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LSUS MHA 702 Ch 14 – Q’s And A’s (100% Correct)
Lending to the problems of the adults that they supervise. ✔ Ans - Most managers have more than enough to do without... People-related problems ✔ Ans - __________ are part of the job for any supervisor. Work, home, or both. ✔ Ans - Employee problems can be related to... Separate the person on the job completely from the person off the job. ✔ Ans - Sadly, it is not possible to... An individual's personal problems are affecting work through deteriorating performance, reduced productivity, or disruption of a department's ability to operate normally. ✔ Ans - A supervisor must take notice when... An employees personal problems. ✔ Ans - Negative effects on operations can be caused by... Problems. ✔ Ans - An employee's poor performance may be an indicator of... Approach their employees in a manner that is respectful of their right to privacy. ✔ Ans - Supervisors who suspect that personal problems are behind the declines in performance must... Is not the business of a manager. ✔ Ans - Events in an individual's private life... Results ✔ Ans - Supervisors must address the _____ of behavior & not attempt to find the cause. Probe for personal information. ✔ Ans - Do not, under any circumstances, ...
listen & refer employees to appropriate help ✔ Ans - Effective supervisors ____________ - employee health service or an organization's employee assistance program. wise supervisors do not respond to such requests. ✔ Ans - Even if employees reveal their problems & ask for advice, ... correction - improving outcomes. ✔ Ans - The primary purpose of intervention is... either declining employee performance or suboptimal employee behavior. ✔ Ans - Poor outcomes stem from... separate performance problems from true behavior problems. ✔ Ans - It is essential to... different approaches. ✔ Ans - Different problems require... Performance problems ✔ Ans - ...relate to meeting the expectations or requirements of a job (cannot do the work). Behavior problems ✔ Ans - ...involve violations of policies or work rules (will not do the work). employees are always entitled to know what is expected of them. ✔ Ans
- Whether related to performance or behavior,.... unreasonable ✔ Ans - If employer expectations were not adequately delivered to the employee, it is __________ to expect perfect performance or behavior from the employee. weak orientation or inadequate training. ✔ Ans - Performance problems, especially those occurring early in a person's employment, are often the result of... decide on steps to correct the difficulty and a time frame for action. ✔ Ans - After identifying the problem, a manager must...
ignore the situation, hoping it will go away; acting tentatively, or deviating from protocol which prove to only prolong the unpleasantness (and may burn bridges) ✔ Ans - Things to avoid regarding behavior problems: cautiously but honestly, confidently, & per protocol when needed. ✔ Ans
- Apply disciplinary action... affect employment or even ruin a career ✔ Ans - Since disciplinary action has the potential to __________________ , caution is wise. counseling; one or more oral warnings; one or more written warnings; suspension with or without pay; termination ✔ Ans - 5 steps of the progressive disciplinary process: essential ✔ Ans - Documentation is ___________ to prove that an organization's processes were followed & employee was treated evenly. review & sign the documentation created. ✔ Ans - At all steps of the disciplinary process, an affected employee is asked to... necessarily indicate agreement with the action ✔ Ans - Signing does not __________________________ but it acknowledges the employee has seen the document, discussed the problem with the manager & been provided with a copy. "Emplyee refused to sign" ✔ Ans - When an employee refuses to sign a warning, a supervisor notes in the signature area, _________________ and ensures that the document is dated. witness the refusal to sign & also sign the document. ✔ Ans - In potentially serious situations, another manager should... progressive ✔ Ans - Disciplinary action cannot always be... per policies stated in the Employee Manual ✔ Ans - Some infractions require immediate termination, ....
assault; using illegal drugs/alcohol on the job; carrying a weapon on the premises; theft; threatening other employees/managers ✔ Ans - Infractions that generally warrant immediate termination: have protocols in place (including security) to handle situations that warrant immediate terminations. ✔ Ans - Smart managers (& their smart employees)... on the spot or in anger. ✔ Ans - Rule of thumb: Do not discharge any employee.... suspension ✔ Ans - Impose a ____________ pending investigation. reviewing facts & cooling off ✔ Ans - Make a decision after.... acceptable & unacceptable levels of absenteeism ✔ Ans - The line between __________________________ is extremely fine & difficult to recognize. set the standard for departments ✔ Ans - Managerial attitudes toward absenteeism... costs money, OT, temp staff ✔ Ans - Absenteeism... paid time off ✔ Ans - Absent employees receive... generates work for others ✔ Ans - An employee that is not replaced ____________________ (AND changes the attitudes of other employees). sick-time ✔ Ans - An organization's __________________ often generates its own usage. sick time with vacation time & other personal time in a paid-time-off (PTO) bank. ✔ Ans - Many organizations combine.... has the time off for other uses (accumulates? Pay in lieu?) ✔ Ans - Under PTO plans, a person who uses little or no time off for illness... ill people to come to work & potentially infect other workers ✔ Ans - PTO policies incentivize...i
supervisor, manager, and employee health office. ✔ Ans - EAP referrals can come from... details of a problem. ✔ Ans - Managers & supervisors doe not need to know the business of the manager/supervisor. ✔ Ans - Problems that affect the performance & safety of other people becomes... a set, nominal amount of money per employee or per full time equivalent. ✔ Ans - An EAP usually costs an organization... cost effective. ✔ Ans - HR experts agree that an EAP is... support from senior & executive managers; adequate funding; efficient & confidential assessment & referral processes; confidential records; education employees & managers about the EAP program & how to access it ✔ Ans - An EAP requires: relieve department managers of difficult problems ✔ Ans - An EAP can ______________________________________ involving ordinary good employees who encounter personal difficulties. termination ✔ Ans - An EAP can effectively assist a person for whom _________ would be the alternative. in helping salvage employees ✔ Ans - Experts agree that there is far more satisfaction ________________________________ who might otherwise fail than there is in firing them. Dismissal ✔ Ans - is related to performance. Dismissal ✔ Ans - ...is appropriate with performance problems & should be the final resort. "no-fault separation" ✔ Ans - Dismissal is a...
unemployment compensation ✔ Ans - A dismissed employee is eligible for.... Discharge ✔ Ans - is related to conduct or behavior. termination for cause ✔ Ans - Discharge is ________________________, more commonly, "being fired." all elements of an organization's progressive disciplinary process have been applied, documented, and failed to correct the problem. ✔ Ans - Discharge should only occur after.... ineligible ✔ Ans - Employees who are discharged are usually _____________ for unemployment compensation. anger ✔ Ans - No employee should ever be summarily discharged, fired on the spot, or fired in __________ despite the nature of the infraction. place the offender on indefinite suspension pending investigation & discharge. ✔ Ans - An appropriate reaction to the most blatant of offenses that are punishable by immediate discharge is to... a cooling off period for all concerned, and time for a fair/thorough invesitgation. ✔ Ans - Placing an employee on indefinite supervision, who has committed an act warranting immediate termination, provides for........... HR ✔ Ans - Many organizations require managers to coordinate all disciplinary actions with... legal requirements ✔ Ans - HR can help to ensure that the elements of a progressive discipline program are consistently applied and to confirm that all ___________________ are observed. central monitor ✔ Ans - HR should serve as a _________________________ for disciplinary actions. that all proper steps called for in the policy ✔ Ans - HR ensures________________________________ have been applied.
weakens ✔ Ans - Delay only ___________ the impact of actions taken & lessens their importance. Immediate actions ✔ Ans - .....are more likely to be affective. consistent treatment ✔ Ans - Strive for ____________________ using policies & procedures from employee manual - the best defense against claims of discriminate. consistent treatment of employees ✔ Ans - The best defense against claims of discrimination is.... involving people with other personal issues or situations involving friends. ✔ Ans - Consistent treatment can be difficult in situations ________________ all actions ✔ Ans - Document ______________________ diligently. influenced by employees who attempt to outsmart or intimidate them. ✔ Ans - Effective supervisors do not allow themselves to be indispensable ✔ Ans - No employees are... double standard ✔ Ans - A department or organization cannot maintain a ______________________ of employee conduct. adequate & complete ✔ Ans - The importance of _______________________ documentation cannot be over emphasized. similar past difficulties ✔ Ans - Without supporting documentation of ______________, past problems simply do not exist. NOTHING HAPPENED ✔ Ans - Without supporting documentation...... for any disciplinary action. ✔ Ans - The importance of documentation is critical...
attempt or proceed with disciplinary action ✔ Ans - Supervisors should never ____________________ without generating the appropriate documentation as the events occur - stay current. personnel file ✔ Ans - Every instance of reprimand or disciplinary action must be properly documented & submitted for inclusion in employees.... Less than honest ✔ Ans - ....are never appropriate. made public; documents need to reflect reality ✔ Ans - Any employee- related document that is generated _________________should an employee become involved in a legal proceeding against an organization; therefore, __________________good or bad. changed or added ✔ Ans - No documents should be ________________________ after a claim has been filed. pergury. ✔ Ans - Changing or adding documents after a claim has been filed is the same tantamount as.... setting aside personal opinions or predispositions. ✔ Ans - Supervisors must respond to behavior, ..... Rules, procedures, and penalties ✔ Ans - ......for non-compliance must be clearly explained to all employees. correction ✔ Ans - The primary objective of disciplinary action is.... meeting the expectations or requirements ✔ Ans - Performance problems relate to ________________________________of a job. Behavior problems ✔ Ans - .....involve violations of policies or work rules. Performance & behavior problems ✔ Ans - ....should both be addressed in a progressive manner using a protocol that has been approved in advance.
