Q&A Hero

Q: (p. 282) Which type of leader gives group members full autonomy and allows them to do as they please? A. Laissez-faire B. Democratic C. Autocratic D. Relational

Q: (p. 281) Identify the incorrect statement about informal leaders. A. Informal leaders generally emerge because they are viewed by the group as filling its needs. B. A group's informal leader may change as the group's needs change. C. It is not unusual for a work team to have an informal leader in addition to the supervisor. D. Informal leaders are generally appointed by the organization.

Q: (p. 289) Employees often expect the supervisor to structure their behavior.

Q: (p. 289) Under emergency or high-pressure situations, emphasis on the work is desirable and often preferred by employees.

Q: (p. 289) Morale usually refers to the general attitude and the overall level of satisfaction of the group.

Q: (p. 288) Directive leadership results in the most effective group performance when the situation is either highly favorable or highly unfavorable to the leader.

Q: (p. 288) Team-management style works best in all situations.

Q: (p. 288 Fig 14.4) A middle-of-the-road approach to management is the target for managers when using the Managerial Grid.

Q: (p. 287) The Theory X/Theory Y issue is always a matter of choice by the supervisor.

Q: (p. 287) A Theory X leader would use a more autocratic approach to leadership.

Q: (p. 286) A leader should seek, not avoid, responsibility.

Q: (p. 284) Transformational leaders transform not only the situation but also the followers.

Q: (p. 283 Fig 14.1) Under an autocratic leader, the production is good even in his or her absence.

Q: (p. 283) Supportive leaders generally employ an autocratic style of leadership.

Q: (p. 283) Directive leaders usually give more priority to human feelings over maximizing production.

Q: (p. 283) Most leaders are either extremely supportive leaders or extremely directive leaders.

Q: (p. 282) Leaders who want to build morale are usually sensitive to the employees as human beings.

Q: (p. 282) An autocratic leader wants the employees to share in decision making.

Q: (p. 282) The laissez-faire leader pretty much allows the group members to do as they please.

Q: (p. 281) If a group has an informal leader and a supervisor, this indicates that the supervisor is not a good leader.

Q: (p. 281) Leadership and management are the same.

Q: (p. 281) Supervisors represent formal leaders.

Q: (p. 271) List four suggestions for helping supervisors become effective career counselors.

Q: (p. 270) Give examples of employees who can cause problems.

Q: (p. 269) Under what two conditions are employers not obligated to hire a person addicted to drugs or alcohol?

Q: (p. 268) What are the potential benefits of companies that integrate wellness programs and employee assistance programs?

Q: (p. 267 Table 13.1) List four critical elements that must be present for an employee assistance program to be successful.

Q: (p. 266-267) Describe the types of employee assistance programs.

Q: (p. 265) Explain the three steps of the confrontation process in dealing with troubled employees.

Q: (p. 263) Discuss four ways troubled employees can affect the general environment of the work place.

Q: (p. 261-262) Compare and contrast directive and nondirective counseling.

Q: (p. 261) What are the positive effects that may result from effective supervisory counseling?

Q: (p. 273) Identify the correct statement about a "problem" employee. A. An employee whose job performance is affected by personal problems that cannot be corrected by normal counseling or disciplinary measures. B. An employee who has a negative impact on the organization's performance but whose problem can usually be corrected with counseling and/or discipline. C. Mental or emotional instability is a common cause that creates "problem" employees. D. Alcohol and drug abusers are examples of "problem" employees.

Q: (p. 271) Which of the following is NOT a technique that would help supervisors become effective career counselors? A. Recognize the limits of the process. B. Help employees to consider different alternatives. C. Discuss employees' concerns with their peers. D. Establish an empathetic relationship.

Q: (p. 271) When an employee asks the supervisor to provide career counseling, the supervisor should: A. try to avoid giving advice and call in a trained professional. B. accept the responsibility for each individual's career planning. C. assist the employee by helping him or her evaluate ideas. D. plan and make career decisions for the employee.

Q: (p. 270) If counseling the troubled employee is ineffective, the supervisor should: A. resort to disciplinary actions. B. transfer the employee to other programs until the problem is solved. C. allow time to let the problem correct itself. D. offer the employee a raise to see if more money can correct the problem.

Q: (p. 269) Which of the following acts protects employable, qualified, handicapped employees (including alcohol and drug addicts) from discrimination in employment by federal contractors or subcontractors? A. The Americans with Disabilities Act B. The Civil Service Reform Act C. The Civil Rights Act of 1964 D. The Rehabilitation Act

Q: (p. 268) Wellness programs include all of the following EXCEPT: A. insurance programs. B. periodic medical exams. C. stop-smoking clinics. D. CPR training.

Q: (p. 267) In _______________, the supervisor identifies work-related behavior that needs to be addressed and believes that the EAP can assist in the process. A. self-referral B. recommended referral C. mandatory referral D. company referral

Q: (p. 267) The most common type of EAP is one in which the organization hires a(n): A. in-house professional to diagnose and treat problems. B. outside consultant. C. coordinator to make referrals to proper agencies. D. in-house professional to develop a treatment program.

Q: (p. 266) In the rarest type of EAP found in organizations, _______________. A. diagnosis and treatment are provided by the organization B. the organization hires an outside consultant C. a coordinator evaluates the employee's problems and refers him or her to the proper agency D. a manager within the organization develops a treatment program

Q: (p. 265) Postponing the help needed by a troubled employee: A. may save the company money. B. allows time for the problem to work itself out. C. permits better pretreatment analysis of the issues. D. will not ease the problem.

Q: (p. 265) If an employee becomes hostile when referred to professional counseling, the supervisor should: A. sympathize with the employee's problems. B. postpone the discussion until a future date. C. become adamant in order to get his or her point across. D. remain firm but supportive.

Q: (p. 265) Once a troubled employee has been identified, the supervisor must: A. terminate the employee. B. refer the employee to an EAP. C. confront the employee. D. overlook the problem.

Q: (p. 265) Which of the following is NOT a step that a supervisor should follow while confronting a troubled employee? A. Conduct a performance review. B. Attempt to diagnose the cause of poor performance. C. Refer the employee for counseling and assistance. D. Discuss the consequences of the employee's actions.

Q: (p. 264 Fig 13.1) Which of the following is a change in the personality of a troubled employee that affects working relationships? A. Insubordination B. Reduced output C. Unexcused absences D. Leaving workstation without permission

Q: (p. 263) Until recent years, most organizations attempted to: A. avoid the employee's non-job-related problems. B. help rehabilitate problem employees. C. retain employees however possible. D. implement a variety of help programs.

Q: (p. 263) The primary result of bringing personal problems to the workplace is: A. reduced productivity. B. reduced turnover. C. increased efficiency. D. zero absenteeism.

Q: (p. 262) Identify the correct statement about nondirective counseling. A. The supervisor takes the initiative and asks the employee questions about a problem. B. Instead of asking open-ended questions, the supervisor asks pointed questions. C. When the supervisor feels that he or she has a good grasp of what is causing the problem, he or she suggests several steps that the employee might take to overcome the problem. D. This approach is suggested for most situations because it tends to create an environment in which the employee is encouraged to come up with solutions.

Q: (p. 262) The last step in the general approach for counseling employees is to: A. document the meeting. B. describe the observations. C. schedule a follow-up meeting. D. identify the problem-solving techniques.

Q: (p. 262) The first step in the general approach for counseling employees is to: A. document the meeting. B. describe the observations. C. schedule a follow-up meeting. D. identify the problem-solving techniques.

Q: (p. 261) Which of the following is NOT a positive effect resulting from supervisory counseling of an employee? A. Reassurance B. Release of emotional tension C. Clarification of his or her thinking D. Moralizing on the effects of drug abuse

Q: (p. 271) The primary responsibility for developing a career plan for the employee lies with the supervisor.

Q: (p. 270) The "evangelist" is an example of an employee who does not cause problems.

Q: (p. 270) In a unionized organization, the supervisor has the added responsibility of informing the union steward of the employee's participation in an assistance program.

Q: (p. 268) Wellness programs are designed to prevent illness and enhance employee well-being.

Q: (p. 267) Studies have shown that company-based employee assistance programs can reduce absenteeism significantly.

Q: (p. 266) The supervisor bears the primary responsibility for evaluating the extent of rehabilitation.

Q: (p. 265) All organizations have company-based employee assistance programs.

Q: (p. 265) To encourage participation, the supervisor should emphasize that the employee's job will be in jeopardy unless he or she accepts assistance.

Q: (p. 265) Moralizing on the effects of drug abuse or other problems is part of the supervisor's job.

Q: (p. 265) When confronting the troubled employee, the supervisor should restrict criticism and discussion to job performance.

Q: (p. 265) When confronting the troubled employee, the supervisor should be as specific as possible.

Q: (p. 264) By overlooking poor job performance, the problem will often go away on its own.

Q: (p. 264) The supervisor should become concerned only when personal problems interfere with an employee's work performance.

Q: (p. 263) Organizations are attempting to rehabilitate troubled employees than terminating them since it saves the cost of hiring and training a new employee.

Q: (p. 263) Substance abuse results in increased productivity and increased work quality.

Q: (p. 262) In supervisory counseling, the supervisor should attempt to solve the problem himself or herself first before allowing the employee to resolve it.

Q: (p. 262) When the job performance of an employee is affected by personal problems that normal counseling or disciplinary measures cannot correct, the employee is usually diagnosed as a troubled employee.

Q: (p. 261) In directive counseling, the employee takes most of the responsibility and initiative, and the supervisor serves mostly as a listener.

Q: (p. 261) Supervisory counseling should always take place in a private and quiet setting.

Q: (p. 261) A supervisor should attempt to counsel an employee with severe personal problems.

Q: (p. 255) What are the courts' rulings in the case of employment discrimination on the basis of sexual orientation?

Q: (p. 254) Define undue hardship.

Q: (p. 254) What are the guidelines proposed by the EEOC as mentioned in the 1980 Guidelines on Religious Discrimination?

Q: (p. 252) Define sexual harassment.

Q: (p. 251) Write a short note on the standards for determining disciplinary action for employees. When is disciplinary action for employees considered illegal? Give an example.

Q: (p. 249) What are the differences between affirmative actions and equal employment opportunity laws?

Q: (p. 248) What is affirmative action?

Q: (p. 248) When can age be considered a BFOQ?