HR Ch 11 Multiple Choice
As a predictor of job dissatisfaction, nothing exceeds A. the nature of the task itself. B. the geographical location of the firm. C. negative affectivity. D. relationships with co-workers. E. negative self-evaluations.
a
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
a
___ is an employee's recognition that demands of the job are incompatible or contradictory. A. Role conflict B. Role overload C. Role underload D. Role ambiguity E. Role autonomy
a
The ___ is a process of formally identifying expectations associated with a role. A. role playing method B. role analysis technique C. role carve-out D. role enrichment E. role overload
b
___ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it. A. Role underload B. Role ambiguity C. Role conflict D. Role overload E. Role autonomy
b
In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in A. behavior change. B. benchmarking. C. physical job withdrawal. D. whistle-blowing. E.emotional withdrawal.
c
The positive or negative bottom-line views that people have of themselves are known as A. negative affectivities. B. factor comparisons. C. core self-evaluations. D. fair representations. E. behavioral models.
c
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
d
The two types of people in the organization who most affect an individual's job satisfaction are A. subordinates and supervisors. B. supervisors and family members. C. co-workers and subordinates. D. supervisors and co-workers. E. supervisors and upper-level managers.
d
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
d
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
a
A(n) refers to the meeting of a departing employee with the employee's supervisor and/or a human resource specialist to discuss the employee's reasons for leaving. A. exit interview B. affirmative action C. carve-out D. observation interview E. summary dismissal
a
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.
a
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
a
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.
a
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
a
Benjamin is an employee at Apex Inc. Recently, he was moved to a new work team to help in the development of a new product. Sam, his supervisor on the new team, describes the set of behaviors that other team members will expect of Benjamin. Benjamin, however, feels that these demands contradict the expectations set forth in his primary role at Apex. Which of the following situations is most likely to be the primary source of Benjamin's dissatisfaction about his role? A. Apex Inc. has brought together employees from different functions to form a team, leading to conflicting expectations. B. Benjamin is involved in Apex Inc.'s grapevine communications channel. C. Benjamin is unclear about his work methods because others have different ideas about work processes. D. Apex Inc. has downsized recently, and employees' work is still going through quality checks. E. Benjamin is unsure how Apex Inc. will evaluate his performance on this new work team.
a
Brandon, an employee of EduTech Corp., demonstrates a series of unacceptable behaviors. Marian, his manager, wants to refer Brandon to the company's employee assistance program. Which of the following situations would call for such a referral? A. Marian has reason to believe Brandon's behavior problems are related to alcohol abuse. B. EduTech Corp. wants managers to use only the simplest, most direct, and least expensive way to settle behavior problems. C. Marian wants an experienced and retired judge to resolve Brandon's situation. D. Marian and Brandon agree that a neutral party from outside the organization should hear this case. E.Brandon wants a panel of his peers to hear Marian's complaint.
a
Choose the correct statement about personal dispositions. A. People with a positive core self-evaluation tend to experience job satisfaction. B. Rather than doing nothing, people with negative core self-evaluations always act aggressively toward the people they blame. C. In general, job turnover is higher among employees who are high in emotional stability and conscientiousness. D. People with negative affectivity tend to be satisfied with their jobs after changing their occupations. E. Core self-evaluations are bottom-line opinions that are positive in nature.
a
Identify the correct statement regarding an employee assistance program. A. It is a system supervisors can use to refer their employees for professional treatment when necessary. B. It is a company-sponsored program to help employees manage the transition from one job to another. C. It cannot be recommended by union representatives. D. It involves taking the help of a neutral party though a nonbinding process to solve issues among employees. E.It involves hiring an arbitrator from outside the organization to hear cases or disputes among employees.
a
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.
a
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.
a
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.
a
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
a
Vincent has just been discharged from his job after the company he was working for started downsizing. Confused about his state of joblessness, Vincent threatens to sue the company for reparations. Which of the following programs can help the company avoid such situations from exiting employees? A. outplacement counseling B. employee assistance program C. benchmarking D. progressive disciplining program E. Expatriation
a
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
a
__________ means pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings. Negative affectivity Outplacement Expatriation Systemic discrimination Cognitive dissonance
a
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.
b
Akira is very dissatisfied with her job situation, but she does not perceive any other employment opportunities, so she stays and spends most of the workday dreaming about non-work matters. Which of the following is being experiencing by Akira? A. physical withdrawal B. psychological job withdrawal C. role overload D. benchmarking E. whistle-blowing
b
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.
b
Christina, an employee at Value Depot, is regularly late for work and takes excessive sick days. In this scenario, which of the following types of job withdrawal is being experienced by Christina? A. behavior change B. physical job withdrawal C. high job involvement D. emotional withdrawal E. psychological job withdrawal
b
Employee turnover at RandomThoughts Corp. is low, but many employees in the Consumer Book Division seek transfers to other divisions. Which of the following situations is most likely to explain the employees seeking to leave the Consumer Book Division? A. The pay structure at RandomThoughts is too low. B. Employees consider the manager of the Consumer Book Division to be unfair. C. The manager of the Consumer Book Division properly channels employees' expressions of dissatisfaction. D. Employees in the Consumer Book Division are looking for help from outside RandomThoughts. E.Employees' complaints, confrontations, and grievances feel threatening to others.
b
Employees with negative affectivity are inclined to A. experience high job satisfaction. B. experience feelings of anger, contempt, fear, and guilt. C. seek change in socially acceptable ways. D. look for the good in others, but not themselves. E. think highly of themselves, but not others.
b
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
b
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
b
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
b
In the role analysis technique, role occupant refers to A. the person who is hiring the employee for a particular role in the organization. B. the employee who fills a role in the organization. C. the individual who will directly interact with the employee filling a new role in the organization. D. the individual who has written guidelines for a new role in the organization. E. the employee who is assigned the task to write expectations from a new role in the organization.
b
Low job involvement and low organizational commitment are A. essentially the same thing. B. examples of psychological withdrawal. C. examples of physical withdrawal that are related to job dissatisfaction. D. examples of behavior change. E. examples of physiological withdrawal.
b
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.
b
Outplacement counseling programs are A. long-distance educational programs using instruction via video or audio tapes, computers etc. provided by the company to augment employee skills. B. services in which professionals try to help dismissed employees manage the transition from one job to another. C. third-party programs to assist employees with their mental health and chemical dependency needs. D. university-sponsored executive training programs that require participants to live on campus while completing short, custom-designed courses. E.services rendered to employees to manage drug or alcohol addiction.
b
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.
b
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
b
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
b
Serena is concerned about an unacceptable level of job dissatisfaction among a number of work teams in her organization. She has determined that the primary cause of the dissatisfaction is the uncertainty that exists among employees regarding what is expected of them. Based on this limited information, the most appropriate intervention would be A. factor comparison. B. role analysis technique. C. job rotation. D. role carve-out. E. progressive discipline.
b
The aspects of a task—namely the complexity of the task, the degree of physical strain and exertion required, and the value an employee places on the task—have particular significance when they are viewed as linked to . A. brand alignment B. job dissatisfaction C. promotional marketing D. sole arbitrations E. Mediations
b
Which of the following aspects of satisfaction is among those emphasized by the Job Descriptive Index? A. outplacements B. promotions C. skills D. customers E. Qualifications
b
Which of the following best defines job withdrawal? A. It is the loss of jobs within an organization due to adverse economic forces. B. It is a set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally. C. It is the retracting of a job offer following the results of a pre-employment physical examination. D. It is a psychological state employees experience upon a job dismissal or retirement. E. It is the retraction of an employment offer following failure to join on an agreed date.
b
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
b
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
b
According to your text, people will be satisfied with their jobs as long as they perceive that A. their jobs are the greatest source of happiness. B. their jobs can lead to the obtainment of everything they've ever wanted. C. their jobs meet their important values. D. there are no better employment options available. E. they are doing better than their subordinates.
c
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
c
Carol is a single mother who works full-time and attends to the needs of her two young children. Carol has opted to work from home for a short period after one of her children suffered a fractured arm while playing soccer. Even though she works from home, she often feels a lot of pressure in balancing her work and looking after her children. Which of the following is being experienced by Carol? A. role ambiguity B. role carve-out C. role conflict D. role overload E. role underload
c
Devon was recently told by senior management that they expected him to exercise more authority and leadership with his work group. Just two days prior to that, his team told him that while they appreciated the initiative he demonstrated, they expected him to be less authoritative and more democratic in the future. The term that best describes what Devon is experiencing is A. role carve-out. B. role distance. C. role conflict. D. role underload. E. role autonomy.
c
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.
c
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
c
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
c
In the role analysis technique, the people who directly interact with the person who is filling a new role are referred to as the person's A. role occupants. B. role managers. C. role set. D. role sitters. E.benchmarkers.
c
Mark, an employee at Timber Holdings, decides to leave the company. However, during his exit interview, an HR supervisor learns that Mark had no complaints about the work he did or the pay he received. Which of the following would be a source of job dissatisfaction for Mark and likely to lead to his departure? A. Mark's supervisor defined expectations so clearly, there was no role ambiguity. B. Mark worked on a team with employees from different functional units. C. Mark experienced uncivil behavior from his co-workers, and it was not addressed by management. D. Mark's co-workers were unclear about his work methods, scheduling, and performance criteria. E. Timber Holdings focused too much on pay as a source of satisfaction.
c
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
c
Nigel is a trainee at ZenNext Corp., who is known among colleagues for his arrogance, rude behavior, and short-tempered nature. His supervisor, Ravi, wants to fire him. However, Rhonda, the manager of the HR department, advises Ravi to rethink his decision in order to avoid the possibilities of Nigel reacting violently or filing a lawsuit when he receives the news. In this scenario, which of the following situations is most likely to result in an amicable discharge of Nigel from ZenNext Corp.? A. Ravi accuses Nigel of substance abuse and warns him to get help or be fired. B. Nigel and Ravi arguing about Nigel's performance since he joined ZenNext. C. Ravi encourages Nigel to think about whether he is a good fit for the job and whether he might want help finding another. D. Ravi does not believe in the concept of outcome fairness, so he does not intend to consider Rhonda's advice. E.Nigel thinks the source of his troubles at ZenNext is that Ravi dislikes him and wants him to fail.
c
When in situations they dislike, employees with positive core self-evaluation tend to A. experience high job dissatisfaction. B. blame other people for their problems. C. seek change in socially acceptable ways. D. act aggressively toward others. E. experience feelings of anger, guilt, and nervousness more than others.
c
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
c
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.
c
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.
c
Which of the following terms refers to 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
c
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
c
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
c
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.
d
Johanna, a professional counselor, was recently asked to talk to an ex-employee of Highlanders Corp., a manufacturing company, about his performance issues. Johanna talked to this ex- employee about his grief and fear, as well as some strategies for finding a new job. Which of the following roles is Johanna performing? A. CEO of Highlanders Corp. B. mediator C. arbitrator D. outplacement counselor E.volunteer at Highlanders Corp.'s employee assistance program
d
Mark, a highly skilled technician, has been one of the most productive employee at Swenovo Inc. But after the company went through a downsizing effort, Mark has taken on many more responsibilities and is struggling to keep up. What is the most likely consequence of this situation? A. Mark experiences role conflict and becomes confused about what to do. B. Mark experiences role conflict because Swenovo asks him to transfer to a position overseas. C. Mark wonders how Swenovo will evaluate his performance, so he asks for a transfer. D. Mark experiences role overload and becomes dissatisfied with his job. E. Mark places the responsibility for maintaining positive relationships on his direct supervisor.
d
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
d
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
d
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.
d
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
d
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
d
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
d
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
d
________ can uncover reasons why employees leave and perhaps set the stage for some of them to return. A. Mock interviews B. Job Descriptive Indices C. Pay satisfaction questionnaires D. Exit interviews E. Summary dismissals
d
_________ results when situations such as the nature of the job, supervisors and co-workers, pay levels, or the employee's own disposition cause the employee to become unhappy with the job. A. Fundamental attribution error B. Due diligence C. Social loafing D. Job withdrawal E. Cognitive dissonance
d
After an organization downsizes, it may expect much of its remaining employees. This high expectation and demand occur in a state of ___ for the employees. A. role autonomy B. role carve-out C. role underload D. role distance E. role overload
e
Conducting personal business online during work hours is called A. cybersquatting. B. cyberbullying. C. cyberdefamation. D. cyberstalking. E. cyberslacking.
e
Foreign assignments can be highly disruptive to family members, and the resulting role is the top reason that people quit overseas assignments. A. autonomy B. overload C. underload D. ambiguity E. Conflict
e
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.
e
Maria is the supervisor of the recruiting department at Innovex Inc. She is currently in charge of filling a few high-demand positions at Innovex and is planning to poach talent from rival companies, luring their employees with job benefits. Hassan, the HR head of Innovex, however, argues that Maria's plan will not work. Which of the following is most likely to strengthen Hassan's argument? A. the candidates have very low self-worth B. Maria assures the candidates that they will receive a company car C. Innovex Inc. offers the candidates more vacation time than their current employer D. Innovex Inc. offers the candidates better health insurance than their current employer E. the candidates are looking for higher pay, not better benefits
e
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
e
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
e
SourceCodes Inc. is an organization that tries to avoid the potential for violence or a lawsuit each time an employee is asked to leave the company. It does this by having the former employees meet with a specialized member of the HR staff to discuss their feelings while also getting help to find a new job. Which of the following strategies does SourceCodes Inc. use in this scenario? A. an employee assistance program B. outcome fairness C. alternative dispute resolution D. fair representation E. outplacement counseling
e
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
e
The amount of income linked to each job is called the A. pay rank. B. pay status. C. pay differential. D. incentive pay. E. pay level.
e
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
e
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.
e
When employees cannot work with management to make changes, they may engage in , taking their charges to the media in the hope that if the public learns about the situation, the organization will be forced to change. A. scapegoating B. progressive discipline C. benchmarking D. media manipulation E. whistle-blowing
e
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
e
Which of the following is an option of an employee assistance program (EAP) in which a patient uses video conferencing equipment to participate in online meetings with a therapist? A. headhunting B. videohealth C. alternative dispute resolution D. outplacement counseling E. Telepsychiatry
e
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
e
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.
e
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 non-management employees D. a peer of the employee E. a retired judge
e
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
e
___ 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
e
_________ is a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. A. Employee engagement. B. Fair representation C. Job complexity D. Social support E. Job satisfaction
e
