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Internal Employee Relations 2
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Internal Employee Relations 2
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25 Questions

1. If the circumstances surrounding all disciplinary action situations were the same, the hot stove approach would be effective at all times.
2. Disciplinary action is the state of employee self-control and orderly conduct and indicates the extent of genuine teamwork within an organization.
3. Disciplinary action without punishment is most effective when all rules are explicitly stated in writing.
4. Alternative dispute resolution is less adversarial than litigation, but it tends to be more costly.
5. Progressive disciplinary action is intended to ensure that the minimum penalty appropriate to the offense is imposed.
6. An ombudsperson listens to employee complaints and recommends appropriate action in an attempt to defuse internal problems.
7. Arbitration is a procedure whereby the employee and the company agree ahead of time that any problems will be addressed by an agreed-upon means.
8. The courts have made no exceptions to the employment-at-will doctrine.
9. The courts have used ethical considerations to make certain exceptions to the doctrine of at-will-employment.
10. The disciplinary action process is relatively static.
11. The purpose of an exit interview is to alter behavior that can have a negative impact on achievement of organizational objectives.
12. Feedback is an important aspect of the disciplinary action process.
13. In approximately two of every three U.S. jobs, the worker's continued employment depends almost entirely on the continued goodwill of his or her employer.
14. External employee relations comprise the human resource management activities associated with the movement of employees within the organization.
15. The progressive disciplinary action model was developed in response to the Taft-Hartley Act of 1935.
16. Firing employees is typically easier to do at unionized firms than at union-free firms.
17. Multinational corporations often use standardized policies for disciplining international employees.
18. After management has established rules, it must communicate these rules to employees.
19. According to experts, firing employees on Mondays is best because it allows them to begin searching for a job immediately.
20. Demotion involves moving a worker to a lower level of duties and responsibilities.
21. Effective disciplinary action addresses the employee's wrongful behavior, not the employee as a person.
22. Ombudspersons are neutral counselors who can give employees confidential advice about problems like abusive managers.
23. The progressive discipline approach focuses on eliminating punitive disciplinary policies and encouraging employees to take personal responsibility for their actions.
24. Taking disciplinary action against a worker in the presence of others is essential to providing the necessary legal documentation.
25. The goal of progressive disciplinary action is to formally communicate problem issues to employees in a direct and timely manner so that they can improve their performance.

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