Question 1

Tim feels mistreated by his manager. He made an error in completing a customer profile and his manager angrily criticized his work in from of his fellow workers. Tim is concerned with which of the following components of organizational justice?

Accepted Answer

Interactional justice relates to the fairness with which people are treated in interpersonal interactions, such as being treated with dignity and respect. In this scenario, Tim is concerned with how his manager treated him in front of his colleagues, which relates to interactional justice.

Question 2

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.

Accepted Answer

This is true. Many countries and jurisdictions have laws that require employers to give advanced notice of group terminations, in order to give employees time to prepare and seek new employment opportunities. The specific notice requirements may vary depending on the size of the group and the applicable laws in each jurisdiction.

Question 3

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

Accepted Answer

Procedural justice deals with the fairness of the procedures, policies, and methods used to make decisions or allocate resources within an organization. Helena's concern about the fairness of her employer's method for deciding on pay increases falls under procedural justice.

Question 4

With respect to employee relations, experts generally define organizational justice in terms of three components. What is one of these components?

Accepted Answer

One of the three components of organizational justice is distributive justice, which refers to the fairness of the outcomes, such as pay, benefits, and promotions, that employees receive in comparison to their peers. This component focuses on the distribution of resources among employees and ensures that everyone is treated equitably.

Question 5

What is the emotional and intellectual involvement employees in their work, such as intensity, focus, and involvement in his or her job called?

Accepted Answer

Employee engagement refers to the emotional and intellectual involvement employees have in their work, such as intensity, focus, and involvement in their job. It measures the level of commitment and connection employees have to their work and the organization they work for. Options B, C, D, and E are not accurate definitions of employee engagement.

Question 6

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

Accepted Answer

The termination interview is the interview in which an employee is informed of the fact that he or she has been dismissed. This interview is also referred to as a separation interview or exit interview. The other options - nonpunitive interview, punitive interview, and "at will" interview - do not specifically refer to the termination process. While an exit interview may occur during the termination process, it is a broader term that can include interviews with employees who are voluntarily leaving the organization.

Question 7

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

Accepted Answer

This statement is true. Many firms now offer pre-retirement counselling to help their employees prepare for life after retirement.

Question 8

Over the last few decades large-scale labour mobility has stabilized and there is an increase in employee job tenure.

Accepted Answer

The statement is false. The last few decades have seen a decrease in employee job tenure, with more people changing jobs frequently and taking on short-term contracts. Despite advances in technology and transportation, large-scale labour mobility has not necessarily stabilized.

Question 9

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.

Accepted Answer

A layoff typically refers to a temporary or permanent separation from work due to a lack of work or economic conditions, but it does not necessarily mean that management does not intend to recall employees.

Question 10

The sixth step in the termination interview process, what should management do?

Accepted Answer

The answer of The sixth step in the termination interview...

Question 11

What is the term to describe when the employer makes unilateral changes in the employment contract that are recognized as unacceptable according to the employee, even though the employee has not been formally terminated?

Accepted Answer

This scenario is known as constructive dismissal, which occurs when an employer makes significant changes to the terms of employment without the employee's agreement, resulting in a breach of the employment contract. While the employee has not been formally terminated, they may choose to resign and claim constructive dismissal to seek legal remedies. A and D refer to situations where the employer acts in bad faith or imposes punishment on the employee, but do not necessarily involve changes to the employment contract. Insubordination refers to an employee's refusal to follow directives, while involuntary turnover represents the rate at which employees leave an organization.

Question 12

A rule of thumb some organizations follow for reasonable notice is three to four weeks per year of service.

Accepted Answer

The rule of thumb for reasonable notice is three to four weeks per year of service.

Question 13

The public services industry has the lowest turnover level on Canada.

Accepted Answer

The public services industry has the lowest turnover level in Canada because it offers stable employment, competitive salaries, and benefits, and opportunities for career advancement.

Question 14

Kaitlyn is unhappy about her employer as her pay was reduced because she left work early for a family emergency. Her manager did not take into account that Kaitlyn returned to work to make up the lost hours. Kaitlyn is concerned with which of the following components of organizational justice?

Accepted Answer

Distributive justice refers to the perceived fairness of the outcomes received, such as pay. Kaitlyn's concern is about the fairness of her pay being reduced despite making up the hours, which relates to distributive justice.

Question 15

Older workers are more likely to experience turnover than younger workers.

Accepted Answer

Older workers are less likely to experience turnover than younger workers. This may be due to factors such as more experience, loyalty, and stability in their job and personal lives.

Question 16

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

Accepted Answer

Employee opinion surveys are questionnaires that regularly ask employees their opinions about the company, management, and work life. B, C, D, and E do not accurately describe this type of survey.

Question 17

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

Accepted Answer

A system of progressive penalties typically includes warnings, suspensions, and discharge as consequences for repeated or severe violations of rules or policies.

Question 18

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

Accepted Answer

These are all examples of alternatives to layoffs that companies can utilize in times of financial hardship.

Question 19

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

Accepted Answer

The manager should remember to describe the situation rather than attacking the employee personally. This will help to keep the conversation professional and respectful.

Question 20

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

Accepted Answer

The second step of the termination interview involves getting to the point by informing the person of the decision. This should be done in a clear and direct manner, without beating around the bush or trying to sugarcoat the situation. It's important to be respectful and empathetic, but also honest and transparent.

Quiz 15: Managing Employee Separations: Turnover, Communication, and Employee Engagement