Question 1

In a termination meeting,a manager should interject personal remarks and discuss future opportunities for the employee to soften the blow of job loss.

Accepted Answer

A termination meeting should be professional and focused on the facts surrounding the termination. Personal remarks can be misinterpreted, and discussing future opportunities might not be appropriate at this time, as it can distract from the immediate message and necessary legal and procedural information.

Question 2

Which of the following typically handles outplacement activities?

Accepted Answer

External consultants are often hired by firms to handle outplacement activities, as they specialize in providing support and services to employees who are transitioning out of the company.

Question 3

Additional Case 6.4
Organizers, Inc. has implemented new business technologies that require fewer employees. Paul, the firm's CEO, sees the need to eliminate some middle managers and institute work teams to eliminate ineffective or unnecessary work processes. He believes that such changes won't be costly to the business. Most of the middle managers have been with the company anywhere from 10-15 years but are a long way from retirement.
One specific problem that Paul recognizes involves Zena, an upper-level manager. Zena has been coming to work late, missing deadlines on assignments, and refusing to complete an important assignment. Paul has warned Zena personally about the consequences for further actions and has even meted out several proscribed disciplinary actions against Zena. Her work habits have not improved, and Paul feels he may have to take further action.
-Refer to Additional Case 6.4.Paul's actions regarding Zena are most likely an example of:

Accepted Answer

The actions described are an example of progressive discipline, which involves a series of increasingly severe disciplinary actions taken in response to an employee's poor performance or behavior. Paul has warned Zena, taken disciplinary actions, and is considering further action, which is in line with the progressive discipline approach. Discrimination, forced retirement, and a ring of defense are not relevant to this situation.

Question 4

As the director of HR,you have the responsibility of implementing a layoff for a medium-sized company.List the key issues that must be settled in the implementation.

Accepted Answer

The answer of As the director of HR,you have the...

Question 5

WARN requires employers with 200 or more employees to give 100 days' warning of layoffs of more than 10% of its employees.

Accepted Answer

The WARN Act requires employers with 100 or more employees to give 60 days' notice of plant closings and mass layoffs.

Question 6

Companies should communicate the reasons for a layoff and provide some emotional support to the survivors of a layoff in order to help them manage their layoff stress.

Accepted Answer

Clear communication of the reasons for a layoff can help employees understand the decision and reduce their stress. Emotional support such as counseling or employee assistance programs can also be beneficial for those who remain with the company after a layoff.

Question 7

Companies provide outplacement to terminated workers for a number of reasons,such as:

Accepted Answer

Providing outplacement services can help alleviate the negative impact of lay-offs on the remaining workers' morale. It shows them that the company cares about their well-being and is taking proactive steps to support them during a difficult time. Additionally, offering outplacement services can help protect the company's brand reputation and maintain positive relationships with the affected employees. While meeting federal requirements and decreasing unemployment taxes may be factors in some cases, they are not typically the primary reasons why companies offer outplacement. Lowering absenteeism is also not directly related to outplacement services.

Question 8

Changes in job design may include: job sharing,rings of defense,bumping,and job relocation.

Accepted Answer

Changes in job design may include job sharing, job enlargement, job enrichment, and job rotation. "Rings of defense" and "bumping" are not typically associated with job design changes.

Question 9

A federal law requiring U.S.employers with 100 or more employees to give 60 days' advance notice to employees who will be laid off as a result of a plant closing or a mass separation of 50 or more workers is the ________.

Accepted Answer

The answer of A federal law requiring U.S.employers with 100...

Question 10

A firm's overall HR strategy influences its employee workforce reduction strategy.

Accepted Answer

A firm's HR strategy is closely linked to its employees, so when it comes time to reduce the workforce, the overall HR strategy will have a significant impact on the approach taken. The HR strategy will determine the criteria for selecting employees to be laid off, as well as the methods used to communicate with and support those affected.

Question 11

Job-search assistance and emotional support are two functions of a firm's job design services.

Accepted Answer

Job-search assistance and emotional support are typically functions of outplacement services, not a firm's job design. Job design focuses on defining roles, responsibilities, and the structure of jobs within an organization to improve efficiency and employee satisfaction.

Question 12

Anita,an HR manager,has been asked to design a job-search assistance program as part of her employer's outplacement services.Which of the following skills would LEAST likely be addressed in the program?

Accepted Answer

Downsizing is not a skill that would be addressed in a job-search assistance program. It is a management decision that leads to employee displacement. The other skills (resume writing, career planning, and interviewing) are essential for job seekers in their search for new employment opportunities.

Question 13

Basing a layoff on performance can be a legal hazard for an employer if the employee's performance has not been well documented over a period of time.

Accepted Answer

Basing a layoff solely on performance without proper documentation can be seen as discriminatory, and may lead to legal challenges by the affected employee. It is important for employers to consistently document their employees' performance to avoid any legal risks associated with layoffs or terminations.

Question 14

In order to reassure surviving employees of recent layoff information,they should be informed of the reasons for the layoff and how it occurred.

Accepted Answer

It is important to be transparent with surviving employees and inform them about the reasons for the layoff and how it occurred. This can help alleviate their concerns and help them understand the company's decision-making process.

Question 15

The use of outplacement services among large corporations serves all of the following goals EXCEPT:

Accepted Answer

Outplacement services are primarily used to help separated workers find new jobs and provide them with support during the transition period. While minimizing litigation and protecting the firm's reputation are potential benefits of outplacement services, they are not the primary goals. Implementing HR strategies is not a use of outplacement services, but rather a broader organizational initiative.

Question 16

Generally,the first alternative to layoffs that companies use to reduce their labor costs is to redesign existing jobs.

Accepted Answer

The first alternative to layoffs that companies often consider to reduce labor costs is typically reducing work hours or implementing hiring freezes, rather than redesigning existing jobs.

Question 17

One of the most commonly used layoff criterion is job seniority.

Accepted Answer

Yes, job seniority is one of the most commonly used criteria for layoffs, as it is a way to determine who has been with the company the longest and may have greater experience and skills. However, it is not the only criteria used, as companies may also consider factors like job performance, skill set, and business needs.

Question 18

How can a firm maintain the morale of employees who survive a layoff? How can outplacement services improve the morale and self-esteem of displaced workers?

Accepted Answer

The answer of How can a firm maintain the morale...

Question 19

An important goal of outplacement services for laid-off workers is to help them remain productive,pending their layoff.

Accepted Answer

Outplacement services typically provide support and resources to help laid-off workers find new employment or improve their skills in the interim. Helping workers remain productive can be important for their mental and emotional well-being, as well as for their future job prospects.

Quiz 6: Managing Employee Separations, Downsizing, and Outplacement