Which behavior from a manager qualifies as workplace bullying?
Correct Answer: C
Workplace bullying is defined as repeated, unreasonable actions directed toward an employee that are intended to intimidate, degrade, or undermine them. According toHuman Resource Management, 16th Editionby Gary Dessler, bullying often involvespersistent behaviorssuch as exclusion, isolation, or deliberately withholding information necessary for an employee to perform their job. Consistently ignoring emails and questions from one specific employee fits this definition because it represents ongoing, targeted behavior that can harm the employee's ability to work effectively and can cause emotional distress. Dessler highlights that bullying is distinguished from occasional irritation or isolated mistakes by its repetitive and targeted nature. An irritated tone used in response to disruptive behavior may be poor communication but does not necessarily constitute bullying. Accidentally revealing personal information is a confidentiality breach, not bullying. Documenting negative observations in a performance review is a legitimate management responsibility when done objectively and fairly. Thus, the behavior that qualifies as workplace bullying isconsistently ignoring emails and questions from one particular employee. Source: Gary Dessler,Human Resource Management, 16th Edition, Chapter on Workplace Fairness and Employee Relations
Question 2
What are employees experiencing if they are motivated by finding fulfillment in their work?
Correct Answer: D
When employees are motivated by finding fulfillment in their work, they are experiencing intrinsic motivation. Intrinsic motivation comes from within the individual and is driven by personal satisfaction, the enjoyment of the task itself, and a sense of accomplishment. Unlike extrinsic motivation, which relies on external rewards such as money or recognition, intrinsic motivation is rooted in the inherent interest or pleasure in the activity. References * Managing Human Capital Textbook * "Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink * SHRM (Society for Human Resource Management) guidelines on employee motivation
Question 3
A manager meets with an employee to praise the employee for achieving monthly sales goals. Which performance management technique did this manager implement?
Correct Answer: C
The manager implemented the technique of positive feedback by praising the employee for achieving monthly sales goals. Positive feedback involves recognizing and affirming good performance, which helps to reinforce desirable behaviors and motivate employees. It is a critical component of effective performance management because it not only acknowledges the employee's efforts and achievements but also encourages them to maintain or improve their performance. References * Managing Human Capital Textbook * "The Power of Feedback: Giving, Seeking, and Using Feedback for Performance Improvement" by Manuel London * SHRM (Society for Human Resource Management) guidelines on performance feedback
Question 4
Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?
Correct Answer: A
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service. These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.References: * Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education. * Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do?. Basic Books.
Question 5
Why do employees who exhibit continuance commitment choose to remain employed with an organization?
Correct Answer: C
Organizational commitment is commonly categorized into affective, continuance, and normative commitment. According toHuman Resource Management, 16th Editionby Gary Dessler,continuance commitmentrefers to an employee's attachment to an organization based on theperceived costs associated with leaving, rather than emotional attachment or moral obligation. Employees with continuance commitment remain because they believe leaving would result in significant economic or social losses, such as loss of salary, benefits, retirement plans, seniority, or difficulty finding comparable employment. Dessler explains that this type of commitment is calculated and cost-based; employees stay not because they want to or feel they ought to, but because they feel they have to. Close relationships and strong identification with organizational values reflect affective commitment, while moral or ethical obligation reflects normative commitment. Since the question specifically refers to continuance commitment, the correct explanation is theperceived economic or social costs of leaving. Source: Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Engagement and Organizational Commitment
