Question 1

Individuals must be able to present problems,identify concerns,and challenge the organization in such a way that they are not punished for providing this input,even in the issues raised are sensitive and highly publicized.

Accepted Answer

It is important for individuals to feel free to speak up and raise concerns without fear of retaliation or punishment, even if the issues are difficult or controversial. This promotes a culture of openness and transparency within the organization, which can lead to better decision-making and problem-solving.

Question 2

Federal Express Corporations "guaranteed fair treatment process" lets employees appeal problems to a peer-review board chosen by the worker involved and management.

Accepted Answer

The statement accurately describes the guaranteed fair treatment process at Federal Express Corporations.

Question 3

The Supreme Court has ruled that even where state law permits,union as well as nonunion employees do not have the right to sue over their dismissals,even if they are covered by a collective bargaining contract that provides a grievance procedure and remedies.

Accepted Answer

The Supreme Court has not issued a blanket ruling that employees, whether union or nonunion, cannot sue over their dismissals if they are covered by a collective bargaining contract. The right to sue can depend on the terms of the collective bargaining agreement, state laws, and the specific circumstances of the dismissal. Generally, collective bargaining agreements include grievance procedures that must be followed, but this does not universally eliminate the right to sue, especially in cases where the dispute may involve statutory rights or protections.

Question 4

Procedural justice includes all the practices that implement the philosophy and policy of an organization.

Accepted Answer

Procedural justice specifically refers to the fairness of the processes that lead to outcomes, not to all practices that implement the philosophy and policy of an organization.

Question 5

Evidence indicates that layoff survivors who were provided explanations for the layoffs,or who received advance notice of them,had more positive reactions to layoffs and higher commitment to the organization.

Accepted Answer

Studies have shown that providing explanations and advance notice can increase layoff survivors' sense of fairness and reduce anxiety, ultimately leading to better reactions to the layoffs and higher commitment to the organization.

Question 6

According to the red-hot-stove rule,discipline should be immediate,with warning,consistent,and personal.

Accepted Answer

The red-hot-stove rule states that discipline should be immediate, with warning, consistent, and impersonal, not personal.

Question 7

When documenting performance-related incidents it is very important to conclude a written warning by obtaining the employee's signature that he/she has read and understands the warning.

Accepted Answer

It is important to obtain the employee's signature as evidence that they have received and understand the warning.

Question 8

Distributive justice in legal proceedings provides individuals with rights such as prior notice,prohibited conduct,timely procedures,etc.

Accepted Answer

Distributive justice refers to the equitable allocation of assets and burdens among members of a society, rather than the procedural rights and processes in legal proceedings.

Question 9

Elegance refers to systems that should be simple to understand,apply to a broad range of issues,and allow for a definitive response.

Accepted Answer

Elegance is all about simplicity, versatility, and precision. It should be easy to grasp, versatile enough to apply to a wide range of problems, and provide an unequivocal solution.

Question 10

Procedurally fair treatment has been demonstrated to result in reduced stress and increased performance,job satisfaction,commitment to an organization,trust,and organizational citizenship behaviors.

Accepted Answer

Procedurally fair treatment has been shown to have positive effects on employee performance, job satisfaction, commitment to an organization, trust, and organizational citizenship behaviors. Studies have found that employees who perceive that they are being treated fairly are more likely to exhibit these positive workplace behaviors.

Question 11

Managers may avoid imposing discipline because of ignorance of organizational rules,fear of formal grievances,or fear of losing the friendship of employees.

Accepted Answer

Managers may avoid imposing discipline due to the mentioned reasons, which can result in a lack of accountability and ultimately harm the organization.

Question 12

According to the fiduciary duty of loyalty,individuals in groups look to others to learn appropriate behaviors and attitudes.

Accepted Answer

The fiduciary duty of loyalty refers to the obligation of a fiduciary to act in the best interests of the principal, rather than describing how individuals in groups learn behaviors and attitudes.

Question 13

Employment at Will refers to an employment relationship where only the employer may terminate employment at anytime and for any reason.

Accepted Answer

Employment at Will allows both the employer and the employee to terminate employment at any time and for any reason, with or without notice, as long as it's not illegal.

Question 14

An ombudsperson is a neutral facilitator between employees and managers who assists them in resolving workplace disputes.

Accepted Answer

An ombudsperson is a neutral third-party who helps employees and managers resolve workplace disputes through communication and mediation. They do not take sides or make decisions, but instead facilitate discussions and help identify possible solutions.

Question 15

Discipline should be immediate,with warning,consistent,and impersonal.

Accepted Answer

Discipline should be immediate to address the situation as soon as possible, with warning to give the person a chance to correct their behavior, consistent to establish a clear expectation, and impersonal to avoid singling out a particular individual.

Question 16

For most organizations,the most important thing they can do to ensure procedural justice is to provide individuals and groups the capacity to receive punitive damages.

Accepted Answer

Providing individuals and groups with the capacity to receive punitive damages is not the most important thing an organization can do to ensure procedural justice. Other important steps include implementing fair and transparent policies, providing opportunities for input and feedback from all stakeholders, and ensuring that decision-making processes are impartial and unbiased.

Question 17

A no-disclosure clause bars you from working for a competitor for six months up to five years.

Accepted Answer

A no-disclosure clause is designed to prevent the sharing of confidential information, not to restrict employment with competitors. A non-compete clause restricts working for competitors.

Question 18

Justice refers to the maintenance or administration of what is just,especially by the impartial adjustment of conflict in claims or the assignment of merited rewards or punishments.

Accepted Answer

This statement accurately defines justice. It emphasizes the importance of impartiality in resolving conflicts and allocating rewards and punishments based on merit.

Question 19

Employees with contracts (bargained collectively or individually)are not at-will employees.

Accepted Answer

Contracts provide job security and specify the terms and conditions of employment, which limits the employer's ability to terminate the employee without cause.

Question 20

When an employer has promised not to terminate an employer except for unsatisfactory job performance or other good cause,the courts will insist that the employer carry out that promise.

Accepted Answer

This statement is true. Courts will hold an employer accountable for any promises made regarding job security or termination criteria.

Quiz 14: Procedural Justice and Ethics in Employee Relations