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30 True/False questions

  1. basic disciplinary principlesoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  2. discipline/corrective actionseriously damage morals

          

  3. 2nd step progressive disciplinewritten warning - the employee is asked to sign or initial the form as an indication they received a copy; also important in performance appraisals

          

  4. basic disciplinary principlespunishment is most effective when it is administered by a direct superior which creates clear lines of authority and they know best the employee's work history

          

  5. 4th step progressive disciplineissue the offending employee and unpaid suspension - some skip this step in professional settings; it could range from a few days to a week

          

  6. 2nd step positive disciplineone or more written reminders - the employee is asked to form an action plan to close the gap and sign it as a commitment to correct the problem

          

  7. discipline/corrective actionseriously damage morals

          

  8. basic disciplinary principlesoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  9. action planseek out the individual's ideas on what can be done; express confidence in the individual in terms of positive past experiences and your belief they can succeed in the future

          

  10. employment at willif you learn proper procedure, you will not have to worry about unemployment hearings, EEO charges, union grievances, or unjust discharge suits

          

  11. basic disciplinary principlesoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  12. 5th step positive disciplinevoluntary quit - if the employee falls short again and did not produce the agreed upon change it is interpreted as quitting

          

  13. 3rd step positive disciplineone day paid decision making leave - if their contract isn't adhered to, the employee will be shown their document and be asked to explain what the problem is; the employee is asked to consider whether they really want to continue with the organization

          

  14. 3rd step progressive disciplinewritten warning - the employee is asked to sign or initial the form as an indication they received a copy; also important in performance appraisals

          

  15. discipline/corrective actionseriously damage morals

          

  16. basic disciplinary principlesoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  17. delayed reactionsseriously damage morals

          

  18. basic disciplinary principlesmust have sufficient evidence of guilt. documentation can provide names, dates, behaviors, time and location; it is wise to get first hand accounts and use original documents and understand with multiple witnesses you might have differences in each account.

          

  19. basic disciplinary principlesemployees must be forewarned about what is expected (rules, orders, social standards)

          

  20. basic disciplinary principlesoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  21. 1st step progressive disciplinewritten warning - the employee is asked to sign or initial the form as an indication they received a copy; also important in performance appraisals

          

  22. discipline/corrective actionseriously damage morals

          

  23. basic disciplinary principlesoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  24. written documentsin discipline and corrective action these should carry clear headings such as REPRIMAND

          

  25. discipline/corrective actionseriously damage morals

          

  26. 4th step positive disciplineaction plan - if the employee wishes to return they must commit to reform with another action plan

          

  27. delayed reactionsnormally result in mounting frustrations which makes over reaction later quite likely

          

  28. 1st step positive disciplineoral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists

          

  29. discipline/corrective actionseriously damage morals

          

  30. basic disciplinary principleswhen you don't observe the violation yourself you may have to use circumstantial evidence