Industrial Relations
Final Test Solutions
Course Introduction
Industrial Relations explores the dynamic relationship between employers, employees, trade unions, and the government within the workplace. The course examines the historical development of industrial relations, collective bargaining processes, conflict resolution strategies, and the impact of labor laws on management and employee rights. Students will analyze case studies and contemporary issues such as labor disputes, the role of unions, negotiation techniques, workplace democracy, and the evolving nature of work in a globalized economy. Through this course, learners gain a comprehensive understanding of the factors that shape industrial harmony and conflict, equipping them with the knowledge and skills necessary to navigate and manage employment relations in various organizational contexts.
Recommended Textbook
Human Resource Management 14th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department.
A) line authority; staff authority
B) staff authority; line authority
C) functional authority; line authority
D) staff authority; implied authority
Answer: A
Q2) When managers use metrics to assess performance and then develop strategies for corrective action,they are performing the ________ function of the management process.
A) planning
B) leading
C) controlling
D) organizing
Answer: C
Q3) Human resource managers are generally staff managers.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Equal Opportunity and the Law
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Q1) The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.
A)True
B)False
Answer: False
Q2) Employers frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender rather than factors such as age or religion.
A)True
B)False
Answer: False
Q3) Which of the following requires equal pay for equal work regardless of sex?
A) Title VII of the 1964 Civil Rights Act
B) Equal Pay Act of 1963
C) Pay Discrimination in Employment Act of 1967
D) Civil Rights Act of 1991
Answer: B
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Chapter 3: Human Resource Management Strategy and Analysis
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Q1) MAX Computers manufactures affordable laptops and desktops at its factory in Arizona.MAX has experienced a moderate amount of financial success,but upper management wants the firm to grow at a faster rate and become a bigger player in the highly competitive computer market.The firm's greatest problems relate to its employees.Employee turnover is high-most employees at MAX leave within two years or less of being hired.In addition,the rate of productivity among employees is not as high as executives would like.The vice president of human resources is considering moving MAX towards a high-performance work system. Which of the following questions is most relevant to MAX's decision to move toward a high-performance work system?
A) How would the implementation of self-managing work teams affect employee morale and work standards at MAX?
B) How will qualitative performance measures address the needs of MAX employees in regards to the firm's benefits plan?
C) What roles should line managers, staff managers, and HR managers at MAX play in performance appraisals?
D) What economic and demographic trends in the U.S. are related to the employee turnover rate at MAX?
Answer: A
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Page 5
Chapter 4: Job Analysis and the Talent Management Process
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Q1) 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.
Q2) Which of the following indicates the division of work within a firm and the lines of authority and communication?
A) process chart
B) employee matrix
C) organization chart
D) corporate overview
Q3) The statistical analysis method for developing job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers.
A)True
B)False
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Page 6
Chapter 5: Personnel Planning and Recruiting
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Q1) Which of the following factors plays the greatest role in determining the best medium for a job advertisement?
A) skills needed for the job
B) job compensation and salary
C) time allowed to fill the position
D) graphics used in the advertisement
Q2) Which of the following is typically responsible for paying the fees charged by a private employment agency when an applicant is placed in a job?
A) employers
B) employees
C) state employment commissions
D) independent recruiters
Q3) According to most employment laws,employees of temporary staffing firms that are working in an employer's workplace are considered workers of both the temporary agency and the employer.
A)True
B)False
Q4) In a brief essay,explain how strategic planning relates to both Workforce planning and recruiting.
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Chapter 6: Employee Testing and Selection
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Q1) Carl recently participated in a selection test for a position at Northern Aeronautics.The test measured Carl's finger dexterity and reaction time,so it was most likely a ________ test.
A) motor ability
B) personality
C) cognitive
D) interest
Q2) According to state and federal laws,which of the following actions is NOT required of employers who check background information on applicants?
A) disclosing to the applicant that a credit report will be requested
B) certifying to the reporting agency of the employer's legal compliance
C) providing copies of reports to the applicant if adverse action is considered
D) providing a detailed rationale explaining the reason for any adverse action
Q3) ________ validation is considered the most dependable method of validating an employment test.
A) Applicable
B) Predictive
C) Concurrent
D) Statistical
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Page 8
Chapter 7: Interviewing Candidates
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Q1) An employer can most likely increase the reliability of a panel interview by
A) using an unstructured interview format
B) interviewing multiple candidates simultaneously
C) providing interviewers with scoring sheets and sample answers
D) requiring candidates to participate in work sampling techniques
Q2) Employers typically base decisions on false impressions and stereotypes when they fail to clarify in advance what traits and knowledge are necessary for a specific job.
A)True
B)False
Q3) Consider the question: "Can you provide an example of a specific instance where you provided leadership in a difficult situation?" What type of question is this?
A) background question
B) behavioral question
C) situational question
D) job knowledge question
Q4) In a brief essay,discuss the differences between structured situational interviews and nondirective interviews.
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Page 9
Chapter 8: Training and Developing Employees
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Q1) Which organizational development application involves methods like performance appraisals,reward systems,and diversity programs?
A) human process
B) strategic applications
C) technostructural
D) human resource management
Q2) Eric is in a group with five other management trainees at Coca-Cola.Eric's group is competing against other management trainees at the firm in a simulated marketplace.Each group must decide how much to spend on advertising and how many products to manufacture over the next three years.In which of the following activities is Eric most likely participating?
A) on-demand learning
B) apprenticeship training
C) management games
D) behavior modeling
Q3) Both action learning and management games require trainees to work in groups.In a brief essay,explain the similarities and differences between the two management development techniques.
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Chapter 9: Performance Management and Appraisal
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Q1) The best way to reduce the problem of central tendency in performance appraisals is to ________.
A) rank employees
B) use graphic rating scales
C) limit the number of appraisals
D) appraise personal characteristics
Q2) Job descriptions serve as the primary tool for developing performance standards because they already include specific job goals.
A)True
B)False
Q3) What are the four job-relevant dimensions that can be measured by the graphic-rating scale method of performance appraisal? What problems are associated with graphic-rating scales?
Q4) Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.
A)True
B)False
Q5) What are the essential steps of the performance appraisal process?
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Chapter 10: Employee Retention, Engagement, and Careers
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Q1) Dick's Sporting Goods is a sports and fitness retailer with over 300 stores in 34 states.After beginning as a small bait and tackle shop in 1948,Dick's has grown to become a leader in the sports and fitness retail industry.Many career opportunities are available in Dick's in areas as diverse as IT,product development,merchandising,and store management.Top management at Dick's realizes the importance of hiring and retaining quality employees.As a result,the firm has decided to implement policies,practices,and programs that support employees' career needs. Which of the following,if true,would best support the argument that the firm should institute a flexible career track program?
A) Executive positions at Dick's Sporting Goods are rewarded for a combination of seniority and competence.
B) Situational interviews are used at Dick's Sporting Goods to screen potential store managers.
C) Executive positions at Dick's Sporting Goods are predominantly held by men.
D) Over half of all Dick's Sporting Goods stores are run by female managers.
Q2) What is reality shock? What efforts can be taken by an employer to prevent reality shock?
Q3) In a brief essay,discuss the four decisions that affect a firm's promotion process.
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Chapter 11: Establishing Strategic Pay Plans
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Q1) Which of the following job evaluation methods is associated with almost every comparable worth lawsuit?
A) job classification method
B) job grading method
C) ranking method
D) point method
Q2) Trevor,a sales manager at IBM,recently learned that an IBM human resources manager with comparable responsibilities and spans of control earns a higher salary than Trevor.Which form of equity is of most concern to Trevor?
A) external
B) internal
C) distributive
D) individual
Q3) Which law makes it illegal to discriminate against any individual with respect to compensation because of race,color,religion,sex,or national origin?
A) Fair Labor Standards Act
B) Title VII of the Civil Rights Act
C) Equal Pay Act
D) Taft-Hartley Act
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Page 13
Chapter 12: Pay for Performance and Financial Incentives
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Q1) All merit raises become part of an employee's base salary.
A)True
B)False
Q2) Lump sum merit increases can be a more significant motivator than traditional merit pay because the amount seems greater when received all at once.
A)True
B)False
Q3) Most firms link employees' pay to performance because financial incentives are extremely successful at motivating employees to perform above required standards.
A)True
B)False
Q4) Which of the following is the primary advantage of piecework plans?
A) powerful incentive to workers
B) workers earn efficiency bonuses
C) firms save on overtime wages
D) entices independent contractors
Q5) In a brief essay,discuss the difference between annual bonuses for employees and gainsharing plans.
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Page 14
Chapter 13: Benefits and Services
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Q1) Providing employees with iPhones,laptops,or other tools they need to get their jobs done in any location is known as workplace flexibility.
A)True
B)False
Q2) Which of the following provides a fixed sum when employees reach a predetermined retirement age or can no longer work due to disability?
A) workers' compensation
B) Social Security
C) pension plan
D) group life insurance
Q3) Which of the following represents the largest proportion of all reported disabilities?
A) respiratory diseases
B) cardiovascular diseases
C) mental illness
D) cancer
Q4) What are the three types of benefits provided by Social Security?
Q5) What benefits are required by federal or state laws? What benefits are discretionary on the part of employers?
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Chapter 14: Ethics and Employee Rights and Discipline
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Q1) What is an ethics code? What methods do firms use to monitor employees and ensure their compliance with ethics codes?
Q2) The president of University National Bank in Palo Alto,California has his office on the main floor of the bank just off the lobby,and his door is always open unless he is in a private meeting.This represents a physical manifestation of the company's culture.
A)True
B)False
Q3) Dismissal based on insubordination is most appropriate if an employee ________.
A) steals the employer's property
B) fails to accomplish tasks despite diligence
C) shows an adverse attitude towards co-workers
D) criticizes the boss in public
Q4) Which of the following is the first step in FedEx's guaranteed fair treatment program?
A) officer complaint
B) management review
C) executive appeals review
D) EEO laws
Q5) 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) What are the five unfair employer labor practices that the Wagner Act deemed unfair and considered "statutory wrongs"?
Q2) Which of the following terms refers to a collective bargaining situation that occurs when the parties are not able to move further toward settlement?
A) impasse
B) picketing
C) arbitration
D) wildcat strike
Q3) The grievance procedure is a standardized process based on NLRB policies and fair labor practices.
A)True
B)False
Q4) Employers can replace strikers permanently unless the strike is based on unfair labor practices.
A)True
B)False
Q5) Weekly earnings of union members are much higher than those of nonunion workers.
A)True
B)False
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Chapter 16: Employee Safety and Health
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Q1) A safety program that identifies employee conduct that contributes to accidents and then trains workers to avoid such conduct is known as a ________ program.
A) strategic safety
B) behavior-based safety
C) positive reinforcement safety
D) employee participation-based safety
Q2) Which government agency enforces the standards set out in the Occupational Safety and Health Act?
A) Department of Health and Human Services
B) Department of Agriculture
C) Department of Commerce
D) Department of Labor
Q3) What steps can employers take to prevent the entry or spread of infectious diseases in the workplace?
Q4) Most employers do not deal with substance abuse until after a worker is hired.
A)True
B)False
Q5) What types of unsafe conditions are the primary focus of OSHA standards? How does OSHA enforce its standards?
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Chapter 17: Managing Global Human Resources
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Q1) In a polycentric corporation,the prevailing belief is that home country attitudes,management style,knowledge,and managers are superior to anything the host country might offer.
A)True
B)False
Q2) Which of the following terms refers to the process of assessing an employee's probable success in handling a foreign transfer?
A) skills placement testing
B) adaptability screening
C) management assessment
D) performance appraisal
Q3) Which of the following is NOT one of the main components of a global mind-set?
A) psychological capital
B) intellectual capital
C) language capital
D) social capital
Q4) The most significant HR challenge faced by international firms is the language barrier.
A)True
B)False
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Which of the following terms refers to interrelated components working together to collect,process,store,and disseminate information to support a firm's human resource management activities?
A) transaction-processing system
B) high-performance work system
C) human resource information system
D) electronic performance support system
Q2) Lynn Wallace owns a cleaning supply store and has 55 employees.Lynn needs to hire an accounts services manager.She wants a simple but formal method for screening applicants that is neither costly nor highly time consuming.Which of the following would be most appropriate for Lynn?
A) assessment center
B) situational judgment test
C) work sampling test
D) miniature job training
Q3) With an intranet-based HRIS,employees can access the benefits home page and find information about their firm's medical and dental plans.
A)True
B)False
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