Employee Grievance & Discipline MCQ Questions With Answers

Please refer to Employee Grievance & Discipline MCQ Questions with Answers provided below. These multiple-choice questions with solutions are really important if you are preparing for Human Resource Practice examination. We have provided these objective questions based on the latest syllabus and examination guidelines for the current academic year. We have also provided MCQ Questions for Human Resource Practices for all chapters on our website.

MCQ Questions with Answers Employee Grievance & Discipline

You can test your understanding by going through the Employee Grievance & Discipline MCQ Questions with Answers provided below. All the latest questions have been provided by our expert teachers for you to download in Pdf.

Question. A rehabilitation philosophy with respect to the use of discipline:
(a) emphasises taking retribution against an employee for having transgressed an organisational rule 
(b) Uses disciplinary action to provide an unpleasant consequence after a rule transgression to deter the employee from transgressing again
(c) Used discipline to show an employee that certain behaviour is unacceptable, with the aim that he or she will voluntarily adopt more acceptable patterns of behaviour in the future
(d) Uses discipline to justify dismissing the employee

Question. A strike called by a section of workers/union members without authorisation from proper authority of the union is called
(a) Sectional strike
(b) Jurisdictional strike
(c) Wild cat strike
(d) Sympathetic strike

Question. Which of the following most accurately describes the current legal status of organisational procedures for handling discipline and grievance
(a) While all organisations should have procedures for handling discipline, this is not necessary for grievance procedures
(b) All organisations should have procedures for handling discipline and grievance
(c) While all organisations should have procedures for handling grievance issues, this is not necessary for disciplinary matters
(d) There is no legal requirement for organisations to have either disciplinary or grievance procedures

Question. Manpower planning consists of –
(a) Determining the jobs to be done / identifying the skills / estimating the exists likely / filling up the requirements
(b) Identifying the skills / filling up the requirements
(c) Estimating the turnover likely to happen in near future
(d) Determining the jobs to be done

Question. The term industrial relations means –
(a) Relationship between Management and Labour
(b) Relationship between organisation and employees
(c) Relationship that grows out of employment
(d) All above

Question. Industrial discipline ordinarily does not imply
(a) Observance of company’s rules and regulations
(b) Cooperating with management and co-workers
(c) Active participation in union activities
(d) Smooth discharge of duties and responsibilities

Question. Competency Mapping is possible through approaches like –
(a) Job analysis / workforce skills analysis / supply and demand analysis
(b) Job analysis / Gap analysis / solution analysis
(c) Gap analysis / solution analysis + (a)
(d) Both (a) and (b)

Question. When any discipline becomes ineffective or less-effective?
(a) Longer time spending in action
(b) Discipline is handled impersonally
(c) Aware of rules and performance criteria
(d) Only (a) and (b)

Question. Which form of participative management promotes “semi-autonomous work-groups”?
(a) Quality of work life
(b) Quality circle
(c) TQM
(d) Quality group

Question. A deterrence philosophy with respect to the use of discipline:
(a) emphasises taking retribution against an employee for having transgressed an organisational rule
(b) Uses disciplinary action to provide an unpleasant consequence after a rule transgression to deter the employee from transgressing again
(c) Used discipline to show an employee that certain behaviour is unacceptable, with the aim that he or she will voluntarily adopt more acceptable patterns of behaviour in the future
(d) Uses discipline to justify dismissing the employee

Question. Promotion is basically a reward for –
(a) Efficiency
(b) Seniority
(c) Physical fitness
(d) Retention

Question. Which of the following is used in some organisations as an alternative way of handling cases in which it is alleged that an employee is unable to perform the job for which he or she has been employed
(a) A gross misconduct procedure
(b) A grading appeals procedure
(c) An equal pay (for work of equal value. procedure
(d) A capability procedure

Question. Social factor having a potent bearing on HRM practices in India includes
(a) Caste system
(b) Doctrine of karma
(c) Customs and traditions
(d) All of the above

Question. Human due diligence means investigation of –
(a) Management team / staff
(b) Structure / issues / managerial capacity of a potential partner
(c) Both (a) and (b)
(d) Financial due diligence

Question. The scheme for effective handling of discipline given in your text stresses that the first stage in disciplinary handling should be approached by a supervisor or managers as:
(a) A tentative exploration to reach a decision about whether or not to enter disciplinary procedures
(b) A very formal interview in which the employee has an opportunity to counter any accusations of guilt made about him/her
(c) An experience that constitutes a short, sharp shock
(d) A friendly, social occasion

Question. Employee accountability is strengthens in
(a) HR Audit
(b) HR Training
(c) Succession Planning
(d) HR functions

Question. What is 360° appraisal?
(a) A process that provides an employee opportunity in decision making
(b) A process that provides an officer opportunity of feedback about own performance
(c) A process that provides an employee with feedback about his / her workplace performance
(d) Both (a) and (b)

Question. Discipline and grievance are often portrayed as the two complementary faces of (industrial. justice, which can be called into question because they:
(a) Use different criteria of justice
(b) Have different capabilities to control behavior
(c) Have different criteria of effectiveness
(d) all of the above

Question. What influences the bank employees’ attitude on work culture?
(a) Educational qualification
(b) Ownership of bank
(c) Location of the branch
(d) All above

Question. Concept of MBO was first developed by
(a) Peter Drucker
(b) Douglas McGregor
(c) Henry Fayol
(d) Clayton P. Alderfer

Question. A number of scholars such as Colquitt et al. (2001) have shown that if an employee successfully pursues a grievance, there are tendencies for superiors to:
(a) Treat the employee more favourably and leniently in the future
(b) To resign from their jobs
(c) Avoid contact with the employee in the future
(d) Retaliate against the employee at the next opportunity

Question. The main barriers of communications are –
(a) Organisational + Semantic
(b) Personal + psychological + resistance to new ideas
(c) Both (a) and (b)
(d) Organisational / psychological

Question. A team is evaluated on features like –
(a) Co-operation / confrontation avoiding / common objectives
(b) Openness of view and unwritten procedure systems
(c) Regular review / appropriate leadership
(d) All above

Question. According to Turner and Robinson (1972) handling dissatisfactions quickly and at the lowest possible  managerial level has been shown to result in:
(a) Lower absenteeism
(b) Lower labour turnover
(c) A more cooperative employment relations climate
(d) Higher productivity

Question. Which of the following could be argued to be variants of the grievance procedure, which are used to handle special types of employee dissatisfaction?
(a) A grading appeals procedure
(b) An equal pay (for work of equal value. procedure
(c) A bullying and harassment procedure
(d) All of the above

Question. Advantages of grievances handling procedure –
(a) Management can know employees feelings
(b) Employee gets grievances ventilated
(c) Keeps a check on supervisor’s attitude
(d) Both (a) and (b)
(e) All above

Question. Torrington et al. (2002) argue that the use of grievance procedures in many organisations is rare because:
(a) There is overwhelming evidence that most employers treat their employees fairly and justly
(b) Employees have a lack of confidence in their trade unions to represent them effectively
(c) Few people would wish to risk antagonising their superior by questioning his or her judgement
(d) Most employees would rather use an external body such as the Citizens Advice Bureau to take up a complaint

Question. Industrial action generally does not include
(a) Strike
(b) Lock-out
(c) Demonstration
(d) Bandh

Question. How the conflicts within employers and employees can be settled or prevented?
(a) Voluntary method
(b) Government Machinery
(c) Statutory Measures
(d) All above

Question. What is the role of the trade-union in collective bargaining?
(a) To protect jobs and real earnings
(b) Better conditions of work life for workers
(c) Fighting against any possible, exploitations
(d) All above

Question. The objectives of workers’ participation in management do not ordinarily include
(a) Promotion of collective bargaining
(b) Promotion of industrial harmony
(c) Promotion of industrial democracy
(d) Promotion of productivity

Question. Lockout is a weapon available to –
(a) Employees
(b) Trade Unions
(c) Employers
(d) Government

Question. Human needs have been divided into five categorises under need hierarchy theory. Who invented this theory?
(a) McClelland
(b) John Atkinson
(c) Maslow
(d) Herzberg

Question. Which is a form of participative management?
(a) Information-sharing
(b) Associative participation
(c) Consultative participation
(d) All of the above

Question. Collective bargaining is a procedure regulated by agreements between their –
(a) Bargaining agents and employers
(b) Employees and employees
(c) Employers and employers
(d) Labour officer and Trade unions

Question. A punishment philosophy with respect to the use of discipline:
(a) emphasises taking retribution against an employee for having transgressed an organisational rule
(b) Uses disciplinary action to provide an unpleasant consequence after a rule transgression to deter the employee from transgressing again
(c) Used discipline to show an employee that certain behaviour is unacceptable, with the aim that he or she will voluntarily adopt more acceptable patters of behaviour in the future
(d) Uses discipline to justify dismissing the employee

Question. Grievance redressal, discipline, collective bargaining are_______________ of HRM.
(a) Integration function
(b) Procurement function
(c) Development function
(d) behavioural function

Question. The word workers participation in management means –
(a) Sharing the decision making powers
(b) Sharing the decision making with lower results of the employees
(c) Sharing the day to day working with higher ranks of persons
(d) Sharing the financial decision making powers with representative of workers

Question. According to Briggs (1981) effectiveness in grievance handling exists where the procedure facilitates:
(a) Openness and honesty
(b) Conflict management and agreement clarification
(c) The ability to handle individual and collective disputes through the same procedure
(d) An easy movement (where necessary. to disciplinary procedures

Question. Phases of performance counselling are –
(a) Rapport building / employee should discover own SWOT / action plans, through brainstorming sessions
(b) Two way communication / employee be encouraged for their own performance appraisal
(c) Organisational objectives are integrated
(d) All above