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Test Strategies for Addressing Workplace Violence from the HR perspective
Agenda
1st QUESTION: How should HR act when a case of violence breaks out?
As an impartial judge
As a rapid response team
As a passive observer
As an advocate for the boss
2nd QUESTION: What is the purpose of communication transparency during the crisis?
Curb gossip and de-escalate environmental tension
Expose the culprit
Scare employees
Hiding the truth
3rd QUESTION: What difficult task remains once the disciplinary case has been resolved?
Celebrate success
Forget what happened
Find new employees
Healing the team and restoring the broken social fabric
4th QUESTION: What should be managed if the aggressor was fired?
The farewell party
Salary savings
Grieving or uncertainty of the remaining team
Immediate hiring
QUESTION 5: How long does the post-conflict follow-up or monitoring period usually last?
1 week
6 to 12 months
1 month
5 years
6th QUESTION: What should be verified in long-term monitoring?
If hostile behavior ceased and plans were carried out
Whether the company made money
If the coffee is good
If people arrive early
7th QUESTION: How should the closed case be used for the future of the company?
To file
To forget
To fire more people
As a lesson learned to adjust preventive policies
8th QUESTION: What is the ultimate goal of reconstruction strategies?
To look for culprits
To increase sales
Rebuild a psychologically safe environment
To reduce personnel
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