Question 1

Elisa,a student of human resource management,believes that an organization that follows the progressive discipline system would never have a consequence that is clear,objective,and immediate because its objective is to prevent misbehavior and to correct,rather than merely punish,misbehavior.However,Elisa's professor,Stefan,argues that such responses are also possible.Which of the following situations would most likely strengthen Stefan's argument?

Accepted Answer

A)   If the situation is such that the misbehavior is dangerous and the organization establishes a stricter discipline policy
B)   If the procedure seems exasperatingly slow, especially when an employee's misdeeds hurt a team's performance
C)   If careful use of the procedure increases other employees' belief that the organization is fair
D)   If careful use of the procedure reduces the likelihood that the problem employee will sue the organization
E)   If careful use of the procedure reduces the likelihood that the employee will win in courtF) None of the above
G) A) and D)

Question 2

Which of the following situations is an example of involuntary turnover?

Accepted Answer

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 theftF) A) and D)
G) All of the above

Question 3

Talent poaching makes it difficult for companies to _____.

Accepted Answer

A)   retain their top performers
B)   keep their searches discreet
C)   search for relevant information
D)   eliminate quality control processes
E)   look for employee profilesF) B) and E)
G) C) and D)

Question 4

The positive or negative bottom-line views that people have of themselves are known as:

Accepted Answer

A)   negative affectivities.
B)   factor comparisons.
C)   core self-evaluations.
D)   fair representations.
E)   behavioral models.F) A) and B)
G) A) and C)

Question 5

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.

Accepted Answer

A)   exit interview
B)   affirmative action
C)   carve-out
D)   observation interview
E)   summary dismissalF) A) and C)
G) A) and B)

Question 6

_____ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.

Accepted Answer

A)   Role underload
B)   Role ambiguity
C)   Role conflict
D)   Role overload
E)   Role autonomyF) A) and C)
G) C) and E)

Question 7

Which of the following statements is true of a progressive discipline system?

Accepted Answer

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.F) A) and D)
G) B) and D)

Question 8

To help employees manage role conflict,employers have sought a number of family-friendly policies.

Accepted Answer

A) True 
 B)False

Question 9

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?

Accepted Answer

A)   If Sally's subordinates are dissatisfied because they find their pay too low
B)   If Sally's subordinates are dissatisfied because they find her unfair
C)   If Sally fires an employee because of violating public policy
D)   If Sally fires an employee because of violating an antidiscrimination laws
E)   If Sally's employees are poached and employed by a rival company that offers them higher salariesF) A) and E)
G) All of the above

Question 10

____ is a referral service that employees can make use of to pursue professional treatment for emotional problems or substance abuse.

Accepted Answer

A)   Alternative dispute resolution
B)   Outplacement counseling
C)   Employee assistance program
D)   Progressive discipline program
E)   Request for proposalF) B) and E)
G) A) and B)

Question 11

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?

Accepted Answer

A)   Per se rule
B)   Laissez faire rule
C)   Fundamental attribution rule
D)   Outcome fairness
E)   Hot-stove ruleF) B) and E)
G) C) and E)

Question 12

When employees are unclear about work methods,scheduling,and performance criteria because others hold different ideas about these,they are likely to suffer from role ambiguity.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following processes seeks to avert misbehavior and to correct,rather than merely punish,misbehavior?

Accepted Answer

A)   Hot-stove rule
B)   Fair representation
C)   Progressive discipline
D)   Benchmarking
E)   Peer review techniqueF) All of the above
G) A) and E)

Question 14

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.?

Accepted Answer

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

Question 15

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.

Accepted Answer

A)   Equal employment
B)   Public policy
C)   Implied contract
D)   Reverse discrimination
E)   Affirmative actionF) D) and E)
G) C) and E)

Question 16

Job satisfaction of employees remains unaffected from organizational changes such as mergers.

Accepted Answer

A) True 
 B)False

Question 17

A disciplinary action meets the standards of outcome fairness if the manager explains to the employee how the action is procedurally just,treats the employee with dignity and respect,and empathizes with the employee's feelings.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following types of alternate dispute resolution functions well only to the extent that employees trust management and managers who hear complaints listen and are able to act?

Accepted Answer

A)   Mediation
B)   Behavioral modeling
C)   Open-door policy
D)   Fair representation
E)   Peer review systemF) B) and E)
G) None of the above

Question 19

Identify the correct statement about job satisfaction.

Accepted Answer

A)   It is usually based on a complete measurement of situations.
B)   The view about which values are important is universal among employees.
C)   It is based on perception.
D)   It is objective in nature.
E)   Similar circumstances produce similar levels of job satisfaction.F) A) and B)
G) A) and E)

Question 20

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 _____.

Accepted Answer

A)   brand alignment
B)   job dissatisfaction
C)   promotional marketing
D)   sole arbitrations
E)   mediationsF) A) and E)
G) A) and D)

Exam 11: Separating and Retaining Employees

When employees are unclear about work methods,scheduling,and performance criteria because others hold different ideas about these,they are likely to suffer from role ambiguity.

Correct Answer
verified

Which of the following processes seeks to avert misbehavior and to correct,rather than merely punish,misbehavior?

Correct Answer
verified

Which of the following types of alternate dispute resolution functions well only to the extent that employees trust management and managers who hear complaints listen and are able to act?

Correct Answer
verified

Correct Answer
verified

To help employees manage role conflict,employers have sought a number of family-friendly policies.

Correct Answer
verified

Which of the following situations is an example of involuntary turnover?

Correct Answer
verified

Which of the following statements is true of a progressive discipline system?

Correct Answer
verified

_____ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.

Correct Answer
verified

The positive or negative bottom-line views that people have of themselves are known as:

Correct Answer
verified

Correct Answer
verified

____ is a referral service that employees can make use of to pursue professional treatment for emotional problems or substance abuse.

Correct Answer
verified

Correct Answer
verified

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.

Correct Answer
verified

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?

Correct Answer
verified

A disciplinary action meets the standards of outcome fairness if the manager explains to the employee how the action is procedurally just,treats the employee with dignity and respect,and empathizes with the employee's feelings.

Correct Answer
verified

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 _____.

Correct Answer
verified

Correct Answer
verified

Identify the correct statement about job satisfaction.

Correct Answer
verified

Job satisfaction of employees remains unaffected from organizational changes such as mergers.

Correct Answer
verified

Talent poaching makes it difficult for companies to _____.

Correct Answer
verified

Exam 11: Separating and Retaining Employees

When employees are unclear about work methods,scheduling,and performance criteria because others hold different ideas about these,they are likely to suffer from role ambiguity.

Correct AnswerverifiedShow Answer

Which of the following processes seeks to avert misbehavior and to correct,rather than merely punish,misbehavior?

Correct AnswerverifiedShow Answer

Which of the following types of alternate dispute resolution functions well only to the extent that employees trust management and managers who hear complaints listen and are able to act?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

To help employees manage role conflict,employers have sought a number of family-friendly policies.

Correct AnswerverifiedShow Answer

Which of the following situations is an example of involuntary turnover?

Correct AnswerverifiedShow Answer

Which of the following statements is true of a progressive discipline system?

Correct AnswerverifiedShow Answer

_____ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.

Correct AnswerverifiedShow Answer

The positive or negative bottom-line views that people have of themselves are known as:

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

____ is a referral service that employees can make use of to pursue professional treatment for emotional problems or substance abuse.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

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.

Correct AnswerverifiedShow Answer

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?

Correct AnswerverifiedShow Answer

A disciplinary action meets the standards of outcome fairness if the manager explains to the employee how the action is procedurally just,treats the employee with dignity and respect,and empathizes with the employee's feelings.

Correct AnswerverifiedShow Answer

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 _____.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Identify the correct statement about job satisfaction.

Correct AnswerverifiedShow Answer

Job satisfaction of employees remains unaffected from organizational changes such as mergers.

Correct AnswerverifiedShow Answer

Talent poaching makes it difficult for companies to _____.

Correct AnswerverifiedShow Answer

Correct Answer
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