TEST BANK FOR LEADERSHIP AND MANAGEMENT FUNCTIONS IN NURSING 1OTH EDITION MARQUIS HUSTON 2021 ALL CHAPTERS UODATED

Chapter 25 Problem Employees: Rule Breakers, Marginal Employees, and the Chemically or Psychologically Impaired 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 Ans: D Feedback: Constructive discipline uses discipline as a means of helping the employee grow. It is not used as a punitive measure. Destructive discipline focuses more on punishment. The remaining options are not necessarily true statements 2. Which statement concerning self-discipline is true? 1. A) It is one of the least effective forms of discipline 2. B) It decreases as an awareness of the rules and regulations that govern behavior increases 3. C) It increases when employees identify with the goals of the organization 4. D) It is internalized, and thus the leader can do little to create an environment that promotes self-discipline in employees Ans: C Feedback: The highest level and most effective form of discipline is self-discipline. When employees feel secure, validated, and affirmed in their essential worth, identity, and integrity, self-discipline is enhanced. Page 1 3. Which statement about rules is correct? 1. A) If a rule or regulation is worth having, it should be enforced 2. B) Most rule breaking is a result of the actions of a few employees 3. C) Organizations should have as many rules and regulations as possible so employees are clear about what they are to do 4. D) Managers should increase monitoring efforts if a particular rule is constantly broken by many staff members Ans: A Feedback: If a rule or regulation is worth having, it should be enforced. When rule breaking is allowed to go unpunished, other people tend to replicate the behavior of the rule breaker. An organization can have too many rules making enforcement very difficult. Evaluation of a rule that is being constantly broken is more effective than simple increased monitoring. is the process involved in progressive discipline? 4. What 1. A) A written warning precedes verbal warnings 2. B) Formal warnings are followed up with informal warnings 3. C) Written warnings are advocated only in the most serious of offenses 4. D) The initial step is the delivery of a verbal warning by the manager Ans: D Feedback: The first step of the progressive disciplinary process is an informal reprimand or verbal warning. This reprimand is followed by a formal reprimand or written warning when the behavior has not been changed. 5. What would be the most appropriate level of employee discipline for a first infraction of gross mistreatment of a patient? 1. A) Suspension with pay 2. B) Suspension without pay 3. C) Termination 4. D) Written admonishment Ans: C Feedback: For a first infraction of gross mistreatment of a patient, the most appropriate level of employee discipline would probably be termination. The organizations first responsibility is in the protection of patients. 8. Which statement is accurate when describing performance deficiency coaching? 1. A) It is less spontaneous and requires more planning than ongoing coaching 2. B) It is a one-time way of solving problems 3. C) It requires the manager to assume the role of enforcer rather than supporter or enabler 4. D) It occurs as a component of an employees annual performance appraisal Ans: A Feedback: This form of coaching is less spontaneous and requires more managerial planning than ongoing coaching. In performance deficiency coaching, the manager actively brings areas of unacceptable behavior or performance to the attention of the employee and works with him or her to establish a plan to correct deficiencies. Page 3 9. Which statement most accurately describes how discipline in a unionized organization may vary from one that is nonunionized? 1. A) Nonunionized organizations require a demonstration of just cause, whereas unionized organizations do not 2. B) Discipline in nonunionized organizations tends to entail more procedural, legalistic safeguards than unionized organizations 3. C) Only unionized organizations have grievance procedures 4. D) Unionized employees must generally be disciplined according to specific steps and penalties within an established time frame Ans: D Feedback: Unionized employees must generally be disciplined according to specific, pre- established steps and penalties within an established time frame. The remaining options do not accurately describe unionized organizational discipline procedures.