Supervision in the workplace-Quiz 4

In handling suspected drug abusers, the supervisor should: 1) Take action when documented job performance does not improve. 2) Diagnose the employee's drug problem. 3) Discipline those caught using drugs. 4) Handle the discovery of illegal drugs alone 5) Confront the suspected employee and get a confession.

1) Take action when documented job performance does not improve.

Dismissing an employee on his/her first offense will probably: Question options: 1) damage morale 2) enhance morale 3) set the standard of behavior 4) depend on the seriousness of the offense 5) only a and d above 6) only b and c above

1) damage morale

A strategy that can be effective in calming an angry person is to simply ________ the anger. Question options: 1) Suppress 2) Acknowledge 3) Condemn 4) Ignore 5) Return

2) Acknowledge

An advantage of paraphrasing what an employee says and repeating it back to him/her is: Question options: 1) Verification 2) Clarification 3) Understanding 4) Communication 5) Denunciation

2) Clarification

In dealing with conflict, _______ is the situation in which one party attempts to win while making the other party lose. Question options: 1) Compromise 2) Competition 3) Collaboration 4) Accommodation 5) Avoidance

2) Competition

According to the lecture, which is NOT a discipline warning pitfall? 1) Being vindictive 2) Determining if the employee knew the rule or performance standard 3) Disciplining in public 4) Acting while angry 5) Failing to keep adequate records

2) Determining if the employee knew the rule or performance standard

Conflict solution(s) should follow procedures that have been used before. 1) True 2) False

2) False

The legally defined types of sexual harassment are: Question options: 1) Male to female and female to male 2) Quid pro quo and condition of work 3) Overt and covert 4) Superior and co-worker 5) Verbal and physical

2) Quid pro quo and condition of work

A reasonable ____________ process of discipline with built in opportunities for improvement will be well received by most employees. Question options: 1) Strict 2) Step-by-step 3) Informal 4) union-based 5) value-based

2) Step-by-step

According to the lecture, which of the following is NOT an approach to conflict resolution? Question options: 1) Separate conflicting parties 2) Terminate conflicting parties 3) Improve communications 4) Use third party mediators 5) Focus on larger goals

2) Terminate conflicting parties

The exclusive provision of remedies for work related injuries is through the: Question options: 1) Health insurance policy 2) Worker's compensation program. 3) Short-term disability policy 4) Long-term disability policy 5) Pension plan

2) Worker's compensation program.

Frequent, ongoing, effective _______ is the best tactic against negativity. Question options: 1) Venting 2) Employee involvement 3) Communication 4) Trust building 5) Espectations setting

3) Communication

A comprehensive violence prevention program has which of the following elements? Question options: 1) Armed gurads and video surveillance 2) Metal detectors and bomb sniffing dogs or technology 3) Control of access and natural surveillance 4) Control of access and unarmed guards 5) Video surveillance and silent alarms

3) Control of access and natural surveillance

Dealing to correct behavior that is disruptive to organizational performance is known as: Question options: 1) Termination 2) Workplace conflict 3) Discipline 4) Conflict resolution 5) Suspension

3) Discipline

Competition is the appropriate way to deal with conflict when: 1) You are outmatched and when harmony and stability is more important than the issue at hand. 2) There is no chance of satisfying your concerns or need to let people cool down. 3) Quick action is vital or when potentially unpopular actions must be taken. 4) It is important to work through feelings that are interfering with interpersonal relationships.

3) Quick action is vital or when potentially unpopular actions must be taken.

According to the lecture, which of the following is NOT a disciplinary warning step? Question options: 1) Make sure the employee understands what will happen if the problem continues. 2) Arrange another time to review whether the problem has improved. 3) Start out soft but toughen as situations dictate. 4) Review what the problem is and why it cannot continue. 5) Tell the employee exactly what will happen if the problem continues.

3) Start out soft but toughen as situations dictate.

A self-disciplined work team: Question options: 1) Knows the organization's rules and regulations 2) Abides by the organization's rules and regulations 3) Expects co-workers to abide by the organization's rules and regulations 4) All the above 5) None of the above

4) All the above

Negativity is: Question options: 1) Destructive 2) Natural 3) Territorial 4) Contagious 5) Understandable

4) Contagious

According to the lecture, a neutral third party who helps the parties resolve their conflict by acting as a facilitator or go-between is a: Question options: 1) Supervisor 2) Manager 3) Negotiator 4) Mediator 5) Arbitrator

4) Mediator

_________________ involves designing, arranging, and operating the workplace in a way that minimize secluded areas. Question options: 1) Threat reduction 2) Risk reduction 3) Active security 4) Natural surveillance

4) Natural surveillance

Which of the following is NOT a reason that an employee can be terminated for cause? Question options: 1) Substance abuse on the job 2) Sleeping on the job 3) Excessive absences or tardiness 4) Pregnancy, childbirth, or related medical problems 5) Falsification of time cards or other records

4) Pregnancy, childbirth, or related medical problems

Workplace conflict taken to an extreme becomes: Question options: 1) Workplace negativity 2) Workplace territoriality 3) Workplace anger 4) Workplace violence 5) Workplace feuds

4) Workplace violence

Providing for ___________ means giving direct reports the opportunity to vent in a nonthreatening manner. 1) blame assignment 2) trust building 3) the invisible wall 4) anxiety venting 5) Control of access

4) anxiety venting

A supervisor must be aware of _____________ when dealing with employee discipline, termination, sexual harassment, and drugs. Question options: 1) discipline 2) workplace conflict 3) strategic noncompliance 4) legal ramifications 5) conflict management techniques

4) legal ramifications

According to the lecture, a neutral third party who can make a binding decision to resolve a conflict is a: 1) Supervisor 2) Manager 3) Negotiator 4) Mediator 5) Arbitrator

5) ARBITRATOR

According to the lecture, which of the following is a cause of conflict? Question options: 1) Ambiguity 2) Goal incapatibility 3) Competition over scare resources 4) Differentiation 5) All of the above 6) Non of the above

5) All of the above

One of the things a supervisor should do in cases of suspected drug abuse is: Question options: 1) Accuse the employee of drug abuse. 2) Make the determination if the employee is using drugs or not. 3) Discipline those employees that he/she, the supervisor, determines are using drugs. 4) Advise the employee on how to "kick the habit". 5) Document the behavior led to the concern about the employee's possible drug use.

5) Document the behavior led to the concern about the employee's possible drug use.

During informal discussion/coaching, the supervisor reminds the employee that a rule has been broken and this is explained to the employee, but: Question options: 1) Only minor disciplinary action is taken 2) Severe disciplinary action must still be taken 3) Only a "chewing out" is given 4) The employee is still treated like a criminal 5) No action will be taken

5) No action will be taken

Agreeing to a decision up front with no intention of carrying it out is called 1) Filibuster 2) Shunning 3) Intimidation 4) Occupation 5) Information manipulation 6) Strategic noncompliance

6) Strategic noncompliance

Before giving a verbal warning, supervisors should get: 1) A copy of the rules and regulations 2) The next level manager's approval 3) A review of approved disciplinary measures 4) Signed statements from witnesses 5) An apology from the offending employee 6) The facts

6) The facts

Substance abuse on the job, excessive tardiness, and fighting off premises are all examples of reasons to terminate an employee for cause. Question options: True False

FALSE

According to the lecture, which of the following is NOT a guideline for effective terminations. a) Be willing to give the employee one more chance, if appropriate. b) Tell the individual that he/she is being terminated in the first sentence. c) Complete the firing session in 15 minutes. d) Keep the discussion professional; avoid personal comments. e) Provide explanations of the amount of severance pay and length of payment when applicable. f) Unless security is an issue, don't rush the individual off the premises.

a) Be willing to give the employee one more chance, if appropriate.

Which of the following is NOT one of the steps in the discipline process? a) Email notification b) Verbal warning c) Suspension d) Written warning e) Dismissal

a) Email notification

Supervisors should ensure that employees: Question options: a) Know the rules b) Understand the reasons for rules c) Know the consequences for breaking the rules d) All the above e) Only a and c above

d) All the above

Which of the following is NOT one of the questions supervisors should ask when investigating a breach of the rules? Question options: 1) Do I have the authority to discipline the employee for this infraction? 2) What rule has been broken? 3) When and how was the rule broken? 4) Were there witnesses? 5) What action does organizational policy specify?

the anser is not 4 see sub 1

Encouraging an angry employee to work with the supervisor to solve the problem accomplishes what two positive things? Question options: 1) Scares the angry employee and makes him/her lose interest in the problem. 2) Paraphrases the problem and repeats it back to the employee 3) Lets the employee know you will not allow him/her to dump the problem on the supervisor and moves the employee from complaining to solution mode. 4) Looks through the anger for the real message and acknowledges the anger. 5) Puts guidelines into place and assigns blame for the problem.

the answer is not 4 see sub 1