Test Bank | Chapter 8 Ethics and Fair Treatment in HRM – 6e

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A Framework for Human Resource Management, 6e (Dessler)

Chapter 8 Ethics and Fair Treatment in Human Resource Management

1) The principles of conduct governing an individual or a group are referred to as ________.

A) judgments

B) norms

C) ethics

D) laws

Diff: 1 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

2) Ethics refers to the ________.

A) basic beliefs about what is right or wrong

B) characteristic values, traditions, and behaviors a company's employees share

C) principles of conduct governing an individual or group

D) standards used by the organization to decide upon proper conduct

Diff: 2 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

3) Morality refers to the ________.

A) basic beliefs about what is right or wrong

B) principles of conduct governing an individual or group

C) standards used by the organization to decide upon proper conduct

D) standards of behavior accepted by society

Diff: 2 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

4) ________ refers to fair outcomes.

A) Distributive justice

B) Procedural justice

C) Interactional justice

D) Normative justice

Diff: 2 Page Ref: 237

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

5) ________ refers to fair process.

A) Distributive justice

B) Procedural justice

C) Interactional justice

D) Normative justice

Diff: 2 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

6) Distributive justice refers to the ________.

A) fairness of the process used to arrive at a decision

B) manner in which managers conduct their interpersonal dealings with employees

C) fairness of a decision's result

D) the degree to which managers treat employees with dignity as opposed to abuse or disrespect

Diff: 2 Page Ref: 237

Objective: Chapter objective 1

7) Which component of justice in refers to the fairness of a process?

A) distributive justice

B) procedural justice

C) interactional justice

D) interpersonal justice

Diff: 2 Page Ref: 237

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

8) Procedural justice refers to the ________.

A) fairness of the process used to arrive at a decision

B) manner in which managers conduct their interpersonal dealings with employees

C) fairness of a decision's result

D) the degree to which managers treat employees with dignity as opposed to abuse or disrespect

Diff: 2 Page Ref: 237

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

9) Which of the following s not an influencing factor on ethical behavior?

A) the boss

B) traits

C) organizational pressures

D) all of the above

Diff: 2 Page Ref: 238-239

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

10) ________ is the characteristic values, traditions, and behaviors a company's employees share.

A) Organizational culture

B) Organizational climate

C) Organizational ethics

D) National culture

Diff: 1 Page Ref: 241

Objective: Chapter objective 2

11) Organizational culture refers to the ________.

A) basic beliefs about what is right or wrong

B) characteristic values, traditions, and behaviors a company's employees share

C) principles of conduct governing an individual or group

D) standards used by the organization to decide upon proper conduct

Diff: 2 Page Ref: 241

Objective: Chapter objective 2

12) A value refers to ________.

A) a basic belief about what is right or wrong

B) characteristic values, traditions, and behaviors a company's employees share

C) principles of conduct governing an individual or group

D) standards of behavior accepted by society

Diff: 2 Page Ref: 241

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

13) Federal Express employees have heard of a lower-level employee who rented a helicopter to fly to a downed telephone line during a severe snowstorm in order to fix the line so calls could get through to Federal Express. This is an example of ________ to encourage empowerment among employees.

A) providing physical support

B) using stories

C) organizing ceremonies

D) using symbols

Diff: 2 Page Ref: 242

Skill: AACSB: Analytical Skills

Objective: Chapter objective 2

14) Johnson & Johnson has a corporate ethics code that states "We believe our first responsibility is to the doctors, nurses and patients, to mothers and fathers and all others who use our products and services." This is an example of ________.

A) providing physical support

B) using stories

C) organizing ceremonies

D) clarifying expectations

Diff: 2 Page Ref: 242

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

15) The CEO of Southwest Airlines can sometimes be seen helping out at a gate, handling luggage, and assisting cabin attendants while in flight. This is an example of ________ to create and sustain the company's culture.

A) providing physical support

B) organizing ceremonies

C) clarifying expectations

D) using signs and symbols

Diff: 2 Page Ref: 242

Objective: Chapter objective 2

16) Capital One welcomes new employees on a designated day with balloons, parties, and pep rallies. This is an example of ________.

A) providing physical support

B) using stories

C) using symbols

D) organizing ceremonies

Diff: 2 Page Ref: 241

Skill: AACSB: Analytical Skills

Objective: Chapter objective 2

17) When a company rewards employees who behave ethically using the firm's incentive plan and appraisal system, they are ________ to encourage ethical behavior.

A) providing physical support

B) using stories

C) organizing ceremonies

D) using symbols

Diff: 2 Page Ref: 242

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

18) Ethical behavior starts with ________.

A) moral awareness

B) moral ineptitude

C) morality

D) systemic cognitive biases

Diff: 2 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

19) Under which of the following circumstances would an interview used for selection purposes be perceived as unfair?

A) Two-way communication is used.

B) Applicant is given an opportunity to display skills.

C) Feedback is provided.

D) A personality test is administered.

Diff: 3 Page Ref: 243

Objective: Chapter objective 2

20) With a fair appraisal process ________.

A) the employees' standards should be clear

B) employees should understand the basis on which they are going to be appraised

C) the supervisors should perform the appraisals themselves and should be objective and fair

D) all of the above

Diff: 2 Page Ref: 244

Objective: Chapter objective 3

21) When an employer informs everyone of the standards for judging performance and the penalties for failure up front, the employer is enhancing the perceived fairness of the situation via ________.

A) expectation clarity

B) engagement

C) friendliness

D) explanation

Diff: 2 Page Ref: 245

Skill: AACSB: Communication

Objective: Chapter objective 3

22) Employers can facilitate two-way communication by utilizing ________.

A) hotlines

B) company parties

C) suggestion boxes

D) opinion surveys

Diff: 1 Page Ref: 246

Skill: AACSB: Communication

Objective: Chapter objective 3

23) which of the following is not a sample item for an opinion survey?

A) I can tell my manger what I think.

B) My manager tells me what is expected.

C) My manager keeps me informed.

D) All of the above are items.

Diff: 3 Page Ref: 246

Objective: Chapter objective 3

24) The purpose of ________ is to encourage employees to adhere to rules and regulations at work.

A) ethics

B) norms

C) discipline

D) morality

Diff: 2 Page Ref: 246

Objective: Chapter objective 4

25) In which organizational document are an organization's rules and regulations usually stated?

A) employee handbook

B) code of ethics

C) sexual harassment training guide

D) human resource policy manual

Diff: 1 Page Ref: 247

Objective: Chapter objective 4

26) When organizations do not punish unethical conduct ________.

A) it is often the ethical employees who feel punished

B) it not a big deal if they don't get caught

C) it infringes upon the rights of all

D) none of the above

Diff: 1 Page Ref: 245

Objective: Chapter objective 3

27) A fair discipline process is built on which of the following?

A) rules and regulations

B) a system of progressive penalties

C) an appeals process

D) all of the above

Diff: 2 Page Ref: 246

Objective: Chapter objective 4

28) All of the following is a step in discipline without punishment except

A) issue a written reminder

B) give a paid, 1-day "decision-making leave"

C) if no further incidents purge the 1-day suspension form the file

D) none of the above

Diff: 2 Page Ref: 248

Objective: Chapter objective 4

29) Which of the following is not a fair discipline guideline?

A) make sure the evidence supports the charge

B) fairly and adequately investigate the matter before administering discipline

C) use ombudsmen

D) all of the above

Diff: 2 Page Ref: 248

Objective: Chapter objective 4

30) Which of the following is one of the types of privacy violations upheld by courts?

A) intrusion

B) publication of private matters

C) appropriation of an employee's name for commercial purposes

D) videotaping in the workplace

Diff: 3 Page Ref: 249

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 4

31) The most drastic step a manager can take in response to an employee offense is ________.

A) written warning

B) warning documented in employee file

C) time off without pay

D) dismissal

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

32) The "terminate at will" rule guiding the employment relationship has traditionally meant that ________.

A) an employee can resign for any reason

B) an employer can fire an employee for any reason

C) contracts do not hold any real meaning in a court battle

D) both A and B

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

33) Which of the following exceptions is not responsible for eroding the strength of the "terminate at will" doctrine?

A) public policy exception

B) public relations exception

C) statutory exception

D) all of the above have eroded the doctrine's strength

Diff: 2 Page Ref: 250

Objective: Chapter objective 5

34) Under the public policy exception to the termination at will doctrine, courts have held that ________.

A) discharge is wrongful when it is against an explicit, well-established law

B) even in the absence of a written document, an implied contract existed based on representations in the employee handbook

C) employers should not fire employees without good cause

D) persistent failure to perform assigned duties or to meet prescribed standards on the job is reason for dismissal

Diff: 2 Page Ref: 250

Objective: Chapter objective 5

35) The exception to the termination at will doctrine that would protect an employee from dismissal because he or she refused to break the law is called the ________ exception.

A) covenant of good faith

B) implied contract

C) public policy

D) whistle blower

Diff: 2 Page Ref: 250

Objective: Chapter objective 5

36) All of the following are reasonable bases for dismissal except

A) unsatisfactory performance

B) whistle blowing

C) misconduct

D) lack of qualifications for job

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

37) Which of the bases for dismissal is defined as the persistent failure to perform assigned duties or to meet prescribed standards on the job?

A) unsatisfactory performance

B) misconduct

C) lack of qualifications for job

D) changed requirements of job

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

38) Unsatisfactory performance, 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

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

39) Which of the bases for dismissal is defined as the deliberate and willful violation of the employer's rules and may include stealing and insubordination?

A) unsatisfactory performance

B) whistle blowing

C) misconduct

D) changed requirements of job

Diff: 2 Page Ref: 250

Objective: Chapter objective 5

40) Misconduct, 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

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

41) Which of the bases for dismissal is defined as an employee's inability to do the assigned work despite his or her diligence?

A) unsatisfactory performance

B) misconduct

C) lack of qualifications for job

D) changed requirements of job

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

42) Lack of qualifications, 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) stealing, chronic tardiness, and flat-out disobedience

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

43) Which of the bases for dismissal is defined as an employee's inability to do the work assigned because the nature of the job has changed?

A) unsatisfactory performance

B) misconduct

C) lack of qualifications for job

D) changed requirements of job

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

44) 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

Diff: 1 Page Ref: 250

Objective: Chapter objective 5

45) Which of the following is not an example of employee insubordination?

A) mutiny

B) eavesdropping

C) disrespect

D) public criticism of one's boss

Diff: 3 Page Ref: 250

Objective: Chapter objective 5

46) 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

Diff: 2 Page Ref: 251

Objective: Chapter objective 5

47) ________ 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

Diff: 1 Page Ref: 253

Objective: Chapter objective 5

48) 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

Diff: 2 Page Ref: 254

Objective: Chapter objective 5

49) The plant closing law requires that employers ________.

A) provide training for new jobs for employees affected by the plant closing

B) offer employees of 1 year or more comparable jobs elsewhere

C) provide a severance pay of 2 months or more

D) notify employees 60 days in advance of the plant closing

Diff: 2 Page Ref: 254

Objective: Chapter objective 5

50) 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

Diff: 1 Page Ref: 254

Objective: Chapter objective 5

51) All of the following are classified as covered employment losses under the plant closing law except

A) terminations

B) discharges for cause

C) layoffs of more than 6 months

D) reductions of more than 50% in employee work hours

Diff: 3 Page Ref: 254

Objective: Chapter objective 5

52) The Worker Adjustment and Retraining Notification Act is also known as ________.

A) COBRA

B) the plant closing law

C) ERISA

D) the privacy law

Diff: 1 Page Ref: 254

Objective: Chapter objective 4

53) 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

Diff: 2 Page Ref: 251

Objective: Chapter objective 5

54) To try to ensure that the termination interview will go smoothly all of the following must take place except

A) make sure the employee keeps the appointment time

B) never inform the employee over the phone

C) allow 10 minutes as sufficient time for the interview

D) all of the above

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

55) 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

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

56) 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

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

57) 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

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

58) 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

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

59) 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

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

60) 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

Diff: 2 Page Ref: 253

Objective: Chapter objective 5

61) Procedural justice refers to the fairness of the process by which a decision is made.

Diff: 1 Page Ref: 237

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

62) Organizational factors affect whether an employee behaves ethically in addition to the employee's own ethical tendencies.

Diff: 2 Page Ref: 238

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

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

Diff: 2 Page Ref: 240

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

64) The President of the University National Bank in Palo Alto, California has his office on the main floor of the bank just off the lobby and his door is always open unless he is in a private meeting. This represents a physical manifestation of the company's culture.

Diff: 2 Page Ref: 242

Objective: Chapter objective 3

65) 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.

Diff: 1 Page Ref: 234

Objective: Chapter objective 1

66) The purpose of discipline is to encourage employees to behave sensibly at work.

Diff: 1 Page Ref: 246

Objective: Chapter objective 4

67) Most people are NOT surprisingly objective and sensible when angry.

Diff: 2 Page Ref: 248

Objective: Chapter objective 4

68) Employers today are finding that they do not have the blanket right to fire.

Diff: 2 Page Ref: 250

Objective: Chapter objective 5

69) Having the employee sign the employment application is a procedural step to avoid wrongful discharge suits.

Diff: 1 Page Ref: 251

Objective: Chapter objective 5

70) Ethical decisions always involve normative judgments about what is right or wrong.

Diff: 1 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

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

Diff: 1 Page Ref: 237

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

72) Punitive discipline focuses on gaining employee acceptance of the rules.

Diff: 1 Page Ref: 247

Objective: Chapter objective 4

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

Diff: 1 Page Ref: 247

Objective: Chapter objective 4

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

Diff: 2 Page Ref: 249

Objective: Chapter objective 4

75) Employers may be held liable for illegal acts their employees commit via email.

Diff: 3 Page Ref: 249

Objective: Chapter objective 4

76) 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.

Diff: 1 Page Ref: 251

Objective: Chapter objective 5

77) In a constructive discharge claim, the former employee argues that he or she quit, but had no choice because the employer made the situation unbearable.

Diff: 2 Page Ref: 254

Objective: Chapter objective 5

78) It is acceptable to conduct a termination interview over the telephone.

Diff: 1 Page Ref: 253

Objective: Chapter objective 5

79) Unfair treatment at work reduces morale and increases stress.

Diff: 1 Page Ref: 237

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

80) What is ethical is always legal.

Diff: 2 Page Ref: 242

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 1

81) Today the trend is to expand employee rights.

Diff: 2 Page Ref: 234

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

82) Older workers tend to have more liberal ideas about what is ethical than younger ones.

Diff: 2 Page Ref: 239

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

83) Only individual factors influence ethical behavior at work.

Diff: 2 Page Ref: 239-243

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

84) Because people bring their own ideas about what is right or wrong each must shoulder much of the blame for unethical choices.

Diff: 2 Page Ref: 239

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

85) Offering rewards for ethical behavior is a foolproof way to ensure ethicality.

Diff: 2 Page Ref: 245

Objective: Chapter objective 2

86) Ethics training is often internet based.

Diff: 3 Page Ref: 245

Skill: AACSB: Use of IT

Objective: Chapter objective 2

87) An opinion survey is a questionnaire.

Diff: 1 Page Ref: 246

Objective: Chapter objective 3

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

Diff: 2 Page Ref: 247

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 4

89) Discipline without punishment is applicable to all situations.

Diff: 2 Page Ref: 248

Objective: Chapter objective 4

90) 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.

Diff: 1 Page Ref: 253

Objective: Chapter objective 5

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

Diff: 2 Page Ref: 254

Objective: Chapter objective 5

92) What are some questions that employees can ask themselves to judge whether a decision is ethical? Name 4.

There are several such questions.

• Is the action legal?

• Is it right?

• Who will be affected?

• How will it feel afterwards?

• How will it look in the newspaper?

• Will it reflect poorly on the company?

Diff: 2 Page Ref: 242-243

Skill: AACSB: Ethical Reasoning

Objective: Chapter objective 2

93) What shapes ethical behavior at work?

Diff: 2 Page Ref: 238-243

Objective: Chapter objective 2

94) Discuss the ways an employer can manage dismissals effectively.

Diff: 2 Page Ref: 250-252

Skill: AACSB: Communication

Objective: Chapter objective 5

95) Why treat employees fairly?

Diff: 2 Page Ref: 234

Skill: AACSB: Communication

Objective: Chapter objective 1

96) What kind of information or cues can be used to gather information about a company's culture?

Diff: 2 Page Ref: 241-242

Objective: Chapter objective 2

97) Identify five steps that managers can take to create a strong corporate culture and to send the right signals to employees.

Managers can take several steps, including:

• clarifying expectations

• using signs and symbols to set the tone

• providing physical support to reward ethical behavior

• using stories to illustrate important company values

• organizing rites and ceremonies.

Diff: 2 Page Ref: 242

Skill: AACSB: Communication

Objective: Chapter objective 2

98) Name the three pillars of a fair and just discipline process.

Diff: 1 Page Ref: 246-247

Objective: Chapter objective 4

99) Define nonpunitive discipline and outline the process for applying nonpunitive discipline to gain employees' acceptance of company rules.

Diff: 2 Page Ref: 247-248

Skill: AACSB: Communication

Objective: Chapter objective 4

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

Diff: 2 Page Ref: 250

Objective: Chapter objective 5