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Exam 11: Separating and Retaining Employees

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Question 41

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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.

F) B) and C)
G) A) and D)

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Question 42

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Which of the following has the main responsibility of developing a formal discipline process for the workplace?

A) human resource department
B) outplacement counselors
C) legal department
D) sales force
E) arbitrators

F) B) and D)
G) B) and C)

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Question 43

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Discuss the legal requirements that must be met by employers to avoid wrongful discharge.

Which of the following types of alternative dispute resolution functions well only to the extent that employees trust management and managers who hear complaints listen and are able to act?

Benjamin is an employee at Apex Inc.Recently,he was moved to a new work team to help in the development of a new product.Sam,his supervisor on the new team,describes the set of behaviors that other team members will expect of Benjamin.Benjamin,however,feels that these demands contradict the expectations set forth in his primary role at Apex.Which of the following situations is most likely to be the primary source of Benjamin's dissatisfaction about his role?

Armando,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?

If employers covered by the _____ do not notify the employees (and their union,if applicable) of layoffs,they may have to offer back pay and fringe benefits and pay penalties as well.

Outcome fairness involves the ends of a discipline process,while procedural and interactional justice focus on the means to those ends.

Ricardo reprimanded five of his employees for coming to work drunk after a lunch outing.The next week,Ricardo fired another employee for being drunk at work.The employees under Ricardo can conclude a lack of _____ in dealing with employees being drunk at work.

Mark,a highly skilled technician,has been one of the most productive employee at Swenovo Inc.But after the company went through a downsizing effort,Mark has taken on many more responsibilities and is struggling to keep up.What is the most likely consequence of this situation?

Distinguish between involuntary and voluntary turnover,and give examples of each.

With which of the following steps does the progressive discipline process end?

The open-door policy is an example of alternative dispute resolution.

The board of directors of LiveCrop Industries is worried about company theft and decides to institute an immediate search of the employees on the job.However,the head of the HR department,Heidi,believes that doing so could maximize the likelihood of a lawsuit due to privacy concerns.Which of the following would strengthen Heidi's belief?

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.

Which of the following terms refers to a referral service that employees can make use of to pursue professional treatment for emotional problems or substance abuse?

Which of the following is an example of an alternative dispute resolution method?

After an organization downsizes,it may expect much of its remaining employees.This high expectation and demand occur in a state of _____ for the employees.

Johanna,a professional counselor,was recently asked to talk to an ex-employee of Highlanders Corp. ,a manufacturing company,about his performance issues.Johanna talked to this ex-employee about his grief and fear,as well as some strategies for finding a new job.Which of the following roles is Johanna performing?

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.