Question 1

Organization-specific internal computer networks (Internet)are often known as intranets.

Accepted Answer

A) True 
 B)False

Question 2

All of the following are among the requirements necessary to dismiss an employee for incompetence EXCEPT:

Accepted Answer

A) having reasonable and objective performance standards that have been communicated to all employees 
B) being able to show that other employees are able to achieve the standards set 
C) it can be based on a single incident of incompetence 
D) having evidence of warnings given to the employee 
E) demonstrating that the employee concerned had reasonable time to improve performance 
A) having reasonable and objective performance standards that have been communicated to all employees 
B) being able to show that other employees are able to achieve the standards set 
C) it can be based on a single incident of incompetence 
D) having evidence of warnings given to the employee 
E) demonstrating that the employee concerned had reasonable time to improve performance

Question 3

Information collected under PIPEDA should only be kept for as long as it is needed.

Accepted Answer

A) True 
 B)False

Question 4

Comprehensive company programs that seek to help employees overcome their personal and work-related problems are referred to as employee assistance programs.

Accepted Answer

A) True 
 B)False

Question 5

Dismissing an employee without just cause or reasonable notice is called:

Accepted Answer

A) unfair dismissal 
B) unlawful dismissal 
C) wrongful dismissal 
D) preventative dismissal 
E) illegal dismissal 
A) unfair dismissal 
B) unlawful dismissal 
C) wrongful dismissal 
D) preventative dismissal 
E) illegal dismissal

Question 6

For an employer,one of the most difficult employee dismissal situations to successfully defend in court is dismissal for just cause in the case of:

Accepted Answer

A) insubordination 
B) incompetence 
C) conflict of interest 
D) dishonesty or theft 
E) frailty of character (e.g.drug use,bad or abusive behaviour,and so on. ) 
A) insubordination 
B) incompetence 
C) conflict of interest 
D) dishonesty or theft 
E) frailty of character (e.g.drug use,bad or abusive behaviour,and so on. )

Question 7

Constructive dismissal is a term that refers to dismissing an employee for their own good.

Accepted Answer

A) True 
 B)False

Question 8

Preventive discipline and corrective discipline are basically two names for the same thing.

Accepted Answer

A) True 
 B)False

Question 9

The five key dimensions of employee relations are rights,discipline,counselling,involvement,and communication.

Accepted Answer

A) True 
 B)False

Question 10

The law of wrongful dismissal is very complicated and demands either human resource professionals with specific expertise or outside legal advice.

Accepted Answer

A) True 
 B)False

Question 11

A policy of encouraging employees to come to higher management with any concerns is often referred to as:

Accepted Answer

A) a policy of concern 
B) an open-door policy 
C) management by hierarchy 
D) management by objectives 
E) the whiney-employee policy 
A) a policy of concern 
B) an open-door policy 
C) management by hierarchy 
D) management by objectives 
E) the whiney-employee policy

Question 12

If an employer can show its legitimate business interests are affected by material posted on a social network by an employee,that employee may be liable and subject to discipline.

Accepted Answer

A) True 
 B)False

Question 13

Just cause for dismissal under common law includes any act by the employee that:

Accepted Answer

A) could have serious negative impact on the organization's reputation 
B) is felt to be unreasonable or unacceptable by top management 
C) could have serious negative impact on the organization's operations,even if not the employee's fault 
D) the union supports 
E) a supervisor does not approve of 
A) could have serious negative impact on the organization's reputation 
B) is felt to be unreasonable or unacceptable by top management 
C) could have serious negative impact on the organization's operations,even if not the employee's fault 
D) the union supports 
E) a supervisor does not approve of

Question 14

When punishment is effective in correcting a problem,this is referred to as positive discipline.

Accepted Answer

A) True 
 B)False

Question 15

Though it usually involves laying off employees,downsizing has been a very effective organizational tool for increasing productivity and improving a firm's financial picture.

Accepted Answer

A) True 
 B)False

Question 16

Good employee relations practices can reduce employment costs by:

Accepted Answer

A) increasing turnover and absenteeism among less effective employees 
B) having employees take voluntary salary and wage cuts 
C) reducing the number and size of rewards needed 
D) offering an organization a recruiting advantage 
E) improving workforce demographics 
A) increasing turnover and absenteeism among less effective employees 
B) having employees take voluntary salary and wage cuts 
C) reducing the number and size of rewards needed 
D) offering an organization a recruiting advantage 
E) improving workforce demographics

Question 17

An employee's off-duty conduct is never considered as just cause for dismissal.

Accepted Answer

A) True 
 B)False

Question 18

The growth in social media has brought with it an increase in social media hacking.Possible consequences of a social media hack include: damage to a brand's reputation,declining employee engagement,and loss of trust by customers.

Accepted Answer

A) True 
 B)False

Question 19

When it comes to GPS devices,employers have prevailed for the most part.

Accepted Answer

A) True 
 B)False

Question 20

The three purposes of corrective discipline are to reform the offender,to deter others,and to maintain consistent group standards.

Accepted Answer

A) True 
 B)False

Organization-specific internal computer networks (Internet)are often known as intranets.

All of the following are among the requirements necessary to dismiss an employee for incompetence EXCEPT:

Information collected under PIPEDA should only be kept for as long as it is needed.

Comprehensive company programs that seek to help employees overcome their personal and work-related problems are referred to as employee assistance programs.

Dismissing an employee without just cause or reasonable notice is called:

For an employer,one of the most difficult employee dismissal situations to successfully defend in court is dismissal for just cause in the case of:

Constructive dismissal is a term that refers to dismissing an employee for their own good.

Preventive discipline and corrective discipline are basically two names for the same thing.

The five key dimensions of employee relations are rights,discipline,counselling,involvement,and communication.

The law of wrongful dismissal is very complicated and demands either human resource professionals with specific expertise or outside legal advice.

A policy of encouraging employees to come to higher management with any concerns is often referred to as:

If an employer can show its legitimate business interests are affected by material posted on a social network by an employee,that employee may be liable and subject to discipline.

Just cause for dismissal under common law includes any act by the employee that:

When punishment is effective in correcting a problem,this is referred to as positive discipline.

Though it usually involves laying off employees,downsizing has been a very effective organizational tool for increasing productivity and improving a firm's financial picture.

Good employee relations practices can reduce employment costs by:

An employee's off-duty conduct is never considered as just cause for dismissal.

The growth in social media has brought with it an increase in social media hacking.Possible consequences of a social media hack include: damage to a brand's reputation,declining employee engagement,and loss of trust by customers.

When it comes to GPS devices,employers have prevailed for the most part.

The three purposes of corrective discipline are to reform the offender,to deter others,and to maintain consistent group standards.

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Orientation, Training and Development, and Career Planning

Performance Management

Compensation Management

Employee Benefits and Services

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Global Human Resource Management

Filters

Exam 11: Managing Employee Relations

Organization-specific internal computer networks (Internet)are often known as intranets.

All of the following are among the requirements necessary to dismiss an employee for incompetence EXCEPT:

Information collected under PIPEDA should only be kept for as long as it is needed.

Comprehensive company programs that seek to help employees overcome their personal and work-related problems are referred to as employee assistance programs.

Dismissing an employee without just cause or reasonable notice is called:

For an employer,one of the most difficult employee dismissal situations to successfully defend in court is dismissal for just cause in the case of:

Constructive dismissal is a term that refers to dismissing an employee for their own good.

Preventive discipline and corrective discipline are basically two names for the same thing.

The five key dimensions of employee relations are rights,discipline,counselling,involvement,and communication.

The law of wrongful dismissal is very complicated and demands either human resource professionals with specific expertise or outside legal advice.

A policy of encouraging employees to come to higher management with any concerns is often referred to as:

If an employer can show its legitimate business interests are affected by material posted on a social network by an employee,that employee may be liable and subject to discipline.

Just cause for dismissal under common law includes any act by the employee that:

When punishment is effective in correcting a problem,this is referred to as positive discipline.

Though it usually involves laying off employees,downsizing has been a very effective organizational tool for increasing productivity and improving a firm's financial picture.

Good employee relations practices can reduce employment costs by:

An employee's off-duty conduct is never considered as just cause for dismissal.

The growth in social media has brought with it an increase in social media hacking.Possible consequences of a social media hack include: damage to a brand's reputation,declining employee engagement,and loss of trust by customers.

When it comes to GPS devices,employers have prevailed for the most part.

The three purposes of corrective discipline are to reform the offender,to deter others,and to maintain consistent group standards.

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Orientation, Training and Development, and Career Planning

Performance Management

Compensation Management

Employee Benefits and Services

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Global Human Resource Management

Filters