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supervision concepts skill
Supervision Concepts And Practices Of Management 13th Edition Edwin C. Leonard, Kelly A. Trusty - Solutions
Do you think that some of CMC’s stakeholders will be outraged if Marty Johnson’s comments became public knowledge? p-635
What would you do to quickly resolve the problems that the survey identified and were exemplified by Marty’s postings? p-635
What might management do to increase the levels of trust, cooperation, and cohesiveness among employees? p-635
Refer to question 5 of Personal Skill Builder 14-1.a. Assuming that Marty’s performance has been satisfactory according to all factors used in CMC’s performance evaluations, should he be retained as an employee?What restrictions would you place on him, if any?b. Assuming that Marty’s
Discuss the basis and importance of positive discipline in an organization. LO5
Identify disciplinary situations that violate standards of conduct and discuss the need to confront those situations appropriately.. LO5
Identify approaches that ensure proper action for just cause.. LO5
Describe and discuss the application of progressive discipline.. LO5
Explain the “hot stove rule” approach to discipline.. LO5
Discuss the need to document disciplinary actions and to provide the right of appeal.. LO5
Differentiate between the “discipline without punishment” approach and other alternatives to progressive discipline.. LO5
Recognize the importance of“fairness” in the disciplinary process.. LO5
Are all or most of the facts available, and are they reported accurately? That is, can the alleged offense be proved by direct or circumstantial evidence, or is the allegation based merely on suspicion?. LO5
How serious is the offense (minor, major, or intolerable)?. LO5
Were others involved in or affected by the offense?. LO5
Were company funds or equipment involved?. LO5
Was there damage to the organization’s reputation, product or service quality, personal injury, or other identifiable harm?. LO5
Did the employee know the rule, standard, and/or expectations?. LO5
Does the employee have a reasonable excuse, and are there any extenuating circumstances?. LO5
What is the employee’s disciplinary record, length of service, and performance level?. LO5
Does the offense indicate carelessness, absentmindedness, or loss of temper?. LO5
How does this employee react to constructive criticism?. LO5
Should the employee receive the same treatment others have had for the same offense? If not, is it possible to establish a basis for differentiating the present alleged offense from past offenses of a similar nature?. LO5
Is all the necessary documentation available in case the matter leads to outside review?. LO5
Employee discipline can be thought of as the degree to which employees act according to expected standards of behavior. If employee morale is high, discipline will likely be positive and the supervisor will probably not have to take disciplinary action.Supervisors should recognize that most
Many employers have codes of ethics that describe in broad terms their enterprise values and ethical requirements. Ethical codes and conflict-of-interest policies usually include procedures for reporting possible violations.. LO5
Most organizations have written rules and regulations with definitions of infractions and possible penalties for infractions. Rules typically address areas of attendance, work scheduling, job performance, safety, and improper behavior. When infractions occur, supervisors must take appropriate
Supervisors should take disciplinary action with the objective of improving employees’ behavior. Before disciplining, the supervisor must first investigate the situation thoroughly. Disciplinary actions should be for just (proper) cause. Emotional and physical responses should be avoided. The
A number of progressively severe disciplinary actions, ranging from an informal talk to a warning, suspension, and discharge, are open to a supervisor as choices, depending on the circumstances and nature of the infraction. The supervisor’s purpose in taking disciplinary action should be to
Taking disciplinary action can be unpleasant for both the employee and the supervisor. To reduce the distasteful aspects, disciplinary action should fulfill as much as possible the requirements of the hot stove rule. These requirements are advance warning, immediacy, consistency, and
Documentation of a supervisor’s disciplinary action is important to substantiate the reasons for the action. This is especially important if there is appeal of the disciplinary decision to higher-level management through a grievance or complaint procedure.In the interest of fairness, an appeal
The discipline without punishment approach uses extensive coaching and counseling as preliminary steps. If there is no improvement in the employee’s performance, a paid decision-making leave may be imposed on the employee to force the employee to decide whether to commit to improving or to be
Another challenge for supervisors is to treat people fairly in the workplace. Finding answers to the question, “What is fair?” is not an easy task. Supervisors need to use good communication skills to understand what employees perceive as fair. Supervisors need to understand how employees might
Identify appropriate standards and expectations; progressive discipline and due process are linked to employee disciplinary actions.. LO5
During a major exam, you notice that the student sitting across the aisle from you is apparently cheating. It appears that he (your school’s star athlete) is using his cell phone to get information to answer the questions. What would you do, if anything? Why? If he is caught and confesses to
Discuss the relationship between discipline and morale.Evaluate the following statement: “Discipline should be directed against the act and not against the person.”. LO5
Why should supervisors be unafraid to confront disciplinary situations when they occur? What is meant by “disciplinary action should have just cause”?. LO5
Define and evaluate each of the following elements of the hot stove rule:. LO5a. Advance warningb. Immediacyc. Consistencyd. Impersonality
Why is fair treatment important to people? How might thoughts of “It’s not fair!” affect an employee’s behavior?Look at question 2 above; the student who is apparently cheating does not get caught. He gets an A and you get a C.a. On the next exam, it appears that he is cheating. What would
Why should employees or a student have the right to appeal any disciplinary action that is taken? Look at your school’s handbook. Does it prescribe an appeal procedure? In your opinion, does it provide fairness? If not, what changes would you suggest?. LO5
Understanding and relationship-building: How could you get to know the people you supervise and what motivates them?A. It’s enough to know what shifts they’re on and whether they show up.B. Invite them to a company picnic.C. Count the number of people who complain about money and the number
Interaction: How often should you “manage by walking around”?A. Never. It isn’t appropriate to interact casually with subordinates.B. At least once a week to touch base, answer questions, recognize achievements, assess progress, and see what can be improved around the organization.C. During
Appreciation: How would you communicate to your team that you appreciate them?A. With a paycheck. If they get paid well, what else do they want?B. I would bring coffee in for everyone about once every six months.C. I would praise my staff and share their accomplishments with my boss.D. I thank
Delegation: How do you feel about delegating work to subordinates?A. I would actively delegate, starting with simple tasks, then increasing their complexity as employees increase their proficiencies.B. I don’t think I would trust subordinates to work independently.C. I wouldn’t delegate. It is
Unity of Command: How would your team know that you are the leader?A. If they made one mistake and they’d be out the door.B. I would be buddies with them and try not to let them know I’m watching them.C. They would see the word “Manager” next to my name in the company directory.D. They
Empowerment: Would you let your staff make important decisions?A. I would let them decide who is going to make the coffee.B. Only if we were doing well. Otherwise they would just make things worse.C. Yes, starting with decisions that have small impacts.We would evaluate their rationale and the
Recognition: If YOUR boss praised a report done by one of your subordinates, what would you do?A. Affirm the feedback, thank your boss, and share the praise with your employee.B. Take credit for the report and thank your boss for her kind words.C. Act surprised and explain that you are astonished
Empathy: An employee seems stressed out and begins to tell you about the marital problems he has been dealing with.A. Shout “Get back to work! The project needs to get done right away. I don’t have time to give you a pity party.”B. Start listening, rest your head on your hand, shuffle papers
Taking action: How effectively can you deal with problems among the workers?A. Can I let you know next week?B. I listen to the situation, gather information quickly, act promptly, consistently, and objectively, then I document my actions C. I typically ignore them. They can work it out
Self-assessment: How would you like your team to describe your leadership and management skills?A. I just want them to know who I am.B. I’d like them to think I’m one of the gang.C. I’d like to be known as a hard worker who is fair, firm, encouraging and learns from mistakes.D. The person in
Visit the following Web sites• www.dol.gov and review age discrimination• www.eeoc.gov (correct website is www.eeoc.gov) and review the most current facts on age discrimination. LO5
Question: What are some of the legal and ethical issues in this call particularly as they relate to potential age discrimination?. LO5
Review the hot stove rule discussed in this chapter. How might the four rules apply to the actions you might take with Michael?. LO5
Based on your assessment of Jim Hartman's and Betty Haver's findings, do you think that Michael should be discharged? Why or why not? Remember that this is his first offense.. LO5
Contact to two practicing supervisors (or managers). Briefly share with them the essentials of this You Make the Call!and ask them to recommend what management should do.Was there a difference in the two supervisors’ recommendations? If so, how do you account for the difference?. LO5
Write a two-paragraph paper indicating what you learned from this skill builder.. LO5
Did the management of Marion Hotel conduct an investigation fairly and objectively?. LO5
Was there substantial evidence that purchasing manager Michael May was guilty of stealing from the company?. LO5
Should Michael May have known the rules of the company?. LO5
What would be a proper course of action for management to take?. LO5
If you decide that the appropriate course of action is to fire Michael May for just cause, what actions should management take to make sure that you have everything in order in case he would file an age discrimination charge?Food for thought: If you fired Michael May and three months later you
In your group, using the concepts presented in this and previous chapters, outline an approach you would use to determine whether your assumptions are true.. LO5
If these assumptions can be proven to be true and you believed them to violate university standards of conduct, what would you as a group do? Why?. LO5
In your group, discuss why most employees would not like to be known as the whistleblower.. LO5
If you witnessed another employee taking home office supplies to stock their children’s school supplies, what would you do? In the group’s opinion, does taking office supplies warrant the same concerns as the boss’s behaviors? Explain your reasoning.. LO5
As a group, write a one-page paper explaining what supervisors should do to help employees fully understand the consequences of their actions.. LO5
INTERNET ACTIVITY INTERNET Using the Internet, find at least three sources for coping with a backstabber in the workplace.Carefully review each site for suggestions for dealing with this type of behavior. Based on your findings, what suggestions would you give to Rex Duncan for coping with Brutus?.
How difficult will it be to live within the budget?? K-526
Compare your budget categories with those of several other students. Did you fail to include some possible expenses? If so, why did you forget about them?? K-526
Keep a log of revenue and expenses for the next three months.a. How accurate do you expect your budget to be?b. Why might deviations occur?? K-526
Will you need to secure additional sources of income (loans, etc.) or reduce your expenses. Why or why not?? K-526
Identify your sources of revenue for the next three months.? K-526
Estimate your expenditures in each of these categories for the next three months.? K-526
Identify and list your major expense categories—for example, tuition, books, supplies, transportation, lodging, food, fees, healthcare costs, recreation and entertainment, past credit card charges, and the like. (Note: Many of you are part-time students and have family expenses and other costs
If you were Nick Coy, what safeguards would you have used to make sure that the new system was accepted by the employees and that they would feel that they had responsibilities for its success?? K-526
Search the Internet to find at least two suggestions on how an organization such as Lichty Manufacturing should provide employees with needed information about forthcoming organizational change. You may want to search for information on the botched 2013 rollout of the HealthCare.gov enrollment Web
Evaluate the way that Nick Coy introduced the new software program.? K-526
Discuss the supervisor’s duty to take appropriate action when accounting reports indicate that expenditures are significantly above or below budget allocations. How do effective supervisors reduce costs? Increase revenues?? K-526
To what degree should supervisors be permitted to prepare budgets for their departments? What are the advantages and disadvantages of allowing employees to participate in the budget-making process?? K-526
Define and discuss each of the following primary steps in the control process:? K-526a. Setting standardsb. Checking performance against standardsc. Taking corrective action
Define and give examples of each of the following controls:? K-526a. Feedforwardb. Concurrentc. Feedback
ROLE PL ROLE PLAY Group students into small groups of at least four.One of the students will play the role of Rex Duncan, another will be his immediate supervisor, and the others are coworkers who have similar observations about Brutus. (a) The student playing the role of Duncan should share his or
After reviewing Figure 13.1, ponder the following statements:a. “It’s OK to break the rules.”b. “If in doubt, check with your boss.”c. “Rules exist to make things work consistently, but when rules get in the way of meeting customer needs, it is appropriate to question the rule.”d.
Define the managerial controlling function, and discuss its relationship to the other managerial functions. Why do many people view controls negatively?? K-526
Many organizations have specialists who concentrate on inventory control, quality control, and production control. These types of control systems are not usually under the direct authority of most departmental supervisors but are handled by staff specialists. Other managerial concepts, techniques,
Cost control and cost consciousness should be the continuing concerns of all supervisors. When top-level managers issue cost-cutting orders, supervisors should avoid extreme measures that may in the long run be more costly than the reductions themselves.Involving employees in cost-reduction efforts
The most widely used financial control is the budget. Budget preparation is primarily a planning function. However, applying, supervising, and living within a budget are part of the controlling function. Supervisors should help prepare their departmental budgets, regardless of whether the
Take corrective action when necessary.The age-old question: “How’s it going?” can only be answered if you know where you want to go and how you will know if you got there. In recent years, there has been a greater emphasis on metrics. A metric or standard is a measure to assess how you are
Check performance against standards.? K-526
Set standards.? K-526
When performing the controlling function, a supervisor should follow three basic steps:? K-526
To be effective, controls should be understandable to everyone who uses them and should yield timely information so that problems can be corrected before situations get out of hand. Also, controls should be suitable to, and economical for, situations. The more serious the consequences of mistakes,
Controlling is the managerial function that determines whether plans are being followed and whether performance conforms to standards. Every manager must develop and apply controls that monitor the organization’s activities to achieve the desired results. The controlling function is most closely
Explain how the controlling function is closely related to the other managerial functions.? K-526
Examine the supervisor’s role in maintaining cost consciousness and in responding to higher-level managers’ orders to reduce costs.? K-526
Clarify the supervisor’s role in creating budgets and using them as a control device.? K-526
Identify the essential steps in the control process.? K-526
Discuss the characteristics of effective controls and their importance based on time factors.? K-526
Describe the nature and importance of the managerial controlling function.? K-526
Visit one of Wexner’s stores and ask at least two employees what they like best about working there. Compare your findings with those of three other students. To what degree are your findings similar or different? If there are differences, what you think might be the reasons for this?? K-526
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