Supervisor level 2- GPSTC Questions and Answers 100% Pass

ADA (Americans with Disabilities Act) - Landmark legislation passed in 1990 that prohibited discrimination against people with physical or mental disabilities; part of George H.W. Bush's pledge for a "kinder, gentler America." Employer must make reasonable accommodations for these disabled employees. Age Discrimination in Employment Act - 1967 law that prohibits discrimination of employees 40 years and up. Barriers to effective evaluation ratings - Rater leniency - most common Halo effect Central tendency Error of bias Contrast error Error of recent events Behavioral Theory - Leaders behavior in delineating the relationship between himself and members of the work group. Behavior that creates warmth, trust, and respect in the work group Benifits of training to employees - Increased security Becoming more productive Being identified as upwardly mobile Experiencing self motivation Improvement in morale Characteristics of a discipline system - Progressive steps and complete documentation Focus on correcting problems, not punishment Provides means for reinforcing good performanceUnderstood and supported by all Must produce a measurable outcome Provide a method for dealing with those who fail to meet standards. Characteristics of effective leavers - Hold people accountable Delegate to the expert in the room Vision to cast goals They forgive Are solution oriented Combined counseling style - Stresses that planning and decision making are the responsibility of the subordinate Contingency Theory - a leadership theory that states that in order to maximize work group performance, leaders must be matched to the situation that best fits their leadership style. Counseling/coaching - Process by which employees are provided with the knowledge and skills needed to develop into professiomal employees Developmental counseling - Employee centered course of action that helps employees establish goals Directive counseling style - Best used to correct uncomplicated problems Used when time is of the essence Seldom a collaborative effort Disadvantages of directive leadership style - Autocratic and dictatorial Exhibits little concern for employees "Do as I say" Quick to blame subordinatesAbsolute obedience is required Authority should not be questioned Employees have little to no involvement in decision making Disparate Impact - a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities Disparate Treatment - results when employees from protected groups are intentionally treated differently Early warning indicators - Sudden drop in performance Attendance record changes Chronic lateness Change in attitude Indicators associated with drug or alcohol abuse Family and Medical Leave Act (FMLA) - U.S act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee. Employee Child Spouse Parent Formal counseling - Purpose is to deal with an identified problem Not the same as periodic meetings Goal of discipline - to produce desirable behaviorGoal of performance evaluations - Help the supervisor know the employee Identify strengths and weaknesses Provide a plan for future improvement Provide a look back Assessment of employee's performance harassment - Any conduct, verbal or physical, that degraded or shows hostility to another person because of age, disability, gender, origin, race, religion, veteran status, or any category protected by law. Conduct must create a hostile working environment How to prepare for a counseling session - Know the facts of the issue Review personnel files Be familiar with the employee's background Be prepared for denial from the employee Prepare questions in advance Communicate a desire to assist with problem solving with the employee Immediate supervisors - Are the best person to see evidence of early problems in an employee Importance of behavior modification in the discipline process - Behavior is a function of its consequence Behavior rewarded us behavior repeated The purpose of discipline is to produce desired behavior. Leadership - The ability to influence others toward an objective The process of influencing a group's activities toward the achievement of goals Measures to ensure reliability of the performance evaluation - Adoption of clear policiesSelection of a valid performance appraisal instrument Training for supervisors in gathering objective data Active participation by those being evaluated A commitment by management Most common types of employee problems - Attendance Performance Conduct Non directive style of counseling - Climate created in which an employee can grow and perform effectively. Employees are encouraged to seek out and accept responsibility as they develop their professional skills. Good two way interchange participative leadership - a leadership style in which the leader consults employees for their suggestions and input before making decisions. Power is shared Group involvement is sought Employees actively manage themselves Each officer is involved in the work unit Creativity and problem solving in encouraged physical harassment - Acts of intimidation that have a threatening quality Threats can be implicit or explicit May include shoving, pushing, grabbing, or touchingPractice - Is an action that may work in one situation but not necessarily another Principle - An external truth that is as reliable as physical law Principles of learning - Motivation Effect Individualism Relevance Active learning Realism Primacy Recency Problems with employee punishment to discipline - It sometimes allows more leeway to one employee over another Supervisors wait until there is no alternative Over time, punishment loses power It produces avoidance, and has negative long term effects.