| Question 1 of 20 |
1.0 Points |
The _ process involves a series of steps taking corrective action on nonperformance issues.
| A.employee empowerment |
| B.career development |
| C.implied contract |
| D.progressive discipline |
| E.criteria development |
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| Question 2 of 20 |
1.0 Points |
_ refers to an employee’s telling the public about ethical or legal violations of their organization.
| A.Rightsizing |
| B.Cyberloafing |
| C.Whistleblowing |
| D.Absconding |
| E.Documenting |
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| Question 3 of 20 |
1.0 Points |
Monitoring of employee postings on external websites is acceptable only when conducted under the consent of employees.
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| Question 4 of 20 |
1.0 Points |
The purpose of a union is to give collective bargaining power to a group of individuals.
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| Question 5 of 20 |
1.0 Points |
An organization of employees formed to bargain with an employer is called a(n) _.
| A.club |
| B.clique |
| C.union |
| D.outgroup |
| E.franchise |
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| Question 6 of 20 |
1.0 Points |
With a public policy exception, an employer may not fire an employee if it would violate the individual state’s doctrine or statute.
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| Question 7 of 20 |
1.0 Points |
In interest based bargaining, each party comes to the table with a list of demands it wants met.
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| Question 8 of 20 |
1.0 Points |
Incorrect job design is an internal factor influencing performance.
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| Question 9 of 20 |
1.0 Points |
_ is an exception to employment-at-will in which an employer may not fire an employee if it would violate the individual state’s doctrine or statute.
| A.Public policy exception |
| B.Implied contract exception |
| C.Wrongful discharge exception |
| D.Constructive discharge exception |
| E.Good faith and fair dealing exception |
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| Question 10 of 20 |
1.0 Points |
Prescription drug abuse is included in the purview of substance abuse at work.
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| Question 11 of 20 |
1.0 Points |
_ is the process in which the third party facilitates the resolution process, but the results of the process are not binding for either party.
| A.Arbitration |
| B.Mediation |
| C.Termination |
| D.Dissolution |
| E.Peer resolution |
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| Question 12 of 20 |
1.0 Points |
When the employee decides to leave the organization without resigning and following the normal process, he/she is said to be absconding.
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| Question 13 of 20 |
1.0 Points |
A nonfraternization policy restricts managers from socializing with nonmanagement employees.
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| Question 14 of 20 |
1.0 Points |
In which of the following situations could an employee’s performance issues be attributed to external factors?
| A.Nellie Riles has been called by her supervisor for a disciplinary meeting over her tendency to waste time using the Internet at work. |
| B.Malcolm Barnes has been assigned to three different supervisors in quick succession in the three months he has spent in the company because of conflicts at work. |
| C.Carl Torres takes frequent breaks to receive phone calls at work and this results in his failing to meet daily targets and delaying work schedules. |
| D.Jeremy Jones was a social drinker but after joining the sales division of a highly competitive firm, he began drinking after work with his colleagues every day, which has affected his performance adversely. |
| E.Aaron Wood has been requesting his supervisor repeatedly to replace the obsolete machinery on their production floor, but no action has been taken yet. |
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| Question 15 of 20 |
1.0 Points |
Which of the following HRM processes has a direct role to play in disciplinary actions owing to noncompliance with rules and meeting performance expectations?
| A.Preemployment testing |
| B.Selection and recruitment |
| C.Performance appraisal |
| D.Training and development |
| E.Compensation |
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| Question 16 of 20 |
1.0 Points |
The Patriot Act requires organizations with more than one-hundred employees to give employees and their communities at least sixty days’ notice of closure or layoff affecting fifty or more full-time employees.
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| Question 17 of 20 |
1.0 Points |
A wrongful discharge means the employee resigned, but only because the work conditions were so intolerable that he or she had no choice.
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| Question 18 of 20 |
1.0 Points |
Which of the following is the definition of discipline?
| A.It is the process of an employee choosing to leave the organization. |
| B.It is the process of reducing the total size of employees, to ultimately save on costs. |
| C.It is the process of providing fair treatment to employees. |
| D.It is the process that corrects undesirable behavior. |
| E.It is the process by which an employee tells the public about ethical or legal violations of his/her organization. |
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| Question 19 of 20 |
1.0 Points |
Which of the following statements is true with regard to discipline?
| A.The disciplinary process ultimately aims at helping employees meet performance expectations. |
| B.The goal of the discipline process is to punish employees for their lack of discipline. |
| C.Supervisors must apply discipline procedures even if they have not documented the employee actions that necessitated them. |
| D.Once established, disciplinary rules should not be altered or revised because this reduces their effectiveness. |
| E.If an employee in unaware of a rule, action cannot be taken against the employee for transgressing it. |
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| Question 20 of 20 |
1.0 Points |
An employee’s act of leaving the organization without resigning and following the normal process is called _.
| A.rightsizing |
| B.arbitrating |
| C.whistleblowing |
| D.absconding |
| E.cyberloafing |
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