Question 1

The goal of counseling as part of the positive discipline process is to_____.

Accepted Answer

A)  use verbal reprimands to discipline an employee before resorting to dismissal 
B)  use written reprimands and suspension to discipline an employee before resorting to harsh measures 
C)  encourage the employee to consider voluntary resignation 
D)  heighten employee awareness of organizational policies and rules 
A)  use verbal reprimands to discipline an employee before resorting to dismissal 
B)  use written reprimands and suspension to discipline an employee before resorting to harsh measures 
C)  encourage the employee to consider voluntary resignation 
D)  heighten employee awareness of organizational policies and rules D

Question 2

Counseling is the last step before the termination of an employee in the positive approach to discipline.

Accepted Answer

A) True 
 B)False  False

Question 3

Explain how the personal behavior of employees at workplaces can create issues in organizations.

Accepted Answer

Employers may decide to review unusual behavior by employees both on and off the job. The occurrence of various counterproductive behaviors such as bullying, substance abuse, stealing, and sabotage can potentially hurt companies and their employees. Employees may commit some of these actions off the job site. For example, an employee may send threatening or harassing emails or text messages to a coworker's personal accounts. This situation might warrant involvement of the employer to protect the targeted employee and reduce the chance of litigation.
Organizations must also deal with employees and/or managers who are hostile, insulting, or extremely rude to customers, suppliers, and employees at different levels. To respond to such actions, managers and HR professionals should document inappropriate behaviors and meet privately with the individual to discuss concerns, give feedback, and explain expectations. Defining acceptable and unacceptable behaviors and communicating standards to all employees is also helpful. In an effort to reduce volatile behavior, companies can require employees to pass a fitness-for-duty test before reporting for work, particularly in occupations that are considered dangerous.

Question 4

Which of the following is typically a responsibility of the HR unit for ensuring that policies, procedures, and rules are effectively followed in a company?

Accepted Answer

A)  Reviewing policies and rules with all employees 
B)  Applying HR policies, procedures, and rules 
C)  Giving feedback on the effectiveness of policies and rules 
D)  Designing formal mechanisms for coordinating HR policies 
A)  Reviewing policies and rules with all employees 
B)  Applying HR policies, procedures, and rules 
C)  Giving feedback on the effectiveness of policies and rules 
D)  Designing formal mechanisms for coordinating HR policies

Question 5

The employment-at-will doctrine overrides implied contracts.

Accepted Answer

A) True 
 B)False

Question 6

An employer is guilty of _____ if an employee is terminated for reasons that are illegal or improper.

Accepted Answer

A)  wrongful discharge 
B)  dysfunctional turnover 
C)  voluntary turnover 
D)  deconstructive discharge 
A)  wrongful discharge 
B)  dysfunctional turnover 
C)  voluntary turnover 
D)  deconstructive discharge

Question 7

Having a "just cause" for employment-related action is necessary primarily for ensuring that_____.

Accepted Answer

A)  statutory law is not implemented 
B)  whistle-blowing activities are checked 
C)  the employer steers clear of due process 
D)  fairness is taken into consideration 
A)  statutory law is not implemented 
B)  whistle-blowing activities are checked 
C)  the employer steers clear of due process 
D)  fairness is taken into consideration

Question 8

One of the advantages of using a peer review panel for dispute resolution is the provision of a due process.

Accepted Answer

A) True 
 B)False

Question 9

Sam, the CEO of a multinational IT firm, wants to prohibit the employees in his company from working with competitors within a year or two after leaving his company, so as to prevent employees from sharing confidential information with competitors. What should Sam do to ensure this? Explain.

Accepted Answer

Sam should include a noncompete agreemen

Question 10

Matt accepts a job offer as a chemical engineer in the R&D department of Tulip Inc., paint-manufacturing company. After accepting the job offer, he signs an employment contract stating that the results of his research would be the sole property of the company. Matt comes up with an innovative paint formula which could withstand extreme temperatures. He receives a promotion and a handsome package for his work. However he is annoyed that the formula was not patented in his name. In the context of the given scenario, which of the following statements is true?

Accepted Answer

A)  The advances made by Matt on the job fall under the management and control of his organization. 
B)  Matt's formula is his own intellectual property and he has the right to use it as he sees fit. 
C)  Since the formula can be patented only by Matt, the company is legally required to pay him 30% of the total profits gained. 
D)  The company can receive a fine up to $5 million for drawing a contract that is unenforceable. 
A)  The advances made by Matt on the job fall under the management and control of his organization. 
B)  Matt's formula is his own intellectual property and he has the right to use it as he sees fit. 
C)  Since the formula can be patented only by Matt, the company is legally required to pay him 30% of the total profits gained. 
D)  The company can receive a fine up to $5 million for drawing a contract that is unenforceable.

Question 11

Jennifer has been highly unproductive at work for the last few weeks and is counseled regarding organizational policies and rules by her supervisor. She is then asked to identify solutions to prevent further problems and write them down. When her supervisor feels that these activities are not helping her, she is given a paid day off to prepare an action plan that would help her work on her productivity issues. This best exemplifies the _____ discipline approach.

Accepted Answer

A)  dictatorial 
B)  positive 
C)  progressive 
D)  authoritative 
A)  dictatorial 
B)  positive 
C)  progressive 
D)  authoritative

Question 12

It is common practice for terminated employees to be removed from the workplace as soon as possible, either by preventing them from returning to their work station or by requiring the terminated employee to clear out his/her work station under the supervision of security personnel. This policy is primarily intended to_____.

Accepted Answer

A)  prevent violence or sabotage by the terminated employee 
B)  serve as a learning for co-workers that certain behaviors in the workplace have serious consequences 
C)  satisfy legal requirements surrounding termination procedures 
D)  humiliate the terminated employee as part of the discipline process 
A)  prevent violence or sabotage by the terminated employee 
B)  serve as a learning for co-workers that certain behaviors in the workplace have serious consequences 
C)  satisfy legal requirements surrounding termination procedures 
D)  humiliate the terminated employee as part of the discipline process

Question 13

The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening.

Accepted Answer

A) True 
 B)False

Question 14

_____ typically provide specific customary methods to employers for handling activities.

Accepted Answer

A)  Procedures 
B)  Policies 
C)  Code of conduct 
D)  Yellow-dog contracts 
A)  Procedures 
B)  Policies 
C)  Code of conduct 
D)  Yellow-dog contracts

Question 15

Which of the following is true of the rights of an employee?

Accepted Answer

A)  For the rights of an employee to exist, they must be contained in a formal employment contract that the employee has signed. 
B)  For the rights of an employee to exist, they must be spelled out at the time of appointment. 
C)  Moral rights of the employees are typically the result of specific laws or statutes passed by federal, state, or local governments. 
D)  An employee's contractual rights are based on a specific contract with an employer. 
A)  For the rights of an employee to exist, they must be contained in a formal employment contract that the employee has signed. 
B)  For the rights of an employee to exist, they must be spelled out at the time of appointment. 
C)  Moral rights of the employees are typically the result of specific laws or statutes passed by federal, state, or local governments. 
D)  An employee's contractual rights are based on a specific contract with an employer.

Question 16

Discipline is most constructively viewed as _____ that enforces organizational rules.

Accepted Answer

A)  persistent persuasion 
B)  negative reinforcement 
C)  punishment 
D)  training 
A)  persistent persuasion 
B)  negative reinforcement 
C)  punishment 
D)  training

Question 17

What is an employment contract? Discuss the provisions that are typically included in an employment contract.

Accepted Answer

An employment contract is a formal agree

Question 18

Explain the Drug-Free Workplace Act of 1988.

Accepted Answer

The Drug-Free Workplace Act of 1988 requ

Question 19

The process of deliberately making conditions intolerable to get an employee to quit is referred to as _____.

Accepted Answer

A)  whistle-blowing 
B)  due process 
C)  constructive discharge 
D)  voluntary turnover 
A)  whistle-blowing 
B)  due process 
C)  constructive discharge 
D)  voluntary turnover

Question 20

How do ombuds contribute to dispute resolution in organizations?

Accepted Answer

Some organizations ensure process fairne

The goal of counseling as part of the positive discipline process is to_____.

Counseling is the last step before the termination of an employee in the positive approach to discipline.

Explain how the personal behavior of employees at workplaces can create issues in organizations.

Which of the following is typically a responsibility of the HR unit for ensuring that policies, procedures, and rules are effectively followed in a company?

The employment-at-will doctrine overrides implied contracts.

An employer is guilty of _____ if an employee is terminated for reasons that are illegal or improper.

Having a "just cause" for employment-related action is necessary primarily for ensuring that_____.

One of the advantages of using a peer review panel for dispute resolution is the provision of a due process.

Sam, the CEO of a multinational IT firm, wants to prohibit the employees in his company from working with competitors within a year or two after leaving his company, so as to prevent employees from sharing confidential information with competitors. What should Sam do to ensure this? Explain.

The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening.

_____ typically provide specific customary methods to employers for handling activities.

Which of the following is true of the rights of an employee?

Discipline is most constructively viewed as _____ that enforces organizational rules.

What is an employment contract? Discuss the provisions that are typically included in an employment contract.

Explain the Drug-Free Workplace Act of 1988.

The process of deliberately making conditions intolerable to get an employee to quit is referred to as _____.

How do ombuds contribute to dispute resolution in organizations?

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Union/Management Relations

Filters

Exam 15: Employee Rights and Responsibilities

The goal of counseling as part of the positive discipline process is to_____.

Counseling is the last step before the termination of an employee in the positive approach to discipline.

Explain how the personal behavior of employees at workplaces can create issues in organizations.

Which of the following is typically a responsibility of the HR unit for ensuring that policies, procedures, and rules are effectively followed in a company?

The employment-at-will doctrine overrides implied contracts.

An employer is guilty of _____ if an employee is terminated for reasons that are illegal or improper.

Having a "just cause" for employment-related action is necessary primarily for ensuring that_____.

One of the advantages of using a peer review panel for dispute resolution is the provision of a due process.

Sam, the CEO of a multinational IT firm, wants to prohibit the employees in his company from working with competitors within a year or two after leaving his company, so as to prevent employees from sharing confidential information with competitors. What should Sam do to ensure this? Explain.

The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening.

_____ typically provide specific customary methods to employers for handling activities.

Which of the following is true of the rights of an employee?

Discipline is most constructively viewed as _____ that enforces organizational rules.

What is an employment contract? Discuss the provisions that are typically included in an employment contract.

Explain the Drug-Free Workplace Act of 1988.

The process of deliberately making conditions intolerable to get an employee to quit is referred to as _____.

How do ombuds contribute to dispute resolution in organizations?

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Union/Management Relations

Filters