Industrial and Labor Relations
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Course Introduction
Industrial and Labor Relations examines the dynamic relationship between employers, employees, trade unions, and government within the workplace. The course delves into the history, theories, and practical aspects of labor-management relations, exploring topics such as collective bargaining, labor law, dispute resolution, and workplace negotiation strategies. Students will analyze labor movements, evaluate the impact of globalization and technology on work, and assess the role of industrial relations in promoting fair employment practices. Through case studies and real-world examples, the course prepares students to understand and navigate the complex social, economic, and legal dimensions of work in both unionized and non-union environments.
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Human Resource Management 14th Edition by Gary Dessler
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Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) The SHRM Human Resource Certification exams include testing on management practices,staffing,development,compensation,labor relations,and health and safety.
A)True
B)False
Answer: True
Q2) Which of the following best describes a nontraditional worker?
A) workers near retirement age
B) ethnically diverse workers
C) workers with multiple jobs
D) service-based workers
Answer: C
Q3) Which of the following human resource management specialties calls for collecting data to write job descriptions?
A) job analyst
B) job training specialist
C) compensation manager
D) EEO coordinator
Answer: A
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Chapter 2: Equal Opportunity and the Law
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Q1) Paul is a 49-year-old American of Anglo-Saxon descent.What legislation is most likely intended to protect Paul from discrimination?
A) Executive Order 11375
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Age Discrimination in Employment Act of 1967
Answer: D
Q2) All of the following recruitment practices are potentially discriminatory EXCEPT
A) spreading information about job openings through word-of-mouth among a firm's predominantly Hispanic workforce
B) providing misleading information to Asian and Indian job applicants
C) posting help wanted ads that specify young, male applicants
D) posting job advertisements only in local newspapers
Answer: D
Q3) Being disabled qualifies an individual for a job.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Q1) A diversification corporate strategy implies that a firm will ________.
A) expand by adding new product lines
B) reduce the company's size to increase market share
C) save money by producing its own raw materials
D) increase profits by offering one popular product
Answer: A
Q2) ________ is a process involving setting objectives,making forecasts,reviewing alternative courses of action,evaluating options and implementing the plan.
A) Managerial planning
B) Financial auditing
C) Employee testing
D) Employee benchmarking
Answer: A
Q3) Benchmarking indicates the extent to which a firm's HR practices are helping to accomplish long-term strategic goals.
A)True
B)False
Answer: False
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Chapter 4: Job Analysis and the Talent Management Process
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Q1) Which of the following is identified by the FLSA status section of a job description?
A) whether the employer is a non-profit organization
B) whether a job is exempt or nonexempt
C) whether the employer is a private or public firm
D) whether a job requires a college degree
Q2) Which of the following guidelines is most likely recommended to managers conducting a job analysis?
A) Use one tool for gathering information to maintain the validity of the final results.
B) Rely on the human resource manager to complete questionnaires and verify data.
C) Conduct group interviews without supervisors present to ensure accuracy.
D) Ensure that the questions and the process are clarified to employees.
Q3) ABC Widgets,Inc.wants to develop a high-performance work system,so its HR department should most likely develop traditional job descriptions rather than competency-based job descriptions.
A)True
B)False
Q4) What is the difference between job enlargement,job rotation,and job enrichment?
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Chapter 5: Personnel Planning and Recruiting
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Q1) ________ are special employment agencies retained by employers to seek out top management talent for their clients.
A) State-run employment agencies
B) Private employment agencies
C) Temporary agencies
D) Executive recruiters
Q2) An employer will most likely use a private employment agency in order to ________.
A) receive assistance writing job ads
B) adhere to federal hiring practices
C) fill a specific job opening quickly
D) spend more time recruiting applicants
Q3) A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs.
A) job analysis
B) organization chart
C) marketing plan
D) strategic business plan
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Various federal and state laws govern how employers acquire and use applicants' and employees' background information.What four steps are necessary in order for an employer to be in compliance with these laws?
Q2) Managers cannot be sued for defamation when giving bad references because only employers are held responsible by state and federal courts.
A)True
B)False
Q3) A test battery is based on a combination of several tests that can then measure an array of predictors.
A)True
B)False
Q4) Demonstrating the content validity of a test can be best accomplished by showing that ________.
A) tasks performed on the test are general enough to apply to any type of job
B) higher test scores are statistically equivalent to proven, long-term job success
C) conditions under which the test is administered resemble the work situation
D) scores on the test are both internally and externally reliable
Q5) What is test validity? How are selection tests validated?
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Chapter 7: Interviewing Candidates
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Q1) Which question below is an example of a behavioral question?
A) "Can you tell me about a time when you solved a really difficult problem?"
B) "What is your attitude about working with a sales team instead of independently?"
C) "What factors do you consider before underwriting an insurance policy for a new client?"
D) "What are your long-term goals and aspirations as a social worker?"
Q2) The primary advantage of computer-aided interviews is the ability to ________.
A) identify personality traits appropriate for the industry
B) reduce time spent with unacceptable candidates
C) ask follow-up questions due to system flexibility
D) form benchmarks for current firm employees
Q3) Which of the following characteristics of an interview would most likely raise concerns about interview discrimination?
A) job-related questions
B) multiple interviewers
C) subjective interview questions
D) standardized interview administration
Q4) What three ways can selection interviews be classified? How does each classification affect an interview?
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Chapter 8: Training and Developing Employees
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Q1) Which of the following is the primary advantage of lecturing as a method of training?
A) motivational for employees
B) effective for informal learning
C) appropriate for large groups
D) requires limited preparation
Q2) According to Kurt Lewin,in order for organizational change to occur,which stage must occur first?
A) unfreezing
B) moving
C) refreezing
D) freezing
Q3) Apprenticeship training is a step-by-step self-learning method which uses a textbook,computer,or the Internet.
A)True
B)False
Q4) What is meant by the idea of organizational change? How does organizational development facilitate organizational change?
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Chapter 9: Performance Management and Appraisal
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Q1) Peer appraisals have been shown to have a negative effect on task motivation,cohesion,and job satisfaction,so most organizations no longer use them.
A)True
B)False
Q2) Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?
A) behaviorally anchored rating scale
B) management by objective
C) mixed standard scales
D) forced distribution
Q3) The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.
A) keep critical incident logs
B) require multiple appraisals
C) impose a performance distribution
D) reconsider the timing of the appraisal
Q4) What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?
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Chapter 10: Employee Retention, Engagement, and Careers
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Q1) You have been assigned to coach an employee who is struggling with work assignments.Which of the following steps should you most likely complete first?
A) reach agreement with the employee on a plan
B) ask the employee open-ended questions
C) offer ideas and advice to the employee
D) observe the employee on the job
Q2) According to research,the turnover rate is relatively the same across all industries in the U.S.
A)True
B)False
Q3) Matching individual strengths and weaknesses with occupational opportunities and threats is a key to the career planning process.
A)True
B)False
Q4) The process of advising,counseling,and guiding employees is known as ________. A) coaching
B) appraising
C) assessing
D) mentoring
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) In most cases,the majority of the voting members on a job evaluation committee are
A) managers
B) employees
C) HR specialists
D) union representatives
Q2) In most cases,which of the following occupations is NOT exempt from the overtime provisions of the Fair Labor Standards Act?
A) physicians
B) engineers
C) paralegals
D) teachers
Q3) Because the minimum wage is set by the Fair Labor Standards Act,there is no variation from state to state in the minimum wage paid to hourly workers.
A)True
B)False
Q4) In a brief essay,compare and contrast the use of pay ranges with broadbanding.
Q5) Explain the equity theory of motivation.What are the four forms of equity?
Q6) What are the five main elements of a competency-based pay plan?
Page 13
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) Which profit-sharing plan provides tax advantages for employees by postponing income taxes,often until the employee retires?
A) cash plan
B) Lincoln incentive system
C) deferred profit-sharing plan
D) employee stock ownership plan
Q2) Robert Katz popularized the use of financial incentives for workers whose production exceeds some predetermined standard.
A)True
B)False
Q3) If an employee earns an incentive in the form of a prize or cash award,the value of the award is not included when calculating the employee's overtime pay.
A)True
B)False
Q4) According to Herzberg's theory,a manager would be able to motivate an employee with challenging tasks.
A)True
B)False
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Chapter 13: Benefits and Services
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Q1) What are the three types of benefits provided by Social Security?
Q2) Orion is a business software firm based in Atlanta that employs over 400 people.Orion has traditionally provided legislatively required benefits for its employees including Social Security,workers' compensation,and unemployment insurance.In addition,Orion offers employees health and dental insurance.Orion employees work Monday through Friday on a 9 to 5 schedule.Orion's top executives are considering the idea of adding a flexible benefits plan and implementing a flexible work schedule. Which of the following,if true,undermines the argument that Orion should offer its employees a cafeteria plan?
A) A survey of Orion employees indicates that the majority of employees are very satisfied with the firm's current benefit offerings.
B) Orion experiences very few workers' compensation claims each year as compared to similarly sized businesses in the Atlanta area.
C) Orion employee surveys indicate that most employees are interested in either 401(k) plans or Roth IRAs as methods of saving for retirement.
D) Orion uses an employee leasing firm to handle recruiting, hiring, and benefits administration.
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Chapter 14: Ethics and Employee Rights and Discipline
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Q1) When a court determines that an employee handbook implies an employment contract,the ________ doctrine is no longer being used.
A) good faith exception
B) statutory exception
C) termination-at-will
D) public policy exception
Q2) Tracy is frequently absent from work and almost always late,so her manager has decided to fire her.Which of the following grounds for dismissal will her manager most likely use?
A) misconduct
B) insubordination
C) unsatisfactory performance
D) lack of qualifications for the job
Q3) With a system of progressive penalties,the severity of the penalty depends on the offense and the employee's seniority level.
A)True
B)False
Q4) What can you do as an HR manager to ensure that you hire ethical employees?
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) A strike that results from a failure to agree on the terms of a contract,such as wages and benefits,is known as a(n)________ strike.
A) wildcat
B) economic
C) sympathy
D) unfair labor practices
Q2) Costco is primarily known as "the anti-Walmart" because the firm ________.
A) negotiates contracts with unions
B) pays above the minimum wage
C) offers employees health benefits
D) refuses to accept union contracts
Q3) Employers can replace strikers permanently unless the strike is based on unfair labor practices.
A)True
B)False
Q4) Which type of union security was outlawed by Congress?
A) agency shop
B) closed shop
C) union shop
D) maintenance of membership
Page 17
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Chapter 16: Employee Safety and Health
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Q1) Which term refers to systematically identifying and eliminating workplace dangers by focusing on the relationship between the worker,the task,the tools,and the work environment?
A) occupational safety program
B) job hazard analysis
C) operational safety review
D) risk management
Q2) What are the three basic causes of workplace accidents? What is the role of OSHA in regards to workplace accidents?
Q3) Under the Americans with Disabilities Act,it is unlawful to inquire about an applicant's workers' compensation injuries and claims.
A)True
B)False
Q4) Which of the following is one of the earliest indicators of an employee's possible alcoholism?
A) mood swings
B) forgetfulness
C) missed deadlines
D) personal neglect
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Chapter 17: Managing Global Human Resources
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Q1) In January 2009,Walmart acquired a controlling interest in Chile's leading food retailer.Since then,Walmart has opened the first environmentally friendly supermarket in Chile that uses energy efficient technology throughout the store.Walmart is planning to open additional stores in Chile over the next five years.Walmart's top executives are considering the idea of transferring U.S.managers to Chile to oversee the construction and establishment of the new stores. Which of the following,if true,undermines the argument of using expatriates to establish the new Walmart stores in Chile?
A) Adaptability screening tests indicate that three potential candidates are bilingual and travel overseas frequently.
B) Walmart offers overseas candidates extensive training on cultural differences and adaptation skills.
C) The most qualified Walmart managers have no foreign travel experience and do not speak Spanish.
D) A balance sheet approach is used by Walmart, but workers do not receive hardship allowances for moving to Chile.
Q2) What are the HR challenges of conducting business on a global scale? How can firms effectively implement global HR management programs?
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Page 19
Chapter 18: Managing Human Resources in Entrepreneurial Firms
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Q1) Training programs at most small firms can best be described as ________.
A) systematic
B) nonexistent
C) expensive
D) informal
Q2) According to the text,what are the three tools that small businesses can use to improve their HR management practices?
A) informality, adaptability, and reliability
B) flexibility, familiarity, and informality
C) creativity, flexibility, and adaptability
D) familiarity, formality, and flexibility
Q3) Small businesses frequently use PEOs because they lack dedicated HR managers.
A)True
B)False
Q4) In addition to offering employers courses in writing job descriptions and interviewing job candidates,the Small Business Administration also offers free job postings for small business owners looking for qualified applicants.
A)True
B)False
Page 20
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