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Diff: 2 Page Ref: 233
Objective: Chapter objective 4
11
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
45) The plant closing law requires employers with ________ or more employees
to give advance notification prior to closing a facility.
A) 25
B) 50
C) 100
D) 150
Objective: Chapter objective 4
46) All of the following are classified as non-disciplinary separations under the
plant closing law except:
A) reduced sales or profits or recession.
B) termination for cause.
C) to retire or to seek better jobs.
D) employer or employee actions.
Objective: Chapter objective 4
47) The Worker Adjustment and Retraining Notification Act is also known as
________.
A) COBRA
B) the plant closing law
C) ERISA
D) the privacy law
Objective: Chapter objective 4
48) James wants to get rid of an obnoxious subordinate. He makes life miserable
for her so that she eventually quits. She can claim that she was ________.
A) wrongfully discharged
B) constructively discharged
C) fired at will
D) Both A and B .
Objective: Chapter objective 4
12
49) To try to ensure that the termination interview will go smoothly all of the
following must take place except:
A) review the severance package.
B) identify the next step.
C) describe the situation.
D) All of the above.
Objective: Chapter objective 4
50) What is the first step in the guidelines for an effective termination interview?
A) plan the interview carefully
B) get to the point
C) describe the situation
D) listen
Objective: Chapter objective 4
51) What is the second step in the guidelines for an effective termination
interview?
A) plan the interview carefully
B) get to the point
C) describe the situation
D) listen
Objective: Chapter objective 4
52) What is the third step in the guidelines for an effective termination interview?
A) plan the interview carefully
B) get to the point
C) describe the situation
D) listen
Objective: Chapter objective 4
53) What is the fourth step in the guidelines for an effective termination
interview?
A) plan the interview carefully
B) get to the point
C) describe the situation
D) listen
Objective: Chapter objective 4
13
54) What is the fifth step in the guidelines for an effective termination interview?
A) review the severance package
B) get to the point
C) describe the situation
D) listen
Objective: Chapter objective 4
55) What is the sixth step in the guidelines for an effective termination interview?
A) identify the next step
B) get to the point
C) describe the situation
D) listen
Objective: Chapter objective 4
56) Procedural justice refers to the fairness of the process by which a decision is
made.
Skill: AACSB: Ethical Reasoning
Objective: Chapter objective 1
57) Managers can do a lot to influence employee ethics by carefully cultivating
the right norms, leadership, reward systems, and culture.
Skill: AACSB: Ethical Reasoning
Objective: Chapter objective 2
58) The principal cause of ethical compromises is based on organizational
pressure to meet a schedule or some other objective.
Skill: AACSB: Ethical Reasoning
Objective: Chapter objective 1
59) 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.
Objective: Chapter objective 1
14
60) The purpose of discipline is to encourage employees to behave sensibly at
work.
Objective: Chapter objective 4
61) Bullying means singling out someone to harass and mistreat them.
Objective: Chapter objective 1
62) Incidents of bullying involve repetition.
Objective: Chapter objective 1
63) Using the Internet, mobile phones, or other digital technologies to harm others
is a form of verbal bullying.
Objective: Chapter objective 1
64) Ethical decisions always involve normative judgments about what is right or
wrong.
Skill: AACSB: Ethical Reasoning
Objective: Chapter objective 1
65) Distributive justice refers to the manner in which managers conduct their
interpersonal dealings with employees.
Skill: AACSB: Ethical Reasoning
Objective: Chapter objective 1
66) Punitive discipline focuses on gaining employee ongoing cooperation.
Objective: Chapter objective 3
15
67) Nonpunitive discipline is discipline involving oral warnings and paid
"decision-making leaves of absence."
Objective: Chapter objective 3
68) If an employee conducts a personal phone call at work, the employer can
legally eavesdrop and monitor the phone call.
Objective: Chapter objective 3
69) Employers may be held liable for illegal acts their employees commit via
email.
Objective: Chapter objective 3
70) Wrongful discharge occurs when an employee's dismissal does not comply
with the law or with the contractual agreement stated or implied by the firm via its
employment application forms, employee manuals, or other promises.
Objective: Chapter objective 4
71) In a constructive discharge claim, the former employee argues that he or she
quit, but had no choice because the employer made the situation intolerable.
Objective: Chapter objective 4
72) Poor attendance, voluntary turnover, and psychological withdrawal also
reflect diminished employee engagement.
Objective: Chapter objective 6
73) Open door policies and anonymous “hotlines” help management identify
and remedy morale problems before they get out of hand.
Skill: AACSB: Ethical Reasoning
Objective: Chapter objective 5
74) What is ethical is always legal.
Skill: AACSB: Ethical Reasoning
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