Chapter 12 – Managing the Employment Relationship
Chapter 12 Managing the Employment Relationship
True/False Questions
[QUESTION]
1. Distributive justice results from a perception of fair rules, laws, or policies that allocate
valued rewards and punishments.
2. Ethical thinking programs emphasize evaluating a situation objectively and evaluating the
anticipated and unintended consequences of each possible action.
3. Institutionalized socialization is formal and involves providing each member of the
organization with the same, sequential, fixed information upon organizational entry.
4. Employment-at-will exists even when there is either a contract (implied or explicit) or a
collective bargaining agreement or the employee works for a public agency.
5. The public policy exception, which is a common exception to employment–at–will, covers
four categories. Refusing to commit illegal or unethical acts is one of them.
6. The defamation exception stipulates that an employer cannot publish an untrue statement
about an employee to a third party.
Chapter 12 – Managing the Employment Relationship
[QUESTION]
7. Covenant of nondisclosure are contractual arrangements with employees that restrict their
acceptance of employment with an industry competitor upon voluntarily leaving the current
organization.
8. The USERRA establishes the rights of reservists and members of the National Guard to
return to work at the end of their service.
9. One of the guidelines for writing a handbook is that the written policies must conform to
local, state, and federal laws.
10. Written warning copied to a supervisor’s file is not an example of progressive disciplinary
program.
11. Downsizing refers to the tactical, physical action of eliminating redundant skills in the
organization.
12. One alternative to layoffs is work-sharing programs, in which employees voluntarily
reduce the number of hours or days per week they work in order to cut labor costs while
maintaining their gainful employment.
Chapter 12 – Managing the Employment Relationship
[QUESTION]
13. Organizations utilizing hiring freeze and early retirement packages could be left with
fewer vacancies in key areas in addition to fewer workers in functions and jobs considered
redundant.
14. The decision to retire can be influenced by both economic conditions and personal
characteristics.
15. An employer can terminate an employee for engaging in activities that are deemed to be
beneficial to the public welfare.
16. An employee handbook can be a supplement to employee orientation.
17. Failure to follow organizational policy or procedure is one of the reasons a company may
choose to terminate an employee.
18. One way to calculate a turnover rate is to consider the number of employees who leave as
a percentage of the total number of employees.
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19. Permanent part-time work is an innovative work arrangement that allows employees to
work fewer days during the week, with longer hours per day.
20. If the organization is very small, it may be more efficient to rely primarily upon
individualized socialization.
21.The more you introduce an employee to the culture of the company before their first day of
work the more confused they will be. It is best to wait until the first day of work to begin
orientation.
22. Given the choice between a voluntary exit from an organization and a forced exit, from
the company’s perspective, the forced exit involves less risk.
23. An on line employee survey is one of the external forces governing the justice present in
an employee-employer relationship.
24. The ADEA has limited the use of mandatory retirement in the United States.
Chapter 12 – Managing the Employment Relationship
[QUESTION]
25. An employee who is upset because the bonus he thought he earned was awarded to
someone who he believes has lower performance would have an issue with procedural justice.
Multiple Choice Questions
[QUESTION]
26. __________ deals with perceptions of equity in the allocation of reward or penalties given
by the organization.
A) Defined justice
B) People (employee) justice
C) Distributive justice
D) Procedural justice
E) Demanded justice
27. __________ is a perception of fair rule, laws or policies that allocate valued rewards and
punishments.
A) Distributive justice
B) Procedural justice
C) People (employee) justice
D) Demanded justice
E) Defined justice
28. What are the advantages of classifying a worker as a contractor to the organization?
A) No relationship to manage and won’t have to pay benefits.
B) Won’t have to pay benefits and less government interference.
C) Won’t have to pay benefits and won’t have to pay payroll taxes.
D) No relationship to manage and won’t have to pay payroll taxes.
E) Less government interference and won’t have to pay payroll taxes.
Chapter 12 – Managing the Employment Relationship
[QUESTION]
29. Which of the following could be an exception to the employent –at-will concept?
A) An employee who does not have an employment contract is terminated
B) There is mutual agreement between employer and employee to severe the relationship
C) An employee is terminated for filing a workers compensation claim
D) An employee is fired for violation of a company policy
E) Firing an employee for gross misconduct
[QUESTION]
30. __________ is an arrangement by which the employee has latitude over the preferred
hours he/she wants to work, as long as he/she is present during the core hours of the work
day.
A) Flextime
B) Compressed workweek
C) Job sharing
D) Flexplace
E) WFH
31. One disadvantage to using flextime is:
A) Increased absenteeism.
B) The difficulty in scheduling meetings.
C) It often puts additional stress on dual-career families.
D) Increased turnover.
E) It doesn’t cover company’s core times.
Chapter 12 – Managing the Employment Relationship
[QUESTION]
32. An arrangement that allows two people to divide the responsibilities of a regular, fulltime
job is called __________.
A) job sharing
B) compressed workweek
C) flexplace
D) permanent part-time work
E) alternative work scheduling
33. An arrangement that allows employees to work fewer days but longer hours is called
__________.
A) flextime
B) compressed workweek
C) job sharing
D) job rotation
E) permanent part-time work
34. All of the following have been shown to be disadvantages to using a compressed
workweek EXCEPT:
A) Increase in employee fatigue.
B) Increased tardiness and absenteeism.
C) Understaffing.
D) Difficulty in coordinating team projects.
E) Difficulty scheduling meetings.
35. Information provided by recruiters, interviewers, the company internet site and candid
interviews with job incumbents provides candidates with a(n) _______.
A) realistic job preview
B) job analysis
C) job classification
D) work process mapping
E) internal scanning
Chapter 12 – Managing the Employment Relationship
Level: Medium
[QUESTION]
36. Employees can leave the employ of a company voluntarily through all of the following
except:
A) Resignation
B) Letter giving two weeks notice
C) Retirement
D) Progressive Discipline
E) None of the above
37. __________ is an informal process of learning how to operate within an organization.
A) Orientation
B) Mentoring
C) Job sharing
D) Employment-at-will
E) Socialization
38. The process by which an individual comes to appreciate the values, abilities, expected
behaviors and social knowledge essential for assuming an organizational role and for
participating as an organizational member is known as:
A) Mentoring
B) Job sharing
C) Orientation
D) Employment-at-will
E) Socialization