Q&A Hero

Q: Which law gave employers the right to express their views concerning union organization? A) Norris-LaGuardia Act B) Taft-Hartley Act C) Gompers Act D) Landrum-Griffin Act

Q: The Taft-Hartley Act limited unions in all of the following ways except: A) prohibiting unfair labor practices. B) establishing the National Labor Review board. C) enumerating the rights of employees as union members. D) enumerating the rights of employers.

Q: In what year was the Wagner Act passed? A) 1886 B) 1932 C) 1935 D) 1947

Q: Which of the following was not named an unfair labor practice by the Wagner Act? A) bribing employees B) yellow dog contracts C) company spy systems D) moving businesses to avoid unionization

Q: The National Labor Relations Act was also known as the ________. A) Taft-Hartley Act B) Gompers Act C) Wagner Act D) Landrum-Griffin Act

Q: The Wagner Act ________. A) guaranteed each employee the right to bargain collectively free from interference, restraint, or coercion B) made yellow dog contracts unenforceable C) provided for secret-ballot elections for determining whether a firm's employees would unionize D) banned unions from restraining or coercing employees from exercising their guaranteed bargaining rights

Q: The Norris-LaGuardia Act ________. A) guaranteed each employee the right to bargain collectively free from interference, restraint, or coercion B) made yellow dog contracts unenforceable C) banned unions from restraining or coercing employees from exercising their guaranteed bargaining rights D) Both A and B.

Q: The ________ was established by the Wagner Act to enforce its provisions. A) National Labor Relations Committee B) Norris-LaGuardia Group C) National Labor Relations Board D) Knights of Labor

Q: The ________ banned certain unfair labor practices and provided for majority rule by secret-ballot elections to determine whether a firm's employees would unionize. A) National Labor Relations Act B) Norris-LaGuardia Act C) AFL-CIO D) Taft-Hartley Act

Q: Prior to 1930, employers attempted to limit the influence of unions using all of the following methods except: A) spies. B) collective bargaining. C) firing union agitator. D) blacklisting union members.

Q: A contract that allows management to require nonunion membership as a condition for employment is called a ________ contract. A) yellow dog B) scaredy cat C) yellow chicken D) black dog

Q: The ________ guaranteed each employee the right to bargain collectively free from interference, restraint, or coercion. A) National Labor Relations Act B) Norris-LaGuardia Act C) National Labor Relations Board D) Taft-Hartley Act

Q: The AFL-CIO is a ________. A) voluntary federation of about 56 national and international labor unions made up of many local unions B) local union for automobile workers in Detroit, Michigan C) federation of companies who fight unionization of their plants and facilities D) regional form of the National Labor Relations Board

Q: In which human resource activity does a typical labor agreement give the union a role? A) recruitment B) selection C) dismissal D) All of the above.

Q: Right to work laws inhibit union formation by ________. A) outlawing unions in right to work states B) prohibiting any form of union security C) leaving the question of union affiliation up to each company D) leaving the question of union security up to each company

Q: The term ________ describes statutory or constitutional provisions banning the requirement of union membership as a condition of employment. A) termination at will B) right to work C) open shop D) free labor

Q: The ________ form of union security means that union members have preference in hiring, but the employer can hire non-union members. A) closed shop B) union shop C) agency shop D) preferential shop

Q: The ________ form of union security means that it is up to the workers whether or not they join the union and only those who join must pay dues. A) closed shop B) union shop C) agency shop D) maintenance of membership

Q: The ________ form of union security means that the employees who do not belong to the union still must pay union dues because the union's efforts benefit them all. A) closed shop B) union shop C) agency shop D) open shop

Q: The agency shop form of union security means that the ________. A) company can hire nonunion people, but they must then join the union B) company can hire only union members C) employees who do not belong to the union must still pay dues D) employees can decide whether to join the union and only those who join pay dues

Q: The ________ form of union security means that the company can hire nonunion people but those people must join the union within a prescribed period of time. A) closed shop B) union shop C) agency shop D) open shop

Q: The union shop form of union security means that the ________. A) company can hire nonunion people, but they must then join the union B) company can hire only union members C) employees who do not belong to the union must still pay dues D) employees can decide whether to join the union and only those who join pay dues

Q: The ________ form of union security means that the company can hire only union members. A) closed shop B) union shop C) agency shop D) maintenance of agreement

Q: The closed shop form of union security means that the ________. A) company can hire nonunion people, but they must then join the union B) company can hire only union members C) employees who do not belong to the union must still pay dues D) employees can decide whether to join the union and only those who join pay dues

Q: The decision to unionize may be based on ________. A) fear of job loss B) arbitrary management actions C) increasing workload D) All of the above.

Q: About ________% of people working in the United States belong to unions. A) 5 B) 12 C) 20 D) 45

Q: Explain the meaning of the "terminate at will" rule that has guided the employee/employer relationship in the United States.

Q: Define non-punitive discipline and outline the process for applying nonpunitive discipline to gain employees' acceptance of company rules.

Q: Name the three pillars of a fair and just discipline process.

Q: 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.

Q: Why treat employees fairly?

Q: Discuss the ways an employer can manage dismissals effectively.

Q: What are the things that shape ethical behavior at work? Name four.

Q: The Worker Adjustment and Retraining Notification Act requires employers of 100 or more employees to give 60 days' notice before closing a facility.

Q: 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.

Q: Discipline without punishment aims to avoid a residue of ill will and promote ongoing cooperation.

Q: The severity of a penalty is usually a function of the type of offense and the number of times the offense has occurred.

Q: Actions that can foster employee engagement include getting a sense of accomplishment from working at the firm

Q: One survey indicated that companies with highly engaged employees have no higher revenue per employee.

Q: Offering rewards for ethical behavior is a foolproof way to ensure ethicality.

Q: Engagement refers to being psychologically involved in, connected to, and committed to getting ones jobs done.

Q: Only about 21% of the global workforce is engaged, and almost 40% is disengaged.

Q: Employees should be engaged by providing them with reasons and methods to satisfy customers and then rewarded for appropriate behavior.

Q: Engagement is fostered when employees [HH2] understand how their departments contribute to the companys success.

Q: What is ethical is always legal.

Q: Open door policies and anonymous hotlines help management identify and remedy morale problems before they get out of hand.

Q: Poor attendance, voluntary turnover, and psychological withdrawal also reflect diminished employee engagement.

Q: 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.

Q: 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.

Q: Employers may be held liable for illegal acts their employees commit via email.

Q: If an employee conducts a personal phone call at work, the employer can legally eavesdrop and monitor the phone call.

Q: Nonpunitive discipline is discipline involving oral warnings and paid "decision-making leaves of absence."

Q: Punitive discipline focuses on gaining employee ongoing cooperation.

Q: Distributive justice refers to the manner in which managers conduct their interpersonal dealings with employees.

Q: Ethical decisions always involve normative judgments about what is right or wrong.

Q: Using the Internet, mobile phones, or other digital technologies to harm others is a form of verbal bullying.

Q: Incidents of bullying involve repetition.

Q: Bullying means singling out someone to harass and mistreat them.

Q: The purpose of discipline is to encourage employees to behave sensibly at work.

Q: 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.

Q: The principal cause of ethical compromises is based on organizational pressure to meet a schedule or some other objective.

Q: Managers can do a lot to influence employee ethics by carefully cultivating the right norms, leadership, reward systems, and culture.

Q: Procedural justice refers to the fairness of the process by which a decision is made.

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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.[HH1]

Q: 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 .

Q: The Worker Adjustment and Retraining Notification Act is also known as ________. A) COBRA B) the plant closing law C) ERISA D) the privacy law

Q: 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.

Q: 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

Q: The plant closing law requires that employers ________. A) provide training for new jobs for employees affected by the plant closing B) offer employees of one year or more comparable jobs elsewhere C) provide a severance pay of two months or more D) notify employees 60 days in advance of the plant closing

Q: What law requires that employers of 100 or more employees receive 60 days' notice before closing a facility or starting a layoff of 50 people or more? A) COBRA B) ERISA C) Worker Adjustment and Retraining Notification Act D) Electronic Communications Privacy Act

Q: ________ is a systematic process by which some one who is terminated is trained and counseled in the techniques of conducting a self-appraisal and securing a job appropriate to his or her needs and talents. A) An exit interview B) Outplacement counseling C) A job counseling fair D) Downsizing

Q: 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, ________ has occurred. A) mutiny B) insubordination C) wrongful discharge D) emotional hardship

Q: Which of the following is not an example of employee insubordination? A) mutiny B) eavesdropping C) disrespect D) public criticism of one's boss

Q: A change in requirements of the job, one of the bases for dismissal, is defined as ________. A) the deliberate and willful violation of the employer's rules and may include stealing and insubordination B) an employee's inability to do the assigned work despite his or her diligence C) the persistent failure to perform assigned duties or to meet prescribed standards on the job D) an employee's inability to do the work assigned because the nature of the job has changed