47) The top management at Lion Manufacturers decides to search its employees on the job.
However, Rajat, Lion’s HR manager, believes that it could generate privacy issues. Which
condition would strengthen Rajat’s belief and maximize the likelihood of a lawsuit?
A) if the search is done after asking for the employees’ consent
B) if the search policy is publicized and applied and carried out consistently
C) if the search includes random legal and permissible searches of desks, lockers, and toolboxes
D) if the search is a random check, and it is clarified that no one has been accused of misdeeds
E) if the search involves communications, such as e-mails, that are searched without probable
cause
48) After Fran, a human resource manager, hears reports that some employees are drinking
liquor on the job, she arranges to conduct a random search for evidence. Which action would be
the most appropriate way for Fran’s company to act fairly regarding employees’ privacy in this
scenario?
A) requesting consent before gathering information
B) confining the search to lower-performing employees
C) telling employees the company is accusing them of drinking
D) excluding the accusers’ work areas from the search
E) sharing search results with a reporter who learned about the search
49) The board of directors of Nature’s Crop 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, Lisa, believes that doing so could maximize the likelihood of a lawsuit due to
privacy concerns. Which condition would strengthen Lisa’s belief?
A) if the search is a random one, and it is clarified that no one has been accused of misdeeds
B) if the search policies and consequences have been publicized
C) if the search is done only after gathering consent from employees
D) if the search is done only on employees and not supervisors
E) if the search information is shared only with those who need it
50) 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.
A) Davis-Bacon Act
B) Workers’ Adjustment Retraining and Notification Act
C) Right-to-Work Act
D) Employee Free Choice Act
E) Fair Labor Standards Act
51) Discount Furniture has seen sales decline in a highly competitive environment. To be able to
offer a lower-cost product, management decides to close its factory in North Carolina, laying off
85 workers from the company’s 465-person workforce. Under the Workers’ Adjustment
Retraining and Notification Act, what must Discount Furniture do?
A) It must explain employment-at-will principles to the employees.
B) It must give the employees 60 days’ notice before it can begin the layoffs.
C) It must provide all the employees with exit interviews.
D) It is required to seek legal advice to identify any exemptions available.
E) It must request employees’ consent before releasing their job records.
52) Which principle of discipline holds that an organization’s discipline should give a clear-cut
warning and follow up with consistent, objective, and immediate consequences?
A) per se rule
B) laissez-faire rule
C) fundamental attribution rule
D) outcome fairness
E) hot-stove rule
53) According to the hot-stove rule, which quality makes discipline more effective?
A) The punishment meted is always inconsistent.
B) The consequences for breaking a rule are immediate.
C) The rule breaker will be warned multiple times before termination.
D) The consequences follow a gradual increase in seriousness.
E) The ideology is to prevent misbehavior rather than to merely punish it.
54) Which process seeks to avert misbehavior and to correct, rather than merely punish,
misbehavior?
A) hot-stove rule
B) fair representation
C) progressive discipline
D) benchmarking
E) peer review technique
55) Just Right Construction Company has a system of progressive discipline. Even so, in which
situation would it be appropriate for the company to follow a stricter policy and dismiss an
employee after a first offense?
A) A welder ignored safety procedures and started a fire that caused serious damage.
B) The last employee to leave a production area forgot to turn off a hot stove.
C) An employee’s work quality had been declining for a couple of weeks.
D) A manager was late to work twice, setting a bad example.
E) A supervisor told a joke that some employees considered offensive.
56) What is a typical first response in the progressive discipline system?
A) official spoken warning
B) written warning with threat of temporary suspension
C) temporary suspension with no written notice
D) unofficial spoken warning
E) termination
57) Gizmo Multimedia Corp. is an organization that follows the process of progressive
discipline. The organization communicates with Lyla, an employee, about unacceptable behavior
and responds to a series of her offenses. Which step would immediately precede a threat of
temporary suspension?
A) a letter informing about her demotion
B) an unofficial spoken warning
C) an official written warning
D) a termination letter
E) a letter informing Lyla about her transfer
58) With which step does the progressive discipline process end?
A) a written warning and a threat of temporary suspension
B) an unofficial spoken warning
C) an official written warning
D) temporary suspension and a written notice
E) termination
59) Who has the main responsibility of developing a formal discipline process for the
workplace?
A) the human resource department
B) outplacement counselors
C) the legal department
D) the sales force
E) arbitrators
60) Conducting personal business online during work hours is called
A) cybersquatting.
B) cyberbullying.
C) cyberdefamation.
D) cyberstalking.
E) cyberslacking.
61) Elliot, a human resource manager, tells managers in his organization that following the
system of progressive discipline requires written documentation at every step of the process. In
which situation could this be optional?
A) The organization is suspending an employee.
B) The manager responds to the second of a series of unacceptable behaviors.
C) The manager reminds an employee that a minor first-time offense is against policy.
D) The manager decides to dismiss the employee.
E) The organization does not follow the principles of the hot-stove rule.
62) Open-door policy, peer review, and mediation are methods of
A) the strategy decision-making process.
B) alternative dispute resolution.
C) collective bargaining.
D) a fair representation policy.
E) performance appraisal.
63) Which type 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?
A) mediation
B) behavioral modeling
C) open-door policy
D) fair representation
E) peer review system
64) What is the simplest, most direct, and least expensive way to settle a dispute?
A) benchmarking
B) arbitration
C) mediation
D) open-door policy
E) peer review
65) Based on the expectation that two people in conflict should first try to arrive at a settlement
together, organizations have a policy of making managers available to hear complaints.
Typically, the first “open door” is that of the employee’s
A) immediate supervisor.
B) choice of a neutral party.
C) peers.
D) immediate subordinates.
E) personal counselor.
66) Peer review is an example of
A) alternative dispute resolution.
B) an employee assistance program.
C) outplacement counseling.
D) fair representation.
E) an employee carve-out.
67) ________ is a process for resolving disagreements by taking them to a panel composed of
representatives from the organization at the same levels as the people in the dispute.
A) Outplacement counseling
B) Mediation
C) Carve-out
D) Arbitration
E) Peer review
68) If peer review does not lead to a compromise, a neutral party from outside the organization
hears the case and tries to resolve the conflict and attempts to reach a compromise. This process
is called
A) mediation.
B) carve-out.
C) open-door policy.
D) fair representation.
E) attrition.
69) Trace, a neutral party outside of Integrated Inc., is helping simplify a conflict between two
technical teams of the company. Though Trace’s solution has no binding power, both teams
decided to accept his solution. This is an example of
A) mediation.
B) arbitration.
C) open-door policy.
D) progressive discipline.
E) fair representation.
70) What is an example of an alternative dispute resolution method?
A) carve-out
B) employment assistance programs
C) benchmarking
D) arbitration
E) outplacement counseling
71) Who would be most likely to hear and resolve a case if arbitration is used?
A) an immediate supervisor
B) a higher-level manager
C) a panel of nonmanagement employees
D) a peer of the employee
E) a retired judge
72) Which term refers to a referral service that employees can make use of to pursue professional
treatment for emotional problems or substance abuse?
A) alternative dispute resolution
B) outplacement counseling
C) employee assistance program
D) progressive discipline program
E) request for proposal
73) Identify the correct statement regarding an employee assistance program.
A) It is a system that supervisors can use to refer their employees for professional treatment
when necessary.
B) It is a company-sponsored program to help employees manage the transition from one job to
another.
C) It cannot be recommended by union representatives.
D) It involves taking the help of a neutral party though a nonbinding process to solve issues
among employees.
E) It involves hiring an arbitrator from outside the organization to hear cases or disputes among
employees.
74) Trevor, an employee of HigherEd Corp., demonstrates a series of unacceptable behaviors.
Carmela, his manager, wants to refer Trevor to the company’s employee assistance program.
Which situation would call for such a referral?
A) Carmela has reason to believe Trevor’s behavior problems are related to alcohol abuse.
B) HigherEd Corp. wants managers to use only the simplest, most direct, and least expensive
way to settle behavior problems.
C) Carmela wants an experienced and retired judge to resolve Trevor’s situation.
D) Carmela and Trevor agree that a neutral party from outside the organization should hear this
case.
E) Trevor wants a panel of his peers to hear Carmela’s complaint.
75) Outplacement counseling programs are
A) long-distance educational programs using instruction via video or audio tapes or computers
provided by the company to augment employee skills.
B) services in which professionals try to help dismissed employees manage the transition from
one job to another.
C) third-party programs to assist employees with their mental health and chemical dependency
needs.
D) university-sponsored executive training programs that require participants to live on campus
while completing short, custom-designed courses.
E) services rendered to employees to manage drug or alcohol addiction.
76) OutCode Inc. is an organization that tries to avoid the potential for violence or a lawsuit each
time an employee is asked to leave the company. It does this by having the former employees
meet with a specialized member of the HR staff to discuss their feelings while also getting help
to find a new job. Which strategy does OutCode Inc. use in this scenario?
A) an employee assistance program
B) outcome fairness
C) alternative dispute resolution
D) fair representation
E) outplacement counseling
77) Sean has just been discharged from his job after the company he was working for started
downsizing. Confused about his state of joblessness, Sean threatens to sue the company for
reparations. Which program can help the company avoid such situations from exiting
employees?
A) outplacement counseling
B) employee assistance program
C) benchmarking
D) progressive disciplining program
E) expatriation
78) Michelle, a professional counselor, is asked to talk to an ex-employee of GearTech Corp.
about his performance issues. Michelle talks to this ex-employee about his grief and fear, as well
as some strategies for finding a new job. Which role is Michelle performing?
A) CEO of GearTech Corp.
B) mediator
C) arbitrator
D) outplacement counselor
E) volunteer at GearTech Corp.’s employee assistance program
79) Deepak, a trainee at NextGen Corp., is known among his colleagues for his arrogance, rude
behavior, and short-tempered nature. His supervisor, Garin, does not feel like Deepak is
performing well and wants to fire him. However, Marissa, the manager of the HR department,
advises Garin to rethink his decision in order to avoid the possibility of Deepak reacting
violently or filing a lawsuit when he receives the news. In this scenario, which situation is most
likely to result in an amicable discharge of Deepak from NextGen Corp.?
A) Garin accuses Deepak of substance abuse and warns him to get help or be fired.
B) Marissa ask Gavin to give Deepak more training, and if he doesn’t perform well, then Gavin
can fire him.
C) Garin encourages Deepak to think about whether he is a good fit for the job and whether he
might want help finding another.
D) Garin does not believe in the concept of outcome fairness, so he does not intend to consider
Marissa’s advice.
E) Deepak thinks the source of his troubles at NextGen Corp. is that Garin dislikes him and
wants him to fail.
80) Promoting employee engagement is a way to improve all of the following EXCEPT
A) productivity.
B) customer service.
C) competitive advantage.
D) self-evaluations.
E) employee retention.
81) Which of the following best defines job withdrawal?
A) It is the loss of jobs within an organization due to adverse economic forces.
B) It is a set of behaviors with which employees try to avoid the work situation physically,
mentally, or emotionally.
C) It is the retracting of a job offer following the results of a pre-employment physical
examination.
D) It is a psychological state employees experience upon a job dismissal or retirement.
E) It is the retraction of an employment offer following failure to join on an agreed date.
82) ________ means pervasive low levels of satisfaction with all aspects of life, compared with
other people’s feelings.
A) Negative affectivity
B) Outplacement
C) Expatriation
D) Systemic discrimination
E) Cognitive dissonance
83) Employees with negative affectivity are inclined to
A) experience high job satisfaction.
B) experience feelings of anger, contempt, fear, and guilt.
C) seek change in socially acceptable ways.
D) look for the good in others, but not themselves.
E) think highly of themselves, but not others.