Question 1

The ABC Company wants to design an e-mail and voice mail policy.Which guideline should the company follow?
A)specify that all categories of information are to be sent electronically
B)ensure the policy complies with industry benchmarks
C)specify that electronic information be sent for business purposes only
D)ensure that there is equal accessibility to all websites

Accepted Answer

The policy should specify that electronic information be sent for business purposes only, as this will ensure that employees do not misuse company communication channels for personal matters or outside interests. This will help maintain productivity and professionalism in the workplace. The other options are not relevant to the purpose of designing an e-mail and voice mail policy.

Question 2

What is the most significant cause of a manager's inadequate documentation of employee misconduct?
A)the documentation process is too complex
B)the manager does not know what constitutes good documentation
C)the manager doesn't have time to document employee misconduct
D)other high priority management tasks take precedence

Accepted Answer

The manager does not know what constitutes good documentation.

Question 3

What is the HR department's major responsibility in matters of discipline?
A)assist managers in monitoring the performance of their subordinates
B)develop disciplinary policies and procedures
C)handle the legal defense against allegations of wrongful discipline
D)decide what the appropriate punishment is for each act of misconduct

Accepted Answer

The HR department's major responsibility in matters of discipline includes developing disciplinary policies and procedures to ensure fairness and consistency across the organization.

Question 4

What is required of an investigative interview?
A)the supervisor must wait until the employee is ready to fully discuss the incident
B)the employee must provide a written account of the incident prior to the interview
C)the employee must have been provided with legal assistance
D)the interview must occur before disciplinary action is initiated

Accepted Answer

The interview must occur before disciplinary action is initiated to ensure that the disciplinary action, if any, is based on a thorough understanding of the incident. This allows for a fair and informed decision-making process.

Question 5

What program is designed to help an employee voluntarily correct his or her own misconduct?
A)progressive discipline program
B)hot-stove program
C)step-help program
D)respect-discipline program

Accepted Answer

A progressive discipline program is designed to help an employee voluntarily correct their own misconduct through a series of escalating steps or actions, such as verbal warnings, written warnings, suspension, and finally termination if necessary. This approach aims to give employees the opportunity to improve their behavior or performance before more severe measures are taken.

Question 6

An employer uses a positive discipline system to correct undesirable employee conduct.What do managers in this organization issue to employees in order to improve their unacceptable performance?
A)reminders
B)policies
C)reprimands
D)warnings

Accepted Answer

In a positive discipline system, managers issue reminders to employees to encourage improvement in performance rather than using punitive measures like reprimands or warnings.

Question 7

Which common meaning of the term "discipline" is associated with the correction of undesirable behaviour?
A)the treatment of behaviours that results in punishment
B)positive reinforcement of peer and colleague conformity
C)training that is designed to strengthen desirable conduct
D)demonstration of orderly behaviour in an organizational setting

Accepted Answer

The answer of Which common meaning of the term "discipline"...

Question 8

What step immediately precedes the termination of the employee in a typical progressive discipline program?
A)a formal discussion
B)a written warning
C)a formal grievance
D)a suspension

Accepted Answer

A suspension is often the step immediately preceding termination in a typical progressive discipline program, as it serves as a final warning that the employee's behavior or performance must improve or result in termination.

Question 9

A supervisor wants to correctly document the poor performance of an employee.Which action would be least helpful in the due process of discipline?
A)record the consequences of the employee's action on the work unit
B)list the negative behaviour exhibited by the employee
C)note the date,time,and location of the misconduct
D)record the assumed intent of the employee's actions

Accepted Answer

Recording the assumed intent of the employee's actions may be subjective and difficult to prove, and therefore may not be helpful in the due process of discipline. It is important to stick to objective facts and behaviors that can be documented and proven.

Question 10

The ABC Company wants to discipline an employee for his off-duty drug use.How can the company best position itself to discipline the employee?
A)demonstrate that the behaviour does not conform to the company code of ethics
B)obtain a court order showing employee guilt
C)wait until the employee is formally charged with the offence
D)establish a clear connection between the drug use and its negative effect on the company

Accepted Answer

The company should establish a clear connection between the employee's off-duty drug use and its negative impact on the company to justify disciplinary action, as this demonstrates how the behavior affects the workplace.

Question 11

Which common meaning of the term "discipline" is associated with an employee's willingness to practice self-control?
A)the treatment of behaviours that results in punishment
B)positive reinforcement of peer and colleague conformity
C)training that is designed to strengthen desirable conduct
D)demonstration of orderly behaviour in an organizational setting

Accepted Answer

The answer of Which common meaning of the term "discipline"...

Question 12

Which statement will lower employee acceptance and understanding of the organizational rules?
A)rules are enforced for a representative selection of violations
B)rules are reviewed periodically by management personnel
C)the reasons for a rules are widely communicated and understood
D)rules are written and verbally conveyed

Accepted Answer

The statement suggests that the enforcement of rules may not be consistent, leading to confusion and a lack of trust in the fairness of the system. This can lower employee acceptance and understanding of the rules.

Question 13

The ABC Corporation wishes to establish an effective disciplinary policy.Which manager should have primary responsibility to prevent or correct disciplinary problems?
A)human resources manager
B)top-level manager
C)manager in the legal department
D)the employee's manager

Accepted Answer

The employee's manager should have the primary responsibility to prevent or correct disciplinary problems as they are in direct contact with the employee and are responsible for their performance and behavior. The human resources manager may assist in developing the policy and providing guidance, but the employee's manager is in the best position to address disciplinary issues as they arise. The top-level manager and manager in the legal department may have some involvement in severe cases or legal matters, but they do not have primary responsibility for preventing or correcting disciplinary problems on a daily basis.

Question 14

What common mistake do organizations make that results in reduced effectiveness of the organizational rules?
A)share the reasons for the rules with employees
B)review the rules that are critical to work success only periodically
C)restate any rules that have not been enforced on a consistent basis
D)allow managers to interpret rules according to experience and judgement

Accepted Answer

Allowing managers to interpret rules according to their experience and judgment can lead to inconsistency and confusion, reducing the effectiveness of the organizational rules.

Question 15

What key principle underpins and shapes disciplinary investigations?
A)judicial review
B)due process
C)ethical behaviour
D)contractual obligation

Accepted Answer

Due process is the key principle that underpins and shapes disciplinary investigations. It ensures that individuals receive fair treatment and protection of their rights throughout the investigation process. This includes being notified of the allegations against them, having the opportunity to present evidence in their defense, and being informed of the outcome of the investigation. Judicial review and ethical behavior may also be important factors in disciplinary investigations, but they are not the overarching principle that guides the process. Contractual obligation may be relevant in cases where the investigation involves a breach of contract, but it is not a universal principle that applies to all disciplinary investigations.

Question 16

What primary purpose do disciplinary policies and procedures serve?
A)they enable the use of punishment for unacceptable conduct
B)they help ensure that employees receive fair and constructive treatment
C)they help to make employees more productive
D)they allow the HR department to terminate repeat offenders

Accepted Answer

Disciplinary policies and procedures are put in place to ensure that employees are treated fairly and constructively in the event of unacceptable conduct or performance. Punishment is only one potential tool that may be used within these procedures, which are primarily focused on improving behavior and performance rather than simply punishing negative outcomes. Through these policies and procedures, a company can help foster a positive workplace culture that encourages growth and development for all employees. Additionally, following clear and consistent disciplinary policies can also help to protect a company legally in the event of legal challenges from terminated employees.

Question 17

What is the least important consideration for disciplinary investigations?
A)Is the employee showing any signs of remorse?
B)Is the offence related to the workplace?
C)Has the rule been uniformly and consistently enforced?
D)What rules or provisions have been violated?

Accepted Answer

While it is important for an employee to show remorse and take responsibility for their actions, it should not be the least important consideration in disciplinary investigations. The focus should be on determining whether a violation of workplace rules or policies has occurred, and if so, what appropriate disciplinary action should be taken. Therefore, the least important consideration would be A) Is the employee showing any signs of remorse?

Question 18

In disciplinary investigations,which question should be asked when you seek to determine if the employee was provoked by a manager or another employee?
A)Has the rule been uniformly enforced?
B)Is the offence related to the workplace?
C)Are there extenuating circumstances?
D)Did the employee know he/she was doing something wrong?

Accepted Answer

To determine if an employee was provoked, it is important to consider any extenuating circumstances that may have contributed to the employee's behavior. This could include being provoked by a manager or colleague, which can be a mitigating factor in the disciplinary process. The other answer choices focus on different aspects of the disciplinary process, but do not address the issue of provocation directly.

Question 19

What is one issue associated with the growth of electronic information systems?
A)the systems provide global access to information
B)the systems allow employees to publicly share opinions about colleagues and workplace practices
C)the systems allow more involvement in decision making
D)the systems promote increased sharing of information

Accepted Answer

One issue associated with the growth of electronic information systems is that they can facilitate the sharing of negative or inappropriate comments about colleagues and workplace practices on public platforms, which can harm individuals and companies.

Question 20

Which programs,focused on employee misconduct,are joint discussion and problem-solving activities central to?
A)nondirective counseling programs
B)management-by-objectives programs
C)progressive discipline programs
D)non-punitive discipline programs

Accepted Answer

Non-punitive discipline programs emphasize joint discussion and problem-solving activities to address employee misconduct, focusing on understanding and resolving issues collaboratively rather than imposing immediate punitive measures.

Quiz 9: Management Rights, employee Rights, and Discipline

The ABC Company wants to design an e-mail and voice mail policy.Which guideline should the company follow?

What is the most significant cause of a manager's inadequate documentation of employee misconduct?

What is the HR department's major responsibility in matters of discipline?

What is required of an investigative interview?

What program is designed to help an employee voluntarily correct his or her own misconduct?

An employer uses a positive discipline system to correct undesirable employee conduct.What do managers in this organization issue to employees in order to improve their unacceptable performance?

Which common meaning of the term "discipline" is associated with the correction of undesirable behaviour?

What step immediately precedes the termination of the employee in a typical progressive discipline program?

A supervisor wants to correctly document the poor performance of an employee.Which action would be least helpful in the due process of discipline?

The ABC Company wants to discipline an employee for his off-duty drug use.How can the company best position itself to discipline the employee?

Which common meaning of the term "discipline" is associated with an employee's willingness to practice self-control?

Which statement will lower employee acceptance and understanding of the organizational rules?

The ABC Corporation wishes to establish an effective disciplinary policy.Which manager should have primary responsibility to prevent or correct disciplinary problems?

What common mistake do organizations make that results in reduced effectiveness of the organizational rules?

What key principle underpins and shapes disciplinary investigations?

What primary purpose do disciplinary policies and procedures serve?

What is the least important consideration for disciplinary investigations?

In disciplinary investigations,which question should be asked when you seek to determine if the employee was provoked by a manager or another employee?

What is one issue associated with the growth of electronic information systems?

Which programs,focused on employee misconduct,are joint discussion and problem-solving activities central to?