently possible. Even where corrective action is required, take the attitude that individuals are capable of improving their circumstances and want to change.

[littleanan]

Thank you!

[mmj22343]

Always glad to help...