TOwson AHLT311 quiz 2

QUESTION 1

1. As compared with disciplinary action, counseling is:

   		always appropriate as a first step in dealing with any sort of infraction
   		a process that sometimes leads into a formal disciplinary step
   		just as likely to result in punishment
   		should occur immediately before a written warning is issued

0.5 points

QUESTION 2

1. In dealing with so-called deadwood in an inherited department, the supervisor:

   		is justified in immediately laying off under-performing employees
   		helps such employees seek transfer to other departments
   		calls upon the department of human resources to recommend what to do regarding such employees
   		places such employees on notice that they are given a brand-new start and that policies will be reasonably enforced

0.5 points

QUESTION 3

1. Low-level infractions that usually call for an oral warning include:

   		absenteeism and tardiness
   		unexcused absences
   		negligence
   		performance of personal business on work time

0.5 points

QUESTION 4

1. The supervisor who is attempting to achieve a satisfactory collaborative confrontation should:

   		open the discussion by stating what you want out of this meeting and the absolute minimum you will accept
   		let the other party save face by leaving with something of value
   		begin by addressing the most contentious or controversial points up front
   		make certain it is done within your “territory” and that you are coming from a more knowledgeable position

0.5 points

QUESTION 5

1. In dealing with an employee whose work appears to be affected by a personal problem:

   		lighten the person’s workload to see whether this makes a difference in performance
   		quiz the employee concerning his/her knowledge of the job’s expectations
   		hold a counseling session during which you tell the employee you believe there is an issue affecting work
   		ask the employee to describe the nature of the personal problem and offer advice for a solution

0.5 points

QUESTION 6

1. In dealing with “Snipers”, those who would like to be in control but lack the necessary courage,:

   		Stand up to the “Sniper” and give them their sarcasm right back to them
   		after an snide remark or negative comment, take the person aside and directly address the behavior in a one-on-one situation
   		refer the “Sniper” to an appropriate source of counseling
   		consider disciplinary action for insubordination

0.5 points

QUESTION 7

1. The employees who cause the most frustration for supervisors are those who:

   		are imcompetent
   		chronically absent or tardy
   		chronic rule-breakers and policy-violators
   		generally do standard work but make work stressful with their annoying behavior

0.5 points

QUESTION 8

1. All of the following would be valid reasons for employee counseling EXCEPT:
   

   		The employee has apparently violated a policy
   		The employee has been the subject of recent customer complaints
   		An employee’s quality of work appears to be diminishing
   		An employee openly disagreed with the supervisor/manager at a recent staff meeting

0.5 points

QUESTION 9

1. The surest way to start positively affecting the problem on absenteeism in your department is:

   		generate warnings for the next two or three persons who are absent without good reasons
   		give chronic absentees the least favorable assignments
   		start calling on each absentee to explain why he or she was absent
   		pay visible attention to attendance and make sure all employees know you are doing so

0.5 points

QUESTION 10

1. To strengthen a discharge and reduce legal challenges, the supervisor must

   		swear to the employee’s behavior at a legal hearing
   		sanction the payment of unemployment compensation
   		pay the terminated employee a reasonable amount of severance pay
   		show that the employee was shown specific work standards and policies

0.5 points

QUESTION 11

1. To address the problems associated with the marginally performing employee

   		begin by putting the person on the spot to explain why he or she is not performing up to expectations
   		rearrange the work group so the person no longer has regular interaction with the same employees
   		consider encouraging cross-training, job enrichment opportunities, or special projects that use the employee’s talents
   		start the progressive disciplinary process

0.5 points

QUESTION 12

1. Which of the following statements regarding organizational ethics is most accurate?

   		ethical decisions are based exclusively on personal values
   		ethics represent what we should do but not necessarily always what we must do
   		ethical standards as standards of conduct are exceeded only by standards that apply in civil and criminal law
   		value differences are readily leveled by an institutional code of ethical conduct

0.5 points

QUESTION 13

1. All of the following terms are associated with counselingEXCEPT;

   		punitive
   		supportive
   		educational
   		problem-solving

0.5 points

QUESTION 14

1. In dealing with employees whose appearance you regard as questionable

   		ask another supervisor to speak at a staff meeting about professional attire
   		respect the employees’ rights to appear as they prefer
   		determine whether the employee’s appearance violates any rule or policy
   		impose your personal dress expectations on the employees

0.5 points

QUESTION 15

1. The primary purpose of disciplinary action is to

   		remove underproductive employees
   		prevent legal action
   		improve employee morale
   		correct undesirable behavior

0.5 points

QUESTION 16

1. Which of the following behaviors is most likely to result in immediate termination from employment?

   		repeated absenteeism
   		insubordination
   		fighting at the workplace
   		texting while on clinical duty

0.5 points

QUESTION 17

1. Immediately addressing conflict between two employees in the workplace would probably be appropriate when

   		patients and other customers are present
   		the employees are emotionally upset
   		it is minor and not worth the time and effort to address
   		additional information is needed before intervening

0.5 points

QUESTION 18

1. The person conducting interviewing a candidate for a position should be the

   		organization’s most skilled interviewer and preferably the trainer of interviewers
   		immediate supervisor of the person who will being hired
   		manager of the immedidate supervisor of the person being hired
   		employment recruiter in human resources

0.5 points

QUESTION 19

1. According to McConnell, the area you may not ask about when interviewing a candidate would be

   		the candidate’s work experience
   		the candidate’s credit standing
   		whether the candidate is at least 18 years of age
   		whether there are any conditions that would hinder the person’s performance of the essential functions of the position

0.5 points

QUESTION 20

1. According to McConnell, the process of checking the references of an applicant should

   		involve personal conversations with the applicant’s past supervisor
   		be initiated before the applicant is interviewed
   		be completed by the interviewer
   		be undertaken by the human resources department

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