Chapter 11 Flashcards
Generally, organizations encourage voluntary turnover among top performers because it is inexpensive.
False
Employees cannot sue employers for wrongful discharge if the employee was contracted under the employment-at-will doctrine.
False
Outcome fairness involves the ends of a discipline process, while procedural and interactional justice focus on the means to those ends.
True
In procedural justice, the procedures should be consistent from one person to another, and the manager using them should suppress any personal biases.
True
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.
False
Kelly, a human resource specialist, has been asked to investigate complaints that an employee is bullying co-workers. Kelly is obligated to protect this employee’s privacy by ensuring that any information gathered is relevant to the complaint.
True
In general, employers may conduct random searches of areas like desks, lockers, and toolboxes at any point in time without any justification to the employee.
False
Under federal law, any U.S. employer that is planning layoffs must give employees 60 days’ notice of the layoffs.
False
The principles of justice convey that the organization must prepare for problems by establishing a formal discipline process in which the consequences become severe if the employee repeats the offense.
True
Developing a formal discipline process is a prime responsibility of the human resource department.
True
The open-door policy is an example of alternative dispute resolution.
True
Job withdrawal is a set of behaviors that discontented individuals display to avoid the work situation physically, mentally, or emotionally.
True
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.
True
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.
False
If an employee disputes policies on the grounds that they violate state and federal laws, he or she can go outside the organization for help to file a lawsuit.
True
Personal dispositions do not play a role in creating job satisfaction.
False
Job satisfaction is always based on an objective and complete measurement of the situation and not on perception.
False
To help employees manage role conflict, employers have sought a number of family-friendly policies.
True
The two primary sets of people in an organization who most affect job satisfaction are co-workers and supervisors.
True
The Job Descriptive Index is an example of a job satisfaction instrument.
True
Ryan, an employee at GoBiz Inc., is known for his short-tempered and argumentative nature. During a heated exchange at work one day, Ryan makes a derogatory gesture toward his manager, which causes Ryan to be fired. This scenario is an example of A) revolving door policy. B) open-door policy. C) voluntary turnover. D) progressive discipline. E) involuntary turnover.
E
Terminating an employee for the use of illegal drugs is an example of a(n) \_\_\_\_\_\_\_\_ turnover. A) retentive B) external C) voluntary D) absenteeism E) involuntary
E
Tracey, an employee at Holander Holdings, was suspended for two weeks for drug use. Six months later, she was fired from the job because her productivity did not show any improvement even after undergoing treatment for drug use. Which form of discharge did Tracey experience? A) involuntary turnover B) voluntary turnover C) downsizing D) early retirement E) open-door policy
A
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 A) role ambiguity. B) voluntary turnover. C) role conflict. D) involuntary turnover. E) role overload.
D
Which situation is an example of involuntary turnover?
A) Franny, an employee at PrintMe, is suspended for a week because of workplace violence.
B) Sasha, a supervisor at XTL Inc., decides to leave her job because she is moving to another country.
C) Ricardo, a manager at Care Co., resigns from his job because he has a better job offer from another company.
D) Xi, an employee at Future Furnishing, wants to leave her job to pursue a college degree.
E) Gisele, an employee at Innovative Tech, is fired because of theft.
E
When employees initiate a turnover, when the organization would prefer to keep them, it is called \_\_\_\_\_\_\_\_ turnover. A) dysfunctional B) involuntary C) retentive D) external E) voluntary
E
Hameta is a top manager at her current company. However, she is leaving the company for a better job at a competing firm. Which form of turnover is illustrated in this scenario? A) involuntary turnover B) external turnover C) voluntary turnover D) internal turnover E) dysfunctional turnover
C
Which situation is an example of a voluntary turnover?
A) Nora, a supervisor at GreenLeaf LLC, is demoted from her current position.
B) Kevin, a manager at Exotic Travel Co., is suspended for a month due to drug use.
C) Lila, an employee at Architect International, is about to resign her job to start her own business.
D) Cody, a trainee at PublicWorks Inc., is reprimanded for arriving late at work every day.
E) Claire, an employee at Alpha Corp., is transferred to another city for career growth.
C
Historically, if an organization and employee do not have a specific employment contract, the employer or employee may not require a specific time to end the employment relationship. This is referred to as the \_\_\_\_\_\_\_\_ doctrine. A) force majeure B) laissez-faire C) employment-at-will D) due process E) implied in fact
C
Sylas, a manager at LiveWell Corp., believes that he can fire Madison, his subordinate, at any time he wishes to do so. Which of the following, if true, would help strengthen Sylas’ belief?
A) Madison has not submitted her required paperwork as part of her job offer.
B) Sylas has not provided Madison with an offer letter.
C) Madison is an underperformer and fails to arrive at work on time.
D) Madison does not have a specific employment contract with the company.
E) Madison has not received a letter of employment from the company.
D
Liz refuses her employer's request to falsify the contents of a report to the Equal Employment Opportunity Commission (EEOC). The employer subsequently discharges Liz for "not following orders." Identify the exception to the employment-at-will doctrine that Liz is likely to choose when she files a wrongful discharge suit. A) equal employment B) public policy C) implied contract D) reverse discrimination E) affirmative action
B
Retaining top performers is not always easy because \_\_\_\_\_\_\_\_ for high-demand positions, such as software engineers, from other companies has become the norm. A) brainstorming B) poaching talent C) mind mapping D) headhunting E) reverse discriminating
B
Talent poaching makes it difficult for companies to A) retain their top performers. B) keep their searches discreet. C) search for relevant information. D) eliminate quality control processes. E) look for employee profiles.
A
People's perception of \_\_\_\_\_\_\_\_ depends on their judgment that the consequences of a decision to employees are just. A) employment at will B) procedural justice C) interactional justice D) arbitration E) outcome fairness
E
Andrew, an employee at Fulton Corp., arrives late at the office on a Monday morning due to a personal emergency. His manager fires him, although this was the first instance of Andrew arriving late at work. Andrew is upset because some of his other co-workers are chronically late to work, but they have not been fired. In this scenario, Andrew would conclude a lack of \_\_\_\_\_\_\_\_ in dealing with employees who arrive late at work. A) arbitration B) laissez-faire C) outcome fairness D) benchmarking E) interactional justice
C
Destiny is an employee at ColorBlock Inc. She loves gossiping about her colleagues during office hours, which causes her to receive a reprimand by her supervisor, Alfonso. A few days later, Alfonso fires Colt, another subordinate, from work for a similar reason. The employees reporting to Alfonso are most likely to conclude he demonstrates a lack of \_\_\_\_\_\_\_\_ in dealing with employees who gossip at work. A) benchmarking B) interactional justice C) laissez-faire D) outcome fairness E) arbitration
D
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?
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
B
Ricky reprimanded five of his employees for coming to work drunk after a lunch outing. The next week, Ricky fired another employee for being drunk at work. The employees under Ricky can conclude a lack of \_\_\_\_\_\_\_\_ in dealing with employees being drunk at work. A) benchmarking B) outcome fairness C) summary dismissal D) downsizing E) onboarding
B
People's perception of \_\_\_\_\_\_\_\_ is their judgment that impartial methods were used to determine the consequences an employee obtains. A) interactional justice B) expatriation C) outcome fairness D) procedural justice E) progressive discipline
D
A perception of \_\_\_\_\_\_\_\_ is a judgment that the organization carried out its actions in a manner that took the employee's feelings into account. A) interactional justice B) employee turnover C) progressive discipline D) summary dismissal E) outcome fairness
A
Henry, an employee at Marine Corp., is known for his short temper. One morning, he gets into a heated argument with one of his supervisors and responds with hostility. Rather than immediately terminating Henry, his manager, Evelyn, calls him in for a discussion. Evelyn treats Henry with dignity and respect, listening to what he has to say about the incident. This scenario can be best categorized as one that uses A) restorative justice. B) distributive justice. C) interactional justice. D) impassive justice. E) retributive justice.
C
Fernando, a manager at a top engineering company, believes he can hire a few employees by promising them job security and later terminating them if business slows down. On what grounds could such a termination be considered a wrongful discharge?
A) Desperate times call for desperate measures.
B) The terminations deviate from the promise of job security in the work agreement.
C) The company overpaid the terminated employees.
D) The company has policies for handling misbehavior.
E) The company is under financial constraints and, at times, has to have employee layoffs.
B
What does an employer violate when it terminates an employee for refusing to do something unethical, unsafe, and illegal? A) affirmative action B) public policy C) fair representation D) equal opportunity employment E) reverse discrimination
B
Matt is employed as a supervisor at Total Charge Industries. However, he gets fired from his job when he refuses to break local laws and discharge harmful chemicals from the company's production facility into a nearby river. Matt files a wrongful discharge suit Total Charge Industries. Which exception to the employment-at-will doctrine is Matt likely to choose when filing his suit? A) affirmative action B) reverse discrimination C) implied contract D) information seizure E) public policy
E
Saad was an employee at a chemical company called FGR Inc. He noticed that several of the security personnel at FGR allowed tankers to be filled over the legal limit with highly inflammable gases. Saad gathered ample evidence of such instances and presented it to senior management. A few months later, the company had not acted, and Saad contacted the Occupational Safety and Health Administration. Less than a week later, the company fired Saad. Assuming that Saad had not had disciplinary issues and wanted to file a claim alleging he was wrongfully discharged, what would be the strongest basis for his claim?
A) He was disciplined for doing what the law requires.
B) He was disciplined for violating public policy.
C) His dismissal was a result of racial discrimination.
D) His dismissal violated his privacy.
E) The company did not provide proper notification of the layoff.
A
When conducting a workplace search, employers can act fairly and minimize the likelihood of a lawsuit by
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.
E
