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Chapter 9: Rights and Employee Management
Test Bank
Multiple Choice
1. ______ are things that individuals are allowed to do based on asking permission from
an authority.
A. Abilities
B. Privileges
C. Goals
D. Rights
2. ______ are things a person in a society is allowed to do without any permission
required from an authority.
A. Goals
B. Privileges
C. Rights
D. Abilities
3. If the employee has to request permission to do something within the organization,
then the employee is attempting to exercise a ______.
A. privilege
B. rights
C. goals
D. consent
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4. In an organization, employees do not need permission to exercise their ______.
A. consent
B. goal
C. rights
D. privileges
5. Individuals in a modern organization have the ______, which is the right of the
individual to know what they’re being asked to do and the possible and probable
consequences of that action to the individual or others, either inside or outside the
organization.
A. right to due process
B. right of free consent
C. right to life and safety
D. right to work
6. After the 2011 tsunami hit the coast of Japan, Tokyo Electric Power informed its
employees as to the dangers and consequences of working on the nuclear power
reactors and gave them the option to voluntarily agree to work on the reactors. By
allowing employees to voluntarily agree to work on the reactors and not forcing them to
do the work, the organization was ensuring the employees’ ______.
A. right to life and safety
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B. right of free consent
C. right to privacy
D. right of free speech
7. The ______ means the organization would have a duty to investigate any disciplinary
infractions, and the employees would have a right to understand the charges against
them, the evidence concerning those charges, and the reasons for the conclusions that
led to any disciplinary action by the organization.
A. right to due process
B. right to work
C. right to life and safety
D. right of free consent
8. Andrei was accused of stealing office supplies and fired immediately. It would appear
that Andrei’s right to ______ was violated.
A. free consent
B. due process
C. life and safety
D. freedom of conscience
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9. The ______ means the organization has a general duty to see that every employee is
protected from harm when working within the organization.
A. right of free consent
B. right to due process
C. right to life and safety
D. right to work
10. Brandon was injured at work when a belt on the machine he was working on came
off. He had reported to management that the belt looked frayed and that the machine
was 2 months overdue for its scheduled maintenance. However, the machine had not
been serviced. It would appear that Brandon’s right to ______ was violated.
A. free consent
B. due process
C. life and safety
D. free speech
11. The ______ means employees generally should not be asked to do something that
violates their personal values and beliefs, as long as these beliefs generally reflect
commonly accepted societal norms.
A. right to due process
B. right to privacy
C. right to free speech
D. right of freedom of conscience
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12. Portia is a vegetarian and chooses not to eat meat based on moral and ethical
rationales. Her employer is hosting a barbeque event, and all employees are expected
to attend. Portia exercises her right of ______ when asking to be excused from the
party.
A. life and safety
B. free speech
C. due process
D. freedom of conscience (limited)
13. Ananda, over her objections, was required by her boss to do something that was
significantly against her own values and societal norms. Her supervisor violated
Ananda’s ______.
A. right of freedom of speech
B. right of equal opportunity
C. right to privacy
D. right of freedom of conscience
14. Spencer’s manager, who is the owner of the business, asked Spencer to record
some of the manager’s personal expenses as business expenses to make the
expenses deductible for income tax. Since this practice is illegal, Spencer refused to do
it. He was fired. It would appear that Spencer’s right to ______ was violated.
A. free consent
B. due process
C. life and safety
D. freedom of conscience
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15. Maxwell’s manager asked for Maxwell’s user name, password or other login
credentials for Maxwell’s personal social media accounts so that the manager could see
what Maxwell shared with friends and family about work and other topics. This could be
a violation of Maxwell’s right to ______.
A. free consent
B. due process
C. privacy
D. freedom of conscience
16. The ______ means that, within the organization itself, individuals should be free to
express concerns or discontent with organizational policies without fear of harm.
A. right to free speech
B. right to privacy
C. right of freedom of conscience
D. right to due process
17. Syndie writes a fashion blog outside of her work hours and duties. In one blog post,
she used pictures of her coworkers as examples of “what not to wear” and made
comments about her department having as little business sense as it did fashion sense.
When her coworkers objected to her online comments, management insisted that she
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take down the blog post or face disciplinary action. This example illustrates Syndie’s
limited right to ______.
A. free consent
B. free speech
C. life and safety
D. privacy
18. The ______ is the organization’s mechanism for identifying the ethics and values of
the firm, and it serves as a guide to individual action.
A. code of conduct
B. data and device policy
C. worker right
D. worker privilege
19. Acme Global’s ______ states that employees will treat one another with respect, be
professional and ethical at all times, and always protect confidential information.
A. code of conduct
B. employee assistance program
C. employment code
D. mission statement
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20. Matthew’s manager disciplined him for spending 3 hours each day on social media
instead of doing his work. This is an example of a consequence of ______.
A. code of conduct
B. workplace monitoring
C. employment-at–will
D. orientation period
21. ______ allows the company or the worker to break the work relationship at any point
in time, with or without any particular reason, as long as no law is violated.
A. Workplace monitoring
B. Codes of conduct
C. Orientation
D. Employment-at–will
22. Nasim was fired from his job after 3 years of good performance. His boss simply
said that the organization was changing and did not need Nasim’s work any longer. This
type of firing is likely acceptable under the doctrine of ______.
A. employment variability
B. workplace monitoring
C. employment-at–will
D. orientation period
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23. Thom refused his employer’s request to falsify the contents of a report to the
Department of Labor. The employer subsequently discharged Thom for insubordination.
In his wrongful discharge suit, Thom would be able to argue the ______ exception to at–
will-employment?
A. equal employment
B. public policy
C. implied contract
D. quasi-contractual obligation
24. Organizations have a right to set up an ______ period for new employees. This
used to be called a probationary period.
A. exception
B. orientation
C. addition
D. exemption
25. After 1 month on the job, Tanner was fired for not learning the job fast enough. His
employer can do this easily under a(n) ______.
A. code of conduct
B. employment monitoring
C. contract
D. orientation period
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26. At the end of the selection process at Acme Global, all new employees are required
to pass a physical exam that includes a urinalysis. This is part of management’s right to
establish ______.
A. drug testing
B. workplace monitoring
C. employment-at–will
D. orientation period
27. Ongoing employee ______ has three parts—coaching, counseling, and
disciplining—but not all three parts are needed in all cases.
A. reduction
B. reorganization
C. organization
D. development
28. ______ is the process of giving motivational feedback to maintain and improve
employee performance.
A. Coaching
B. Progressive discipline
C. Management counseling
D. Serious misconduct
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29. Top salesperson Tahani noticed that a new salesperson, Brandon, was struggling to
make sales. Tahani told Brandon that learning sales was a process and made some
suggestions for how Brandon could improve his sales techniques. Together, Tahani and
Brandon practiced the techniques and Brandon said he would start trying them out on
clients. The two made an appointment to follow-up on how the techniques were working
in 2 weeks. Tahani provided ______ to Brandon.
A. coaching
B. counseling
C. conduct training
D. discipline
30. ______ is a way to provide ongoing feedback to employees about their job
performance.
A. Counseling
B. Discipline
C. Rating
D. Coaching
31. The steps, in order, of the Coaching Model to be used when employee performance
drops below aspirational levels are ______.
A. describe desired performance, describe current performance, compare desired to
current performance, get a commitment to the change
B. denial, resistance, exploration, commitment
C. describe current performance, describe desired performance, compare desired to
current performance
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D. describe current performance, describe desired performance, get a commitment to
the change, follow-up
32. When determining why an employee is not performing up to potential, a manager
should use the performance formula, which is ______.
A. Performance = Ability Motivation Resources
B. Performance = Ability Coaching
C. Performance = Willingness Limitations Resources
D. Performance = Motivation Coaching
E. Performance = Motivation Resources
33. ______ is the process of giving employees feedback and referring employees with
problems that cannot be managed within the work structure to the organization’s
employee assistance program.
A. Coaching
B. Management counseling
C. Progressive discipline
D. Gross negligence
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34. Managers should not give advice on how to solve personal problems such as a
relationship difficulty. In such cases, the appropriate thing to do would be to refer the
employee to a(n) ______ program if one were available.
A. coaching
B. training
C. sustainability
D. employee assistance
35. Rahul noticed that Jacob’s work has been slipping. Jacob has been coming to work
late and turning in projects after deadlines. When asked, Jacob simply said that he was
sorry for being late and would try to do better. After a week with no improvement, Rahul
called Jacob into his office and asked if Jacob was aware of the employee assistance
program that is free for Jacob to use. Rahul was providing ______ to Jacob.
A. coaching
B. counseling
C. conduct training
D. discipline
36. Martine’s boss gave her feedback about an absenteeism problem that was affecting
her job performance. Once it was clear that the feedback had not solved the problem,
Martine’s boss referred her to the company’s employee assistance program. What
Martine’s boss is doing is an example of ______.
A. coaching
B. motivational training
C. management counseling
D. leadership
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37. ______ provide a staff of people who help employees get professional assistance in
solving their problems.
A. Conductors
B. Management counselors
C. Employee assistance programs
D. Progressive discipliners
38. Jason could not develop the phone app he was tasked with creating for a customer
because he did not complete the necessary training. Jason appears to be a problem
employee who ______.
A. lacks motivation
B. lacks ability
C. breaks rules
D. has problems
39. Stephanie really does not care if she makes her goal of opening 10 new retail
charge accounts during her shift. Stephanie appears to be a problem employee who
______.
A. lacks motivation
B. lacks ability
C. breaks rules
D. has problems
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40. ______ is corrective action designed to get employees to meet standards and the
code of conduct.
A. Serious misconduct
B. Employee assistance programs (EAPs)
C. Coaching
D. Discipline
41. ______ is a set of standard tests for fairness in disciplinary actions that were
originally utilized in union grievance arbitrations.
A. Just Cause
B. Serious Misconduct
C. Coaching
D. Gross Negligence
42. James was disciplined for missing three deadlines in a row. His manager said that
this was an unacceptable number of deadlines to miss. However, James knows that
another employee has missed many more deadlines and not faced any disciplinary
action. This case appears to violate one of the rules of ______ in discipline.
A. coaching
B. Just Cause
C. counseling
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D. misconduct
43. Taylor was disciplined for sending a personal e-mail using a company computer.
When he reviewed the employee handbook, he could find no mention of this being an
infraction. When he brought this up with his manager, he was told that he “should have
known better.” This disciplinary action appears to violate which Just Cause test?
A. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
B. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
C. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
D. Was the company’s investigation conducted fairly and objectively?
44. Cliessa was fired for smoking a cigarette in the bathroom. This was her first
infraction on the company’s new “no smoking” on-site policy. The discipline of Cliessa
appears to violate which Just Cause test?
A. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
B. Was the degree of discipline administered by the company in a particular case
reasonably related to the seriousness of the employee’s proven offense and the record
of the employee’s service with the company?
C. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
D. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
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45. Marianna has been returning from her lunch break 30 minutes late for the past 2
weeks. When her manager confronts her about it, she points out that everyone,
including her manager, takes long lunches and makes up the half hour later in the day.
The discipline of Marianna appears to violate which Just Cause test?
A. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
B. Was the degree of discipline administered by the company in a particular case
reasonably related to the seriousness of the employee’s proven offense and the record
of the employee’s service with the company?
C. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
D. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
46. Kelsey received a written warning after she slowed the production line twice last
week when she could not keep up with her section. This happened at least four times
the previous week to Takeshi. However, Takeshi only got an oral warning. The
discipline of Kelsey appears to violate which Just Cause test?
A. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
B. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
C. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
D. Was the company’s investigation conducted fairly and objectively?
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47. Vasya and Austin share responsibility for writing up the minutes following the weekly
staff meeting and circulating them to all attendees. Vasya and Austin take turns,
alternating weeks. One week, Vasya’s boss yelled at her for not getting the minutes out
on time, even though it was Austin’s week to send them out. Which Just Cause test
applies in this case?
A. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
B. Was the degree of discipline administered by the company in a particular case
reasonably related to the seriousness of the employee’s proven offense and the record
of the employee’s service with the company?
C. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
D. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
48. Large quantities of office supplies have been disappearing at Acme Global. Leticia
is convinced that her employee Jorani is behind the thefts because she once ran into
Jorani at the bank and saw her using a pen like the ones in the office. Leticia calls
Jorani to her office and tells her she is being suspended for a week without pay
because of the thefts. The discipline of Jorani appears to violate which Just Cause test?
A. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
B. Was the degree of discipline administered by the company in a particular case
reasonably related to the seriousness of the employee’s proven offense and the record
of the employee’s service with the company?
C. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
D. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
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49. Caileen has a pattern of coming in late on Mondays. Each time this has happened,
Caileen’s manager has gotten angrier and angrier. Finally, the manager has had
enough and wants to dock Caileen’s pay for being tardy on so many Mondays.
However, there is no evidence that Caileen has ever been told that coming in late on
Mondays is a problem. The discipline of Caileen appears to violate which test of Just
Cause?
A. Upon investigation, was there substantial evidence or proof that the employee was
guilty as charged?
B. Was the degree of discipline administered by the company in a particular case
reasonably related to the seriousness of the employee’s proven offense and the record
of the employee’s service with the company?
C. Did the company give the employee forewarning or foreknowledge of the possible or
probable disciplinary consequences of the employee’s conduct?
D. Has the company applied its rules, orders, and penalties evenhandedly and without
discrimination to all employees?
50. ______ is a process in which the employer provides the employee with opportunities
to correct poor behavior before terminating them.
A. Employee assistance program (EAP)
B. Progressive discipline
C. Coaching
D. Management counseling
51. The ______ disciplinary steps are informal coaching talk, oral warning, written
warning, suspension, and dismissal.