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True / False Questions
1.
(p. 261)
A supervisor should attempt to counsel an employee with severe personal problems.
Difficulty: 2 Medium
2.
(p. 261)
Supervisory counseling should always take place in a private and quiet setting.
Difficulty: 1 Easy
3.
(p. 261)
In directive counseling, the employee takes most of the responsibility and initiative, and the
supervisor serves mostly as a listener.
Difficulty: 2 Medium
4.
(p. 262)
When the job performance of an employee is affected by personal problems that normal
counseling or disciplinary measures cannot correct, the employee is usually diagnosed as a
troubled employee.
5.
(p. 262)
In supervisory counseling, the supervisor should attempt to solve the problem himself or
herself first before allowing the employee to resolve it.
Difficulty: 2 Medium
6.
(p. 263)
Substance abuse results in increased productivity and increased work quality.
Difficulty: 2 Medium
7.
(p. 263)
Organizations are attempting to rehabilitate troubled employees than terminating them
since it saves the cost of hiring and training a new employee.
Difficulty: 1 Easy
8.
(p. 264)
The supervisor should become concerned only when personal problems interfere with an
employee's work performance.
9.
(p. 264)
By overlooking poor job performance, the problem will often go away on its own.
Difficulty: 1 Easy
10.
(p. 265)
When confronting the troubled employee, the supervisor should be as specific as possible.
Difficulty: 1 Easy
11.
(p. 265)
When confronting the troubled employee, the supervisor should restrict criticism and
discussion to job performance.
Difficulty: 1 Easy
12.
(p. 265)
Moralizing on the effects of drug abuse or other problems is part of the supervisor's job.
13.
(p. 265)
To encourage participation, the supervisor should emphasize that the employee's job will
be in jeopardy unless he or she accepts assistance.
Difficulty: 2 Medium
14.
(p. 265)
All organizations have company-based employee assistance programs.
Difficulty: 1 Easy
15.
(p. 266)
The supervisor bears the primary responsibility for evaluating the extent of rehabilitation.
Difficulty: 2 Medium
16.
(p. 267)
Studies have shown that company-based employee assistance programs can reduce
absenteeism significantly.
13-5
17.
(p. 268)
Wellness programs are designed to prevent illness and enhance employee well-being.
Difficulty: 1 Easy
18.
(p. 270)
In a unionized organization, the supervisor has the added responsibility of informing the
union steward of the employee's participation in an assistance program.
Difficulty: 1 Easy
19.
(p. 270)
The "evangelist" is an example of an employee who does not cause problems.
Difficulty: 1 Easy
20.
(p. 271)
The primary responsibility for developing a career plan for the employee lies with the
supervisor.
Difficulty: 2 Medium
Multiple Choice Questions
21.
(p. 261)
Which of the following is NOT a positive effect resulting from supervisory counseling of an
employee?
Difficulty: 1 Easy
22.
(p. 262)
The first step in the general approach for counseling employees is to:
Difficulty: 2 Medium
23.
(p. 262)
The last step in the general approach for counseling employees is to:
Difficulty: 2 Medium
24.
(p. 262)
Identify the correct statement about nondirective counseling.
Difficulty: 2 Medium
25.
(p. 263)
The primary result of bringing personal problems to the workplace is:
26.
(p. 263)
Until recent years, most organizations attempted to:
Difficulty: 2 Medium
27.
(p. 264 Fig 13.1)
Which of the following is a change in the personality of a troubled employee that
affects working relationships?
28.
(p. 265)
Which of the following is NOT a step that a supervisor should follow while confronting a
troubled employee?
Difficulty: 2 Medium
29.
(p. 265)
Once a troubled employee has been identified, the supervisor must:
30.
(p. 265)
If an employee becomes hostile when referred to professional counseling, the supervisor
should:
Difficulty: 2 Medium
31.
(p. 265)
Postponing the help needed by a troubled employee:
Difficulty: 1 Easy
32.
(p. 266)
In the rarest type of EAP found in organizations, _______________.
Difficulty: 2 Medium
33.
(p. 267)
The most common type of EAP is one in which the organization hires a(n):
Difficulty: 2 Medium
34.
(p. 267)
In _______________, the supervisor identifies work-related behavior that needs to be
addressed and believes that the EAP can assist in the process.
35.
(p. 268)
Wellness programs include all of the following EXCEPT:
Difficulty: 2 Medium
36.
(p. 269)
Which of the following acts protects employable, qualified, handicapped employees
(including alcohol and drug addicts) from discrimination in employment by federal contractors or
subcontractors?
37.
(p. 270)
If counseling the troubled employee is ineffective, the supervisor should:
Difficulty: 2 Medium
38.
(p. 271)
When an employee asks the supervisor to provide career counseling, the supervisor
should:
13-14
39.
(p. 271)
Which of the following is NOT a technique that would help supervisors become effective
career counselors?
Difficulty: 2 Medium
40.
(p. 273)
Identify the correct statement about a "problem" employee.
Difficulty: 3 Hard
Short Answer Questions
41.
(p. 261)
What are the positive effects that may result from effective supervisory counseling?
Difficulty: 2 Medium
42.
(p. 261-262)
Compare and contrast directive and nondirective counseling.
Difficulty: 2 Medium
43.
(p. 263)
Discuss four ways troubled employees can affect the general environment of the work
place.
44.
(p. 265)
Explain the three steps of the confrontation process in dealing with troubled employees.
Difficulty: 2 Medium
45.
(p. 266-267)
Describe the types of employee assistance programs.
46.
(p. 267 Table 13.1)
List four critical elements that must be present for an employee assistance
program to be successful.
Difficulty: 2 Medium
47.
(p. 268)
What are the potential benefits of companies that integrate wellness programs and
employee assistance programs?
48.
(p. 269)
Under what two conditions are employers not obligated to hire a person addicted to drugs
or alcohol?
Difficulty: 2 Medium
49.
(p. 270)
Give examples of employees who can cause problems.
Difficulty: 2 Medium
50.
(p. 271)
List four suggestions for helping supervisors become effective career counselors.
