Question 1

Which of the following does an employer violate while terminating an employee for refusing to do something illegal,unethical,or unsafe?

Accepted Answer

A)  Affirmative action 
B)  Public policy 
C)  Fair Representation 
D)  Equal opportunity employment 
E)  Reverse discrimination 
A)  Affirmative action 
B)  Public policy 
C)  Fair Representation 
D)  Equal opportunity employment 
E)  Reverse discrimination

Question 2

Which of the following is true of employee assistance programs?

Accepted Answer

A)  It cannot be initiated by union representatives of the employee's union. 
B)  It is a company-sponsored program to help employees manage the transition from one job to another. 
C)  It can be initiated by the employee to refer himself or herself into the program. 
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 cannot be initiated by union representatives of the employee's union. 
B)  It is a company-sponsored program to help employees manage the transition from one job to another. 
C)  It can be initiated by the employee to refer himself or herself into the program. 
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 3

Job withdrawal is:

Accepted Answer

A)  the loss of jobs within an organization due to adverse economic forces. 
B)  a set of behaviors that dissatisfied individuals enact to avoid the work situation. 
C)  the retracting of a job offer following the results of a pre-employment physical. 
D)  a psychological state employees experience upon a job dismissal or retirement. 
E)  the retraction of an employment offer following failure to join on an agreed date. 
A)  the loss of jobs within an organization due to adverse economic forces. 
B)  a set of behaviors that dissatisfied individuals enact to avoid the work situation. 
C)  the retracting of a job offer following the results of a pre-employment physical. 
D)  a psychological state employees experience upon a job dismissal or retirement. 
E)  the retraction of an employment offer following failure to join on an agreed date.

Question 4

The Fair Labor Standards Act exempts managers and professionals from its requirement that the company pay overtime to employees who work more than a 40-hour week.

Accepted Answer

A) True 
 B)False

Question 5

Personal dispositions do not play a role in creating job satisfaction.

Accepted Answer

A) True 
 B)False

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

Question 7

The open-door policy is an example of an alternative dispute resolution.

Accepted Answer

A) True 
 B)False

Question 8

What is job satisfaction? Mention some aspects of job satisfaction.

Accepted Answer

The driving force behind job withdrawal

Question 9

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:

Accepted Answer

A)  mediation. 
B)  carve-out. 
C)  open-door policy. 
D)  fair representation. 
E)  attrition. 
A)  mediation. 
B)  carve-out. 
C)  open-door policy. 
D)  fair representation. 
E)  attrition.

Question 10

Maria is concerned about an unacceptable level of job dissatisfaction among a number of work teams in her organization,and she has determined 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)  job coasting. 
A)  factor comparison. 
B)  role analysis technique. 
C)  job rotation. 
D)  role carve-out 
E)  job coasting.

Question 11

Peer review is an example of _____.

Accepted Answer

A)  alternative dispute resolution 
B)  employee assistance programs 
C)  outplacement counseling 
D)  fair representation 
E)  employee carve-out 
A)  alternative dispute resolution 
B)  employee assistance programs 
C)  outplacement counseling 
D)  fair representation 
E)  employee carve-out

Question 12

The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule:

Accepted Answer

A)  the punishment meted is always inconsistent. 
B)  the consequences for breaking the rule is immediate. 
C)  the rule breaker will be warned multiple times before termination. 
D)  the consequences follow a gradual increase in seriousness 
E)  the ideology is to prevent misbehavior rather than to merely punish it. 
A)  the punishment meted is always inconsistent. 
B)  the consequences for breaking the rule is immediate. 
C)  the rule breaker will be warned multiple times before termination. 
D)  the consequences follow a gradual increase in seriousness 
E)  the ideology is to prevent misbehavior rather than to merely punish it.

Question 13

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 14

____ is a referral service that employees can use to seek 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 proposal 
A)  Alternative dispute resolution 
B)  Outplacement counseling 
C)  Employee assistance program 
D)  Progressive discipline program 
E)  Request for proposal

Question 15

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 16

According to the hot-stove rule,an organization's discipline should give warning and have consequences that are consistent,subjective,and immediate.

Accepted Answer

A) True 
 B)False

Question 17

According to this principle of discipline,discipline should give clear warning and following up with consistent,objective,immediate consequences.Identify the principle.

Accepted Answer

A)  Per se rule 
B)  Laissez faire rule 
C)  Fundamental attribution rule 
D)  Progressive discipline 
E)  Hot-stove rule 
A)  Per se rule 
B)  Laissez faire rule 
C)  Fundamental attribution rule 
D)  Progressive discipline 
E)  Hot-stove rule

Question 18

People's perception of _____ depends on their judgment that the consequences of a decision to employees are just.

Accepted Answer

A)  employment-at-will 
B)  procedural justice 
C)  fair representation 
D)  arbitration 
E)  outcome fairness 
A)  employment-at-will 
B)  procedural justice 
C)  fair representation 
D)  arbitration 
E)  outcome fairness

Question 19

The positive or negative bottom-line opinions that individuals have of themselves are known as:

Accepted Answer

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

Question 20

Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements?

Accepted Answer

A)  They are likely to raise principles of justice issues. 
B)  Most employers stopped using these agreements during the 1990s. 
C)  The courts have declared these agreements as illegal. 
D)  Most employees see the agreements as equitable. 
E)  Employment-at-will agreements empower managers to discharge employees at their personal discretion. 
A)  They are likely to raise principles of justice issues. 
B)  Most employers stopped using these agreements during the 1990s. 
C)  The courts have declared these agreements as illegal. 
D)  Most employees see the agreements as equitable. 
E)  Employment-at-will agreements empower managers to discharge employees at their personal discretion.

Which of the following does an employer violate while terminating an employee for refusing to do something illegal,unethical,or unsafe?

Which of the following is true of employee assistance programs?

Job withdrawal is:

The Fair Labor Standards Act exempts managers and professionals from its requirement that the company pay overtime to employees who work more than a 40-hour week.

Personal dispositions do not play a role in creating job satisfaction.

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

The open-door policy is an example of an alternative dispute resolution.

What is job satisfaction? Mention some aspects of job satisfaction.

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:

Peer review is an example of _____.

The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule:

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 referral service that employees can use to seek professional treatment for emotional problems or substance abuse.

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.

According to the hot-stove rule,an organization's discipline should give warning and have consequences that are consistent,subjective,and immediate.

According to this principle of discipline,discipline should give clear warning and following up with consistent,objective,immediate consequences.Identify the principle.

People's perception of _____ depends on their judgment that the consequences of a decision to employees are just.

The positive or negative bottom-line opinions that individuals have of themselves are known as:

Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements?

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

Managing Employees Performance

Developing Employees for Future Success

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

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Exam 10: Separating and Retaining Employees

Which of the following does an employer violate while terminating an employee for refusing to do something illegal,unethical,or unsafe?

Which of the following is true of employee assistance programs?

Job withdrawal is:

The Fair Labor Standards Act exempts managers and professionals from its requirement that the company pay overtime to employees who work more than a 40-hour week.

Personal dispositions do not play a role in creating job satisfaction.

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

The open-door policy is an example of an alternative dispute resolution.

What is job satisfaction? Mention some aspects of job satisfaction.

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:

Peer review is an example of _____.

The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule:

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 referral service that employees can use to seek professional treatment for emotional problems or substance abuse.

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.

According to the hot-stove rule,an organization's discipline should give warning and have consequences that are consistent,subjective,and immediate.

According to this principle of discipline,discipline should give clear warning and following up with consistent,objective,immediate consequences.Identify the principle.

People's perception of _____ depends on their judgment that the consequences of a decision to employees are just.

The positive or negative bottom-line opinions that individuals have of themselves are known as:

Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements?

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

Managing Employees Performance

Developing Employees for Future Success

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters