HCAD 710 Test 5 2023
inevitable - Correct answer-people problems are
employee problems - Correct answer-can be related to work, home, or both;
... [Show More] supervisor
needs to address only if it is affecting the departments ability to operate normally
deteriorates - Correct answer-an indication of problems is that an employees
performance
right to privacy - Correct answer-supervisors who suspect that personal problems are
behind declines in performance must approach their employees in a manner that is
respectful of their
results of behavior - Correct answer-supervisors must address the _________ not
attempt to find the cause
probe - Correct answer-do not under any circumstances ________ for personal
information
respond to such requests - Correct answer-even if employees reveal their problems and
ask for advice wise supervisors do not
employee assistance program (EAP) - Correct answer-effective supervisors listen and
refer employees for appropriate health to employee health service or
correction (improving outcomes) - Correct answer-the primary purpose of intervention is
poor outcomes - Correct answer-stem from either declining employee performance or
suboptimal employee behavior
true behavior problems - Correct answer-it is essential to separate performance
problems from
approaches - Correct answer-different problems require different
performance problems - Correct answer-relate to meeting the expectations or
requirements of a job; cannot do the work
behavior problems - Correct answer-involve violations of policies or work rules; will not
do the work
inadequate training - Correct answer-performance problems especially occurring early
in a persons employment are often the result of weak orientation or
action - Correct answer-after identifying the problem, a manager must decide on steps
to correct the difficulty and a time frame for
views and perspective - Correct answer-after verifying the exact problem the supervisor
should meet privately with the employee to discuss the perceived difficulty and elicit the
employees
wrong - Correct answer-in performance improvement process sometimes it is possible
that the supervisor is
written plan - Correct answer-the supervisor and employee form this together with
measurable objectives, checkpoints, and a timetable
manager - Correct answer-who decides if the performance improvement agreement
was satisfied; also decides subsequent steps
secondary problem - Correct answer-when remediation occurs and then there is a
repeat of the problem
options for secondary problem - Correct answer-repeat performance improvement
process; document for a second time
disciplinary action - Correct answer-upsetting and unsettling to many managers; avoid
by ignoring situation and hoping it goes away
prolong unpleasantness - Correct answer-when managers act tentatively or deviate
from protocol it tend to only
caution - Correct answer-since disciplinary action has the potential to affect employment
or even ruin a career this is wise
five steps to progressive discipline - Correct answer-counseling, one or more oral
warnings, one or more written warnings, suspension with and without pay, termination
documentation - Correct answer-essential to prove an organizations processes were
followed and employee was treated evenly
signing - Correct answer-does not necessarily indicate agreement with the action but it
acknowledges the employee has seen the document
employee refused to sign - Correct answer-when an employee refuses to sign a
warning, a supervisor notes in the signature area
progressive - Correct answer-disciplinary action cannot always be
immediate termination - Correct answer-some infractions require __________ per
policies stated in the employee manual
terminable offenses - Correct answer-fighting or violence, illegal drugs or alcohol on the
job, carrying a weapon, theft, threatening coworkers
rule of thumb - Correct answer-do not discharge any employee on the spot or in anger;
impose a suspension pending investigation
employee absenteeism - Correct answer-managerial attitudes set standard for
department; costs money, generates work for others and changes attitudes
sick time - Correct answer-can generate its own usage; combine this with vacation and
PTO often;
controlling absences - Correct answer-a department managers conscientious attention
to absenteeism is a significant component in
required - Correct answer-accurate attendance records are
monday - Correct answer-employees tend to be sick on _____ more than any other day
of the week
improve and succeed - Correct answer-a supervisors intent should be to help
employees
employee assistance programs (EAP) - Correct answer-provides info, assessments, advice, and referrals for employees experiencing personal problems that can affect them as individuals and producers
external assessment and referral agency - Correct answer-for EAPs it is common to use
an _______ rather than have organizational employees perform the task
employee confidentiality - Correct answer-for EAPs, using external agencies helps to
preserve
time - Correct answer-EAP interventions require
self referral - Correct answer-employees can enter an EAP through_______; or
supervisor, manager, or employee health office
per full time equivalent - Correct answer-an EAP usually costs an organization a set
nominal amount of money per employee or
cost effective - Correct answer-HR experts agree that an EAP is
dismissal - Correct answer-related to performance; appropriate with performance
problems as the final resort; is a no fault separation
unemployment compensation - Correct answer-a dismissed employee is eligible for
discharge - Correct answer-related to conduct or behavior; termination for cause aka being fired; should occur only after all elements of organizations progressive discipline exhausted
ineligible for unemployment compensation - Correct answer-employees who are
discharged are usually
HR - Correct answer-many organizations require managers to coordinate all disciplinary
actions with
central monitor - Correct answer-HR should serve as what for disciplinary actions
active prevention - Correct answer-is important in reducing the need for disciplinary
actions
information and education - Correct answer-what are two important keys to prevention
of disciplinary actions
signed handbook receipt - Correct answer-this shifts the responsibility for knowing the
contents of the employee handbook to employees
entire staff - Correct answer-managers should periodically review rules and policies with
the
successful supervisors - Correct answer-remain alert to signs or signals that indicate the
possibility of employee problems
fester - Correct answer-talking to employees is preferable to allowing problems to
refresher training - Correct answer-is important to keeping knowledge current
longer than is necessary - Correct answer-do not delay deserved criticism or disciplinary
action any
delay - Correct answer-only weakens the impact of actions taken and lessens their
importance
immediate actions - Correct answer-are more likely to be effective
employee manual - Correct answer-strive for consistent treatment of employees using
policies and procedures; is the best defense against claims of discrimination
consistency - Correct answer-can be difficult in situations involving people with other
personal issues or situations involving friends
diligently - Correct answer-it is important to document all actions
intimidate them - Correct answer-effective supervisors do not allow themselves to be
influenced by employees who try to outsmart or
indispensable - Correct answer-no employees are
overemphasized - Correct answer-the importance of adequate and complete
documentation cannot be
do not exist - Correct answer-without supporting documentation of similar past
difficulties, past problems simply
nothing happened - Correct answer-without supporting documentation
events occur (stay current) - Correct answer-supervisors should never attempt or proceed with a disciplinary action without generating the appropriate documentation as the
personnel file - Correct answer-every instance of reprimand or disciplinary action must
be properly documented an submitted for inclusion in an employees [Show Less]