Deck 11: Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Question 1

The following acts are considered insubordination, whenever and wherever they occur, except

A) blatantly following the boss's unreasonable instructions.
B) contemptuous displays of disrespect, such as making insolent comments and, more importantly, portraying these feelings in the attitude shown while on the job.
C) leading or participating in an effort to undermine and remove the boss from power.
D) public criticism of the boss.
E) showing disregard for the chain of command by going around the immediate supervisor or manager with a complaint, suggestion, or political maneuver.

Answer 1

A
blatantly following the boss's unreasonable instructions.

Question 2

Suggestion programs have several benefits.The net effect is

A) they let management continually monitor employees' concerns.
B) there is less likelihood that small problems will grow into big ones.
C) they make it clear that employees have several channels through which to communicate.
D) they make it clear that employees have several channels through which to get responses.
E) they let management continually monitor employees' feelings.

Answer 2

B
there is less likelihood that small problems will grow into big ones.

Question 3

A software firm has lost a major client and the immediate impact is a loss of work.Software programmers are difficult to recruit and train, so the firm is considering alternatives to laying off employees.The company could consider any of the following except

A) asking employees if they are willing to take unpaid leaves to help reduce costs.
B) asking employees to schedule vacation during the period when there is less work.
C) asking employees to participate in a lottery to determine who should be let go (since it is unbiased).
D) asking employees to take a voluntary reduction in pay (or reduced hours of work).
E) All of the above are options for the software firm.

Answer 3

C
asking employees to participate in a lottery to determine who should be let go (since it is unbiased).

Question 4

The following issues should all be included in a set of rules and regulations regarding discipline except

A) transfer of one's job.
B) theft.
C) insubordination.
D) destruction of company property.
E) drinking on the job.

Question 5

A process that helps ensure that discipline is applied fairly and equitably is called a(n)

A) "justice and dignity" procedure.
B) wildcat strike.
C) appeals process.
D) grievance procedure.
E) management lockout.

Question 6

Employee dismissal should occur only after action has been taken to

A) promote the employee.
B) suspend the employee.
C) demote the employee.
D) rehabilitate the employee.
E) transfer the employee.

Question 7

The following are all progressive penalties an employer may use for effective discipline except

A) loss of vacation.
B) suspension from the job.
C) written warnings.
D) oral warnings.
E) discharge from the job.

Question 8

The first foundation of an effective disciplinary process is

A) effective supervision of employees.
B) using technology to monitor employee behaviour.
C) a high-performance culture in the organization.
D) a clear system of progressive sanctions of employee behaviour.
E) rules and regulations.

Question 9

"Willful disregard or disobedience of the boss's authority or legitimate orders and criticizing the boss in public" is known as

A) reprimanding.
B) insubordination.
C) job specialization.
D) sabotage.
E) consulting.

Question 10

Traditional employee communication media, such as newsletters, are being replaced with all of the following except

A) verbal presentations.
B) email.
C) electronic bulletin boards.
D) intranets.
E) videos.

Question 11

Questionnaires that regularly ask employees their opinions about the company, management, and work life are called

A) employee opinion surveys.
B) employee sampling surveys.
C) employee participation programs.
D) employee training programs.
E) employee development programs.

Question 12

A layoff occurs where which of the following condition(s) are present?

A) There is a permanent severing of the employment relationship.
B) There is no work and there is a permanent severing of the employment relationship.
C) There is no work and management intends to recall the employees when work is available again.
D) There is an issue of poor performance and a permanent severing of the employment relationship.
E) The owner and president decides, for economic and personal reasons, to shut down the business permanently.

Question 13

A fair and just discipline process is based on which of the following prerequisite(s)?

A) a system of progressive penalties and an appeals process
B) a set of rules and regulations, a system of progressive penalties, and an appeals process
C) a set of clear rules and regulations, a system of progressive penalties, and a system of guided procedures
D) an appeals process
E) a system of guided procedures

Question 14

The Employee Feedback System is an employee satisfaction survey covering all of the following except

A) quality focus.
B) job satisfaction.
C) coworker cohesion.
D) recruitment policies.
E) employee commitment.

Question 15

All of the following acts are considered insubordination, whenever and wherever they occur, except

A) deliberate defiance of clearly-stated company policies, rules, regulations, and procedures.
B) strict adherence to the chain of command.
C) criticizing the boss in public.
D) flat-out disobedience of or refusal to obey the boss's orders, particularly in front of others.
E) direct disregard of the boss's authority.

Question 16

Involuntary termination of an employee's employment with the firm is called

A) misconduct.
B) sufficient cause.
C) dismissal.
D) insubordination.
E) just cause.

Question 17

The average age of retirement in the private sector is

A) 65
B) 72
C) 62
D) 60
E) 66

Question 18

Procedural justice refers to

A) fairness in interpersonal interactions by treating others with respect.
B) the fairness of the process used to make a decision.
C) managers conducting their interpersonal dealings.
D) highly publicized vehicles through which employees can appeal.
E) the fairness and justice of the outcome of a decision.

Question 19

With respect to employee relations, experts generally define organizational justice in terms of three components.One of those components is

A) internal justice.
B) constructive justice.
C) top-down communication justice.
D) distributive justice.
E) fair treatment justice.

Question 20

Helena feels that her employer's process for deciding on pay increases is not fair.Helena is concerned with which of the following components of organizational justice?

A) allocational justice
B) distributive justice
C) interactional justice
D) procedural justice
E) pay equity

Question 21

The following are all expert recommendations for avoiding wrongful dismissal suits except

A) document all disciplinary action.
B) do not allege just cause for dismissal unless it can be proven.
C) include two members of management in the termination meeting.
D) use termination letters in all cases, clearly stating the settlement offer.
E) reassure new employees that they can only be dismissed for just cause.

Question 22

An alternative to layoffs in which all employees agree to reductions in pay in order to keep everyone working is called a

A) bump with pay.
B) ring-of-defence.
C) contingent employment.
D) voluntary reduction in pay plan.
E) voluntary time off with reduction in pay.

Question 23

The "vendetta effect" is

A) improper documentation of wrongful dismissal claims.
B) an increase in wrongful dismissal claims as negative treatment becomes extreme.
C) wrongful dismissal claims coming from unionized employees.
D) wrongful dismissal claims coming from senior management.
E) frequent wrongful dismissal claims.

Question 24

The sixth step in the termination interview process is

A) identify the next step.
B) listen.
C) review all elements of the severance package.
D) describe the situation.
E) an outplacement counselling meeting.

Question 25

The amount of notice required to be given to employees under group termination laws varies by jurisdiction and with

A) the time of year.
B) the type of work performed by the employees.
C) the number of employees being terminated.
D) the type of industry.
E) the unemployment rate in the region.

Question 26

Laws that require an employer to notify employees in the event that the employer decides to terminate a group of employees are called

A) "at will" laws.
B) privacy laws.
C) notification laws.
D) employment termination laws.
E) group termination laws.

Question 27

In wrongful dismissal cases, courts generally award notice based on the following except for

A) the employee's length of service.
B) the level of the employee's job.
C) the employee's age.
D) the employee's salary.
E) the employee's family responsibilities.

Question 28

If the employee who is terminated reacts with hostility and anger, Hay Associates suggests the termination interviewer should respond by

A) deferring mention of the counselling process.
B) remaining objective while providing information on any outplacement or career counselling to be provided.
C) becoming defensive.
D) taking a subjective approach.
E) confronting the anger.

Question 29

If there is no employment contract and just cause is not present, then a termination without reasonable notice is considered unfair and is known as

A) wrongful dismissal.
B) a contract violation.
C) "at will" termination.
D) quasi-legal.
E) invalid.

Question 30

If a wrongful dismissal suit is taken against the organization, it should

A) retain a lawyer right away.
B) never investigate for other improper conduct.
C) never offer to settle.
D) discuss possible letters of reference with a lawyer.
E) allege cause in all cases.

Question 31

In a termination interview, do not promise anything beyond what is contained in the severance package.The termination should be complete

A) when the investigation is complete.
B) first thing during the interview.
C) before the interview commences.
D) when the investigation has begun.
E) when the terminated person leaves the interview.

Question 32

In the third step of the termination interview, the manager should

A) remember to describe the situation rather than attacking the employee personally.
B) smile and be friendly, but also be direct.
C) get to the point by informing the person of the decision.
D) get to the point, but reassure the employee this was not the manager's decision.
E) take at least 20 minutes for the interview.

Question 33

Just cause for dismissal is usually considered to include any of the following except

A) insubordination.
B) disobedience.
C) alcoholism.
D) incompetence.
E) fighting.

Question 34

An employee dismissal that does not comply with the law or does not comply with a written or implied contractual arrangement is referred to as

A) firing an employee.
B) furloughing an employee.
C) "at will" termination.
D) wrongful dismissal.
E) a contract violation.

Question 35

The interview in which an employee is informed of the fact that he or she has been dismissed is called the

A) nonpunitive interview.
B) exit interview.
C) punitive interview.
D) termination interview.
E) "at will" interview.

Question 36

A layoff, in which workers are sent home for a time, is a situation in which all of the following conditions are present except

A) management intends to recall the employees when work is again available.
B) there is no work available for the employees.
C) management expects that the no-work situation is likely to be short-term.
D) management expects the no-work situation to be temporary.
E) employees will accept vacation pay.

Question 37

The temporary withdrawal of employment for workers based on economic or business reasons is called

A) voluntary time off.
B) a layoff.
C) a ring of defence.
D) a downsizing.
E) partial termination.

Question 38

In the second step of the termination interview, the manager should

A) move slowly but positively through the interview.
B) get to the point by informing the person of the decision.
C) get to the point, but reassure the employee this was not the manager's decision.
D) smile and be friendly, but also be direct.
E) begin with small talk.

Question 39

Constructive dismissal can be considered to occur in the all of following circumstances except

A) reduction in pay and benefits.
B) forced termination.
C) demotion.
D) forced resignation.
E) forced transfer.

Question 40

Employees are often hired under an implied contract where the understanding is that the employment is for an indefinite period of time and may be terminated by either party only

A) when reasonable notice is given.
B) when they mutually agree to terminate the employment relationship.
C) "at will."
D) when just cause exists.
E) when the probationary period is over.

Question 41

An alternative to layoffs in which some employees agree to take time off in order to reduce the employer's payroll and avoid the need for a layoff is called

A) voluntary reduction in pay with time off.
B) voluntary time off.
C) contingent employment.
D) bumping with time off.
E) a ring-of-defence.

Question 42

To increase employee engagement, many firms

A) give employees extensive data on the performance of and prospects for their operations.
B) encourage employees to form relationships with each other outside of work.
C) give top-performing employees extra perks and raises.
D) ensure there is gender equity in all of their employment policies.
E) ensure that employees performing at a below-average level are effectively disciplined.

Question 43

A layoff refers to a situation when there is a permanent shortage of work for employees and management does not intend to recall the employees for work as it becomes available.

Question 44

An effective disciplinary process is one where there are no appeals because the process is fair.

Question 45

In times when there is a work shortage, what alternatives to layoff are available for employers to consider? In your answer, indicate why an employer might consider alternatives to layoff and identify and describe three alternatives.

Question 46

Alternatives to layoffs include voluntary reduction in pay plans, voluntary time off, and the use of contingent employees.

Question 47

Retirement education and planning firms provide services including all of the following except

A) computer training.
B) relationship issues.
C) lifestyle goals.
D) health issues.
E) financial planning.

Question 48

Identify the three conditions that should be present when a layoff occurs.

Question 49

Firms are now providing preretirement counselling to employees who are about to retire, covering matters such as financial planning, relationship issues, and health issues.

Question 50

Some companies are managing the labour shortage created by retiring employees by

A) offering "retirees on call" programs.
B) offering bonuses to employees about to retire to stay on past normal retirement age.
C) contracting out work performed by retiring employees.
D) hiring younger workers who are able to work harder and longer hours than the older employees they are replacing.
E) making greater use of information technology to automate functions performed by retiring employees.

Question 51

One way to avoid layoffs is to hire temporary supplemental employees with the understanding that their work is of a temporary nature where they may be laid off at any time.These temporary employees are called

A) continuous employees.
B) temporary employee defence.
C) the rings-of-defence.
D) voluntary employees.
E) contingent employees.

Question 52

A system of progressive penalties usually involves warnings (verbal and written), suspensions (paid and/or unpaid), and discharge.

Question 53

Group termination laws require employers who are terminating a large group of employees to give them more notice than required upon termination of an individual employee.

Question 54

Leading or participating in an effort to undermine and remove the boss from power would not be considered an act of insubordination.

Question 55

Identify and briefly describe three foundations of a fair and just discipline process.

Question 56

Identify and briefly describe the six steps to be followed in a termination interview.

Question 57

The steps in a termination interview include planning the interview carefully, getting to the point, describing the situation, and doing the majority of talking.

Question 58

Some firms give employees extensive data on the performance of and prospects for their operation, in order to make employees feel committed.

Question 59

The process of reducing, usually dramatically, the number of people employed by the firm is referred to as

A) division of work.
B) reengineering.
C) downsizing.
D) job specialization.
E) mass layoffs.

Question 60

The fundamental question at the heart of "just cause" is whether an employee has irreparably harmed the employment relationship to the point that it would be unreasonable to expect the employer to continue the employment relationship.