Level 2 exam — Business Management

Exam — toughened questions

14 questions: recall (20%) + scenario application (50%) + dilemma arbitration (30%).
Answer everything, then click Check: each explanation re-teaches the concept.
Indicative threshold: ≥ 80%.

2.1 · Application

1. Salim gives the same task to Lina (beginner) and Karim (autonomous). What should he do?

Apply the same light follow-up to both to stay fair Check every detail of Karim's work and leave Lina to fend for herself Direct Lina step by step and delegate to Karim with a Friday check-in Take the task away from Lina with no explanation to save time

Style follows autonomy on the task: direct the beginner, delegate to the autonomous person. An identical or reversed framework guarantees failure.

2.1 · Discrimination

2. Karim is autonomous technically but new to an unfamiliar tool. Which style?

Direct / coach on the new tool, delegate on technical work Delegate everything since his seniority guarantees autonomy Direct everything since one change cancels all autonomy Change nothing and wait for him to train himself in silence

Autonomy is assessed task by task: same person, two possible styles on the same day.

2.1 · Exclusion

3. Which mistake shows poor situational dosing?

Assessing skill and motivation before choosing a style Evolving the framework as autonomy grows Stating the shared rules that stay stable for everyone Over-supervising Karim on every email while leaving Lina alone

Over-supervising an expert demotivates, under-supervising a beginner abandons them: two symmetric mistakes.

2.2 · Application

4. Lina delivers a report 2 days late with no warning. First reflex?

Correct her in front of the team to make a lasting impression Meet her in private: facts, feeling, clear request, listening Silently stockpile delays until the annual review Send her a vague message: "be more serious in the future"

DESC in private, factual, solution-oriented. Public, delayed or vague = ineffective and unfair.

2.2 · Discrimination

5. Which wording really applies DESC?

"You are careless, pull yourself together, or we will see the consequences" "Well done for everything, keep it up, it is perfect as always" "Report +2 days with no alert, that put me in difficulty, warn me, we will adjust" "Others manage it, why can't you, make a visible effort"

DESC = observable facts + feeling + request + positive consequences. No judgment, no vague flattery, no comparison.

2.2 · Recall

6. Which rule separates the annual review from continuous feedback?

Feedback follows the event; the review summarizes with no surprises Everything happens in the annual review, no need to talk before Feedback happens in public, the review is for sanctions The review reveals stockpiled blame to create a shock

Close to the event to correct in time; the review looks forward, it never traps.

2.3 · Application

7. Karim: "Lina botches the work", Lina: "Karim is contemptuous". What does Salim do first?

Publicly name a culprit to quickly restore authority Wait for the tension to pass by putting them on the same file Move Lina elsewhere to remove the conflict without facing it Listen to each separately then look for the interests behind the positions

Mediation: separate listening, interests (reliability + learning), co-built solution. The rest avoids or worsens.

2.3 · Discrimination

8. In this conflict, what are the interests (vs positions)?

The exchanged accusations: "botches" vs "contemptuous" between colleagues The real needs: reliable files for Karim, learning without fear for Lina Each person's personality traits, to be fixed first Past events to rehash to establish exact blame

Negotiating on interests opens solutions (checklist + pairing); staying on positions blocks.

2.4 · Application

9. After the conflict, nobody dares report mistakes. Salim's priority?

Impose silence on mistakes to durably calm the team Multiply checks and sanctions to restore lost rigor Build psychological safety: mistakes = learning, weekly ritual Organize one costly outing to bond the team at once

Trust frees speech and performance (Aristotle project). Silence, sanctions or a one-off outing create no safety.

2.4 · Discrimination

10. Salim's team clashes after the conflict. Where is it (Tuckman)?

In tension: a normal stage to channel toward shared rules Failing: tension proves the team will never work Performing: disagreements prove it already delivers well Forming: all hiring must be restarted from scratch

Tension → norming → performing. Wanting to avoid it prevents maturing; supporting it moves forward.

2.5 · Application

11. Salim is interrupted 10 times a day, with no time left for deep work. What should he do?

Stay interruptible at all times to prove full availability Remove one-to-ones to absorb more emergencies each day Pass on every raw request from management with no filter Group questions in a daily check-in + protect 2 deep-work slots

Organize availability + protect important non-urgent work + act as a buffer. The rest scatters the team.

2.5 · Discrimination

12. What is the manager's key quadrant (Eisenhower) and its reflex?

Urgent + important: handle everything yourself within the hour Important non-urgent: schedule it and protect it from emergencies Urgent non-important: devote yourself to it all day long Neither urgent nor important: handle it to often relax the team

Vision, one-to-ones, development: always threatened by urgency, to be protected like a client meeting.

Cross-cutting · Arbitration

13. Dilemma — Karim, a demotivated expert, slows the pairing with Lina. You…

Support him (listening + meaning + expert challenge) while framing the expected mutual help Over-supervise him on every detail to "put him back to work" fast Drop the pairing and leave Lina to train alone in silence Promise an exceptional bonus for each helping hand given to Lina

Arbitration: support (competent but demotivated = coach) + explicit demand for mutual help. No infantilizing control, no abandonment, no financial carrot.

Cross-cutting · Arbitration

14. Dilemma — Management emergency + Karim / Lina conflict + overloaded week. What order?

Handle everything as urgent yourself with no filter and no delegation Ignore the conflict to keep only management's visible emergency Filter the emergency (buffer), short mediation of the conflict, protect 1 deep-work slot Cancel all rituals (check-ins, one-to-ones) to "save time"

Arbitration: Eisenhower buffer + early action on the conflict + minimal protection. All-urgent-alone, denial or ritual removal durably disorganizes.

What's next?

Score ≥ 80%: move on to Level 3.
Score < 80%: re-read the explanations above — each re-teaches the concept — then redo the 48h challenges of the 5 sections.