Correct! Feedback: Values are clear concepts that are easy to remember. <br> Correct! Feedback: Values should not be used as a code of conduct or a substitute for HR regulations. <br> Correct! Feedback: Values are not strict rules. They are intended to be a tool for developing a remote culture.

Culture And Values For Distributed Teams » Week 4 » How To Manage A Remote Team

Q: Culture is a system of values and beliefs, which guides people to act in certain ways through establishing ________________.

Correct! Feedback: Culture is a system of values and beliefs, which guides people to act in certain ways through establishing norms and shared assumptions.

Q: Burnout and overwork are __________ in a remote environment.

Correct! Feedback: Burnout and overwork are more common in a remote environment. A distributed team needs more documentation and policy in place to empower each team member to achieve work/life harmony.

Q: Which of the following statements is true?

Correct! Feedback: Values are easy-to-understand concepts that your team can learn and remember; they are actionable ideas easily tied to behaviors; and the direct result of creating an effective value is that team members understand how their actions can uphold it.

Q: HR professionals should be able to advise on how values will be perceived ____________, and your advisory board can advise on how they will be perceived ____________.

Correct! Feedback: Your People/HR team should be able to advise on how values will be perceived, and how they might be turned into behaviors. The board can also offer an external perspective of how your values will “read” in your industry.

Q: The greatest resource for determining your values are the ___________ who make up your organization.

Correct! Feedback: Survey your team on your culture and values. Find out what is working and where you can improve.

Q: Because your values should support your _______________, they can be reassessed in that context.

Correct! Feedback: For example, if you consistently miss a target, consider whether your values may not be resonating with potential team members. If your values are well thought-out, you’ll also have a framework to understand when they need to be reconsidered.