chapter 13

Question 1

internal employee relations

Answer 1

those HRM activities associated with the movement of employees within the organisation

Question 2

employment at will

Answer 2

unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last

Question 3

discipline

Answer 3

state of employee self control and orderly conduct that indicates the extent of genuine temwork within an organisation

Question 4

disciplinary action

Answer 4

invoking a penalty against an employee who fails to meet established standards

Question 5

approaches to disciplinary action

Answer 5

hots stove rule, progressive disciplinary action, disciplinary action without punishment

Question 6

hot stove rule

Answer 6

1.burns immediately, provides warning, gives consistent punishment, burns impersonally

Question 7

progressive disciplinary action

Answer 7

designed to ensure that the minimum penalty appropriate to the offense is imposed

Question 8

disciplinary action without punishment

Answer 8

process in which the workr is given time off with pay to think about wether he or she wants to follow the rules and continue working for the company

Question 9

termination

Answer 9

most severe penalty that an organisation can impose on an employee

Question 10

emotional intelligence

Answer 10

ability t recognise and manage emotions

Question 11

resons for termination of executives

Answer 11

economic downturns, reorganisation/downsizing, philosophical differences, decline in productivity

Question 12

demotion

Answer 12

process of moving a worker to a lower level of duties and responsibilities which typically involves a recution in pay
as alternative to termination

Question 13

downsizing

Answer 13

reverse of a company growing; it suggests a one time change in the organisation and the number of people employed

Question 14

outplacement

Answer 14

a procedure whereby laid-off employees are given asssistance in finding employment elsewhere

Question 15

severance pay

Answer 15

compensation designed to assist laid-off employees as they search for new employment

Question 16

ombudsperson

Answer 16

complaint officer who has access t top management and who hears employee complaints, investigates and recommends appropriate action

Question 17

alternative dispute resolution

Answer 17

procedure whereby the employee and the company agree ahead of time that any problems will be addressed by an agreed-upon means

Question 18

transfer:

Answer 18

lateral movement of a worker within an organisation

Question 19

promotion

Answer 19

movement of a person to a higher level position

Question 20

exit interview

Answer 20

means of revealing the real reasons employees leave their jobs. it is conducted before an employee departs the company and provides information on how to correct the causes of discontent and reduce turnover

Question 21

postexit questionnaire

Answer 21

questionnaire sent to former employees several weeks after they leave the organisation to determine the real reason they left

Question 22

attitute survey

Answer 22

seeks input from employees to determine their feelings about topics such as the work they perform, their supervisor, work enivornment, flexibility, opportunities for advancement, T&D opportunities and the firms compensation system

Question 23

offboarding

Answer 23

facilitates employee departure from the company by assisting in the completion of exit tasks including exit interviews, forms completion, the return of comapny property and ensuring that employees receive the appropriate extended benefits

Question 24

phased retirement

Answer 24

any arrangement that allows people to move from full time work to retirement in steps

Question 25

key to successful retention

Answer 25

focus on top performers and deterine their risk of leaving

Question 26

problems with conducting disciplinary action in the global environment

Answer 26

differences in how governments see disciplinary action it is difficult for a company to establish a global standardised policy on it