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HRMN/300 HRMN300 HRMN 300 WEEK 6 QUIZ

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HRMN 300 WEEK 6 QUIZ Question 1 Which of the following is an internal factor influencing performance? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) lack of management support b) nonavailability of equipment and tools c) mismatch between employee skills and job d) perception of unfairness at the workplace e) incorrect job design Question 2 In which of the following situations could an employee’s performance issues be attributed to external factors? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) Aaron Wood has been repeatedly asking his supervisor to replace the obsolete machinery on their production floor, but no action has been taken yet. b) Carl Torres takes frequent breaks to receive phone calls at work, and this results in his failing to meet daily targets and delaying work schedules. c) Nellie Riles has been called by her supervisor for a disciplinary meeting over her tendency to waste time using the internet at work. d) Malcolm Barnes has been assigned to three different supervisors in quick succession in the three months he has spent in the company because of conflicts at work. e) Jeremy Jones was a social drinker, but after joining the sales division of a highly competitive firm, he began drinking after work with his colleagues every day, which has adversely affected his performance. Question 3 Which of the following actions on part of the employee is an example of a mandated issue? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) overshooting the budget for a project b) spending a sizable proportion of the workday surfing the internet for personal use c) violating privacy rights of patients d) ignoring repeated warnings over absenteeism e) failing to deliver a project on time Question 4 Under which circumstance is a performance issue called a “single incident”? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) It is repeated after a few days of satisfactory performance because of a corrective measure. b) It has evolved into a behavior pattern in the employee. c) It requires the progressive discipline process to be corrected. d) It can be resolved by communicating with and coaching the employee. e) It is serious and could have legal consequences. Question 5 Which of the following allows for union representation during an investigative interview? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) employment-at-will principle (EAW) b) Weingarten rights c) implied contract d) alternative dispute resolution e) privacy rights Question 6 Consecutively higher levels of management review the issue if there is a disagreement by the employee in a discipline procedure in which of these systems? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) step-review system b) mediation c) arbitration d) ombudsman system e) peer resolution system Question 7 In which of these systems does a committee of management and employees review employee complaints or discipline issues and render a decision? Resource: chapter 10, section 1, “Handling Performance.” Question options: a) mediation b) peer resolution system c) ombudsman system d) arbitration e) step-review system Question 8 Which of the following legal measures gives an employer the right to fire an employee or an employee to leave an organization at any time, without any specific cause? Resource: chapter 10, section 2, “Employee Rights.” Question options: a) employment-at-will principle (EAW) b) Weingarten rights c) Worker Adjustment Retraining and Notification Act d) PATRIOT Act e) privacy rights Question 9 What is the term for an employment-at-will exception in which the discharged employee contends that he or she was not treated fairly? Resource: chapter 10, section 2, “Employee Rights.” Question options: a) constructive discharge exception b) impl

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