Deck 13: Criticism and Discipline: Guts, Tact, and Justice

Question 1

When you are on the receiving end of harsh criticism, while hearing it you should be evaluating it and mentally formulating your response.

Answer 1

False

Question 2

Behavioral contracting, in some respects similar to nonpunitive discipline, is appropriate mostly for professional and technical workers.

Answer 2

True

Question 3

Coaching is a supervisory process ordinarily utilized between formal steps of the disciplinary process.

Answer 3

False

Question 4

Counseling applies at the presence or emergence of a problem; coaching is a continuing process that applies before a problem occurs.

Question 5

Nonpunitive discipline is frequently used because none of its steps include anything that could be construed as punishment.

Question 6

Documents related to problems of conduct or performance are used to reasonably establish whether something did or did not occur..

Question 7

You can legitimately be concerned with an employee's private life if you know that the person is engaged in something that can harm job performance or negatively affect the organization in some way.

Question 8

Allowing an employee who would otherwise be discharged to "resign for the record" is a preferred means of employee termination.

Question 9

Substandard performance, the production of unsatisfactory results that prevent an employee from attaining job standard, is best addressed with written warnings.

Question 10

The principal purpose of disciplinary action is best described as correction of behavior.

Question 11

The most acceptable forms of criticism:

A) Provide the reason or reasons for criticizing in intimate detail.
B) Should include a summary of the individual's past inappropriate behavior, if any.
C) Must include, along with the problem, the basis for correction.
D) Are delivered in group surroundings so as to advise others against the same behavior.

Question 12

The most effective rules, regulations, and policies should:

A) Serve the common good without infringing on individual rights and freedoms.
B) Be loosely structured so as to provide latitude in interpretation.
C) Be permanent and inflexible.
D) Adjustable to always meet the needs of the moment.

Question 13

Supervisors are often reluctant to criticize employees because:

A) They may be unwilling to risk hurting others' feelings.
B) Doing so takes time they feel should be applied elsewhere.
C) They experience natural resistance to performing an unpleasant task.
D) All of the above.

Question 14

In addressing problems of employee work performance:

A) In every instance give the employee one clear chance to improve.
B) Be certain to utilize written warnings at each step.
C) Begin with counseling, and follow with re-instruction as necessary..
D) Utilize traditional progressive disciplinary processes.

Question 15

When it appears that an employee's inappropriate behavior might be related to a personal problem:

A) Meet with the employee and ask about the nature of the problem.
B) Involve the organization's employee health service, if such exists..
C) Initially institute the first steps of the progressive disciplinary process..
D) Research the employee's problem and prepare to offer your advice.

Question 16

When an employment action is challenged, the _________ related to it in any way is brought to the foreground.

Question 17

________________ is similar to progressive discipline in that it works toward the same objectives.

Question 18

The supervisor who finds that employee problems occur constantly may be overlooking his or her essential role in __________ employees.

Question 19

At all times strive to keep the severity of disciplinary action consistent with the ___________ in question.

Question 20

An employee charged with a severe infraction should never be fired immediately but rather placed on indefinite suspension pending _____________.