TRUE /False Questions
1. Poor task performance is the result of insufficient ability, knowledge, skills, or motivation.
2. In progressive discipline, termination is seen as a viable early option to avoid having to work through a potentially fruitless cycle of improving a low-ability worker.
3. Employee termination is the final step in progressive discipline, and ideally it would never be necessary.
4. Discharge turnover targets groups of employees and is also known as reduction in force. (RIF).
5. Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing.
6. Research shows that downsizing has negative impacts on employee morale and health, workgroup creativity and communication, and workforce quality.
7. No-layoff policies cannot be implemented effectively by organizations.
8. Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.
9. The evaluation of staffing systems should focus on the operation of the staffing process, the results and costs of the process, and the satisfaction of the customers of the staffing system.
10. Standardized staffing systems are more likely to generate legal challenges by job applicants.
11. Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system.
12. Once a staffing process has been mapped out, the next step is to check for deviations from the system.
13. Records are not necessary for legal compliance.
14. Records may be used to audit staffing practices and conduct staffing research.
15. The Civil Rights Act and Affirmative Action Programs Regulations require that private employers with more than 100 employees (50 for federal contractors) are required to file an annual report with the EEOC.
16. It is highly desirable to periodically conduct audits or reviews of an organization's degree of compliance with laws and regulations pertaining to staffing.
17. The EEOC requires that all employers submit hard copy, paper documents of all their EEO-1 reports.
18. Employers are usually more interested in mediation with the EEOC for discrimination disputes than are employees.
19. Organizations that wish to protect themselves from discrimination claims can require employees to sign an enforceable waiver that requires them to use the organization's internal ADR rather than the courts.
20. An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.