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ICMA effective supervisory practices 5th > Test 7 > Flashcards

Test 7 Flashcards

1
Q

Where should you recognize an employees accomplishments?

A. In private
B. In review meeting
C. In passing
D. In a team meeting

A

D. In a team meeting

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2
Q

What involves taking an interest in your employees including how they feel about their jobs?

A. Enduring
B. Listening
C. Attending
D. Assisting

A

B. Listening

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3
Q

Which is a case that confidentiality applies?

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

A

B. If the employee is a danger to others

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4
Q

Who should be consulted when trying to determine what to do when it has been determined the employee has violated a rule?

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

A

B. HR department and your supervisor

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5
Q

What is the last step that should be taken when discipline must be handed down?

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

A

C. Inform the employee about the appeal process

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6
Q

What is the purpose of disciplinary action?

A. Change behavior
B. set an example
C. Show your authority
D. Punish the offender

A

A. Change behavior

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7
Q

Which is NOT a way to be an effective coach?

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

A

D. Have the members define the team vision

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8
Q

What will change as the organization and team members develop their talents and skills?

A. Rewards
B. Dynamics
C. Goals
D. Members

A

C. goals

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9
Q

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?

A. Dismissal
B. Demotion
C. Transfer
D. Suspension

A

C. Transfer

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10
Q

What is NOT the purpose of any disciplinary measure?

A. Improve performance
B. Change employee behavior
C. Punish the employee
D. Educate the employee

A

C. Punish the employee

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11
Q

What should you do if you find yourself losing your temper during a disciplinary interview?

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

A

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

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12
Q

What is crucial to accountability?

A. Superior training sessions
B. Team building activities and outings
C. Information implantations
D. Ongoing communication with your team

A

D. Ongoing communication with your team

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13
Q

What is the usual amount of time that the spoken warning will remain in the employees work file?

A. 3 months
B. 12 months
C. 6 months
D. 9 months

A

C. 6 months

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14
Q

Which is most appropriate for employees with good records who break minor rules?

A. Written warning
B. Informal talks
C. Demotion
D. Spoken warning

A

B. Informal talks

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15
Q

What should NOT be done when an employee violates a rule or standard?

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

A

D. Reprimand or punish them on the spot

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16
Q

What is the first step taken in the performance improvement plan?

A. Identify and document the problem
B. Get input
C. Monitor, assess, and give feedback
D. Develop a plan

A

A. Identify and document the problem

17
Q

What is the second step to take when a rule has been violated by an employee?

A. Get the facts
B. Use the appeal procedure
C. Hold a disciplinary interview
D. Decide what action to take

A

A. Get the facts

18
Q

Which is NOT a proper way to give praise?

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

A. Be general with oral or written praise

19
Q

Who should you discuss your findings with when you’ve identified the problem when implementing a performance improvement plan?

A. Supervisor
B. Employee
C. Team members
D. HR department

A

B. Employee

20
Q

What allows you to put yourself in another person’s shoes?

A. Sympathy
B. Caring
C. Supporting
D. Empathy

A

D. Empathy

21
Q

Up to what amount of time is a suspension usually given?

A. 60 days
B. 30 days
C. 15 days
D. 45 days

A

B. 30 Days

22
Q

What is the last thing you should do before issuing a disciplinary action?

A. Hold a public meeting
B. Speak to the employee
C. Use the appeal process
D. Weigh your options

A

B. Speak to the employee

23
Q

Which is used for employees who have broken the same rule several times?

A. Informal talks
B. Suspension
C. Spoken warning
D. Written warning

A

D. Written warning

24
Q

What is very rarely used as a disciplinary action due to its ineffectiveness in bringing about change?

A. Demotion
B. Suspension
C. Written warnings
D. Informal talks

A

A. Demotion

25
Q

What should be done if the employee does not give an explanation of the incident?

A. Leave the section blank
B. Press them for one
C. Pass judgment on guilt
D. Document this fact

A

D. Document this fact

26
Q

What is the starting point for a successful counseling session discussion?

A. Dispute
B. Confrontation
C. Performance
D. Complaint

A

C. Performance

27
Q

After how many successful meetings should you consider cancelling the next feedback meeting when using a performance improvement plan?

A. 2
B. 3
C. 5
D. 4

A

A. 2

28
Q

What can be used to make the annual performance review expected?

A. Regular feedback meetings
B. Group evaluations
C. Adequate member training
D. Standardized review papers

A

A. Regular feedback meetings

29
Q

Which may be used when suspension is not effective in bringing about change in behavior?

A. Demotion
B. Salary reduction
C. Written warning
D. Spoken warning

A

B. Salary reduction

30
Q

What is the first thing you should determine before deciding on what corrective action should be taken when an employee violates a rule?

A. Rank of witnesses
B. How serious the offense was
C. Rank of the employee
D. Facts behind the accusations

A

B. How serious the offense was

31
Q

Which is NOT correct about rewards for your employees?

A. Submit a description of your employees 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

A

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

32
Q

What should be done once the plan is developed when using a performance improvement plan?

A. Obtain approval
B. Get input from the employee
C. create the schedule
D. Select the method

A

C. Create the schedule

33
Q

What do most disputes over rules violations arise over?

A. Facts
B. Rank
C. Status
D. Opinions

A

A. Facts

34
Q

What does accountability begin with?

A. Ability to report anonymously
B. In tact hierarchy or leadership
C. Clear goals and expectations
D. Agreed upon rewards and benefits

A

C. Clear goals and expectations

ICMA effective supervisory practices 5th (11 decks)

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