MANA 3320 Final Exam Questions
with Verified Answers
Progressive discipline - ANSWER-corrective measures by increasing degree, only
use enough action to remedy shortcoming. Motivate employees to correct
misconduct voluntarily
Positive discipline - ANSWER-cooperative environment where employee and
supervisor engage in joint discussion to agree on a way to resolve performance
issue
Alternate dispute resolution - ANSWER-address employee discharges and
complaints outside of court, which is generally faster and cheaper for both parties.
Employers often ask workers to sign ADR agreements when they receive their offer
letters or sign their employee handbooks. Must be fair and equitable to both parties.
Peer review - ANSWER-functions as a jury, members weigh evidence, consider
arguments, and, after deliberation, vote independently to render a final decision.
Open Door policies - ANSWER-facilitate communication and free exchange of
communication. Employee can contact supervisors above their own with complaints
Arbitration - ANSWER-The employee and employer present their cases, or
arguments, to an arbiter, who is typically a retired judge. He or she then makes a
decision that the parties have agreed to be bound by.
Mediation - ANSWER-mediator helps employees and managers negotiate and reach
a voluntary agreement acceptable to both parties. The essence of mediation is
compromise
Workplace incivility - ANSWER-rude, discourteous, insensitive behaviors. Crude
behavior or words, unprofessional conduct, disrespect for others
Stages of company internationalization - ANSWER-1. Domestic production.
2. Begin exporting products.
3. Start international operations. (Need for expatriates)
4. Have operations in several countries. (Multinational)
5. International integration. (Transnational)
Differences in international and domestic HRM - ANSWER-international HRM places
a greater emphasis on functions and activities such as relocation, orientation, and
translation services to help employees adapt to new and different environments
outside their own countries and to help local employees adapt and integrate into the
foreign companies in which they were hired.
, When to use expatriates - ANSWER-when you need someone to work in another
country
When to use host country nationals - ANSWER-Employees who are natives of the
host country, Need to minimize labor costs, Demonstrate trust in local citizenry,
Increase acceptance of the company by the local community, Better representation
of local considerations to the company
Managing expatriate assignments - ANSWER-Establish developmental plan that
focuses on goal to be achieved, Tie performance objectives to achievement of goal,
Identify mentors to offer support, Keep communication open
Why expatriate assignments fail - ANSWER-family adjustment, lifestyle issues, work
adjustment, bad selection, poor performance, other opportunities arise, business
reasons, repatriation issues
International pay considerations - ANSWER-different countries have different norms
for employee compensation. Weigh financial vs. non-financial incentives, individual
rewards in collectivist country. Match rewards to values of local culture
Preparing for international assignments- Become acquainted with following aspects
of host country: - ANSWER-1) Social and business etiquette
2) History and folklore
3) Current affairs
4) Cultural values and priorities
5) Geography
6) Sources of pride and achievement for culture
7) Religion/role of religion in daily life
8) Political structure and current players
9) Practical matters like currency, hours of business and time zone
10) Language
Railway Labor Act (RLA) of 1926 - ANSWER-to avoid service interruptions resulting
from disputes b/n railroads and their operating unions. National mediation board
exists to resolve conflicts by mediation/arbitration. National Railway Adjustment
Board handles grievance and arbitration disputes arising during the life of an
agreement.
Norris LaGuardia Act (Anti-Injunction Act) - ANSWER-promotes the existence,
formation, and effective operation of labor organizations. Restricts ability of
employers to get injunction forbidding a union from engaging in peaceful picketing,
boycotts, or various striking activities
Wagner Act of 1935 (National Labor Relations Act) - ANSWER-created the National
Labor Relations Board to govern labor relations in U.S. Protects employee rights to
organize and bargain collectively through representatives of their choice
Role of the National Labor Relations Board - ANSWER-Responsible for
administering and enforcing the Wagner Act. Does not act on own initiative
with Verified Answers
Progressive discipline - ANSWER-corrective measures by increasing degree, only
use enough action to remedy shortcoming. Motivate employees to correct
misconduct voluntarily
Positive discipline - ANSWER-cooperative environment where employee and
supervisor engage in joint discussion to agree on a way to resolve performance
issue
Alternate dispute resolution - ANSWER-address employee discharges and
complaints outside of court, which is generally faster and cheaper for both parties.
Employers often ask workers to sign ADR agreements when they receive their offer
letters or sign their employee handbooks. Must be fair and equitable to both parties.
Peer review - ANSWER-functions as a jury, members weigh evidence, consider
arguments, and, after deliberation, vote independently to render a final decision.
Open Door policies - ANSWER-facilitate communication and free exchange of
communication. Employee can contact supervisors above their own with complaints
Arbitration - ANSWER-The employee and employer present their cases, or
arguments, to an arbiter, who is typically a retired judge. He or she then makes a
decision that the parties have agreed to be bound by.
Mediation - ANSWER-mediator helps employees and managers negotiate and reach
a voluntary agreement acceptable to both parties. The essence of mediation is
compromise
Workplace incivility - ANSWER-rude, discourteous, insensitive behaviors. Crude
behavior or words, unprofessional conduct, disrespect for others
Stages of company internationalization - ANSWER-1. Domestic production.
2. Begin exporting products.
3. Start international operations. (Need for expatriates)
4. Have operations in several countries. (Multinational)
5. International integration. (Transnational)
Differences in international and domestic HRM - ANSWER-international HRM places
a greater emphasis on functions and activities such as relocation, orientation, and
translation services to help employees adapt to new and different environments
outside their own countries and to help local employees adapt and integrate into the
foreign companies in which they were hired.
, When to use expatriates - ANSWER-when you need someone to work in another
country
When to use host country nationals - ANSWER-Employees who are natives of the
host country, Need to minimize labor costs, Demonstrate trust in local citizenry,
Increase acceptance of the company by the local community, Better representation
of local considerations to the company
Managing expatriate assignments - ANSWER-Establish developmental plan that
focuses on goal to be achieved, Tie performance objectives to achievement of goal,
Identify mentors to offer support, Keep communication open
Why expatriate assignments fail - ANSWER-family adjustment, lifestyle issues, work
adjustment, bad selection, poor performance, other opportunities arise, business
reasons, repatriation issues
International pay considerations - ANSWER-different countries have different norms
for employee compensation. Weigh financial vs. non-financial incentives, individual
rewards in collectivist country. Match rewards to values of local culture
Preparing for international assignments- Become acquainted with following aspects
of host country: - ANSWER-1) Social and business etiquette
2) History and folklore
3) Current affairs
4) Cultural values and priorities
5) Geography
6) Sources of pride and achievement for culture
7) Religion/role of religion in daily life
8) Political structure and current players
9) Practical matters like currency, hours of business and time zone
10) Language
Railway Labor Act (RLA) of 1926 - ANSWER-to avoid service interruptions resulting
from disputes b/n railroads and their operating unions. National mediation board
exists to resolve conflicts by mediation/arbitration. National Railway Adjustment
Board handles grievance and arbitration disputes arising during the life of an
agreement.
Norris LaGuardia Act (Anti-Injunction Act) - ANSWER-promotes the existence,
formation, and effective operation of labor organizations. Restricts ability of
employers to get injunction forbidding a union from engaging in peaceful picketing,
boycotts, or various striking activities
Wagner Act of 1935 (National Labor Relations Act) - ANSWER-created the National
Labor Relations Board to govern labor relations in U.S. Protects employee rights to
organize and bargain collectively through representatives of their choice
Role of the National Labor Relations Board - ANSWER-Responsible for
administering and enforcing the Wagner Act. Does not act on own initiative
