Ch12 Test Bank Docx Discipline

Walker Supervision in the Hospitality Industry, 9th Edition

Test Bank and Answer Key

Chapter 12 Discipline

True/False Questions

• 1. A supervisor who is relaxed about enforcing rules is likely to have fewer discipline problems than one who enforces rules promptly and consistently.
  2. Negative discipline is a system based on human relations theories.
  3. Most employees really want to obey the rules and do their jobs well.
  4. Maintaining and administering discipline is the responsibility of the supervisor.
  5. Two very different approaches to discipline are negative discipline and progressive discipline.
  6. The only way to keep people from breaking the rules is to punish the rule-breakers.
  7. A uniform discipline system is one prescribes the same penalty for every offense.
  8. It is a mistake to threaten disciplinary action and not carry out the threat.
  9. Because of the possibility of a discrimination suit, it is important to keep complete records of all disciplinary actions.
  10. Leave with pay is the final step in a system of positive discipline.

Multiple-Choice Questions

1. According to the text, many people who use positive discipline report that about ______% of the time, employees decide to come back and follow the rules.

1. 50
2. 99
3. 75
4. 25
5. 60

2. Which of the following models of discipline consists of the following: warning, immediate response, consistency, and is kept impersonal?

1. Hot stove
2. Theory X
3. Theory Y
4. Progressive

3. A common consequence of punishing a rule-breaker is:

a. to deter others from breaking rules.

b. to make the person punished feel angry, defensive, and hostile.

c. to turn the rule-breaker into a chronic troublemaker.

d. All of the above.

e. a and c

4. All but which one of the following offenses are causes for termination?

a. Insubordination

b. Excessive absenteeism and/or lateness

c. A bad attitude

d. Consistently substandard work

e. Both c and d.

5. It is illegal to:

a. discipline a member of a minority group or other person protected by equal employment opportunity laws.

b. discipline one person more severely than you do others.

c. terminate a person due to insubordination.

d. give preferential treatment.

e. Both a and b.

6. It is a mistake to:

a. start out by enforcing all rules strictly.

b. enforce rules that employees think are unfair.

c. take disciplinary action when you are angry.

d. take immediate action when a worker has broken a rule.

e. Both a and c.

7. Which of the following models of discipline consists of oral warning, written warning, punishment, and termination?

1. Progressive
2. Fear and punishment
3. Hot stove
4. Both a and b
5. All of the above.

8. A positive discipline system:

a. costs more than negative discipline because you must pay for both the decision-making leave and the replacement worker.

b. keeps many discipline problems from arising.

c. is easy to convert to.

d. invariably turns problem workers into cooperative, law-abiding employees.

e. All of the above.

9. The traditional stages of disciplinary action in a progressive system are:

a. oral reminder, written reminder, decision-making leave, termination.

b. oral warning, written warning, layoff with pay, termination.

c. reprimand, day layoff, week layoff, discharge.

d. coaching and correction, reminder, reprimand, unpaid layoff, demotion, discharge.

10. Which of the following ways of dealing with a marginal worker is least desirable?

a. Coaching to improve performance

b. Trying out the worker in a different job

c. Dehiring

d. Firing

11. Discipline is defined as a:

1. condition or state of orderly conduct and compliance with rules.
2. the use of fear and punishment to correct unacceptable behaviors.
3. action to ensure orderly conduct and compliance to the rules.
4. Both a and c
5. Both a and b

12. The order of steps in the discipline process is:

1. establish and communicate ground rules, evaluate employee performance and conduct, reinforce employees for appropriate performance and conduct, work with them to improve when necessary.
2. evaluate employee performance and conduct, establish and communicate ground rules, reinforce employees for appropriate performance and conduct, work with them to improve when necessary.
3. evaluate employee performance and conduct, work with them to improve when necessary, establish and communicate ground rules, reinforce employees for appropriate performance and conduct.
4. establish and communicate ground rules, evaluate employee performance and conduct, reinforce employees for appropriate performance and conduct, terminate when necessary.

13. Negative discipline is:

1. maintaining discipline through fear and punishment, with progressively severe penalties for rule violations.
2. a demotivator.
3. never successful at turning chronic rule-breakers into cooperative employees.
4. All of the above
5. a and c only

14. Up to ______ % of the time, people do not know that they are doing something that they are not supposed to be doing.

1. 50
2. 90
3. 75
4. 45

15. People are mostly good, they will work willingly, they want to learn, they welcome responsibility, and they are capable of self-direction and self-discipline. This is which view of people?

1. Theory X
2. Altruistic
3. Traditional
4. Theory Y
5. Theory Z

16. Due process refers to:

1. employees’ rights to self-defense in a disciplinary process.
2. employers’ rights to self-defense in a disciplinary process.
3. employees rights to move up the ladder after a given time period.
4. the processing of paperwork following disciplinary action.

17. Which of the following models of discipline consists of the following: oral reminder, written reminder, and termination?

1. Negative
2. Hot stove
3. Progressive
4. Positive
5. My way or the highway

18. A dehire is:

1. making an employee want to leave suggestively.
2. a form of just cause termination.
3. deciding not to hire an employee during the probationary period.
4. None of the above.

19. Negative discipline is usually used by:

1. Theory Y–style management
2. Theory X–style management
3. Humanistic management
4. Both a and b
5. All of the above.

20. Which of the following is not one of the problems of shifting from the negative approach to the positive?

1. Accepting the idea of paying an employee to stay home and think things over.
2. Shaking the loose habits of thinking in terms of punishment.
3. High turnover.
4. Both a and b

21. A system of specific penalties for each violation of each company rule to be applied uniformly throughout a company is known as:

a. Uniform discipline system

b. Employee assistance program

c. Negative discipline

d. Positive discipline

e. None of the above.

22. Which of the following is not a mistake to avoid when disciplining employees?

a. Waiting too long to take action

b. Touching someone when you are disciplining

c. Being inconsistent

d. Criticizing the behavior instead of the person

e. Both b and c

23. Employee termination based on the commission of an offense that affected detrimentally the specific work done or an operation as a whole is known as:

a. dehiring.

b. just-cause termination.

c. firing.

d. decision-making leave with pay.

e. due process.

1. EAP stands for:
   1. equal action plan.
   2. emotional assistance program.
   3. employee assistance program.
   4. employee action plan.
   5. None of the above.
2. Which of the following is not a good reaction to an employee who is crying during an interview?
   1. Let the employee cry it out.
   2. Apologize for your actions.
   3. Show concern by offering a tissue.
   4. Stay calm and businesslike.
   5. Offer something to drink.
3. Which of the following is an inappropriate reason for terminating an employee?
   1. Race, color, gender, or national origin
   2. Because she is pregnant
   3. In retaliation for filing discriminatory charges
   4. Both a and b
   5. All of the above.
4. The first essential of successful discipline should include:
   1. company policies, regulations, and directives that apply to your department.
   2. work rules relating to hours, tardiness, sick days, conduct on the job, etc.
   3. legal requirements and restrictions.
   4. a and c
   5. All of the above.
5. A clear and effective disciplinary policy offers many benefits, including:
   1. clear guidelines for employee behavior.
   2. good morale for other employees.
   3. protection against lawsuits.
   4. Both a and b
   5. All of the above.
6. Which of the following is not part of the third essential guidelines model for administering discipline?
   1. Give warning
   2. Immediate response
   3. Consistency
   4. Personal
   5. Both b and d
7. In order to maintain good discipline with a minimum of hassles, threats, and disciplinary actions, leaders should:
   1. follow the rules themselves.
   2. create and maintain a positive work environment.
   3. establish good person-to-person relations.
   4. act consistent and fair.
   5. All of the above.