Copy of ESP Chapter 12 - Questions - Sheet1 Flashcards

1
Q

ffective Supervisory Practices

critical role of supervisor

A

establish and maintain discipline

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2
Q

ffective Supervisory Practices

negative form of discipline

A

threat of reprisal

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3
Q

ffective Supervisory Practices

poor performance - traced to

A

boredom, misunderstand rules, unfairness, personal problem

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4
Q

ffective Supervisory Practices

steps to strengthen self discipline

A

issue clear rules, set example, communicate expectations, keep records

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5
Q

ffective Supervisory Practices

to know what’s expected of them, employees should know

A

work to be done, quality, when done, and why

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6
Q

ffective Supervisory Practices

when are job standards communicated

A

at job interiew

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7
Q

ffective Supervisory Practices

what must new hires be told

A

policies/rules, standards, consequences

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8
Q

ffective Supervisory Practices

who maintains official personnel file

A

HR dept

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9
Q

ffective Supervisory Practices

what does work record for each employee contain

A

job responsibilities/goal, accomplishments, leave, discipline

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10
Q

ffective Supervisory Practices

employee development plan

A

details change expected in behavior

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11
Q

ffective Supervisory Practices

what governs access to personnel file

A

fed privacy laws

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12
Q

ffective Supervisory Practices

are employees able to view own personnel file

A

yes - encouraged to do so

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13
Q

ffective Supervisory Practices

who should personnel file be available to

A

management + employee

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14
Q

ffective Supervisory Practices

can supervisor keep private notes on employee

A

yes - separate from file

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15
Q

ffective Supervisory Practices

what is basis for discipline

A

change behavior or improve performance

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16
Q

ffective Supervisory Practices

5 steps when rule is violated

A

act promptly, get facts, decide on action, hold interview, use appeal procedure

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17
Q

ffective Supervisory Practices

should you notify violator you are looking into incident

A

yes - act promptly

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18
Q

ffective Supervisory Practices

good way to obtain facts

A

informal memo

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19
Q

ffective Supervisory Practices

serious offense

A

fighting, damage to property, drugs/alcohol on job

20
Q

ffective Supervisory Practices

what is most appropriate action

A

least severe that is strong enough to convince that behavior won’t be tolerated

21
Q

ffective Supervisory Practices

steps in progressive discipline (7)

A

informal talk, spoken warning, written warning, suspension, salary reduction, demotion, dismissal

22
Q

ffective Supervisory Practices

any record kept for informal talk

A

no

23
Q

ffective Supervisory Practices

any record kept for spoken warning

A

yes - place in work file for period of time - not in permanent file

24
Q

ffective Supervisory Practices

how long should spoken warning record be kept in work file

A

6 months

25
Q

ffective Supervisory Practices

how long is suspension for

A

1-30 days

26
Q

ffective Supervisory Practices

who needs to approve suspension

A

supervisor and HR

27
Q

ffective Supervisory Practices

when is suspension used

A

major rule violated or repeated warnings

28
Q

ffective Supervisory Practices

what to do before suspension decided on

A

give disciplinary interview

29
Q

ffective Supervisory Practices

how is employee notified of suspension

A

letter - delivered by sup or cert main

30
Q

ffective Supervisory Practices

is demotion likely to improve behavior

A

no - makes it worse

31
Q

ffective Supervisory Practices

what is considered last resort for discipline

A

demotion

32
Q

ffective Supervisory Practices

who authorizes demotion

A

department head

33
Q

ffective Supervisory Practices

if demoted because they can’t cope with job - is it discipline

A

no

34
Q

ffective Supervisory Practices

when is transfer valid

A

when personality conflict between employee and supervisor

35
Q

ffective Supervisory Practices

should transfer be used as discipline

A

no

36
Q

ffective Supervisory Practices

what is point of disciplinary interview

A

get employees side of story

37
Q

ffective Supervisory Practices

what to do if lose temper in disciplinary interview

A

stop interview and reschedule for later in day

38
Q

ffective Supervisory Practices

what should be placed in work file after disciplinary interview

A

write-up of main discussion points and goals for improvement

39
Q

ffective Supervisory Practices

what must be emphasized when explaining appeal process

A

they are protected from reprisal

40
Q

ffective Supervisory Practices

if union employee - can only dismiss

A

for cause or for just cause

41
Q

ffective Supervisory Practices

what rights do union employees get

A

right to rep and appeal to 3rd party

42
Q

ffective Supervisory Practices

allegation

A

legal term for what you intend to prove

43
Q

ffective Supervisory Practices

when asking for employee reply in writing, how long do they have

A

48 hrs from receipt of allegation

44
Q

ffective Supervisory Practices

should you allow union employee to resign

A

yes

45
Q

ffective Supervisory Practices

what should you tell employee at end of disciplinary interview

A

action you plan to recommend