MNGT 471 Exam 4 HR
experience feelings of anger, contempt, fear, and guilt
Employees with negative affectivity are inclined to
People who sue for unjust dismissal usually claim the real reason for the dismissal differs from what the employer said
Final when Jesse was fired, his supervisor told him the reason was that he did not meet performance standards. The supervisor assumed that would prevent Jesse from claiming he had been dismissed unjustly. What is the main flaw in the supervisor's assumption?
interactional
Hank is 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 Hank, the owner calls him in for a discussion. The owner treats Hank with dignity and respect, listening to what he has to say about the incident. This scenario demonstrates the use of __________ justice.
employment at will
Historically, if an organization and employee do not have a specific employment contract, the employer or employee may end the relationship at any time. This is referred to as the __________ doctrine.
letting employees voice their opinions and discuss performance goals during the feedback process
How can managers improve employee satisfaction with the feedback process without reducing the effectiveness of the feedback session?
Workers' Adjustment Retraining and Notification (WARN) Act
If employers covered by the __________ do not notify the employees (and their union, if applicable) in advance of layoffs, they may have to offer back pay and fringe benefits and pay penalties.
mediation
If peer review does not lead to a compromise, a neutral party from outside the organization hears the case and tries to help the people involved resolve the conflict and reach a compromise. This process is called
physical job withdrawal
In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in
test-retest reliability
In the context of performance management, which term refers to a measure that obtains consistency of results over time?
employee assistance program
It is a system that supervisors can use to refer their employees for professional treatment when necessary
setting individual performance measures that are linked to the organization's goals
Mehra is the new HR manager at a newspaper. She meets with the company's leaders to discuss how she intends to support business objectives. Mehra tells them that the paper has a performance management process that delivers reliable information, but it needs to be more strategic. Which action would best make performance management more strategic?
involuntary turnover
More than 40 percent of the employees at a company lost their jobs during a recent recession. The human resource department of this company would call this
alternative dispute resolution
Open-door policy, peer review, and mediation are techniques for
services in which professionals try to help dismissed employees manage the transition from one job to another
Outplacement counseling programs are
outcome fairness
People's perception of __________ depends on their judgment that the consequences of a decision to employees are just.
procedural justice
People's perception of __________ is their judgment that impartial methods were used to determine the consequences an employee obtains.
poaching talent
Retaining top performers is not always easy because __________ for high-demand positions, such as software engineers, from other companies has become the norm.
retain their top performers
Talent poaching makes it difficult for companies to
involuntary
Terminating an employee for the use of illegal drugs is an example of __________ turnover.
tell and sell
The __________ approach to performance feedback is used by most managers.
mixed standard scale
The __________ method of performance measurement uses several statements describing each trait to produce a final score for that trait.
if the search involves communications, such as e-mails, that are searched without probable cause
The management at a company decides to search its employees on the job. However, the company's HR manager believes that it could violate the employees' privacy. Which condition below would likely result in a lawsuit?
core self evaluations
The positive or negative bottom-line views that people have of themselves are known as
performance management
The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is the definition of
the organization achieve its business objectives
The strategic purpose of effective performance management is to help
Candidates typically are looking for higher pay, not better benefits
The supervisor of the recruiting department at a company is currently in charge of filling a few high-demand positions and is planning to poach talent from rival companies, luring their employees away with attractive job benefits. The HR manager, however, argues that the supervisor's plan will not work. What might cause the HR manager to doubt the supervisor's plan?
administrative
The ways in which organizations use the performance management system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the __________ purpose of a performance management system.
interrater reliability
Two managers want to the check the consistency of results for a performance measure that uses ratings by a supervisor. They want to know if different supervisors would rate the same behavior the same way. In the context of criteria for effective performance management, the managers are interested in the measure's
It counteracts the tendency to avoid controversy by rating everyone favorably or near the center of the scale.
What is a benefit of using ranking as a measure of performance?
it counteracts the tendency to avoid controversy by rating everyone favorably or near the center of the scale
What is a benefit of using ranking as a measure of performance?
the consequences for breaking a rule are immediate
What is a typical first response in the progressive discipline system?
unofficial spoken warning
What is a typical first response in the progressive discipline system?
It is relatively easy to link to the organization's goals
What is an advantage of using results-oriented performance measurement?
providing consequences for performance results
What is the final step in performance management process?
identifying what the company is trying to accomplish
What is the first step in the performance management process?
rating attributes
What is the most popular way to measure performance in organizations?
open door policy
What is the simplest, most direct, and least expensive way to settle a dispute?
validity
What term is defined as the extent to which a measurement tool actually measures what it is intended to measure?
horns error
When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition, the employee has most likely committed a(n)
voluntary
When employees initiate a turnover when the organization would prefer to keep them, it is called __________ turnover
the nature of the task itself
Which of the following is the biggest predictor of job dissatisfaction?
They appreciate regular feedback, because they want to know if they are on track.
Which of the following statements is MOST often expressed by employees about performance feedback.
hot-stove rule
Which principle of discipline holds that an organization's discipline should give a clear-cut warning and follow up with consistent, objective, and immediate consequences?
an employee resigns her job to start her own business
Which situation is an example of a voluntary turnover?
an employee is fired after she stole from the company
Which situation is an example of involuntary turnover?
It can communicate to top performers that they are valued
Which statement about effective performance management is accurate?
it can communicate to top performers that they are valued
Which statement about effective performance management is accurate?
People with a positive core self-evaluation tend to experience job satisfaction.
Which statement about personal dispositions is accurate?
it results when circumstances cause the employee to become dissatisfied with the job
Which statement best defines job withdrawal?
It is a system that supervisors can use to refer their employees for professional treatment when necessary
Which statement regarding an employee assistance program is accurate?
open-door policy
Which type of alternative dispute resolution functions well only to the extent that employees trust management and the managers who hear complaints listen and are able to act?
a retired judge
Who would be most likely to hear and resolve a case if arbitration is used?
goal setting and a decision about when to follow up
besides a discussion of the employee's past behavior, what other topics are the most important to include in a performance feedback meeting?
the requirements for job success should be clearly communicated to employees
what is one way an organization can protect itself against discrimination and unjust dismissal lawsuits?
justifying that the organization has work rules that provide for searches
when conducting a workplace search, employers can act fairly and minimize the likelihood of a lawsuit by...
problem-solving
which approach to performance feedback is generally most effective?
progressive discipline
which process seeks to avert misbehavior and to correct, rather than merely punish, misbehavior?
termination
which step end the progressive discipline process?
validity
which term refers to whether an appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance?
developmental
"Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which purpose of performance management?
forced distribution
A production manager needs to measure the performance of 12 of her subordinates. She divides the number of employees into categories: exceptional, above average, average, and below average. She assigns a certain percentage of employees to each category to determine the quality of their performances. In the context of methods for measuring performance, the manager is using the __________ method.
outplacement counselor
A professional counselor is asked to talk to an ex-employee about his performance issues. The counselor talks to this ex-employee about his grief and fear, as well as some strategies for finding a new job. Which role is the counselor performing?
the supervisor should give employees a chance to complete a self-assessment ahead of time
A supervisor asks the HR manager for advice on delivering performance feedback. The supervisor finds that the meetings tend to be confrontational and don't lead to performance improvement. She tells the HR manager how she carefully fills out the appraisal form ahead of time and then invites the employee into the conference room to discuss her feedback immediately, before the employee has time to think up excuses for poor performance. What is the best advice the HR manager should give the supervisor for delivering performance feedback?
public policy
A supervisor gets fired from his job when he refuses to break federal laws and discharge harmful chemicals from the company's production facility into a nearby river. He files a wrongful discharge suit. Which exception to the employment-at-will doctrine is he likely to choose when filing his suit?
simple ranking
A supervisor wants to compare the performance of the employees. If they do this by listing the employees from best to worst performer, which term describes the method?
whether measures of individual performance support the department's and company's objectives
A vice president of human resources wants to ensure that his company's performance management process is effective, so he sets up an annual review of the process. What should that review measure?
exit interview
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.
reliability
A manager uses a rating tool to evaluate the performance of subordinates. However, the scale she used did not yield consistent results, and it could not be determined if a change had taken place in the performance of the employees. What was lacking in the rating scale?
graphic rating scale
A manager uses a scale rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which approach is the manager using to assess his employees?
it must give the employees 60 days notice before it can begin the layoffs
A furniture company 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 North Carolina, laying off 85 full-time workers from the company's 465-person workforce. Under the Workers' Adjustment Retraining and Notification Act, what must the company do?
the terminations deviate from the promise of job security in the work agreement
A manager 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?
voluntary turnover
A manager is leaving the company for a better job at a competing firm. Which form of turnover is illustrated in this scenario?
a welder brought a gun to work and made threats to another employee
A company has a system of progressive discipline. Even so, in which situation would it be appropriate for the company to follow a stricter policy and dismiss an employee after a first offense?
When employees are more confident about performance measures, they are more likely to apply the feedback
A company was preparing to roll out a new performance management system. The human resource executive insisted that for the new system to succeed, they must first explain it to employees. She said employees need to perceive the system as fair. Why would this effort make the performance management system more effective?
interactional justice
A perception of __________ is a judgment that the organization carried out its actions in a manner that took the employee's feelings into account
outplacement counseling
An employee has just been discharged from his job after the company he was working for started downsizing. Confused about his state of joblessness, the employee threatens to sue the company for reparations. Which program can help the company avoid such situations from exiting employees?
The supervisor encourages the employee to think about whether he is a good fit for the job and whether he might want help finding another
An employee is known among his colleagues for his arrogance, rude behavior, and short-tempered nature. His supervisor does not feel like the employee is performing well and wants to fire him. However, the manager of the HR department, advises the supervisor to rethink his decision in order to avoid the possibility of the employee reacting violently or filing a lawsuit when he receives the news. In this scenario, which situation is most likely to result in an amicable discharge of the employee?
involuntary turnover
An employee is known for his short-tempered and argumentative nature. During a heated exchange at work one day, the employee makes a derogatory gesture toward his manager, which causes him to be fired. This scenario is an example of
psychological withdrawal
An employee 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 nonwork matters. What is this employee experiencing?
involuntary turnover
An employee was suspended for two weeks for drug use. Six months later, the employee was fired from the job because her productivity did not show any improvement even after undergoing treatment for drug use. Which form of discharge did the employee experience?
leniency error
Andrew, a manager at a meat packing company, is asked to rate his subordinates' performances. He needs to rate 30 employees on a scale that ranges from 1 to 10, with 10 being the best. He rates 25 of the employees with a score of 8. In doing so, Andrew commits a rating error. In the context of types of rating errors, Andrew's mistake is called
The manager identifies what the employee can do to capitalize on performance strengths and address weaknesses
After a manager has conducted a performance evaluation, what is the next step?
overload
After an organization downsizes, it may expect much of its remaining employees. This high expectation and demand occur in a state of role __________ for the employees.
strictness
Alison needs to evaluate the performance of her employees. She uses a rating scale that ranges from 1 to 10, with 10 being the best, to rate 50 employees. She gives a score of three to 39 out of the 50 employees. In doing so, she commits a __________ error.
The supervisor uses performance measures to identify assignments that will help employees build on their strengths
An HR manager is coaching a supervisor who needs to develop leadership skills. The manager suggests that the supervisor use performance feedback as a tool for the development of employees. Which action would be an example of this purpose of performance feedback?
he was disciplines for doing what the law requires
An employee at a chemical company noticed that several of the security personnel at the company allowed tankers to be filled over the legal limit with highly flammable gases. The employee gathered evidence of such instances and presented it to senior management. A few months later, the company had not acted, and the employee contacted the Occupational Safety and Health Administration. Less than a week later, the company fired him. Assuming that the employee 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?
outcome fairness
Arthur 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 Arthur arriving late at work. In this scenario, Arthur would most likely notice a lack of __________ in dealing with employees who arrive late at work
immediate supervisor
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 _________________________________.
negative affectivity
Charlie hates his job, but he is also dissatisfied with other aspects of his life and feels no one has it as bad as he does. Charlie demonstrates
mediation
Cho, an outside neutral party, is helping simplify a conflict between two technical teams of a company. Though Cho's solution has no binding power, both teams decided to accept her solution. This is an example of
acceptability
Latosha was excited to sit down with her manager and discuss the results of her performance evaluation because she wanted to know how she could improve her performance. However, when she found out the evaluation just compared her performance to the performance of her co-workers, she felt it was unfair. Which criterion for an effective performance measure was ignored?
experience role overload and become dissatisfied with the job
Madesh, a highly skilled technician, has been one of the most productive employees at his company. But after the company went through a downsizing effort, Madesh has taken on many more responsibilities and is struggling to keep up. What is the most likely consequence of this situation?
exit interviews
__________ can uncover reasons why employees leave and perhaps set the stage for some of them to return.
peer review
__________ 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.
when most of the employees in a work group are white
according to research, in which situation would an employer most have to guard against raters giving unfair low performance ratings to Black employees?
