Assessment Question for Toys 'R Us application

If you do 3 first the manager is going to ask if you have already done 5. If not you'll be sent back to do 5 most of the time or the issue probably won't be addressed at all.

Go with 5, if it continues go with 3, then go with 4 ~~ Not my circus not my monkey.

Hmmm, interesting question. 

I probably would have gone with no. 4.  I don't think by itself any one single answer is wrong.  Sounds like a personality questionnaire and there is probably other questions that balance this one.  They might be looking for signs that one would not report stealing.  But not listening to gossip isn't in that category.

I'd say number 3. That is not the kind of situation where I think peers should manage each other.

For all the two complainers know, the manager has asked the "slow" one to go slowly and check the work of the other two because they work too quickly and make too many mistakes. It is not their business to "correct" the other employee.

If they have concerns, they should be brought up with their manager.

There are definitely times and places that colleagues should approach one another before taking concerns to management. I don't think that entry-level retail jobs are generally the right environment for that, though.

3.

Remember the pea who posted about her autistic son who was being harassed (IIRC) by coworkers at a big box store because he worked too slowly? If this were the situation, I think management could make a much better judgment call about how to deal with it than the employees who are taking up the issue themselves.

[HASH]4.

In a retail environment you don't have someone assigned to other tasks which is slowing down their work. If they are tasked to stock shelves with you it is easy to see if they are slow or not. If they are tasked to do something else they aren't there with you.

No. 3 will get you tagged by management as a tattler. Tattlers tear down team morale.

No. 4 will keep your job. But you can kiss moving up goodbye.

N. 5involves identifying a problem, finding a solution, and team building. You identify the problem (slow co-worker), communicate with him/her about the issues they have that cause slowness, offer hints/tips on how to pick up the pace (attempt to problem solve) If done in a friendly manner team bonding happens that increases solidarity of the team. You've just tagged yourself for being mature, a problem solver and capable for being promoted.

There are some work environments where you don't know what your co-workers are doing; that is true. But a stocking team or cashering team all know who is doing what and how well they do/don't do.

I choose 5 first. If no improvement 3

I would have gone with [HASH]4. I don't believe in adding to workplace drama.

My choice would be 3. They should not be gossiping about another employee. If they think they have a problem they can talk to a manager. If they do not think it is worth taking to a manager then they can stop complaining. If they are not the employee's manager they should not be potentially harrassing that employee. What if that person is a sheltered/disabled employee? They are not privy to the same info the manager has.

If I thought there was a real problem I would go with 3. If I thought it was just someone whining because they thought they were doing more than someone else(there's a person like that in every workplace) then I'd go with 4.

I wouldn't pick 5 because I know people at my job who have told someone else they are doing something wrong and it turned into a lot of nastiness because the person who was being corrected felt it wasn't the other coworkers place to tell them what to do.

[HASH]4. It is up to management to identify those who aren't pulling their weight.

I'm surprised at how few people have answered [HASH]4.