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
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.
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
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 .
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.
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
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
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
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
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
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
56) Procedural justice refers to the fairness of the process by which a decision is
made.
57) Managers can do a lot to influence employee ethics by carefully cultivating
the right norms, leadership, reward systems, and culture.
58) The principal cause of ethical compromises is based on organizational
pressure to meet a schedule or some other objective.
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.
60) The purpose of discipline is to encourage employees to behave sensibly at
work.
61) Bullying means singling out someone to harass and mistreat them.
62) Incidents of bullying involve repetition.
63) Using the Internet, mobile phones, or other digital technologies to harm others
is a form of verbal bullying.
64) Ethical decisions always involve normative judgments about what is right or
wrong.
65) Distributive justice refers to the manner in which managers conduct their
interpersonal dealings with employees.
66) Punitive discipline focuses on gaining employee ongoing cooperation.
67) Nonpunitive discipline is discipline involving oral warnings and paid
“decision-making leaves of absence.”
68) If an employee conducts a personal phone call at work, the employer can
legally eavesdrop and monitor the phone call.
69) Employers may be held liable for illegal acts their employees commit via
email.
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.
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.
72) Poor attendance, voluntary turnover, and psychological withdrawal also
reflect diminished employee engagement.
73) Open door policies and anonymous “hotlines” help management identify
and remedy morale problems before they get out of hand.
74) What is ethical is always legal.
75) Engagement is fostered when employees understand how their departments
contribute to the company’s success.
76) Employees should be engaged by providing them with reasons and methods to
satisfy customers and then rewarded for appropriate behavior.
77) Only about 21% of the global workforce is engaged, and almost 40% is
disengaged.
78) Engagement refers to being psychologically involved in, connected to, and
committed to getting one’s jobs done.
79) Offering rewards for ethical behavior is a foolproof way to ensure ethicality.
80) One survey indicated that companies with highly engaged employees have no
higher revenue per employee.
81) Actions that can foster employee engagement include getting a sense of
accomplishment from working at the firm
82) The severity of a penalty is usually a function of the type of offense and the
number of times the offense has occurred.
83) Discipline without punishment aims to avoid a residue of ill will and promote
ongoing cooperation.
84) Outplacement counseling is a systematic process by which a former employee
is trained and counseled in the techniques of securing a new job appropriate to his
or her needs and talents.
85) The Worker Adjustment and Retraining Notification Act requires employers
of 100 or more employees to give 60 days’ notice before closing a facility.
86) What are the things that shape ethical behavior at work? Name four.
87) Discuss the ways an employer can manage dismissals effectively.
88) Why treat employees fairly?
89) A research team analyzed the tangible and intangible costs of turnover in a
call center with 31 agents and four supervisors. List three examples of tangible
and three examples of intangible costs associate with the functioning of the
department.
90) Name the three pillars of a fair and just discipline process.
91) Define non-punitive discipline and outline the process for applying
nonpunitive discipline to gain employees’ acceptance of company rules.
92) Explain the meaning of the “terminate at will” rule that has guided the
employee/employer relationship in the United States.