Professional Golfers' Association of
3 LEVEL • MGP
PGA✦
✦
L3
America
PGA Associate · PGM Level 3 Full Study Guide
EST. 1916
SERVING THE PGA PROFESSIONAL & PROMOTING THE GAME OF GOLF
PGM Level 3 — Full Study Guide Examination
FA C I L I TY M A N A G E M E N T · T E A C H I N G & CO A C H I N G · F O O D & B E V E R A G E · C LU B F I T T I N G · M OTO R
LEARNING
ORGANIZATION PGA of America EXAM TYPE PGM Level 3 Comprehensive Study Guide
ACADEMIC YEAR TOTAL QUESTIONS 25 Questions
SUBJECT AREAS Supervision · F&B · Teaching · Club Fitting FORMAT Multiple Choice — Select the Single Best
· Motor Learning Answer
LEVEL 3 STUDY GUIDE INSTRUCTIONS
▸ Select the single best answer for each question based on PGM Level 3 curriculum materials.
▸ Content covers: Managerial strategies (Directing, Supporting, Involving, Convincing), Joint Problem Solving, Food & Beverage
operations, Mental Practice & Motor Imagery, Pre/Post Shot Routines, Club Fitting, and Teaching Technology.
▸ Pay careful attention to the four situational strategies based on employee willingness and capability, swing weight calculations,
and transfer of learning concepts.
SECTION I — SUPERVISION, F&B, TEACHING & CLUB FITTING Questions 1 – 25
1. A manager has an employee who is enthusiastic but inexperienced at a task. According to the situational leadership
model, which strategy should the manager use?
A. Supporting — give control to the performer; the employee is capable and motivated.
B. Involving — the employee is experienced but unwilling or hesitant.
C. Directing — clear instructions and steady feedback for the enthusiastic but inexperienced performer.
D. Convincing — help overcome resistance and provide resources.
CORRECT ANSWER C — Directing — clear instructions and steady feedback for the enthusiastic but inexperienced
performer.
RATIONALE The four situational strategies are based on willingness and capability: Enthusiastic + Inexperienced =
DIRECTING (clear instructions, steady feedback). Enthusiastic + Experienced = SUPPORTING (give control,
capable and motivated). Unenthusiastic + Experienced = INVOLVING (used when experienced but unwilling).
Unenthusiastic + Inexperienced = CONVINCING (help overcome resistance, give resources). The Directing
strategy is for those who are willing but lack the skills.
, 2. What guideline is used with the convincing strategy because the employee is resistant?
A. Give control to the performer and provide autonomy.
B. Help overcome resistance and give resources to do the job.
C. Provide clear instructions and steady feedback.
D. Ignore the resistance and hope it resolves naturally.
CORRECT ANSWER B — Help overcome resistance and give resources to do the job.
RATIONALE The Convincing strategy is used when the performer is both unenthusiastic (resistant) AND inexperienced. The
manager must help overcome the resistance while providing the necessary resources for the employee to
complete the task. This strategy makes the task easier for the hesitant performer by combining persuasion
with practical support. The other strategies apply to different combinations of willingness and capability.
3. What strategy is used by the Head Professional when he only offers solutions to his assistant when requested?
A. Directing — providing unsolicited instructions.
B. Supporting — giving control to the performer and offering solutions only when requested.
C. Convincing — overcoming resistance.
D. Involving — engaging an unwilling performer.
CORRECT ANSWER B — Supporting — giving control to the performer and offering solutions only when requested.
RATIONALE The Supporting strategy is appropriate when the performer is both capable and motivated (enthusiastic and
experienced). The manager's role is to give control to the performer and be available for consultation when
requested — not to direct or convince. This approach empowers the employee while maintaining managerial
support. The guidelines for supporting include providing autonomy and being responsive when the
performer seeks guidance.
4. During joint problem solving, why is it important to state the problem in relation to the expectations?
A. To assign blame clearly and establish fault.
B. To avoid blame — focusing on expectations keeps the discussion objective and constructive.
C. To intimidate the employee into compliance.
D. To document the employee's failure for HR records.
CORRECT ANSWER B — To avoid blame — focusing on expectations keeps the discussion objective and constructive.
RATIONALE Stating the problem in relation to expectations rather than personal shortcomings avoids blame and
maintains a constructive, problem-solving focus. The manager's role in joint problem solving is to ensure
clear expectations and how to achieve them. Other key points: address the problem early to increase chances
of finding a mutually satisfying solution, establish a timetable for follow-up to monitor progress, and the
manager must show commitment by following through.
3 LEVEL • MGP
PGA✦
✦
L3
America
PGA Associate · PGM Level 3 Full Study Guide
EST. 1916
SERVING THE PGA PROFESSIONAL & PROMOTING THE GAME OF GOLF
PGM Level 3 — Full Study Guide Examination
FA C I L I TY M A N A G E M E N T · T E A C H I N G & CO A C H I N G · F O O D & B E V E R A G E · C LU B F I T T I N G · M OTO R
LEARNING
ORGANIZATION PGA of America EXAM TYPE PGM Level 3 Comprehensive Study Guide
ACADEMIC YEAR TOTAL QUESTIONS 25 Questions
SUBJECT AREAS Supervision · F&B · Teaching · Club Fitting FORMAT Multiple Choice — Select the Single Best
· Motor Learning Answer
LEVEL 3 STUDY GUIDE INSTRUCTIONS
▸ Select the single best answer for each question based on PGM Level 3 curriculum materials.
▸ Content covers: Managerial strategies (Directing, Supporting, Involving, Convincing), Joint Problem Solving, Food & Beverage
operations, Mental Practice & Motor Imagery, Pre/Post Shot Routines, Club Fitting, and Teaching Technology.
▸ Pay careful attention to the four situational strategies based on employee willingness and capability, swing weight calculations,
and transfer of learning concepts.
SECTION I — SUPERVISION, F&B, TEACHING & CLUB FITTING Questions 1 – 25
1. A manager has an employee who is enthusiastic but inexperienced at a task. According to the situational leadership
model, which strategy should the manager use?
A. Supporting — give control to the performer; the employee is capable and motivated.
B. Involving — the employee is experienced but unwilling or hesitant.
C. Directing — clear instructions and steady feedback for the enthusiastic but inexperienced performer.
D. Convincing — help overcome resistance and provide resources.
CORRECT ANSWER C — Directing — clear instructions and steady feedback for the enthusiastic but inexperienced
performer.
RATIONALE The four situational strategies are based on willingness and capability: Enthusiastic + Inexperienced =
DIRECTING (clear instructions, steady feedback). Enthusiastic + Experienced = SUPPORTING (give control,
capable and motivated). Unenthusiastic + Experienced = INVOLVING (used when experienced but unwilling).
Unenthusiastic + Inexperienced = CONVINCING (help overcome resistance, give resources). The Directing
strategy is for those who are willing but lack the skills.
, 2. What guideline is used with the convincing strategy because the employee is resistant?
A. Give control to the performer and provide autonomy.
B. Help overcome resistance and give resources to do the job.
C. Provide clear instructions and steady feedback.
D. Ignore the resistance and hope it resolves naturally.
CORRECT ANSWER B — Help overcome resistance and give resources to do the job.
RATIONALE The Convincing strategy is used when the performer is both unenthusiastic (resistant) AND inexperienced. The
manager must help overcome the resistance while providing the necessary resources for the employee to
complete the task. This strategy makes the task easier for the hesitant performer by combining persuasion
with practical support. The other strategies apply to different combinations of willingness and capability.
3. What strategy is used by the Head Professional when he only offers solutions to his assistant when requested?
A. Directing — providing unsolicited instructions.
B. Supporting — giving control to the performer and offering solutions only when requested.
C. Convincing — overcoming resistance.
D. Involving — engaging an unwilling performer.
CORRECT ANSWER B — Supporting — giving control to the performer and offering solutions only when requested.
RATIONALE The Supporting strategy is appropriate when the performer is both capable and motivated (enthusiastic and
experienced). The manager's role is to give control to the performer and be available for consultation when
requested — not to direct or convince. This approach empowers the employee while maintaining managerial
support. The guidelines for supporting include providing autonomy and being responsive when the
performer seeks guidance.
4. During joint problem solving, why is it important to state the problem in relation to the expectations?
A. To assign blame clearly and establish fault.
B. To avoid blame — focusing on expectations keeps the discussion objective and constructive.
C. To intimidate the employee into compliance.
D. To document the employee's failure for HR records.
CORRECT ANSWER B — To avoid blame — focusing on expectations keeps the discussion objective and constructive.
RATIONALE Stating the problem in relation to expectations rather than personal shortcomings avoids blame and
maintains a constructive, problem-solving focus. The manager's role in joint problem solving is to ensure
clear expectations and how to achieve them. Other key points: address the problem early to increase chances
of finding a mutually satisfying solution, establish a timetable for follow-up to monitor progress, and the
manager must show commitment by following through.
