Coaching And Discipline! Trivia Questions Quiz

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Questions and Answers
  • 1. 

    Misconduct is defined as: "breaking rules that govern employee conduct". 

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    The given statement is true because misconduct refers to the act of breaking the rules that are in place to govern employee conduct. This can include actions such as dishonesty, insubordination, harassment, or any other behavior that goes against the established guidelines and expectations for employees. By definition, misconduct involves a violation of the rules, policies, or standards set by an organization for its employees. Therefore, the correct answer is true.

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  • 2. 

    An employee reports for duty with a badly wrinkled and untucked uniform shirt.  Additionally, he is wearing an Atlanta Braves cap.  This is an example of:

    • A.

      Poor Conduct

    • B.

      Misconduct

    • C.

      Poor Performance

    • D.

      General Malaise

    Correct Answer
    B. Misconduct
    Explanation
    The employee's behavior of reporting for duty with a badly wrinkled and untucked uniform shirt, along with wearing a cap that does not conform to the dress code, demonstrates a violation of established rules and standards. This can be categorized as misconduct, as it shows a disregard for professional appearance and adherence to company policies.

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  • 3. 

    Coaching is a formal approach to addressing negative employee behavior.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    Coaching is not necessarily a formal approach to addressing negative employee behavior. Coaching can be used for various purposes such as skill development, performance improvement, and career growth. It can be used to address both positive and negative behaviors in employees. Therefore, the statement that coaching is a formal approach to addressing negative employee behavior is incorrect.

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  • 4. 

    A new cashier does not complete the Transactions part of the Cashier's Shift Report.  The Manager must first assume that this is an example of:

    • A.

      General Malaise

    • B.

      Poor Conduct

    • C.

      Misconduct

    • D.

      Poor Performance

    Correct Answer
    D. Poor Performance
    Explanation
    The given situation suggests that the new cashier is not completing the Transactions part of the Cashier's Shift Report. This can be seen as an example of poor performance because the cashier is not meeting the expected standards and requirements of their job. Poor performance refers to an employee's inability or failure to fulfill their job responsibilities effectively and efficiently. In this case, the cashier's failure to complete an essential task indicates a lack of competence or commitment, which can be categorized as poor performance.

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  • 5. 

    In the previous question, the inaccuracy of the Cashier's Shift Report should initially be addressed through:

    • A.

      A written reprimand

    • B.

      Suspension

    • C.

      Termination

    • D.

      Remedial training

    • E.

      No need to address. It will correct itself.

    Correct Answer
    D. Remedial training
    Explanation
    The inaccuracy of the Cashier's Shift Report should be initially addressed through remedial training. This means that the cashier should receive additional training to improve their skills and knowledge regarding the shift report. This approach focuses on providing the necessary guidance and support to help the cashier correct their mistakes and improve their performance. It is a proactive and constructive way to address the issue, rather than resorting to disciplinary actions such as a written reprimand, suspension, or termination. The answer suggests that remedial training is the most appropriate and effective solution in this situation.

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  • 6. 

    Step 1 in Lanier's 4-Step Coaching process is to:

    • A.

      DEVELOP an action plan for improvement.

    • B.

      LISTEN to the employee, then respond.

    • C.

      DISCUSS the specific behavior.

    • D.

      EXPLAIN the purpose of the coaching session.

    Correct Answer
    D. EXPLAIN the purpose of the coaching session.
    Explanation
    In Lanier's 4-Step Coaching process, the first step is to EXPLAIN the purpose of the coaching session. This means that before any action plan is developed or any specific behavior is discussed, the coach should clearly communicate the purpose of the coaching session to the employee. This helps set the tone and expectations for the session, ensuring that both parties are on the same page and understand the objective of the coaching process.

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  • 7. 

    Step 2 in Lanier's 4-Step Coaching process is to:

    • A.

      LISTEN to the employee, then respond.

    • B.

      DISCUSS the specific behavior.

    • C.

      DEVELOP an action plan for improvement.

    • D.

      EXPLAIN the purpose of the coaching session.

    Correct Answer
    B. DISCUSS the specific behavior.
    Explanation
    In Lanier's 4-Step Coaching process, step 2 is to discuss the specific behavior. This means that after listening to the employee's concerns or issues, the coach engages in a conversation with the employee to address the specific behavior that needs improvement or attention. By discussing the behavior, the coach can provide feedback, ask questions, and clarify expectations, ultimately helping the employee understand what needs to change or be improved upon. This step is crucial in fostering open communication, identifying areas for growth, and setting the foundation for the action plan in the subsequent step.

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  • 8. 

    Step 3 in Lanier's 4-Step Coaching process is to:

    • A.

      LISTEN to the employee, then respond.

    • B.

      EXPLAIN the purpose of the coaching session.

    • C.

      DISCUSS the specific behavior.

    • D.

      DEVELOP an action plan for improvement.

    Correct Answer
    A. LISTEN to the employee, then respond.
    Explanation
    In Lanier's 4-Step Coaching process, step 3 is to listen to the employee, then respond. This step involves actively listening to the employee's concerns, feedback, and ideas, and then providing a thoughtful and appropriate response. By listening attentively, the coach can gain a better understanding of the employee's perspective and needs, which can help in addressing any issues or challenges effectively. Responding to the employee's input shows that their voice is valued and encourages open communication and collaboration.

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  • 9. 

    Step 4 in Lanier's 4-Step Coaching process is to:

    • A.

      DISCUSS the specific behavior.

    • B.

      EXPLAIN the purpose of the coaching session.

    • C.

      DEVELOP an action plan for improvement.

    • D.

      LISTEN to the employee, then respond.

    Correct Answer
    C. DEVELOP an action plan for improvement.
    Explanation
    In Lanier's 4-Step Coaching process, step 4 is to develop an action plan for improvement. This step involves working with the employee to create a plan that outlines specific actions and goals for improvement. By developing an action plan, the coach and employee can establish a clear path forward and set expectations for the employee's performance and development. This step is crucial in ensuring that the coaching process leads to tangible improvements and results.

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  • 10. 

    According to the Lanier Policies and Procedures, who must always be consulted prior to terminating an employee? 

    • A.

      Your General Manager

    • B.

      Director of Loss Prevention

    • C.

      The COO

    • D.

      Human Resources

    Correct Answer
    D. Human Resources
    Explanation
    According to the Lanier Policies and Procedures, the correct answer is Human Resources. This suggests that terminating an employee requires consultation with the Human Resources department. Human Resources is typically responsible for managing employee relations, including terminations, and ensuring that proper procedures are followed. They possess the necessary expertise and knowledge to handle such matters in a fair and legal manner. Consulting Human Resources prior to terminating an employee helps to ensure that the process is conducted appropriately and in compliance with company policies and legal requirements.

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  • Current Version
  • Mar 10, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Apr 01, 2009
    Quiz Created by
    Mmorris
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