Question 1

Employee Assistance Programs are limited by law to addressing substance abuse issues.

Accepted Answer

Employee Assistance Programs (EAPs) are not limited by law to addressing substance abuse issues. They may also address a wide range of personal and work-related issues that may be affecting an employee's well-being and job performance, such as mental health issues, family problems, financial stress, and legal concerns.

Question 2

When it comes to disciplinary situations,too much documentation can be as damaging to the company as too little.

Accepted Answer

False

Question 3

If a deficiency does not have to do with skills,then it may need to be addressed in terms of _______________.

Accepted Answer

If the deficiency is not related to skills, then it could be due to other factors such as obstacles or a negative work environment. Therefore, all of the choices could be potential ways to address the deficiency.

Question 4

The third element of the disciplinary process is a mechanism for assessment.

Accepted Answer

The third element of the disciplinary process is indeed a mechanism for assessment. This involves evaluating the effectiveness of disciplinary actions taken and ensuring that they have achieved the desired outcomes. Feedback should be provided to the employee and any necessary adjustments made to the disciplinary process or procedures.

Question 5

Labor and employment attorneys recommend that arbitrators provide written opinions.

Accepted Answer

Labor and employment attorneys generally recommend that arbitrators provide written opinions to clearly articulate their reasoning and decision-making process. This can help ensure transparency and impartiality in the arbitration process. Written opinions can also serve as a valuable tool for parties to appeal or challenge the arbitration award, if necessary.

Question 6

Susan is a good worker.However,there are a few days when all the forms she prepares have serious errors on them.These apparently are the days when Susan is drinking.Susan's conduct would fall within which of the following classifications of behavior?

Accepted Answer

Susan's behavior is being affected by her drinking, which is a personal problem off the job that is now affecting her productivity on the job.

Question 7

Alternative dispute resolution is more time consuming and less confidential than traditional litigation.

Accepted Answer

Alternative dispute resolution methods such as mediation and arbitration are often faster and more confidential than traditional litigation, which can involve lengthy court proceedings and public records. ADR processes also allow parties to have more control over the outcome of their dispute, whereas in litigation, a judge or jury makes the final decision.

Question 8

Tom is a pretty good employee.But John,his supervisor,is driven up the wall by him.Tom just can't seem to follow the company rules.And when John tries to talk to him about it,Tom gives him a hard time.Sometimes Tom even seems to threaten John if he tries to do anything about the problem.Tom's conduct would fall within which of the following classifications of behavior?

Accepted Answer

Tom's behavior falls under the category of those who consistently break company rules and do not respond to supervisory reactions. He also seems to be defiant and threatening, which exacerbates the problem.

Question 9

One of the basic problems with progressive discipline is that it focuses on future behavior.

Accepted Answer

Progressive discipline primarily focuses on addressing current misconduct or performance issues and correcting them through a series of escalating steps, rather than focusing on future behavior.

Question 10

Problem drinkers receive twice as much sick leave and accident benefits as employees who are not alcohol abusers.

Accepted Answer

The answer of Problem drinkers receive twice as much sick...

Question 11

Some states allow employers to terminate employees for almost any reason that does not violate federal or state statutes,while others require just cause

Accepted Answer

This statement is true. Some states follow the employment-at-will doctrine, which allows employers to terminate employees without having to provide a reason, as long as it does not violate any federal or state laws. In contrast, other states require employers to have just cause for terminating an employee, meaning that the employer must have a valid reason for terminating the employee, such as poor performance, misconduct, or a violation of company policy.

Question 12

Large businesses are often the hardest hit by employee fraud.

Accepted Answer

Small businesses typically suffer more from employee fraud because they often lack the resources and systems to prevent and detect fraud as effectively as larger businesses.

Question 13

Discipline can have an affect on an employee's attitude toward work.

Accepted Answer

If an employee receives disciplinary action for not meeting job expectations or violating company policies, they may feel demotivated or resentful towards their job. On the other hand, a fair and consistent disciplinary process can help employees understand the importance of adhering to standards and improve their overall attitude towards work.

Question 14

Influences of deficient behavior can result from the _______________________.

Accepted Answer

Deficient behavior in the workplace can stem from various sources, including the actions of the employee, the employer, or the interaction between the two. Each party can influence the work environment and contribute to behaviors that may be considered deficient.

Question 15

Workplace violence statistics do not include off-duty employees or non-employees (customers)who are victimized in a work setting.

Accepted Answer

Workplace violence statistics typically only include incidents that occur during work hours and involve employees.

Question 16

The discipline process is designed to prevent difficulties and to help employees succeed.

Accepted Answer

The purpose of the discipline process is to address any issues or behavior that may be hindering an employee's success or negatively impacting the workplace, in the hopes of improving the situation and helping the employee succeed.

Question 17

The positive discipline approach avoids punitive action,including discharge.

Accepted Answer

Positive discipline focuses on constructive feedback and guidance rather than punitive actions, but it does not completely avoid discharge. Discharge can still be an option if necessary, after other methods have been tried and failed.

Question 18

Which of the following is not one of the four classifications used to describe difficult employees?

Accepted Answer

Difficult employees are typically classified based on issues that directly impact their work performance or the work environment, such as unsatisfactory work, personal problems affecting job performance, or legal violations on the job. Questioning management direction does not inherently classify an employee as difficult; it can be a part of healthy workplace communication and improvement processes.

Question 19

The Americans with Disabilities Act officially recognizes alcoholism as a disability.

Accepted Answer

The Americans with Disabilities Act (ADA) was updated in 2008 to recognize alcoholism as a disability, along with other substance abuse disorders. This provides protection against discrimination in the workplace and access to reasonable accommodations for those in recovery.

Question 20

Drug testing is conducted in over 65 percent of the largest U.S.workplaces.

Accepted Answer

Drug testing is a common practice in the majority of large U.S. workplaces.

Quiz 16: Managing Employee Discipline