Chap014 - Chapter 14 - Procedural Justice and Ethics in...

Info iconThis preview shows pages 1–4. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 14 - Procedural Justice and Ethics in Employee Relations Chapter 14 Procedural Justice and Ethics in Employee Relations True / False Questions 1. Employee relations include all the practices that implement the philosophy and policy of an organization with respect to employment. True False 2. Due process rights protect individual rights with respect to state, municipal, and federal government processes in work situations. True False 3. Procedurally fair treatment has been demonstrated to result in reduced stress and increased performance, job satisfaction, commitment to an organization, trust, and organizational citizenship behaviors. True False 4. Perceptions of procedural justice are least relevant and important to employees during times of significant organizational change. True False 5. Evidence indicates that layoff survivors who were provided explanations for the layoffs, or who received advance notice of them, had more positive reactions to layoffs and higher commitment to the organization. True False 6. For most organizations, the most important thing they can do to ensure procedural justice is to provide individuals and groups the capacity to receive punitive damages. True False 14-1
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Chapter 14 - Procedural Justice and Ethics in Employee Relations 7. At the most basic level, responsive systems let individuals know that their input has been acted upon. True False 8. Individuals must be able to present problems, identify concerns, and challenge the organization in such a way that they are not punished for providing this input, even in the issues raised are sensitive and highly publicized. True False 9. An ombudsperson is a neutral facilitator between employees and managers who assists them in resolving workplace disputes. True False 10. The trend toward workplace due process represents an effort by companies to broaden employees' rights in union organization matters. True False 11. Managers may avoid imposing discipline because of ignorance of organizational rules, fear of formal grievances, or fear of losing the friendship of employees. True False 12. According to the fiduciary duty of loyalty, individuals in groups look to others to learn appropriate behaviors and attitudes. True False 13. According to the red-hot-stove rule, discipline should be immediate, with warning, consistent, and personal. True False 14-2
Background image of page 2
Chapter 14 - Procedural Justice and Ethics in Employee Relations 14. When documenting performance-related incidents it is very important to conclude a written warning by obtaining the employee's signature that he/she has read and understands the warning. True False 15. According to the Weingarten mandate, the employee must request representation; the employer has no obligation to offer it voluntarily. True False
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 4
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 09/26/2011 for the course BA 101 taught by Professor Jackson during the Summer '06 term at University of Nevada, Las Vegas.

Page1 / 43

Chap014 - Chapter 14 - Procedural Justice and Ethics in...

This preview shows document pages 1 - 4. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online