PM Exam 2 (Dr. Wisneski material)
What are the 8 steps of feedback?
1. Introduce the conversation 2. State your motive 3. Describe the behavior- "I've noticed" 4. State the impact of the behavior 5. Ask the employee his/her perception of the situation 6. Make a suggest or a request or ask the employee "How would do it another way" 7. Build agreement on next steps (plan of action) 8. Say thank-you
What are the barriers to effective performance management?
1. Lack of Training for Managers 2. Lack of Time and Information 3. Failure to Link Individual Performance to Organizational Aspirations 4. Fear of Negative Consequences A formal performance evaluation should never be a surprise - instead, it should document progress and conversations that have occurred throughout the review period, outline development opportunities, and describe future goals
What do you do if an employee doesn't cooperate with improving their performance?
1. Make an honest/sincere attempt to offer help 2. Consult with HR 3. Initiate progressive disciplinary process
What are the 3 hostile types of employees?
1. Sherman Tanks 2. Exploder 3. Sniper
What is feedback?
"The exchange of information between the giver and a receiver that describes the receiver's performance in a given activity." 2 reasons to give feedback -Change Behavior -Replicate Behavior Feedback is important because: •The employee expects and wants it •To recognize & improve performance •Insight & consequences of actions •Inspires goal setting - "Motivates" •A guide for one to track their performance
What does the Americans with Disabilities Act define as a disability?
- A physical or mental impairment that limits the ability to hear, see, speak, walk, or bodily functions (bladder, neurological, gastrointestinal, circulatory) - Record of impairment (medical record) or one is regarded as having such an impairment - actual or perceived impairment - Includes learning, epilepsy, cancer, arthritis, mental retardation, AIDS, asthma, traumatic brain injury - Morbid obesity can be covered if due to a physical cause - Alcohol and drug abuse are not covered
What are diversity questions?
- Assess one's acceptance and ability to interact with those of a different race, culture, age, gender, sexual preference - Becoming more common/required in interviews Examples: " Describe how you function and communicate effectively and respectfully with the context of varying beliefs, behaviors, and backgrounds." "In what ways have you integrated multicultural issues as part of your professional development."
What employees are eligible for the Family and medical leave act?
- Works for a covered employer - Works more than 25 hours per week - Worked for the employer for at least 12 months (at least 1250 hours)- Does not have to be consecutive FMLA leave can be intermittent or reduced scheduled basis - May take leave in separate blocks or reducing amount of time one works per day - If for birth, adoption, or foster placement of a child an intermittent schedule requires employer approval Employers can require employees to substitute accrued paid leave to cover the FMLA leave Employees must request leave 30 days in advance when the need for leave is foreseeable - Scheduled medical treatment
What are the causes of performance problems?
- poor training -Lack of motivation -Bored or unchallenged by the job (Expand responsibilities, assign to a project) - Social needs not being met (Team or committee work, training others) -Ego not being met. ("What we do does not matter", Positive reinforcement, praise) Overall: -Never accept performance that is not meeting the expectations -Do not reward -Address issues through on-going timely feedback and performance reviews -Consistency
Who are goof-offs/ excuse makers?
-Excessive tardiness -Frequent personal breaks -Personal phone calls -Loitering in patient care areas -Make rational sounding excuses for behavior that invites sympathy: "My kid was sick all night so that is why I am late." How to manage: -Legitimate reason vs. lame excuse -Pattern or frequency of excuses -Trapped into supporting their problems or debating the merits of their excuses -Monitor and discuss with employee -Focus on performance expectations -Hold them accountable -Eventually weed-out of the organization
How do you prevent retaliation?
-Inform employees retaliation is prohibited -Assure employees that they will not be punished for taking actions that are protected by law -Respond to discrimination questions, concerns, and complaints promptly and effectively -Ensure managers understand their responsibility to stop, address, and prevent retaliation -Hold employees accountable for complying with and enforcing your discrimination rules and policies
What does the Title VII of the Civil Rights Act of 1964 say about race/color discrimination?
-Prohibits discrimination on the basis of characteristics associated with race -Includes treating someone unfavorably who is married or associated with a person of a certain race -Includes discrimination based on a condition that predominantly affects one's race (e.g., sickle cell anemia, pseudofolliculitis barbe) Unlawful to harass a person because of one's race or color: - Includes racial slurs, offensive or derogatory remarks about a person's race or color, or display of racially offensive symbols - Illegal when it is frequent or severe that it creates a hostile or offensive work environment or results in an adverse employment decision (Does not prohibit simple teasing, off-hand comments, or isolated incidents that are not very serious) - The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer (client or customer)
What are the 2 types of sexual harassment?
1. "Quid pro quo" = "something for something": Employee will receive something (e.g., promotion, raise, avoid termination) in return for a sexual favor 2. Hostile work environment: Sexual behavior or communication (e.g., jokes, pictures, general conversation) pervasive enough to disrupt the employee's work
What are the 8 steps of the hiring process?
1. Evaluation of current staffing needs 2. Defining the position requirements 3. Deciding who will be involved in the hiring process 4. Determining a sourcing strategy 5. Designing a screening and evaluation process 6. Negotiating an employment offer 7. Providing a thorough and welcoming orientation experience 8. Evaluating the effectiveness of the hiring process
What four basic considerations should be used to measure a manager's development of performance standard?
1. Strategic relevance -Extent to which a standard relates to the organization's goals -If providing prompt customer service is an organizational value a pharmacist may be evaluated based on his record of ensuring 90% of all refill prescriptions will be available within 30 minutes 2. Criterion deficiency -Extent to which a standard fails to describe the total range of an employee's responsibilities - When a performance standards are based on a single criterion (e.g. # of scripts filled) and omits other less quantifiable performance aspects ( e.g. customer service) criterion deficiency results 3. Criterion contamination -Extent to which factors outside the employee's control influence his or her performance -Example: Holding one to a standard of filling x prescriptions per day but number of customers dropped due to stock-outs 4. Reliability -Extent to which performance is evaluated consistently year to year - Manager rated an employee high one year and then rated her low the next year even though nothing about her performance had changed, the performance management system would be deemed unreliable
What is the typical progressive discipline sequence?
1. Verbal warning 2. Written warning 3. Suspension 4. Termination
What is the Age Discrimination in Employment Act?
ADEA Involves treating someone (applicant or employee) less favorable because of their age Forbids age discrimination for those ≥ 40 y.o. (Does not protect those under 40 y.o. unless covered by the state) Applies to employers with 20 or more employees and is enforced by EEOC Illegal to favor an older worker over a younger worker even if both are 40 or older Age should not be used in decision making for such issues as promotion or lay-off
What is the employment-at-will doctrine?
Allows employer to terminate an employee for any reason: -Often seen within probationary phase (e.g. first 90 days) of employment -New leadership -Serious infractions (e.g. illegal activity) Exceptions: -Union workers -Civil service employees -Executives/professionals with employment contracts
What is the SCORE method?
An effective performance management has the following components, known as S.C.O.R.E : -Strategic: define and align performance expectations to organizational goals resulting in specific, measurable, and outcome-focused performance achievements -Communication: fair and accurate feedback from knowledgeable sources and measures -Opportunity: for advancement can be created by leveraging an employee's skills, knowledge, and abilities, and by promoting employee ownership -Recognition: employee's strengths and achievements and reward performance -Engagement: in finding tangible, immediate solutions to specific work challenges, while encouraging continued effort and commitment
What does the Americans with Disabilities Act define as reasonable accommodation?
Any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the essential functions of the job -Making the workplace wheel-chair accessible -Provide a reader or interpreter for someone who is blind or hearing impaired -Job restructuring, modifying work schedules, reassignment to a vacant position -Acquiring or modifying equipment or devices -Adjusting or modifying training materials Must not impose an "undue hardship": -an action requiring significant difficulty or expense such as employer's size, financial resources, and the nature and structure of the business -Not required to lower quality or production standards -Not obligated to provide personal items such as glasses or hearing aids
What are behavorial questions?
Assess how one handles a circumstance in the past. Assumes that past behavior is the best predictor of future performance. Examples: - "Tell us about a time when you had a customer complain about waiting for a prescription. How did you manage that situation? " - "How did you react to a prescription error that was discovered after a medication was dispensed." - Tell us about a time you convinced a physician to change a medication order."
What are situational questions?
Assess how the applicant might respond to a hypothetical scenario Helps to determine how well a candidate might perform the essential functions of the job • Examples: - "What would you do if a customer demanded a full refund for the generic medicine that you dispensed because she thought it did not work as well as the brand name version she had used in the past?"
What is employee absenteeism?
Average employee takes 7-12 days of unscheduled time off annually 3% absenteeism rate reasonable Rate = (Total hours of absence/Total paid hours) x 100 Organizations may reduce absolute sick time benefit by combining it with vacation and other personal time "Paid-time-off (PTO)" Greater the benefit the larger amount of sick time taken! Under such plans, a person who uses little or no time off for illness has the time left for vacation or personal time Limits to the amount of PTO which can be accumulated (use or lose)
How can you be respectful yet give honest feedback?
Avoid sugarcoating or make light of a negative performance issue Be careful with over praising performance Treat the individual with respect Portray a sense of concern Focus on the behavior rather than the person
How do you evaluate the Effectiveness of the Hiring Process After a Candidate is on the Job?
Best accomplished after a new employee has worked for a while and received a performance review Seek feedback from the employee
What is the sherman tank and how to you deal with them?
Bullies, abrupt, arrogant, autocratic Have power - professionally or administratively Their anger is usually contrived and under their control Years of success being this way Expect their targets to fight back or surrender Most difficult of the 3 to mange Hear the person out without interruption. Hold your ground. Do not allow physical intimidation Maintain eye contact Be erect; relaxed posture invites aggression. Ask them to sit. Do not counterattack or become defensive Ask some open-ended questions When the individual starts repeating what has already been said, break in and deliver your concerns Each time you are interrupted, call the person on it. "Please, you interrupted me." or "I was not finished." Be tentative or noncommittal. Use terms such as , "it appears', "perhaps", "possibly" Focus on solving the problems that brought you together When the complaints you are hearing are legitimate, apologize and move on to solutions
What are performance evaluation methods?
Evaluating traits Evaluating behavior Evaluating results (Management by Objectives): -Focus on goals to be achieved rather than on activities or traits an employee performs -Focus is on achieving results -Potential for the employee to accomplish results using inappropriate tactics at the expense of other behaviors that are not being measured Multiple-tool performance communication and development 360-degree feedback "No appraisals" approach
Can you ask about compensation in an interview?
If there is a desire to ask this question recommend asking toward the end of the interview - Request the lower end of the salary range - Do not try to negotiate a salary during the initial interview (wait until you receive an offer) Do your homework on compensation for the type of position you are applying for.
Who gets to be involved in the hiring process?
One model of involvement is diagonal selection, a process by which participants are chosen from across the organization and at various levels Goal: to get a multidimensional and complete picture of the potential hire Provide clarity about: (1) each individual's role in the hiring process, and (2) evaluation process expectations Search Committee - makes a recommendation to the hiring official
What is 360 degree feedback?
Seeks feedback from people who "surround" the employee Direct supervisor, direct reports, peers, project team members, patients, clients, etc. Provides a comprehensive review of an employee's strengths and weaknesses Can uncover performance that the direct supervisor is unaware of or does not notice Employee may or may not decide who will provide the feedback Feedback may or may not be provided to the supervisor Often utilized for upper managers/leaders of an organization
What are exempt vs non-exempt employees?
Defined by the FLSA Non-Exempt Employee: - Hourly employees - Required to receive additional compensation when one works more than 40 hours per work week- "Overtime" (Generally, 1.5 times regular hourly pay) - Pharmacy technicians, interns, cashiers Exempt Employee: - Salary employees - Not legally required to receive overtime when one works more than 40 hours per week - Pharmacists fall into the professional exemption standard
What are case study questions?
Determines how a candidate solves a problem or makes a decision. - May not have a right or wrong answer - Candidate reacts to a complex scenario that has multiple layers of interrelated facts Often related to the primary duty of the position: • Operational scenario • Clinical case • Management scenario Case Study Example: "The pharmacy is filled with customers because of an outbreak of the flu. An obvious ill patient is getting agitated from waiting; a mother with a crying child keeps getting in and out of line, which is annoying other customers; a elderly man, who is one of your best customers, calls you by name and asks if he can just pick up his water pill, the telephone continues to ring; the technician wants to go on break; the customer you just assisted does not speak English very well and wants more information on how to take her new medication. What do you do in this case?"
What are psychological questions?
Determines one's personality or key traits - May not have a right or wrong answer - One must think quickly • Examples: - "If you were a tree, what type of tree would you be and why?" - "If you were a drug which one, would you be and why?" Not commonly used nor recommended
What does the Americans with Disabilities Act define as essential functions?
Duties and outcomes most critical to the job. If an individual has an apparent disability, an employer may ask him/her to describe how he/she would perform the essential functions of the job. Should be provided to prospective hires and current employees Employees with disabilities should be proactive and discuss their needs with their employer or prospective employer
What is EAP?
Employee Assistance Program Most large organizations offer EAP free to the employee - Assist with personal problems, financial issues, legal assistance Assistance usually confidential between the provider and employee Employees can enter EAP through self- referral They can be referred by a supervisor, manager, HR, or an employee health office
what is workers compensation?
Employers are required to obtain insurance coverage that provides benefits to employees who suffer work-related injuries and illnesses. Laws and standards administered by the states. "No-Fault" program to provide medical treatment, wage replacement, and disability compensation to employees. - Injured employee receives benefits regardless of who is at fault Provides a death benefit to dependents of workers who died on the job as a result of their employment. In exchange for benefits the employee does not have the right to bring a lawsuit against one's employer in most cases.
What is the family and medical leave act?
FMLA Entitles qualified employees to take unpaid, job- protected leave for specified family and medical reasons. Employees are entitled to: 12 work weeks of leave in a 12-month period for: -Birth and care of a newborn child within one year of birth -Adoption or foster care for a child within one year of placement -Managing the care of a serious health condition experienced by the employee or employee's spouse, child, or parent -For an emergency arising out of the fact that a spouse, child, or parent is on active military duty Employers must provide healthcare benefits during the leave- Do not have to provide wages during the leave The organization's highest paid (10% of all employees) are not covered by the act Employer has the right to request certification to support a leave for medical reasons or a family member's medical condition Employer must provide the same job or comparable position upon the employee's return Administered by the U.S. Department of Labor
What are informational questions?
Fact-based questions used to gather or clarify pertinent information in and beyond the application or resume to evaluate candidates Examples: - "Describe the duties you performed in your most recent position." - "Why have you changed jobs several times in the past seven years?" - "Have you ever worked in a customer service position?" - "You changed positions in your last job, was that a promotion or a lateral assignment?"
What is the FLSA?
Fair Labor Standards Act Establishes minimum wage, overtime pay, record- keeping and youth employment standards Requires that all employees be paid at least the federal minimum wage ($7.25/hr) - Federal Contractor employees ($10.35/hr) - Some states may have a higher minimum wage which would take precedent over the federal wage Distinguishes between exempt and non- exempt employees
T/F A student on an IPPE falls at rotation are they covered under workers comp?
False
T/F EEOC concludes that a charge of discrimination does not have merit. It is then legal to terminate the individual who submitted the charge
False- that is retaliation
What employers are covered by the FMLA?
Family and medical leave act - Private sector with 50 or more employees in 20 or more workweeks in the current or preceding year - Public (local, state federal) agency regardless of the number of employees - Public or private elementary or secondary school regardless of the number of employees
What does the Title VII of the Civil Rights Act of 1964 say about pregnancy discrimination?
In 1978 Title VII prohibited discrimination related to pregnancy (childbirth, or medical condition related to pregnancy or childbirth) Employer can require a doctor's note before granting leave or paying sick benefits affected by pregnancy related conditions. Can be treated like anyone with a medical condition (temporary disability) if employee is unable to perform her job because of her pregnancy (Sick leave if suffering from morning sickness)
What is a verbal waring?
Informal or formal Opportunity to explain the seriousness of the issue Determine cause(s) of the issue Agree on a plan to correct the problem Issue the warning and explain the next step of the progressive discipline process May be administered more than once before proceeding to the next step Suggest documentation of the warning
What are exploders and how to you deal with them?
Like the Sherman Tanks these individuals get angry, but their anger is really "temper tantrums" May get physical Often have periods of calmness Explode when their self-esteem is threatened- Demand respect Can occur when they are the target of jokes, kept waiting, ignored, or their competency or integrity is questioned Help them regain self-control. Their anger generally is short lived and will become calm and may even be apologetic- Tell them to "Stop", "Calm down" in a raised voice Listen carefully for what set the person off—"hot button" or emotional trigger If one remains irrational tell them that you cannot help them at this time and will meet with them later when they are calm Do not try to explain complicated matters while the person is exploding. Never personally take what is said to you in fits of rage The individual may resign during a rage - do not leave the door open to a change of mind
What is professional exemption in the FLSA?
Makes it not required to pay overtime. The employee is paid at least $913 per week on a salary basis (equivalent to $47,476 annually) Primary work requires advanced knowledge, is intellectual in character and requires the exercise of discretion and independent judgement. The employee's advanced knowledge is in a field of science or learning. The employee's advanced knowledge is customarily acquired through specialized instruction (undergraduate or graduate education).
When is suspension with pay used?
Maybe referred to as "Administrative Leave" Allows for investigation of a serious issue in which the employee presents a risk May lead to progressive discipline
Who is the hiring official?
Most pharmacy personnel are selected and hired by the direct supervisor of the position or manager of the pharmacy. The hiring official may or may not manage the hiring process Instead, may be delegated to a Search Committee who will make a recommendation to the hiring official
How do you develop a legally defensible performance evaluation?
Must lack any sign of retaliation Should not include anything which is perceived as discriminatory - "Her productivity has suffered since the birth of a new child." - "The staff are uncomfortable when she speaks to her work friends in Spanish." - His insistence on attending Friday prayer services has forced the staff to change their lunch schedules."
Can you say "how old are you" in an interview?
No - only if they appear to be a minor
What does the Title VII of the Civil Rights Act of 1964 say about national origin discrimination?
No discrimination based on culture/ ethnicity Includes those who are married or associate with others of a specific ethnic group Prohibits discrimination against individuals who are legally employed in the U.S. regardless of citizenship or immigration status
Can you ask in an interview to someone with a cane "can you stand the whole shift"
No this violates ADA
What does the Title VII of the Civil Rights Act of 1964 say about religious discrimination?
Requires employers to make reasonable accommodations for employees to practice their religion: - Flexible scheduling, voluntary swaps, job reassignments - Employers can claim undue hardship when asked to make accommodations Unless it is an undue hardship, an employer must allow religious required dress or grooming for an employee Employees desiring these type of accommodations should notify the employer of their need
What is the equal pay act of 1963?
Part of the Fair Labor Standards Act (FLSA) All employers award pay fairly to men and women if it is determined their jobs have equal responsibilities are performing the same job. Pay for performance (a little bump in pay based on your performance
Who is on the search committee?
Peers and other managers are often asked for input into the recruitment process It is common for those employees in a similar position to serve on an interview panel: Consider potential conflicts of interest Those a new hire would potentially manage (e.g. technicians) Individuals outside the department (e.g.nurse manager, physician) to provide input on potential candidates Develop a candidate evaluation form to be completed by those involved
What are the 2 types of problems?
Performance and behavior
What is the Americans with Disabilities Act?
Prohibits employers from discriminating against qualified individuals with disabilities in all aspects of employment. Employee discrimination is prohibited against individuals with disabilities who can perform essential functions of a job with or without reasonable accommodation. Enforced by the EEOC
What is the Title VII of the Civil Rights Act of 1964?
Protects protected classes from employment discrimination to include: Hiring, firing, compensation, job assignments, fringe benefits Protected classes: - Sex (pregnancy, gender identity, sexual orientation) - Age>40 - National origin - Race - Religion (does not include disability) Prohibits retaliation against an individual who complains about discrimination, files a charge of discrimination, or participates in a discrimination investigation or lawsuit. Applies to employers with 15 or more employees Enforced by the U.S. Equal Employment Opportunity Commission (EEOC)
What is a suspension?
Punitive action meant to demonstrate the seriousness of a situation Final warning that the current behavior is unacceptable HR consultation encouraged Length: 1-5 working days (most often 3 days)- Begin immediately upon issue Issued without pay Another supervisor or HR rep should be present Ensure the employee understands that the next step is termination Document appropriately Meet with the employee at the end of the suspension to agree on any further corrective actions.
What are illegal or inappropriate questions to ask in an interview?
Questions perceived to discriminate against members of protected classes ( e.g. race, gender, sexual orientation, religion, elderly, veterans) can result in complaints to local, state, or federal agencies Limit questions to those that relate to the essential functions of the job or how a person might work within a given environment Seek guidance/approval from HR on the questions planned for the interview
What are the requirements of defining a position requirements?
Review/revision of the job description. - Duties & responsibilities of the position - Essential functions of the position - Hours for the position - Required and preferred qualifications for the job Review compensation for the position. Revised job description must be in place before recruiting or hiring an individual
What is the no appraisals approach to enhance employee performance?
Some experts question whether any formal evaluation process has merit Assert that performance evaluation ratings are arbitrary, may not be legally defensible, demotivate employees, and focus on rankings rather than feedback Argue that a confidential and multisource development feedback system is more valuable than a formal performance evaluation
What is retaliation?
This is the #1 charge of discrimination in the workplace When an employer treats an employee, former employee, or people associated with the employee less favorably for: - Reporting discrimination - Participating in a discrimination investigation or lawsuit (i.e., serving as a witness) - Opposing discrimination (threatening to file a charge of discrimination)
What does the Title VII of the Civil Rights Act of 1964 say about sex discrimination?
Treating someone unfairly because of the person's sex - Includes sexual orientation and gender identity Sexual Harassment: - Unwelcomed sexual advances, requests for sexual favors and other verbal or physical harassment of a sexual nature. - Offensive remarks about one's gender
T/F calling a transgender female with a male pronoun or using her male name on the job is considered sexual harassment?
True
What are the precautions when dealing with employees personal problems?
Use job performance to initiate corrective procedures Never apologize for bringing up performance deficiencies Do not be a diagnostician - You are an "expert" only in the area of performance During counseling interview, do not discuss personal problems in depth and avoid attempting to offer advice unless solicited
What are snipers?
Want to be in control but lack the boldness of a Sherman Tank or temper of an Exploder. Their weapons: sarcasm, snide remarks, sick humor, talking behind ones back Often do their work in front of others who provide their cover. If you respond with anger they often will say "Can't you take a joke." Goal is to bring them out into the open and blow their cover Recognize their zingers. Do not laugh even if it is a bit funny. Do not ignore it Stop what you are doing and call the person on what was just said - "That seemed to be a dart aimed at me. Is that what it was?", "Are you making fun of what I just said" - They must then confirm what they said. "I was just kidding." - Your response, "I didn't think it was funny. Anyone else think its funny? Ask them what their remark has to do with the discussion Take the individual aside and confront them. Snipers do not function well in one- on-one situations
Why and what to you need to document for discipline?
Why document Disciplinary actions are subject to legal challenge Record of the incident, action plan, discipline issued Record of what was said during meetings Eliminates problems of recall and distortion of information If it was not written it did not occur When to document Immediately after: • Any communication with an employee about performance issues • Any disciplinary action taken What to document - Rule violation or performance problem (the facts) - Date, time, and location of the problem observed - Discussion with the employee - Date, time, and location of the discussion - Others present during discussions - Expectations of future performance - Consequences if improvement is not seen
What happens after termination?
Write a summary of the termination meeting Communicate information about the termination to co- workers - Do not discuss reasons for termination
Can you ask "are you a US citizen" in an interview?
Yes, as you are assessing if someone can legally work in the US (should probs word it can you provide documentation that you are a US citizen, have to ask the question to everyone)
Are employment offers legally binding?
Yes- Verbal offers should be followed up with a written letter confirming the terms or conditions of employment -Should utilize standard language or form letter required by the human resources department or legal counsel -Suggest candidate sign offer accepting the position
What is a progressive discipline process?
a series of actions that progress in severity as rule violations continue to increase in frequency or seriousness To escalate the consequences of poor employee performance incrementally with the goal of improving behavior Not to punish but facilitate improvement Advantages: -Ensures employees are treated fairly -Gives employees time to make improvement -Time for re-training and coaching -Alternative to termination for minor infractions -Helps with employee retention Disadvantages: -Inflexible if the manager needs to deviate from the steps -May be discriminatory if not followed consistently -Thought that all the steps must be followed before termination - May jeopardize "at-will" status of employment
Can you ask in an interview if someone is married?
no violates title VII civil rights act
What is performance management?
the process of setting expectations, removing potential barriers, ensuring that employee work is aligned with organizational objectives, and offering feedback and recognition
T/F male and female pharmacist must be payed the same if they have the same job and have been there the same amount of time
true
What is organizational fit?
whether a person would work well considering the organization's culture, coworkers, and approach to work - May be assessed through standardized, validated tests Using organizational fit at the interview stage after all objective criteria have been exhausted can be a useful and defensible screening technique if it is used legally -Cannot be discriminatory in design -Often administered by HR Examples of Applicant Testing Methods - Cognitive test - measure of intelligence, verbal ability, math skills, inductive and deductive reasoning - Aptitude test - measure an applicant ability to learn a new skill - Personality test - measure of emotional intelligence, interpersonal relations and motivation (may be discriminatory) - Honesty & Integrity tests - measure an applicant's propensity toward undesirable behaviors (e.g. lying, stealing, taking drugs)
Is it legal to have an english only rule in a pharmacy?
yes in a pharmacy to ensure safety. Can't do it in a discriminatory manor
What is a written warning?
• Formal step of the process • A legal document that can be used as evidence in a court case- Check with HR for a standardized format and crafting the document Contents: - Clear description of the behavior or performance issue - Causes of the incident - Previous warnings - Specific expectations of future behavior to be achieved by XX-XX-XXXX date - Consequences of not meeting the expectations Ensure it is dated properly and signed by the issuing authority Employee should sign the warning (acknowledgement of receipt and understanding) - Does not mean agreement - If he/she refuses document the refusal (manager can write on the back why they are refusing to sign) Provide employee a copy of the warning - Original goes in employee file Can be issued more than once
