LSUS MHA 702 CH 14 EXPERT QUESTIONS AND
ANSWERS
Lending to the problems of the adults that they supervise.. ANSWER -Most managers have
more than enough to do without...
people-related problems. ANSWER -__________ are part of the job for any supervisor.
work, home, or both.. ANSWER -Employee problems can be related to...
separate the person on the job completely from the person off the job.. ANSWER -Sadly, it is
not possible to...
an individual's personal problems are affecting work through deteriorating performance,
reduced productivity, or disruption of a department's ability to operate normally.. ANSWER -A
supervisor must take notice when...
an employees personal problems.. ANSWER -Negative effects on operations can be caused by...
problems.. ANSWER -An employee's poor performance may be an indicator of...
approach their employees in a manner that is respectful of their right to privacy.. ANSWER -
Supervisors who suspect that personal problems are behind the declines in performance must...
is not the business of a manager.. ANSWER -Events in an individual's private life...
results. ANSWER -Supervisors must address the _____ of behavior & not attempt to find the
cause.
probe for personal information.. ANSWER -Do not, under any circumstances, ...
listen & refer employees to appropriate help. ANSWER -Effective supervisors ____________ -
employee health service or an organization's employee assistance program.
wise supervisors do not respond to such requests.. ANSWER -Even if employees reveal their
problems & ask for advice, ...
correction - improving outcomes.. ANSWER -The primary purpose of intervention is...
either declining employee performance or suboptimal employee behavior.. ANSWER -Poor
outcomes stem from...
separate performance problems from true behavior problems.. ANSWER -It is essential to...
different approaches.. ANSWER -Different problems require...
1
, Performance problems. ANSWER -...relate to meeting the expectations or requirements of a
job (cannot do the work).
Behavior problems. ANSWER -...involve violations of policies or work rules (will not do the
work).
employees are always entitled to know what is expected of them.. ANSWER -Whether related
to performance or behavior,....
unreasonable. ANSWER -If employer expectations were not adequately delivered to the
employee, it is __________ to expect perfect performance or behavior from the employee.
weak orientation or inadequate training.. ANSWER -Performance problems, especially those
occurring early in a person's employment, are often the result of...
decide on steps to correct the difficulty and a time frame for action.. ANSWER -After
identifying the problem, a manager must...
the supervisor should meet privately with the employee to discuss the perceived difficulty &
elicit the employee's views & perspectives.. ANSWER -After verifying the exact problem,...
make every reasonable effort to secure an employee's agreement. ANSWER -Supervisor should
__________________________concerning the nature of the problem & what should be done to
correct it.
wrong. ANSWER -Sometimes the supervisor is...
measurable objectives, checkpoints & a timeline.. ANSWER -Together a written plan is
formulated with...
good faith, completely, & on time.. ANSWER -Supervisors must follow-up in...
satisfied. ANSWER -Manager decides if the agreement was...
Manager. ANSWER -.....decides on subsequent steps.
extending the improvement period (in the case of partial improvement), further training, or
dismissal for failure to meet expected evaluation standards.. ANSWER -Outcome options
include....
remediation then repeat of problem. ANSWER -Secondary problem:
repeat performance improvement process; documentation for a second time through the process
should include working to the effect that subsequent performance must remain at or above
standard or the person will be at risk for discharge (3rd strike).. ANSWER -Options when
problem is repeated:
2
ANSWERS
Lending to the problems of the adults that they supervise.. ANSWER -Most managers have
more than enough to do without...
people-related problems. ANSWER -__________ are part of the job for any supervisor.
work, home, or both.. ANSWER -Employee problems can be related to...
separate the person on the job completely from the person off the job.. ANSWER -Sadly, it is
not possible to...
an individual's personal problems are affecting work through deteriorating performance,
reduced productivity, or disruption of a department's ability to operate normally.. ANSWER -A
supervisor must take notice when...
an employees personal problems.. ANSWER -Negative effects on operations can be caused by...
problems.. ANSWER -An employee's poor performance may be an indicator of...
approach their employees in a manner that is respectful of their right to privacy.. ANSWER -
Supervisors who suspect that personal problems are behind the declines in performance must...
is not the business of a manager.. ANSWER -Events in an individual's private life...
results. ANSWER -Supervisors must address the _____ of behavior & not attempt to find the
cause.
probe for personal information.. ANSWER -Do not, under any circumstances, ...
listen & refer employees to appropriate help. ANSWER -Effective supervisors ____________ -
employee health service or an organization's employee assistance program.
wise supervisors do not respond to such requests.. ANSWER -Even if employees reveal their
problems & ask for advice, ...
correction - improving outcomes.. ANSWER -The primary purpose of intervention is...
either declining employee performance or suboptimal employee behavior.. ANSWER -Poor
outcomes stem from...
separate performance problems from true behavior problems.. ANSWER -It is essential to...
different approaches.. ANSWER -Different problems require...
1
, Performance problems. ANSWER -...relate to meeting the expectations or requirements of a
job (cannot do the work).
Behavior problems. ANSWER -...involve violations of policies or work rules (will not do the
work).
employees are always entitled to know what is expected of them.. ANSWER -Whether related
to performance or behavior,....
unreasonable. ANSWER -If employer expectations were not adequately delivered to the
employee, it is __________ to expect perfect performance or behavior from the employee.
weak orientation or inadequate training.. ANSWER -Performance problems, especially those
occurring early in a person's employment, are often the result of...
decide on steps to correct the difficulty and a time frame for action.. ANSWER -After
identifying the problem, a manager must...
the supervisor should meet privately with the employee to discuss the perceived difficulty &
elicit the employee's views & perspectives.. ANSWER -After verifying the exact problem,...
make every reasonable effort to secure an employee's agreement. ANSWER -Supervisor should
__________________________concerning the nature of the problem & what should be done to
correct it.
wrong. ANSWER -Sometimes the supervisor is...
measurable objectives, checkpoints & a timeline.. ANSWER -Together a written plan is
formulated with...
good faith, completely, & on time.. ANSWER -Supervisors must follow-up in...
satisfied. ANSWER -Manager decides if the agreement was...
Manager. ANSWER -.....decides on subsequent steps.
extending the improvement period (in the case of partial improvement), further training, or
dismissal for failure to meet expected evaluation standards.. ANSWER -Outcome options
include....
remediation then repeat of problem. ANSWER -Secondary problem:
repeat performance improvement process; documentation for a second time through the process
should include working to the effect that subsequent performance must remain at or above
standard or the person will be at risk for discharge (3rd strike).. ANSWER -Options when
problem is repeated:
2
