Labor Relations
Final Test Solutions
Course Introduction
Labor Relations explores the dynamic relationship between employers, employees, and unions within the workplace. The course examines the history and development of labor movements, collective bargaining processes, labor laws, dispute resolution mechanisms, and the role of labor unions in advocating for workers' rights. Students will analyze key legislation, legal cases, and contemporary issues affecting labor markets, while developing skills to navigate and manage labor relations in both unionized and non-unionized environments. Practical case studies and real-world scenarios are used to illustrate negotiation strategies, conflict resolution, and effective communication between stakeholders.
Recommended Textbook
Human Resource Management 14th Edition by Gary Dessler
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18 Chapters
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) Which function of the management process includes selecting employees,setting performance standards,and compensating employees?
A) organizing
B) planning
C) motivating
D) staffing
Answer: D
Q2) Which HR specialty involves preparing job descriptions?
A) compensation manager
B) EEO coordinator
C) job analyst
D) recruiter
Answer: C
Q3) Which term refers to using external vendors to perform HR jobs that were once handled by a firm internally?
A) freelancing
B) outsourcing
C) rightsizing
D) warehousing
Answer: B
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Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) Mental disabilities,such as depression and anxiety disorders,account for the greatest number of claims brought under the ADA.
A)True
B)False
Answer: True
Q2) Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?
A) gender
B) seniority
C) production quality
D) production quantity
Answer: A
Q3) If a business offers its employees disability coverage,then pregnancy and childbirth must be treated like any other disability and included in the plan as a covered condition.
A)True
B)False
Answer: True
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Chapter 3: Human Resource Management Strategy and Analysis
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Sample Questions
Q1) The basic steps in the management planning process include setting objectives,determining alternative courses of action,and evaluating which options are best.
A)True
B)False
Answer: True
Q2) According to the U.S.Department of Labor,high-performance work organizations include multi-skilled work teams,empowered front-line workers,and extensive training.
A)True
B)False
Answer: True
Q3) All of the following are commonly addressed in an HR audit EXCEPT ________.
A) exempt workers
B) job descriptions
C) accounting expenses
D) workers' compensation benefits
Answer: C
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Page 5
Chapter 4: Job Analysis and the Talent Management Process
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Sample Questions
Q1) British Petroleum implemented a competency-based skills matrix for its employees.As a result,employee training,appraisals,and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.
A)True
B)False
Q2) Job ________ means assigning workers additional same-level activities.
A) enrichment
B) assignment
C) enlargement
D) rotation
Q3) What time-saving options are available to a busy manager who needs to conduct a job analysis and write job descriptions? Explain your answer in a brief essay.
Q4) According to the ________,an individual must have the requisite skills,educational background,and experience to perform a job's essential functions.
A) DOL
B) ADA
C) FCC
D) SIC
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) Which of the following is NOT a tool used by firms to recruit outside candidates?
A) newspaper advertising
B) intranet job postings
C) employment agencies
D) online job boards
Q2) Which of the following enhances the security of a firm's database management system by specifying the type of information that a user can obtain?
A) search engine
B) access matrix
C) main server
D) intranet
Q3) Which of the following is a primary goal of college recruiters?
A) building relationships with college career centers
B) cutting future recruiting costs for the firm
C) developing a pool of temporary workers
D) attracting good candidates
Q4) What methods are used by both small and large firms to forecast the supply of inside candidates?
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Employers concerned about ethical and EEO violations may purchase employment tests that have been validated.
A)True
B)False
Q2) How can employers protect themselves against negligent hiring? How can employers protect themselves against defamation?
Q3) Concurrent validation is the most dependable way to validate a selection test.
A)True
B)False
Q4) According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.
A) informed consent regarding the use of test results
B) scores to be interpreted by qualified individuals
C) tests to be the only selection tools for a job
D) fairness of the test for all who take it
Q5) How would an employer benefit from using both personality tests and situational tests when screening job applicants?
Q6) What is test validity? How are selection tests validated?
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Chapter 7: Interviewing Candidates
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Sample Questions
Q1) When interviewing disabled people,interviewers tend to avoid directly addressing the disability,which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.
A)True
B)False
Q2) Which of the following statements is representative of what might be asked in a behavioral interview?
A) "Consider a time when you were faced with an angry client. What did you do to turn the situation around?"
B) "We are concerned with employee pilferage. As a manager here, how would you go about discouraging this behavior?"
C) "Employees in this division are frequently under a great deal of pressure. How do you think you would handle the stress of the position?"
D) "What would you do if a subordinate threatened to sue the company for discrimination?"
Q3) How do nonverbal behaviors and impression management affect an interview?
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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Sample Questions
Q1) Rebekah was hired soon after graduation and assigned to complete a management trainee program.She will move to various jobs each month for a nine-month period of time.Her employer is utilizing the ________ form of training.
A) job rotation
B) understudy
C) job expansion
D) informal learning
Q2) During the refreezing stage of Lewin's change process,managers are likely to use new appraisal systems and incentives as a way to reinforce desired behaviors.
A)True
B)False
Q3) What is the difference between a task analysis and a performance analysis? What is the purpose of each in regards to training?
Q4) The case study method is an on-the job management development technique that presents a manager with a written description of an organizational problem that needs to be diagnosed and solved.
A)True
B)False
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) When designing an actual appraisal method,the two basic considerations are
A) when to measure and what to measure
B) what to measure and who should measure
C) what to measure and how to measure
D) when to measure and how to measure
Q2) What are the guidelines that supervisors should follow to hold effective appraisals and minimize problems like bias and halo effects? How can rating committees improve the fairness of the appraisal process?
Q3) The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.
A) central tendency
B) leniency
C) strictness
D) halo effect
Q4) What is the first step of any performance appraisal?
A) giving feedback
B) setting work standards
C) making plans to provide training
D) assessing the employee's performance
Page 11
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) ________ is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.
A) Career management
B) Career development
C) Career planning
D) Performance management
Q2) Orion Enterprises wants to provide employees with a Web-based library of career development materials,as well as individual career coaches and career workshops.Which term best describes the program that Orion plans to offer?
A) career organization
B) vocational training
C) work sampling
D) career center
Q3) Matching individual strengths and weaknesses with occupational opportunities and threats is a key to the career planning process.
A)True
B)False
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) External equity refers to how fair the job's pay rate is,when compared to other jobs within the same company.
A)True
B)False
Q2) Most organizations use a market-pricing approach when determining compensation for professional employees such as engineers and scientists.
A)True
B)False
Q3) According to the FLSA,agricultural employees,live-in maids,and taxi drivers are always eligible for overtime pay.
A)True
B)False
Q4) ________ means collapsing salary grades and ranges into just a few wide levels,each of which contains a relatively wide range of jobs and salary levels.
A) Comparable worth
B) Job evaluation
C) Broad banding
D) Job grading
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) Annual bonus plans are long-term incentives,and stock options are short-term incentives.
A)True
B)False
Q2) Behavior modification is based on the idea that people will repeat behavior for which they are punished.
A)True
B)False
Q3) Employers are shifting away from piecework in many industries due to the incentive plan's poor reputation.
A)True
B)False
Q4) Which of the following is the most commonly used reward for motivating employees?
A) individual travel
B) recognition programs
C) training programs
D) variable pay
Q5) Explain the advantages and disadvantages of using piecework as a pay plan.
Q6) Explain the advantages of employee stock ownership plans.
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Chapter 13: Benefits and Services
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Sample Questions
Q1) Studies indicate that employee assistance programs most frequently provide help with personal mental health issues and family problems.
A)True
B)False
Q2) Which of the following terms refers to benefits for time not worked,such as unemployment insurance,vacation and holiday pay,and sick pay?
A) supplemental pay benefits
B) employee assistance
C) financial incentives
D) premium benefits
Q3) Curt works at a computer firm that is experiencing financial difficulties.In an attempt to save money and prevent layoffs,the firm is enforcing a temporary reduction in work hours for Curt's division.Curt now works 35 hours a week instead of 40.Which of the following most likely describes this situation?
A) flextime
B) job sharing
C) work sharing
D) compressed workweek
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Chapter 14: Ethics and Employee Rights and Discipline
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Sample Questions
Q1) According to surveys,which of the following is the primary cause of ethical compromises in the work place?
A) feeling peer pressure
B) meeting schedule pressures
C) advancing a boss' career interests
D) advancing personal career interests
Q2) Unfortunately,employers have no tools for measuring the ethics of an individual during the applicant screening process,so employers do not realize they have hired an unethical person until it is too late.
A)True
B)False
Q3) Carlos,a marketing manager at Devon Consulting,is attending an ethics training program at his workplace.During the training,Carlos is LEAST likely to learn how to ________.
A) identify ethical dilemmas
B) role play employee dismissals
C) use disciplinary practices ethically
D) use codes of conduct to resolve problems
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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Sample Questions
Q1) What is union security? Explain the five types of union security.
Q2) Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units.The company employs over 300 workers at its Alabama facility.None of the Hyper-Tech employees belong to a union; however,management believes that unionization is in the near future.A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards.Enough eligible employees have signed authorization cards to petition the NLRB for an election.Hyper-Tech's top executives are considering fighting the unionization efforts. Which of the following questions is LEAST relevant to the decision by Hyper-Tech to fight unionization efforts?
A) How many Hyper-Tech employees were hired within the last year?
B) What percentage of Hyper-Tech employees signed authorization cards?
C) What is the opinion of Hyper-Tech's shareholders and creditors regarding unionization?
D) What are the laws regarding what Hyper-Tech managers can and cannot do during a campaign?
Q3) What third-party interventions are available to handle an impasse during collective bargaining? Discuss each type of intervention in a brief essay.
Q4) What are the ways that an employer can lose an NLRB election?
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Chapter 16: Employee Safety and Health
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Sample Questions
Q1) New computers emit chemical fumes,which are linked to sick building syndrome symptoms like headaches and runny noses.
A)True
B)False
Q2) Tardiness and lying are early-stage behaviors that indicate a worker's possible alcoholism.
A)True
B)False
Q3) Many employers today are banning mandatory overtime due to the increased likelihood of a workplace accident caused by employee fatigue.
A)True
B)False
Q4) Safety training should be bilingual in situations where employees speak English as a second language or are not fluent in English.
A)True
B)False
Q5) What steps can employers take to prevent the entry or spread of infectious diseases in the workplace?
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Chapter 17: Managing Global Human Resources
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Sample Questions
Q1) Which of the following was determined by a study of six international firms that have successfully established global HR systems?
A) Firms should focus on expatriation and repatriation programs to ease the transition period for employees working abroad.
B) Firms should develop HR systems that are universally acceptable and that can be effectively implemented in any location.
C) Firms rely more heavily on expatriates than locals in foreign subsidiaries, so it is unnecessary to make changes to existing HR policies.
D) Firms with foreign subsidiaries should adhere to local customs regarding screening, hiring, and training applicants.
Q2) A formal repatriation program should do all of the following EXCEPT ________.
A) assist employees with relocation logistics
B) seek compensation and benefits on behalf of employees
C) help employees update their resumes and make career plans
D) reassure employees of the company's concern for their welfare
Q3) The most expensive approach to staffing is the polycentric staffing model.
A)True
B)False
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Chapter 18: Managing Human Resources in Entrepreneurial Firms
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Q1) Human resource outsourcers handle a firm's HR functions on an administrative level,so the client firm's employees are not added to the HROs payroll.
A)True
B)False
Q2) 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
Q3) Approximately what percentage of people working in the U.S.are employed by small businesses?
A) 10%
B) 25%
C) 50%
D) 75%
Q4) In a brief essay,discuss the Wonderlic Personnel Test,the Predictive Index,and work sampling methods for screening employees.What are the advantages and disadvantages of each for small businesses?
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