Ch.10 Managing Employee Separations And + Complete Test Bank - HR Management People Data & Analytics 1e | Test Bank by Talya Bauer by Talya Bauer. DOCX document preview.
Chapter 10: Managing Employee Separations and Retention
Test Bank
Multiple Choice
1. Catalina let her manager know that she was offered a better position at another company and that she would be leaving her current job. What is this scenario an example of?
A. involuntary turnover
B. voluntary turnover
C. retirement
D. layoff
KEY: Learning Objective: 10.1: Describe multiple aspects of managing employee retention and separations.
REF: Cognitive Domain: Application
Answer Location: Understanding and Managing Employee Separations
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
2. Frank has been at the same company for the past 15 years, he just turned 65 and is now ending his work life. What is this scenario an example of?
A. leave of absence
B. layoff
C. retirement
D. involuntary turnover
KEY: Learning Objective: 10.1: Describe multiple aspects of managing employee retention and separations.
REF: Cognitive Domain: Application
Answer Location: Understanding and Managing Employee Separations
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
3. Hector was placed on a performance improvement plan after his last performance review. He did not make the necessary improvements and now is being dismissed from his job. What is this scenario an example of?
A. retirement
B. layoff
C. voluntary turnover
D. involuntary turnover
KEY: Learning Objective: 10.1: Describe multiple aspects of managing employee retention and separations.
REF: Cognitive Domain: Application
Answer Location: Understanding and Managing Employee Separations
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
4. ______ are a form of involuntary turnover that involves separation due to economic or strategic reasons.
A. Retirements
B. Resignations
C. Layoffs
D. Notifications
KEY: Learning Objective: 10.1: Describe Multiple Aspects of Managing Employee Retention and Separations.
REF: Cognitive Domain: Knowledge
Answer Location: Understanding and Managing Employee Separations
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
5. Anton is worried about replacing several employees who have left the company. He knows his budget will be impacted by the cost of replacing, onboarding, and training replacements. This problem is an example of costs associated with ______.
A. voluntary turnover
B. absenteeism
C. tardiness
D. employee retention
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Application
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
6. ______ refers to being late to work without giving advance notice.
A. Voluntary turnover
B. Absenteeism
C. Layoff
D. Tardiness
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
7. ______ refers to unscheduled absences from work.
A. Tardiness
B. Absenteeism
C. Voluntary turnover
D. Shortages
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
8. Nell has a poor relationship with her manager and decides to find a new job. Based on the information provided, Nell’s relationship with her manager is causing ______.
A. absenteeism
B. tardiness
C. a desire to leave
D. work–life conflict
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
9. When employees use social media platforms such as LinkedIn to find jobs, assess the market, and examine the availability of jobs that are at least as good as their current job, they are trying to determine ______.
A. qualifications
B. ease of movement
C. the rate of unfolding turnover
D. job embeddedness
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
10. The ______ recognizes that employees often leave without lining up a new job.
A. job embeddedness model
B. employment at will model
C. unfolding model of turnover
D. bridge employment model
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
11. Kathleen recently found out her mother is ill. The shock of the illness caused Kathleen to rethink her immediate career plans, and she decided to quit her job to be available to her mother. This is an example of the ______ model of turnover.
A. unfolding
B. shock
C. job embeddedness
D. classic
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Application
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
12. Derek has thought about looking for a new job, but then considers his benefits, social network, short commute, and the fact that his family is settled in their community with connections to the school and neighborhood organizations. Why does Derek opt to stay at his job rather than leave?
A. engagement
B. upper management support
C. unfolding model
D. embeddedness
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
13. Lee decides he is not going into work today, even though he is scheduled to go into the office. What is this an example of?
A. tardiness
B. absenteeism
C. voluntary turnover
D. loss of human capital
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Application
Answer Location: Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
14. Craig decided he wants to find a new job and is in the process of looking for one. In the meantime, at his current job, he finds himself calling in sick when in fact he just does not want to go in to work, and he has accumulated several incidences of tardiness for the same reason. What might this mean for Craig?
A. Craig is risking his social capital at work.
B. Craig no longer cares about policies.
C. Craig has a time management problem.
D. Craig has withdrawn from the job.
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Voluntary Turnover
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
15. When unemployment is high, turnover is usually ______.
A. high
B. low
C. unexpected
D. unpredictable
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
16. The retention rate is equal to ______.
A. the number of employees who stayed during the entire period divided by the number of employees at the beginning of the period multiplied by 100
B. the number of employees who left during the entire period multiplied by the number of employees at the beginning of the period divided by 100
C. the number of employees at the beginning of the period multiplied by the number of employees who stayed during the entire period divided by 100
D. the number of employees at the beginning of the period divided by the number of employees who stayed during the entire period multiplied by 100
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Voluntary Turnover
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
17. The turnover rate is equal to ______.
A. the number of departures divided by the number of employees who stayed during the entire period multiplied by 100
B. The number of employees at the beginning of the period divided by the number of employees who departed during the year divided by 100
C. the number of employees who stayed during the entire period divided by the average number of employees during the year multiplied by 100
D. the number of departures during the year divided by the average number of employees during the year multiplied by 100
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Voluntary Turnover
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
18. Replacing an employee who leaves a company may cost anywhere from ______ of the annual salary of the departing employee.
A. 70% to 100%
B. 80% to 125%
C. 90% to200%
D. 100% to150%
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Costs of Voluntary Turnover
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
19. In an engagement survey, asking employees to respond to a statement such as, “I intend to leave my job in the next year” is an example of ______.
A. descriptive analytics
B. reporting turnover
C. predictive analytics
D. involuntary turnover
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Leverage Engagement and Attitude Surveys
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
20. Krysta, a human resource professional, is analyzing engagement survey results. She uses the data to help her manage retention by predicting who is ______.
A. most disruptive
B. likely to leave
C. likely to perform well
D. most qualified
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Leverage Engagement and Attitude Surveys
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
21. ______ surveys are short, frequent questionnaires that can help predict and manage turnover.
A. Pulse
B. Desire to leave
C. Turnover
D. Annual
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Leverage Engagement and Attitude Surveys
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
22. Barbara, a human resource professional, meets with employees after they resign, before they leave their job. What is this an example of?
A. feedback
B. exit interview
C. data analysis
D. dismissal interview
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Utilize Exit Interviews
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
23. An interview with an employee who is not leaving the organization in which questions such as “Are you happy on the job and with your career?” are asked is called a(n) ______ interview.
A. desire to leave
B. stay
C. ease of movement
D. pulse
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Utilize Exit Interviews
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
24. Exit interviews help organizations make changes to increase ______.
A. feedback
B. control
C. power
D. retention
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Utilize Exit Interviews
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
25. Once data from exit interviews are analyzed, the results must be shared with ______ in order to be useful.
A. decision makers
B. employees
C. mentors
D. shareholders
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Analysis
Answer Location: Utilize Exit Interviews
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
26. Marek is asked to participate in an exit interview after resigning from his job. He is leaving because he is unhappy with some things his boss has done. His boss agreed to give him a positive reference. Marek worries that if he shares the real reason for leaving during an exit interview, his boss may withhold his reference. What does this exemplify?
A. why a person might distrust human resource professionals
B. why a person secures a positive reference before leaving
C. why a person may be reluctant to share the reason for their departure
D. why a person has little motivation to perform
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Utilize Exit Interviews
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
27. In addition to exit interviews, human resource professionals also conduct ______ to find out why people are not leaving their jobs.
A. retention interviews
B. face-to-face interviews
C. stay interviews
D. telephone interviews
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Utilize Exit Interviews
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
28. Providing job candidates with information about their tasks, responsibilities, level of autonomy, job demands, and expected degree of change and stability are among the issues that would be included in a(n) ______.
A. performance appraisal
B. realistic job preview
C. employability assessment
D. job specification
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Hire for Fit
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
29. When human resource practice shows commitment to employees and increases embeddedness of employees, turnover is ______.
A. higher
B. steady
C. faster
D. lower
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Invest in High-Commitment HR Practices
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
30. Which person is most likely to leave their job?
A. Someone who was recently promoted.
B. Someone who just returned to school.
C. Someone who recently completed a graduate degree.
D. Someone who wants to make a career change.
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Invest in High-Commitment HR Practices
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
31. James returned to school and is using his tuition reimbursement benefit from the company to pay for his degree. What is BEST thing his employer can do to ensure they retain James after he graduates?
A. praise his accomplishment
B. provide a one-time bonus after graduation
C. give him a raise after graduation
D. provide a job that matches his new skill set
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Invest in High-Commitment HR Practices
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
32. Employees expect their current work to enhance their ______. In other words, they expect to gain skills and abilities that will help them find a job and be successful in their careers.
A. job embeddedness
B. job satisfaction
C. employability
D. work engagement
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Invest in High-Commitment HR Practices
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
33. ______ refers to an employee’s contentment with different facets of their work, including the work itself, supervision, pay, and advancement opportunities.
A. Job satisfaction
B. Work engagement
C. Ease of movement
D. Employability
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Focus on Turnover Predictors
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
34. Roberto is happy at his new job. He likes the work, and the pay is good. His supervisor is supportive, and he sees opportunities for advancement. Roberto is likely experiencing ______.
A. job satisfaction
B. work engagement
C. job hopping
D. employability
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Focus on Turnover Predictors
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
35. ______ refers to feelings of emotional connection to work and a state of being where employees bring their personal selves to work.
A. Job satisfaction
B. Work engagement
C. Ease of movement
D. Employability
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Focus on Turnover Predictors
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
36. Cathy feels emotionally connected to her work. What is this a sign of?
A. employability
B. engagement
C. positive feedback
D. work–life balance
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Focus on Turnover Predictors
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
37. Lei has small children at home and is caring for her ill mother while trying to work full-time. Which option would be good for the company and the employee?
A. if Lei left her job
B. offering tuition reimbursement
C. providing Lei with a promotion
D. allowing Lei to work remotely
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Analysis
Answer Location: Focus on Turnover Predictors
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
38. Kevin is offered a job at another company that interests him, but he decides to stay where he is because he has a strong bond with his manager. Steve, on the other hand, is also offered another job and decides to take it because he does not like the way his manager treats people and has a low trust in him. Kevin staying is an example of ______.
A. boomeranging
B. employability
C. management driving retention
D. bridge employment
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Focus on Turnover Predictors
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
39. Marion manages a team in an industry with high turnover. She makes sure that everyone is aware of what is going on with the work and that knowledge is accessible across the team. Marion is trying to ensure ______.
A. minimal loss of organizational knowledge
B. reduced need for onboarding of new hires
C. increased work engagement after an employee leaves
D. reduced loss of social capital
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Analysis
Answer Location: Learn How to Cope With Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
40. Because an organization’s former employees may provide useful business intelligence, serve as brand ambassadors, and even become customers of the organization, some companies deliberately invest in ______ relations and stay in touch with them.
A. boomerang
B. seniority
C. alumni
D. engagement
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Managing Relations With Former Employees
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
41. Felix’s manager, Cory, is disappointed that Felix is leaving his job but understands that he has a good opportunity with another company. Cory is happy that Felix will be leading a team for one of the company’s best prospective customers. He knows it will be important to maintain a good relationship with Felix as he will be instrumental in signing the new customer. What is this an example of?
A. leveraging alumni network
B. business intelligence
C. interpersonal tactics
D. company strategy
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Managing Relations With Former Employees
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
42. Judith left a job but after some time returned. Judith is referred to as ______.
A. a risk
B. unstable
C. engaged
D. a boomerang
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Managing Relations With Former Employees
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
43. One benefit of hiring boomerang employees is that ______.
A. they probably will not stay long due to family obligations
B. their personal issues are resolved
C. onboarding takes less time due to mutual experience
D. they probably will not need another break from work
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Managing Relations With Former Employees
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
44. Departing employees are more likely to come back to a company if they left ______.
A. for personal reasons
B. due to boredom
C. due to interpersonal issues
D. related to a trust violation
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Comprehension
Answer Location: Managing Relations With Former Employees
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
45. Retirement is normally a type of ______.
A. voluntary turnover
B. involuntary turnover
C. satisfaction
D. dismissal
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Retirements
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
46. Many older workers are embracing ______ in the form of reducing one’s hours or reducing job demands within the same or a different organization instead of exiting the workforce.
A. voluntary turnover
B. boomerangs
C. bridge employment
D. employment at will
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Retirements
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
47. ______ systems aim to ensure that employees have a chance to correct their behavior before being dismissed from the organization.
A. Employment at will
B. Job embeddedness
C. Employability
D. Progressive discipline
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: When to Dismiss an Employee
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
48. Baldwin was fired from his job and afterward posted negative comments online about the company. This is an example of ______.
A. a blog
B. poor person–job fit
C. a cost of dismissal
D. poor work ethic
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Comprehension.
Answer Location: Costs of Dismissals
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
49. An employee who is dismissed in a harsh way from an angry manager is MOST likely to respond with ______.
A. regret
B. anger
C. remorse
D. surprise
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Costs of Dismissals
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
50. Bella is a human resource professional working with Jane, a manager. Jane is concerned that she may need to dismiss Carlo for performance issues. What is the first question Bella should ask Jane?
A. What is root cause of the performance issues?
B. When do you want to fire Carlo?
C. What does the team think about dismissing Carlo?
D. How do you want to tell Carlo about the dismissal?
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Analysis
Answer Location: When to Dismiss an Employee
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
51. Mario filed a discrimination complaint against his employer. The following week he was terminated from his job for harassing other employees. The timing of dismissal may look like ______, even though Mario has been disruptive.
A. bias
B. retaliation
C. negligence
D. poor judgment
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Analysis
Answer Location: When to Dismiss an Employee
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
52. ______ means that organizations have the right to terminate the employment of anyone at any time, and employees have the right to quit at any time.
A. Employment at will
B. Voluntary turnover
C. Unemployment insurance
D. Bridge employment
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: The Legal Side of Dismissals
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
53. Carissa decides to quit her job. She investigated the laws in her state and found out that she is not required to give a 2-week notice. What is this an example of?
A. a bargaining agreement
B. unemployment insurance
C. implied contract
D. employment at will
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Application
Answer Location: The Legal Side of Dismissals
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
54. Claude was dismissed from his job after performing jury duty. This suggests a violation of the ______ of employment at will.
A. implied contract
B. public policy exception
C. statutory exception
D. covenant of good faith
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Application
Answer Location: The Legal Side of Dismissals
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
55. Suzette closed a deal for her company that should have resulted in a large commission payment. Her manager did not want to pay her and she was dismissed without her earned commission being paid. This is a violation of ______.
A. implied contract
B. covenant of good faith
C. statutory exception
D. verbal contract
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Application
Answer Location: The Legal Side of Dismissals
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
56. Ultimately, it is up to the employee’s ______ to communicate the news about a dismissal to the employee.
A. human resource partner
B. team
C. manager
D. coach
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: The Dismissal Interview
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
57. It is best to be straightforward when conducting a dismissal interview. According to the textbook, thanking an employee or mentioning strengths may seem ______.
A. apologetic
B. dishonest
C. helpful
D. patronizing
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: The Dismissal Interview
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
58. When layoffs are based on ______, the organization retains the workers who have been with the organization the longest and dismisses newer workers.
A. performance
B. pay
C. seniority
D. desire to leave
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Deciding Layoff Criteria
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
59. When ______ is used as the layoff criterion, the organization will retain those with high scores on their annual appraisals.
A. job embeddedness
B. pay
C. performance
D. employability
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Deciding Layoff Criteria
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
60. Why might a company decide to lay off employees?
A. financial pressures
B. to get rid of bad employees
C. to avoid paying bonuses
D. to avoid retraining
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Application
Answer Location: Involuntary Turnover: Layoffs
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
61. When John’s company decided to offshore, his job was eliminated. This is considered a(n) ______.
A. notification
B. layoff
C. voluntary turnover
D. early retirement
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Involuntary Turnover: Layoffs
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
62. What is it called when a company lays off employees due to a strategic decision to purchase some of its operation from a vendor?
A. turnover
B. offshoring
C. outsourcing
D. retirement
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Involuntary Turnover: Layoffs
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
63. Liza is being asked to pick up extra work after part of her team was laid off. What is a term used to describe Liza in relation to the layoff?
A. victim
B. survivor
C. volunteer
D. loyal
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Application
Answer Location: Costs of Layoffs
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
64. Lucida is a manager who recently had to lay off several people from her team. She has been feeling depressed and irritable lately. What could explain this change in relation to the layoffs?
A. Lucida is having a psychological reaction to the layoffs.
B. Lucida is tired from working extra hours.
C. Lucida is having a physiological reaction to the layoffs.
D. Lucida does not have a good work–life balance.
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Costs of Layoffs
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
65. Raul was laid off but quickly found another job similar to his old job. Raul does not have any complaints about the new company. However, he soon left that job because he was unable to form a strong attachment with the new employer. Why might this scenario occur after a person has been laid off?
A. because layoffs result in a psychological contract violation
B. because layoffs contribute to a false sense of security
C. because layoffs result in poor dependability
D. because layoffs contribute to future disappointments
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Costs of Layoffs
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
66. Individuals who are laid off are eligible for ______ to provide a temporary source of income.
A. a payroll tax
B. a tax refund
C. a bonus
D. unemployment insurance
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Costs of Layoffs
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
67. Unemployment insurance is a federal program administered by the ______.
A. local municipality
B. county
C. states
D. federal government
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Costs of Layoffs
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
68. Brycin was dismissed from his job due to misconduct. Although states’ laws vary, in most states, Brycin would be ______.
A. ineligible for unemployment insurance
B. eligible for unemployment insurance after a 30-day period
C. eligible for unemployment insurance for only 30 days
D. eligible for unemployment only if he had been employed full time
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Costs of Layoffs
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
69. Capri left her job voluntarily to travel. Is she eligible for unemployment benefits?
A. Yes, anyone who is unemployed is eligible.
B. Yes, if she worked at her job for more than 1 year.
C. Yes, if she will be unemployed for more than 60 days.
D. No, people who leave voluntarily are not eligible.
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Application
Answer Location: Costs of Layoffs
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
70. Colt is worried about layoffs at his company and fears he may lose his job. What is this an example of?
A. turnover
B. unhealthy work–life balance
C. an attitude problem
D. job insecurity
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Application
Answer Location: Benefits of Job Security
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
71. Job insecurity is often associated with an employee’s past experience with layoffs. However, it may also be due to an employee’s ______.
A. personality
B. sociability
C. emotionality
D. vulnerability
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Benefits of Job Security
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
72. Having a zero-layoff policy is one way a company can build ______.
A. company debt
B. payroll expense
C. employee attachment
D. relationships with employees
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Benefits of Job Security
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
73. Drake is a human resource professional at a large company with impending layoffs due to a facility shutdown. As a result, he familiarizes himself with WARN and learns that employees must be given ______ written notice.
A. 30-day
B. 45-day
C. 60-day
D. 90-day
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: The Legal Side of Layoffs
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
74. ______ pay refers to payments made to departing employees during organizationally initiated turnover.
A. Severance
B. Performance
C. Unemployment
D. Bridge
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Severance Pay
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
75. When an employee is laid off, he or she may receive severance pay. Typically, severance pay is based on ______.
A. performance
B. regulations
C. length of service
D. unemployment tax rate
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Severance Pay
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
True/False
1. A strategic reason for layoff could be related to technology-related productivity improvements.
KEY: Learning Objective: 10.1: Describe multiple aspects of managing employee retention and separations.
REF: Cognitive Domain: Application
Answer Location: Understanding and Managing Employee Separations
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
2. Dismissal is a form of voluntary turnover.
KEY: Learning Objective: 10.1: Describe multiple aspects of managing employee retention and separations.
REF: Cognitive Domain: Comprehension
Answer Location: Understanding and Managing Employee Separations
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
3. One of the manifestations of withdrawal is early retirement.
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Voluntary Turnover
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
4. Knowing the turnover rate is not mandatory to manage turnover.
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
5. Some employees worry that being honest during an exit interview may cost them a positive reference.
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Knowledge
Answer Location: Utilize Exit Interviews
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
6. Best practice is to have an employee’s direct manager conduct an exit interview.
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Application
Answer Location: Utilize Exit Interviews
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
7. Even when an employee’s behavior is egregious, there are still important considerations to be accounted for when making a decision to fire her.
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Comprehension
Answer Location: Costs of Dismissals
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
8. All organizations are required to have a progressive discipline system in place.
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: When to Dismiss an Employee
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
9. Some employees who are laid off may see it positively.
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Costs of Layoffs
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
10. Employees who leave voluntarily are eligible for unemployment benefits.
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Knowledge
Answer Location: Costs of Layoffs
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
Essay
1. Discuss three reasons why voluntary turnover is problematic for a company.
KEY: Learning Objective: 10.1: Describe multiple aspects of managing employee retention and separations.
REF: Cognitive Domain: Comprehension
Answer Location: Costs of Voluntary Turnover
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
2. Examine the reasons why people stay in their job, even when they may be interested in leaving.
KEY: Learning Objective: 10.2: Explain the costs of voluntary turnover to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Causes of Voluntary Turnover
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
3. Explain how effective human resource professionals utilize exit interviews.
KEY: Learning Objective: 10.3: Identify the steps organizations should take to manage employee retention.
REF: Cognitive Domain: Analysis
Answer Location: Utilize Exit Interviews
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
4. Provide a scenario where you are a human resource professional terminating an employee. Analyze the dismissal interview, your role, and how you would tell the team about the termination in a way that helps them make sense of the change.
KEY: Learning Objective: 10.4: Indicate the costs of dismissals to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Involuntary Turnover: Dismissals
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
5. Examine at least five ways a company might avoid layoffs.
KEY: Learning Objective: 10.5: Estimate the cost of employee layoffs to an organization.
REF: Cognitive Domain: Analysis
Answer Location: Benefits of Job Security
Difficulty Level: Hard
TOP: AACSB Standard: Application of knowledge
SHRM: Employee Engagement & Retention
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HR Management People Data & Analytics 1e | Test Bank by Talya Bauer
By Talya Bauer