Deck 13: Internal Employee Relations

Question 1

Discipline refers to the ________.

A) punishment provided by an organization
B) conditions which exist only in the military
C) threat of punishment made by managers
D) state of employee self-control present in an organization

Answer 1

D
Explanation: D) Discipline is the state of employee self-control and orderly conduct that indicates the extent of genuine teamwork within an organization. A necessary but often trying aspect of internal employee relations is the application of disciplinary action.

Question 2

Which term refers to an unwritten contract that is created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last?

A) temporary assignment
B) contract employment
C) employment at will
D) right-to-work law

Answer 2

C
Explanation: C) Employment at will is an unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last. Generally, much of the U.S. legal system presumes that the jobs of such employees may be terminated at the will of the employer and that these employees have a similar right to leave their jobs at any time.

Question 3

The primary purpose of disciplinary action is to ________.

A) chastise employees for breaking rules
B) prevent unionized employees from striking
C) alter behavior that hinders organizational goals
D) initiate useful discussion and feedback from managers

Answer 3

C
Explanation: C) The purpose of disciplinary action is to alter behavior that can have a negative impact on achievement of organizational objectives, not to chastise the violator. Thus, the intent of disciplinary action should be to ensure that the recipient sees disciplinary action as a learning process rather than as something that inflicts pain.

Question 4

Which term refers to HR management activities associated with the movement of employees within the organization?

A) succession planning
B) internal recruitment
C) career development
D) internal employee relations

Question 5

The key to successful worker retention is to ________.

A) conduct performance appraisals
B) focus on top performers and determine their risk of leaving
C) follow a take-it-or-leave it strategy with employees
D) minimize the risks and rewards of challenging assignments

Question 6

In order to be most effective, disciplinary action should be a ________ process.

A) learning
B) subjective
C) negative
D) painful

Question 7

The disciplinary action process deals largely with ________.

A) rule infractions
B) industry standards
C) strategic planning
D) procedural misunderstandings

Question 8

The state of employee self-control and orderly conduct that indicates the extent of genuine teamwork within an organization is referred to as ________.

A) ethics
B) discipline
C) punishment
D) internal employee relations

Question 9

Parker Pharmaceuticals is a corporation that employs over 400 workers. As the firm continues to grow, the need for discipline among employees has become more critical. The HR department and top executives are planning to revamp the disciplinary action process that is currently in place at Parker. Which of the following most likely undermines a decision to use the hot stove rule approach to discipline?

A) Parker supervisors desire flexibility in any disciplinary system.
B) Some Parker employees belong to labor unions while other do not.
C) The Parker ombudsperson handles most grievance procedures.
D) Most disciplinary issues at Parker are related to insubordination.

Question 10

Approximately ________ U.S. workers depend almost entirely on the continued goodwill of their employer.

A) two out of every three
B) one out of every two
C) two out of every five
D) four out of every ten

Question 11

The most effective disciplinary action addresses the employee's ________.

A) attitude
B) behavior
C) personality
D) conscience

Question 12

The word discipline comes from the word disciple, and when translated from Latin, what does it mean?

A) "to punish"
B) "to control"
C) "to teach"
D) "to restrain"

Question 13

What are specific guides to behavior on the job?

A) rules
B) ethics
C) morals
D) standards

Question 14

In the disciplinary action process, what must occur immediately after management establishes rules?

A) observe performance
B) set organizational goals
C) compare performance with rules
D) communicate rules to employees

Question 15

What involves invoking a penalty against an employee who fails to meet established standards?

A) metrics
B) probation
C) disciplinary action
D) internal employee relations

Question 16

During a job interview, John, an HR manager, tells an applicant, "You can expect to hold this job as long as you want." John's statement could be considered a(n) ________ and grounds for a lawsuit.

A) ethical breach
B) fundamental breach
C) contractual agreement
D) responsibility agreement

Question 17

Peterson Productions wants to protect itself from wrongful discharge litigation, so the firm has eliminated from its job application any statements that suggest ________.

A) background investigations
B) permanent employment
C) union membership
D) merit performance

Question 18

Which of the following is NOT an activity included in internal employee relations?

A) promotion
B) transfer
C) demotion
D) selection

Question 19

What did your author identify as the most important metric in HR today?

A) performance rate of all employees
B) turnover rate of high-level managers
C) acceptance rate of new college graduates
D) retention rate of most qualified employees

Question 20

Which of the following is an exception made by courts regarding the employment-at-will doctrine?

A) prohibiting termination on the grounds of public policy
B) permitting claims based on good faith and fair dealing
C) permitting employees to bring claims based on statements made in employment handbooks
D) all of the above

Question 21

Consider the following situation: When an employee violates a rule, the manager issues an oral reminder. Repetition brings a written reminder, and the third violation results in the worker having to take one, two, or three days off (with pay) to think about the situation. During the first two steps, the manager tries to encourage the employee to solve the problem. If the third step is taken, upon the worker's return, the worker and the supervisor meet to agree that the employee will not violate a rule again or the employee will leave the firm. What form of disciplinary action is being taken?

A) disciplinary action without punishment
B) hot stove approach
C) progressive disciplinary action
D) progressive discipline

Question 22

Disciplinary action should never be administered ________.

A) at the beginning of a shift
B) immediately before a lunch break
C) in the presence of others
D) immediately after the violation occurs

Question 23

As an HR manager, you may be required to fire employees. According to experts, what is the best time for you to fire an employee?

A) Monday morning
B) Monday afternoon
C) Friday morning
D) Friday afternoon

Question 24

Which of the following is LEAST likely to help a firm protect itself against suits claiming discriminatory disciplinary actions?

A) basing decisions solely on performance
B) disciplining in the presence of co-workers
C) training managers how to avoid bias claims
D) developing written policies barring unfair treatment

Question 25

Which of the following is a drawback to the hot stove approach?

A) lacks timeliness
B) too impersonal
C) lacks flexibility
D) too subjective

Question 26

Maria is chronically tardy to work. In response, Maria's manager has given Maria time off with pay to think about whether she wants to follow the rules and continue working for the company. Which disciplinary method is Maria's manager most likely using?

A) progressive disciplinary action
B) hot stove approach
C) disciplinary action without punishment
D) punitive disciplinary action

Question 27

Which of the following is NOT a characteristic of the hot stove approach to disciplinary action?

A) provides advance warnings
B) indicates favoritism
C) offers consistency
D) occurs immediately

Question 28

In which of the following does the manager ask a series of questions in sequence to determine the best disciplinary action?

A) hot stove approach
B) progressive disciplinary action
C) disciplinary questionnaire approach
D) disciplinary action without punishment approach

Question 29

The progressive disciplinary action model was developed in the 1930s in response to the ________.

A) Railway Labor Act
B) Davis-Bacon Act
C) Walsh-Healey Act
D) National Labor Relations Act

Question 30

According to the hot stove rule, disciplinary action should most likely occur immediately, so that the individual will ________.

A) receive appropriate training opportunities
B) have time to contact an HR manager
C) share the experience with co-workers
D) understand the reason for it

Question 31

Which of the following terms refers to a process in which a worker is given time off with pay to consider whether he or she wants to follow the rules and continue working for the company?

A) disciplinary action without punishment
B) progressive disciplinary action
C) punitive discipline method
D) hot stove approach

Question 32

The goal of ________ is to formally communicate problem issues to employees in a direct and timely manner so that they can improve their performance.

A) progressive disciplinary action
B) performance appraisals
C) succession planning
D) broadbanding

Question 33

According to the hot stove rule, disciplinary action should ________.

A) occur immediately and without warning
B) consider extended circumstances
C) provide consistent punishment
D) include personal comments

Question 34

Parker Pharmaceuticals is a corporation that employs over 400 workers. As the firm continues to grow, the need for discipline among employees has become more critical. The HR department and top executives are planning to revamp the disciplinary action process that is currently in place at Parker. Which of the following best supports a decision to use the progressive disciplinary action approach?

A) Major violations and terminations rarely occur at Parker.
B) Parker wants an informal procedure for disciplining employees.
C) Managers at Parker have been inconsistent with disciplining employees.
D) Chronic tardiness is the primary disciplinary issue among Parker employees.

Question 35

What disciplinary action approach is intended to ensure that the minimum penalty appropriate to the offense is imposed?

A) hot stove approach
B) performance discipline method
C) progressive disciplinary action
D) disciplinary action without punishment

Question 36

Which of the following is NOT a question that would likely be asked when a manager uses progressive disciplinary action?

A) Does this violation warrant more than a written warning?
B) Does this violation warrant more than an oral warning?
C) Does this violation warrant disciplinary action?
D) Does this violation warrant termination?

Question 37

What is the most severe penalty an organization can give to an employee?

A) suspension
B) transfer
C) termination
D) demotion

Question 38

Mike, a manager at a distribution center, has learned that one of his subordinates assaulted a co-worker. Mike uses the progressive disciplinary action approach when dealing with employee violations. Which of the following punishments will the subordinate most likely receive?

A) oral warning
B) written warning
C) suspension
D) termination

Question 39

Parker Pharmaceuticals is a corporation that employs over 400 workers. As the firm continues to grow, the need for discipline among employees has become more critical. The HR department and top executives are planning to revamp the disciplinary action process that is currently in place at Parker. Which of the following questions is LEAST relevant to selecting a new disciplinary action process for Parker?

A) Are managers applying discipline consistently and fairly?
B) Are managers able to apply discipline impersonally to all employees?
C) Does Parker want to use punishment or encouragement to create discipline?
D) Does Parker have similar discipline problems as other pharmaceutical firms?

Question 40

Renee was recently hired at Emerson Enterprises. During employee orientation, Renee was told that repeated violations of different rules will be viewed in the same way as several violations of the same rule. What type of disciplinary method is most likely used at Emerson?

A) progressive discipline
B) hot stove approach
C) disciplinary action without punishment
D) progressive disciplinary action

Question 41

Lisa, an HR manager, has been informed that her employer will be downsizing. Lisa's responsibility is to help the company prepare for downsizing by determining which workers should be laid off. All of the following are important for Lisa to do EXCEPT ________.

A) targeting older workers who earn high salaries to save the firm money
B) ensuring that protected workers are not disproportionately affected
C) utilizing objective, job-related criteria to make layoff decisions
D) preparing to deal with COBRA and ERISA requirements

Question 42

The ability to recognize and manage emotions is best known as ________.

A) emotional analysis
B) behavioral management
C) emotional intelligence
D) interpersonal communication

Question 43

Which term suggests a one-time change in the organization and the number of people employed?

A) demoting
B) downsizing
C) bankrupting
D) outplacing

Question 44

What is the most common reason that a CEO is terminated?

A) stock and bond markets fluctuate
B) board of directors lacks confidence
C) consumers have different philosophy
D) law enforcement discovers insider trading

Question 45

The termination procedure is usually the most well defined for ________.

A) executives
B) managers
C) hourly workers
D) union workers

Question 46

According to research, when a firm delays downsizing as long as possible, the firm will most likely ________.

A) recover more quickly when the economy improves
B) implement a formal grievance procedure
C) force senior employees into retirement
D) file for bankruptcy within one year

Question 47

Parson Enterprises is a unionized organization. An employee at Parson would most likely learn how demotions are handled by ________.

A) reviewing the firm's mission statement
B) contacting the local EEOC office
C) attending a training program
D) reading the labor-management agreement

Question 48

Nora, a line manager at an electronics firm, needs to fire one of her subordinates for repeatedly failing to report to work. The subordinate previously received both oral and written warnings about the violation. Which of the following would most likely help the termination process proceed smoothly?

A) Nora answers questions about the decision.
B) Nora and the subordinate gather in her office.
C) Nora gives the subordinate the final paycheck.
D) Nora meets with the subordinate privately.

Question 49

Which group is typically the most vulnerable to termination?

A) unskilled operatives
B) high level executives
C) lower level managers
D) unionized employees

Question 50

What is the primary purpose of downsizing?

A) hiring new employees
B) meeting EEOC requirements
C) changing the corporate philosophy
D) improving organizational performance

Question 51

In organizations of any size, management should ________.

A) use outside consultants for termination procedures
B) explain what actions warrant termination
C) avoid terminating union workers
D) handle terminations formally

Question 52

Which of the following is the LEAST likely reason for firing a top-level executive?

A) economic downturn
B) reorganization
C) marketing image
D) productivity decline

Question 53

Which term refers to the process of moving a worker to a lower level of duties and responsibilities with a reduction in pay?

A) transfer
B) discipline
C) demotion
D) outplacement

Question 54

Louden Manufacturing, a unionized firm, is in the process of downsizing. Mark is employed as a senior-level engineer at the firm, and his position has been eliminated. Mark's manager has indicated that Mark has the right to force a lower-level engineer out of a position. Which term best describes this activity?

A) bumping
B) rightsizing
C) restructuring
D) gainsharing

Question 55

Who is usually responsible for hiring and firing the CEO?

A) stockholders
B) top management
C) board of directors
D) executive search firms

Question 56

Jackie is an HR manager at a union-free firm that is in the process of downsizing. As Jackie helps determine which employees will be laid off, what will she most likely give the greatest consideration?

A) organizational needs
B) industry specifications
C) compensation level
D) seniority

Question 57

Dixon Enterprises is a unionized organization. An employee at Dixon would most likely learn how demotions and layoffs are handled by ________.

A) reviewing the firm's corporate history
B) contacting an outside consultant
C) attending an orientation session
D) reading the labor agreement

Question 58

Organizations such as Coca-Cola and Hallmark Communities assert that increased productivity stems from ________.

A) emotional intelligence
B) benchmarking methods
C) intellectual intelligence
D) management metrics

Question 59

Which of the following is most likely a negative outcome of downsizing?

A) loss of corporate culture
B) outsourcing of technical jobs
C) elimination of senior positions
D) less work for remaining employees

Question 60

When a unionized firm is downsizing, what is the most likely basis for layoffs?

A) potential
B) seniority
C) compensation
D) education level

Question 61

Which term refers to a procedure whereby laid-off employees are given assistance in finding employment elsewhere?

A) mediation
B) outplacement
C) arbitration
D) development

Question 62

Which form of alternative dispute resolution is the preferred method for most people?

A) arbitration
B) mediation
C) mini-trial
D) ombudspersons

Question 63

As a result of downsizing, Heather has lost her job. Heather's employer is helping Heather find a job elsewhere. Which of the following best describes what this employer is providing?

A) outplacement
B) development
C) outsourcing
D) contracting

Question 64

Which of the following is a complaint officer with access to top management who hears employee complaints, investigates, and recommends appropriate action?

A) line manager
B) HR manager
C) ombudsperson
D) union steward

Question 65

How do employers benefit from providing outplacement services?

A) minimizing the need for severance pay
B) lowering unemployment insurance costs
C) complying with the WARN Act
D) improving employee good will

Question 66

A procedure whereby the employee and the company agree ahead of time that any problems will be addressed by agreed upon means is known as ________.

A) progressive disciplinary action
B) scheduled grievance procedure
C) alternative dispute resolution
D) neutral arbitration

Question 67

Devon Manufacturing wants to avoid the time and cost associated with employment-related lawsuits. Which of the following would most likely be the best choice for Devon in resolving conflicts with employees?

A) collective bargaining
B) progressive disciplinary action
C) alternative dispute resolution
D) mandatory bargaining

Question 68

Which of the following would most likely be considered a covered employer under the WARN Act?

A) Barton Consulting, 55 full-time employees
B) Haley Publishing, 85 full-time employees
C) Tyro Aluminum, 145 full-time employees
D) all of the above

Question 69

Kelly, an HR manager, is employed by a firm that is downsizing. Kelly's employer wants the HR department to provide outplacement services to laid-off employees. Which of the following is LEAST likely to be an outplacement activity?

A) paying expenses for interviews
B) paying federal income taxes
C) providing job-search and interview techniques
D) discussing wage and salary negotiations

Question 70

Johnson Enterprises is recruiting candidates to fill the new position of ombudsperson. Johnson is most likely adding this position to ________.

A) handle internal problems before they become lawsuits
B) negotiate with local and national labor unions
C) monitor the firm's retention and turnover rates
D) assist HR with compensation decisions

Question 71

Research on downsizing has shown that when organizations ________, they tend to bounce back faster when the upturn hits.

A) resist or delay layoffs as long as possible
B) begin the layoff process as soon as possible
C) use an incremental approach to downsizing
D) lay off the entire workforce

Question 72

Emotional intelligence (EQ) consists of all the following aspects EXCEPT ________.

A) revelation
B) self-awareness
C) empathy
D) social skills

Question 73

According to the WARN Act, covered employers are required to give ________ days advance notice before a mass layoff.

A) 30
B) 60
C) 90
D) 120

Question 74

Compensation designed to assist laid-off employees as they search for new employment is known as ________.

A) COBRA
B) premium pay
C) severance pay
D) workers' compensation

Question 75

Which of the following would be a case where alternative dispute resolution would be used?

A) racial discrimination
B) age discrimination
C) unfair firings
D) all of the above

Question 76

Which of the following is NOT a method used in alternative dispute resolution?

A) arbitration
B) mediation
C) mini-trials
D) work sampling

Question 77

Naomi, a data analyst at a consulting firm, has an abusive manager. To which of the following should Naomi most likely turn for confidential, informal advice?

A) mediator
B) attorney
C) arbitrator
D) ombudsperson

Question 78

Miles, a software designer, received a performance review that he feels is incorrect. Miles would like to discuss his concerns with an impartial individual at his firm. What are the best two individuals for Miles to contact in this situation?

A) mediator and ombudsperson
B) HR manager and arbitrator
C) ombudsperson and HR manager
D) arbitrator and union steward

Question 79

What is the primary reason that firms provide severance pay to employees who are involuntarily terminated?

A) ensuring that current employees remain with the firm
B) preventing terminated employees from suing the firm
C) complying with federal laws that require severance pay
D) expressing concern and support for terminated employees

Question 80

Unifed Enterprises has implemented an alternative dispute resolution program to resolve conflicts between the firm and its employees. Which of the following is NOT one of the advantages associated with alternative dispute resolution?

A) jury trial
B) low cost
C) efficient
D) private