Deck 25: Problem Employees: Rule Breakers, Marginal Employees, and the Chemically or Psychologically Impaired

Question 1

What is the primary difference between constructive and destructive discipline?

A) The manager is friendlier to the employee in constructive discipline than in destructive discipline, so that the employee likes the manager as a person
B) Constructive discipline includes verbal and written reprimands, whereas destructive discipline includes suspension without pay and termination
C) The person who has received constructive discipline always appreciates and believes the feedback given, whereas it is resented and disbelieved in destructive discipline
D) Constructive discipline helps the person to grow and to behave in a manner that allows him or her to be self-directive in meeting organizational goals. Destructive discipline focuses more on punishment

Answer 1

Constructive discipline helps the person to grow and to behave in a manner that allows him or her to be self-directive in meeting organizational goals. Destructive discipline focuses more on punishment

Question 2

Which statement concerning self-discipline is true?

A) It is one of the least effective forms of discipline
B) It decreases as an awareness of the rules and regulations that govern behavior increases
C) It increases when employees identify with the goals of the organization
D) It is internalized, and th us the leader can do little to create an environment that promotes self-discipline in employees

Answer 2

It increases when employees identify with the goals of the organization

Question 3

Which statement about rules is correct?

A) If a rule or regulation is worth having, it should be enforced
B) Most rule breaking is a result of the actions of a few employees
C) Organizations should have as many rules and regulations as possible so employees are clear about what they are to do
D) Managers should increase monitoring efforts if a particular rule is constantly broken by many staff members

Answer 3

If a rule or regulation is worth having, it should be enforced

Question 4

What is the process involved in progressive discipline?

A) A written warning precedes verbal warnings
B) Formal warnings are followed up with informal warnings
C) Written warnings are advocated only in the most serious of offenses
D) The initial step is the delivery of a verbal warning by the manager

Question 5

What would be the most appropriate level of employee discipline for a first infraction of gross mistreatment of a patient?

A) Suspension with pay
B) Suspension without pay
C) Termination
D) Written admonishment

Question 6

Which statement accurately describes a disciplinary conference?

A) It is generally a highly charged emotional event, so the manager should try to soften criticisms to reduce the employee's defensiveness
B) It should be scheduled in advance at a time agreeable to both the employee and the manager
C) When it is held in front of peers it can be used as a teaching tool
D) It requires the manager to adopt nurturing and counseling roles

Question 7

What should an employee expect when a manager terminates his/her employment for continuous rule breaking?

A) The employee will be escorted from the building by security staff
B) The employee will be allowed to work out a 2-week termination period
C) The manager will describe what, if any, references will be supplied to future employers
D) The manager will arran ge for a meeting between the employee and senior administration

Question 8

Which statement is accurate when describing performance deficiency coaching?

A) It is less spontaneous and requires more planning than ongoing coaching
B) It is a one-time way of solving problems
C) It requires the manager to assume the role of enforcer rather than supporter or enabler
D) It occurs as a component of an employee's annual performance appraisal

Question 9

Which 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 steps and penalties within an established time frame

Question 10

What does the filing of a grievance by an employee do?

A) It serves as evidence that a manager's actions have been unfair or arbitrary
B) It means that the conflict will have to be resolved in arbitration
C) It negates the need for the manager to attempt to solve the conflict through communication, negotiation, compromise, or collaboration
D) It requires a great deal of time and energy from both the employee and the manager

Question 11

What action will the manager take when implementing the second step in the progressive disciplinary process?

A) Suspend the employee from work for a specified period of time
B) Explain in detail the nature of the inappropriate behavior
C) Complete a formal written reprimand
D) Verbally instruct the employee not to repeat the infraction

Question 12

A nursing aide has been given a formal written warning regarding arguing repeatedly with the team leader about the given assignment. Today the nursing aide has taken four lengthy personal phone calls during work time. This is the first offense of this nature. How will the manager deal with this disciplinary situation?

A) Provide a verbal warning that includes the rules related to personal telephone calls
B) Determining whether there is a legitimate personal problem that justifies the telephone calls
C) Presenting the nursing aide with a formal written reprimand
D) Suspending the nursing aide for a week

Question 13

How do managers view their responsibility to discipline staff?

A) It is a necessary means for controlling an unmotivated and self-centered workforce
B) It is a "Big stick" that management can use to eliminate behavior that conflicts with organizational goals
C) It is a means to assist in the development of self-discipline in an employee
D) It is necessary to the organization if established rules are to be enforced

Question 14

What is the manager's role when dealing with employees who break the rules?

A) To terminate their employment
B) To be a good listener
C) To act as counselor
D) To ensure organizational goals are met

Question 15

Which statement is true regarding chemical addiction among nursing professionals?

A) Most chemically impaired nurses obtain drugs by stealing them from work
B) Morphine is the most commonly abused drug by nurses
C) Most nurses obtain their drugs on the street and avoid taking drugs from work
D) Most chemically impaired nurses cannot be diverted from drug use

Question 16

Which statement concerning the recognition of chemical impairment in an employee is correct?

A) It is relatively easy to identify employees who are chemically impaired
B) It is easier to recognize if the employee is impaired by alcohol than by drugs
C) Impairment should result in an immediate intervention by the manager
D) Impairment must be supported by data gathering before intervention occurs

Question 17

What is the most common initial response of an employee to a manager's confrontation regarding suspected chemical impairment?

A) Emphatic denial and defensiveness
B) Reluctant acceptance
C) Gratefulness for finally being discovered
D) Silence

Question 18

Which statement identifies a truth regarding the generally accepted plan for the reentry of the chemically impaired employee into the workplace?

A) It is successful in only a small number of cases despite active treatment programs
B) It is discouraged by the board of registered nursing
C) It should not occur until 3 years after the employee has completed the treatment program
D) It often includes an employer requirement that the employee agree to random urine screening on request by the employer

Question 19

Which statement represents a correct statement regarding the identification and assisting interventions provided employees with substance abuse problems?

A) It is done as an altruistic and benevolent action by the organization
B) It should not be undertaken by management or the personnel department
C) It should include screening that focuses on early detection
D) Is best handled through disciplinary action of the personnel department

Question 20

Which statement is true concerning the management of an employee who performs at the marginal level?

A) Marginal performance is generally a result of employee burnout
B) Poor motivation is the most common reason for marginal performance
C) Improving skill should be the focus when assisting the marginal employee
D) Some marginally performing employees will never improve their function levels

Question 21

What is the manager's initial progressive initial response when a staff member is caught stealing $3.00 from a patient's bedside stand?

A) Dismissal
B) Suspension
C) Written notice
D) Verbal notice

Question 22

Which statement accurately describes the initial deterrent against breaking a rule according to McGregor's Hot Stove Rules?

A) All discipline should be administered immediately after rules are broken
B) Each time the rule is broken; there are immediate and consistent consequences
C) All employees must know the rule beforehand and be aware of the punishment
D) Everyone must be treated in the same manner when the rule is broken

Question 23

What is the principle that guides constructive discipline?

A) Constructive discipline is punitive in its nature
B) The focus of constructive discipline is employee growth
C) Constructive discipline employs the manager as a resource not a helper
D) Behavior modification is the desired outcome of constructive discipline

Question 24

Which is a management function associated with dealing with a problem employee?

A) Forewarns the employee of the consequences of breaking a rule
B) Encourages employees to be self-disciplined in conforming to rules
C) Serves in the role of coach in performance deficiency coaching
D) Recognizes and reinforces the intrinsic self-worth of each employee

Question 25

What is the fundamental rational for conducting a disciplinary conference for a staff member who has failed to significantly modify the practice of arriving late for assigned shifts?

A) This behavior disrupts the efficiency of the nursing team
B) The tardiness is costing the facility money
C) This behavior encourages other staff to disregard rules
D) The problem will get worse if it is ignored