Considered exceptions to the rule of termination at will

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Reference no: EM132266140

1. You are the head of HR, and your company has been having problems in terms of employees reacting very negatively to their performance appraisals, and you are concerned that it will damage morale and lead to turnover. Based on the meta-analysis by Pichler (2012), which of the following is the most critical to getting employees to react more positively to performance feedback?

a. rating favorability, people will only react positively if they get a positive evaluation

b. feedback focus, people will react more positively if the feedback is directed at the self rather than the behavior/task

c. appraisal method, people will react more positively if a graphic rating scale is used

d. good working relationships between the employees and their supervisors

e. appraisal method, people will react more positively if a forced distribution system is used

2. Meta-analytic research by Kluger and DeNisi (1996) on performance feedback found that:

a. feedback focused on the behavior of the person was associated with lower subsequent performance.

b. in over 1/3 of cases feedback actually lowered performance.

c. feedback had a universally positive effect on subsequent performance.

d. feedback focused on the traits of the person was associated with higher subsequent performance.

e. None of the above

3. Which of following are considered exceptions to the rule of "termination at will"?

a. Terminating an employee based on their sex.

b. The employee handbook stipulates that one can only be terminated for "just cause," and no such cause (e.g., documented poor performance) exists.

c. Terminating an employee for refusing to break a law.

d. Terminating an employee based on their race.

e. All of the above

4. Of performance evaluation help to control for rater errors such as leniency, but often don't provide employees sufficiently specific feedback to be useful for development, and may diminish citizenship and cooperation amongst employees.

a. Halo methods

b. Behavioral observation methods

c. Absolute methods

d. Relative methods

e. Behaviorally anchored methods

5. Which of the following were discussed as common bases for dismissals:

a. misconduct

b. changed requirements (or elimination) of the job

c. lack of qualifications for the job

d. unsatisfactory performance

e. All of the above

Reference no: EM132266140

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