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AHLEI CHS practice questions

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Question 1Supervisory Management Fundamentals

A hotel supervisor is explaining the difference between a policy and a procedure to a new team member. Which statement best describes a procedure?

  1. A formal record of disciplinary action taken against an employee
  2. A statement of the organization's overall purpose and long-term direction
  3. A broad guideline that sets the limits within which decisions are made
  4. A step-by-step sequence of actions for carrying out a task Correct answer.

Explanation

A procedure translates a policy into a specific, ordered set of steps that tells employees how to perform a task. Policies set boundaries, while procedures describe the method used to stay within those boundaries.

Question 2Supervisory Management Fundamentals

A front office manager needs to forecast staffing for the coming week. Which source provides the most direct basis for estimating room-attendant and front-desk workload?

  1. The number of maintenance work orders closed
  2. The occupancy forecast for each day of the week Correct answer.
  3. The average length of employee tenure
  4. The number of job applicants received last month

Explanation

Workload in rooms and front office departments is driven primarily by the number of occupied rooms, so daily occupancy forecasts are the most direct staffing driver. Other measures do not translate into guest-facing labor demand in the same way.

Question 3Supervisory Management Fundamentals

Which action best demonstrates the supervisory principle of giving feedback that is specific and behavioral?

  1. Telling an employee that their attitude has been poor lately
  2. Telling an employee they are the best server on the team
  3. Telling an employee to improve before the next performance review
  4. Telling an employee that they greeted three guests without eye contact during the lunch rush Correct answer.

Explanation

Effective feedback describes observable behavior in a specific situation so the employee knows exactly what to repeat or change. Vague judgments about attitude or general praise do not give the employee actionable information.

Question 4Supervisory Management Fundamentals

In the communication process, what is the role of feedback from the receiver?

  1. It confirms that the message was received and understood as intended Correct answer.
  2. It guarantees that the receiver will comply with the instruction
  3. It replaces the need for the sender to encode the message
  4. It eliminates noise from the communication channel

Explanation

Feedback closes the communication loop by letting the sender verify that the message was received and interpreted correctly. It does not by itself ensure compliance or remove all interference from the channel.

Question 5Supervisory Management Fundamentals

A supervisor is orienting a new employee on the first day. Which activity belongs in orientation rather than in ongoing training?

  1. Coaching the employee on advanced complaint-handling techniques
  2. Introducing the property's mission, service standards, and emergency exits Correct answer.
  3. Delivering refresher instruction on the property management system
  4. Reviewing the employee's progress against a 90-day development plan

Explanation

Orientation introduces the organization, its culture, standards, and physical safety information to new employees. Skill-building and progress review happen later in training and development.

Question 6Supervisory Management Fundamentals

Which behavior is the clearest example of a supervisor delegating rather than simply assigning a task?

  1. Asking a clerk to restock the rack and report back when finished
  2. Telling a clerk to restock the brochure rack before noon
  3. Giving a clerk authority to decide how to reorganize and maintain the brochure area Correct answer.
  4. Completing the brochure restocking personally because it is faster

Explanation

Delegation transfers both responsibility and the authority to make decisions about how the work is done. Simply directing a task or doing it yourself leaves all decision-making with the supervisor.

Question 7Supervisory Management Fundamentals

Under the principle of unity of command, what problem arises when an employee receives conflicting instructions from two different supervisors?

  1. The employee is automatically protected from disciplinary action
  2. The employee becomes uncertain about which direction to follow and accountability blurs Correct answer.
  3. The employee's productivity reliably increases because of added oversight
  4. The employee gains useful flexibility in how to prioritize work

Explanation

Unity of command holds that each employee should report to one supervisor so that direction is clear and accountability is unambiguous. Conflicting instructions create confusion and make it unclear who is responsible.

Question 8Supervisory Management Fundamentals

Which item is typically part of a job description rather than a job specification?

  1. The physical abilities the holder must possess
  2. The summary of duties and responsibilities of the position Correct answer.
  3. The certifications the holder must maintain
  4. The minimum education and experience required of the holder

Explanation

A job description focuses on the work itself, including duties, responsibilities, and reporting relationships. A job specification describes the qualifications the person holding the job must have.

Question 9Supervisory Management Fundamentals

A supervisor notices that a normally reliable housekeeper has missed room-cleaning targets for three consecutive days. What is the most appropriate first step?

  1. Document the shortfall and wait to see whether it corrects itself
  2. Issue a written warning and place it in the personnel file
  3. Reassign the employee to a different shift permanently
  4. Meet privately to ask what has changed and identify the cause Correct answer.

Explanation

Before choosing a corrective action, a supervisor should investigate the cause of a performance drop, which may be personal, equipment-related, or workload-related. A private conversation gathers the facts needed to respond appropriately.

Question 10Supervisory Management Fundamentals

A supervisor wants to apply the principle that discipline should be progressive. Which sequence best reflects that principle?

  1. Termination, then written warning, then suspension
  2. Verbal coaching, then written warning, then suspension or termination Correct answer.
  3. Suspension, then written warning, then verbal coaching
  4. Written warning, then termination, then verbal coaching

Explanation

Progressive discipline escalates in steps, beginning with the least severe corrective measure and moving to more serious ones only if behavior does not improve. This gives the employee clear notice and an opportunity to correct the problem.

Question 11Supervisory Management Fundamentals

A supervisor must counsel an employee about repeated lateness. Which approach best supports a constructive outcome?

  1. Wait until the annual review to raise the concern
  2. Focus on the specific attendance pattern and ask the employee for a plan to correct it Correct answer.
  3. Refer the matter directly to human resources without speaking to the employee
  4. Discuss the issue in front of coworkers so the whole team learns the standard

Explanation

Counseling should be private, focused on specific observed behavior, and aimed at gaining the employee's commitment to a corrective plan. Public discussion humiliates the employee and undermines trust.

Question 12Supervisory Management Fundamentals

Which statement best captures the concept of a team's norm?

  1. A written rule published in the employee handbook
  2. A formal goal assigned by senior management
  3. A legal requirement governing working conditions
  4. An informal standard of behavior that group members share and enforce Correct answer.

Explanation

Norms are informal, shared expectations about how group members should behave, and the group enforces them through social pressure. They often exist alongside, and sometimes differ from, formal written rules.

Question 13Supervisory Management Fundamentals

A supervisor is building a work schedule and wants to apply sound scheduling principles. Which practice is most consistent with those principles?

  1. Giving the same staffing level to every shift regardless of occupancy
  2. Posting schedules with as little notice as possible to preserve flexibility
  3. Matching staffing levels to forecast demand for each shift Correct answer.
  4. Scheduling the least experienced staff on the busiest shifts to build resilience

Explanation

Effective scheduling aligns the number and skill mix of employees with expected demand on each shift. This controls labor cost while protecting service quality during peak periods.

Question 14Supervisory Management Fundamentals

A supervisor is preparing to conduct a selection interview. Which practice best improves the reliability of the interview?

  1. Asking each candidate a different set of spontaneous questions
  2. Making a hiring decision based on first impressions within the first few minutes
  3. Avoiding any discussion of the specific duties of the position
  4. Using the same job-related questions and rating criteria for all candidates Correct answer.

Explanation

Structured interviews that use consistent, job-related questions and common rating criteria reduce bias and make candidate comparisons more reliable. Unstructured, impression-based approaches are less predictive of job success.

Question 15Supervisory Management Fundamentals

A supervisor uses a training method in which an experienced employee demonstrates a task and then observes the trainee performing it. What is this method called?

  1. On-the-job training Correct answer.
  2. Vestibule training
  3. Job rotation
  4. Case study method

Explanation

On-the-job training pairs a trainee with an experienced employee who demonstrates the task, observes practice, and provides corrective feedback in the actual work setting. It is the most common method for teaching operational skills in hotels.

Question 16Supervisory Management Fundamentals

A supervisor wants to motivate the team using goal-setting principles. Which goal is most likely to produce strong performance?

  1. A goal to improve guest satisfaction generally as soon as possible
  2. A goal to do the best possible job every day
  3. A goal to raise the department's service score from 82 to 88 percent by the end of the quarter Correct answer.
  4. A goal to work harder than other departments this year

Explanation

Specific, measurable goals with a clear time frame and a moderate level of difficulty tend to produce higher performance than vague or open-ended goals. The numeric target and deadline make progress trackable.

Question 17Supervisory Management Fundamentals

A supervisor who uses a participative decision-making style should expect which outcome?

  1. Employees are likely to feel more committed to the decision they helped shape Correct answer.
  2. The supervisor loses all authority over the final outcome
  3. Decisions will always be made faster than with an autocratic style
  4. The quality of decisions will always exceed that of expert judgment

Explanation

Participation gives employees a voice in decisions that affect them, which generally increases their acceptance of and commitment to the outcome. It does not guarantee faster decisions or superior quality in every case.

Question 18Supervisory Management Fundamentals

Which situation best illustrates a supervisor applying the principle of management by walking around?

  1. Holding a weekly staff meeting to review attendance records
  2. Walking through the lobby and kitchen during peak periods to observe service and talk with staff Correct answer.
  3. Reviewing last month's labor cost report in the office
  4. Sending an email reminding employees of the grooming policy

Explanation

Management by walking around involves firsthand observation of operations and informal interaction with employees in the work area. It helps supervisors spot problems and reinforce standards that reports and memos may not reveal.

Question 19Supervisory Management Fundamentals

A supervisor is analyzing why a team's productivity dropped after a new reservation system was installed. Which factor should the supervisor examine first?

  1. Whether the supervisor prefers the old system
  2. Whether the department's turnover was high five years ago
  3. Whether employees received adequate training on the new system Correct answer.
  4. Whether the employees' pay rates are competitive in the local market

Explanation

When a performance drop follows a change in tools or process, the most likely cause is a skill or knowledge gap related to that change. Training adequacy should be examined before unrelated factors such as historical turnover or market pay.

Question 20Supervisory Management Fundamentals

A supervisor wants to handle a conflict between two front-desk agents using an integrating (collaborating) approach. What does this approach require?

  1. One party's concerns are set aside to preserve harmony
  2. Each party gives up something to reach a quick middle ground
  3. The issue is postponed until it resolves itself
  4. Both parties' underlying interests are explored to find a solution that addresses both Correct answer.

Explanation

The integrating or collaborating approach seeks a win-win outcome by identifying and addressing the underlying interests of both parties. It differs from compromise, which splits differences, and from avoidance or accommodation, which leave concerns unaddressed.

Question 21Supervisory Management Fundamentals

A supervisor must decide whether to purchase new housekeeping carts. Which analysis best supports the decision?

  1. Comparing the purchase price of the carts alone
  2. Choosing the carts with the lowest price per unit
  3. Comparing the total cost of ownership, including purchase, maintenance, and productivity effects, against expected benefits Correct answer.
  4. Selecting the brand the supervisor has used before

Explanation

Sound capital decisions weigh the full cost of ownership and expected benefits, such as reduced maintenance and improved productivity, rather than purchase price alone. This gives a more complete picture of value over the equipment's life.

Question 22Supervisory Management Fundamentals

A supervisor wants to reduce turnover on a team with high seasonal churn. Which combination of actions is most likely to improve retention?

  1. Reducing the frequency of performance feedback to lower pressure on new hires
  2. Increasing starting pay only and leaving other practices unchanged
  3. Assigning new hires to the most difficult shifts as a test of commitment
  4. Providing realistic job previews, structured onboarding, and regular coaching during the first 90 days Correct answer.

Explanation

Early turnover is often driven by unmet expectations and inadequate support. Realistic job previews, structured onboarding, and frequent coaching in the first months address those causes and improve retention.

Question 23Supervisory Management Fundamentals

A supervisor is evaluating two candidates for a front-desk position. Candidate A has stronger technical skills, while Candidate B has stronger guest-interaction skills and comparable technical ability. Which consideration best reflects a structured, job-related decision?

  1. Hiring the candidate who made the stronger first impression
  2. Weighing both candidates against the job's defined competency requirements and scoring them consistently Correct answer.
  3. Hiring Candidate A because technical skill is always the most important factor
  4. Hiring Candidate B because personality matters more than any other factor

Explanation

A structured decision compares each candidate against predetermined, job-related competencies using consistent criteria. This approach limits the influence of personal preference and single-trait bias.

Question 24Supervisory Management Fundamentals

A supervisor is planning how to control labor costs without harming service. Which action best reflects an effective control approach?

  1. Eliminating all overtime regardless of occupancy levels
  2. Cutting staff on every shift by an equal percentage
  3. Freezing hiring indefinitely across all departments
  4. Monitoring productivity against forecast demand and adjusting staffing where variance appears Correct answer.

Explanation

Effective control compares actual performance with standards and targets corrective action where variance occurs. Adjusting staffing in line with forecast demand addresses cost without indiscriminately reducing service capacity.

Question 25Supervisory Management Fundamentals

Which document typically outlines the physical requirements and personal attributes needed for a job, such as the ability to lift 50 pounds or to work evening shifts?

  1. Job rotation plan
  2. Job specification Correct answer.
  3. Performance appraisal
  4. Job description

Explanation

A job specification focuses on the qualifications, traits, and physical demands required of the jobholder, whereas a job description describes the duties and responsibilities of the job itself.

Question 26Supervisory Management Fundamentals

A supervisor notices that a new employee consistently arrives 10 minutes late. According to the principle of progressive discipline, what should the supervisor do first?

  1. Have an informal discussion and coaching Correct answer.
  2. Suspend the employee
  3. Terminate employment
  4. Issue a written warning

Explanation

Progressive discipline starts with the least severe action, typically an informal conversation and coaching, before moving to formal warnings and stronger measures.

Question 27Supervisory Management Fundamentals

Which of the following is a key benefit of effective delegation for a supervisor?

  1. It frees up the supervisor's time for higher-level tasks Correct answer.
  2. It guarantees that tasks will be done exactly as the supervisor would do them
  3. It eliminates the need for training employees
  4. It reduces the supervisor's accountability for results

Explanation

Delegation allows supervisors to focus on planning, coaching, and other managerial duties by entrusting appropriate tasks to trained staff. Accountability remains with the supervisor, and training is still necessary.

Question 28Supervisory Management Fundamentals

According to the principle of unity of command, what is the primary problem when an employee reports to more than one supervisor?

  1. The employee will have too little work
  2. The supervisors will have less authority
  3. The employee may receive conflicting instructions Correct answer.
  4. The employee will be promoted too quickly

Explanation

Unity of command states that each employee should have only one direct supervisor to avoid confusion and conflicting directives. Multiple bosses can lead to contradictory orders and unclear accountability.

Question 29Supervisory Management Fundamentals

Which of the following best describes the controlling function of management?

  1. Inspiring and motivating employees
  2. Setting goals and determining how to achieve them
  3. Monitoring performance and taking corrective action Correct answer.
  4. Arranging tasks and resources to accomplish objectives

Explanation

Controlling involves measuring actual performance against standards and correcting deviations. Planning, organizing, and leading are the other core management functions.

Question 30Supervisory Management Fundamentals

A supervisor wants to improve communication with a diverse team. Which practice is most effective?

  1. Encouraging feedback and clarifying messages Correct answer.
  2. Using complex jargon to demonstrate expertise
  3. Assuming everyone interprets messages the same way
  4. Speaking only in writing to avoid misunderstandings

Explanation

Effective communication requires checking for understanding and encouraging feedback, especially in diverse teams. Jargon, one-way communication, and assumptions increase the risk of misunderstanding.

Question 31Supervisory Management Fundamentals

What is the primary purpose of a performance appraisal?

  1. To document disciplinary actions
  2. To provide feedback and identify development needs Correct answer.
  3. To determine salary increases only
  4. To rank employees for layoffs

Explanation

Performance appraisals are primarily intended to give employees feedback on their work, recognize strengths, and plan development. While they may inform pay or promotion decisions, that is not their sole purpose.

Question 32Supervisory Management Fundamentals

Which of the following is an example of a hygiene factor in Herzberg's two-factor theory?

  1. Working conditions Correct answer.
  2. Responsibility
  3. Achievement
  4. Recognition

Explanation

Hygiene factors are extrinsic to the work itself and include working conditions, pay, and company policies. Their presence prevents dissatisfaction but does not motivate; motivators like achievement and recognition drive satisfaction.

Question 33Supervisory Management Fundamentals

A supervisor is assigning tasks to team members. Which action best demonstrates effective delegation?

  1. Clearly explaining the task, granting authority, and setting checkpoints Correct answer.
  2. Doing the task personally to ensure it is done correctly
  3. Assigning the task to the newest employee without training
  4. Assigning the task and walking away without further discussion

Explanation

Effective delegation includes clear communication of expectations, granting the necessary authority, and establishing follow-up points to monitor progress. Simply assigning without support or doing the task oneself undermines delegation.

Question 34Supervisory Management Fundamentals

Which of the following best illustrates the principle of management by walking around (MBWA)?

  1. Holding a scheduled weekly team meeting
  2. Reviewing financial reports in the office
  3. Sending emails to request status updates
  4. Informally visiting work areas to observe and interact with staff Correct answer.

Explanation

MBWA involves supervisors being visible and engaging with employees in their work areas to observe operations, build relationships, and identify issues early. Scheduled meetings and remote communications are more formal.

Question 35Supervisory Management Fundamentals

A supervisor is analyzing a drop in productivity after a new software system was installed. Which factor is most likely a root cause related to the change?

  1. The team has too many breaks
  2. The supervisor is too lenient
  3. The office temperature is too low
  4. Employees lack training on the new system Correct answer.

Explanation

When productivity declines immediately after a system change, insufficient training is a common root cause. Other factors like breaks or temperature are less directly tied to the timing of the change.

Question 36Supervisory Management Fundamentals

A supervisor wants to resolve a conflict between two employees using an integrating (collaborating) approach. What is the key characteristic of this approach?

  1. The supervisor imposes a solution
  2. The conflict is avoided
  3. Both parties work together to find a mutually beneficial solution Correct answer.
  4. One party gives in to the other

Explanation

Integrating or collaborating involves open communication and creative problem-solving to address the underlying interests of both parties, leading to a win-win outcome. Forcing, avoiding, and accommodating are different conflict-handling styles.

Question 37Supervisory Management Fundamentals

A supervisor wants to reduce turnover on a team with high seasonal churn. Which combination of actions is most likely to be effective?

  1. Increasing workloads to challenge employees
  2. Offering realistic job previews and mentoring programs Correct answer.
  3. Hiring only overqualified candidates
  4. Reducing communication to save time

Explanation

Realistic job previews help candidates understand the job and reduce early turnover, while mentoring supports new employees and improves retention. Overloading staff or reducing communication tends to increase turnover.

Question 38Supervisory Management Fundamentals

A supervisor is evaluating two candidates for a front-desk position. Candidate A has stronger technical skills, while Candidate B has better interpersonal skills. Which approach is most appropriate?

  1. Hire Candidate B solely based on interpersonal skills
  2. Assess both candidates against all job requirements and consider team fit Correct answer.
  3. Hire Candidate A solely based on technical skills
  4. Flip a coin to decide

Explanation

Selection should be based on a holistic assessment of all job-related criteria, including technical and interpersonal skills, as well as team fit. Focusing on one dimension or using chance is not sound.

Question 39Supervisory Management Fundamentals

A supervisor is orienting a new employee. Which activity is most appropriate for the first day?

  1. Discussing disciplinary procedures in detail
  2. Reviewing the job description and safety procedures Correct answer.
  3. Assigning a complex project
  4. Completing a full performance review

Explanation

Orientation should cover essential information such as job duties, safety protocols, and workplace policies. Performance reviews and complex projects are not suitable for the first day.

Question 40Supervisory Management Fundamentals

Which of the following best describes a team norm?

  1. A legal requirement for workplace safety
  2. A performance target set by management
  3. A formal rule written in the employee handbook
  4. An unwritten standard of behavior that the team follows Correct answer.

Explanation

Norms are informal, shared expectations about how team members should behave. They are often unwritten and can influence behavior as strongly as formal rules.

Question 41Supervisory Management Fundamentals

A supervisor is building a work schedule. Which practice is most consistent with sound scheduling principles?

  1. Ignoring rest periods between shifts
  2. Considering employee preferences and skills when assigning shifts Correct answer.
  3. Posting schedules at the last minute
  4. Scheduling the same number of staff regardless of occupancy

Explanation

Good scheduling balances operational needs with employee skills and preferences to promote fairness and morale. It also provides advance notice and respects rest periods.

Question 42Supervisory Management Fundamentals

A supervisor wants to use a training method where an experienced employee demonstrates a task and then observes the trainee practice it. What is this method called?

  1. Simulation
  2. Job rotation
  3. On-the-job training Correct answer.
  4. Classroom instruction

Explanation

On-the-job training involves learning while performing actual tasks under the guidance of an experienced employee. It is hands-on and immediately relevant.

Question 43Supervisory Management Fundamentals

A supervisor wants to motivate the team using goal-setting theory. Which goal is most likely to produce strong performance?

  1. A specific, challenging goal with feedback Correct answer.
  2. A goal set without employee input
  3. A vague goal to 'do better'
  4. An easy goal that everyone can achieve

Explanation

Goal-setting theory suggests that specific, challenging goals with feedback lead to higher performance than vague, easy, or imposed goals. Participation in goal setting can also enhance commitment.

Question 44Supervisory Management Fundamentals

A supervisor uses a participative decision-making style. Which outcome is most likely?

  1. Faster decisions with less input
  2. Lower morale due to lack of involvement
  3. Increased resistance to change
  4. Higher employee commitment to the decision Correct answer.

Explanation

Participative decision-making involves employees in the process, which tends to increase their commitment to and acceptance of the decision. It may take more time but can improve quality and morale.

Question 45Supervisory Management Fundamentals

A supervisor wants to handle a conflict between two front-desk agents using an integrating (collaborating) approach. What is the most important first step?

  1. Decide who is at fault
  2. Impose a solution quickly
  3. Separate the employees and avoid discussion
  4. Encourage both parties to express their concerns and interests Correct answer.

Explanation

Integrating requires understanding each party's underlying interests. Encouraging open dialogue is the first step toward finding a mutually beneficial solution.

Question 46Supervisory Management Fundamentals

Which of the following best describes the primary role of a supervisor in the organizing function of management?

  1. Monitoring performance and taking corrective action
  2. Assigning tasks and grouping them into work units Correct answer.
  3. Motivating employees to achieve their potential
  4. Setting long-term goals for the department

Explanation

Organizing involves arranging resources and tasks to accomplish goals, which includes assigning duties and grouping activities into manageable units. Setting goals is part of planning, monitoring is controlling, and motivating is leading.

Question 47Supervisory Management Fundamentals

A supervisor is deciding how many employees to assign to a banquet setup crew. According to the principle of span of control, what is the primary factor that determines the number of subordinates a supervisor can effectively manage?

  1. The physical proximity of the employees to the supervisor
  2. The complexity and similarity of the tasks being supervised Correct answer.
  3. The supervisor's length of service in the company
  4. The number of years each employee has worked in the industry

Explanation

Span of control refers to the number of subordinates a manager can effectively supervise. It is influenced primarily by the nature of the work: complex, varied tasks require closer supervision and thus a narrower span, while simple, similar tasks allow a wider span.

Question 48Supervisory Management Fundamentals

A supervisor is planning a weekly schedule for a hotel front desk. Which action best demonstrates the principle of contingency planning?

  1. Posting the schedule two weeks in advance
  2. Using a software tool to generate the schedule
  3. Asking employees to submit their preferred shifts
  4. Creating a backup list of on-call employees in case of absenteeism Correct answer.

Explanation

Contingency planning involves preparing for unexpected events by developing alternative courses of action. Having a backup list of on-call employees is a contingency plan for absenteeism, while the other actions are routine scheduling practices.

Question 49Supervisory Management Fundamentals

A supervisor is analyzing why a team's productivity declined after a new policy was implemented. According to the force-field analysis model, which action is most appropriate for the supervisor to take?

  1. Increase pressure on employees to meet productivity targets
  2. Identify and strengthen the driving forces while reducing the restraining forces Correct answer.
  3. Ignore the decline as it is likely temporary
  4. Revert to the old policy immediately without further analysis

Explanation

Force-field analysis suggests that change is a balance between driving forces (pushing for change) and restraining forces (resisting change). To improve productivity, a supervisor should strengthen driving forces and reduce restraining forces rather than simply increasing pressure.

Question 50Supervisory Management Fundamentals

A supervisor is evaluating two job candidates for a housekeeping position. Candidate A has excellent technical cleaning skills but poor interpersonal skills. Candidate B has average technical skills but strong interpersonal skills and a positive attitude. According to the concept of performance = ability × motivation, which candidate is likely to perform better in the long run?

  1. Neither, because both lack essential qualities
  2. Candidate A, because technical skills are the most critical factor
  3. Candidate B, because motivation and interpersonal skills can enhance long-term performance Correct answer.
  4. Both will perform equally because ability and motivation are independent

Explanation

The formula performance = ability × motivation implies that both ability and motivation are necessary for high performance. Candidate B has sufficient ability and higher motivation, which is likely to lead to better long-term performance, especially in a team-oriented role.