Question 1

Top salesperson Tahani noticed that a new salesperson,Brandon,was struggling to make sales.Tahani told Brandon that learning sales was a process and made some suggestions for how Brandon could improve his sales techniques.Together,Tahani and Brandon practiced the techniques and Brandon said he would start trying them out on clients.The two made an appointment to follow-up on how the techniques were working in 2 weeks.Tahani provided ______ to Brandon.
A) coaching
B) counseling
C) conduct training
D) discipline

Accepted Answer

Tahani provided coaching to Brandon by giving him suggestions for improving his sales techniques, practicing with him, and scheduling a follow-up appointment to assess his progress. Coaching involves guiding and supporting an individual to improve their skills and performance.

Question 2

Organizations have a right to set up an ______ period for new employees.This used to be called a probationary period.
A) exception
B) orientation
C) addition
D) exemption

Accepted Answer

An orientation period is commonly set up by organizations for new employees to acclimate to the workplace culture and learn their roles and responsibilities. It is important for employers to assess their new hires during this period before offering permanent employment. This used to be referred to as a probationary period.

Question 3

______ is corrective action designed to get employees to meet standards and the code of conduct.
A) Serious misconduct
B) Employee assistance programs (EAPs)
C) Coaching
D) Discipline

Accepted Answer

Discipline is the corrective action taken to encourage employees to adhere to established standards and codes of conduct within an organization.

Question 4

The steps,in order,of the Coaching Model to be used when employee performance drops below aspirational levels are ______.
A) describe desired performance, describe current performance, compare desired to current performance, get a commitment to the change
B) denial, resistance, exploration, commitment
C) describe current performance, describe desired performance, compare desired to current performance
D) describe current performance, describe desired performance, get a commitment to the change, follow-up

Accepted Answer

The Coaching Model to be used when employee performance drops below aspirational levels involves first describing the current performance, then describing the desired performance, getting a commitment to the change, and following up to ensure that the change is sustained. Option A is similar but has the order of describing desired and current performance switched. Option B is the four stages of change, which may not be applicable to this situation. Option C only describes describing current and desired performance but does not include getting a commitment or follow-up. Therefore, the best choice is D.

Question 5

Nasim was fired from his job after 3 years of good performance.His boss simply said that the organization was changing and did not need Nasim's work any longer.This type of firing is likely acceptable under the doctrine of ______.
A) employment variability
B) workplace monitoring
C) employment-at-will
D) orientation period

Accepted Answer

The scenario described falls under the doctrine of employment-at-will, where employers have the right to terminate employees for any reason, without providing a specific cause or justification. This type of firing is generally legal in the United States, except in certain situations where it violates anti-discrimination laws or public policy.

Question 6

Ongoing employee ______ has three parts-coaching,counseling,and disciplining-but not all three parts are needed in all cases.
A) reduction
B) reorganization
C) organization
D) development

Accepted Answer

Ongoing employee development can include coaching, counseling, and disciplining, but not all three may be necessary for every employee.

Question 7

Stephanie really does not care if she makes her goal of opening 10 new retail charge accounts during her shift.Stephanie appears to be a problem employee who ______.
A) lacks motivation
B) lacks ability
C) breaks rules
D) has problems

Accepted Answer

Stephanie's lack of concern about meeting her goal suggests a lack of motivation towards her job performance.

Question 8

Martine's boss gave her feedback about an absenteeism problem that was affecting her job performance.Once it was clear that the feedback had not solved the problem,Martine's boss referred her to the company's employee assistance program.What Martine's boss is doing is an example of ______.
A) coaching
B) motivational training
C) management counseling
D) leadership

Accepted Answer

Referring an employee to an employee assistance program for personal, behavioral, or mental health issues is an example of management counseling, where managers offer resources to support employees' well-being and work performance. Coaching and motivational training are focused on improving specific skills and behaviors, while leadership encompasses a broader set of responsibilities and qualities.

Question 9

When determining why an employee is not performing up to potential,a manager should use the performance formula,which is ______.
A) Performance = Ability × Motivation × Resources
B) Performance = Ability × Coaching
C) Performance = Willingness × Limitations × Resources
D) Performance = Motivation × Coaching
E) Performance = Motivation × Resources

Accepted Answer

The performance formula involves three key factors - ability, motivation, and resources. By analyzing each of these factors, a manager can determine the root cause of an employee's lack of performance and take appropriate action to address the issue. Choice B focuses only on ability and coaching, while choices C to E do not take into account all three factors of the performance formula.

Question 10

______ is the process of giving motivational feedback to maintain and improve employee performance.
A) Coaching
B) Progressive discipline
C) Management counseling
D) Serious misconduct

Accepted Answer

Coaching is the process of providing regular and constructive feedback to employees to help them maintain and improve their performance. It involves setting clear expectations, identifying strengths and areas for improvement, and offering guidance and support to help employees meet their goals. Progressive discipline, management counseling, and serious misconduct are all separate processes and do not involve only giving motivational feedback.

Question 11

At the end of the selection process at Acme Global,all new employees are required to pass a physical exam that includes a urinalysis.This is part of management's right to establish ______.
A) drug testing
B) workplace monitoring
C) employment-at-will
D) orientation period

Accepted Answer

The requirement for a urinalysis in the physical exam is related to drug testing, which is the establishment of the management's right referred to in the question. Options B, C, and D are not related to the specific requirement of a urinalysis in the physical exam.

Question 12

______ provide a staff of people who help employees get professional assistance in solving their problems.
A) Conductors
B) Management counselors
C) Employee assistance programs
D) Progressive discipliners

Accepted Answer

Employee assistance programs are designed to provide professional assistance to employees in solving personal, family, and work-related problems. They typically offer counseling services and referrals to other resources, such as medical professionals or financial advisors. The staff of an employee assistance program are trained to provide confidential and supportive services to employees who are experiencing difficulties that might be affecting their job performance or personal well-being.

Question 13

Jason could not develop the phone app he was tasked with creating for a customer because he did not complete the necessary training.Jason appears to be a problem employee who ______.
A) lacks motivation
B) lacks ability
C) breaks rules
D) has problems

Accepted Answer

The fact that Jason could not complete the necessary task suggests that he lacks the ability or skills required to perform his job adequately.

Question 14

______ is the process of giving employees feedback and referring employees with problems that cannot be managed within the work structure to the organization's employee assistance program.
A) Coaching
B) Management counseling
C) Progressive discipline
D) Gross negligence

Accepted Answer

Management counseling involves providing feedback and advice to employees, as well as referring them to an employee assistance program if they require additional support or assistance that cannot be handled within the workplace. Coaching refers to the process of providing guidance and skills development to help employees improve their performance. Progressive discipline involves corrective actions taken in response to employee misconduct or poor performance. Gross negligence refers to a serious failure to exercise reasonable care or diligence in the workplace.

Question 15

Rahul noticed that Jacob's work has been slipping.Jacob has been coming to work late and turning in projects after deadlines.When asked,Jacob simply said that he was sorry for being late and would try to do better.After a week with no improvement,Rahul called Jacob into his office and asked if Jacob was aware of the employee assistance program that is free for Jacob to use.Rahul was providing ______ to Jacob.
A) coaching
B) counseling
C) conduct training
D) discipline

Accepted Answer

Rahul was suggesting Jacob to use the employee assistance program, which indicates that he was offering counseling to Jacob to improve his work performance. Coaching involves providing guidance and feedback to improve skills, conduct training refers to teaching new skills or knowledge, and discipline involves punishing or taking corrective measures, none of which appear to be happening in this scenario.

Question 16

______ is a way to provide ongoing feedback to employees about their job performance.
A) Counseling
B) Discipline
C) Rating
D) Coaching

Accepted Answer

Coaching is a way to provide ongoing feedback to employees about their job performance. It involves a manager or supervisor working closely with an employee to identify areas for improvement, set goals, and provide guidance and support. Coaching can be done through regular check-ins and conversations, and is focused on helping employees develop their skills and reach their full potential.

Question 17

Managers should not give advice on how to solve personal problems such as a relationship difficulty.In such cases,the appropriate thing to do would be to refer the employee to a(n)______ program if one were available.
A) coaching
B) training
C) sustainability
D) employee assistance

Accepted Answer

Employee assistance programs (EAPs) are specifically designed to provide support and resources to employees who are facing personal problems such as relationship difficulties, financial problems, or substance abuse. EAPs have trained professionals who can provide confidential counseling, referrals, and support services to employees in need. It is not appropriate for managers to give advice or get involved in the personal problems of their employees, and referring them to an EAP is the best way to support them while maintaining professional boundaries.

Question 18

______ allows the company or the worker to break the work relationship at any point in time,with or without any particular reason,as long as no law is violated.
A) Workplace monitoring
B) Codes of conduct
C) Orientation
D) Employment-at-will

Accepted Answer

Employment-at-will refers to the legal concept that allows employers or employees to terminate the employment relationship at any time, for any reason, as long as it does not violate any laws or contractual agreements. It is a common practice in the United States and some other countries.

Question 19

Thom refused his employer's request to falsify the contents of a report to the Department of Labor.The employer subsequently discharged Thom for insubordination.In his wrongful discharge suit,Thom would be able to argue the ______ exception to at-will-employment?
A) equal employment
B) public policy
C) implied contract
D) quasi-contractual obligation

Accepted Answer

The public policy exception to at-will-employment protects employees who are fired for refusing to violate a law or public policy. Thom's refusal to falsify the contents of a report to the Department of Labor reflects his commitment to public policy, and therefore he would be able to argue the public policy exception to at-will-employment.

Question 20

After 1 month on the job,Tanner was fired for not learning the job fast enough.His employer can do this easily under a(n)______.
A) code of conduct
B) employment monitoring
C) contract
D) orientation period

Accepted Answer

Tanner was likely still in his orientation period, which is a trial period for new employees to learn the job and determine if they are a good fit for the company. During this time, employers have the freedom to let employees go without cause or legal ramifications. A code of conduct and employment monitoring do not necessarily relate to the situation described, and a contract may provide more job security than the situation suggests.

Quiz 9: Rights and Employee Management

Organizations have a right to set up an ______ period for new employees.This used to be called a probationary period.

______ is corrective action designed to get employees to meet standards and the code of conduct.

The steps,in order,of the Coaching Model to be used when employee performance drops below aspirational levels are ______.

Nasim was fired from his job after 3 years of good performance.His boss simply said that the organization was changing and did not need Nasim's work any longer.This type of firing is likely acceptable under the doctrine of ______.

Ongoing employee ______ has three parts-coaching,counseling,and disciplining-but not all three parts are needed in all cases.

Stephanie really does not care if she makes her goal of opening 10 new retail charge accounts during her shift.Stephanie appears to be a problem employee who ______.

Martine's boss gave her feedback about an absenteeism problem that was affecting her job performance.Once it was clear that the feedback had not solved the problem,Martine's boss referred her to the company's employee assistance program.What Martine's boss is doing is an example of ______.

When determining why an employee is not performing up to potential,a manager should use the performance formula,which is ______.

______ is the process of giving motivational feedback to maintain and improve employee performance.

At the end of the selection process at Acme Global,all new employees are required to pass a physical exam that includes a urinalysis.This is part of management's right to establish ______.

______ provide a staff of people who help employees get professional assistance in solving their problems.

Jason could not develop the phone app he was tasked with creating for a customer because he did not complete the necessary training.Jason appears to be a problem employee who ______.

______ is the process of giving employees feedback and referring employees with problems that cannot be managed within the work structure to the organization's employee assistance program.

______ is a way to provide ongoing feedback to employees about their job performance.

Managers should not give advice on how to solve personal problems such as a relationship difficulty.In such cases,the appropriate thing to do would be to refer the employee to a(n) ______ program if one were available.

______ allows the company or the worker to break the work relationship at any point in time,with or without any particular reason,as long as no law is violated.

Thom refused his employer's request to falsify the contents of a report to the Department of Labor.The employer subsequently discharged Thom for insubordination.In his wrongful discharge suit,Thom would be able to argue the ______ exception to at-will-employment?

After 1 month on the job,Tanner was fired for not learning the job fast enough.His employer can do this easily under a(n) ______.