Deck 15: Selecting Appraising and Disciplining Employees

Question 1

Personality testing is prohibited under equal employment opportunity laws.

Answer 1

False

Question 2

The only effective way for employees to learn anything useful is through on-the-job training.

Answer 2

False

Question 3

Presenting a problem to be solved is not an effective way of gaining employees' attention.

Answer 3

False

Question 4

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

Question 5

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

Question 6

Supervisors usually have the final word in selecting employees.

Question 7

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

Question 8

Top managers control the operating procedures needed to achieve an organization's objectives.

Question 9

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

Question 10

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

Question 11

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

Question 12

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

Question 13

Performance appraisals can be used for motivational purposes.

Question 14

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

Question 15

Recognition for success helps sustain an employee's motivation to perform new tasks.

Question 16

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 17

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

Question 18

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

Question 19

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

Question 20

EEOC guidelines cover only preemployment testing.

Question 21

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

Question 22

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

Question 23

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

Question 24

_____ are the most important people in achieving an organization's human resources objectives.

A) Supervisors
B) Employees
C) Middle managers
D) Top managers

Question 25

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 26

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

Question 27

Every job should carry with it a margin for error.

Question 28

Most progressive companies do not publish rules and penalties.

Question 29

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

Question 30

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

Question 31

_____ interpret policies for employees and carry out and carry out the organization's wishes for selecting and training employees.

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

Question 32

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

Question 33

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

Question 34

Being overly concerned with avoiding errors stifles initiative, and encourages employees to postpone decisions or avoid making them altogether.

Question 35

The selection process begins with:

A) applications of candidates being taken by the human resource department.
B) a requisition from the supervisor to the human resource department.
C) preliminary screening of applicants.
D) the employment interview.

Question 36

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

Question 37

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

Question 38

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

Question 39

_____ set human resources objectives, establish policies, and do long-range planning and organizing.

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

Question 40

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

Question 41

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

A) Uncontrolled interviews
B) Unstructured interviews
C) Standard interviews
D) Structured interviews

Question 42

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 43

____ 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 tests
B) Aptitude tests
C) Vocational interest tests
D) Personality tests

Question 44

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 45

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

A) self-control.
B) performance appraisal.
C) punishment for improper behavior.
D) conditions leading to orderly behavior.

Question 46

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 of conduct.
D) impose a graduated penalty.

Question 47

The purpose of the interviews held during the probationary period is to:

A) predict how a person might perform on a given job.
B) weed out those people who do not meet the organization's needs.
C) correct any mistaken ideas the employee may have about the job.
D) learn as much as possible about the applicant for the job.

Question 48

Which of the following statements is true?

A) The Americans with Disabilities Act prohibits all preemployment physical exams.
B) A preemployment physical must 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 should legally require a medical history be taken.

Question 49

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

A) physical examination
B) in-depth interview
C) preliminary screening
D) employment testing

Question 50

Which of the following responses must employers provide 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) Position of employee within the organization

Question 51

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

A) Due process
B) Progressive discipline
C) Performance appraisal
D) Validity checking

Question 52

Which of the following statements is true of appraisal interviews?

A) Appraisal interviews are the part of the job that supervisors like most.
B) A 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) Appraisal interviews are incompatible with the objective of providing feedback on workers' progress.

Question 53

Training is defined as:

A) the high positive correlation between the applicant's test scores and some objective measure of job performance.
B) the process to measure an applicant's capacity to learn, solve problems, understand relationships, knowledge of and ability to do a given job, and emotional adjustment and attitude. .
C) the procedure of familiarizing a new employee with the company surroundings, policies, and job responsibilities.
D) the process by which employees are taught knowledge, skills, and competencies to improve their capabilities, competencies, productivity, and/or performance.

Question 54

The Equal Employment Opportunity Commission publishes the _____.

A) Specific, Measurable, Attainable, Rewarding, and Time defined training goals
B) Genetic Information Non-Discrimination Policy
C) Affirmative Action Procedures
D) Uniform Guidelines on Employee Selection Procedures

Question 55

_____ is the only two-way part of the selection procedure for employees.

A) Requisition
B) Submission of application
C) Preliminary screening
D) Preemployement interviewing

Question 56

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

A) management audit
B) appraisal confrontation
C) appraisal interview
D) central tendency

Question 57

____ 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 58

____ 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 59

Job offers for hourly positions are usually made by:

A) top management.
B) supervisors.
C) human resources department.
D) project managers.

Question 60

_____ are used to predict how a person might perform on a given job and are most applicable to operative jobs.

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

Question 61

A disciplinary layoff:

A) is usually handled by the supervisor.
B) is usually given with pay.
C) is used if previous warnings have been ineffective.
D) is always effective as a disciplinary measure.

Question 62

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 offenders should receive the same punishment according to the organization's policy
C) punishment should be delayed until the supervisor can consult with higher management
D) the personalities of offenders should be taken into account before administering punishment

Question 63

What are the four principles of effective discipline?

Question 64

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

Question 65

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

Question 66

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

A) due process
B) disciplinary restraint
C) termination-at-will rule
D) disciplinary layoff

Question 67

In your own words, give a definition for discipline.

Question 68

Identify some specific reasons for appraising employee performance.

Question 69

Why are appraisal interviews difficult for the supervisor?

Question 70

With a graduated scale of penalties, _____.

A) the types of disciplinary actions are decided without consulting unions
B) management cannot discharge an employee for an intolerable offense
C) the punishment becomes more severe after the offense is repeated
D) the first oral warning goes into the employee's records

Question 71

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 72

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

Question 73

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

A) verbally warned.
B) demoted.
C) discharged.
D) suspended.

Question 74

Describe the fives steps that are part of the progressive discipline process.

Question 75

When a 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) should chastise the employee.

Question 76

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

A) oral warning.
B) counseling.
C) written reprimand.
D) suspension.

Question 77

Briefly discuss how the performance appraisal operates.