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Q:
_____ results when circumstances such as the nature of the job, supervisors and co-workers, pay levels, or the employee's own disposition cause the employee to become dissatisfied with the job.
A. Fundamental attribution error
B. Due diligence
C. Social loafing
D. Job withdrawal
E. Cognitive dissonance
Q:
_____ refers to the conditions that tend to cause stress.
A) Hassles
B) Hygiene factors
C) Stressors
D) Eustress
Q:
People who have experienced _____ are simultaneously relieved and glad to have a job, guilty that their workmates were displacedsometimes without apparent reason, and even envious.
A) the Aspergers syndrome
B) layoff survivors sickness
C) obsessive compulsive disorder
D) post-traumatic stress disorder
Q:
Job withdrawal is:
A. the loss of jobs within an organization due to adverse economic forces.
B. a set of behaviors that dissatisfied individuals enact to avoid the work situation.
C. the retracting of a job offer following the results of a pre-employment physical.
D. a psychological state employees experience upon a job dismissal or retirement.
E. the retraction of an employment offer following failure to join on an agreed date.
Q:
_____ is the disintegration of employees self-concepts and beliefs in their capabilities.
A) Workplace trauma
B) Layoff survivors sickness
C) Workplace violence
D) Post-traumatic stress disorder
Q:
Marcus has just been discharged form his work after the company he was working for started downsizing. Confused about his state of joblessness, Marcus threatens to sue the company for reparations. Which of the following programs can help the company from facing such situations from exiting employees?
A. Outplacement counseling
B. Employee assistance program
C. Benchmarking
D. Progressive disciplining programs
E. Expatriation
Q:
_____ occurs following a major threat to ones security.
A) Dissociation
B) Trauma
C) Grief
D) Frustration
Q:
Outplacement counseling programs are:
A. long-distant educational programs using instruction via video or audio tapes, computers etc. provided by the company to augment employee skills.
B. services in which professionals try to help dismissed employees manage the transition from one job to another.
C. third-party programs to assist employees with their mental health and chemical dependency needs.
D. university-sponsored executive training programs which require participants to live on campus while completing short, custom-designed courses.
E. services rendered to employees to manage drug/alcohol addiction.
Q:
Which of the following is an effect of burnout?
A) Decreased employee turnover
B) Decreased absenteeism
C) Increased productivity
D) Chronic fatigue
Q:
Which of the following is true of employee assistance programs?
A. It cannot be initiated by union representatives of the employees union.
B. It is a company-sponsored program to help employees manage the transition from one job to another.
C. It can be initiated by the employee to refer himself or herself into the program.
D. It involves taking the help of a neutral party though a nonbinding process to solve issues among employees.
E. It involves hiring an arbitrator from outside the organization to hear cases or disputes among employees.
Q:
Which of the following is an example of resilience?
A) A manager stressed out with the productivity of his subordinates
B) A manager happy with the productivity of his subordinates
C) A manager taking a leave just after the death of a loved one
D) A manager resuming work a few days after the death of a close friend
Q:
____ is a referral service that employees can use to seek professional treatment for emotional problems or substance abuse.
A. Alternative dispute resolution
B. Outplacement counseling
C. Employee assistance program
D. Progressive discipline program
E. Request for proposal
Q:
Which of the following is classified as a behavioral stress?
A) Sleep disruption
B) Aggression
C) Depression
D) Burnout
Q:
The decision reached in a(n) _____ is binding upon both parties.
A. peer review
B. mediation
C. open-door
D. arbitration
E. outplacement counseling
Q:
Which of the following is classified as a psychological stress?
A) Headaches
B) Aggression
C) Moodiness
D) High blood pressure
Q:
Which of the following is an example of alternative dispute resolution method?
A. Carve-out
B. Employment assistance programs
C. Benchmarking
D. Arbitration
E. Outplacement counseling
Q:
Which of the following is classified as a physiological stress?
A) Sleep disruption
B) Emotional instability
C) Burnout
D) Absenteeism
Q:
Open-door policy, and mediation are generally steps within:
A. the strategy decision-making process.
B. the alternative dispute resolution system.
C. the collective bargaining system.
D. the fair representation policy.
E. the performance appraisal program.
Q:
A managers decision to use directive, participative, or nondirective counseling with an employee should be made solely on the managers personal preferences or past experiences.
Q:
____ is a process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.
A. Outplacement counseling
B. Mediation
C. Carve-out
D. Arbitration
E. Peer review
Q:
Participative counseling starts by using the listening techniques of nondirective counseling, but as the interview progresses, participative counselors may play a more active role than nondirective counselors would.
Q:
Adam, a neutral party outside of La Meares Inc., helped clarify issues between two technical teams of the company. Though Adams solution had no binding power, both the teams decided to accept his solution. This is an example of _____.
A. mediation.
B. arbitration.
C. open-door policy.
D. progressive discipline.
E. fair representation.
Q:
Nondirective counseling is less expensive than directive counseling.
Q:
Based on the expectation that two people in conflict should first try to arrive at a settlement together, organizations have a policy of making managers available to hear complaints. Typically, the first open door is that of the employees:
A. immediate supervisor.
B. choice of a neutral party.
C. peers.
D. immediate subordinates.
E. personal counselor.
Q:
Throughout the counseling relationship, it is important for the manager to accept feelingsrather than judge them.
Q:
If peer review does not lead to a settlement, a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement. This process is called:
A. mediation.
B. carve-out.
C. open-door policy.
D. fair representation.
E. attrition.
Q:
Advice is seldom achieved in directive counseling.
Q:
Peer review is an example of _____.
A. alternative dispute resolution
B. employee assistance programs
C. outplacement counseling
D. fair representation
E. employee carve-out
Q:
Managers from the lowest to highest level need training to help them understand problems of employees and counsel them effectively.
Q:
The _____ type of alternate dispute resolution works only to the degree that employees trust management and managers who hear complaints listen and are able to act.
A. employee carve-out
B. behavioral modeling
C. open-door policy
D. fair representation
E. peer review system
Q:
Reassurance is an important aspect of employee counseling.
Q:
Which of the following has the primary responsibility of creating a formal discipline process for the workplace?
A. Human resource department
B. Outplacement counselors
C. Legal department
D. Sales force
E. Arbitrators
Q:
Employees who go on sabbatical leaves often bring back new perspectives gained from readings and workshops.
Q:
Conducting personal business online during work hours is called:
A. cybersquatting.
B. cyber bullying.
C. cyber sleeping.
D. cyberstalking.
E. cyberslacking.
Q:
Most firms allow only four to eight weeks for sabbatical leaves.
Q:
A progressive discipline system:
A. includes peer reviews, mediation and arbitration.
B. always involves four parties: the employee, the union, the company, and the courts.
C. communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness.
D. is consistent with the employment-at-will doctrine because it gives employers the power to hire-or-fire at will.
E. is objective, immediate, and impersonal.
Q:
Only managers can play a crucial role in providing social support.
Q:
Which of the following is a typical first response in the progressive discipline system?
A. Official spoken warning
B. Written warning with threat of temporary suspension
C. Temporary suspension with no written notice
D. Unofficial spoken warning
E. Termination
Q:
Type A people accept situations and work within them rather than fight them competitively.
Q:
Type B people make excessive demands on themselves even in recreation and leisure.
Q:
This process seeks to prevent misbehavior and to correct, rather than merely punish misbehavior. Identify the process.
A. Hot-stove rule
B. Fair representation
C. Progressive discipline
D. Benchmarking
E. Peer review panel
Q:
Worker vulnerability to stress is always a result of internal stressors.
Q:
The principles of justice suggest that organizations prepare for problems by establishing a formal discipline process in which the consequences become more serious if the employee repeats the offense. Identify this process.
A. Hot-stove rule of discipline
B. Progressive discipline system
C. Alternative dispute resolution program
D. At-will-employment policies
E. Impassive justice
Q:
Asking for a transfer or quitting the job because of frustration is known as regression.
Q:
The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule:
A. the punishment meted is always inconsistent.
B. the consequences for breaking the rule is immediate.
C. the rule breaker will be warned multiple times before termination.
D. the consequences follow a gradual increase in seriousness
E. the ideology is to prevent misbehavior rather than to merely punish it.
Q:
Reactions to frustration are known as defense mechanisms.
Q:
According to this principle of discipline, discipline should give clear warning and following up with consistent, objective, immediate consequences. Identify the principle.
A. Per se rule
B. Laissez faire rule
C. Fundamental attribution rule
D. Progressive discipline
E. Hot-stove rule
Q:
Stress always creates destructive consequences for both the organization and the employee.
Q:
The Worker Adjustment Retraining and Notification Act requires that:
A. organizations with unionized operations negotiate any closings or layoffs that will affect employees within the bargaining unit.
B. organizations with more than 100 employees conduct and publicize the results of an environmental, community impact study before a plant closing that will affect at least 50 full-time employees.
C. organizations with 50 or more employees and $10,000 or more in federal contracts prepare and post an affirmation plan.
D. organizations with more than 100 employees give 60 days' notice before any closings or layoffs that will affect at least 50 full-time employees.
E. organizations with more than 50 employees give at least 30 days' notice before any closings or layoffs that will affect all full-time employees.
Q:
Almost any job condition can cause stress, depending on an employees reaction to it.
Q:
If employers covered by the _____ do not inform the employees (and their union, if applicable) of layoffs, they may have to provide back pay and fringe benefits and pay penalties as well.
A. DavisBacon Act
B. Worker Adjustment Retraining and Notification Act
C. Right-to-Work Act
D. Employee Free Choice Act
E. Fair Labor Standards Act
Q:
When conducting a workplace search, without probable cause, employers can act fairly and minimize the likelihood of a lawsuit by:
A. hushing the company's search policies prior to the search.
B. searching employees' workplace without their knowledge.
C. using non-company personnel to conduct the search.
D. conducting random searches with or without a probable cause.
E. justifying that the organization has work rules that provide for searches.
Q:
Absenteeism is an attitudinal clue of workplace trauma.
Q:
Which of the following does an employer violate while terminating an employee for refusing to do something illegal, unethical, or unsafe?
A. Affirmative action
B. Public policy
C. Fair Representation
D. Equal opportunity employment
E. Reverse discrimination
Q:
Resilience is the capacity to handle short-term tensions and bounce back from difficulties.
Q:
A perception of _____ is a judgment that the organization carried out its actions in a way that took the employee's feelings into account.
A. interactional justice
B. employee turnover
C. sourcing
D. summary dismissal
E. scalability
Q:
Excessive smoking is classified as a physiological stress.
Q:
People's perception of _____ is their judgment that fair methods were used to determine the consequences an employee receives.
A. interactional justice
B. expatriation
C. outcome fairness
D. procedural justice
E. labor law posting
Q:
Chapter 15
Stress and Counseling
True/False Questions
Q:
In the principles of justice followed in systems of disciplining, explanation, consideration, and empathy are features of _____.
A. retributive justice
B. interactional justice
C. distributive justice
D. benchmarking
E. summary dismissals
Q:
Explain the approach that is commonly used to improve the problem-solving skills of employees.
Q:
Thomas Fenton reprimanded five of his employees for coming to work drunk after a lunch outing. The next week, Thomas fired another employee for being drunk at work. The employees under Thomas can conclude a lack of _____ in dealing with employees being drunk at work.
A. benchmarking
B. outcome fairness.
C. summary dismissal
D. role underload
E. onboarding
Q:
Explain briefly the role of a change agent.
Q:
Although the rate of inflation is only 2 percent, Jessie receives a 6 percent increase in salary. She is nonetheless dissatisfied with her salary increase due to Norvins, whose job designation is similar to Jessies, 9 percent increase. Jessie is likely to contend that there is a lack of:
A. employment-at-will.
B. outcome fairness.
C. procedural justice.
D. interactional justice.
E. fair representation.
Q:
What are the common organization development assumptions about groups?
Q:
Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements?
A. They are likely to raise principles of justice issues.
B. Most employers stopped using these agreements during the 1990s.
C. The courts have declared these agreements as illegal.
D. Most employees see the agreements as equitable.
E. Employment-at-will agreements empower managers to discharge employees at their personal discretion.
Q:
How can management help employees become aware of the need for change?
Q:
People's perception of _____ depends on their judgment that the consequences of a decision to employees are just.
A. employment-at-will
B. procedural justice
C. fair representation
D. arbitration
E. outcome fairness
Q:
How does participation help in building support for change?
Q:
An employee refuses an employer's request to falsify the contents of a report to the EEOC. The employer subsequently discharges the worker for "not following orders." Identify the exception to the at-will-employment doctrine that the employee is like to choose when he/she files a wrongful discharge suit.
A. Equal employment
B. Public policy
C. Implied contract
D. Reverse discrimination
E. Affirmative action
Q:
List the methods for introducing change within a group.
Q:
Historically, if the organization and employee do not have a specific employment contract, the employer or employee may end the employment relationship at any time. This is referred to as the _____ doctrine.
A. force majeure
B. laissez faire
C. employment-at-will
D. due process
E. implied in fact
Q:
Explain the concept of double-loop learning.
Q:
What are the characteristics of transformational leaders?
Q:
When employees initiate a turnover, when the organization would prefer to keep them, it is called _____ turnover.
A. dysfunctional
B. involuntary
C. retentive
D. external
E. voluntary
Q:
Terminating an employee for the use of illegal drugs is an example of a(n) _____ turnover.
A. retentive
B. external
C. voluntary
D. absenteeism
E. involuntary
Q:
Embracing of the change
Q:
Exploration of benefits
Q:
HR professionals can help make exit interviews more successful by arranging for the departing employee to talk to his/her supervisor.
Q:
The Job Descriptive Index is an example of a job satisfaction instrument.