HR Chapter 11 Quiz Questions

Terminating an employee for the use of illegal drugs is an example of a(n) _____ turnover

involuntary

Choose the correct statement about personal disposition. A. People with a positive core self-evaluation tend to experience job satisfaction B. People with negative affectivity tend to be satisfied with their jobs after changing their occupations C. Core self-evaluations are bottom-line opinions that are positive in nature D. In general, job turnover is higher among employees who are high in emotional stability and and conscientiousness E. Rather than doing nothing, people with negative core self-evaluations always act aggressively toward the people they blame.

A. People with a positive core self-evaluation tend to experience job satisfaction

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 daydreaming about nonword matters. Which of the following is being experienced by Akira? A. Psychological job withdrawal B. Physical withdrawal C. Benchmarking D. Role overload E. Whistle-blowing

A. Psychological job withdrawal

Who among the following would hear and resolve a case if the alternative dispute resolution method of arbitration is used? A. a retired judge B. a higher-level manager C. a peer of the employee D. an immediate supervisor E. a panel of nonmanagment employees

A. a retired judge

Peer review is an example of ______ A. alternative dispute resolution B. employee carve-out C. outplacement counseling D. employee assistance programs E. fair representation

A. alternative dispute resolution

Foreign assignments can be highly disruptive to family members, and the resulting role _____ is the top reason that people quit overseas assignments. A. conflict B. autonomy C. overload D. underload E. ambiguity

A. conflict

The amount of income linked to each job is called the: A. pay rank B. pay level C. pay status D. pay differential E> incentive pay

B. pay level

In terms of job dissatisfaction, an employee who calls in sick, or arrives late to work is engaging in: A. emotional withdrawal B. physical job withdrawal C. whistle-blowing D. behavior change E. benchmarking

B. physical job withdrawal

When employees initiate a turnover, when the organization would prefer to keep them, it is called _____ turnover A. dysfunctional B. voluntary C. involuntary D. external E. retentive

B. voluntary

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. whistle-blowing C. progressive discipline D. media manipulation E. benchmarking

B. whistle-blowing

Rashid is an employee at a chemical company called HCD, Inc. He notices that several of the security personnel at HCD allow tankers to be filled with highly inflammable gases over the acceptable limit for personal gain. Rashid gathers ample evidence of such instances and presents it to senior management. A few days later, however, these allegations are dismissed, and Rashid gets fired from his job. Which of the following best describes the reason why Rashid was wrongfully discharged? A. For not requesting consent before gathering information B. For conducting searches discretely C. For doing what the law requires D. For publicized information-gathering policies E. For violating public policy

C. For doing what the law requires

The board of directors of LiveCrop Industries decides to search the employees on the job. However, the head of the HR department, Heidi, believes that it 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 done only after gathering consent from employees B. If the search information is shared only with those who need it C. If the search is done only on employees and not supervisors D. If the search policies and consequences have been publicized E. If the search is a random one, and it clarified that no one had been accused of misdeeds

C. If the search is done only on employees and not supervisors

The two types of people in the organization who most affect an individual's job satisfaction are: A. supervisors and upper-level managers B. supervisors and family members C. supervisors and co-workers D. subordinates and supervisors E. co-workers and subordinates

C. supervisors and co-workers

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. outplacement counseling B. headhunting C. telepsychiatry D. vidoehealth E. alternative dispute resolution

C. telepsychiatry

Which of the following situations is an example of a voluntary turnover? A. Carissa, an employee at Beta Corp, is transferred to another city for career growth B. Clara, a supervisor at Green Express LLC is demoted from her current position C. Samuel, a manager at Travellerz, Co is suspended for a month due to drug use D. Fatima, an employee at Flora, Inc is about to resign her job to start her own business E. Alex, a trainee at RandomWorks, Inc. is reprimanded for arriving late at work every day

D. Fatima, an employee at Flora, Inc is about to resign her job to start her own business

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 beliefs and maximize the likelihood of a lawsuit A. If the search policy is publicized and applied and carried out consistently B. If the search is done after asking for the employee's consent C. If the search is a random check, and it is clarified that no one has been accused of misdeeds D. If the search involves communication such as e-mails that are searched without probable cause E. If the search included random legal and permissible searches of desks, lockers, and toolboxes

D. If the search involves communication such as e-mails that are searched without probable cause

Franco, an employee at Fudz 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. In this scenario, Franco would conclude a lack of ____ in dealing with employees who arrive late at work. A. interactional justice B. arbitration C. laizzez faire D. outcome fairness E. benchmarking

D. outcome fairness

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. reverse discrimination C. affirmative action D. public policy E. implied contract

D. public policy

In role play analysis technique, the people who directly interact with the person who is filling a new role is referred to as the person's A. role occupants B. role sitters C. role managers D. role set E. benchmakers

D. role set

As a predictor of job dissatisfaction, nothing exceeds: A. negative self evaluations B. negative affectivity C. relationships with co-workers D. the nature of the task itself E. the geographical location of the firm

D. the nature of the task itself

Which of the following aspects of satisfaction is emphasized by the Job Descriptive Index? A. Qualification B. Customers C. Outplacements D. Skills E. Promotions

E. Promotions

Clair, a manager, decides to conduct a random search to make sure her employees are following the ethics and principles of the company. Prior to this, she states that a search is about to occur and requests employees to comply. Which of the following measures for protecting employees' privacy is illustrated in this scenario? A. Ensuring that information is relevant B. Conducting searches discretely C. Sharing information with only those who need it D. Treating employees consistently E. Requesting consent before gathering information

E. Requesting consent before gathering information

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. progressive discipline B. fair representation C. open-door policy D. arbitration E. mediation

E. mediation

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. employee assistance program B. benchmarking C. expatriation D. progressive disciplining program E. outplacement counseling

E. outplacement counseling

Carol is a single mother who works full time and attends 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 conflict B. role underload C. role ambiguity D. role carve out E. role overload

E. role overload

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

true

T/F: Core self-evaluation refers to pervasive levels of satisfaction in all aspects of lie, compares with other people's feelings

false

T/F: Generally, organizations encourage voluntary turnover among top performers because it is inexpensive

false

T/F: 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

false

T/F: Job involvement is a judgment that the organization carried out its actions in a way that took the employees feelings into account

false

T/F: To help employees manage role conflict, employers have sough a number of family-friendly policies

true

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

true

T/F: Job withdrawal is a set of behaviors that discontent individuals display to avoid the work situation physically, mentally, or emotionally

true

T/F: The Job Descriptive Index is an example of job satisfaction instrument

true

T/F: The open door policy is an example of alternative dispute resolution

true

Which o the following situations is an example of involuntary turnover? A. Ming, a employee at FantaFurnish Corp., wants to leave her job to pursue a college degree B. Hector, a manager at EuroCare Co., resigns from his job because he has a better job offer from another company C. Gizela, an employee at Future Tech, Inc is fired because of theft D. Natasha, a supervisor at JBX Inc., decides to leave her job because she is moving to another country E. Jia, an employee at DotPrint, is suspended for a week because of workplace violence

C. Gizela, an employee at Future Tech, Inc. is fired because of theft

Benjamin is an employee at Apex, Inc. who has joined a new team. Sam, his supervisor on this new team describes the set of behaviors that people will expect of Benjamin. He, however, feels that the demands of his new role are contradictory. Which of the following situations is most likely to be the primary source of Benjamin's dissatisfaction about his role? A. Benjamin is involved in Apex, Inc's grapevine communications channel B. Apex Inc has brought together employees like Benjamins from different functions to work on a team to develop a new product C. Benjamin wants to know how Apex Inc will evaluate his performance on this new work team D. Benjamin is unclear about his work methods because others have different ideas about work processes E. Apex Inc has downsized recently and employees' work is still going through quality checks

B. Apex Inc has brought together employees like Benjamins from different functions to work on a team to develop a new product

With which of the following steps does the progressive discipline process end? A. A written warning and a threat of temporary suspension B. Termination C. An unofficial spoken warning D. Temporary suspension and a written notice E. An official written warning

B. Termination

Conducting personal business online during work hours is called: A. cyberbullying B. cyberslacking C. cyberdefamation D. cyberstalking E. cybersquatting

B. cyberslacking

Threadz Corp., a textile manufacturing company, wants its employees to be enthusiastic and committed to the company's goals and values. To gauge their commitment, Threadz Corp. conducts regular employee surveys about its employees' motivation, pride, and satisfaction levels. From this scenario, we can say that Threadz Corp. measures _____. A. progressive discipline B. employee engagement C. outcome fairness D. procedural justice E. fair representation

B. employee engagement

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. summary dismissal B. exit interview C. alternative action D. carve-out E. observation interview

B. exit interview

_____ can uncover reasons why employees leave and perhaps set the stage for some of them to return A. pay satisfaction questionnaires B. exit interviews C. mock interviews D. job descriptive indices E. summary dismissals

B. exit interviews

Which of the following statements is true of a progressive discipline system? A. It is objective, immediate, and impersonal 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 includes peer reviews, mediation, and arbitration

C. It communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness

Identify the correct statement regarding an employee assistance program. A. It involves taking the help of a neutral party through a nonbonding process to solve issues among employees. B. It involves hiring an arbitrator from outside the organization to hear cases or disputes among employees. C. It cannot be recommended by union representatives D. It enables organizations to train supervisors to use the system to refer their employees when necessary. E. It is a company sponsored program to help employees manage the transition from one job to another

D. It enables organizations to train supervisors to use the system to refer their employees when necessary

Talent poaching makes it difficult for companies to _____. A. eliminate quality control processes B. keep their searches discreet C. search for relevant information D. look for employee profiles E. retain their top performers

E. retain their top performers

T/F: Job satisfaction is always based on an objective and complete measurement of the situation and not on perception

false

T/F: Job satisfaction of employees remains unaffected from organizational changes such as mergers

false

T/F: Personal dispositions do not play a role in creating job satisfaction

false

T/F: Since arbitration is a formal process involving an outsider, it is much slower and tedious than a lawsuit

false

The positive or negative bottom-line views that people have of themselves are known as: A. core self-evaluations B. fair representations C. behavioral models D. factor comparisons E. negative effectiveness

A. core self evaluations

______ is a referral service that employees can make use of to pursue professional treatment for emotional problems or substance abuse A. employee assistance program B. outplacement counseling C. request for proposal D. progressive discipline program E. alternative dispute resolution

A. employee assistance program

Employees with negative affectivity are inclined to: A. experience feelings of anger, contempt, fear, and guilt B. experience high job satisfaction C. seek change in socially acceptable ways D. think highly of themselves, but not others E. look for the good in others, but not themselves

A. experience feelings of anger, contempt, fear, and guilt

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. hot-stove rule B. per se rule C. outcome fairness D. laissez faire rule E. fundamental attribution rule

A. hot stove rule

_____ 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. Job withdrawal B. fundamental attribution error C. due diligence D. cognitive dissonance E. social loafing

A. job withdrawal

If peer review does not lead to a settlement, a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement. This process is called: A. mediation B. open-door policy C. fair representation D. attrition E. carve-out

A. mediation

What is the simplest, most direct, and least expensive way to settle a dispute? A. open-door policy B. arbitration C. benchmarking D. peer review E. mediation

A. open-door policy

Although the rate of inflation is only 2 percent, Yolanda receives a 6 percent increase in salary. She is nonetheless dissatisfied with her salary increase due to Marvin's 9 percent increase. Kayla is likely to contend there is a lack of: A. outcome fairness B. interactional justice C. fair representation D. procedural justice E. employment at will

A. outcome fairness

People's perception of _____ depends on their judgement that the consequences of a decision to employee are just. A. outcome fairness B. employment at will C. interactional justice D. arbitration E. procedural justice

A. outcome fairness

_____ is an employee's recognition that demands of the job are incompatible or contradictory A. role conflict B. role autonomy C. role underload D. role overload E. role ambiguity

A. role conflict

After an organization downsizes, it may expect much of its remaining employees. This high expectation and demand can occur in a state of _____ for the employees A. role overload B. role distance C. role carve out D. role autonomy E. role underload

A. role overload

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. promotional marketing B. job dissatisfaction C. brand alignment D. sole arbitrations E. mediators

B. job dissatisfaction

_____ 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 conflict B. Role overload C. Role autonomy D. Role underload E. Role ambiguity

E. Role ambiguity

Sally, a supervisor at RandomThoughts Corp believes that finding a new job is rarely easy and can take months, so her employees are very cautious about quitting. Ursula, Sally's manager, however, argues that some employees may be unable to resolve problems without leaving the company altogether. Which of the following situations is most likely to strengthen Ursula's view? A. If Sally's employees are poached and employed by a rival company that offers them higher salaries B. If Sally's subordinates are dissatisfied because they find their pay too low C. If Sally's subordinates are dissatisfied because they find her unfair D. If Sally fires an employee because of violating an anti discrimination laws E. If Sally fires an employee because of violating public policy

C. If Sally's subordinates are dissatisfied because they find her unfair

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 refers him to ZenNext's employee assistance program B. Nigel thinks he is a good fit for ZenNext C. ZenNext uses outplacement counseling to deal with Nigel's problems D. Nigel's performance has been poor since he joined ZenNext E. Ravi does not believe in the concept of outcome fairness

C. ZenNext uses outplacement counseling to deal with Nigel's problems

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 written warning for Leila along with a threat of temporary suspension? A. an unofficial spoken warning B. a letter informing her about demotion C. an official written warning D. a letter informing Leila about her transfer E. a termination letter

C. an official written warning

When conducting a workplace search, employers can act fairly and minimize the likelihood of a lawsuit by: A. using non-company personnel to conduct the search B. hushing the company's search policies prior to the search C. justifying that the organization has work rules that provide for searches D. searching employees' workplace without their knowledge E. conducing random searches with or without a probable cause

C. justifying that the organization has work rules that provide for searches

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. summary dismissal B. benchmarking C. outcome fairness D. downsizing E. on-boarding

C. outcome fairness

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. They do this by having supervisors discuss with poor performers whether they are a good fit for their current jobs and then encouraging these poor performers to think about leaving the company. As such, they refrain from directly firing the poor performers. Which of the following strategies does SourceCodes, Inc use in this scenario? A. an employee assistance program B. an alternative dispute program C. outplacement counseling D. fair representation E. outcome fairness

C. outplacement counseling

Open-door policy, peer review, and mediation are generally steps within: A. the performance appraisal program B. the collective bargaining system C. the alternative dispute resolution system D. the strategy decision-making process E. the fair representation policy

C. the alternative dispute resolution system

Mark, a highly productive employee at Swenovo, Inc believes that if he is continually expected to perform his very best on all projects, it might lead to physical and psychological problems as time goes on. Which of the following would help strengthen Mark's belief? A. Make is highly efficient and motivated to complete each task before the specified deadline B. Mark is being paid a higher salary than his co-workers C. The company chose Mark as employee of the year D. Make takes on most of the responsibilities of his co-workers because they are inexperienced E. Mark is given sufficient time to finish his projects

D. Make takes on most of the responsibilities of his co-workers because they are inexperienced

Johanna, a professional counselor, was recently asked to talk o an ex employee of Highlanders Corp, a manufacturing company, about his performance issues. Johanna talked to this ex-employee about how his skills set did not allow a good fit in the manufacturing industry, into which of the following roles does Johanna fit best? A. Volunteer at Highlanders Corp.'s employee assistance program B. Arbitrator C. CEO of Highlanders Corp. D. Outplacement counselor E. Mediator

D. Outplacement counselor

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. Jarvis has not provided Yolanda with an offer letter. B. Yolanda has not received a letter of employment from the company C. Yolanda is an underperformed and fails to arrive at work on time D. Yolanda has not submitted her required paperwork as part of her job offer E. Yolanda does not have a specific employment contract with the company

E. Yolanda does not have a specific employment contract with the company

_____ 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. arbitration C. mediation D. carve-out E. peer review

E. peer review

The ____ is a process of formally identifying exceptions associated with a role. A. role enrichment B. role overload C. role-carve-out D. role playing method E. role analysis technique

E. role analysis technique

The ____ is a process of formally identifying expectations associates with a role. A. role enrichment B. role playing method C. role overload D. role carve out E. role analysis technique

E. role analysis technique

Outplacement counseling programs are: A. services rendered to employees to manage drug or alcohol addiction B. long-distance educational programs using instruction via video or audio tapes, computers, etc provided by the company to augment employee skills C. university-sponsored executive training programs that require participants to live on campus while completing short, custom-designed courses D. third party programs to assist employees with their mental health and chemical dependency needs E. services in which professionals try to help dismissed employees manage the transition from one job to another

E. services in which professionals try to help dismissed employees manage the transition from one job to another

The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule: A. the punishment meted is always inconsistent B. the consequences follow a gradual increase in seriousness C. the ideology is to prevent misbehavior rather than to merely punish it D. the rule breaker will be warned multiple times before termination E. the consequences for breaking the rule is immediate

E. the consequences for breaking the rule is immediate