Question 1

__________ systems are characterized by elegance,accessibility,correctness,and responsiveness.

Accepted Answer

Employee voice systems are designed to ensure that employees can express their opinions and concerns effectively, characterized by elegance, accessibility, correctness, and responsiveness.

Question 2

_____ proceeds from an oral warning to a written warning to a suspension to dismissal.

Accepted Answer

Progressive discipline is a process where disciplinary actions proceed in a sequence, starting from an oral warning to a written warning to a suspension to dismissal. This helps to ensure fairness and consistency in the disciplinary process.

Question 3

________ means employees may not be fired for refusing to commit illegal acts.

Accepted Answer

Policy exemptions refer to situations where employees are protected from termination if they refuse to participate in illegal activities as requested by their employer. This ensures that employees are not forced into unethical or illegal situations under the threat of losing their job.

Question 4

Which of the following statements are true when conducting an investigatory interview?

Accepted Answer

All three statements are true when conducting an investigatory interview. Conducting the interview in a quiet and private place helps to establish a professional and confidential atmosphere. Avoiding aggressive accusations can prevent the interview from becoming confrontational and unproductive. Allowing the employee to make a full defense ensures that fairness and due process are maintained during the investigation.

Question 5

_____ refers to an employment relationship between an employer and an employee,under which either party can terminate the relationship without notice for any reason not prohibited by law.

Accepted Answer

Employment-at-will refers to an agreement where both the employer and employee have the right to end the relationship at any time without providing a reason or notice, as long as there is no violation of any legal obligation. This often means that employees can be terminated without cause or warning, and likewise, employees can leave their jobs without any explanation.

Question 6

A worker being fired for actions ranging from filing a workers' compensation claim to reporting safety violations to government agencies is called:

Accepted Answer

Retaliatory discharge is when an employee is terminated for reporting an employer's wrongdoing, such as safety violations or filing a workers' compensation claim. This type of termination is illegal and can result in legal action against the employer. Unfair dismissal refers to a termination that is not supported by a valid reason, while red-hot-stove discipline and just cause refer to disciplinary actions taken against an employee for violating workplace policies or engaging in misconduct.

Question 7

According to _____,discipline should be immediate,consistent,and impersonal.

Accepted Answer

The Red-Hot-Stove Rule, developed by B.F. Skinner, states that discipline should be immediate, consistent, and impersonal, much like the consequences of touching a red-hot stove. This is a principle of behaviorism and reinforces the idea that consequences should be clear, predictable, and linked to behavior.

Question 8

A _____ clause prohibits you from divulging trade secrets or other proprietary information to outsiders during your employment at a company or after you leave.

Accepted Answer

A no-disclosure clause is specifically designed to prevent employees from disclosing confidential information to outsiders during and after their employment with the company. It is a common clause found in employment contracts and is essential in protecting the company's trade secrets and proprietary information.

Question 9

A _____ clause requires that you not take another job until you have repaid the company any expenses incurred in your relocation and recruitment.

Accepted Answer

A payback clause requires the employee to pay back any expenses incurred by the company for relocation and recruitment. This is a common clause in employment contracts when the company is paying for the employee's relocation expenses.

Question 10

In a unionized firm,the _____ clause of the collective bargaining agreement typically retains for management the authority to impose reasonable rules for workplace conduct and to discipline employees for just cause.

Accepted Answer

The management rights clause in the collective bargaining agreement grants management the authority to impose reasonable rules for workplace conduct and to discipline employees for just cause. This clause is typically included in unionized firms' collective bargaining agreements.

Question 11

Which theory states that individuals in groups look to others to learn appropriate behaviors and attitudes?

Accepted Answer

Social learning theory proposes that individuals in groups learn appropriate behaviors and attitudes through observation and modeling of others in the group.

Question 12

_________ includes training and written instructors for raters and uses systems that minimize subjectivity to the greatest extent possible.

Accepted Answer

The statement refers to a description of a specific approach to conducting performance appraisals. It emphasizes the use of training and written guidelines to promote consistency and objectivity in the appraisal process.

Question 13

According to _____,an employee may not be fired because he/she refuses to commit an illegal act,such as perjury or price fixing.

Accepted Answer

The public policy exception, also known as the whistleblower exception, protects employees who refuse to engage in illegal activities requested by their employer, from being fired or retaliated against. This exception is based on the public policy of preventing illegal actions and protecting employees who take a stand against them.

Question 14

Generally,disciplinary interviews are held over issues of workplace conduct or:

Accepted Answer

Disciplinary interviews are typically held to address issues of workplace conduct, such as violations of company policies, unprofessional behavior, or harassment. While job performance may be a factor in these kinds of situations, it is usually a secondary concern. Collective bargaining disagreements and career path possibilities are not typically addressed in disciplinary interviews. Organizational policy, however, is often a central issue.

Question 15

In _____,workers have been fired for refusing to quit smoking,for living with someone without being married,drinking a competitor's product,motorcycling,and other legal activities outside of work.

Accepted Answer

This scenario is an example of lifestyle discrimination, which refers to an employer making employment decisions based on an employee's legal off-duty activities or personal choices. These activities do not impact the employee's ability to perform their job, and therefore such discrimination is seen as unfair and illegal.

Question 16

A(n)_____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes.

Accepted Answer

An ombudsperson is a neutral third-party who can assist employees in resolving workplace disputes. They are trained to facilitate communication between employees and management, and can help to identify potential solutions that are acceptable to all parties involved. Peer-review panels, grievance committees, and complaint teams may also be involved in dispute resolution, but these groups may have a more specific or limited role within an organization.

Question 17

A(n)_____ 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 to resolve workplace disputes between employees and managers in a fair and impartial manner. They serve as a confidential resource for employees to seek advice and assistance in addressing workplace issues. Aides, moderators, and paralegals are not typically involved in this type of work.

Question 18

From the company's perspective,it is important to recognize that employment agreements are governed by:

Accepted Answer

Employment agreements are primarily governed by state law, such as state labor codes and employment statutes. While federal law may also come into play, such as with anti-discrimination laws, state law is typically the dominant force in regulating employment agreements. No-compete agreements and union contracts are specific types of employment agreements that may be governed by state law, depending on the state.

Question 19

A _____ clause prohibits you from recruiting key clients or employees away from your former employer for a year or two.

Accepted Answer

A nonsolicitation clause is commonly included in employment contracts or severance agreements, and it prevents employees from soliciting or recruiting key clients or other employees from their former company after leaving. This type of clause usually has a time limitation, such as one or two years, and can also include restrictions on contacting clients or employees indirectly.

Question 20

The concept of _____ requires an employer not only to produce persuasive evidence of an employee's liability or negligence,but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.

Accepted Answer

The concept of just cause refers to the requirement that an employer must have persuasive evidence of an employee's liability or negligence before imposing a penalty, and that the penalty must be appropriate to the offense. This includes providing the employee with a fair hearing or opportunity to respond to the allegations. The other options (A, B, and C) are related to different principles of effective discipline, but do not necessarily involve the same level of rigor in proving liability or providing a fair hearing.

Quiz 14: Procedural Justice and Ethics in Employee Relations