Question 1

A good time to fire an employee is when you are angry because you will display more genuine emotion.

Accepted Answer

A) True 
 B)False

Question 2

A "sick building" is a negative job performance factor in which pollutants in the air irritate workers.

Accepted Answer

A) True 
 B)False

Question 3

A recommended confrontation technique is for the manager to

Accepted Answer

A)  communicate care and concern. 
B)  threaten the worker's job security. 
C)  make two nice comments for every negative one. 
D)  appear angry and worried. 
A)  communicate care and concern. 
B)  threaten the worker's job security. 
C)  make two nice comments for every negative one. 
D)  appear angry and worried.

Question 4

Just punishment informs employees that

Accepted Answer

A)  certain types of misconduct will not be tolerated. 
B)  they will be discharged. 
C)  they will be transferred. 
D)  they will be retrained. 
A)  certain types of misconduct will not be tolerated. 
B)  they will be discharged. 
C)  they will be transferred. 
D)  they will be retrained.

Question 5

When employees observe that another employee has been punished justly, they will often rally on the side of management.

Accepted Answer

A) True 
 B)False

Question 6

A consultant observed that an explosive sexual harassment case usually

Accepted Answer

A)  has a domino effect leading to more cases of sexual harassment. 
B)  encourages other types of deviant behavior on the job. 
C)  increases productivity temporarily because of the excitement. 
D)  decreases productivity temporarily because of gossip and distraction. 
A)  has a domino effect leading to more cases of sexual harassment. 
B)  encourages other types of deviant behavior on the job. 
C)  increases productivity temporarily because of the excitement. 
D)  decreases productivity temporarily because of gossip and distraction.

Question 7

A major contributing factor to performance problems among night-shift workers is that they suffer from

Accepted Answer

A)  acute hunger pangs. 
B)  mental lapses. 
C)  nightmares on the job. 
D)  job burnout. 
A)  acute hunger pangs. 
B)  mental lapses. 
C)  nightmares on the job. 
D)  job burnout.

Question 8

Both the sexual harasser and the person harassed are likely to experience a decrease in performance after the incident.

Accepted Answer

A) True 
 B)False

Question 9

The core of the control model for managing ineffective performers is

Accepted Answer

A)  disciplining workers for substandard performance. 
B)  problem identification and problem solving. 
C)  motivating ineffective performs to do better. 
D)  making clear the sanctions for substandard performance. 
A)  disciplining workers for substandard performance. 
B)  problem identification and problem solving. 
C)  motivating ineffective performs to do better. 
D)  making clear the sanctions for substandard performance.

Question 10

Explain why so many employees become substandard performers.

Accepted Answer

Reasons for substandard performers:
Insu

Question 11

An employee who is poorly motivated will often not sustain enough effort to accomplish the amount of work required to meet standards.

Accepted Answer

A) True 
 B)False

Question 12

A recommended approach to starting a coaching session is for the manager to ask a question.

Accepted Answer

A) True 
 B)False

Question 13

Job performance is considered ineffective when it

Accepted Answer

A)  falls below an accepted standard. 
B)  leads to employee dismissal. 
C)  emphasizes quantity more than quality. 
D)  must be controlled by management. 
A)  falls below an accepted standard. 
B)  leads to employee dismissal. 
C)  emphasizes quantity more than quality. 
D)  must be controlled by management.

Question 14

A core principle of discipline and punishment is for the manager to

Accepted Answer

A)  make clear his or her analysis of the worker's personal weaknesses. 
B)  focus on the person, not the unsatisfactory performance. 
C)  focus on unsatisfactory performance, not the person. 
D)  ignore the first two offenses. 
A)  make clear his or her analysis of the worker's personal weaknesses. 
B)  focus on the person, not the unsatisfactory performance. 
C)  focus on unsatisfactory performance, not the person. 
D)  ignore the first two offenses.

Question 15

Priscilla displays low organizational citizenship behavior when she

Accepted Answer

A)  discovers a leaking faucet in the break lounge but does not report it. 
B)  votes only in national elections. 
C)  votes only in local elections. 
D)  holds open the door for a senior citizen. 
A)  discovers a leaking faucet in the break lounge but does not report it. 
B)  votes only in national elections. 
C)  votes only in local elections. 
D)  holds open the door for a senior citizen.

Question 16

Managers often avoid confrontation because they may have limited skill in criticizing employees.

Accepted Answer

A) True 
 B)False

Question 17

Ineffective performers frequently agree to make improvements but are not really committed to change.

Accepted Answer

A) True 
 B)False

Question 18

A recommended approach for dealing with difficult people is to submit to most of their demands by granting them concessions.

Accepted Answer

A) True 
 B)False

Question 19

Lester, a credit analyst, is caught selling illegal drugs to co-workers. He will most likely receive

Accepted Answer

A)  progressive discipline. 
B)  summary discipline. 
C)  corrective discipline. 
D)  a referral to the EAP. 
A)  progressive discipline. 
B)  summary discipline. 
C)  corrective discipline. 
D)  a referral to the EAP.

Question 20

Which of the following is the most recommended approach to dealing with a difficult employee?

Accepted Answer

A)  Avoid humor about the problem being caused. 
B)  Judge the person quickly 
C)  Explain the importance of teamwork. 
D)  Stand fast and do not make unwarranted concessions. 
A)  Avoid humor about the problem being caused. 
B)  Judge the person quickly 
C)  Explain the importance of teamwork. 
D)  Stand fast and do not make unwarranted concessions.

A good time to fire an employee is when you are angry because you will display more genuine emotion.

A "sick building" is a negative job performance factor in which pollutants in the air irritate workers.

A recommended confrontation technique is for the manager to

Just punishment informs employees that

When employees observe that another employee has been punished justly, they will often rally on the side of management.

A consultant observed that an explosive sexual harassment case usually

A major contributing factor to performance problems among night-shift workers is that they suffer from

Both the sexual harasser and the person harassed are likely to experience a decrease in performance after the incident.

The core of the control model for managing ineffective performers is

Explain why so many employees become substandard performers.

An employee who is poorly motivated will often not sustain enough effort to accomplish the amount of work required to meet standards.

A recommended approach to starting a coaching session is for the manager to ask a question.

Job performance is considered ineffective when it

A core principle of discipline and punishment is for the manager to

Priscilla displays low organizational citizenship behavior when she

Managers often avoid confrontation because they may have limited skill in criticizing employees.

Ineffective performers frequently agree to make improvements but are not really committed to change.

A recommended approach for dealing with difficult people is to submit to most of their demands by granting them concessions.

Lester, a credit analyst, is caught selling illegal drugs to co-workers. He will most likely receive

Which of the following is the most recommended approach to dealing with a difficult employee?

The Managers Job

International Management and Cultural Diversity

Ethics and Social Responsibility

Essentials of Planning

Problem Solving and Decision Making

Quantitative Techniques for Planning and Decision Making

Job Design and Work Schedules

Organization Structure, Culture, and Change

Staffing and Human Resource Management

Leadership

Motivation

Communication

Teams, Groups, and Teamwork

Information Technology and E-Commerce

Essentials of Control

Enhancing Personal Productivity and Managing Stress

Filters

Exam 16: Managing Ineffective Performers

A good time to fire an employee is when you are angry because you will display more genuine emotion.

A "sick building" is a negative job performance factor in which pollutants in the air irritate workers.

A recommended confrontation technique is for the manager to

Just punishment informs employees that

When employees observe that another employee has been punished justly, they will often rally on the side of management.

A consultant observed that an explosive sexual harassment case usually

A major contributing factor to performance problems among night-shift workers is that they suffer from

Both the sexual harasser and the person harassed are likely to experience a decrease in performance after the incident.

The core of the control model for managing ineffective performers is

Explain why so many employees become substandard performers.

An employee who is poorly motivated will often not sustain enough effort to accomplish the amount of work required to meet standards.

A recommended approach to starting a coaching session is for the manager to ask a question.

Job performance is considered ineffective when it

A core principle of discipline and punishment is for the manager to

Priscilla displays low organizational citizenship behavior when she

Managers often avoid confrontation because they may have limited skill in criticizing employees.

Ineffective performers frequently agree to make improvements but are not really committed to change.

A recommended approach for dealing with difficult people is to submit to most of their demands by granting them concessions.

Lester, a credit analyst, is caught selling illegal drugs to co-workers. He will most likely receive

Which of the following is the most recommended approach to dealing with a difficult employee?

The Managers Job

International Management and Cultural Diversity

Ethics and Social Responsibility

Essentials of Planning

Problem Solving and Decision Making

Quantitative Techniques for Planning and Decision Making

Job Design and Work Schedules

Organization Structure, Culture, and Change

Staffing and Human Resource Management

Leadership

Motivation

Communication

Teams, Groups, and Teamwork

Information Technology and E-Commerce

Essentials of Control

Enhancing Personal Productivity and Managing Stress

Filters