Chapter 11: Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management
1. Helena feels that her employer's process for deciding on pay increases is not fair. Helena is
concerned with which of the following components of organizational justice?
A. allocational justice
B. distributive justice
C. interactional justice
D. procedural justice
E. pay equity
Answer: D. procedural justice
2. Suggestion programs have several benefits. The net effect is
A. they let management continually monitor employees' concerns.
B. there is less likelihood that small problems will grow into big ones.
C. they make it clear that employees have several channels through which to communicate.
D. they make it clear that employees have several channels through which to get responses.
E. they let management continually monitor employees' feelings.
Answer: B. there is less likelihood that small problems will grow into big ones.
3. Questionnaires that regularly ask employees their opinions about the company,
management, and work life are called
A. employee opinion surveys.
B. employee sampling surveys.
C. employee participation programs.
D. employee training programs.
E. employee development programs.
Answer: A. employee opinion surveys.
4. The Employee Feedback System is an employee satisfaction survey covering all of the
following except
A. quality focus.
B. job satisfaction.
C. coworker cohesion.
D. recruitment policies.
E. employee commitment.
Answer: D. recruitment policies.
5. Traditional employee communication media, such as newsletters, are being replaced with
all of the following except
A. verbal presentations.
B. email.
C. electronic bulletin boards.
D. intranets.
E. videos.
Answer: A. verbal presentations.
6. With respect to employee relations, experts generally define organizational justice in terms
of three components. One of those components is
A. internal justice.
B. constructive justice.
C. top-down communication justice.
D. distributive justice.
E. fair treatment justice.
Answer: D. distributive justice.
7. Procedural justice refers to
A. fairness in interpersonal interactions by treating others with respect.
B. the fairness of the process used to make a decision.
C. managers conducting their interpersonal dealings.
D. highly publicized vehicles through which employees can appeal.
E. the fairness and justice of the outcome of a decision.
Answer: B. the fairness of the process used to make a decision.
8. The average age of retirement in the private sector is
A. 65
B. 72
C. 62
D. 60
E. 66
Answer: C. 62
9. A layoff occurs where which of the following condition(s) are present?
A. There is a permanent severing of the employment relationship.
B. There is no work and there is a permanent severing of the employment relationship.
C. There is no work and management intends to recall the employees when work is available
again.
D. There is an issue of poor performance and a permanent severing of the employment
relationship.
E. The owner and president decides, for economic and personal reasons, to shut down the
business permanently.
Answer: C. There is no work and management intends to recall the employees when work is
available again.
10. A software firm has lost a major client and the immediate impact is a loss of work.
Software programmers are difficult to recruit and train, so the firm is considering alternatives
to laying off employees. The company could consider any of the following except
A. asking employees if they are willing to take unpaid leaves to help reduce costs.
B. asking employees to schedule vacation during the period when there is less work.
C. asking employees to participate in a lottery to determine who should be let go (since it is
unbiased).
D. asking employees to take a voluntary reduction in pay (or reduced hours of work).
E. All of the above are options for the software firm.
Answer: C. asking employees to participate in a lottery to determine who should be let go
(since it is unbiased).
11. The first foundation of an effective disciplinary process is
A. effective supervision of employees.
B. using technology to monitor employee behaviour.
C. a high-performance culture in the organization.
D. a clear system of progressive sanctions of employee behaviour.
E. rules and regulations.
Answer: E. rules and regulations.
12. A fair and just discipline process is based on which of the following prerequisite(s)?
A. a system of progressive penalties and an appeals process
B. a set of rules and regulations, a system of progressive penalties, and an appeals process
C. a set of clear rules and regulations, a system of progressive penalties, and a system of
guided procedures
D. an appeals process
E. a system of guided procedures
Answer: C. a set of clear rules and regulations, a system of progressive penalties, and a
system of guided procedures
13. The following issues should all be included in a set of rules and regulations regarding
discipline except
A. transfer of one's job.
B. theft.
C. insubordination.
D. destruction of company property.
E. drinking on the job.
Answer: A. transfer of one's job.
14. The following are all progressive penalties an employer may use for effective discipline
except
A. loss of vacation.
B. suspension from the job.
C. written warnings.
D. oral warnings.
E. discharge from the job.
Answer: A. loss of vacation.
15. A process that helps ensure that discipline is applied fairly and equitably is called a(n)
A. "justice and dignity" procedure.
B. wildcat strike.
C. appeals process.
D. grievance procedure.
E. management lockout.
Answer: C. appeals process.
16. Involuntary termination of an employee's employment with the firm is called
A. misconduct.
B. sufficient cause.
C. dismissal.
D. insubordination.
E. just cause.
Answer: C. dismissal.
17. Employee dismissal should occur only after action has been taken to
A. promote the employee.
B. suspend the employee.
C. demote the employee.
D. rehabilitate the employee.
E. transfer the employee.
Answer: D. rehabilitate the employee.
18. "Willful disregard or disobedience of the boss's authority or legitimate orders and
criticizing the boss in public" is known as
A. reprimanding.
B. insubordination.
C. job specialization.
D. sabotage.
E. consulting.
Answer: B. insubordination.
19. All of the following acts are considered insubordination, whenever and wherever they
occur, except
A. deliberate defiance of clearly-stated company policies, rules, regulations, and procedures.
B. strict adherence to the chain of command.
C. criticizing the boss in public.
D. flat-out disobedience of or refusal to obey the boss's orders, particularly in front of others.
E. direct disregard of the boss's authority.
Answer: B. strict adherence to the chain of command.
20. The following acts are considered insubordination, whenever and wherever they occur,
except
A. blatantly following the boss's unreasonable instructions.
B. contemptuous displays of disrespect, such as making insolent comments and, more
importantly, portraying these feelings in the attitude shown while on the job.
C. leading or participating in an effort to undermine and remove the boss from power.
D. public criticism of the boss.
E. showing disregard for the chain of command by going around the immediate supervisor or
manager with a complaint, suggestion, or political maneuver.
Answer: A. blatantly following the boss's unreasonable instructions.
21. Employees are often hired under an implied contract where the understanding is that the
employment is for an indefinite period of time and may be terminated by either party only
A. when reasonable notice is given.
B. when they mutually agree to terminate the employment relationship.
C. "at will."
D. when just cause exists.
E. when the probationary period is over.
Answer: A. when reasonable notice is given.
22. Just cause for dismissal is usually considered to include any of the following except
A. insubordination.
B. disobedience.
C. alcoholism.
D. incompetence.
E. fighting.
Answer: C. alcoholism.
23. If there is no employment contract and just cause is not present, then a termination
without reasonable notice is considered unfair and is known as
A. wrongful dismissal.
B. a contract violation.
C. "at will" termination.
D. quasi-legal.
E. invalid.
Answer: A. wrongful dismissal.
24. An employee dismissal that does not comply with the law or does not comply with a
written or implied contractual arrangement is referred to as
A. firing an employee.
B. furloughing an employee.
C. "at will" termination.
D. wrongful dismissal.
E. a contract violation.
Answer: D. wrongful dismissal.
25. In wrongful dismissal cases, courts generally award notice based on the following except
for
A. the employee's length of service.
B. the level of the employee's job.
C. the employee's age.
D. the employee's salary.
E. the employee's family responsibilities.
Answer: E. the employee's family responsibilities.
26. The following are all expert recommendations for avoiding wrongful dismissal suits
except
A. document all disciplinary action.
B. do not allege just cause for dismissal unless it can be proven.
C. include two members of management in the termination meeting.
D. use termination letters in all cases, clearly stating the settlement offer.
E. reassure new employees that they can only be dismissed for just cause.
Answer: E. reassure new employees that they can only be dismissed for just cause.
27. If a wrongful dismissal suit is taken against the organization, it should
A. retain a lawyer right away.
B. never investigate for other improper conduct.
C. never offer to settle.
D. discuss possible letters of reference with a lawyer.
E. allege cause in all cases.
Answer: D. discuss possible letters of reference with a lawyer.
28. Constructive dismissal can be considered to occur in the all of following circumstances
except
A. reduction in pay and benefits.
B. forced termination.
C. demotion.
D. forced resignation.
E. forced transfer.
Answer: B. forced termination.
29. The "vendetta effect" is
A. improper documentation of wrongful dismissal claims.
B. an increase in wrongful dismissal claims as negative treatment becomes extreme.
C. wrongful dismissal claims coming from unionized employees.
D. wrongful dismissal claims coming from senior management.
E. frequent wrongful dismissal claims.
Answer: B. an increase in wrongful dismissal claims as negative treatment becomes extreme.
30. The interview in which an employee is informed of the fact that he or she has been
dismissed is called the
A. nonpunitive interview.
B. exit interview.
C. punitive interview.
D. termination interview.
E. "at will" interview.
Answer: D. termination interview.
31. In the second step of the termination interview, the manager should
A. move slowly but positively through the interview.
B. get to the point by informing the person of the decision.
C. get to the point, but reassure the employee this was not the manager's decision.
D. smile and be friendly, but also be direct.
E. begin with small talk.
Answer: B. get to the point by informing the person of the decision.
32. In the third step of the termination interview, the manager should
A. remember to describe the situation rather than attacking the employee personally.
B. smile and be friendly, but also be direct.
C. get to the point by informing the person of the decision.
D. get to the point, but reassure the employee this was not the manager's decision.
E. take at least 20 minutes for the interview.
Answer: A. remember to describe the situation rather than attacking the employee personally.
33. The sixth step in the termination interview process is
A. identify the next step.
B. listen.
C. review all elements of the severance package.
D. describe the situation.
E. an outplacement counselling meeting.
Answer: A. identify the next step.
34. If the employee who is terminated reacts with hostility and anger, Hay Associates
suggests the termination interviewer should respond by
A. deferring mention of the counselling process.
B. remaining objective while providing information on any outplacement or career
counselling to be provided.
C. becoming defensive.
D. taking a subjective approach.
E. confronting the anger.
Answer: B. remaining objective while providing information on any outplacement or career
counselling to be provided.
35. In a termination interview, do not promise anything beyond what is contained in the
severance package. The termination should be complete
A. when the investigation is complete.
B. first thing during the interview.
C. before the interview commences.
D. when the investigation has begun.
E. when the terminated person leaves the interview.
Answer: E. when the terminated person leaves the interview.
36. Laws that require an employer to notify employees in the event that the employer decides
to terminate a group of employees are called
A. "at will" laws.
B. privacy laws.
C. notification laws.
D. employment termination laws.
E. group termination laws.
Answer: E. group termination laws.
37. The amount of notice required to be given to employees under group termination laws
varies by jurisdiction and with
A. the time of year.
B. the type of work performed by the employees.
C. the number of employees being terminated.
D. the type of industry.
E. the unemployment rate in the region.
Answer: C. the number of employees being terminated.
38. The temporary withdrawal of employment for workers based on economic or business
reasons is called
A. voluntary time off.
B. a layoff.
C. a ring of defence.
D. a downsizing.
E. partial termination.
Answer: B. a layoff.
39. A layoff, in which workers are sent home for a time, is a situation in which all of the
following conditions are present except
A. management intends to recall the employees when work is again available.
B. there is no work available for the employees.
C. management expects that the no-work situation is likely to be short-term.
D. management expects the no-work situation to be temporary.
E. employees will accept vacation pay.
Answer: E. employees will accept vacation pay.
40. An alternative to layoffs in which all employees agree to reductions in pay in order to
keep everyone working is called a
A. bump with pay.
B. ring-of-defence.
C. contingent employment.
D. voluntary reduction in pay plan.
E. voluntary time off with reduction in pay.
Answer: D. voluntary reduction in pay plan.
41. An alternative to layoffs in which some employees agree to take time off in order to
reduce the employer's payroll and avoid the need for a layoff is called
A. voluntary reduction in pay with time off.
B. voluntary time off.
C. contingent employment.
D. bumping with time off.
E. a ring-of-defence.
Answer: B. voluntary time off.
42. One way to avoid layoffs is to hire temporary supplemental employees with the
understanding that their work is of a temporary nature where they may be laid off at any time.
These temporary employees are called
A. continuous employees.
B. temporary employee defence.
C. the rings-of-defence.
D. voluntary employees.
E. contingent employees.
Answer: E. contingent employees.
43. The process of reducing, usually dramatically, the number of people employed by the firm
is referred to as
A. division of work.
B. reengineering.
C. downsizing.
D. job specialization.
E. mass layoffs.
Answer: C. downsizing.
44. Some companies are managing the labour shortage created by retiring employees by
A. offering "retirees on call" programs.
B. offering bonuses to employees about to retire to stay on past normal retirement age.
C. contracting out work performed by retiring employees.
D. hiring younger workers who are able to work harder and longer hours than the older
employees they are replacing.
E. making greater use of information technology to automate functions performed by retiring
employees.
Answer: A. offering "retirees on call" programs.
45. Retirement education and planning firms provide services including all of the following
except
A. computer training.
B. relationship issues.
C. lifestyle goals.
D. health issues.
E. financial planning.
Answer: A. computer training.
46. To increase employee engagement, many firms
A. give employees extensive data on the performance of and prospects for their operations.
B. encourage employees to form relationships with each other outside of work.
C. give top-performing employees extra perks and raises.
D. ensure there is gender equity in all of their employment policies.
E. ensure that employees performing at a below-average level are effectively disciplined.
Answer: A. give employees extensive data on the performance of and prospects for their
operations.
47. Some firms give employees extensive data on the performance of and prospects for their
operation, in order to make employees feel committed.
a. True
b. False
Answer: a. True
48. A system of progressive penalties usually involves warnings (verbal and written),
suspensions (paid and/or unpaid), and discharge.
a. True
b. False
Answer: a. True
49. An effective disciplinary process is one where there are no appeals because the process is
fair.
a. True
b. False
Answer: b. False
50. The fundamental question at the heart of "just cause" is whether an employee has
irreparably harmed the employment relationship to the point that it would be unreasonable to
expect the employer to continue the employment relationship.
a. True
b. False
Answer: a. True
51. Leading or participating in an effort to undermine and remove the boss from power would
not be considered an act of insubordination.
a. True
b. False
Answer: b. False
52. The steps in a termination interview include planning the interview carefully, getting to
the point, describing the situation, and doing the majority of talking.
a. True
b. False
Answer: b. False
53. Group termination laws require employers who are terminating a large group of
employees to give them more notice than required upon termination of an individual
employee.
a. True
b. False
Answer: a. True
54. A layoff refers to a situation when there is a permanent shortage of work for employees
and management does not intend to recall the employees for work as it becomes available.
a. True
b. False
Answer: b. False
55. Alternatives to layoffs include voluntary reduction in pay plans, voluntary time off, and
the use of contingent employees.
a. True
b. False
Answer: a. True
56. Firms are now providing preretirement counselling to employees who are about to retire,
covering matters such as financial planning, relationship issues, and health issues.
a. True
b. False
Answer: a. True
57. Identify and briefly describe three foundations of a fair and just discipline process.
A. Answer: Nine points total—up to 3 points each for accurate identification and description
of:
B. 1. Rules and Regulations
C. 2. Progressive Discipline
D. 3. Appeals process
E. 58. Identify and briefly describe the six steps to be followed in a termination interview.
Answer: Two points each for accurate identification and description of the six steps:
Step 1: Plan the Interview
- Carefully schedule the meeting on a day early in the week, and try to avoid Fridays, preholidays, and vacation times.
- Have the employee agreement, human resources file, and release announcement (internal
and external) prepared in advance.
- Be available at a time after the interview in case questions or problems arise, and have
phone numbers ready for medical or security emergencies.
Step 2: Get to the Point
- As soon as the employee arrives, give the person a moment to get comfortable and then
inform him or her of the decision.
Step 3: Describe the Situation Briefly
- In three or four sentences, explain why the person is being let go.
- For instance, "Production in your area is down 4 percent and we are continuing to have
quality problems. We have talked about these problems several times in the past three months
and the solutions are not being followed through. We have to make a change."
- Remember to describe the situation rather than attacking the employee personally.
Step 4: Listen
- It is important to continue the interview until the person appears to be talking freely and
reasonably calmly about the reasons for his or her termination and the severance package that
he or she is to receive.
Step 5: Review All Elements of the Severance Package
- Describe severance payments, benefits, and the way in which references will be handled.
However, under no conditions should any promises or benefits beyond those already in the
severance package be implied
- The termination should be complete when the person leaves.
Step 6: Identify the Next Step
- The terminated employee may be disoriented, so explain where he or she should go on
leaving the interview.
- Remind the person whom to contact at the company regarding questions about the
severance package or references.
59. Identify the three conditions that should be present when a layoff occurs.
A. Answer: Three points each for accurate identification and description of:
B. 1. No work available
C. 2. Management expects the work shortage to be temporary
D. 3. Management intends to recall the employees when work is available
E. 60. In times when there is a work shortage, what alternatives to layoff are available for
employers to consider? In your answer, indicate why an employer might consider alternatives
to layoff and identify and describe three alternatives.
Answer: One point—an employer might consider alternatives if the employees are highly
skilled and difficult to find and/or if the employer has a significant investment in their
training. Up to 3 points each for accurate identification of any three of vacation accrual
usage, unpaid leaves of absence (voluntary time off), hiring contingent employees on
contract, voluntary wage reductions, or work sharing.
Test Bank for Management of Human Resources: The Essentials
Nina D. Cole, Gary Dessler, Nita Chhinzer
9780133807332, 9780134305066
