Question 1

Discipline is related to the seriousness of the offense,and can also be related to the employee's past record.

Accepted Answer

Discipline is often determined by the severity of the offense, but can also take into account an employee's past behavior and performance.

Question 2

Once the initial determination about termination is made we should subject the evidence to a review by another organizational manager.

Accepted Answer

Having another manager review the evidence helps ensure that the decision to terminate is not made in haste, prejudice or bias. The review process can also detect any mistakes or oversights that may have occurred during the initial investigation.

Question 3

If the rule was reasonable and the employee should have been expected to act a certain way,the employer meets a portion of the just cause test.

Accepted Answer

The employer meeting the reasonable rule portion of the just cause test means that the employer has established a valid reason for taking action against the employee, indicating that the employee violated a rule or policy that was reasonably expected of them. Therefore, the employer meets a portion of the just cause test.

Question 4

If a plan for change has been developed in the past,it is useless to get the employee to commit to it again.

Accepted Answer

It is not necessarily useless to get the employee to commit to a plan for change that has been developed in the past. Even if the plan has been discussed before, it may need to be revisited, adjusted, and re-committed to in order to ensure its success. Requiring commitment can also help to ensure that all parties involved are on the same page and working towards the same goals.

Question 5

Common offenses which can lead to termination include theft,sexual or other types of harassment,verbal or substance abuse,and safety violations.

Accepted Answer

These offense are serious and can often result in immediate termination from employment.

Question 6

Gross negligence and serious misconduct are usually grounds for immediate termination,without progressive discipline.

Accepted Answer

Gross negligence and serious misconduct are serious violations of company policy and can result in immediate termination without the need for progressive discipline.

Question 7

Problem employees can destroy job satisfaction and employee engagement throughout the company.

Accepted Answer

Problem employees can have a negative impact on the workplace environment, affecting not only their own job satisfaction and engagement but also that of their colleagues. They can cause tension, decrease productivity, and affect overall morale. It is important to address any problematic behavior early on to prevent it from spreading and causing further disruptions.

Question 8

Managerial terminations usually involve giving the manager the option to resign rather than face termination by the organization

Accepted Answer

This is typically done to save face for both the manager and the organization, as it allows the manager to leave on their own terms and potentially avoid any negative consequences associated with being formally terminated.

Question 9

The orientation period never runs longer than 90 days.

Accepted Answer

The length of an orientation period can vary depending on the company's policies and the position's requirements. Some orientation periods may be shorter, while others can extend beyond 90 days.

Question 10

Problem employees only lower morale if you try to apply a coaching,counseling,or discipline plan.

Accepted Answer

Problem employees can lower morale regardless of whether a coaching, counseling, or discipline plan is implemented. Ignoring problem behavior can also lead to a decrease in morale, and addressing the behavior in a respectful and constructive manner can actually improve morale by showing other employees that the company values a positive and productive work environment.

Question 11

Employees who perform poorly or don't follow reasonable rules must be terminated because these types of behaviors can be contagious in the organization.

Accepted Answer

Allowing poor performance or rule-breaking behavior to continue sends a message to other employees that these actions are acceptable, which can lead to a decline in overall performance and morale in the organization. Terminating individuals who exhibit these behaviors can serve as a reminder of the company's expectations and deter others from engaging in similar actions.

Question 12

Managers,executives,and lower level employees should all go through the same type of termination process.

Accepted Answer

The termination process often varies based on the employee's role and level within the organization, as executives and managers may have contracts or agreements that stipulate specific termination procedures, unlike lower-level employees.

Question 13

Termination is usually the last step in a disciplinary process because turnover is extremely expensive for the organization.

Accepted Answer

Termination is the last step in a disciplinary process because it is a serious consequence and should only be used as a last resort. Turnover is indeed expensive for organizations, as it involves costs such as recruitment, training, and lost productivity during the transition period.

Question 14

Coaching improves communications and relationships.

Accepted Answer

Coaching involves developing better communication and interpersonal skills, which in turn can improve relationships both personally and professionally.

Question 15

The oral warning includes a written component,so there is evidence of the communication.

Accepted Answer

The statement says that the warning includes a written component. Therefore, there is evidence of the communication, making the statement true.

Question 16

It is acceptable for managers to refer problem employees to the EAP.

Accepted Answer

Referring problem employees to the Employee Assistance Program (EAP) is a common practice for managers who wish to help employees with personal or work-related issues. The EAP provides confidential counseling and support to employees who are struggling with various issues such as mental health problems, addiction, dealing with stress, etc. Managers can refer employees to the EAP to help them cope with problems that may be affecting their job performance or to provide them with resources to help them resolve personal issues.

Question 17

If the company punishes one person for an infraction by a written reprimand,and punishes the other person for the same infraction with a disciplinary discharge,the employer applied their rule in an equitable manner.

Accepted Answer

Punishing one person with a written reprimand and the other person with a disciplinary discharge for the same infraction is not applying the rule in an equitable manner. Equitable treatment would mean that both employees are punished in the same way for the same infraction.

Question 18

The primary reason for drug testing will generally be workplace safety.

Accepted Answer

Drug testing is often implemented in the workplace to ensure that employees are not under the influence of drugs or alcohol while performing their job duties, which can pose a safety risk to themselves and others.

Question 19

Coaching,counseling,and disciplining will always transform a problem individual into a productive employee.

Accepted Answer

Coaching, counseling, and disciplining can certainly help improve an individual's behavior and performance, but there is no guarantee that it will always transform a problematic individual into a productive employee. There may be underlying issues or limitations that cannot be addressed through these methods.

Question 20

Serious misconduct is typically a purposeful or intentional act by the employee.

Accepted Answer

Serious misconduct refers to intentional or purposeful acts by the employee, such as theft, violence, or harassment. It is different from minor misconduct, which may be accidental or unintentional.

Quiz 9: Rights and Employee Development