Questionanire | Lexposh

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1. When someone disagrees with you strongly in a meeting, how do you respond?

I listen to their point of view and acknowledge their perspective before responding.

I try to explain my side again, hoping they understand it better.

I stand by my point and avoid debating further. 3

2. How do you handle it when you notice a colleague is upset but doesn’t speak up?

I approach them privately and ask if they want to talk about it.

I wait for them to come to me when they’re ready.

I assume it’s personal and not my concern.

3. When dealing with a sensitive issue, how do you regulate your own emotions?

I remain calm and focus on listening to everyone involved.

I try to stay calm, but it depends on the intensity of the situation.

I let my emotions show because they reflect my authenticity.

4. How do you ensure fairness when mediating between two opposing views?

I give equal time to both sides and avoid letting personal biases influence me.

I try to remain neutral but find it hard if I have more information on one side.

I focus on the side that seems more reasonable to me.

5. In a situation where you have personal bias, how do you proceed?

I consciously set my biases aside and make decisions based on facts.

I recognize my bias but proceed cautiously without letting it fully influence me.

I trust my gut and personal experience.

6. If a colleague with whom you are close makes a mistake, how would you handle it?

I would treat it as I would any other situation, addressing the mistake fairly.

I would bring it up but might be less critical.

I would let it slide because of our close relationship.

7. When reviewing two conflicting pieces of evidence, what factors do you consider?

I objectively weigh the credibility of both sources before making a judgment.

I rely on the information that seems more credible or aligns with past experiences.

I go with the evidence that feels more trustworthy.

8. How do you gather facts before making a decision?

I research thoroughly, consult multiple sources, and validate all information.

I gather what’s available and make the best judgment with the information I have.

I rely on the first few sources that seem credible.

9. What steps do you take when important information is missing?

I proactively seek out the missing information from reliable sources before deciding.

I proceed with the information I have, while acknowledging the gaps.

I make decisions based on the available information and move forward.

10. How do you prioritize tasks when there’s too much information to process?

I analyze the urgency and importance of tasks and break them down step by step.

I focus on what seems most urgent and handle the rest as I go along.

I tackle the tasks in the order they appear.

11. How do you ensure everyone in a team is on the same page?

I recap key points and encourage open discussion to clarify any confusion.

I ask if anyone has questions but leave it up to the team to clarify.

I assume everyone understands unless someone speaks up.

12. How do you approach a situation where a team member feels unheard?

I directly ask for their input and ensure their ideas are considered.

I encourage them to speak up but leave the choice up to them.

I focus on the majority view and move forward.

13. What techniques do you use to communicate complex ideas clearly?

I break down the idea into smaller steps and use examples to explain.

I simplify the concept as much as possible and hope others understand.

I explain it in full detail and let others catch up.

14. What would you do if you found out your decision might benefit a friend?

I would disclose the conflict and remove myself from the decision-making process.

I would mention the conflict but proceed with the decision.

I would proceed if I believe it’s the right decision, even if it benefits my friend.

15. How do you balance your personal values with workplace policies?

I prioritize workplace policies while ensuring my actions align with my values.

I follow workplace policies, but I might voice concerns if they conflict with my values.

I always act according to my personal values, even if they conflict with policies.

16. If faced with an ethically difficult decision, how would you proceed?

I would consult with colleagues and base my decision on ethical guidelines.

I would reflect on the situation and make the decision that feels right.

I would make the quickest decision to resolve the issue.

17. In a scenario where breaking a small rule leads to a better outcome, what do you do?

I would follow the rule and seek alternative ways to achieve the outcome.

I would weigh the pros and cons and may bend the rule if necessary.

I would break the rule if it leads to the desired outcome.

18. How do you handle a high-pressure situation with multiple deadlines?

I break the tasks down, prioritize, and stay calm under pressure.

I focus on the most urgent deadlines but feel stressed.

I rush through tasks and feel overwhelmed.

19. What strategies do you use to stay calm under stress?

I use deep breathing, time management, and take regular breaks.

I try to focus on one task at a time, but it’s challenging.

I push through the stress, hoping it’ll be over soon.

20. How do you react when faced with a sudden change or unexpected challenge?

I adapt quickly, assess the situation, and modify my approach as needed.

I initially feel frustrated but adjust after some time.

I feel overwhelmed and find it hard to adjust.

21. When a complaint of sexual harassment is filed, what is the time frame within which the Internal Committee (IC) should complete the inquiry?

Within 90 days.

Within 60 days.

Within 30 days.

22. What is the minimum composition of the IC as per the POSH Act?

Four members, including an external expert.

Three members, all internal employees.

Five members with no specific criteria.

23. How should the IC proceed if the complainant wants to settle the case through conciliation?

The IC can facilitate conciliation at the complainant’s request before starting an inquiry.

The IC should discourage conciliation and proceed with the inquiry.

The IC should terminate the case if conciliation is requested.

24. In case a complaint is found to be false, what action can the IC take against the complainant under the POSH Act?

Recommend action as per the employer’s disciplinary policy, after due investigation.

Dismiss the complaint without any further action.

Penalize the complainant immediately for filing a false complaint.

25. What should the IC consider as part of its process when assessing a complaint of sexual harassment?

Review the circumstances of the incident, impact on the complainant, and any relevant evidence.

Determine if the incident occurred in a public or private setting only.

Focus solely on whether the accused admits to the incident.

Empanelled by Ministry of Women and Child Development, GOI

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