Man: Test 4 ch 25 problem employees

Question 1

• rules and follow them, break rule again will get in trouble
• Must know rule beforehand and be aware of the punishment.
• We know what is expected and there are consequences

Answer 1

McGregors rules of discipline

1. Forewarning

Question 2

• break rule again will get in trouble, All discipline should be administered immediately after rules are broken
• hear about it right away not later

Answer 2

McGregors rules of discipline

2. Immediate consequences

Question 3

• must be, keep discipline going, Each time the rule is broken, there are immediate and consistent consequences.

Answer 3

McGregors rules of discipline

3. Consistency

Question 4

• have to be fair to all of them, warn all no matter if you like them, fair, Everyone must be treated in the same manner when rule is broken

Answer 4

McGregors rules of discipline

Impartiality

Question 5

McGregors rules of discipline

Answer 5

1. Forewarning
2. Immediate consequences
3. Consistency
4. Impartiality

Question 6

-Informal, meeting discuss what went wrong, the act, give chance to explain what happened, give information on it, suggest how to improve and document it

Answer 6

• Verbal

Question 7

disciplinary process

Answer 7

• Verbal
formal
suspension
involuntary termination

Question 8

-Written, other problems, more trouble, sit down with manager, goes in your file and have to sign it, plan of action= say how they are going to avoid in future, Very specific about the rule broken, should be signed by employee and manager (signature implies that the issue has been discussed), employee should be allowed to respond – meeting between manager and employee

Answer 8

• Formal

Question 9

• Opportunity to reflect, keep getting in trouble, real reason why
• Either with or without pay

Answer 9

• Suspension

Question 10

• sometimes employee will voluntary to terminate, cost a lot of money to help improve person, pt safety in the end, always be the last resort

Answer 10

• Involuntary Termination

Question 11

: private meeting, never apologize=authority, stick to the facts, bring back to talk about their actions not others

Answer 11

• Disciplinary Conference- Manager

Question 12

research, have all info, schedule time, have a 2nd manager available

Answer 12

Disciplinary Conference- Manager

• Before:

Question 13

: open with what we heard and get employees input, clarify info, dev. A plan together, set a date to come back to see progress

Answer 13

Disciplinary Conference- Manager

• During

Question 14

– give employee opportunity to talk and give their side
– : why you are doing, clear and understand, end both agree
– Clarification of expectations for change
– Agreement and acceptance of action plan

Answer 14

Employee response:
Rationale for action
Disciplinary Conference- Manager
steps

Question 15

–	Personality / behavior
–	Job performance=decrease after
–	Time / attendance=was on time now late
–	Assignments incomplete
–	Frequent judgement errors
–	Mood swings
–	Excessive use of PRN meds= chart to prove use 
–	Frequent medication spills
–	Increasing isolates self
–	Excessive use of breath mints, gum, mouthwash

Answer 15

• Signs/Changes of three different

Question 16

•	Family history
           Stressed at home or workplace
•	Overtime
•	Rotating shifts
•	Bullying

Answer 16

Identify Reasoning

Question 17

Sign contract
Support group 3x/week and report back to 
Go to Addictonists quarterly
26 drug tests/yr
Log in everyday in computer
$72 q drug test (2x/month)
Released to try and get a job
Workplace monitor person and fill out quarterly paperwork for 6 months
Could not give narcotics for 6 months

Answer 17

Enroll employee in ISNAP