Discuss ISM LEAD Exam Topic 5 Question 1

A company has a strict policy of limiting employee gifts from suppliers to no more than S25. An employee violates this policy by accepting an $80 ticket to a sporting event from a regular supplier. Given this situation, which of the following is the BEST course of action for this employee's supervisor to take?

AConduct face-to-face training with the employee on company policy

BDismiss the employee for violating company policy

CDeduct the S80 from the employee's paycheck

DWarn the supplier that its contract will be terminated if any such gift is given again

Suggested Answer: A

Policy Violation: The employee violated the company's strict gift policy by accepting an $80 ticket, which exceeds the $25 limit.

Appropriate Response: Conducting face-to-face training addresses the issue by educating the employee on the company's policies and the importance of adhering to them.

Corrective Action: This approach allows for a constructive discussion, ensuring the employee understands the policy and the reasons behind it, which can prevent future violations.

Proportional Response: While dismissal or other punitive measures may seem excessive for a first-time or minor infraction, training provides a balanced approach to correction and improvement.

Reference: Human resource management best practices emphasize the importance of training and education in addressing policy violations, as discussed in resources like 'Human Resource Management' by Gary Dessler and guidelines from the Society for Human Resource Management (SHRM).

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34 comments · newest first

Dawne 11 months ago

I disagree, the supplier should be warned instead!

Bette 12 months ago

Wait, can they really deduct from the paycheck? That seems harsh.

Joesph 12 months ago

Face-to-face training sounds like the best option here.

Lindsey 1 year ago

I think a warning is more appropriate than dismissal.

Stanton 1 year ago

That's a clear violation of policy.

Yoko 1 year ago

I feel like option D could be a good way to address the supplier's behavior, but I'm not sure if it directly resolves the issue with the employee.

Marica 1 year ago

This reminds me of a practice question where we had to weigh the consequences of policy violations. I think a warning might be more appropriate than immediate dismissal.

Yun 1 year ago

I'm not entirely sure, but I think dismissing the employee might be too harsh for a first-time violation.

Hassie 1 year ago

I remember discussing the importance of training employees on company policies, so option A seems like a reasonable choice.

Becky 1 year ago

Okay, I think I've got it. Option C, deducting the $80 from the employee's paycheck, seems like the fairest and most straightforward solution here. Gotta enforce those policies!

Tyra 1 year ago

I'm a bit confused on this one. The options all seem reasonable, but I'm not sure which is the "BEST" course of action. Gonna have to read through it again carefully.

Theresia 1 year ago

I've got this! The best approach is clearly option D - warn the supplier. That sends a strong message and holds them accountable too. Easy peasy.

Pura 1 year ago

Hmm, this is a tricky one. I'm leaning towards option A - face-to-face training could help reinforce the policy and prevent future issues. But I'll need to think it through more.

Marleen 1 year ago

This seems like a straightforward policy violation, but I'm not sure if dismissal is the best course of action. I'll need to carefully consider the options and company policies.

Martina 1 year ago

Hmm, I'm not entirely sure about this one. I'll need to think it through carefully to make sure I get the right answer.

Elvis 1 year ago

I think I saw something similar in the practice questions about control limits, but I'm a bit confused if the sample standard deviation should be adjusted for the sample size.

Galen 1 year ago

Hmm, I'm a bit confused on this one. There are a few options that could impact the effectiveness of IT controls, but I'm not sure which one is the "greatest" concern.

Shenika 2 years ago

Wow, an $80 ticket to a sporting event? That's one heck of a 'gift'! I guess the supplier was really trying to 'score' some points with the employee, huh?

King 2 years ago

↳ replying to Shenika

D) Warn the supplier that its contract will be terminated if any such gift is given again

Norah 2 years ago

↳ replying to Shenika

A) Conduct face-to-face training with the employee on company policy

Lyndia 2 years ago

I dunno, I'm kind of torn on this one. A face-to-face training session could be a good way to re-emphasize the policy and make sure the employee understands it. But I also see the merit in D, sending a strong message to the supplier.

Carry 2 years ago

↳ replying to Lyndia

D) Warn the supplier that its contract will be terminated if any such gift is given again

Minna 2 years ago

↳ replying to Lyndia

A) Conduct face-to-face training with the employee on company policy

Minna 2 years ago

That's a good point, face-to-face training could prevent future violations.

Maddie 2 years ago

But what if the employee didn't know about the policy? Maybe some training would help.

Launa 2 years ago

I agree, a warning would be appropriate in this situation.

Georgiana 2 years ago

I agree with Felix. D is definitely the way to go. The employee made a mistake, but the focus should be on addressing the supplier's behavior rather than punishing the employee too harshly. Gotta nip this in the bud before it becomes a bigger problem.

Sina 2 years ago

↳ replying to Georgiana

Definitely, let's focus on preventing this from happening in the future.

Walton 2 years ago

↳ replying to Georgiana

Agreed, the supplier needs to be warned so this doesn't happen again.

Domitila 2 years ago

↳ replying to Georgiana

I think D is the best option here. We need to make sure the supplier knows the rules.

Minna 2 years ago

I think the employee should be warned about violating company policy.

Felix 2 years ago

Hmm, I think the best option here is D. Warn the supplier and let them know that this kind of gift-giving is strictly against company policy. Firing the employee seems a bit harsh, and deducting the money from their paycheck doesn't really address the root issue.

Tamesha 2 years ago

↳ replying to Felix

I think face-to-face training with the employee could also be beneficial to ensure they understand the policy moving forward.

Eliseo 2 years ago

↳ replying to Felix

I agree, warning the supplier is the best course of action. It sets a clear boundary for future interactions.

ISM LEAD Exam - Topic 5 Question 1 Discussion