Deck 11: Separating and Retaining Employees

Question 1

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

Answer 1

True

Question 2

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

Answer 2

True

Question 3

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

Answer 3

False

Question 4

Under federal law,any U.S.employer that is planning layoffs must give employees 60 days' notice of the layoffs.

Question 5

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

Question 6

Emily,a human resource specialist,has been asked to investigate complaints that an employee is bullying coworkers.Emily is obligated to protect this employee's privacy by ensuring that any information gathered is relevant to the complaint.

Question 7

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 8

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 9

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

Question 10

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 11

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

Question 12

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 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

Employees cannot sue employers for wrongful discharge if the employee was contracted under the employment-at-will doctrine.

Question 15

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

Question 16

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 17

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

Question 18

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

Question 19

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 20

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

Question 21

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 22

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.Franco is upset because some of his other coworkers are chronically late to work,but they have not been fired.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 23

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 24

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 25

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 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

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 28

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 29

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 30

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 31

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

Question 32

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 33

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

Question 34

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

Question 35

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) downsizing
D) early retirement
E) open-door policy

Question 36

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

Question 37

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

Question 38

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 39

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

Question 40

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 41

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 42

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,Dan.A few days later,Dan fires Gunther,another subordinate,from work for a similar reason.The employees reporting to Dan are most likely to conclude he 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 43

After Clair,a human resource manager,hears reports that some employees are drinking liquor on the job,she arranges to conduct a random search for evidence.Which of the following actions would be the most appropriate way for Clair's company to act fairly regarding employees' privacy in this scenario?

A) requesting consent before gathering information
B) confining the search to lower-performing employees
C) telling employees the company is accusing them of drinking
D) excluding the accusers' work areas from the search
E) sharing search results with a reporter who learned about the search

Question 44

Yolanda and Marvin are both data-entry clerks in the same department of a company.On the anniversary of her employment,Yolanda receives a 2 percent increase in salary.Later that day,while talking to Marvin,she learns that his pay increase was 4 percent.How could the company's supervisor and human resource department best ensure that Yolanda will perceive outcome fairness in this situation?

A) by reducing Marvin's raise,so everyone gets the same amount
B) by demonstrating that raises of different sizes are associated with differences in performance
C) by increasing Yolanda's raise,so everyone gets the same amount
D) by reserving the largest raises for the most serious offenses
E) by treating Yolanda with dignity and respect

Question 45

PrettiGud Furniture has seen sales decline in a highly competitive environment.To be able to offer a lower-cost product,management decides to close its factory in Alabama,laying off 85 workers from the company's 465-person workforce.Under the Workers' Adjustment Retraining and Notification Act,what must PrettiGud Furniture do?

A) It must explain employment-at-will principles to the employees.
B) It must give the employees 60 days' notice before it can begin the layoffs.
C) It must provide all the employees with exit interviews.
D) It is required to seek legal advice to identify any exemptions available.
E) It must request employees' consent before releasing their job records.

Question 46

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 47

According to the hot-stove rule,which of the following qualities makes discipline more effective?

A) The punishment meted is always inconsistent.
B) The consequences for breaking a rule are 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 48

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 49

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 50

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 51

Rashid was an employee at a chemical company called HCD Inc.He noticed that several of the security personnel at HCD allowed tankers to be filled over the legal limit with highly inflammable gases.Rashid gathered ample evidence of such instances and presented it to senior management.A few months later,the company had not acted,and Rashid contacted the Occupational Safety and Health Administration.Less than a week later,the company fired Rashid.Assuming that Rashid had not had disciplinary issues and wanted to file a claim alleging he was wrongfully discharged,what would be the strongest basis for his claim?

A) He was disciplined for doing what the law requires.
B) He was disciplined for violating public policy.
C) His dismissal was a result of racial discrimination.
D) His dismissal violated his privacy.
E) The company did not provide proper notification of the layoff.

Question 52

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 53

The board of directors of LiveCrop Industries is worried about company theft and decides to institute an immediate search of the employees on the job.However,the head of the HR department,Heidi,believes that doing so 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 54

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 55

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 closing a plant 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 56

Armando,a manager at a top engineering company,believes he can hire a few employees by promising them job security and later terminating them if business slows down.On what grounds could such a termination be considered a wrongful discharge?

A) Desperate times call for desperate measures.
B) The terminations deviate from the promise of job security in the work agreement.
C) The company overpaid the terminated employees.
D) The company has policies for handling misbehavior.
E) The company is under financial constraints and,at times,has to layoff employees.

Question 57

Bob,an employee at Machina Corp. ,is well-known for his short temper.One morning,he gets into a heated argument with one of his supervisors and responds with hostility.Rather than immediately terminating Bob,his manager,Mia,calls him in for a discussion.Mia treats Bob with dignity and respect,listening to what he has to say about the incident.This scenario can be best categorized as one that uses _____.

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

Question 58

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 59

Sean is employed as a supervisor at MaxCharge Industries.He gets fired from his job because he refused to break local laws and 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 60

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 61

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 62

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 63

_____ 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 64

Peer review is an example of _____.

A) alternative dispute resolution
B) an employee assistance program
C) outplacement counseling
D) fair representation
E) an employee carve-out

Question 65

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

Question 66

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 67

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 68

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 69

Conducting personal business online during work hours is called

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

Question 70

Who among the following would be most likely to 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 71

Eli,a human resource manager,tells managers in his organization that following the system of progressive discipline requires written documentation at every step of the process.In which of the following situations could this be optional?

A) The organization is suspending an employee.
B) The manager responds to the second of a series of unacceptable behaviors.
C) The manager reminds an employee that a minor first-time offense is against policy.
D) The manager decides to dismiss the employee.
E) The organization does not follow the principles of the hot-stove rule.

Question 72

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 73

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 74

The result reached in _____ must be accepted by both employee and employer.

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

Question 75

Open-door policy,peer review,and mediation are methods of

A) the strategy decision-making process.
B) alternative dispute resolution.
C) collective bargaining.
D) a fair representation policy.
E) performance appraisal.

Question 76

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 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 77

Petro Construction Company has a system of progressive discipline.Even so,in which of the following situations would it be appropriate for the company to follow a stricter policy and dismiss an employee after a first offense?

A) A welder ignored safety procedures and started a fire that caused serious damage.
B) The last employee to leave a production area forgot to turn off a hot stove.
C) An employee's work quality has been declining for a week.
D) A manager was late to work twice,setting a bad example.
E) A supervisor told a joke that some employees considered offensive.

Question 78

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 79

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 80

Which of the following types of alternative 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