Reference no: EM131264528
Write true or false.
T for true and F for False.
1. Polygraph tests can be used for prospective plainclothes security personnel employees.
2. Genetic testing may be used as a basis for making employment decisions.
3. Companies may pick and choose who they want to drug test.
4. The probing question in an interview requires the job candidate to answer yes or no to a question.
5. "Why do you want to work here?" is an open-ended type of interview question.
6. "Do you have a Master's degree?" would be an example of an open-ended type of interview question.
7. Hiring for a good ability-to-job fit improves employee motivation on the job.
8. It is unnecessary, as part of a good selection process, to minimize litigation due to "negligent hires."
9. The process of choosing the best qualified applicant recruited for a job is known as selection.
10. Competency models identify the tasks needed to perform a particular job in the organization.
11. Tactile learners want to physically perform a task in order to learn.
12. Assimilators combine observing and thinking.
13. Training is primarily intended for immediate use by the individual being trained.
14. Offering development opportunities generally decreases turnover.
15. A growing area for training development is in the area of ethics and social responsibility.
16. Most people learn in the same way.
17. We can shape employee behavior using any of the types of learning.
18. On the job training has never proven to be very successful, so most employers will not use it.
19. Classroom training is also a common form of training in organizations.
20. Performance appraisal describes the ongoing process of evaluating employee performance.
21. Knowing where to improve should lead to training employees to develop new skills to improve.
22. Supervisors are always the best person to assess employee performance.
23. Peer evaluations can give us good insight into the inner workings of a group or team.
24. 360 evaluation is a cost effective and efficient evaluation tool to use.
25. Evaluators should be trained to use the various performance assessment methods and forms.
26. An organization has a right to monitor email exchangesand Internet sites visited by employees.
27. If conducted in a universal or random form, drug testing is considered a major right of the employer.
28. A privilege must be earned while a right is provided to the individual by society.
29. The organization has a duty to protect each employee's rights.
30. The right to due process ensures that employees are not punished arbitrarily.
31. An employee's right to privacy extends fully to electronic correspondence from company devices.
32. In the workplace, individual freedom of speech is limited, but only in regards to profane or obscure remarks
33. All employer rights are limited except for employment-at-will.
34. The oral warning includes a written component, so there is evidence of the communication.
35. Problem employees can destroy job satisfaction and employee engagement throughout the company.
36. In public companies, the Board of Directors must agree to the dismissal of executives.
37. The ability to lead is perhaps the most important skill for any manager.
38. Leaders need to change their behavior to meet the situational characteristics.
39. A manager who uses the empowering style lets employees alone to do their own thing.
40. Change is not critical for firm performance.
41. Most change programs fail because of employee resistance to change.
42. Viewing change from the executive's position will help you plan your change strategy.
43. You can create a win-win situation by providing incentives for change to your employees.
44. Social media tools make it easier to manage employees at work.
45.The last step in the message sending process model is to check the receiver's understanding.
46. The Wagner Act was the first modern law to deal with unions in the general workforce in the United States.
47. Unions can be decertified through an election process.
48. The Landrum Griffin Act established Right to Work Laws.
49. Job satisfaction is difficult to measure accurately because it is difficult to measure attitudes.
50. The #1 reason for job dissatisfaction is pay and benefits.
51. The Railway Labor Act was originally enacted to significantly improve diversity in the workplace.
52. The NLRB has the legal authority to investigate charges, but not to decide cases.
53. The NLRB has authority to certify or decertify unions, in addition to having authority over all union elections.
54. The LMRA outlawed wildcat strikes and limited the availability of union shops.
55. Whistleblowers are protected by many state laws, but no federal laws.
56. Union contracts do not contain grievance procedures.
57. Management has no rights in limiting union organizing activities in the workplace.
58. During a strike, management may hire replacement workers.
59. Mediators try to get the parties to resolve the conflict themselves, if possible.
60. An arbitrator is a neutral third party who resolves a conflict by making a binding decision.