56. Layoff survivors:
a) are grateful to retain their jobs so are not likely to suffer any or very few of the same problems as employees actually laid off
b) are likely to experience some of the same reactions as those employees who are actually laid off
c) are not likely to work harder because they feel they are not going to be laid off in the future
d) are not concerned with processes or fairness; rather only that they have retained their job and livelihood
57. Which factor(s) influence positively how an individual will cope with job loss?
a) low work-role centrality
b) perceptions that the layoff process was unfair
c) finding a job immediately, regardless of what it is
d) perception that the job loss resulted from something they did wrong
58. When layoffs are necessary all of the following are true EXCEPT:
a) being honest and giving employees access to information can help alleviate many of the negative consequences of downsizing
b) honest communication from supervisors can result in less perception among victims that there has been discrimination
c) an organization should conduct an analysis to ensure there are no employees laid off who are members of protected classes (women, members of minority groups and older workers)
d) effective communication about downsizing decisions and plans is critical
59. Which of the following is NOT a viable alternative to layoffs?
a) using financial incentives to induce employees near retirement age to retire early
b) having employees perform work tasks that might have been outsourced to other firms
c) having employees share jobs so that neither works a full-time week
d) flexible schedules and benefits
60. Which of the following would NOT help minimize the negative effects of layoffs?
a) plan the process for communicating information
b) tell employees about layoffs before the media is told
c) advise employees of layoffs using electronic technologies such as e-mail so they can hear the news in private
d) share information that is available but don’t speculate
61. Due process:
a) is markedly different for different organizations
b) requires that every level of disciplinary action be in writing
c) ensures that layoff notices are given in a timely fashion
d) is a set of procedures carried out in accordance with established rules and principles
62. Employee discipline:
a) has the ultimate goal of terminating an employee from employment
b) generally results in the organization working with the union in a unionized organization
c) does not require formalized processes or procedures
d) is a set of procedures carried out in accordance with established rules and processes to ensure employees are treated fairly
63. Which of the following provides a set of principles for due process that is supported by court cases and labor arbitrators?
a) communication of clear expectations for acceptable performance, allowing an employee to present their case and consistent discipline
b) communication of consequences for inappropriate behaviors, careful investigation, confirmation by witnesses, and punishment consistent with the nature of the offense
c) communication of clear expectations for acceptable performance, careful investigation of facts and circumstances, an opportunity for employees to provide their version of events, and punishment consistent with the nature of the offense
d) communication of consequences for inappropriate behaviors, an investigation, presentation of witnesses, consistent punishment and the opportunity for an employee to appeal any decision
64. Progressive discipline
a) provides successively more severe punishment for each occurrence of negative behavior
b) always has a follow-up action
c) never results in termination of employment
d) always results in termination of employment
65. Most progressive discipline systems include the following steps:
a) written warning, suspension, discharge, and appeal of discharge
b) verbal warning by first level supervisor, verbal warning by second level supervisor, written warning by second level supervisor, and discharge
c) verbal warning, suspension, discharge and appeal of discharge
d) verbal warning, written warning, suspension and final written warning that a repeat of behavior will result in discharge