Deck 12: Internal Employee Relations

Question 1

Which term refers to an unwritten contract that is created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last?

A) temporary assignment
B) contract employment
C) employment at will
D) right-to-work law

Answer 1

C
Explanation: C)Employment at will is a legal doctrine that specifies that employment may be terminated by either the employer or employee for any reason."The employment-at-will doctrine avows that,when an employee does not have a written employment contract and the term of employment is of definite duration,the employer can terminate the employee for good cause,bad cause,or no cause at all.".

Question 2

Disciplinary action is the state of employee self-control and orderly conduct and indicates the extent of genuine teamwork within an organization.

Answer 2

False
Explanation: Discipline is the state of employee self-control and orderly conduct that indicates the extent of genuine teamwork within an organization.Disciplinary action invokes a penalty against an employee who fails to meet established standards.

Question 3

The word discipline comes from the word disciple,and when translated from Latin,what does it mean?

A) "to punish"
B) "to control"
C) "to teach"
D) "to restrain"

Answer 3

C
Explanation: C)The word discipline comes from the word disciple,and when translated from Latin,it means to teach.Thus,the intent of disciplinary action should be to ensure that the recipient sees disciplinary action as a learning process rather than as something that inflicts pain.

Question 4

Why is it important for a firm to focus on internal employee relations? How does employment at will relate to a firm's internal employee relations?

Question 5

Effective disciplinary action addresses the employee's wrongful behavior,not the employee as a person.

Question 6

Discipline refers to the ________.

A) punishment provided by an organization
B) conditions which exist only in the military
C) threat of punishment made by managers
D) state of employee self-control present in an organization

Question 7

Implied contracts can be formed through an employer's representation of ________.

A) continued employment in writing or through oral statements
B) fair selection process
C) fair performance appraisal
D) fair compensation

Question 8

The state of employee self-control and orderly conduct that indicates the extent of genuine teamwork within an organization is referred to as ________.

A) ethics
B) discipline
C) punishment
D) internal employee relations

Question 9

In order to be most effective,disciplinary action should be a ________ process.

A) learning
B) subjective
C) negative
D) painful

Question 10

What involves invoking a penalty against an employee who fails to meet established standards?

A) metrics
B) probation
C) disciplinary action
D) internal employee relations

Question 11

Parker Pharmaceuticals is a corporation that employs over 400 workers.As the firm continues to grow,the need for discipline among employees has become more critical.The HR department and top executives are planning to revamp the disciplinary action process that is currently in place at Parker.Which of the following most likely undermines a decision to use the hot stove rule approach to discipline?

A) Parker supervisors desire flexibility in any disciplinary system.
B) Some Parker employees belong to labor unions while other do not.
C) The Parker ombudsperson handles most grievance procedures.
D) Most disciplinary issues at Parker are related to insubordination.

Question 12

The status of most workers in an organization is permanently fixed.

Question 13

The disciplinary action process deals largely with ________.

A) rule infractions
B) industry standards
C) strategic planning
D) procedural misunderstandings

Question 14

Which of the following is NOT an exception to the at-will doctrine?

A) implied contract
B) favoritism
C) violations of public policy
D) implied covenant of good faith

Question 15

The primary purpose of disciplinary action is to ________.

A) chastise employees for breaking rules
B) prevent unionized employees from striking
C) alter behavior that hinders organizational goals
D) initiate useful discussion and feedback from managers

Question 16

What are specific guides to behavior on the job?

A) rules
B) ethics
C) morals
D) standards

Question 17

Why are discipline and disciplinary action essential at any organization? What methods do firms use to ensure a disciplined workforce?

Question 18

In the disciplinary action process,what must occur immediately after management establishes rules?

A) observe performance
B) set organizational goals
C) compare performance with rules
D) communicate rules to employees

Question 19

The most effective disciplinary action addresses the employee's ________.

A) attitude
B) behavior
C) personality
D) conscience

Question 20

Parker Pharmaceuticals is a corporation that employs over 400 workers.As the firm continues to grow,the need for discipline among employees has become more critical.The HR department and top executives are planning to revamp the disciplinary action process that is currently in place at Parker.Which of the following best supports a decision to use the progressive disciplinary action approach?

A) Major violations and terminations rarely occur at Parker.
B) Parker wants an informal procedure for disciplining employees.
C) Managers at Parker have been inconsistent with disciplining employees.
D) Chronic tardiness is the primary disciplinary issue among Parker employees.

Question 21

If the circumstances surrounding all disciplinary action situations were the same,the hot stove approach would be effective at all times.

Question 22

Renee was recently hired at Emerson Enterprises.During employee orientation,Renee was told that repeated violations of different rules will be viewed in the same way as several violations of the same rule.What type of disciplinary method is most likely used at Emerson?

A) progressive discipline
B) hot stove approach
C) disciplinary action without punishment
D) progressive disciplinary action

Question 23

The goal of ________ is to formally communicate problem issues to employees in a direct and timely manner so that they can improve their performance.

A) progressive disciplinary action
B) performance appraisals
C) succession planning
D) broadbanding

Question 24

After management has established rules,it must communicate these rules to employees.

Question 25

According to the hot stove rule,disciplinary action should ________.

A) occur immediately and without warning
B) consider extended circumstances
C) provide consistent punishment
D) include personal comments

Question 26

Which of the following is NOT a question that would likely be asked when a manager uses progressive disciplinary action?

A) Does this violation warrant more than a written warning?
B) Does this violation warrant more than an oral warning?
C) Does this violation warrant disciplinary action?
D) Does this violation warrant termination?

Question 27

Consider the following situation: When an employee violates a rule,the manager issues an oral reminder.Repetition brings a written reminder,and the third violation results in the worker having to take one,two,or three days off (with pay)to think about the situation.During the first two steps,the manager tries to encourage the employee to solve the problem.If the third step is taken,upon the worker's return,the worker and the supervisor meet to agree that the employee will not violate a rule again or the employee will leave the firm.What form of disciplinary action is being taken?

A) disciplinary action without punishment
B) hot stove approach
C) progressive disciplinary action
D) progressive discipline

Question 28

Mike,a manager at a distribution center,has learned that one of his subordinates assaulted a co-worker.Mike uses the progressive disciplinary action approach when dealing with employee violations.Which of the following punishments will the subordinate most likely receive?

A) oral warning
B) written warning
C) suspension
D) termination

Question 29

Feedback is an important aspect of the disciplinary action process.

Question 30

Which of the following terms refers to a process in which a worker is given time off with pay to consider whether he or she wants to follow the rules and continue working for the company?

A) disciplinary action without punishment
B) progressive disciplinary action
C) punitive discipline method
D) hot stove approach

Question 31

In which of the following does the manager ask a series of questions in sequence to determine the best disciplinary action?

A) hot stove approach
B) progressive disciplinary action
C) disciplinary questionnaire approach
D) disciplinary action without punishment approach

Question 32

Parker Pharmaceuticals is a corporation that employs over 400 workers.As the firm continues to grow,the need for discipline among employees has become more critical.The HR department and top executives are planning to revamp the disciplinary action process that is currently in place at Parker.Which of the following questions is LEAST relevant to selecting a new disciplinary action process for Parker?

A) Are managers applying discipline consistently and fairly?
B) Are managers able to apply discipline impersonally to all employees?
C) Does Parker want to use punishment or encouragement to create discipline?
D) Does Parker have similar discipline problems as other pharmaceutical firms?

Question 33

What disciplinary action approach is intended to ensure that the minimum penalty appropriate to the offense is imposed?

A) hot stove approach
B) performance discipline method
C) progressive disciplinary action
D) disciplinary action without punishment

Question 34

The progressive disciplinary action model was developed in the 1930s in response to the ________.

A) Railway Labor Act
B) Davis-Bacon Act
C) Walsh-Healey Act
D) National Labor Relations Act

Question 35

Which of the following is a drawback to the hot stove approach?

A) lacks timeliness
B) too impersonal
C) lacks flexibility
D) too subjective

Question 36

The disciplinary action process deals largely with infractions of rules.

Question 37

According to the hot stove rule,disciplinary action should most likely occur immediately,so that the individual will ________.

A) receive appropriate training opportunities
B) have time to contact an HR manager
C) share the experience with co-workers
D) understand the reason for it

Question 38

Maria is chronically tardy to work.In response,Maria's manager has given Maria time off with pay to think about whether she wants to follow the rules and continue working for the company.Which disciplinary method is Maria's manager most likely using?

A) progressive disciplinary action
B) hot stove approach
C) disciplinary action without punishment
D) punitive disciplinary action

Question 39

Which of the following is LEAST likely to help a firm protect itself against suits claiming discriminatory disciplinary actions?

A) basing decisions solely on performance
B) disciplining in the presence of co-workers
C) training managers how to avoid bias claims
D) developing written policies barring unfair treatment

Question 40

The disciplinary action process is relatively static.

Question 41

How would a manager use the progressive disciplinary action approach? How would the use of this approach prevent employees from being surprised if they are terminated?

Question 42

What are the consequences of the hot stove rule? When is the hot stove rule ineffective?

Question 43

Disciplinary action should never be administered ________.

A) at the beginning of a shift
B) immediately before a lunch break
C) in the presence of others
D) immediately after the violation occurs

Question 44

The progressive discipline approach focuses on eliminating punitive disciplinary policies and encouraging employees to take personal responsibility for their actions.

Question 45

According to experts,firing employees on Mondays is best because it allows them to begin searching for a job immediately.

Question 46

Compensation designed to assist laid-off employees as they search for new employment is known as ________.

A) COBRA
B) premium pay
C) severance pay
D) workers' compensation

Question 47

Nora,a line manager at an electronics firm,needs to fire one of her subordinates for repeatedly failing to report to work.The subordinate previously received both oral and written warnings about the violation.Which of the following would most likely help the termination process proceed smoothly?

A) Nora answers questions about the decision.
B) Nora and the subordinate gather in her office.
C) Nora gives the subordinate the final paycheck.
D) Nora meets with the subordinate privately.

Question 48

What is the primary reason that firms provide severance pay to employees who are involuntarily terminated?

A) ensuring that current employees remain with the firm
B) preventing terminated employees from suing the firm
C) complying with federal laws that require severance pay
D) expressing concern and support for terminated employees

Question 49

What is the most severe penalty an organization can give to an employee?

A) suspension
B) transfer
C) termination
D) demotion

Question 50

Companies possess the burden of establishing just cause in a(n)________.

A) severance pay agreement
B) exit interview
C) employment contract
D) interpersonal employment-at-will document

Question 51

The progressive disciplinary action model was developed in response to the National Labor Relations Act of 1935.

Question 52

As an HR manager,you may be required to fire employees.According to experts,what is the best time for you to fire an employee?

A) Monday morning
B) Monday afternoon
C) Friday morning
D) Friday afternoon

Question 53

Progressive disciplinary action is intended to ensure that the minimum penalty appropriate to the offense is imposed.

Question 54

Which of the following is NOT one of the tests to determine whether the just-cause standard has been met?

A) Did the company give to the employee forewarning or foreknowledge of the possible or probable disciplinary consequences of the employee's conduct?
B) Did the company, before administering discipline to an employee, make an effort to discover whether the employee did, in fact, violate or disobey a rule or order of management?
C) Did the company check references before hiring the employee whose performance is in question?
D) Was the degree of discipline administered by the company in a particular case reasonably related to (a) the seriousness of his employee's proven offense and (b) the record of the employee in his service with the company?

Question 55

How can firms protect themselves against employment lawsuits when disciplining employees?

Question 56

Disciplinary action without punishment is most effective when all rules are explicitly stated in writing.

Question 57

The process of giving a worker time off with pay to think about whether he or she wants to follow the rules and continue working for the company is called disciplinary action without punishment.

Question 58

Documenting disciplinary actions is essential to protecting a firm's interests.

Question 59

Taking disciplinary action against a worker in the presence of others is essential to providing the necessary legal documentation.

Question 60

The goal of progressive disciplinary action is to formally communicate problem issues to employees in a direct and timely manner so that they can improve their performance.

Question 61

What are the common reasons that CEOs and other top executives are fired?

Question 62

In most cases,terminated CEOs are able to go through the same formal appeal procedure as terminated non-managerial employees.

Question 63

Demotion involves moving a worker to a lower level of duties and responsibilities.

Question 64

To the employer,which of the following is a disadvantage of demoting an employee?

A) the demoted employee may find the demotion to be more devastating than termination
B) the demoted employee may become bitter
C) the demoted employee avoids unemployment
D) none of the above

Question 65

Which of the following is most likely a negative outcome of downsizing?

A) loss of corporate culture
B) outsourcing of technical jobs
C) elimination of senior positions
D) less work for remaining employees

Question 66

Which of the following is the LEAST likely reason for firing a top-level executive?

A) economic downturn
B) reorganization
C) marketing image
D) productivity decline

Question 67

Who is usually responsible for hiring and firing the CEO?

A) stockholders
B) top management
C) board of directors
D) executive search firms

Question 68

Firing employees is typically easier to do at unionized firms than at union-free firms.

Question 69

The EEOC requires employers to give employees 60 days' notice before initiating a mass layoff.

Question 70

Which term suggests a one-time change in the organization and the number of people employed?

A) demoting
B) downsizing
C) bankrupting
D) outplacing

Question 71

How do employers benefit from outplacement and offboarding?

Question 72

According to research,when a firm delays downsizing as long as possible,the firm will most likely ________.

A) recover more quickly when the economy improves
B) implement a formal grievance procedure
C) force senior employees into retirement
D) file for bankruptcy within one year

Question 73

Dixon Enterprises is a unionized organization.An employee at Dixon would most likely learn how demotions and layoffs are handled by ________.

A) reviewing the firm's corporate history
B) contacting an outside consultant
C) attending an orientation session
D) reading the labor agreement

Question 74

Which group is typically the most vulnerable to termination?

A) unskilled operatives
B) high level executives
C) lower level managers
D) unionized employees

Question 75

What is the most common reason that a CEO is terminated?

A) stock and bond markets fluctuate
B) board of directors lacks confidence
C) consumers have different philosophy
D) law enforcement discovers insider trading

Question 76

The termination procedure is usually the most well defined for ________.

A) executives
B) managers
C) hourly workers
D) union workers

Question 77

Which term refers to the process of moving a worker to a lower level of duties and responsibilities with a reduction in pay?

A) transfer
B) discipline
C) demotion
D) outplacement

Question 78

What is the primary purpose of downsizing?

A) hiring new employees
B) meeting EEOC requirements
C) changing the corporate philosophy
D) improving organizational performance

Question 79

Parson Enterprises is a unionized organization.An employee at Parson would most likely learn how demotions are handled by ________.

A) reviewing the firm's mission statement
B) contacting the local EEOC office
C) attending a training program
D) reading the labor-management agreement

Question 80

In organizations of any size,management should ________.

A) use outside consultants for termination procedures
B) explain what actions warrant termination
C) avoid terminating union workers
D) handle terminations formally