Question 1

When counselling is a part of the discipline process, which of the following should be its goal?

Accepted Answer

The goal of counselling in the discipline process should be to heighten employee awareness of organizational policies and rules. This can help the employee understand the expectations of the organization and avoid further disciplinary issues in the future. Avoiding lawsuits or using penalties to discourage undesirable behavior are not the primary goals of counselling. Reinforcing organizational procedures and rules may be an outcome of counselling, but it is not the main goal.

Question 2

One approach to discipline incorporates a sequence of steps, each becoming more stringent, all with the purpose of changing the employee's inappropriate behaviour. Which of the following is the name of that approach?

Accepted Answer

The approach described in the question is known as progressive discipline. It involves a series of steps, starting with mild interventions and becoming more severe if the employee's behavior does not improve. The goal is to modify the employee's behavior and help them meet performance expectations. Options A, C, and D are not accurate names for this approach.

Question 3

General guidelines can focus organizational actions when a choice among various actions arises. Which of the following terms refers to these guidelines?

Accepted Answer

Policies are guidelines that direct organizational actions and help make decisions when there are multiple options available. Practices, HR recommendations, and procedures are related concepts but do not specifically refer to guidelines for decision-making.

Question 4

Which of the following is an example of upward communication in an organization?

Accepted Answer

Electronic message boards can be used by employees to share feedback, ideas, and concerns with higher levels of management, representing upward communication.

Question 5

Which option represents the best discipline?

Accepted Answer

Self-discipline is considered the best discipline as it is an internal regulation of behavior that comes from within oneself. It helps individuals control their actions and make responsible choices, ultimately leading to long-term success and personal growth. Positive reinforcement is also a good option as it focuses on rewarding good behavior rather than punishing bad behavior. However, discipline administered in public or off the job can be humiliating and may not effectively address the root cause of the behavior, leading to resentment and further misbehavior.

Question 6

The positive discipline approach may incorporate a decision day off. As a part of which step does this day occur?

Accepted Answer

The decision day off is a part of the final warning step in the positive discipline approach. This step is typically the last one before termination, and is intended to give the employee one more chance to improve their behavior.

Question 7

You are HR director of a rural Ontario bank with three branches. One teller, Stacy, has developed an act she puts on at local rodeos where she performs daring feats of horsemanship wearing scanty outfits. She has become well known in the area, and clients will come into the bank and wave hi to "Racy Stacy." Stacy always behaves professionally at work, but you are concerned that her sideline is demeaning to the bank's image. Which of the following statements best expresses how you should approach this issue?

Accepted Answer

Since Stacy always behaves professionally at work and her rodeo act is an off-work, legal activity, it is unclear whether the bank can discipline her. It would be more appropriate to use discretion and consider the potential impact on the bank's image before taking any action. It may also be worthwhile to discuss the matter with Stacy and see if she is willing to modify her act in a way that is more consistent with the bank's values. Ultimately, the bank should consider the legal and ethical implications of any action it takes regarding Stacy's outside activities.

Question 8

In terms of discipline, which of the following responsibilities belongs to the HR unit?

Accepted Answer

Designing a progressive discipline process is a responsibility of the HR unit as they are responsible for developing policies and procedures for the organization. The other options may involve HR, but ultimately it should be the responsibility of the employee's immediate supervisor or manager to notify, discuss, and make decisions about discipline with their employees.

Question 9

Which of the following statements outlines the greatest difficulty with positive discipline?

Accepted Answer

Positive discipline requires managers to be effective counselors, which can be challenging as it demands specific skills and training that not all managers possess.

Question 10

Which of these terms pertains to principles intended to govern how people behave?

Accepted Answer

Rules are principles intended to govern how people behave. Practices refer to the actual behavior or actions that are being done. Procedures are specific steps to follow in order to accomplish a task. Policies are guidelines or principles that guide decision-making and action within an organization.

Question 11

Because of persistent problems with tardiness, Paul has been through counselling and written documentation. Now he has been given a decision day-off to develop a plan to improve upon his tardy behaviour. Which of the following characterizes the approach to discipline that Paul's employer has taken?

Accepted Answer

The answer of Because of persistent problems with tardiness, Paul...

Question 12

Which of the following resources reliably outlines company policies and rules for employees?

Accepted Answer

An employee handbook is a formal document that outlines company policies and rules for employees. It typically covers important topics such as benefits, performance expectations, disciplinary procedures, and workplace safety. An employee newsletter is an internal communication tool that may include company updates and news, but may not necessarily cover policies and rules. An employee message board can be a place for employees to share information and engage in discussions, but it is not an official source of company policies and rules. A selection interview is a part of the hiring process and is not related to company policies and rules for existing employees.

Question 13

The disciplinary system plays a role in dealing with problem or unproductive employees. Which of the following is its purpose?

Accepted Answer

The purpose of the disciplinary system is behaviour modification i.e. to correct the behaviour of problem or unproductive employees. Public rebuke, negative rewards, and punishment may be a part of the disciplinary action taken, but they are not the primary purpose.

Question 14

Which of the following approaches to employee discipline requires more supervisory time?

Accepted Answer

The answer of Which of the following approaches to employee...

Question 15

When it comes to discipline, which of the following roles is typically played by the HR unit?

Accepted Answer

The HR unit typically provides training to managers on how to administer HR policies, rules, and procedures effectively. While they may provide feedback on the effectiveness of policies and rules, they are not involved in applying them. Additionally, while they may review policies and rules with employees, this is not typically their primary responsibility in disciplinary matters.

Question 16

Discipline serves to enforce organizational rules. Which of the following best characterizes discipline?

Accepted Answer

Discipline is best characterized as a form of training that aims to improve behavior and ensure adherence to organizational rules and standards.

Question 17

Which of the following actions is NOT part of the progressive discipline process?

Accepted Answer

The answer of Which of the following actions is NOT...

Question 18

Which of the following statements accurately characterizes employee handbooks?

Accepted Answer

Disclaimers in employee handbooks can provide legal protection to employers by clearly stating that the policies and information provided in the handbook do not constitute an employment contract.

Answer: B
 Employee handbooks of today are often shorter than those in the past because employers are often cautious to avoid creating an implied contract and want to reserve the right to change policies as needed.

Answer: C 
 Distributing employee handbooks over electronic media can be efficient and cost-effective, but employers should take steps to protect their confidential information and ensure that competitors cannot access or copy the content.

Answer: D 
 Employee handbooks should be written in clear and accessible language so that employees can easily understand the policies and procedures. Legalistic and sophisticated language should be avoided to prevent confusion and misinterpretation.

Question 19

Which of the following terms is associated with usual methods of handling activities?

Accepted Answer

Procedures are the usual methods of handling activities, which refer to a sequence of steps to be followed in a specific order to perform a task. Policies are guidelines for decision-making, rules are specific regulations to be followed, and practices refer to behaviors or actions that have become established through repeated actions.

Question 20

According to one approach to discipline, violations are actions that are usually possible to constructively correct without the employee incurring a penalty. Which of the following refers to that approach?

Accepted Answer

Positive discipline emphasizes on correcting the behavior of the employee constructively without incurring a penalty. It focuses on identifying the root cause of the problem and using effective communication to correct the behavior. This approach aims to build a positive relationship between the employer and employee by promoting mutual respect, trust, and understanding.

Quiz 14: Employee Rights and Discipline