MAN 3301 CH. 10 EXAM QUESTIONS WITH VERIFIED SOLUTIONS LATEST UPDATE 2026

MAN 3301 CH. 10 EXAM QUESTIONS WITH VERIFIED SOLUTIONS LATEST UPDATE 2026 Involuntary Turnover - Answers Turnover initiated by an employer. Often with employees who would prefer to stay. Voluntary Turnover - Answers Turnover initiated by employees. Often when the organization would prefer to keep them A manager who decides to fire an employee should quietly take action alone and then let others know afterwards. T / F - Answers False Separating employees has financial and personal risks. T/F - Answers True Employee Separation - Answers Organizations must develop a standardized, systematic approach to discipline and discharge. These decisions should not be left solely to the discretion of individual managers or supervisors. Policies should be based on principles of justice and law. Policies should allow for various ways to intervene. Principles of Justice - Answers Outcome Fairness Procedural Justice Interactional Justice A company whose earnings are very low has to reduce the amount given in raises to avoid laying people off. The amount of the raise for each employee is determined objectively based on their performance. An employee working for this company will most likely feel ____________ and _________________. - Answers Low outcome fairness; high procedural justice Legal Requirements for employee discipline: Wrongful Discharge - Answers The discharge may not violate an implied agreement. e.g., employer had promised job security e.g., the action is inconsistent with company rules The discharge may not violate public policy. e.g., terminating the employee for refusing to do something illegal or unsafe. Legal Requirements: Discrimination - Answers Employers must make discipline decisions without regard to a person's age, sex, race, or other protected status. Evenhanded, carefully documented discipline can avoid such claims. Legal Requirements: Employees' Privacy - Answers Employers need to ensure that the information they gather and use for discipline is relevant. Privacy issues also concern the employer's wish to search or monitor employees. Employers must be prudent in deciding who will see the information. Legal Requirements: Notification of Layoffs: - Answers Organizations that plan broad-scale layoffs may be subject to the Workers' Adjustment, Retraining and Notification Act (WARN). Employers covered by the law are required to give notice before any closing or layoff. After hiring Bob for a newly created marketing specialist position, his boss assures him that he will be secure in the job until he retires. A year later, that department is eliminated. Bob complains he was guaranteed employment until retirement. Is he right? - Answers Yes, he was given a verbal contract. Pam Jones worked for 41 years at the same company and had positive performance ratings and personnel records. She needed a calculator for work which she purchased with her own money but was not reimbursed because she lost the receipt. Later, a security guard stopped her as she was leaving work and discovered the calculator in her belongings. After a brief internal investigation, she was fired and it was announced through internal notices that she had committed a theft. The employee sued for libel, saying the company used her as an example to prevent other thefts. What are the key issues in this case? As an HR Director, how would you have handled this case? What are the key issues in the case? - Answers Employee privacy, why were they searching employees on the way out? Could be indicator of poor, distrustful culture. What are the key issues in the case? Employee privacy, why were they searching employees on the way out? Could be indicator of poor, distrustful culture. As the HR Director, how would you resolve this case? As the HR Director, how would you resolve this case? Student's answers will vary but should indicate a sense of due process for the employee and sensitivity around publicizing this event internally. This is based on an actual case where the plaintiff one millions from the company. Progressive Discipline should follow which rule? - Answers Hot-Stove Rule meaning discipline should give clear warning and consistent, objective, and immediate consequences. Progressive Discipline - Answers A formal discipline process in which the consequences become more serious if the employee repeats the offense. The rules of behavior should cover disciplinary problems such as: - Answers Tardiness Absenteeism Unsafe work practices Poor quantity or quality of work Sexual harassment of coworkers Coming to work impaired by alcohol or drugs Theft of company property Cyberslacking Open-Door Policy - Answers An organization's policy of making managers available to hear complaints. Peer Review - Answers 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. Mediation - Answers Nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in a conflict arrive at a settlement. Arbitration - Answers Binding process in which a professional arbitrator from outside the organization (usually a lawyer or judge) hears the case and resolves it by making a decision. Employee assistance program (EAP) - Answers a referral service that employees can use to seek professional treatment for emotional problems or substance abuse. Many EAPs are fully integrated into employers' overall health benefits plans. Outplacement counseling - Answers a service in which professionals try to help dismissed employees manage the transition from one job to another. The goals for outplacement counseling are to help the former employee address the psychological issues associated with losing a job while at the same time helping the person find a new job. Job Withdrawal - Answers - a set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally. Job withdrawal results when circumstances such as the nature of the job, supervisors and coworkers, pay levels, or the employee's own disposition cause the employee to become dissatisfied with the job. Actions Employees Take When Dissatisfied - Answers Behavior changes Change the condition Whistle-blowing Bring a lawsuit Lodge complaints Physical job withdrawal Psychological withdrawal Decrease in job involvement Decrease in organizational commitment Job satisfaction - Answers - a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. The three important components are: Values Perceptions Ideas of what is important People will be satisfied with their jobs as long as they perceive that their jobs meet their important values. A person may be satisfied with these people for one of three reasons: - Answers The people share the same values, attitudes, and philosophies. The co-workers and supervisor may provide social support, meaning they are sympathetic and caring. The co-workers or supervisor may help the person attain some valued outcome. The two primary people in an organization who affect job satisfaction are --- and ---- - Answers co-workers and supervisors. Serena feels her job processing payroll checks is boring and uninteresting. Which intervention would be most appropriate to retain Serena? - Answers Expanding her job Monitoring Job Satisfaction - Answers Employers can better retain employees if they are aware of satisfaction levels, so they can make changes if employees are dissatisfied. The usual way to measure job satisfaction is with some kind of survey. A systematic, ongoing program of employee surveys should be part of the organization's human resource strategy. This allows the organization to monitor trends and prevent voluntary turnover. Exit interview: - Answers a meeting of a departing employee with the employee's supervisor and/or a human resource specialist to discuss the employee's reasons for leaving. A well-conducted exit interview can uncover reasons why employees leave. When several exiting employees give similar reasons for leaving, management should consider whether this indicates a need for change. ---- ---- occurs when the organization requires employees to leave, often when they would prefer to stay. - Answers involuntary turnover; ---- occurs when employees initiate the turnover, often when the organization would prefer to keep them. - Answers Voluntary turnover ---- ---- and ---- ---- are costly because of the need to recruit, hire, and train replacements. - Answers involuntary turnover; voluntary turnover ---- ----can also result in lawsuits and even violence. - Answers Involuntary Turnover Employees draw ---- based on the ---- of decisions regarding them, the ---- applied, and the way managers ---- employees when carrying out those procedures. - Answers conclusions; outcomes; procedures; treat Organizations may also resolve problems through --- --- --- - Answers alternative dispute resolution. When employees become ----, they may engage in --- ---. - Answers dissatisfied; job withdrawal To prevent ---l ----, organizations need to promote --- ----. - Answers job withdrawal; job satisfaction Job satisfaction is related to a person's values. Different employees have different views of which values are important. - Answers ... Job satisfaction is based on perception. - Answers ... Retaining --- helps retain ----- and increase -----. - Answers employees, customers , sales Sometimes terminating a poor performer is the only way to show - Answers fairnes, ensure quality, and maintain customer satisfaction. Organizations must try to ensure that --- stay with the organization and and that employees whose performance is --- ---- are encouraged or forced to leave - Answers good performers; chronically low Principles of Justice - Answers Outcome Fairness Procedural Justice Interactional Justice outcome fairness - Answers judgment that the consequences given to employees are just.