Human Resource Management

Correct Answer: To provide employees with specific feedback on performance deficiencies and an opportunity to improve.

The primary purpose of a Performance Improvement Plan (PIP) is to provide employees with specific feedback on performance deficiencies and allow them an opportunity to improve. This structured document outlines the performance deficiency, sets objectives for improvement, and provides a timeline for achieving these objectives. It's a proactive attempt by the organization to help the employee meet the desired performance standards. The other answers are not entirely correct. A PIP is not intended to punish employees who do not meet performance standards. While it can lead to termination if standards are not met, termination is not its primary purpose, making this answer incorrect. Lastly, a PIP is not directly linked to providing a raise or promotion after a certain period, but rather supporting the employee to achieve necessary performance levels.

Correct Answer: Arrange a one-on-one meeting to encourage them and express confidence in their idea.

Arranging a one-on-one meeting with the team member allows the project manager to provide personalized support and encouragement. This approach directly addresses the team member's lack of confidence and helps to empower them to share their innovative idea with the team. It fosters open communication and trust, which are essential for effective teamwork and project success. The other options may not effectively address the team member's reluctance or could potentially exacerbate the issue. For instance, asking another team member to present the idea doesn't help build the original team member's confidence. Assigning additional tasks might overwhelm them without resolving their hesitation to share. Announcing in a team meeting that someone has an idea may put undue pressure on the team member and increase their anxiety.

Correct Answer: Facilitate inclusive meetings by implementing techniques that encourage all members to participate, such as structured turns to speak, and create a supportive environment where everyone's ideas are valued, thereby motivating and empowering all team members.

The best approach is to facilitate inclusive meetings by implementing techniques that encourage all team members to participate, such as structured turns to speak, and creating a supportive environment where everyone's ideas are valued. This directly addresses the issue of dominant individuals overshadowing quieter team members, thereby boosting overall team motivation and fostering innovative ideas through diverse contributions. It empowers all team members and enhances collaboration, which is essential for project success. The other options either ignore the problem, potentially worsen team dynamics, or place the onus solely on quieter members without addressing the root cause.