Human Resource Management HRM - Qp8
- 1.In an employment situation an employee grievance can be more closely defined as: ‘a personal complaint of dissatisfaction by an employee that management behaviour, or that of another employee, has been unfair and unjust’
- A.
True
- B.
False
- 2.The overall aims of having a procedure in place to effectively deal with complaints and disagreements are mainly: (Select three)
- A.
To demonstrate that the organisation takes complaints by employees seriously and deals with them professionally and in a business-like manner
- B.
To deal with complaints quickly in order to prevent them escalating to a serious or widespread conflict
- C.
To prevent disenchanted employees who feel badly or unfairly treated from leaving the organisation
- D.
To encourage possible claims against the organisation to an employment tribunal of unfair treatment or discrimination
- 3.All grievances are valid, if an employee does not have clear grounds to complain.
- A.
True
- B.
False
- 4.If complaints and feelings of dissatisfaction are not dealt with they can fester and generally cause serious damage to the employment relationship.
- A.
True
- B.
False
- 5.Employee discipline is the reverse situation to grievances as it refers to a complaint by management against an employee.
- A.
True
- B.
False
- 6.The purpose of discipline is to punish or impose sanctions on employees.
- A.
True
- B.
False
- 7.To comply with fairness and reasonableness in the achieving of standards there are three clear principles that should be maintained, which are:
- A.
Employees should know the standards of behaviour and performance that are expected of them and any rules within these
- B.
To promote orderly employment relations by ensuring issues are handled fairly, reasonably and consistently
- C.
Employees should be given clear indication of where they are falling short of the standards or rules which are being broken
- D.
Employees should be given an opportunity to improve before any disciplinary action is taken against them, except in cases of gross misconduct
- 8.Informal disciplinary action is where a manager may issue a formal warning to an employee when a minor offence has taken place.
- A.
True
- B.
False
- 9.A ______ awarded where there has been no marked improvement in behaviour or where an offence is sufficiently serious to justify going straight to this stage.
- A.
Formal written warning
- B.
Final written warning
- C.
Dismissal
- 10.The compensatory awards for unfair dismissal are reviewed and amended annually.
- A.
True
- B.
False
- 11.In all situations where an employee’s performance or conduct is an issue, the approach should be a supportive one and the aim of the discipline process should at all times be corrective rather than punitive.
- A.
True
- B.
False
Questions: 8 | Attempts: 577 | Last updated: Jan 15, 2016
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Sample QuestionPrior to the beginning of the ______ century there was very little thought given to the management of people at work.
Questions: 10 | Attempts: 417 | Last updated: Jan 15, 2016
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Questions: 14 | Attempts: 412 | Last updated: Jan 15, 2016
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Sample QuestionThe scope of strategic management is certainly much greater than that of ______ management.
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