CHAPTER 4: HUMAN ELEMENTS IN AN INDUSTRIAL ORGANIZATION

Question 1

Each have their own emotional and internal drivers, or values, that motivate them to do the things they do.

Answer 1

EMPLOYEES ARE HUMAN

Question 2

The employees who have a sense of pride can speak positively about the organization to colleagues potential employees and customers, having a strong desire to be a member of the organization, and exerting extra effort to contribute to the organization’s success.

Answer 2

PRIDE IN WORK

Question 3

ACCEPTANCE BY FELLOW EMPLOYEES

Answer 3

1. Count to 1-10
2. Point the finger at yourself Use “I” statements.
3. Keep it professional, not personal

Question 3

strategies that can help when there is the need to
talk to higher-ups or to the co-worker with whom an
employee is having problems.

Answer 3

ACCEPTANCE BY FELLOW EMPLOYEES

Question 4

1. Count to 1-10

Answer 4

Always move forward with a cool head. Go home,
sleep on it, and plan what to say and to whom.

Question 5

2. Point the finger at yourself Use “I” statements.

Answer 5

Co-workers will be more open to dialogue when being asked for help rather being attacked or blamed.

Question 5

3. Keep it professional, not personal

Answer 5

This cuts the chances of a defensive response. Try “Here’s what I think my job is and here’s how I’m pursuing it.

Question 6

Employees have three kinds of problems:

Answer 6

1. Personal
2. Job-related
3. Jobs, company and future

Question 7

TECHNIQUES OF COUNSELING

Answer 7

1. Directive
2. Non-Directive

Question 7

Employers/managers should organize to have a private discussion with the employee about the problem.

Answer 7

COUNSELING

Question 8

Someone gives advice and guidance;
counselor controls the interview and
moves the individual toward a
counselor-chosen goal.

Answer 8

DIRECTIVE

Question 8

Neither gives advice and guidance but
assists the other person in finding
solutions to the problem.

Answer 8

NON-DIRECTIVE

Question 9

GUIDELINES TO FOLLOW IN COUNSELING:

Answer 9

1. Advise the employee the specifics of behavior and how the behavior is affecting their
   work.
2. Be specific and compare current performance to expected performance or behavior.
3. Avoid comparing the employee with other employees.
4. Show empathy.
5. Be a positive listener.
6. Establish how and when to follow up on commitments for improvement.
7. Close on a friendly note ensuring that anything raised in the discussion will be kept confidential.
8. Encourage the employee to keep open lines of communication for future discussion.

Question 10

Through the years, there are
employees who developed physical,
emotional, and psychological ills.

Answer 10

DISCIPLINARY ACTIONS

Question 11

THREE CONCEPT OF DISCIPLINE

Answer 11

1. As training
2. As sine qua non to orderly behavior
3. As a judicial due process

Question 12

REASONS OR SITUATIONS FOR DISCIPLINARY ACTION:

Answer 12

1. Punching time card for another
2. Bringing liquor
3. Smoking in non-designated area
4. Habitual tardiness or absenteeism
5. Refusal to obey reasonable order by
   authority
6. Falsifying documents
7. Appropriating company property for
   personal use
8. Destruction of company or other
   employees properly.

Question 13

Disciplinary systems purpose is to control the work environment so that the workers are protected and accidents are prevented.

Answer 13

DISCIPLINARY PROGRAMS

Question 14

MOST COMPANIES USE THE FOLLOWING ACTIONS
IN THEIR DISCIPLINARY PROGRAM:

Answer 14

1. Reminder
2. Reprimand
3. Written warning
4. Suspension
5. Dismissal
6. Corrective action