HRIR Exam 3 QUESTIONS &
ANSWERS 100% aCCURATE
Person-Job - ANSWERSHow well a person fits a job and the tasks they perform
*Strongest positive correlation with job satisfaction
Person-Organization - ANSWERSHow well a person fits a culture
*Strongest positive correlation with organizational commitment and satisfaction
Turnover - ANSWERSRate at which employees leave the workplace and are replaced
What are the two types of Turnover - ANSWERSVoluntary and Involuntary
Involuntary Turnover - ANSWERSInitiated by an employer often with employee who
would prefer to stay
Ex: termination for poor performance/layoffs/retirement age (if age is BFOQ)
Voluntary Turnover - ANSWERSInitiated by employees when often the organization
would prefer they stay
Ex: Quitting because you don't like your boss/retirement/reduced hours/harassment
-Functional
-Dysfunctional
Functional Turnover - ANSWERSType of healthy Voluntary Turnover
Dysfunctional Turnover - ANSWERSType of unhealthy Voluntary Turnover
Ex: Abusive manager (avoidable)
Ex: Family event/injury (unavoidable)
Describe the 3/4 Effects of Turnover/Employee Separations...? - ANSWERS1. Financial
Costs
-HR staff time
-Accrued time off
-Temporary coverage
2. Replacement
-New hire incentives
-Hiring manager
3. Other
-Delays in production
-Lost clients
-Disruption of teamwork
4. Training
-Formal/on the job/mentoring
, 3 Ways Employees Judge if they are treated fairly - ANSWERS1. Outcome Fairness
2. Procedural Justice
3. Interactional Justice
Outcome Justice-(Distributive Justice) - ANSWERSConsequences given to employees
are just
Consistent outcomes in proportion to behavior
Procedural Justice - ANSWERSFair methods were used to determine the
consequences an employee receives
Consistent procedures/avoidance of bias/accurate information/ethical standards
Interactional Justice - ANSWERSThe organization carried out its actions in a way that
took the employee's feelings into account
Explanation of decision/respectful treatment/empathy
List Legal Requirements for Employee Discipline - ANSWERSEmployment at Will
Avoid Implied Agreement
Do not violate public policy
Make decisions without regard to protected class
Be sure private information is relevant
Follow probable cause to search employees stuff
WARN - ANSWERSWorker's Adjustment Retraining and Notification Act
Requires that organizations with more than 100 employee's give 60 days' notice before
any closing or layoff that will affect at least 50 full time employees
Gives employees/families time to prepare for any major changes
3 Types of Wrongful Discharge - ANSWERSDiscrimination
Implied Contract
Public Policy
Example of Wrongful Discrimination by Discrimination - ANSWERSDisparate Treatment
Example of Wrongful Discharge by Implied Contract - ANSWERSGiving a verbal
promise to be interpreted at job security
Example of Wrongful Discharge by Public Policy - ANSWERSAn employee refusing to
do something unsafe or unethical
What name and describe the metaphor is used to ensure fair discipline of employees? -
ANSWERSHot Stove- give clear Warning and follow up with consistent, objective, and
immediate consequences
Like a hot stove- clear signs that touching it will result in a burn, will burn everyone the
same, there is a clear and consistent method to heal the burn
ANSWERS 100% aCCURATE
Person-Job - ANSWERSHow well a person fits a job and the tasks they perform
*Strongest positive correlation with job satisfaction
Person-Organization - ANSWERSHow well a person fits a culture
*Strongest positive correlation with organizational commitment and satisfaction
Turnover - ANSWERSRate at which employees leave the workplace and are replaced
What are the two types of Turnover - ANSWERSVoluntary and Involuntary
Involuntary Turnover - ANSWERSInitiated by an employer often with employee who
would prefer to stay
Ex: termination for poor performance/layoffs/retirement age (if age is BFOQ)
Voluntary Turnover - ANSWERSInitiated by employees when often the organization
would prefer they stay
Ex: Quitting because you don't like your boss/retirement/reduced hours/harassment
-Functional
-Dysfunctional
Functional Turnover - ANSWERSType of healthy Voluntary Turnover
Dysfunctional Turnover - ANSWERSType of unhealthy Voluntary Turnover
Ex: Abusive manager (avoidable)
Ex: Family event/injury (unavoidable)
Describe the 3/4 Effects of Turnover/Employee Separations...? - ANSWERS1. Financial
Costs
-HR staff time
-Accrued time off
-Temporary coverage
2. Replacement
-New hire incentives
-Hiring manager
3. Other
-Delays in production
-Lost clients
-Disruption of teamwork
4. Training
-Formal/on the job/mentoring
, 3 Ways Employees Judge if they are treated fairly - ANSWERS1. Outcome Fairness
2. Procedural Justice
3. Interactional Justice
Outcome Justice-(Distributive Justice) - ANSWERSConsequences given to employees
are just
Consistent outcomes in proportion to behavior
Procedural Justice - ANSWERSFair methods were used to determine the
consequences an employee receives
Consistent procedures/avoidance of bias/accurate information/ethical standards
Interactional Justice - ANSWERSThe organization carried out its actions in a way that
took the employee's feelings into account
Explanation of decision/respectful treatment/empathy
List Legal Requirements for Employee Discipline - ANSWERSEmployment at Will
Avoid Implied Agreement
Do not violate public policy
Make decisions without regard to protected class
Be sure private information is relevant
Follow probable cause to search employees stuff
WARN - ANSWERSWorker's Adjustment Retraining and Notification Act
Requires that organizations with more than 100 employee's give 60 days' notice before
any closing or layoff that will affect at least 50 full time employees
Gives employees/families time to prepare for any major changes
3 Types of Wrongful Discharge - ANSWERSDiscrimination
Implied Contract
Public Policy
Example of Wrongful Discrimination by Discrimination - ANSWERSDisparate Treatment
Example of Wrongful Discharge by Implied Contract - ANSWERSGiving a verbal
promise to be interpreted at job security
Example of Wrongful Discharge by Public Policy - ANSWERSAn employee refusing to
do something unsafe or unethical
What name and describe the metaphor is used to ensure fair discipline of employees? -
ANSWERSHot Stove- give clear Warning and follow up with consistent, objective, and
immediate consequences
Like a hot stove- clear signs that touching it will result in a burn, will burn everyone the
same, there is a clear and consistent method to heal the burn
