BUS 247 ch 6

_____ is often used with new employees as a means of socializing them in their new job roles and is effective in reducing turnover. a. A stock-option plan b. Job enrichment c. A realistic job preview d. Internal equity

c

Briefly explain the three types of justice that influence an employee's reaction to layoff.

1) distributive justice - perceptions that the outcomes a person faces are fair when compared to the outcomes faced by others 2) procedural justice - perceptions that the process used to determine the outcomes were fair 3) interactional justice - the quality of the interpersonal treatment people receive when a decision is implemented

Name and describe the Causes of Job Dissatisfaction. According to your text, what are the effects of job dissatisfaction?

1) nature of the work - employees with more complex and challenging and less physically demanding jobs are more satisfied 2) pay and benefits - higher levels of pay and attractive benefits and higher pay compared to others in the workplace lead to higher satisfaction 3) supervisors and co-workers - a belief that we share common values with our colleagues leads to higher satisfaction. Social support and leadership ability also leads to higher satisfaction Effects of job dissatisfaction - increased voluntary turnover, stress, burnout, withdrawal behavior (not showing up, being late, lower commitment to company), more likely to join unions, decreased organizational citizenship behavior, decreased health

Briefly explain the steps in a typical progressive disciplinary program.

1) verbal warning - cautions conveyed orally to the employee 2) written warnings - a more formal warning. Is given to the employee in writing and becomes part of the employee's permanent record 3) suspension - a temporary lay off, usually with pay, when there is an ongoing investigation 4) termination - when the organization ends the employment relationship.

What does "Employment at Will" mean? Name and describe 5 exceptions.

Employment at will - an employer can terminate any employee, at any time, for any reason, or for no reason at all 5 exceptions: 1) the termination would violate a specific law (such as the Civil Rights Act) 2) the employee has a contractual right to their job (guaranteeing or implying a guarantee of employment) 3)the employee's rights of due process have been violated (if an employee is accused of breaking the law, they have a right to know of the charges and choose to refute them) 4) public-policy exception (if an employee is fired for refusing to commit a crime or for reporting a crime/unethical behavior) 5) breach-of-good-faith exception (breach of promise)

In the context of the employment-at-will doctrine, an employee who is discharged can sue for wrongful termination if: a. the termination is because of union activity. b. the employee has a civil right to his or her job. c. the employee is terminated for having an ethnocentric attitude. d. the termination comes as part of the progressive disciplinary program.

a

Voluntary turnover occurs when: a. employees choose to leave the organization for a variety of reasons. b. a facility is closed and all of its workers are put out of work. c. an underperforming employee is laid off. d. managers choose to leave job vacancies unfilled.

a

Wisnet Corp. recently replaced its accounting software with another accounting application provided by a software development firm. The software development firm provides lifelong services for the new software, so Wisnet Corp. has laid off those employees whose job profile had been limited to providing technical support for the old software. In the given scenario, Wisnet Corp. is engaging in _____. a. involuntary turnover b. a progressive disciplinary plan c. employee leasing d. a job enrichment program

a

_____ is a dimension of interactional justice that deals with the extent to which an individual is treated with respect and dignity when he or she is told about the decision of layoff. a. Interpersonal justice b. Informational justice c. Procedural justice d. Distributive justice

a

_____ is the degree to which an employee identifies with a firm and is willing to exert effort on behalf of the firm. a. Organizational commitment b. Organizational citizenship behavior c. Contextual performance d. Job embeddedness

a

_____ refers to the fact that some people stay on their jobs, even when they decide they are unhappy and should leave. a. Job embeddedness b. Voluntary turnover c. Affective commitment d. Job enrichment

a

Beth, a new assistant manager at one of the branches of Scroll Bank, is unhappy with her job because she was not told during her job interview that she would be responsible for answering phone calls. Moreover, she claims that many of the workplace facilities mentioned during her interview are not really present. As a result, she is resigning from her job. In the context of employee retention strategies, Scroll Bank can use _____ to avoid similar situations in the future. a. employee assistance programs b. realistic job previews c. stock options d. cafeteria-style benefits plans

b

Cinergy Inc., a Midwestern gas and electric utility company, needs to reduce its workforce over the next two years. The company is offering the employees who leave the firm before the age of 65 a bonus equivalent to two weeks' pay for every year of employment with Cinergy Inc. In the given scenario, Cinergy Inc. is: a. increasing job embeddedness. b. encouraging voluntary early retirement. c. providing stock options to employees. d. carrying out an involuntary turnover strategy.

b

Daniel was employed by a software company to work in the print media section of its public relations department. The management of the company recently laid off the entire print media section to cut costs, and hence, Daniel was also laid off. However, Daniel was not frustrated about the company's decision because he felt that the decision of the company was objective and unbiased as all the employees in the print section were terminated. This scenario illustrates _____. a. interactional justice b. procedural justice c. informational justice d. restorative justice

b

In the context of the progressive disciplinary program of an organization, _____ is a temporary layoff, usually with pay, when there is an ongoing investigation. a. termination b. suspension c. disbanding d. rightsizing

b

Which of the following can be used by an organization to plan systematically for a gradual decrease in the workforce? a. Contingent workers b. Early retirements c. Involuntary terminations d. Employee leasing

b

Which of the following is a difference between suspension and termination? a. Suspension is part of a progressive disciplinary program, whereas termination is not part of a progressive disciplinary program. b. Suspension lasts for a day or for a few weeks, whereas termination marks the end of the employment relationship. c. Suspension is the first step in most progressive disciplinary programs, whereas termination is the last step in most progressive disciplinary programs. d. Suspension invariably leads to legal problems for an employer, whereas termination rarely leads to legal problems for an employer.

b

_____ is a critical dimension of procedural justice that refers to the perception that a person applying the rules to a decision had no vested interest in the outcome of the decision. a. Consistency b. Free from bias c. Voice d. Information accuracy

b

_____ refers to hours worked above the normal 40-hour workweek, for which there is usually a pay premium. a. Voluntary turnover b. Overtime c. Expatriation d. Functional turnover

b

Antony, a content analyst, is dissatisfied with the salary he is paid in his present firm. Although he finds other jobs with better compensation packages, he does not take up any of them. This is because taking up a new job would require him to move to a new neighborhood, which would mean that he would have to move away from his friends. The given scenario exemplifies _____. a. functional turnover b. affective commitment c. job embeddedness d. organizational alienation

c

In the context of dealing with increased demand for workers, _____ involves an organization paying a fee to a company that provides a pool of workers who are available on a temporary basis. a. rightsizing b. an internship c. employee leasing d. a part-time contract

c

In the context of downsizing, _____ describes employees who feel guilty over keeping their jobs when others lost their jobs. a. the glass delusion b. the hero syndrome c. survivor syndrome d. golden fantasy

c

In the context of layoffs, _____ refers to the quality of the interpersonal treatment people receive when a decision is implemented. a. distributive justice b. procedural justice c. interactional justice d. restorative justice

c

In the context of progressive discipline, _____ refers to following unacceptable behavior with some type of negative consequences. a. extinction b. procedural justice c. punishment d. interpersonal justice

c

The key to successful termination of an employee is _____. a. public-policy exception b. realistic job previews c. documentation d. verbal warnings

c

Which of the following statements is true of stock options? a. Employees who are given stock options are legally bound to sign a non-compete clause. b. The stock-option price for employees is higher than the selling price of the stock when the option is issued. c. They give employees the right to purchase a certain number of shares of stock at a given price. d. They give employees the opportunity to be part of the company's inventory management.

c

Which of the following statements is true of the contingent workforce of an organization? a. It refers to the employees who feel guilty over keeping their jobs when others are laid off as part of the rightsizing process of the organization. b. It includes employees who work more than 50 hours a week. c. It includes all part-time employees who are employed by the organization to fill in for permanent employees during peak demand d. It refers to the permanent employees of an organization.

c

Which of the following statements is true of the job descriptive index? a. It is the most commonly used method to assess procedural justice. b. It has a single overall measure of job satisfaction. c. It assesses satisfaction with specific job aspects such as pay, the work itself, and supervision. d. It assesses the contextual performance of employees.

c

_____ states that an organization can terminate any worker, at any time, for any reason, or for no reason at all. a. Procedural justice b. A psychological contract c. Employment at will d. A stock-option plan

c

A progressive disciplinary plan is an organizational disciplinary program where: a. the primary goal is to terminate employees b. employees are given incentives to engage in desired behavior. c. verbal warnings are directly followed by employee suspension. d. the severity of punishment increases across the seriousness of the problem.

d

In the context of the dimensions of procedural justice, _____ is the perception that the rules used to make a decision conform to personal or prevailing standards of morality. a. consistency b. representativeness c. voice d. ethicality

d

Voice, a critical dimension of procedural justice, refers to the perception that: a. the rules used to make a decision were applied the same way to everyone involved. b. the person applying the rules to make a decision had no vested interest in the outcome of the decision. c. the rules used to make a decision conform to prevailing standards of ethics and morality. d. the person affected by a decision had some control over the outcome in the decision.

d

Distributive justice is insignificant in determining an employee's reactions to pay decisions.

false

Ethics and law always coincide precisely.

false

In the context of downsizing, employees with survivor syndrome feel extremely proud of keeping their jobs, and their morale and commitment to the organization increase dramatically.

false

Interactional justice refers to perceptions that the process used to determine the outcomes that an employee faces was fair.

false

Describe some of the models of the turnover process.

increasing job satisfaction will decrease turnover. Figure 6.1: Causes of job dissatisfaction -> job dissatisfaction ->thinking about leaving -> looking for alternatives. Looking for alternatives and comparing alternatives -> intention to quit -> actual turnover

Employee leasing involves an organization paying a fee to a company that provides a pool of employees to the organization on a temporary basis.

true

Providing employees with overtime opportunities is especially beneficial when the increased need for human resources is short term.

true

The Worker Adjustment and Retraining Notification (WARN) Act requires that employers give at least 60 days' notice for a mass layoff.

true