Chapter 10 - Accountability in the workplace Flashcards
Who should you discuss your findings with when you’ve identified the problem when implementing a performance improvement plan? p. 174
A.) Supervisor
B.) Employee
C.) Team members
D.) HR department
B.) Employee
What involves taking an interest in your employees including how they feel about their jobs? p. 172
A.) Enduring
B.) Listening
C.) Attending
D.) Assisting
B.) Listening
What is NOT the purpose of any disciplinary measure? p. 175
A.) Improve performance
B.) Change employee behavior
C.) Punish the employee
D.) Educate the employee
C.) Punish the employee
Which is a case that confidentiality applies? p. 172
A.) If the employee has broken a rule
B.) If the employee is a danger to others
C.) If the employee is competing for promotion
D.) If the employee has marital problems
B.) If the employee is a danger to others
Which is NOT a proper way to give praise? p. 168
A.) Be general with oral or written praise
B.) Speak in person, in private, to give one-on-one praise
C.) Write thank-you notes
D.) Give credit when credit is due
A.) Be general with oral or written praise
Which is NOT correct about rewards for your employees? p. 169
A.) Submit a description of your employee’s accomplishments to
the newsletter
B.) Explore whether your organization permits you to allocate
extra time off to an especially high performer
C.) Entrust high performers with more challenging assignments
*D.) Demand more from high performers before rewarding with opportunities for professional development
D.) Demand more from high performers before rewarding with opportunities for professional development
What is the usual amount of time that the spoken warning will remain in the employee’s work file?
p. 178
A.) 3 months
B.) 12 months
C.) 6 months
D.) 9 months
C.) 6 months
What should be done once the plan is developed when using a performance improvement plan? p. 174
A.) Obtain approval
B.) Get input from the employee
C.) Create the schedule
D.) Select the method
C.) Create the schedule
What will change as the organization and team members develop their talents and skills? p. 171
A.) Rewards
B.) Dynamics
C.) Goals
D.) Members
C.) Goals
What is the first step taken in the performance
improvement plan? p. 174
A.) Identify and document the problem
B.) Get input
C.) Monitor, assess, and give feedback
D.) Develop a plan
A.) Identify and document the problem
What can be used to make the annual performance review expected? p. 168
A.) Regular feedback meetings
B.) Group evaluations
C.) Adequate member training
D.) Standardized review papers
A.) Regular feedback meetings
What is the purpose of disciplinary action? p. 178
A.) Change behavior
B.) Set an example
C.) Show your authority
D.) Punish the offender
A.) Change behavior
What should you do if you find yourself losing your temper during a disciplinary interview? p. 181
A.) Continue the meeting and simply hash out your differences
B.) Hand off the employee to an assistant to complete the
interview
C.) Cancel the interview and submit your decision in writing
D.) Stop the interview and reschedule it for later in the day
D.) Stop the interview and reschedule it for later in the day
What is the first thing you should determine before deciding on what corrective action should be taken when an employee violates a rule? p. 177
A.) Rank of witnesses
B.) How serious the offense was
C.) Rank of the employee
D.) Facts behind the accusations
B.) How serious the offense was
What is the starting point for a successful counseling session discussion? p. 173
A.) Dispute
B.) Confrontation
C.) Performance
D.) Complaint
C.) Performance
What is very rarely used as a disciplinary action due to its ineffectiveness in bringing about change? p. 179
A.) Demotion
B.) Suspension
C.) Written warning
D.) Informal talks
A.) Demotion
Which is used for employees who have broken the same rule several times? p. 178
A.) Informal talks
B.) Suspension
C.) Spoken warning
D.) Written warning
D.) Written warning
What allows you to put yourself in another person’s shoes? p. 172
A.) Sympathy
B.) Caring
C.) Supporting
D.) Empathy
D.) Empathy
What do most disputes over rules violations arise over? p. 176
A.) Facts
B.) Rank
C.) Status
D.) Opinions
A.) Facts
What should NOT be done when an employee violates a rule or standard?
p. 175-176
A.) Find out exactly what happened
B.) Immediately begin an investigation
C.) Notify the employee that you are looking into it
D.) Reprimand or punish them on the spot
D.) Reprimand or punish them on the spot
What would be an appropriate action to take when there is a personality difference between the employee and the supervisor that makes an effective working relationship impossible?
p. 180
A.) Dismissal
B.) Demotion
C.) Transfer
D.) Suspension
C.) Transfer
What is the last step that should be taken when discipline must be handed down? p. 181
A.) Get all of the facts of the case in order
B.) Initiate the beginning of the discipline
C.) Inform the employee about the appeal process
D.) Hold a disciplinary interview with the employee
C.) Inform the employee about the appeal process
Where should you recognize an employee’s accomplishments? p. 169
A.) In private
B.) In review meeting
C.) In passing
D.) In a team meeting
D.) In a team meeting
What should be done if the employee does not give an explanation of the incident?
p. 176
A.) Leave the section blank
B.) Press them for one
C.) Pass judgment on guilt
D.) Document this fact
D.) Document this fact
