Question 1

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 2

Explain what job withdrawal is and discuss the four types of conditions that leads up to it.

Accepted Answer

Job withdrawal is a set of behaviors tha

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

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 5

Historically,if the organization and employee do not have a specific employment contract,the employer or employee may end the employment relationship at any time.This is referred to as the _____ doctrine.

Accepted Answer

A)  force majeure 
B)  laissez faire 
C)  employment-at-will 
D)  due process 
E)  implied in fact 
A)  force majeure 
B)  laissez faire 
C)  employment-at-will 
D)  due process 
E)  implied in fact

Question 6

An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:

Accepted Answer

A)  role playing. 
B)  role analysis technique. 
C)  role carve-out. 
D)  role enrichment. 
E)  role overload. 
A)  role playing. 
B)  role analysis technique. 
C)  role carve-out. 
D)  role enrichment. 
E)  role overload.

Question 7

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 8

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 9

Discuss the principles of justice that are to be followed in a system of disciplining or terminating employees.

Accepted Answer

The sensitivity of a system for discipli

Question 10

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 dismissal 
A)  exit interview 
B)  affirmative action 
C)  carve-out 
D)  observation interview 
E)  summary dismissal

Question 11

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 12

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 13

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.

Question 14

After an organization downsizes,it may expect so much of the remaining employees.This high expectation and demand results in a state of _____ for the employees.

Accepted Answer

A)  role autonomy 
B)  role carve-out 
C)  role underload 
D)  role distance 
E)  role overload 
A)  role autonomy 
B)  role carve-out 
C)  role underload 
D)  role distance 
E)  role overload

Question 15

Which of the following has the primary responsibility of creating a formal discipline process for the workplace?

Accepted Answer

A)  Human resource department 
B)  Outplacement counselors 
C)  Legal department 
D)  Sales force 
E)  Arbitrators 
A)  Human resource department 
B)  Outplacement counselors 
C)  Legal department 
D)  Sales force 
E)  Arbitrators

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

Despite being a formal process involving an outsider,arbitration tends to be much faster,simpler,and more private than a lawsuit.

Accepted Answer

A) True 
 B)False

Question 18

Helen 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 dreaming about nonwork matters.Which of the following behaviors is she experiencing?

Accepted Answer

A)  Physical withdrawal 
B)  Psychological job withdrawal 
C)  Job coasting 
D)  Benchmarking 
E)  Whistle-blowing 
A)  Physical withdrawal 
B)  Psychological job withdrawal 
C)  Job coasting 
D)  Benchmarking 
E)  Whistle-blowing

Question 19

Discuss the primary sets of people in an organization who affect job satisfaction.What are the reasons a person may be satisfied with these people?

Accepted Answer

The two primary sets of people in an org

Question 20

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.

Peer review is an example of _____.

Explain what job withdrawal is and discuss the four types of conditions that leads up to it.

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

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

Historically,if the organization and employee do not have a specific employment contract,the employer or employee may end the employment relationship at any time.This is referred to as the _____ doctrine.

An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:

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

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.

Discuss the principles of justice that are to be followed in a system of disciplining or terminating employees.

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.

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:

Job withdrawal is:

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:

After an organization downsizes,it may expect so much of the remaining employees.This high expectation and demand results in a state of _____ for the employees.

Which of the following has the primary responsibility of creating a formal discipline process for the workplace?

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

Despite being a formal process involving an outsider,arbitration tends to be much faster,simpler,and more private than a lawsuit.

Helen 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 dreaming about nonwork matters.Which of the following behaviors is she experiencing?

Discuss the primary sets of people in an organization who affect job satisfaction.What are the reasons a person may be satisfied with these people?

Which of the following is true of employee assistance programs?

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

Exam 10: Separating and Retaining Employees

Peer review is an example of _____.

Explain what job withdrawal is and discuss the four types of conditions that leads up to it.

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

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

Historically,if the organization and employee do not have a specific employment contract,the employer or employee may end the employment relationship at any time.This is referred to as the _____ doctrine.

An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:

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

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.

Discuss the principles of justice that are to be followed in a system of disciplining or terminating employees.

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.

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:

Job withdrawal is:

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:

After an organization downsizes,it may expect so much of the remaining employees.This high expectation and demand results in a state of _____ for the employees.

Which of the following has the primary responsibility of creating a formal discipline process for the workplace?

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

Despite being a formal process involving an outsider,arbitration tends to be much faster,simpler,and more private than a lawsuit.

Helen 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 dreaming about nonwork matters.Which of the following behaviors is she experiencing?

Discuss the primary sets of people in an organization who affect job satisfaction.What are the reasons a person may be satisfied with these people?

Which of the following is true of employee assistance programs?

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