Question 1

The primary purpose of a probationary employment period is to:

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The answer of The primary purpose of a probationary employment...

Question 2

Which of the following is LEAST likely to improve attendance when job avoidance or family demands are the problem?

Accepted Answer

Suspending employees is unlikely to improve attendance as it can create further stress and job dissatisfaction for the employee, ultimately leading to longer-term absenteeism. The other options, such as redesigning jobs, offering flexible work schedules, and restructuring the organization, can provide more supportive work environments that can help employees balance their job and personal demands, leading to improved attendance.

Question 3

________ is either refusal to obey a direct order from a supervisor or verbal abuse of a supervisor.

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The answer of ________ is either refusal to obey a...

Question 4

It is inappropriate and also illegal to use discipline to correct poor performance when an employee has a physical or mental disability.

Accepted Answer

According to the Americans with Disabilities Act (ADA) and other laws, it is illegal to discriminate against employees with disabilities. This includes using discipline as a means of correcting poor performance related to their disability. Instead, employers are required to provide reasonable accommodations to help the employee perform their job and address any performance issues through alternative means such as additional training or coaching.

Question 5

A discipline procedure that encourages employees to monitor their own behaviors and assume responsibility for their actions is referred to as ________.

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Question 6

Discuss the concept of the "Just Cause Standard of Discipline," identifying the seven questions a manager needs to answer before proceeding with discipline.

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Question 7

For which of the following reasons can employees refuse to obey superiors and be protected from losing their jobs?

Accepted Answer

If an employee has a reasonable cause for safety concerns, they can refuse to follow orders without fear of losing their job. This is protected under Occupational Safety and Health Administration (OSHA) regulations. Choices A and B are not valid reasons for an employee to disobey their superiors and being asked to do something legal but unethical (Choice D) may be a personal moral dilemma but does not provide legal protection for insubordination.

Question 8

Companies can choose between progressive and positive discipline for employees.Explain each and highlight the differences and relative advantages.

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Question 9

When managers deal with poor attendance problems,they must treat each infraction the same regardless of the circumstances because of the current legal climate.

Accepted Answer

Managers must exercise discretion and consider individual circumstances when dealing with attendance problems. For example, if an employee has a valid reason for missing work such as a medical emergency, they cannot be treated the same as an employee who simply did not show up without explanation. However, managers must still be consistent in their approach to attendance policies to avoid any allegations of discrimination or favoritism.

Question 10

It is not uncommon for a supervisor to miss an employee's alcoholism because it is masked by other performance issues,such as poor attendance or poor job performance.

Accepted Answer

Alcoholism can manifest in various ways, and sometimes the signs are not immediately recognizable, especially if they are disguised by other performance issues. Therefore, supervisors may miss an employee's alcoholism if they are not aware of the signs or if the employee is adept at hiding them.

Question 11

Insubordination is allowable according to the courts when illegal activities or worker safety are a concern.

Accepted Answer

The courts have recognized that in certain situations, such as when illegal activities or worker safety are at risk, the subordinate may refuse to follow orders and even report the situation to a higher authority without fear of disciplinary action. This is known as a protected activity under federal and state laws, and insubordination in these cases may be deemed justifiable.

Question 12

Managing difficult employees is an important part of the discipline process.Identify three common employee problems that managers must deal with and the questions or issues managers should consider with each.

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Question 13

________ is a series of management interventions that gives employees opportunities to correct undesirable behaviors before being discharged.

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The answer of ________ is a series of management interventions...

Question 14

Poor performance is a common problem for managers.In most cases,________ can be used to help the employee improve performance before more drastic means are necessary.

Accepted Answer

Performance appraisals allow managers to identify areas where employees may be struggling and provide constructive feedback and development opportunities to improve their performance. This approach is less punitive and can help to address issues before they escalate to more drastic measures. Employee relations representatives may also be helpful in coaching employees and addressing performance issues, but this may be a more reactive approach rather than proactive. Progressive discipline and probation may be necessary in extreme cases, but they are typically viewed as more serious and formal approaches to addressing poor performance.

Question 15

The ________ is a model of disciplinary action-discipline should be immediate,provide ample warning,and be consistently applied to all.

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The answer of The ________ is a model of disciplinary...

Question 16

All of the following are common side effects of poor attendance EXCEPT:

Accepted Answer

Poor attendance can lead to decreased productivity, poor employee morale, and ineffective team work, but it does not directly result in higher compensation. In fact, poor attendance can lead to decreased compensation if it results in missed opportunities for work or disciplinary action.

Question 17

The most appropriate way to handle an employee with an attendance problem would be to:

Accepted Answer

While it is important to apply company policy uniformly, it is also important to consider any special circumstances that may be affecting the employee's attendance. Tightening the attendance requirement in the disciplinary process may lead to termination without addressing the root cause of the attendance problem. Involving the next higher level of management should only be done if the issue cannot be resolved at a lower level. Thus, the best choice is to consider special circumstances when appropriate.

Question 18

Managers that suspect drug use is the source of an employee's performance problems,should most likely:

Accepted Answer

When managers suspect drug use is affecting an employee's performance, the appropriate action is to begin discipline procedures. This approach allows for a formal process to address the performance issues while also respecting the employee's rights and potentially offering support or resources for rehabilitation. Referring the employee to an AA group without consent or evidence, interviewing co-workers, or dismissing the employee outright could lead to legal issues or violate privacy rights.

Question 19

The use of alcohol by employees:

Accepted Answer

Depending on the nature of the job and workplace, employers may restrict the use of alcohol both on and off the job to ensure safety and productivity. For example, employees operating heavy machinery or driving should not be under the influence of alcohol at any time, even if they are off-duty. However, if the job does not involve safety concerns, employees may have the right to consume alcohol outside of work hours. Therefore, option D is the best choice as it acknowledges the employer's right to restrict alcohol use while also recognizing an employee's right to privacy and personal freedom outside of work.

Question 20

Which of the following is LEAST likely an example of workplace bullying?

Accepted Answer

Using profanity, while unprofessional and potentially offensive, does not directly target an individual with the intent to harm, belittle, or intimidate in the way that criticizing personal life, spreading harmful rumors, or subjecting someone to unwanted terms of endearment do. These actions are more personalized and directly impact the individual's dignity and mental well-being.

Quiz 14: Respecting Employee Rights and Managing Discipline