Mana 3320 Final Exam Questions
with Correct Answers
Privacy rights- Searching and Monitoring - ANSWER-The search policy should be
widely publicized and should advocate a probable or compelling reason for the
search.
-The search policy should be applied in a reasonable, even handed manner.
-Where possible, searches should be conducted in private.
-The employer should attempt to obtain the employee's consent prior to the search.
-The search should be conducted in a humane and discreet manner to avoid
infliction of emotional distress.
-The penalty for refusing to consent to a search should be specified.
Exceptions to employment at will - ANSWER-Union collective bargaining
agreements limit summary discharges. These agreements frequently specify the
kinds of infractions that can lead to termination
Federal and state laws, court decisions and administrative rulings can prohibit
discharge for guaranteed employment rights.
Whistleblowing - ANSWER-Complaints to governmental agencies by employees
about their employers' illegal or immoral acts or illegal practices
Constructive Discharge - ANSWER-- An employee voluntarily terminates his or her
employment because of harsh, unreasonable employment conditions placed on the
individual by the employer.
- Employers cannot accomplish covertly what they are prohibited by law from
achieving openly.
- Courts have generally adopted a "reasonable person" standard for upholding
constructive discharge claims
Retaliation Discharge - ANSWER--Employment laws prohibit employers from
retaliating against employees when exercising their rights under these statutes.
Proper handling of these employees involves:
-Taking no adverse employment action against employees when they file
discrimination charges.
-Treating the employees consistently and objectively.
-Harboring no animosity toward the employees when they file discrimination lawsuits.
Discipline basics - ANSWER-• Document
• Clearly communicate rules and expectations
• Be consistent in responding to violations
• Ignoring will make worse
• Use performance appraisal process if possible
, • Look for mitigating factors in performance problems
• See all sides of issues
• Be ready to counsel managers on policies and options for dealing with employees
• Use common sense
Progressive Discipline - ANSWER-When applying corrective measures by increasing
degrees, always be sure that employees:
-Know where they stand regarding offenses.
-Know what improvement is expected of them.
-Understand what happens next if improvement is not made.
Positive Discipline - ANSWER-Discipline that focuses on the early correction of
employee misconduct, with the employee taking total responsibility for correcting the
problem. The employee and the supervisor engages in joint discussion and problem-
solving to resolve incidents of employee irresponsibility.
Encourages employees to assume responsibility for their actions.
Supervisor uses counseling skills to motivate the employee to change.
Supervisors must receive appropriate training.
Supervisor and employee agree on goals and methods for addressing problem
behavior.
Companies use "discipline days" to communicate seriousness and commitment.
Also ends with discharge
Alternative Dispute Resolution - ANSWER-Peer review
A group composed of equal numbers of employee representatives and management
appointees.
Functions as a jury since its members weigh evidence, consider arguments, and
after deliberation, vote independently to render a final decision.
Open door policies
A policy of settling grievances that identifies various levels of management above
the immediate supervisor for employee contact.
Arbitration
The use of an impartial neutral party as decision maker to resolve an employment
labor dispute by imposing a binding final decision on all parties involved in the
dispute.
Mediation
The use of an impartial neutral to reach a compromise decision in employment
disputes
Workplace Incivility - ANSWER-Rude, discourteous, insensitive behaviors
Violation of organizational norms
May include:
Crude behavior or words
Unprofessional conduct
with Correct Answers
Privacy rights- Searching and Monitoring - ANSWER-The search policy should be
widely publicized and should advocate a probable or compelling reason for the
search.
-The search policy should be applied in a reasonable, even handed manner.
-Where possible, searches should be conducted in private.
-The employer should attempt to obtain the employee's consent prior to the search.
-The search should be conducted in a humane and discreet manner to avoid
infliction of emotional distress.
-The penalty for refusing to consent to a search should be specified.
Exceptions to employment at will - ANSWER-Union collective bargaining
agreements limit summary discharges. These agreements frequently specify the
kinds of infractions that can lead to termination
Federal and state laws, court decisions and administrative rulings can prohibit
discharge for guaranteed employment rights.
Whistleblowing - ANSWER-Complaints to governmental agencies by employees
about their employers' illegal or immoral acts or illegal practices
Constructive Discharge - ANSWER-- An employee voluntarily terminates his or her
employment because of harsh, unreasonable employment conditions placed on the
individual by the employer.
- Employers cannot accomplish covertly what they are prohibited by law from
achieving openly.
- Courts have generally adopted a "reasonable person" standard for upholding
constructive discharge claims
Retaliation Discharge - ANSWER--Employment laws prohibit employers from
retaliating against employees when exercising their rights under these statutes.
Proper handling of these employees involves:
-Taking no adverse employment action against employees when they file
discrimination charges.
-Treating the employees consistently and objectively.
-Harboring no animosity toward the employees when they file discrimination lawsuits.
Discipline basics - ANSWER-• Document
• Clearly communicate rules and expectations
• Be consistent in responding to violations
• Ignoring will make worse
• Use performance appraisal process if possible
, • Look for mitigating factors in performance problems
• See all sides of issues
• Be ready to counsel managers on policies and options for dealing with employees
• Use common sense
Progressive Discipline - ANSWER-When applying corrective measures by increasing
degrees, always be sure that employees:
-Know where they stand regarding offenses.
-Know what improvement is expected of them.
-Understand what happens next if improvement is not made.
Positive Discipline - ANSWER-Discipline that focuses on the early correction of
employee misconduct, with the employee taking total responsibility for correcting the
problem. The employee and the supervisor engages in joint discussion and problem-
solving to resolve incidents of employee irresponsibility.
Encourages employees to assume responsibility for their actions.
Supervisor uses counseling skills to motivate the employee to change.
Supervisors must receive appropriate training.
Supervisor and employee agree on goals and methods for addressing problem
behavior.
Companies use "discipline days" to communicate seriousness and commitment.
Also ends with discharge
Alternative Dispute Resolution - ANSWER-Peer review
A group composed of equal numbers of employee representatives and management
appointees.
Functions as a jury since its members weigh evidence, consider arguments, and
after deliberation, vote independently to render a final decision.
Open door policies
A policy of settling grievances that identifies various levels of management above
the immediate supervisor for employee contact.
Arbitration
The use of an impartial neutral party as decision maker to resolve an employment
labor dispute by imposing a binding final decision on all parties involved in the
dispute.
Mediation
The use of an impartial neutral to reach a compromise decision in employment
disputes
Workplace Incivility - ANSWER-Rude, discourteous, insensitive behaviors
Violation of organizational norms
May include:
Crude behavior or words
Unprofessional conduct
