Chapter 10 - Accountability in the workplace

Question 1

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

Answer 1

B.) Employee

Question 2

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

Answer 2

B.) Listening

Question 3

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

Answer 3

C.) Punish the employee

Question 4

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

Answer 4

B.) If the employee is a danger to others

Question 5

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

Answer 5

A.) Be general with oral or written praise

Question 6

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

Answer 6

D.) Demand more from high performers before rewarding with opportunities for professional development

Question 7

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

Answer 7

C.) 6 months

Question 8

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

Answer 8

C.) Create the schedule

Question 9

What will change as the organization and team members develop their talents and skills? p. 171
A.) Rewards
B.) Dynamics
C.) Goals
D.) Members

Answer 9

C.) Goals

Question 10

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

Answer 10

A.) Identify and document the problem

Question 11

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

Answer 11

A.) Regular feedback meetings

Question 12

What is the purpose of disciplinary action? p. 178
A.) Change behavior
B.) Set an example
C.) Show your authority
D.) Punish the offender

Answer 12

A.) Change behavior

Question 13

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

Answer 13

D.) Stop the interview and reschedule it for later in the day

Question 14

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

Answer 14

B.) How serious the offense was

Question 15

What is the starting point for a successful counseling session discussion? p. 173
A.) Dispute
B.) Confrontation
C.) Performance
D.) Complaint

Answer 15

C.) Performance

Question 16

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

Answer 16

A.) Demotion

Question 17

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

Answer 17

D.) Written warning

Question 18

What allows you to put yourself in another person’s shoes? p. 172
A.) Sympathy
B.) Caring
C.) Supporting
D.) Empathy

Answer 18

D.) Empathy

Question 19

What do most disputes over rules violations arise over? p. 176
A.) Facts
B.) Rank
C.) Status
D.) Opinions

Answer 19

A.) Facts

Question 20

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

Answer 20

D.) Reprimand or punish them on the spot

Question 21

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

Answer 21

C.) Transfer

Question 22

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

Answer 22

C.) Inform the employee about the appeal process

Question 23

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

Answer 23

D.) In a team meeting

Question 24

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

Answer 24

D.) Document this fact

Question 25

Which is NOT a way to be an effective coach?
p. 170-171
A.) Interact with team members regularly
B.) Use multiple coaching media
C.) Engage your team members’ interests and passions
D.) Have the members define the team vision

Answer 25

D.) Have the members define the team vision

Question 26

What is crucial to accountability?
p. 167
A.) Superior training sessions
B.) Team building activities and outings
C.) Information implantations
D.) Ongoing communication with your team

Answer 26

D.) Ongoing communication with your team

Question 27

Who should be consulted when trying to determine what to do when it has been determined the employee has violated a rule? p. 177
A.) HR department and team members
B.) HR department and your supervisor
C.) HR department and city council members
D.) HR department and training department

Answer 27

B.) HR department and your supervisor

Question 28

What is the second step to take when a rule has been violated by an employee? p. 176
A.) Get the facts
B.) Use the appeal procedure
C.) Hold a disciplinary interview
D.) Decide what action to take

Answer 28

A.) Get the facts

Question 29

What does accountability begin with? p. 166
A.) Ability to report anonymously
B.) In tact hierarchy of leadership
C.) Clear goals and expectations
D.) Agreed upon rewards and benefits

Answer 29

C.) Clear goals and expectations

Question 30

After how many successful meetings should you consider cancelling the next feedback meeting when using a performance improvement plan?
p. 175
A.) Two
B.) Three
C.) Five
D.) Four

Answer 30

A.) Two

Question 31

Which is most appropriate for employees with good records who break minor rules? p. 178
A.) Written warning
B.) Informal talks
C.) Demotion
D.) Spoken warning

Answer 31

B.) Informal talks

Question 32

Up to what amount of time is a suspension usually given? p. 179
A.) Sixty days
B.) Thirty days
C.) Fifteen days
D.) Forty-five days

Answer 32

B.) Thirty days

Question 33

Which may be used when suspension is not effective in bringing about change in behavior?
p. 179
A.) Demotion
B.) Salary reduction
C.) Written warning
D.) Spoken warning

Answer 33

B.) Salary reduction

Question 34

What is the last thing you should do before issuing a disciplinary action? p. 181
A.) Hold a public meeting
B.) Speak to the employee
C.) Use the appeal process
D.) Weigh your options

Answer 34

B.) Speak to the employee