Question 1

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;Evaluation of an employee through the use of a list of behaviors found to be related to job per-&#10;formance.

Accepted Answer

A checklist system is a tool used to evaluate employees based on a list of behaviors or skills related to their job performance. This type of evaluation is objective and allows for easy comparison of employees' performance.

Other options:
A) Disparate treatment refers to unequal treatment of employees based on a protected characteristic (e.g. race, gender).
C) An oral warning is a verbal reprimand given to an employee for a minor offense.
D) A probationary period is a trial period during which an employee's performance is evaluated before they are officially hired.
E) Disparate impact occurs when a policy or practice disproportionately affects a particular group of people.
F) Suspension is a disciplinary action where the employee is required to be away from work for a specified period.
G) A summated scale is a type of measurement that combines multiple items or questions into a single score.
H) A job description outlines the duties and responsibilities of a particular job.
I) Adherence to dress codes is a behavioral expectation that may be included in an employee's performance evaluation.
J) Management by objective is a management style where goals are set collaboratively and progress is measured based on achieving those goals. It can be used as a framework for employee evaluations.

Question 2

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;The employment period used to evaluate an employee's work performance, during which the&#10;employee may be terminated without the need to follow lengthy, progressive disciplinary pro-&#10;cedures.

Accepted Answer

A probationary period is a specific period of time, usually at the beginning of employment, during which the employer evaluates the employee's performance and suitability for the job. If the employee does not meet the employer's expectations, they may be terminated without the need for progressive disciplinary procedures.

Question 3

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;A disciplinary procedure normally reserved for minor offenses.

Accepted Answer

An oral warning is a disciplinary action typically reserved for minor offenses.

Answer: F 
 Suspension is a disciplinary action that can be used for more serious offenses, such as misconduct or repeated violations of company policy.

Answer: H 
 A job description outlines the duties, responsibilities, and expectations for a specific position, providing guidelines for employees to adhere to.

Question 4

Employee appraisals do not have the potential for discriminatory effect.

Accepted Answer

Employee appraisals can have the potential for discriminatory effect if they are not conducted fairly and objectively. Biases based on factors such as race, gender, age, or disability can impact the appraisal process, leading to unequal treatment and opportunities for employees. Therefore, it is essential to implement clear criteria and procedures and train evaluators to avoid discrimination.

Question 5

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;An important measuring tool of an employee's performance.

Accepted Answer

The answer of Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral...

Question 6

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;A performance appraisal system that discriminates based on race, color, religion, sex, national&#10;origin, age, or disability that results from a practice that does not seem to be discriminatory and&#10;was not intended to be so, on a protected class.

Accepted Answer

Disparate impact refers to a situation where a seemingly neutral policy or practice has an unintentional negative effect on individuals belonging to a protected class. In this case, the performance appraisal system may unintentionally discriminate against certain protected classes.

Question 7

Evaluation includes such diverse areas as adherence to company policies and the necessity for any disciplinary actions.

Accepted Answer

Evaluation can include areas such as adherence to company policies, which can affect performance, and may also lead to disciplinary actions if not followed.

Question 8

Generally, disciplinary procedures are progressive in nature.

Accepted Answer

Disciplinary procedures usually start with a warning and progress to more serious consequences if the behavior or performance issue is not addressed.

Question 9

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;Intentional discrimination based on a person's race, color, religion, sex, national origin, age, or&#10;disability.

Accepted Answer

Intentional discrimination based on a person's race, color, religion, sex, national origin, age, or disability is known as disparate treatment.

Question 10

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;Evaluation of an employee's performance on the basis of objectives set by the manager and&#10;employees to be met within a specified time period.

Accepted Answer

Management by objective is the process of setting objectives and evaluating an employee's performance based on those objectives. It involves both the manager and employee in the process and encourages collaboration and communication.

Question 11

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;Evaluation that requires supervisors to indicate how often the employee satisfies each of several&#10;behavior-based statements, including desirable and undesirable performance.

Accepted Answer

The answer of Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral...

Question 12

Any reference to &#34;permanent employment&#34; or &#34;permanent employees&#34; should be avoided in the&#10;employee handbook.

Accepted Answer

The answer of Any reference to &#34;permanent employment&#34; or &#34;permanent...

Question 13

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;A form of discipline normally reserved for the most severe infractions of company policies, or&#10;for excessive violations for which the employee has already received a written warning and has&#10;not improved his or her performance or behavior during the allotted time for improvement.

Accepted Answer

The answer of Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral...

Question 14

The idea of a probationary employment period is consistent with the idea of an at-will employee.

Accepted Answer

The answer of The idea of a probationary employment period...

Question 15

Job descriptions have traditionally been an important tool for defining jobs and measuring per-&#10;formance in those jobs.

Accepted Answer

The answer of Job descriptions have traditionally been an important...

Question 16

Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral warning&#10;d. probationary period&#10;e. disparate impact&#10;f. suspension&#10;g. summated scale&#10;h. job description&#10;i. adherence to dress codes&#10;j. management by objective&#10;A component of satisfactory job performance.

Accepted Answer

The answer of Matching&#10;a. disparate treatment&#10; b. checklist system&#10;c. oral...

Question 17

There are significant business and legal reasons for employers to regulate an employee's job per- formance.

Accepted Answer

The answer of There are significant business and legal reasons...

Question 18

Promotion from within the company is illegal and unethical.

Accepted Answer

The answer of Promotion from within the company is illegal...

Question 19

Suspension is the most severe form of discipline, short of termination.

Accepted Answer

The answer of Suspension is the most severe form of...

Question 20

An employee should be asked to sign and date any written warning.

Accepted Answer

The answer of An employee should be asked to sign...

Deck 5: Evaluating the Employees Job Performance