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BAM 411 Unit 4 Exam Human Resource Management

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BAM 411 Unit 4 Exam Human Resource Management

BAM 411 Unit 4 Exam Human Resource Management

BAM411

BAM 411 Unit 4 Exam Human Resource Management

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

  • judgments
  • ethics
  • norms
  • laws

Question 2. Procedural justice refers to the ________.

  • degree to which managers treat employees with dignity as opposed to abuse ordisrespect
  • fairness of the process used to arrive at a decision
  • manner in which managers conduct their interpersonal dealings with employees
  • fairness of a decision’s result

Question 3. The Enron debacle, “It’s not the rules but what employees feel they should do that determines ethical behavior,” is a description of ________.

  • national culture
  • organizational culture
  • organizational climate
  • organizational ethics

Question 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.

  • organizing ceremonies
  • providing physical support
  • using signs and symbols
  • clarifying expectations

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

  • if no further incidents purge the one-day suspension from the file
  • contact others involved
  • give a paid, one-day “decision-making leave”
  • None of the above.

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

  • dismissal
  • time off without pay
  • written warning
  • warning documented in employee file

Question 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?

  • misconduct
  • changed requirements of job
  • unsatisfactory performance
  • lack of qualifications for job

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

  • an employee’s inability to do the work assigned because the nature of the job has changed
  • an employee’s inability to do the assigned work despite his or her diligence
  • the deliberate and willful violation of the employer’s rules and may include stealing and insubordination
  • the persistent failure to perform assigned duties or to meet prescribed standards on the job

Question 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?

  • Electronic Communications Privacy Act
  • ERISA
  • Worker Adjustment and Retraining Notification Act
  • COBRA

Question 10. The plant closing law requires employers with ________ or more employees to give advance notification prior to closing a facility.

  • 150
  • 25
  • 50
  • 100

Question 11. What is the second step in the guidelines for an effective termination interview?

  • plan the interview carefully
  • get to the point
  • describe the situation
  • listen

Question 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.

  • union
  • open
  • closed
  • agency

Question 13. In what year was the Wagner Act passed?

  • 1886
  • 1935
  • 1947
  • 1932

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

  • Gompers Act
  • Landrum-Griffin Act
  • Taft-Hartley Act
  • Norris-LaGuardia Act

Question 15. ________ is an organizing tactic by which full-time undercover union organizers are hired unknowingly by employers in order to sway union elections.

  • Union salting
  • Infiltration
  • Espionage
  • Featherbedding

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

  • overtime pay
  • use of union label
  • indemnity bonds
  • cafeteria prices

Question 17. Illegal bargaining items are ________.

  • items which must be negotiated according to law
  • a part of negotiations through joint agreement of both management and union
  • forbidden by law
  • All of the above.

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

  • communicating assessments of the likelihood of a strike
  • interpreting existing contract terms
  • studying the issue in a dispute and making a public recommendation
  • assisting the principals in reaching an agreement

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

  • shut down the affected area until the strike ends
  • hire permanent replacement workers
  • contract out work to other operations
  • continue operations with supervisors filling in

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

  • reducing unsafe conditions
  • training employees
  • reducing unsafe acts
  • hiring non-accident-prone workers

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

  • lying
  • tardiness
  • avoidance of fellow employees
  • domestic problems

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

  • 3
  • 4
  • 6
  • 5

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

  • anxiety
  • untrue statements
  • frequent absences
  • mood swings

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

  • workaholic personality
  • pessimism
  • job security
  • locus of control

Question 25. Which of the following safety concerns only became a top priority of employers following the terrorist attacks of September 11, 2001?

  • •internet security
  • •physical asset security
  • •workplace violence
  • •employee selection and screening