Question 1

Who has the main responsibility of developing a formal discipline process for the workplace?

Accepted Answer

A)  the human resource department 
B)  outplacement counselors 
C)  the legal department 
D)  the sales force 
E)  arbitrators 
A)  the human resource department 
B)  outplacement counselors 
C)  the legal department 
D)  the sales force 
E)  arbitrators

Question 2

Nick, a highly skilled technician, has been one of the most productive employees at Swank Inc. But after the company went through a downsizing effort, Nick has taken on many more responsibilities and is struggling to keep up. What is the most likely consequence of this situation?

Accepted Answer

A)  Nick experiences role conflict and becomes confused about what to do. 
B)  Nick experiences role conflict because Swank Inc. asks him to transfer to a position overseas. 
C)  Nick wonders how Swank Inc. will evaluate his performance, so he asks for a transfer. 
D)  Nick experiences role overload and becomes dissatisfied with his job. 
E)  Nick places the responsibility for maintaining positive relationships on his direct supervisor. 
A)  Nick experiences role conflict and becomes confused about what to do. 
B)  Nick experiences role conflict because Swank Inc. asks him to transfer to a position overseas. 
C)  Nick wonders how Swank Inc. will evaluate his performance, so he asks for a transfer. 
D)  Nick experiences role overload and becomes dissatisfied with his job. 
E)  Nick places the responsibility for maintaining positive relationships on his direct supervisor.

Question 3

Employees with negative affectivity are inclined to

Accepted Answer

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. 
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.

Question 4

OutCode 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 strategy does OutCode Inc. use in this scenario?

Accepted Answer

A)  an employee assistance program 
B)  outcome fairness 
C)  alternative dispute resolution 
D)  fair representation 
E)  outplacement counseling 
A)  an employee assistance program 
B)  outcome fairness 
C)  alternative dispute resolution 
D)  fair representation 
E)  outplacement counseling

Question 5

Identify the correct statement regarding an employee assistance program.

Accepted Answer

A)  It is a system that 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)  It is a system that 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.

Question 6

________ means pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings.

Accepted Answer

A)  Negative affectivity 
B)  Outplacement 
C)  Expatriation 
D)  Systemic discrimination 
E)  Cognitive dissonance 
A)  Negative affectivity 
B)  Outplacement 
C)  Expatriation 
D)  Systemic discrimination 
E)  Cognitive dissonance

Question 7

Employees cannot sue employers for wrongful discharge if the employee was contracted under the employment-at-will doctrine.

Accepted Answer

A) True 
 B)False

Question 8

Outplacement counseling programs are

Accepted Answer

A)  long-distance educational programs using instruction via video or audio tapes or computers 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. 
A)  long-distance educational programs using instruction via video or audio tapes or computers 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.

Question 9

Role conflict 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) True 
 B)False

Question 10

________ is a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

Accepted Answer

A)  Employee engagement 
B)  Fair representation 
C)  Job complexity 
D)  Social support 
E)  Job satisfaction 
A)  Employee engagement 
B)  Fair representation 
C)  Job complexity 
D)  Social support 
E)  Job satisfaction

Question 11

Maria and Devin are both data-entry clerks in the same department of a company. On the anniversary of her employment, Maria receives a 2 percent increase in salary. Later that day, while talking to Devin, she learns that on his anniversary, his pay increase was 4 percent. How could the company's supervisor and human resource department best ensure that Maria will perceive outcome fairness in this situation?

Accepted Answer

A)  by reducing Devin'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 Maria's raise, so everyone gets the same amount 
D)  by reserving the largest raises for the most serious offenses 
E)  by treating Maria with dignity and respect 
A)  by reducing Devin'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 Maria's raise, so everyone gets the same amount 
D)  by reserving the largest raises for the most serious offenses 
E)  by treating Maria with dignity and respect

Question 12

Venus 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

Accepted Answer

A)  factor comparison. 
B)  role analysis technique. 
C)  job rotation. 
D)  role carve-out. 
E)  progressive discipline. 
A)  factor comparison. 
B)  role analysis technique. 
C)  job rotation. 
D)  role carve-out. 
E)  progressive discipline.

Question 13

Employee turnover at Wholesome Publishing is low, but many employees in the Children's Book Division seek transfers to other divisions. Which situation is most likely to explain the employees seeking to leave the Children's Book Division?

Accepted Answer

A)  The pay structure at Wholesome Publishing is too low. 
B)  Employees consider the manager of the Children's Book Division to be unfair. 
C)  The manager of the Children's Book Division properly channels employees' expressions of dissatisfaction. 
D)  Employees in the Children's Book Division are looking for help from outside Wholesome Publishing. 
E)  Employees' complaints, confrontations, and grievances feel threatening to others. 
A)  The pay structure at Wholesome Publishing is too low. 
B)  Employees consider the manager of the Children's Book Division to be unfair. 
C)  The manager of the Children's Book Division properly channels employees' expressions of dissatisfaction. 
D)  Employees in the Children's Book Division are looking for help from outside Wholesome Publishing. 
E)  Employees' complaints, confrontations, and grievances feel threatening to others.

Question 14

What are the legal requirements that must be met by employers to avoid wrongful discharge?

Accepted Answer

Discipline practices must avoid the char

Question 15

More than 40 percent of the employees at Hile Corp. lost their jobs during a recent recession. The human resource department of Hile Corp. would term this as

Accepted Answer

A)  role ambiguity. 
B)  voluntary turnover. 
C)  role conflict. 
D)  involuntary turnover. 
E)  role overload. 
A)  role ambiguity. 
B)  voluntary turnover. 
C)  role conflict. 
D)  involuntary turnover. 
E)  role overload.

Question 16

When conducting a workplace search, employers can act fairly and minimize the likelihood of a lawsuit by

Accepted Answer

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. 
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.

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

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)  mediations. 
A)  brand alignment. 
B)  job dissatisfaction. 
C)  promotional marketing. 
D)  sole arbitrations. 
E)  mediations.

Question 19

The board of directors of Nature's Crop 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, Lisa, believes that doing so could maximize the likelihood of a lawsuit due to privacy concerns. Which condition would strengthen Lisa's belief?

Accepted Answer

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 
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

Question 20

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

Accepted Answer

A)  immediate supervisor. 
B)  choice of a neutral party. 
C)  peers. 
D)  immediate subordinates. 
E)  personal counselor. 
A)  immediate supervisor. 
B)  choice of a neutral party. 
C)  peers. 
D)  immediate subordinates. 
E)  personal counselor.

Who has the main responsibility of developing a formal discipline process for the workplace?

Nick, a highly skilled technician, has been one of the most productive employees at Swank Inc. But after the company went through a downsizing effort, Nick has taken on many more responsibilities and is struggling to keep up. What is the most likely consequence of this situation?

Employees with negative affectivity are inclined to

Identify the correct statement regarding an employee assistance program.

________ means pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings.

Employees cannot sue employers for wrongful discharge if the employee was contracted under the employment-at-will doctrine.

Outplacement counseling programs are

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

________ is a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

Employee turnover at Wholesome Publishing is low, but many employees in the Children's Book Division seek transfers to other divisions. Which situation is most likely to explain the employees seeking to leave the Children's Book Division?

What are the legal requirements that must be met by employers to avoid wrongful discharge?

More than 40 percent of the employees at Hile Corp. lost their jobs during a recent recession. The human resource department of Hile Corp. would term this as

When conducting a workplace search, employers can act fairly and minimize the likelihood of a lawsuit by

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.

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

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

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters

Exam 11: Separating and Retaining Employees

Who has the main responsibility of developing a formal discipline process for the workplace?

Nick, a highly skilled technician, has been one of the most productive employees at Swank Inc. But after the company went through a downsizing effort, Nick has taken on many more responsibilities and is struggling to keep up. What is the most likely consequence of this situation?

Employees with negative affectivity are inclined to

Identify the correct statement regarding an employee assistance program.

________ means pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings.

Employees cannot sue employers for wrongful discharge if the employee was contracted under the employment-at-will doctrine.

Outplacement counseling programs are

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

________ is a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

Employee turnover at Wholesome Publishing is low, but many employees in the Children's Book Division seek transfers to other divisions. Which situation is most likely to explain the employees seeking to leave the Children's Book Division?

What are the legal requirements that must be met by employers to avoid wrongful discharge?

More than 40 percent of the employees at Hile Corp. lost their jobs during a recent recession. The human resource department of Hile Corp. would term this as

When conducting a workplace search, employers can act fairly and minimize the likelihood of a lawsuit by

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.

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

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

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters