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Test Disciplinary and Behavior Modification Measures
Agenda
1st QUESTION: What principle should a fair system of penalties for harassment apply?
Chance
Seniority
Sympathy
The principle of proportionality
2nd QUESTION: What should be the tolerance for serious behavior such as physical aggression or discrimination?
Medium tolerance
High tolerance if good salesman
No tolerance and maximum sanction
Low tolerance with warnings
3rd QUESTION: What measure can be applied to a valuable employee if the misconduct is not irreversible?
A pay increase
A commitment to behavioral change and mandatory coaching
A paid vacation
A transfer to a better office
QUESTION 4: What does "conditional opportunity" with an improvement plan mean?
That it is an ultimatum, not a "free pass," where tenure is contingent upon a change in treatment
That all is forgiven
That you can stay the same if you sell a lot
That it's a reward for your work
QUESTION 5: Why is rigorous documentation of the disciplinary action vital?
To waste paper
To bureaucratize the process
To scare the employee
To protect the company legally and send a message of seriousness
QUESTION 6: What must the disciplinary file contain in order to be protected?
Only the letter of dismissal
Only the initial complaint
Discharge letter, proofs, testimonies and clear justification
Resume only
7TH QUESTION: What happens in the event of the slightest recidivism during the probationary period?
A second chance is given
Final termination of employment
Change of boss
Salary is lowered
8th QUESTION: What allows the clear disciplinary matrix in the organization?
Eliminate discretion and favoritism in the application of punishment
Choose whom to punish
Avoid punishing
Increase unjustified dismissals
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