Labor Relations
Final Test Solutions
Course Introduction
Labor Relations explores the dynamic interactions between employers, employees, and their representatives within the workplace. The course examines key concepts such as collective bargaining, labor unions, contract negotiation, dispute resolution, labor laws, and workplace rights. Students will analyze historical and contemporary case studies to understand the evolution of labor movements and the impact of legal and economic forces on labor-management relationships. Emphasis is placed on developing practical skills for managing labor relations in various organizational settings and understanding how globalization and technological changes influence modern labor practices.
Recommended Textbook
Human Resource Management 15th Edition by Robert L. Mathis
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16 Chapters
1604 Verified Questions
1604 Flashcards
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Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following is true about a Human Resource Information System?
A) It issoftware that allowed human resources to run its own reports and make changes without help from IT.
B) It issoftware that runs in a vendor's data center or on the Cloud and it allows self-service.
C) It issoftware that runs only on the Cloud and allows self-service.
D) It issoftware that did payroll, kept track of employees, and ran reports for human resource managers with support from IT.
Answer: D
Q2) List the seven categories of human resources functions.
Answer: The seven categories of human resources functions are:
(1) Strategy and Planning
(2) Employee and Labor Relations
(3) Risk Management and Worker Protection
(4) Rewards
(5) Talent Management
(6) Staffing
(7) Equal Employment Opportunity
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Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) "Percentage of employees with career plan" is an example of the development HR metric.
A)True
B)False
Answer: True
Q2) Big Cats is planning to acquire the Top Dogs company. Before the acquisition, which of the following should the HR manager perform?
A) Conducting due diligence
B) Retaining key talent
C) Optimizing workforce
D) Recognizing cultural differences
Answer: A
Q3) Short-range forecasts focus on the immediate HR needs of an organization.
A)True
B)False
Answer: True
Q4) Define severance benefits.
Answer: Severance benefits are temporary payments made to laid-off employees to ease the financial burden of unemployment.
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Chapter 3: Equal Employment Opportunity
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100 Flashcards
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Sample Questions
Q1) The Rehabilitation Act passed in 1973 applied only to_____.
A) federal contractors
B) state governments
C) labor unions
D) nonprofit organizations
Answer: A
Q2) When Jessie returned to work after a diagnosis of diabetes, her supervisor terminated her employment. Because the EEOC's final regulations excludediabetes from its approved list of disabilities, Jessie was not able to use it to argue against the termination of her employment.
A)True
B)False
Answer: False
Q3) The Equal Employment Opportunity Commission (EEOC) enforces employment laws in both private and public workplaces.
A)True
B)False
Answer: True
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Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) The _____ requires that organizations identify the essential job functions, which are the fundamental duties of a job.
A) Americans with Disabilities Act
B) Civil Rights Act
C) Fair Labor Standards Act
D) Disabilities Discrimination Act
Q2) The work sampling method of job analysis allows a job analyst to determine the content and pace of a typical workday through statistical sampling of certain actions rather than through continuous observation and timing of all actions.
A)True
B)False
Q3) A _____ is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished.
A) vertical team
B) special-purpose team
C) self-directed team
D) global team
Q4) Explain the various stages in the job analysis process.
Q5) Explain time flexibility-work scheduling.
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Chapter 5: Individual/Organization Relations and Retention
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Sample Questions
Q1) Employees who stay for a year are more likely to extend their employment and have greater retention beyond the first year.
A)True
B)False
Q2) Higher unemployment rates usually mean more dissatisfied employees in the workforce.
A)True
B)False
Q3) Hiring has little to do with retention.
A)True
B)False
Q4) _____ is defined as the percentage of employees at the beginning of a period who remain at the end.
A) Retention rate
B) Turnover rate
C) Absenteeism ratio
D) Productivity rate
Q5) Why do top performers choose to stay with the same company?
Q6) Define organizational commitment.
Q7) Describe three methods used to control absenteeism in organizations.
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Define the term employment brand.
Q2) Calculating the average time from contact to hire allows a firm to most accurately_____.
A) calculate the cost per hire
B) estimate the efficiency of recruiters
C) calculate the "float time" in the recruiting process
D) target the most time-efficient recruiting sources
Q3) How do professional employer organizations differ from employment agencies?
Q4) The percentage hired from a given group of candidates is termed_____.
A) the selection rate
B) the success base rate
C) the yield ratio
D) the acceptance rate
Q5) One advantage of leasing companies for employees is that_____.
A) employees canreceive betterbenefits than a small company can offer
B) employers can hire permanent employees
C) it reduces total payroll costs for the employers
D) it exempts employers following the OSHA regulations
Q6) Describe the nontraditional diverse labor pools.
Q7) Write a short note on Internet job boards.
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Chapter 7: Selecting Human Resources
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103 Flashcards
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Sample Questions
Q1) "Interviews are the most widely used, but the least valid selection method." Discuss this statement. What are some of the uses and problems associated with employment interviews?
Q2) Organizations can use honesty/integrity tests to communicate to applicants and employees alike that dishonesty will not be tolerated.
A)True
B)False
Q3) Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a major national bank. Jill was one of the top candidates when she was hired by the bank. Three months into her job, she feels that the individual bank customers are not valued, and that the bank engages in misleading advertising. This is an example of_____.
A) poor person/organization fit
B) a realistic job preview
C) negligent hiring
D) a snap judgment
Q4) What is the attraction-selection-attrition (ASA) theory?
Q5) Why are medical examinations required in the selection process?
Q6) In the context of selection and placement, what is meant by the term "mismatch"?
Page 9
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Chapter 8: Training Human Resources
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Sample Questions
Q1) For employers, one of the advantages of cross training employees is_____.
A) narrowed job jurisdictions
B) increased employee productivity without pay raises or bonuses
C) better union relations
D) employee development
Q2) The best way to determine if a change in performance resulted from training or from other factors is to use a control group combined with_____.
A) a pre-/post-measure
B) a method of measuring trainee skill levels before the training takes place
C) a process of comparing training results with results from similar training programs in other companies
D) a return-on-investments calculation
Q3) How can an organization determine if its training expenditures are cost effective?
Q4) Discuss the usefulness of cooperative training.
Q5) Evaluating training at the behavioral level means measuring the effect of training on job performance through observing job performance.
A)True
B)False
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Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) As companies become larger, the benefits of informal succession planning become greater.
A)True
B)False
Q2) Why do companies want to use automated talent management?
Q3) Job sequencing allows women to interrupt their careers for family considerations without having a negative impact on their ultimate advancement.
A)True
B)False
Q4) It is best for an organization to limit its intensive talent management efforts to its high-potential employees, to avoid resentment among the employees.
A)True
B)False
Q5) What does presupervisor training mean?
Q6) What isthe problem associated with focusing talent management efforts primarily on "high-potential" individuals while ignoring other employees?
Q7) How are ITM scorecards used?
Q8) Whatare "jobshifters" and what do they need from employers?
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) The administrative role of performance appraisals often creates stress for managers doing the appraisals and the employees being evaluated, because the rater is placed in the role of judge.
A)True
B)False
Q2) The use of _____ can cause rater error because the form might not accurately reflect the relative importance of certain job characteristics, and some factors might need to be added to the ratings for one employee, while others might need to be dropped.
A) graphic rating scales
B) comparative methods
C) narrative methods
D) category scaling methods
Q3) Define performance management. What should a performance management system do?
Q4) The _____ occurs when a rater gives all employees an average rating.
A) central tendency
B) leniency error
C) primacy effect
D) recency effect
Q5) Discuss supervisory rating of subordinates.
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) A _____ shows the relationship between job value as determined by job evaluation points and job value as determined by pay survey rates.
A) market grade
B) market band
C) market line
D) market scale
Q2) Which of the following statements is true of the expectancy theory?
A) This theory emphasizes the importance of finding valued rewards for the employee.
B) This theory of motivation was first introduced by John Stacey Adams in 1963.
C) This theory states that individuals judge fairness in compensation by comparing their inputs and outcomes against the inputs and outcomes of referent others.
D) This theory is applicable only to flat organizations with little or no formal structure.
Q3) Match-the-market strategy is also called third-quartile strategy.
A)True
B)False
Q4) Describe the various components of compensation.
Q5) Differentiate between exempt employees and nonexempt employees.
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13
Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Explain bonuses.
Q2) Describe the different types of work unit/team incentives.
Q3) A stock option plan gives employees the right to purchase an unlimited number of shares of company stock at a specified exercise price for a limited period of time.
A)True
B)False
Q4) _____ refer to the compensation given to an executive if he or she is forced to leave an organization.
A) Perquisites
B) Golden parachutes
C) Commissions
D) Short-term Incentives
Q5) Which of the following is an advantage of establishing employee stock ownership plans?
A) Employees are not dependant on the employers for their retirement benefits.
B) Firms can receive favorable tax treatment.
C) Firms have lesser control over organizational productivity.
D) The employees can purchase shares of company stock for an unlimited period of time.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Which of the following is one of the approaches taken by employers offering health care benefits to control and reduce their costs?
A) Decreasing deductibles and copayments
B) Decreasing high-deductible plans
C) Increasing employee contributions
D) Providing unlimited family coverage
Q2) The federal government mandates a minimum of two weeks severance pay for older employees who are asked to retire early.
A)True
B)False
Q3) According to the Patient Protection and Affordable Care Act, enrollment in health coverage is mandatory for every citizen.
A)True
B)False
Q4) Arexa, a toy manufacturing company allows its employees to select the benefits that they would like to attain from a list of options established by the company. What are such benefit plans called? What are the advantages and disadvantages of using such benefit plans?
Q5) Explain any three laws that affect the retirement plans of employees.
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Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) OSHA guidelines regarding pandemic diseases have special sections for firms in the medical services industry because of its higher vulnerability to diseases.
A)True
B)False
Q2) What workplace employee health issues do employers face?
Q3) Medium-sized companies have the highest reported rates of workplace injuries and illnesses.
A)True
B)False
Q4) Temporary workersare less willing to work in dangerous circumstances, and therefore they are less vulnerable tooccupational injuries and death.
A)True
B)False
Q5) Which of the following statements is true of the Americans with Disabilities Act?
A) Those addicted to legal prescription drugs are not considered disabled.
B) Recovering substance abusers are considered disabled.
C) Illegal drug users are considered disabled.
D) Addiction to alcohol is not considered a disability.
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Roger is hired by an international HR consulting firm as its outplacement counselor. Prior to receiving extensive training on the company's copyrighted techniques and programs, Roger is asked to agree in his employment contract that he will not work as a trainer for a rival outplacement company in a specified list of states for a period of one year, if he quits or is terminated. This best exemplifies the _____ clause.
A) nonpiracy
B) noncompete
C) nonsolicitation
D) unenforceable
Q2) Considering the reciprocal nature of rights and responsibilities, if an employee has the right to a safe working environment, then the employer has_____.
A) a duty to enforce the right only if it is mentioned in the employment contract
B) an obligation to improve working conditions so as to fulfill that right
C) the right to demand compliance to everything the company asks for
D) the right to terminate employees in case of workplace injuries
Q3) Explain the Drug-Free Workplace Act of 1988.
Q4) How do ombuds contribute to dispute resolution in organizations?
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) In most European countries, employee wages are set by government negotiations with employers rather than through collective bargaining between unions and management.
A)True
B)False
Q2) Gloria, an active member of a local union and an employee of Bargello Inc., is elected as the first-line representative of Bargello's unionized workers. She discusses the grievances of the employees with their supervisors and represents employees at the workplace. Gloria plays the role of an elected _____.
A) union leader
B) union officer
C) union steward
D) business agent
Q3) The most highly unionized part of the U.S. workforce is the_____.
A) agricultural sector
B) manufacturing sector
C) government sector
D) mining sector
Q4) Describe why employees want to unionize.
Q5) Explain why employers resist unions.
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