LSUS MHA 702 Ch 14 With Complete Solution
lending to the problems of the adults that they supervise.
Most managers have more than enough to do without.
people-related problems
__________ are part of the job for any supervisor.
work, home, or both.
Employee problems can be related to.
separate the person on the job completely from the person off the job.
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.
A supervisor must take notice when.
an employees personal problems.
Negative effects on operations can be caused by.
problems.
An employee's poor performance may be an indicator of.
approach their employees in a manner that is respectful of their right to privacy.
Supervisors who suspect that personal problems are behind the declines in
performance must.
,is not the business of a manager.
Events in an individual's private life.
are
Supervisors must address the _____ of behavior & not attempt to find the cause.
do not
seek personal information.
Do not, under any circumstances, .
listen & refer employees for help
Effective supervisors ____________ - employee health service or an organization's
employee assistance program.
wise supervisors do not respond to such requests.
Even if employees disclose their problems & seek advice, .
correction - bringing about better results.
The most important reason for intervention is.
either poor employee performance or unacceptable employee behavior.
Poor performance is a result of.
must be made between actual performance problems versus genuine behavior
problems.
There must be a.
different approaches.
Various problems require.
, Performance Problems
.are inability to meet the job's expectations or standards cannot perform the job.
Behavior Problems
.are infractions of policy or work rules will not perform the job.
employees always have a right to know what is expected of them.
Whether related to performance or behaviour,.
unreasonable
If employer expectations were not properly communicated to the employee, it is
_________ to expect perfect performance or behaviour from the employee.
weak orientation or poor training.
Performance problems, particularly those that happen early on in a person's
employment, are often due to.
decide on steps to correct the difficulty and a time frame for action.
Once the problem has been identified, a manager must have to.
The supervisor should meet privately with the employee to discuss the perceived
difficulty & elicit the employee's views & perspectives.
After verifying the exact problem,.
Depending upon the circumstances,.
Do everything reasonable to gain an employee's consent
Supervisor should __________________________regarding the nature of the problem &
what should be done to correct it.
Incorrect
Sometimes the supervisor is.
measurable objectives, checkpoints & a timeline.
lending to the problems of the adults that they supervise.
Most managers have more than enough to do without.
people-related problems
__________ are part of the job for any supervisor.
work, home, or both.
Employee problems can be related to.
separate the person on the job completely from the person off the job.
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.
A supervisor must take notice when.
an employees personal problems.
Negative effects on operations can be caused by.
problems.
An employee's poor performance may be an indicator of.
approach their employees in a manner that is respectful of their right to privacy.
Supervisors who suspect that personal problems are behind the declines in
performance must.
,is not the business of a manager.
Events in an individual's private life.
are
Supervisors must address the _____ of behavior & not attempt to find the cause.
do not
seek personal information.
Do not, under any circumstances, .
listen & refer employees for help
Effective supervisors ____________ - employee health service or an organization's
employee assistance program.
wise supervisors do not respond to such requests.
Even if employees disclose their problems & seek advice, .
correction - bringing about better results.
The most important reason for intervention is.
either poor employee performance or unacceptable employee behavior.
Poor performance is a result of.
must be made between actual performance problems versus genuine behavior
problems.
There must be a.
different approaches.
Various problems require.
, Performance Problems
.are inability to meet the job's expectations or standards cannot perform the job.
Behavior Problems
.are infractions of policy or work rules will not perform the job.
employees always have a right to know what is expected of them.
Whether related to performance or behaviour,.
unreasonable
If employer expectations were not properly communicated to the employee, it is
_________ to expect perfect performance or behaviour from the employee.
weak orientation or poor training.
Performance problems, particularly those that happen early on in a person's
employment, are often due to.
decide on steps to correct the difficulty and a time frame for action.
Once the problem has been identified, a manager must have to.
The supervisor should meet privately with the employee to discuss the perceived
difficulty & elicit the employee's views & perspectives.
After verifying the exact problem,.
Depending upon the circumstances,.
Do everything reasonable to gain an employee's consent
Supervisor should __________________________regarding the nature of the problem &
what should be done to correct it.
Incorrect
Sometimes the supervisor is.
measurable objectives, checkpoints & a timeline.
