D. Which one of the following would be grounds for disciplining an employee for off-duty misconduct? DA. A fire-fighter intentionally vandalizes a fire-hydrant in a protest related to contract negotiations. DB. A lung surgeon is seen smoking a cigarette in a designated smoking zone. DC. An off-duty Toronto policewoman flies a Blue Jays flag on her car. OD. A fast-food employee is spotted by the employee's manager eating at a competitor's location.

Rachel is applying for an executive position in a multi-million dollar company. She really wants this position and would do anything to get it. She overstated some of the details in her resumé to impress the interviewer. Describe the nature of Rachel’s unethical decision. A) It conforms to the norm. B) It harms the company. C) It defies the corporate rules. D) It produces an immediate benefit

You are a member of the Human Resource Department and are working with a committee to complete your company's computer usage policy. What advice would you offer the committee regarding how to address online pornography? Would you suggest that the policy be laissez-faire, or would you recommend that the committee require strict enforcement of thorough corporate guidelines? Why?

Behavior modification is a training method that is primarily based on _________blank.   Multiple Choice   information processing theory   reinforcement theory   expectancy theory   goal setting theory

Give a sample circumstance that requires disciplinary action. and Provide a sample situation that exhibits the negative approach to discipline.

Regarding workplace privacy, which of the following statements is NOT true? a. under the 4th Amendment to the U.S. Constitution, federal government employees enjoy protection from unreasonable searches and seizures while at work b. under the 4th Amendment to the U.S. Constitution, private employees enjoy protection from unreasonable searches and seizures while at work if their employers are federal contractors c. searches of a private employee’s work area must be reasonable in scope d. to assert privacy rights, employees must be able to demonstrate a reasonable expectation of privacy

The Human Resources Manager received a call from a supervisor who had just completed a firing meeting. The supervisor said that at the time the employee was notified of the termination, which was prompted by six no-show, no-call incidents over a five-week period, the employee became visibly angry and said, “You can’t fire me! You sure as hell can be terminated, though!” The supervisor had told the employee to calm down and offered that “we all say things we don’t mean.” The employee did appear to calm down, but stood and said, “You’re taking away the only thing I have left. And I’ll see you tomorrow morning at your house and then you’ll know what it’s like.” The supervisor was very afraid. She asked the Human Resources Manager what to do. The Human Resources Manager immediately contacted the company threat management team, which consisted only of herself, the Operations Vice President, and President. They interviewed the supervisor and a number of other workers. They learned the…

True/False question, provide a detailed justification for the answer, whether it is true or false. Sandra is never late for class, but today she arrived two hours late because of a road closure. According to the attribution theory, Sandra’s behavior today day scores high on stability.

4a. What is the potential hazard in a consensual intimate relationship between two employees? 4b. What is the potential hazard in a consensual intimate relationship between an employee and a supervisor?

You can be fired for what appears on your social media accounts. O True O False