Week 6 - Chapter 9: Employee Discipline And Dismissal Flashcards
- What is the first principle of the Hot Stove Rule?
A) Discipline should be applied inconsistently to avoid bias.
B) Disciplinary action should always include a verbal warning.
C) Disciplinary action should follow a warning to the employee.
D) Disciplinary action should be delayed to give the employee time to reflect.
Answer: C) Disciplinary action should follow a warning to the employee.
- What type of disciplinary approach involves gradually increasing the severity of penalties?
A) Immediate discipline
B) Progressive discipline
C) Consistent discipline
D) Flexible discipline
Answer: B) Progressive discipline
- When an employee is terminated for a reason not related to performance or behavior, it is known as:
A) Just cause termination
B) At-will termination
C) Downsizing termination
D) Summary dismissal
Answer: C) Downsizing termination
- In cases of workplace substance use, which approach focuses on directly measuring an employee’s impairment?
A) Random drug testing
B) Breathalyzer tests
C) Skill-based assessment
D) Performance-based testing
Answer: D) Performance-based testing
- Which of the following is NOT an ADR method described in the chapter?
A) Peer review
B) Mediation
C) Direct negotiation
D) Arbitration
Answer: C) Direct negotiation
- What is a key advantage of using an open-door policy as a dispute resolution method?
A) It provides a high degree of confidentiality for all disputes.
B) It allows employees to choose any manager to review their complaint.
C) It requires a third party to resolve the issue.
D) It guarantees a formal hearing for all employees.
Answer: B) It allows employees to choose any manager to review their complaint.
- Which ADR procedure typically results in a final, binding decision?
A) Mediation
B) Peer review
C) Arbitration
D) Ombudsperson
Answer: C) Arbitration
- In a downsizing, the main difference between a just cause termination and a layoff is:
A) The employee’s prior performance is evaluated before layoff decisions.
B) Just cause terminations are based on misconduct, whereas layoffs are due to organizational needs.
C) Layoffs usually include severance pay, but just cause terminations do not.
D) Just cause terminations can be appealed, while layoffs cannot.
Answer: B) Just cause terminations are based on misconduct, whereas layoffs are due to organizational needs.
- What should managers consider when delivering a termination message to an employee?
A) Use indirect language to soften the message.
B) Deliver the message at the end of the workweek.
C) Be brief and explain the next steps for the employee.
D) Conduct the termination in a public setting.
Answer: C) Be brief and explain the next steps for the employee.
- Which type of ADR involves a mix of management and non-management employees reviewing a complaint?
A) Ombudsperson
B) Arbitration
C) Step-review system
D) Peer review
Answer: D) Peer review
- According to the chapter, which of the following is NOT a gray area in employee discipline?
A) Cyberactivity
B) Employee activism
C) Substance use
D) Regular attendance
Answer: D) Regular attendance
- When considering the legal aspects of downsizing, which of the following is commonly required by law in many countries?
A) Severance pay for all employees
B) Performance-based criteria for all layoffs
C) Advance notice of termination
D) Retraining opportunities for terminated employees
Answer: C) Advance notice of termination
- Which of the following best defines the “Hot Stove Rule” of discipline?
A) Delayed discipline that allows reflection time
B) Immediate, consistent, and impartial discipline following a warning
C) Mild discipline with each infraction
D) Verbal warnings given with a probation period
Answer: B) Immediate, consistent, and impartial discipline following a warning
- The term “downsizing survivors” refers to:
A) Employees who are laid off during downsizing.
B) Employees who remain with the company after downsizing.
C) Employees who contest their layoffs.
D) Employees who avoid the impact of disciplinary measures.
Answer: B) Employees who remain with the company after downsizing.
- Which approach to monitoring cyberactivity is likely to be the least invasive and most acceptable to employees?
A) Monitoring all activity without informing employees
B) Blocking specific high-risk websites
C) Requiring frequent status reports on internet use
D) Conducting surprise checks on browsing history
Answer: B) Blocking specific high-risk websites
- Which of the following best describes the psychological impact on “survivor” employees after a downsizing?
A) They typically feel relieved as their job security has increased.
B) They may experience increased stress and workload, potentially leading to burnout.
C) Their motivation and commitment to the company generally increase.
D) They usually see downsizing as an opportunity to develop new skills.
Answer: B) They may experience increased stress and workload, potentially leading to burnout.
- To maintain morale among downsizing survivors, managers should:
A) Increase survivors’ workload to compensate for lost staff.
B) Avoid discussing the downsizing process with them to prevent further stress.
C) Provide clear communication and support regarding future organizational goals.
D) Assign them new roles without consultation to maximize productivity.
Answer: C) Provide clear communication and support regarding future organizational goals.
- Which ADR method typically results in a collaborative, mutually agreed-upon resolution?
A) Binding arbitration
B) Step-review system
C) Mediation
D) Peer review
Answer: C) Mediation
- Why might mediation be perceived as fairer than arbitration by employees?
A) It involves a legally binding decision.
B) It allows employees to actively participate in finding a solution.
C) It bypasses the need for third-party involvement.
D) It is faster and less expensive than arbitration.
Answer: B) It allows employees to actively participate in finding a solution
- In a termination meeting, which of the following actions is recommended for managers?
A) Use indirect language to soften the message.
B) Schedule the meeting at the end of the workweek.
C) Hold the meeting in a neutral, private location.
D) Deliver the news in a group setting to save time.
Answer: C) Hold the meeting in a neutral, private location
- Whey preparing for a termination meeting, managers should avoid:
A) Giving a clear explanation for the termination.
B) Allowing the employee to gather personal belongings immediately.
C) Providing contact information for follow-up questions.
D) Using vague or indirect language that may confuse the employee.
Answer: D) Using vague or indirect language that may confuse the employee.
- Which factor is crucial for managers to consider when choosing an ADR method for resolving disputes?
A) The company’s willingness to delegate disciplinary decisions to a third party
B) The potential for the ADR method to increase employee commitment and trust
C) The ADR method’s ability to avoid all forms of third-party involvement
D) The preference for a non-collaborative resolution process
Answer: B) The potential for the ADR method to increase employee commitment and trust
- How can an organization demonstrate fairness in its downsizing criteria?
A) By selecting employees for downsizing solely based on tenure
B) By choosing employees with the lowest salaries to minimize financial impact
C) By using performance and skills assessments to guide downsizing decisions
D) By implementing downsizing decisions without input from department managers
Answer: C) By using performance and skills assessments to guide downsizing decisions
- Which of the following options best supports downsized employees and reflects positively on the organization’s reputation?
A) Offering no severance pay to save costs
B) Providing outplacement services, such as resume assistance and job search support
C) Avoiding communication with employees after termination
D) Using only performance-based criteria to determine layoffs
Answer: B) Providing outplacement services, such as resume assistance and job search support
- What is a common pitfall for managers during the termination process that can lead to future legal issues?
A) Conducting the termination meeting on a Monday morning
B) Giving the employee immediate access to severance pay
C) Delegating the termination conversation to an HR representative
D) Documenting all disciplinary steps leading up to the termination
Answer: C) Delegating the termination conversation to an HR representative
- During downsizing, “survivor syndrome” refers to:
A) The feeling of insecurity and guilt experienced by remaining employees.
B) The desire of downsized employees to return to the company.
C) The organization’s need to boost productivity after layoffs.
D) Managers’ increased focus on hiring new talent.
Answer: A) The feeling of insecurity and guilt experienced by remaining employees.
- Which ADR process involves an employee’s complaint being reviewed by successive layers of management?
A) Peer review
B) Open-door policy
C) Step-review system
D) Mediation
Answer: C) Step-review system
- In a binding arbitration, the arbitrator’s decision:
A) Can be appealed by the employee if they disagree with it.
B) Is final and must be accepted by both the organization and employee.
C) Must be approved by senior management before it is effective.
D) Is subject to change based on the employee’s past performance.
Answer: B) Is final and must be accepted by both the organization and employee.
- What is a significant benefit of providing severance packages during downsizing?
A) They guarantee that downsized employees will not file legal complaints.
B) They enhance the company’s reputation and attract future talent.
C) They allow the organization to avoid future layoffs.
D) They ensure that all remaining employees maintain high morale.
Answer: B) They enhance the company’s reputation and attract future talent.
- Which of the following is a recommended approach for handling termination communication to minimize legal risks?
A) Explain in detail all the past infractions leading to the termination.
B) Keep the meeting short, focusing on the termination and next steps.
C) Avoid providing any reasons for the termination.
D) Conduct the termination via email or written notice.
Answer: B) Keep the meeting short, focusing on the termination and next steps.
