Deck 10: Separating and Retaining Employees

Question 1

Outcome fairness involves the ends of a discipline process,while procedural and interactional justice focus on the means to those ends.

Answer 1

True
Explanation: Outcome fairness involves the ends of a discipline process, while procedural and interactional justice focus on the means to those ends. Not only is behavior ethical that is in accord with these principles, but research has also linked the last two categories of justice with employee satisfaction and productivity.

Question 2

According to the hot-stove rule,an organization's discipline should give warning and have consequences that are consistent,subjective,and immediate.

Answer 2

True
Explanation: Organizations look for methods of handling problem behavior that are fair, legal, and effective. A popular principle for responding effectively is the hot-stove rule. Like the hot stove, an organization's discipline should give warning and have consequences that are consistent, objective, and immediate.

Question 3

Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work situation physically,mentally,or emotionally.

Answer 3

True
Explanation: Job withdrawal results when circumstances such as the nature of the job, supervisors and co-workers, pay levels, or the employee's own disposition cause the employee to become dissatisfied with the job.

Question 4

Employees can sue employers for wrongful discharge only if the employee was contracted under an employment-at-will.

Question 5

When employees are unclear about work methods,scheduling,and performance criteria because others hold different ideas about these,they are likely to suffer from role ambiguity.

Question 6

When a decision to discharge an employee is explained and implemented in a fashion that is socially sensitive,considerate,and empathetic,it fulfills the principle of outcome fairness.

Question 7

The availability of outplacement counseling while an employee is being encouraged to leave the organization,promotes a sense of fairness on discharge.

Question 8

If an employee disputes policies on the grounds that they violate state and federal laws,he/she can go outside the organization for help to file a lawsuit.

Question 9

Under the Americans with Disabilities Act,an employer may need to grant a clinically depressed employee time off or a flexible schedule to accommodate treatment.

Question 10

Procedural justice is a judgment that takes employees' feelings into account while carrying out discharge actions.

Question 11

Role conflict is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.

Question 12

Job satisfaction is always based on an objective and complete measurement of the situation and not on perception.

Question 13

Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life,compared with other people's feelings.

Question 14

Job involvement is a judgment that the organization carried out its actions in a way that took the employee's feelings into account.

Question 15

Despite being a formal process involving an outsider,arbitration tends to be much faster,simpler,and more private than a lawsuit.

Question 16

The open-door policy is an example of an alternative dispute resolution.

Question 17

In general,employers may conduct random searches of areas like desks,lockers,and toolboxes at any point in time without any justification to the employee.

Question 18

Generally,organizations encourage voluntary turnover among top management since it is inexpensive.

Question 19

Creating a formal discipline process is a primary responsibility of the human resource department.

Question 20

Personal dispositions do not play a role in creating job satisfaction.

Question 21

Terminating an employee for the use of illegal drugs is an example of a(n)_____ turnover.

A) retentive
B) external
C) voluntary
D) absenteeism
E) involuntary

Question 22

Although the rate of inflation is only 2 percent,Jessie receives a 6 percent increase in salary.She is nonetheless dissatisfied with her salary increase due to Norvin's,whose job designation is similar to Jessie's,9 percent increase.Jessie is likely to contend that there is a lack of:

A) employment-at-will.
B) outcome fairness.
C) procedural justice.
D) interactional justice.
E) fair representation.

Question 23

Historically,if the organization and employee do not have a specific employment contract,the employer or employee may end the employment relationship at any time.This is referred to as the _____ doctrine.

A) force majeure
B) laissez faire
C) employment-at-will
D) due process
E) implied in fact

Question 24

Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements?

A) They are likely to raise principles of justice issues.
B) Most employers stopped using these agreements during the 1990s.
C) The courts have declared these agreements as illegal.
D) Most employees see the agreements as equitable.
E) Employment-at-will agreements empower managers to discharge employees at their personal discretion.

Question 25

Which of the following does an employer violate while terminating an employee for refusing to do something illegal,unethical,or unsafe?

A) Affirmative action
B) Public policy
C) Fair Representation
D) Equal opportunity employment
E) Reverse discrimination

Question 26

When employees initiate a turnover,when the organization would prefer to keep them,it is called _____ turnover.

A) dysfunctional
B) involuntary
C) retentive
D) external
E) voluntary

Question 27

Thomas Fenton reprimanded five of his employees for coming to work drunk after a lunch outing.The next week,Thomas fired another employee for being drunk at work.The employees under Thomas can conclude a lack of _____ in dealing with employees being drunk at work.

A) benchmarking
B) outcome fairness.
C) summary dismissal
D) role underload
E) onboarding

Question 28

A perception of _____ is a judgment that the organization carried out its actions in a way that took the employee's feelings into account.

A) interactional justice
B) employee turnover
C) sourcing
D) summary dismissal
E) scalability

Question 29

In the principles of justice followed in systems of disciplining,explanation,consideration,and empathy are features of _____.

A) retributive justice
B) interactional justice
C) distributive justice
D) benchmarking
E) summary dismissals

Question 30

The Job Descriptive Index is an example of a job satisfaction instrument.

Question 31

HR professionals can help make exit interviews more successful by arranging for the departing employee to talk to his/her supervisor.

Question 32

If employers covered by the _____ do not inform the employees (and their union,if applicable)of layoffs,they may have to provide back pay and fringe benefits and pay penalties as well.

A) Davis-Bacon Act
B) Worker Adjustment Retraining and Notification Act
C) Right-to-Work Act
D) Employee Free Choice Act
E) Fair Labor Standards Act

Question 33

People's perception of _____ depends on their judgment that the consequences of a decision to employees are just.

A) employment-at-will
B) procedural justice
C) fair representation
D) arbitration
E) outcome fairness

Question 34

The two primary sets of people in an organization who most affect job satisfaction are co-workers and customers.

Question 35

People's perception of _____ is their judgment that fair methods were used to determine the consequences an employee receives.

A) interactional justice
B) expatriation
C) outcome fairness
D) procedural justice
E) labor law posting

Question 36

When conducting a workplace search,without probable cause,employers can act fairly and minimize the likelihood of a lawsuit by:

A) hushing the company's search policies prior to the search.
B) searching employees' workplace without their knowledge.
C) using non-company personnel to conduct the search.
D) conducting random searches with or without a probable cause.
E) justifying that the organization has work rules that provide for searches.

Question 37

The Fair Labor Standards Act exempts managers and professionals from its requirement that the company pay overtime to employees who work more than a 40-hour week.

Question 38

Job satisfaction of employees remains unaffected from organizational changes such as mergers.

Question 39

An employee refuses an employer's request to falsify the contents of a report to the EEOC.The employer subsequently discharges the worker for "not following orders." Identify the exception to the at-will-employment doctrine that the employee is like to choose when he/she files a wrongful discharge suit.

A) Equal employment
B) Public policy
C) Implied contract
D) Reverse discrimination
E) Affirmative action

Question 40

The Worker Adjustment Retraining and Notification Act requires that:

A) organizations with unionized operations negotiate any closings or layoffs that will affect employees within the bargaining unit.
B) organizations with more than 100 employees conduct and publicize the results of an environmental, community impact study before a plant closing that will affect at least 50 full-time employees.
C) organizations with 50 or more employees and $10,000 or more in federal contracts prepare and post an affirmation plan.
D) organizations with more than 100 employees give 60 days' notice before any closings or layoffs that will affect at least 50 full-time employees.
E) organizations with more than 50 employees give at least 30 days' notice before any closings or layoffs that will affect all full-time employees.

Question 41

Open-door policy,and mediation are generally steps within:

A) the strategy decision-making process.
B) the alternative dispute resolution system.
C) the collective bargaining system.
D) the fair representation policy.
E) the performance appraisal program.

Question 42

The decision reached in a(n)_____ is binding upon both parties.

A) peer review
B) mediation
C) open-door
D) arbitration
E) outplacement counseling

Question 43

Based on the expectation that two people in conflict should first try to arrive at a settlement together,organizations have a policy of making managers available to hear complaints.Typically,the first "open door" is that of the employee's:

A) immediate supervisor.
B) choice of a neutral party.
C) peers.
D) immediate subordinates.
E) personal counselor.

Question 44

____ is a referral service that employees can use to seek professional treatment for emotional problems or substance abuse.

A) Alternative dispute resolution
B) Outplacement counseling
C) Employee assistance program
D) Progressive discipline program
E) Request for proposal

Question 45

Adam,a neutral party outside of La Meares Inc.,helped clarify issues between two technical teams of the company.Though Adam's solution had no binding power,both the teams decided to accept his solution.This is an example of _____.

A) mediation.
B) arbitration.
C) open-door policy.
D) progressive discipline.
E) fair representation.

Question 46

Which of the following has the primary responsibility of creating a formal discipline process for the workplace?

A) Human resource department
B) Outplacement counselors
C) Legal department
D) Sales force
E) Arbitrators

Question 47

A progressive discipline system:

A) includes peer reviews, mediation and arbitration.
B) always involves four parties: the employee, the union, the company, and the courts.
C) communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness.
D) is consistent with the employment-at-will doctrine because it gives employers the power to hire-or-fire at will.
E) is objective, immediate, and impersonal.

Question 48

Which of the following is a typical first response in the progressive discipline system?

A) Official spoken warning
B) Written warning with threat of temporary suspension
C) Temporary suspension with no written notice
D) Unofficial spoken warning
E) Termination

Question 49

Conducting personal business online during work hours is called:

A) cybersquatting.
B) cyber bullying.
C) cyber sleeping.
D) cyberstalking.
E) cyberslacking.

Question 50

If peer review does not lead to a settlement,a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement.This process is called:

A) mediation.
B) carve-out.
C) open-door policy.
D) fair representation.
E) attrition.

Question 51

Peer review is an example of _____.

A) alternative dispute resolution
B) employee assistance programs
C) outplacement counseling
D) fair representation
E) employee carve-out

Question 52

According to this principle of discipline,discipline should give clear warning and following up with consistent,objective,immediate consequences.Identify the principle.

A) Per se rule
B) Laissez faire rule
C) Fundamental attribution rule
D) Progressive discipline
E) Hot-stove rule

Question 53

Outplacement counseling programs are:

A) long-distant educational programs using instruction via video or audio tapes, computers etc. provided by the company to augment employee skills.
B) services in which professionals try to help dismissed employees manage the transition from one job to another.
C) third-party programs to assist employees with their mental health and chemical dependency needs.
D) university-sponsored executive training programs which require participants to live on campus while completing short, custom-designed courses.
E) services rendered to employees to manage drug/alcohol addiction.

Question 54

The _____ type of alternate dispute resolution works only to the degree that employees trust management and managers who hear complaints listen and are able to act.

A) employee carve-out
B) behavioral modeling
C) open-door policy
D) fair representation
E) peer review system

Question 55

The principles of justice suggest that organizations prepare for problems by establishing a formal discipline process in which the consequences become more serious if the employee repeats the offense.Identify this process.

A) Hot-stove rule of discipline
B) Progressive discipline system
C) Alternative dispute resolution program
D) At-will-employment policies
E) Impassive justice

Question 56

This process seeks to prevent misbehavior and to correct,rather than merely punish misbehavior.Identify the process.

A) Hot-stove rule
B) Fair representation
C) Progressive discipline
D) Benchmarking
E) Peer review panel

Question 57

Which of the following is true of employee assistance programs?

A) It cannot be initiated by union representatives of the employee's union.
B) It is a company-sponsored program to help employees manage the transition from one job to another.
C) It can be initiated by the employee to refer himself or herself into the program.
D) It involves taking the help of a neutral party though a nonbinding process to solve issues among employees.
E) It involves hiring an arbitrator from outside the organization to hear cases or disputes among employees.

Question 58

Which of the following is an example of alternative dispute resolution method?

A) Carve-out
B) Employment assistance programs
C) Benchmarking
D) Arbitration
E) Outplacement counseling

Question 59

The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule:

A) the punishment meted is always inconsistent.
B) the consequences for breaking the rule is immediate.
C) the rule breaker will be warned multiple times before termination.
D) the consequences follow a gradual increase in seriousness
E) the ideology is to prevent misbehavior rather than to merely punish it.

Question 60

____ is a process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.

A) Outplacement counseling
B) Mediation
C) Carve-out
D) Arbitration
E) Peer review

Question 61

In terms of job dissatisfaction,an employee who calls in sick or arrives to work late is engaging in:

A) behavior change.
B) job coasting.
C) physical job withdrawal.
D) whistle-blowing.
E) emotional withdrawal.

Question 62

When in situations they dislike,employees with positive core self-evaluation tend to:

A) experience high job dissatisfaction.
B) blame other people for their problems.
C) seek change in socially acceptable ways.
D) act aggressively toward others.
E) experience feelings of anger, guilt, and nervousness more than others.

Question 63

When employees cannot work with management to make changes,they may engage in ____,taking their charges to the media in the hope that if the public learns about the situation,the organization will be forced to change.

A) scapegoating
B) progressive discipline
C) class actions
D) media manipulation
E) whistle-blowing

Question 64

Foreign assignments can be highly disruptive to family members,and the resulting role _____ is the top reason that people quit overseas assignments.

A) autonomy
B) overload
C) underload
D) ambiguity
E) conflict

Question 65

_____ means pervasive low levels of satisfaction with all aspects of life,compared with other people's feelings.

A) Negative affectivity
B) Outplacement
C) Expatriation
D) Systemic discrimination
E) Cognitive withdrawal

Question 66

Low job involvement and low organizational commitment are:

A) essentially the same thing.
B) examples of psychological withdrawal.
C) examples of physical withdrawal that are related to job dissatisfaction.
D) examples of behavior change.
E) examples of physiological withdrawal.

Question 67

_____ results when circumstances such as the nature of the job,supervisors and co-workers,pay levels,or the employee's own disposition cause the employee to become dissatisfied with the job.

A) Fundamental attribution error
B) Due diligence
C) Social loafing
D) Job withdrawal
E) Cognitive dissonance

Question 68

Helen is very dissatisfied with her job situation,but she does not perceive any other employment opportunities,so she stays and spends most of the workday dreaming about nonwork matters.Which of the following behaviors is she experiencing?

A) Physical withdrawal
B) Psychological job withdrawal
C) Job coasting
D) Benchmarking
E) Whistle-blowing

Question 69

Selma is a single mother who works full-time and attends to the needs of her two young children.Selma has opted to work from home for a short period after one her children had a road accident.Even though she works from home she often feels a lot of pressure in balancing her work and looking after her children.The term that best characterizes what Selma is experiencing is:

A) role ambiguity.
B) role carve-out.
C) role conflict.
D) job withdrawal.
E) role underload.

Question 70

The amount of income associated with each job is called the:

A) pay rank.
B) pay status.
C) pay differential.
D) incentive pay.
E) pay level.

Question 71

Job withdrawal is:

A) the loss of jobs within an organization due to adverse economic forces.
B) a set of behaviors that dissatisfied individuals enact to avoid the work situation.
C) the retracting of a job offer following the results of a pre-employment physical.
D) a psychological state employees experience upon a job dismissal or retirement.
E) the retraction of an employment offer following failure to join on an agreed date.

Question 72

_____ is an employee's recognition that demands of the job are incompatible or contradictory.

A) Role conflict
B) Role overload
C) Role underload
D) Role ambiguity
E) Role autonomy

Question 73

Negative affectivity is related to dissatisfaction caused by:

A) unsafe working conditions.
B) employee's personal disposition.
C) organizational roles.
D) social environments.
E) demanding superiors.

Question 74

Employees with negative affectivity tend to:

A) experience high job satisfaction.
B) experience feelings of anger, contempt, fear, and guilt.
C) seek change in socially acceptable ways.
D) look for the good in others, but not themselves.
E) think highly of themselves, but not others.

Question 75

Marcus has just been discharged form his work after the company he was working for started downsizing.Confused about his state of joblessness,Marcus threatens to sue the company for reparations.Which of the following programs can help the company from facing such situations from exiting employees?

A) Outplacement counseling
B) Employee assistance program
C) Benchmarking
D) Progressive disciplining programs
E) Expatriation

Question 76

Maria was recently told by the top management that they expected her to exercise more authority and leadership with her work group.Just two days prior to that,her team told her that while they appreciated the initiative she demonstrated,they expected her to be less authoritative and more democratic in the future.The term that best describes what Maria is experiencing is:

A) role carve-out.
B) role distance.
C) role conflict.
D) role underload.
E) role autonomy.

Question 77

_____ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.

A) Role underload
B) Role ambiguity
C) Role conflict
D) Role overload
E) Role autonomy

Question 78

As a predictor of job dissatisfaction,nothing surpasses:

A) the nature of the task itself.
B) the geographical location of the firm.
C) negative affectivity.
D) relationships with co-workers.
E) negative self-evaluations.

Question 79

The positive or negative bottom-line opinions that individuals have of themselves are known as:

A) negative affectivities.
B) factor comparisons.
C) core self-evaluations.
D) fair representations.
E) behavioral models.

Question 80

After an organization downsizes,it may expect so much of the remaining employees.This high expectation and demand results in a state of _____ for the employees.

A) role autonomy
B) role carve-out
C) role underload
D) role distance
E) role overload