Question 1

Unsatisfactory performance, one of the bases for dismissal, is defined as .

Accepted Answer

A) the deliberate and willful violation of the employer's rules and may include stealing and insubordination 
B) an employee's inability to do the assigned work despite his or her diligence 
C) an employee's inability to do the work assigned because the nature of the job has changed 
D) the persistent failure to perform assigned duties or to meet prescribed standards on the job 
E) stealing, chronic tardiness, and flat-out disobedience 
A) the deliberate and willful violation of the employer's rules and may include stealing and insubordination 
B) an employee's inability to do the assigned work despite his or her diligence 
C) an employee's inability to do the work assigned because the nature of the job has changed 
D) the persistent failure to perform assigned duties or to meet prescribed standards on the job 
E) stealing, chronic tardiness, and flat-out disobedience

Question 2

In a constructive discharge claim, the former employee argues that he or she quit, but had no choice because the employer made the situation unbearable.

Accepted Answer

A) True 
 B)False

Question 3

Employees who believe they were treated fairly tend to have higher employee commitment, enhanced satisfaction with the organization and their jobs, and exhibit organizational citizenship behaviors.

Accepted Answer

A) True 
 B)False

Question 4

Under the covenant of good faith exception to the termination at will doctrine, courts have held that .

Accepted Answer

A) persistent failure to perform assigned duties or to meet prescribed standards on the job is reason for dismissal 
B) insubordination is grounds for dismissal 
C) employers should not fire employees without good cause 
D) discharge is wrongful when it is against an explicit, well-established law 
E) even in the absence of a written document, an implied contract existed based on representations in the employee handbook 
A) persistent failure to perform assigned duties or to meet prescribed standards on the job is reason for dismissal 
B) insubordination is grounds for dismissal 
C) employers should not fire employees without good cause 
D) discharge is wrongful when it is against an explicit, well-established law 
E) even in the absence of a written document, an implied contract existed based on representations in the employee handbook

Question 5

The CEO of Southwest Airlines can sometimes be seen helping out at a gate, handling luggage, and assisting cabin attendants while in flight. This is an example of to create and sustain the company's culture.

Accepted Answer

A) providing physical support 
B) using stories 
C) organizing ceremonies 
D) clarifying expectations 
E) using signs and symbols 
A) providing physical support 
B) using stories 
C) organizing ceremonies 
D) clarifying expectations 
E) using signs and symbols

Question 6

The "terminate at will" rule guiding the employment relationship has traditionally meant that .

Accepted Answer

A) an employee can resign for any reason 
B) an employer can fire an employee for any reason 
C) contracts do not hold any real meaning in a court battle 
D) a client can end a working relationship with a service provider for any reason 
E) both A and B 
A) an employee can resign for any reason 
B) an employer can fire an employee for any reason 
C) contracts do not hold any real meaning in a court battle 
D) a client can end a working relationship with a service provider for any reason 
E) both A and B

Question 7

The plant closing law requires employers with or more employees to give advance notification prior to closing a facility.

Accepted Answer

A) 25 
B) 50 
C) 100 
D) 150 
E) 200 
A) 25 
B) 50 
C) 100 
D) 150 
E) 200

Question 8

Which of the following conditions is not required for a layoff to occur?

Accepted Answer

A) The no-work situation is expected to be short-term. 
B) Management intends to recall employees when work becomes available again. 
C) The no-work situation is expected to be temporary. 
D) The no-work situation is expected to be permanent. 
E) There is no work available. 
A) The no-work situation is expected to be short-term. 
B) Management intends to recall employees when work becomes available again. 
C) The no-work situation is expected to be temporary. 
D) The no-work situation is expected to be permanent. 
E) There is no work available.

Question 9

All of the following are classified as covered employment losses under the plant closing law except .

Accepted Answer

A) layoffs of more than 6 months 
B) discharges for cause 
C) terminations 
D) reductions of more than 50% in employee work hours 
E) employees affected by downsizing 
A) layoffs of more than 6 months 
B) discharges for cause 
C) terminations 
D) reductions of more than 50% in employee work hours 
E) employees affected by downsizing

Question 10

Which of the following reasons is reported as causing ethical lapses in judgment among employees?

Accepted Answer

A) meeting scheduling pressures 
B) meeting overly aggressive financial or business objectives 
C) greed 
D) meeting personal financial obligations 
E) both A and B 
A) meeting scheduling pressures 
B) meeting overly aggressive financial or business objectives 
C) greed 
D) meeting personal financial obligations 
E) both A and B

Question 11

Explain the meaning of the Evil Woman Thesis and its implications for managers.

Accepted Answer

The Evil Woman Thesis states that women

Question 12

Punitive discipline focuses on gaining employee acceptance of the rules.

Accepted Answer

A) True 
 B)False

Question 13

Identify five steps that managers can take to create a strong corporate culture and to send the right signals to employees.

Accepted Answer

Managers can take several steps, includi

Question 14

Which of the following is not an example of employee insubordination?

Accepted Answer

A) disrespect 
B) eavesdropping 
C) public criticism of one's boss 
D) disobedience 
E) mutiny 
A) disrespect 
B) eavesdropping 
C) public criticism of one's boss 
D) disobedience 
E) mutiny

Question 15

Many people in the new business development group at GRS&M feel that Blaine was promoted due to her personal friendship with the supervisor rather than a fair review of the qualified employees in the group. This attitude is the result of the employee's perceived procedural justice relative to the decision.

Accepted Answer

A) True 
 B)False

Question 16

After the terrorist attacks in 2001, many companies cut back on their advertising budgets. Jeremy's advertising agency considered laying people off but instead asked everyone to take a 5% pay cut until business was back to normal. His company used the alternative to layoffs.

Accepted Answer

A) downsizing approach 
B) rings of defense approach 
C) voluntary time off plan 
D) take vacation plan 
E) voluntary reduction in pay plan 
A) downsizing approach 
B) rings of defense approach 
C) voluntary time off plan 
D) take vacation plan 
E) voluntary reduction in pay plan

Question 17

When someone concludes that something is good or bad, right or wrong, a(n)has been made.

Accepted Answer

A) distributive assessment 
B) normative judgment 
C) affective attitude judgment 
D) moral assessment 
E) non-normative statement 
A) distributive assessment 
B) normative judgment 
C) affective attitude judgment 
D) moral assessment 
E) non-normative statement

Question 18

Typical severance pay for nonexempt employees is two weeks for each year with a minimum of two months and a maximum of six months.

Accepted Answer

A) True 
 B)False

Question 19

Which alternative to layoffs involves an agreement by all employees to accept a pay cut in order to keep everyone at work?

Accepted Answer

A) voluntary time off plan 
B) downsizing approach 
C) voluntary reduction in pay plan 
D) take vacation plan 
E) rings of defense approach 
A) voluntary time off plan 
B) downsizing approach 
C) voluntary reduction in pay plan 
D) take vacation plan 
E) rings of defense approach

Question 20

Which of the bases for dismissal is defined as the persistent failure to perform assigned duties or to meet prescribed standards on the job?

Accepted Answer

A) unsatisfactory performance 
B) whistle blowing 
C) lack of qualifications for job 
D) changed requirements of job 
E) misconduct 
A) unsatisfactory performance 
B) whistle blowing 
C) lack of qualifications for job 
D) changed requirements of job 
E) misconduct

Unsatisfactory performance, one of the bases for dismissal, is defined as .

In a constructive discharge claim, the former employee argues that he or she quit, but had no choice because the employer made the situation unbearable.

Employees who believe they were treated fairly tend to have higher employee commitment, enhanced satisfaction with the organization and their jobs, and exhibit organizational citizenship behaviors.

Under the covenant of good faith exception to the termination at will doctrine, courts have held that .

The CEO of Southwest Airlines can sometimes be seen helping out at a gate, handling luggage, and assisting cabin attendants while in flight. This is an example of to create and sustain the company's culture.

The "terminate at will" rule guiding the employment relationship has traditionally meant that .

The plant closing law requires employers with or more employees to give advance notification prior to closing a facility.

Which of the following conditions is not required for a layoff to occur?

All of the following are classified as covered employment losses under the plant closing law except .

Which of the following reasons is reported as causing ethical lapses in judgment among employees?

Explain the meaning of the Evil Woman Thesis and its implications for managers.

Punitive discipline focuses on gaining employee acceptance of the rules.

Identify five steps that managers can take to create a strong corporate culture and to send the right signals to employees.

Which of the following is not an example of employee insubordination?

After the terrorist attacks in 2001, many companies cut back on their advertising budgets. Jeremy's advertising agency considered laying people off but instead asked everyone to take a 5% pay cut until business was back to normal. His company used the alternative to layoffs.

When someone concludes that something is good or bad, right or wrong, a(n)has been made.

Typical severance pay for nonexempt employees is two weeks for each year with a minimum of two months and a maximum of six months.

Which alternative to layoffs involves an agreement by all employees to accept a pay cut in order to keep everyone at work?

Which of the bases for dismissal is defined as the persistent failure to perform assigned duties or to meet prescribed standards on the job?

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

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Exam 14: Ethics, Justice, and Fair Treatment in Hr Management

Unsatisfactory performance, one of the bases for dismissal, is defined as .

In a constructive discharge claim, the former employee argues that he or she quit, but had no choice because the employer made the situation unbearable.

Employees who believe they were treated fairly tend to have higher employee commitment, enhanced satisfaction with the organization and their jobs, and exhibit organizational citizenship behaviors.

Under the covenant of good faith exception to the termination at will doctrine, courts have held that .

The CEO of Southwest Airlines can sometimes be seen helping out at a gate, handling luggage, and assisting cabin attendants while in flight. This is an example of to create and sustain the company's culture.

The "terminate at will" rule guiding the employment relationship has traditionally meant that .

The plant closing law requires employers with or more employees to give advance notification prior to closing a facility.

Which of the following conditions is not required for a layoff to occur?

All of the following are classified as covered employment losses under the plant closing law except .

Which of the following reasons is reported as causing ethical lapses in judgment among employees?

Explain the meaning of the Evil Woman Thesis and its implications for managers.

Punitive discipline focuses on gaining employee acceptance of the rules.

Identify five steps that managers can take to create a strong corporate culture and to send the right signals to employees.

Which of the following is not an example of employee insubordination?

After the terrorist attacks in 2001, many companies cut back on their advertising budgets. Jeremy's advertising agency considered laying people off but instead asked everyone to take a 5% pay cut until business was back to normal. His company used the alternative to layoffs.

When someone concludes that something is good or bad, right or wrong, a(n)has been made.

Typical severance pay for nonexempt employees is two weeks for each year with a minimum of two months and a maximum of six months.

Which alternative to layoffs involves an agreement by all employees to accept a pay cut in order to keep everyone at work?

Which of the bases for dismissal is defined as the persistent failure to perform assigned duties or to meet prescribed standards on the job?

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters