Deck 11: Separating and Retaining Employees

Question 1

Generally,organizations encourage voluntary turnover among top performers because it is inexpensive.

Answer 1

False
Explanation: In general, organizations try to avoid the need for involuntary turnover and to minimize voluntary turnover, especially among top performers. Both kinds of turnover are costly.

Question 2

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

Answer 2

False
Explanation: Different employees have different views of which values are important, so the same circumstances can produce different levels of job satisfaction. Sometimes personal qualities of the employee, such as negative affectivity and negative core self-evaluation, are associated with job dissatisfaction. This linkage suggests employee selection in the first instance plays a role in raising overall levels of employee satisfaction. People making the selection decisions should look for evidence of whether employees are predisposed to being satisfied.

Question 3

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

Answer 3

True
Explanation: Sometimes problems are easier to solve when an impartial person helps to create the solution. Therefore, at various points in the discipline process, the employee or organization might want to bring in someone to help with problem solving. Rather than turning to the courts every time an outsider is desired, more and more organizations are using alternative dispute resolution (ADR). An open-door policy is one of the techniques of an ADR.

Question 4

A disciplinary action meets the standards of outcome fairness if the manager explains to the employee how the action is procedurally just,treats the employee with dignity and respect,and empathizes with the employee's feelings.

Question 5

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

Question 6

To help employees manage role conflict,employers have sought a number of family-friendly policies.

Question 7

Since arbitration is a formal process involving an outsider,it is much slower and tedious than a law suit.

Question 8

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

Question 9

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

Question 10

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

Question 11

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

Question 12

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 13

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

Question 14

The principles of justice convey that the organization must prepare for problems by establishing a formal discipline process in which the consequences become severe if the employee repeats the offense.

Question 15

Developing a formal discipline process is a prime responsibility of the human resource department.

Question 16

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

Question 17

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 18

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 19

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

Question 20

In procedural justice,the procedures should be consistent from one person to another,and the manager using them should suppress any personal biases.

Question 21

Talent poaching makes it difficult for companies to _____.

A) retain their top performers
B) keep their searches discreet
C) search for relevant information
D) eliminate quality control processes
E) look for employee profiles

Question 22

Bella,an employee at Lavender Holdings,was suspended for two weeks for drug use.Six months later,she was fired from the job because her productivity did not show any improvement even after undergoing treatment for drug use.Which of the following is the form of discharge experienced by Bella?

A) Involuntary turnover
B) Voluntary turnover
C) Procedural justice
D) Progressive discipline
E) Open-door policy

Question 23

Jarvis,a manager at Livingston Corp.,believes that he can fire Yolanda,his subordinate,at any time he wishes to do so.Which of the following,if true,would help strengthen Jarvis' belief?

A) Yolanda has not submitted her required paperwork as part of her job offer.
B) Jarvis has not provided Yolanda with an offer letter.
C) Yolanda is an underperformer and fails to arrive at work on time.
D) Yolanda does not have a specific employment contract with the company.
E) Yolanda has not received a letter of employment from the company.

Question 24

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

Question 25

More than 40% of the employees at Valley Corp.lost their jobs during a recent recession.The human resource department of Valley Corp.would term this as a _____.

A) role ambiguity
B) voluntary turnover
C) role conflict
D) involuntary turnover
E) role overload

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

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

Question 28

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 29

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) interactional justice
D) arbitration
E) outcome fairness

Question 30

Which of the following situations is an example of involuntary turnover?

A) Jia, an employee at DotPrint, is suspended for a week because of workplace violence
B) Natasha, a supervisor at JBX Inc., decides to leave her job because she is moving to another country
C) Hector, a manager at EuroCare Co., resigns from his job because he has a better job offer from another company
D) Ming, an employee at FantaFurnish Corp., wants to leave her job to pursue a college degree
E) Gizela, an employee at Future Tech Inc., is fired because of theft

Question 31

Zohrina is a top manager at her current company.However,she is leaving the company for a better job at a competing firm.Which of the following forms of turnover is illustrated in this scenario?

A) Involuntary turnover
B) External turnover
C) Voluntary turnover
D) Internal turnover
E) Dysfunctional turnover

Question 32

Zahra is an employee at Colorz Inc.She loves gossiping about her colleagues during office hours,which causes her to receive a reprimand by her supervisor.A few days later,the same supervisor fires Gunther,another subordinate,from work for a similar reason.The employees reporting to this supervisor are most likely to conclude the supervisor demonstrates a lack of _____ in dealing with employees who gossip at work.

A) benchmarking
B) interactional justice
C) laissez faire
D) outcome fairness
E) arbitration

Question 33

Karl,an employee at BizVentures Inc.,is known for his short-tempered and argumentative nature.During a heated exchange at work one day,Karl makes a derogatory gesture toward his manager,which causes Karl to be fired.This scenario is an example of:

A) revolving door policy.
B) open-door policy.
C) voluntary turnover.
D) progressive discipline.
E) involuntary turnover.

Question 34

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

Question 35

Historically,if an organization and employee do not have a specific employment contract,the employer or employee may not require a specific time to end the employment relationship.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 36

Which of the following situations is an example of a voluntary turnover?

A) Clara, a supervisor at Green Xpress LLC, is demoted from her current position
B) Samuel, a manager at Travellerz Co., is suspended for a month due to drug use
C) Fatima, an employee at Flora Inc., is about to resign her job to start her own business
D) Alex, a trainee at RandomWorks Inc., is reprimanded for arriving late at work every day
E) Carissa, an employee at Beta Corp., is transferred to another city for career growth

Question 37

Franco,an employee at Fundz Corp.,arrives late at the office on a Monday morning due to a personal emergency.His manager fires him,although this was the first instance of Franco arriving late at work.In this scenario,Franco would conclude a lack of _____ in dealing with employees who arrive late at work.

A) arbitration
B) laissez faire
C) outcome fairness
D) benchmarking
E) interactional justice

Question 38

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

Question 39

Holly refuses her employer's request to falsify the contents of a report to the Equal Employment Opportunity Commission (EEOC).The employer subsequently discharges Holly for "not following orders." Identify the exception to the employment-at-will doctrine that Holly is likely to choose when she files a wrongful discharge suit.

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

Question 40

Retaining top performers is not always easy because _____ for high-demand positions,such as software engineers,from other companies has become the norm.

A) brainstorming
B) poaching talent
C) mind mapping
D) headhunting
E) reverse discriminating

Question 41

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

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

Question 42

The board of directors of LiveCrop Industries decides to search the employees on the job.However,the head of the HR department,Heidi,believes that it could maximize the likelihood of a lawsuit due to privacy concerns.Which of the following would strengthen Heidi's belief?

A) If the search is a random one, and it is clarified that no one has been accused of misdeeds
B) If the search policies and consequences have been publicized
C) If the search is done only after gathering consent from employees
D) If the search is done only on employees and not supervisors
E) If the search information is shared only with those who need it

Question 43

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 44

The systems of explanation of decision,respectful treatment,consideration,and empathy are features of _____.

A) retributive justice
B) interactional justice
C) distributive justice
D) benchmarking
E) outcome fairness

Question 45

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

A) interactional justice
B) employee turnover
C) progressive discipline
D) summary dismissal
E) outcome fairness

Question 46

The Workers' Adjustment Retraining and Notification Act requires that:

A) organizations with unionized operations negotiate any closing or layoff 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 closing or layoff that will affect at least 50 full-time employees.
E) organizations with more than 50 employees provide fringe benefits and pay penalties before any closing or layoff.

Question 47

Eli,a graduate in human resource management,believes that an organization that follows the system of progressive discipline produces responses in written form at every step of the process.However,his classmate Ivanna argues that written responses may not be produced at every step.Which of the following would strengthen Ivanna's argument?

A) If the organization communicates a temporary suspension for the offending employee
B) If the organization responds to the second of a series of unacceptable behaviors
C) If the organization responds to the first of a series of offenses
D) If the organization communicates a response with a threat of temporary suspension
E) If the organization does not follow the principles of the hot-stove rule

Question 48

Bob,an employee at Machina Corp.,is well known among his colleagues because of his temper and impatience.During a heated argument with one of his supervisors,he reacts with hostility.Bob's manager calls him in for a discussion and listens to what he has to say about the incident,while treating him with dignity and respect.This scenario can be best categorized as one that used _____.

A) restorative justice
B) distributive justice
C) interactional justice
D) impassive justice
E) retributive justice

Question 49

The top management at Zion Manufacturers decides to search its employees on the job.However,Raul,Zion's HR manager,believes that it could generate privacy issues.Which of the following would strengthen Raul's belief and maximize the likelihood of a lawsuit?

A) If the search is done after asking for the employees' consent
B) If the search policy is publicized and applied and carried out consistently
C) If the search includes random legal and permissible searches of desks, lockers, and toolboxes
D) If the search is a random check, and it is clarified that no one has been accused of misdeeds
E) If the search involves communications such as e-mails that are searched without probable cause

Question 50

Which of the following principles of discipline holds that an organization's discipline should give a clear-cut warning and follow up with consistent,objective,and immediate consequences?

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

Question 51

Sean is employed as a supervisor at MaxCharge Industries.He gets fired from his job because he refused to discharge harmful chemicals from MaxCharge into a nearby river.Which of the following is the exception to the employment-at-will doctrine that Sean is likely to choose when he files a wrongful discharge suit?

A) Affirmative action
B) Reverse discrimination
C) Implied contract
D) Information seizure
E) Public policy

Question 52

When conducting a workplace search,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 53

Although the rate of inflation is only 2 percent,Yolanda receives a 6 percent increase in salary.She is nonetheless dissatisfied with her salary increase because Marvin whose job designation is similar to Yolanda's receives a 9 percent increase.Yolanda 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 54

Armando,a manager at a top engineering company,believes he can hire a few employees by promising them job security and later terminating them on different grounds.His co-worker,Zemara,believes that this action would violate the implied employment agreement.Which of the following statements would weaken Armando's belief?

A) Armando believes that desperate times call for desperate measures.
B) Armando deviates from the agreement that he had signed initially.
C) Armando compensates the terminated employees.
D) Zemara does not understand the principles of the company.
E) The company is under financial constraints and at times has to lay off employees.

Question 55

Which of the following does an employer violate when it terminates an employee for refusing to do something unethical,unsafe,and illegal?

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

Question 56

Clair,a manager,decides to conduct a random search to make sure her employees are following the ethics and principles of the company.Prior to this,she states that a search is about to occur and requests employees to comply.Which of the following measures for protecting employees' privacy is illustrated in this scenario?

A) Requesting consent before gathering information
B) Treating employees consistently
C) Conducting searches discreetly
D) Ensuring that information is relevant
E) Sharing information with only those who need it

Question 57

Rashid is an employee at a chemical company called HCD Inc.He notices that several of the security personnel at HCD allow tankers to be filled with highly inflammable gases over the acceptable limit for personal gain.Rashid gathers ample evidence of such instances and presents it to senior management.A few days later,however,these allegations are dismissed,and Rashid gets fired from his job.Which of the following best depicts the reason why Rashid was wrongfully discharged?

A) For doing what the law requires
B) For violating public policy
C) For publicized information-gathering policies
D) For not requesting consent before gathering information
E) For conducting searches discreetly

Question 58

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

A) benchmarking
B) outcome fairness
C) summary dismissal
D) downsizing
E) onboarding

Question 59

Which of the following principles of justice suggests that organizations should engage in a formal discipline process when preparing for problems in which the consequences become more severe if the employee repeats the offense?

A) Interactional justice
B) Progressive discipline system
C) Alternative dispute resolution program
D) Procedural justice
E) Impassive justice

Question 60

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

A) interactional justice
B) expatriation
C) outcome fairness
D) procedural justice
E) progressive discipline

Question 61

Open-door policy,peer review,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 62

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 63

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

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

Question 64

Conducting personal business online during work hours is called:

A) cybersquatting.
B) cyberbullying.
C) cyberdefamation.
D) cyberstalking.
E) cyberslacking.

Question 65

Which of the following has the main responsibility of developing a formal discipline process for the workplace?

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

Question 66

What is the simplest,most direct,and least expensive way to settle a dispute?

A) Benchmarking
B) Arbitration
C) Mediation
D) Open-door policy
E) Peer review

Question 67

_____ is a process for resolving disagreements 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 68

If peer review does not lead to a compromise,a neutral party from outside the organization hears the case and tries to resolve the conflict and attempts to reach a compromise.This process is called:

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

Question 69

Which of the following types of alternate dispute resolution functions well only to the extent that employees trust management and managers who hear complaints listen and are able to act?

A) Mediation
B) Behavioral modeling
C) Open-door policy
D) Fair representation
E) Peer review system

Question 70

____ is a referral service that employees can make use of to pursue 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 71

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 72

Elisa,a student of human resource management,believes that an organization that follows the progressive discipline system would never have a consequence that is clear,objective,and immediate because its objective is to prevent misbehavior and to correct,rather than merely punish,misbehavior.However,Elisa's professor,Stefan,argues that such responses are also possible.Which of the following situations would most likely strengthen Stefan's argument?

A) If the situation is such that the misbehavior is dangerous and the organization establishes a stricter discipline policy
B) If the procedure seems exasperatingly slow, especially when an employee's misdeeds hurt a team's performance
C) If careful use of the procedure increases other employees' belief that the organization is fair
D) If careful use of the procedure reduces the likelihood that the problem employee will sue the organization
E) If careful use of the procedure reduces the likelihood that the employee will win in court

Question 73

Adam Wallace,a neutral party outside of La Mesa Inc.,helped simplify issues between two technical teams of the company.Though Wallace'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 74

Which of the following statements is true of a progressive discipline system?

A) It includes peer reviews, mediation, and arbitration.
B) It always involves four parties: the employee, the union, the company, and the courts.
C) It communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness.
D) It is a speedy process.
E) It is objective, immediate, and impersonal.

Question 75

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

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

Question 76

Who among the following would hear and resolve a case if the alternative dispute resolution method of arbitration is used?

A) An immediate supervisor
B) A higher-level manager
C) A panel of nonmanagement employees
D) A peer of the employee
E) A retired judge

Question 77

With which of the following steps does the progressive discipline process end?

A) A written warning and a threat of temporary suspension
B) An unofficial spoken warning
C) An official written warning
D) Temporary suspension and a written notice
E) Termination

Question 78

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 79

MediaTxt Corp.is an organization that follows the process of progressive discipline.The organization communicates with Leila,an employee,about unacceptable behavior and responds to a series of her offenses.Which of the following would be the step that immediately precedes a written warning for Leila along with a threat of temporary suspension?

A) A letter informing about her demotion
B) An unofficial spoken warning
C) An official written warning
D) A termination letter
E) A letter informing Leila about her transfer

Question 80

Which of the following processes seeks to avert misbehavior and to correct,rather than merely punish,misbehavior?

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