What should the manager do when taking the second step in the progressive disciplinary process?
A) Suspend the employee from work for a specified period of time.
B) Insist the employee sign a paper admitting wrongdoing.
C) Complete a formal written reprimand signed by the employee and manager.
D) Admonish the employee not to repeat the infraction.
Question 2What does the filing of a grievance by an employee do?
A) Serves as evidence that a manager's actions have been unfair or arbitrary
B) Means that the conflict will have to be resolved in arbitration
C) Negates the need for the manager to attempt to solve the conflict through communication, negotiation, compromise, or collaboration
D) Often extracts a great deal of time and energy from both the employee and the manager
Question 3Which statement most accurately describes how discipline in a unionized organization may vary from one that is nonunionized?
A) Nonunionized organizations require a demonstration of just cause, whereas unionized organizations do not.
B) Discipline in nonunionized organizations tends to entail more procedural, legalistic safeguards than unionized organizations.
C) Only unionized organizations have grievance procedures.
D) Unionized employees must generally be disciplined according to specific, preestablished steps and penalties within an established time frame.
Question 4What is performance deficiency coaching?
A) Is less spontaneous and requires more managerial planning than ongoing coaching
B) Is a one-time way of solving problems
C) Requires the manager to assume the role of enforcer rather than supporter, enabler, and helper
D) Occurs when managers review employee behavior deficits with them at their annual performance appraisal
Question 5What can happen when a manager terminates an employee for continuous rule breaking?
A) The unit becomes permanently demoralized.
B) The employee should be allowed to stay in the organization until he or she has secured future employment.
C) The manager should tell the employee what, if any, references will be supplied to future employers.
D) There is little cost in terms of managerial or employee time and little effect on unit morale.
Question 6What is the disciplinary conference?
A) Is generally a highly charged emotional event, so the manager should try to soften criticisms to reduce the employee's defensiveness
B) Should be scheduled in advance at a time agreeable to both the employee and the manager
C) When held in front of peers and patients can be used as a teaching tool for all the staff regarding unit expectations
D) Requires the manager to adopt nurturing and counseling roles
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