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Unit 4 Examination BAM 411 Human Resource Management

Unit 4 Examination BAM 411 Human Resource Management

 

Unit 4 Examination 126 BAM 411 Human Resource Management

 

 

Multiple Choice Questions (Enter your answers on the enclosed answer sheet)

 

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

a. judgments

b. ethics

c. norms

d. laws

 

 

2. Procedural justice refers to the ________.

a. degree to which managers treat employees with dignity as opposed to abuse or

disrespect

b. fairness of the process used to arrive at a decision

c. manner in which managers conduct their interpersonal dealings with employees

d. fairness of a decision’s result

 

 

3. The Enron debacle, “It’s not the rules but what employees feel they should do that determines

ethical behavior,” is a description of ________.

a. national culture

b. organizational culture

c. organizational climate

d. organizational ethics

 

 

4. 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. organizing ceremonies

b. providing physical support

c. using signs and symbols

d. clarifying expectations

 

 

5. All of the following is a step in discipline without punishment except:

a. if no further incidents purge the one-day suspension from the file

b. contact others involved

c. give a paid, one-day “decision-making leave”

d. None of the above.

 

 

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

a. dismissal

b. time off without pay

c. written warning

d. warning documented in employee file.

 

 

7. Which of the basis for dismissal is defined as the persistent failure to perform assigned duties

or to meet prescribed standards on the job?

a. misconduct

b. changed requirements of job

c. unsatisfactory performance

d. lack of qualifications for job

 

 

8. Misconduct, one of the basis for dismissal, is defined as ________.

a. an employee’s inability to do the work assigned because the nature of the job has changed

b. an employee’s inability to do the assigned work despite his or her diligence

c. the deliberate and willful violation of the employer’s rules and may include stealing and insubordination

d. the persistent failure to perform assigned duties or to meet prescribed standards on the job

 

 

9. 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. Electronic Communications Privacy Act

b. ERISA

c. Worker Adjustment and Retraining Notification Act

d. COBRA

 

 

10. The plant closing law requires employers with ________ or more employees to give advance

notification prior to closing a facility.

a. 150

b. 25

c. 50

d. 100

 

 

11. 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

 

 

12. The ________ shop form of union security means that the company can hire non-union people,

but those people must join the union within a prescribed period of time.

a. union

b. open

c. closed

d. agency  

 

13. In what year was the Wagner Act passed?

a. 1886

b. 1935

c. 1947

d. 1932

 

 

14. Which law gave employers the right to express their views concerning union organization?

a. Gompers Act

b. Landrum-Griffin Act

c. Taft-Hartley Act

d. Norris-LaGuardia Act

 

 

15. ________ is an organizing tactic by which full-time undercover union organizers are hired

unknowingly by employers in order to sway union elections.

a. Union salting

b. Infiltration

c. Espionage

d. Featherbedding

 

 

16. All of the following are examples of permissible bargaining items except:

a. overtime pay

b. use of union label

c. indemnity bonds

d. cafeteria prices

 

 

17. Illegal bargaining items are ________.

a. items which must be negotiated according to law

b. a part of negotiations through joint agreement of both management and union

c. forbidden by law

d. All of the above.

 

 

18. Fact finding seeks to end an impasse by ________.

a. communicating assessments of the likelihood of a strike

b. interpreting existing contract terms

c. studying the issue in a dispute and making a public recommendation

d. assisting the principals in reaching an agreement

 

 

19. Employers dealing with an unfair labor practice strike can use all of the following responses

except:

a. shut down the affected area until the strike ends

b. hire permanent replacement workers

c. contract out work to other operations

d. continue operations with supervisors filling in

 

 

20. Which of the following is not a basis for reducing and preventing accidents at work?

a. reducing unsafe conditions

b. training employees

c. reducing unsafe acts

d. hiring non-accident-prone workers

 

 

21. Which of the following is one of the earliest indicators of possible alcoholism in an employee?

a. lying

b. tardiness

c. avoidance of fellow employees

d. domestic problems

 

 

22. A drug-free workplace program includes how many components?

a. 3

b. 4

c. 6

d. 5

 

 

23. All of the following are symptoms of employees in the middle stage of alcoholism except:

a. anxiety

b. untrue statements

c. frequent absences

d. mood swings

 

 

24. Which of the following is an external factor that can lead to job stress?

a. workaholic personality

b. pessimism

c. job security

d. locus of control

 

25. Which of the following safety concerns only became a top priority of employers following the

terrorist attacks of September 11, 2001?

a. internet security

b. physical asset security

c. workplace violence

 

d. employee selection and screening


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