An employee determines the outcome fairness of a conflict

| February 10, 2016

Question 1 of 20 1.0 Points
An employee determines the outcome fairness of a conflict to be consistent when it is consistently:
A.based on correct information.
B.aligned with moral societal standards.
C.applied across other persons and periods of time.
D.perceived to be free of bias and vested interests.
E.believed that any mistakes in the decision or process will be remedied.
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Question 2 of 20 1.0 Points
Losing an employee is called _.
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Question 3 of 20 1.0 Points
The belief that employees enjoy work, accept responsibility, and exercise self-direction is endorsed by _.
A.Theory Y
B.Two-factor theory
C.Hierarchy of Needs theory
D.Theory X
E.Progression of Job Withdrawal theory
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Question 4 of 20 1.0 Points
Which of the following levels of needs from Maslow’s Theory of Motivation is aimed at helping an individual better him- or herself by realizing his or her complete potential?
A.Self-actualization needs
B.Esteem needs
C.Social needs
D.Safety needs
E.Physiological needs
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Question 5 of 20 1.0 Points
If a manager gives his employees an ultimatum that they need to increase sales in the coming quarter by 20% or leave the company, he is following the _ approach.
B.Theory Y
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Question 6 of 20 1.0 Points
Employee empowerment is characterized by:
A.restricting innovation to focus on the most efficient use of resources.
B.reducing autonomy to bring order and accountability among employees.
C.managing employees through close task supervision to ensure high quality.
D.providing employees with information to reduce dependence on managers.
E.creating a structure where employees are not burdened with decision-making.
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Question 7 of 20 1.0 Points
The conclusion drawn from the Hawthorne studies was that worker output increased dramatically because:
A.employees were allowed to decide their break times autonomously.
B.there was a high degree of micromanagement.
C.employees were allowed to choose the type of jobs they did.
D.employees received attention and felt valued.
E.managers satisfied all their demands regarding work conditions.
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Question 8 of 20 1.0 Points
Which of the following is an example of indirect turnover costs?
A.Costs of leaving
B.Administrative hiring costs
C.Replacement costs
D.Loss of production
E.Transition costs
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Question 9 of 20 1.0 Points
_ is when a neutral third party from outside the organization hears both sides of a dispute and tries to get the parties to come to a resolution.
D.Bias suppression
E.Disciplinary action
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Question 10 of 20 1.0 Points
The implication of Maslow’s theory is that to motivate an employee, the provided opportunities for need satisfaction must target:
A.only the basic and instinctual needs that everyone seeks to meet.
B.higher order needs alone because they relate to growth.
C.all five types of needs that operate within any individual.
D.those needs that have already been satisfied by the employee.
E.all needs except for social needs, as they are unrelated to work performance.
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Question 11 of 20 1.0 Points
The stick approach utilizes _ to maximize employee performance.
B.monetary incentives
C.punitive actions
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Question 12 of 20 1.0 Points
_ interviews are used to gain information as to what the employee liked at the organization, and what he/she believe should be improved.
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Question 13 of 20 1.0 Points
The first step in handling conflict should involve:
A.arbitration with the help of an outside person.
B.discussion between people in conflict with each other.
C.mediation with the help of a neutral third party.
D.discussion with a panel of representatives from the company.
E.communication with lawyers to initiate legal action.
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Question 14 of 20 1.0 Points
Which of the following will a Theory Y manager do?
A.Threaten employees with punishment
B.Blame employees of avoiding responsibility
C.Provide employees with detailed directions
D.Use his/her authority to make employees work
E.Allow employees to use self-direction
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Question 15 of 20 1.0 Points
Voluntary turnover is the type of turnover in which the employee initiates for different reasons.
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Question 16 of 20 1.0 Points
Outcome fairness is the process used to determine the outcomes received.
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Question 17 of 20 1.0 Points
A systems approach focused on policies and procedures is adequate to help employees maintain satisfactory work-life balance.
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Question 18 of 20 1.0 Points
When the employee feels that the concerns of all stakeholders involved have been taken into account, the outcome fairness of a conflict can be termed as representative.
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Question 19 of 20 1.0 Points
The process of adding new challenges or responsibilities to a current job is called _.
A.job rotation
B.job analysis
C.job specification
D.job differentiation
E.job enlargement
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Question 20 of 20 1.0 Points
_ refers to the judgment that people make with respect to the outcomes they receive versus the outcomes received by others with whom they associate with.
A.Personal judgment
B.Outcome fairness
C.Procedural justice
D.Biased judgment
E.Moral fairness

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