Deck 15: Selecting, Appraising and Disciplining Employees

Question 1

Personality testing is prohibited under equal employment opportunity laws.

Answer 1

False

Question 2

Supervisors usually have the final word in selecting employees.

Answer 2

True

Question 3

The conventional approach to the appraisal interview is emotionally upsetting for both the supervisor and the employee.

Answer 3

True

Question 4

If tests are used in making the selection decision, employers must be able to demonstrate their validity.

Question 5

Preliminary screening helps weed out those applicants who do not appear to meet the employer's needs.

Question 6

Performance evaluations can be used for motivational purposes.

Question 7

When checking an applicant's references, it is legal to check on dates and terms of employment, salary, and whether the termination was voluntary.

Question 8

Operative employees are constantly in contact with high level managers.

Question 9

Supervisors are usually responsible for setting human resources objectives and doing long-range planning and organizing.

Question 10

Performance appraisals should be used for promotion purposes only, and not for the purposes of layoffs or discharges.

Question 11

Performance appraisals should be beneficial to the employee as well as to the organization.

Question 12

The appraisal interview is one of the easiest duties that is required of a supervisor.

Question 13

EEOC guidelines cover only preemployment testing.

Question 14

IQ tests are designed to measure the applicant's capacity to learn, to solve problems, and to understand relationships.

Question 15

The EEOC does not have the authority to set guidelines for performance appraisals.

Question 16

Work sampling tests give a good indication of whether or not employees can actually perform particular jobs.

Question 17

A physical examination may be required before the preliminary job offer is made.

Question 18

An organization can be successful regardless of number and kinds of people to do the required work.

Question 19

Orientation is not necessary for new hires that have a vast amount of past work experience.

Question 20

The appraisal interview is the aspect of the job supervisors like most.

Question 21

Most progressive companies do not publish rules and penalties.

Question 22

Due to today's emphasis on ____, teams are used at all levels of management to facilitate the staffing process.

A) Empowerment.
B) Efficiency.
C) Redundancy.
D) Decentralization.

Question 23

Effective discipline involves administering punishment that takes into consideration the employee's personality and his or her worth to the organization, even if this seems inconsistent.

Question 24

Verbal abuse of others, falsification of records, and alcohol abuse on the job are legal grounds for discharge.

Question 25

Over concern with avoiding errors stifles initiative, and encourages employees to postpone decisions or avoid making them altogether.

Question 26

Which level of management generally has responsibility for interpreting policies for employees and carrying out the selection and training of employees?

A) Top.
B) Middle.
C) Supervisors.
D) Project managers.

Question 27

After observing an offense, the supervisor should wait a few days before beginning the disciplinary process.

Question 28

The fourteenth amendment to the U.S.Constitution guarantees every citizen due process under the law.

Question 29

Properly administered discipline involves provisions for a prompt hearing, protests, and appeals.

Question 30

Every job should carry with it a margin for error.

Question 31

Progressive discipline is a series of disciplinary actions that are all equal in their severity.

Question 32

The selection process begins with:

A) Applications being taken by the personnel department.
B) A requisition from the supervisor to the personnel department.
C) Preliminary screening of applicants.
D) The employment interview.

Question 33

Discipline can be considered training that corrects, molds, or perfects knowledge, behavior, and/or conduct of an employee.

Question 34

Most employees prefer to work with a well-organized, well-disciplined group rather than with one that is not.

Question 35

First-line supervisors are powerless to prevent workplace violence.

Question 36

With a graduated scale of penalties, punishment becomes progressively more severe each time the violation is repeated.

Question 37

To maintain authority, supervisors should not discuss their appraisals with employees.

Question 38

Supervisors can routinely discharge their employees without the consent of top management.

Question 39

Employees should be given a clear warning of the amount of discipline that will be imposed for an offense.

Question 40

Which level of management generally has responsibility for setting human relations objectives, establishing policies, and doing long-run planning and organizing?

A) Top.
B) Middle.
C) Supervisors.
D) Project managers.

Question 41

Nine percent of college students do not pass preliminary screening due to:

A) Age.
B) Experience.
C) Personal reasons.
D) Schedules.

Question 42

The ____ stage of the selection process is used to screen out applicants who are obviously unsuitable.

A) Physical examination.
B) In-depth interview.
C) Preliminary screening.
D) Employment testing.

Question 43

____ guarantees the individual accused of violating an established rule a hearing to determine the extent of guilt.

A) Due process.
B) Progressive discipline.
C) Appraisal.
D) Validity checking.

Question 44

Pre-employment tests must be ____ approved.

A) OSHA.
B) EEOC.
C) OFCCP.
D) AAF.

Question 45

The ____ publishes Uniform Guidelines on Employee Selection Procedures.

A) UAW.
B) EAP.
C) ADA.
D) EEOC.

Question 46

Most employees would rather work with a group that is:

A) Well-organized.
B) Well-disciplined.
C) Well-trained.
D) All of the above.

Question 47

The first step in disciplinary due process is to:

A) Notify the employee of the infraction in writing.
B) Make definite, provable charges.
C) Establish rules.
D) Impose a graduated penalty.

Question 48

Job offers for non-managerial and non-professional positions are usually made by:

A) Top management.
B) Supervisory management.
C) Human Resources.
D) None of the above.

Question 49

A performance review is known by all of the following terms, EXCEPT:

A) Merit rating.
B) Efficiency rating.
C) Employee evaluation.
D) Effectiveness rating.

Question 50

Which of the following interview techniques makes it easier for a supervisor to compare the backgrounds and experience of different job applicants?

A) Uncontrolled.
B) Unstructured.
C) Nonstandard.
D) Structured.

Question 51

____ is the process used to determine to what extent an employee is performing the job in the way it was intended to be done.

A) Performance appraisal
B) Management by objectives
C) Career counseling
D) Performance planning

Question 52

____ tests are supposed to measure the applicant's emotional adjustment and attitudes, and are used to see how the person might fit into the organization.

A) Proficiency.
B) Aptitude.
C) Vocational interest.
D) Personality.

Question 53

____ of testing is demonstrated by a high positive correlation between the applicant's test score and some objective measure of job performance.

A) Validity.
B) Authority.
C) Reliability.
D) Security.

Question 54

A performance appraisal can be used for all of the following purposes, EXCEPT:

A) To point out areas that need employee improvement.
B) To recognize good employee performance.
C) To provide the basis for employee discharge.
D) To invalidate selection techniques that meet EEOC requirements.

Question 55

Which of the following is (are) true?

A) Appraisal interviews are the part of the job that supervisors like most.
B) The supervisor should emphasize the positive aspects of the employee's performance while recommending improvements.
C) The conventional approach to the appraisal interview is emotionally uplifting for both the employee and the supervisor.
D) All of the above are true.

Question 56

Which of the following statements is (are) true?

A) The Americans with Disabilities Act prohibits all preemployment physical exams.
B) A preemployment physical can be made before a preliminary job offer is made.
C) A physical exam may only be used to determine whether a worker can do the job.
D) A preemployment physical exam can legally require a medical history be taken.

Question 57

Employers must provide which of the following responses when asked about a former employee.

A) A written evaluation of the former employee.
B) Dates and terms of employment.
C) Credit information about the former employee.
D) All of the above.

Question 58

The probationary period usually lasts for:

A) Two weeks.
B) One to two months.
C) Three to six months.
D) One year.

Question 59

The word, "discipline" can be used to refer to all of the following concepts, EXCEPT:

A) Self-control.
B) Self-appraisal.
C) Punishment for improper behavior.
D) Conditions leading to orderly behavior.

Question 60

A(n) ____ is used to communicate the results of performance appraisal to an employee.

A) Management audit.
B) Appraisal confrontation.
C) Appraisal interview.
D) Central tendency.

Question 61

When an intolerable employee offense occurs, the employee should be:

A) Verbally warned.
B) Demoted.
C) Discharged.
D) None of the above.

Question 62

Disciplinary suspension:

A) Is usually handled by the supervisor.
B) Is usually given with pay.
C) Is used if previous warnings have been ineffective.
D) All of the above.

Question 63

Like almost all aspects of supervision, selecting, and training employees are shared tasks, though the primary responsibility should be left to supervisors.How are these responsibilities to be divided?

Question 64

If two people commit the same offense under the same circumstances:

A) The supervisor should consider the relative worth of each employee to the organization.
B) Both should receive the same punishment.
C) Punishment should be delayed until the supervisor can consult with higher management.
D) Neither should be punished.

Question 65

Identify some specific reasons for appraising employee performance.

Question 66

What are the four principles of effective discipline?

Question 67

The supervisor should deal with honest mistakes made by the employee through:

A) Negative discipline.
B) Counseling.
C) Punishment.
D) All of the above.

Question 68

Briefly discuss how the performance appraisal operates.

Question 69

Why are appraisal interviews difficult for the supervisor?

Question 70

Describe a typical procedure for selecting employees for a specific job.

Question 71

According to the principles of effective discipline, the discipline should:

A) Carry a warning.
B) Be immediate and consistent.
C) Be impersonal.
D) All of the above.

Question 72

In your own words, give a definition for discipline.

Question 73

Why is orientation of new employees important? What is usually involved?

Question 74

Using a graduated scale of penalties:

A) Is not possible when employees are represented by a union.
B) Management cannot discharge an employee for an intolerable offense.
C) The punishment becomes more severe after the offense is repeated.
D) All of the above.

Question 75

According to ____ an employer can dismiss an employee for any reason.

A) Due process.
B) Disciplinary restraint.
C) Termination-at-will rule.
D) Union rules.

Question 76

When the supervisor disciplines an employee, the supervisor:

A) Should try to retain a normal relationship with that person.
B) Should apologize as soon as possible.
C) Should try to change the employee's personality.
D) All of the above.

Question 77

How can an employer use preemployment testing to evaluate potential employees? Describe some of the tests that can be used.