Industrial Relations
Pre-Test Questions
Course Introduction
Industrial Relations explores the dynamic relationship between employers, employees, and the institutions that regulate labor in the workplace. The course examines the history, theories, and practical aspects of labor relations, including collective bargaining, dispute resolution, labor laws, and the roles of unions and management. Students will gain insight into how workplace conflicts are managed, the impact of globalization on labor markets, and the ways government policies and regulations shape employment practices. Through case studies and real-world examples, the course provides a comprehensive understanding of how industrial relations impact productivity, job satisfaction, and organizational success.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
Available Study Resources on Quizplus
10 Chapters
720 Verified Questions
720 Flashcards
Source URL: https://quizplus.com/study-set/1309 Page 2
Chapter 1: An Introduction to Recruitment and Selection
Available Study Resources on Quizplus for this Chatper
69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/26071
Sample Questions
Q1) What can effective recruitment and selection practices do for an organization?
A) improve the knowledge, skills, and abilities of its employees
B) offer a limited impact on employee motivation
C) encourage expensive high performers to leave the organization
D) discourage poor performers from leaving an organization
Answer: A
Q2) Given that best practices in recruitment and selection are applied to an organization, which of the following results has NOT been supported with empirical studies?
A) establishing employee trust
B) increasing the firm's market price
C) reducing employee turnover
D) encouraging poor performers to leave
Answer: B
Q3) Recruitment refers to the choice of job candidates from a previously generated pool of candidates.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above.
Page 3
Chapter 2: Foundations of Recruitment and Selection I
Available Study Resources on Quizplus for this Chatper
63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26072
Sample Questions
Q1) Which employment test has been identified as being biased in favour of males?
A) Bennett Mechanical Comprehension test
B) Wonderlic Personnel test
C) Toronto Police Service physical abilities test
D) cognitive ability test
Answer: A
Q2) An employer's employment decisions must be rational and intuitive.
A)True
B)False
Answer: False
Q3) Employers must know the legal and professional standards in order to increase the likelihood that their selection processes are compliant.
A)True
B)False
Answer: True
Q4) The reliability coefficient is the degree that true scores correlate with one another.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above. Page 4
Chapter 3: Foundations of Recruitment and Selection II
Available Study Resources on Quizplus for this Chatper
74 Verified Questions
74 Flashcards
Source URL: https://quizplus.com/quiz/26073
Sample Questions
Q1) Which of the following is a prohibited ground of discrimination?
A) education
B) tattoos
C) weight
D) colour
Answer: D
Q2) Which of the following is an example of indirect discrimination?
A) an unsubstantiated requirement for local market experience
B) a requirement that an attendant in a women's locker room must be female
C) a minimum score on certain employment tests
D) a minimum height or weight requirement for police forces
Answer: A
Q3) In an employment interview, it is acceptable (legal) to ask candidates if they are prepared to travel or be transferred if those are requirements of the job.
A)True
B)False
Answer: True
To view all questions and flashcards with answers, click on the resource link above. Page 5
Chapter 4: Job Analysis and Competency Models
Available Study Resources on Quizplus for this Chatper
92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/26074
Sample Questions
Q1) Which of the following is a drawback of the Position Analysis Questionnaire?
A) It requires a trained job analyst.
B) It applies to a limited number of positions.
C) It is easy for job incumbents to fake.
D) It is relatively expensive to use.
Q2) Which of the following is NOT typically characterized as job context?
A) education
B) work schedules
C) organizational culture
D) non-financial incentives
Q3) What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a job, and includes 195 items and job elements organized into six dimensions?
A) Common-Metric Questionnaire
B) Work Profiling System
C) Position Analysis Questionnaire
D) Functional Job Analysis
Q4) What is the difference between a job description and a job specification? What are KSAOs?
Q5) Describe one job analysis method.
6
To view all questions and flashcards with answers, click on the resource link above.
Chapter 5: Recruitment, Selection, and Job Performance
Available Study Resources on Quizplus for this Chatper
64 Verified Questions
64 Flashcards
Source URL: https://quizplus.com/quiz/26075
Sample Questions
Q1) Which of the following best defines job criteria?
A) organizational processes used to improve employee and organizational performance in the workplace
B) measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C) organizational processes that evaluate employee job performance
D) a means to reinforce an organization's core values in addition to identifying performance differences among employees
Q2) Contextual performance is closely related to organizational citizenship behaviour.
A)True
B)False
Q3) Reliability is the degree to which the criterion measure captures behaviours or competencies that constitute job performance.
A)True
B)False
Q4) What is contextual performance? Briefly describe two categories of contextual performance.
To view all questions and flashcards with answers, click on the resource link above.
7
Chapter 6: Recruitment
Available Study Resources on Quizplus for this Chatper
68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/26076
Sample Questions
Q1) What type of measures used to evaluate recruiting methods includes turnover and absenteeism?
A) attitudinal
B) performance
C) behavioural
D) subjective
Q2) Refer to Scenario 6-2. Which work alternatives may help BCH recruit and retain both its senior and younger new nurses?
A) part-time positions
B) contract positions
C) temporary work
D) family-friendly practices
Q3) What is the primary advantage of Internet recruiting?
A) availability to candidates with technology access and know-how
B) reaching a large applicant pool at minimal cost
C) fewer concerns about confidentiality
D) receiving a large number of résumés
Q4) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 8
Chapter 7: Selection I: Applicant Screening
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26077
Sample Questions
Q1) Job applicants have to be screened with great care. Explain.
Q2) Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision. The applicant accepted a position with a competing organization and developed a new, leading-edge software, taking away substantial market share from Scribe Engineering. What is this error called?
A) a false positive
B) a false negative
C) a positive error
D) a negative error
Q3) Which method determines if an applicant is most qualified for the job?
A) employment testing and employment interview
B) résumé and screening interview
C) reference checks and employment testing
D) weighted application blank and employment testing
Q4) Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 9
Chapter 8: Selection II: Testing and Other Assessments
Available Study Resources on Quizplus for this Chatper
87 Verified Questions
87 Flashcards
Source URL: https://quizplus.com/quiz/26078
Sample Questions
Q1) Refer to Scenario 8-1. Which ethical issue is particularly relevant to drug-testing methods?
A) privacy
B) discrimination
C) addiction
D) costs
Q2) Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.
A)True
B)False
Q3) According to the textbook, which of the following is NOT considered a cognitive ability test?
A) California Cognitive Inventory
B) Wonderlic Personnel Test
C) Otis-Lennon Mental Ability Test
D) Wechsler Adult Intelligence Scale
Q4) The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.
Page 10
To view all questions and flashcards with answers, click on the resource link above.
Chapter 9: Selection III: Interviewing
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26079
Sample Questions
Q1) Which of the following defines how applicants attempt to create a favourable impression of themselves by monitoring interviewer reactions and responding accordingly?
A) creating a false impression
B) impression management
C) organizational fit
D) telling interviewers what they want to hear
Q2) Interviews are best suited to the assessment of noncognitive attributes such as interpersonal relations or social skills, initiative, conscientiousness, dependability, perseverance, teamwork, leadership.
A)True
B)False
Q3) What are some of the future issues that will continue to be researched in the area of employment interviewing in Canada?
Q4) Which of the following is NOT a structured employment interview ?
A) behavioural
B) experience-based
C) situational
D) sequential
To view all questions and flashcards with answers, click on the resource link above. Page 11
Chapter 10: Decision Making
Available Study Resources on Quizplus for this Chatper
63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26080
Sample Questions
Q1) What are two common types of errors made in selection decision making?
Q2) Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria?
A) the pure judgment approach
B) the trait rating approach
C) the profile interpretation approach
D) the judgmental composite approach
Q3) Which concept refers to the proportion of applicants who are hired for one or more positions?
A) yield ratio
B) applicant ratio
C) selection ratio
D) employment ratio
Q4) Many employers believe they have a knack for making good selection decisions. Comment, defining the impact of implicit theories on the selection process.
Q5) Describe three selection decision-making models. What are the advantages of each?
Q6) What are some of the constraints facing managers during the selection process?
Page 12
To view all questions and flashcards with answers, click on the resource link above.