Employee Relations
Midterm Exam
Course Introduction
Employee Relations explores the dynamic and strategic interactions between employers and employees within the workplace. The course delves into the principles, practices, and legal frameworks that govern the employment relationship, focusing on topics such as conflict resolution, communication, negotiation, and the role of unions and collective bargaining. Students will examine policies and procedures for managing workforce disputes, promoting positive work environments, and ensuring compliance with labor laws. Through case studies and practical exercises, learners will develop skills to cultivate productive working relationships and address workplace challenges effectively.
Recommended Textbook
Human Resource Management 10th Edition by Raymond Noe
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16 Chapters
1602 Verified Questions
1602 Flashcards
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Page 2
Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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100 Verified Questions
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Sample Questions
Q1) _____ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work.
A)The Six Sigma process
B)Total quality management
C)Quality control
D)The process decision program
E)The activity network
Answer: B
Q2) The three product lines of HR as a business are administrative services and transactions, business partner services, and strategic partner roles.
A)True
B)False
Answer: True
Q3) An HR dashboard is a series of indicators that are accessible to both managers and employees.
A)True
B)False
Answer: True
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Chapter 2: Strategic Human Resource Management
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Sample Questions
Q1) Strategic planning groups decide on a strategic direction during the strategy implementation phase.
A)True
B)False
Answer: False
Q2) Strategic choice describes the way an organization attempts to fulfill its mission and achieve its long-term goals.
A)True
B)False
Answer: True
Q3) Which of the following is true regarding the differentiation strategy?
A)Differentiation strategy cannot protect a company from price sensitivity.
B)Brand images play a negligible role in differentiation strategies.
C)Companies using the differentiation strategy have to build large-scale facilities.
D)Companies have to control their overhead costs to use the differentiation strategy.
E)Companies achieve above-average returns if they succeed in their differentiation strategy.
Answer: E
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Chapter 3: The Legal Environment: Equal Employment Opportunity
and Safety
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Sample Questions
Q1) Executive Order 11478 prohibits discrimination based on race, color, religion, sex, and national origin and applies only to federal contractors and subcontractors.
A)True
B)False
Answer: False
Q2) The Vocational Rehabilitation Act of 1973 is enforced by the _____.
A)Office of Federal Contract Compliance Programs
B)U.S. Department of Health
C)Equal Employment Opportunity Commission
D)U.S. Department of Commerce
E)Employment Standards Administration of the Department of Labor
Answer: E
Q3) A job qualification based on race, sex, religion, and so on, that an employer asserts is a necessary qualification for the job is known as a bona fide occupational qualification.
A)True
B)False
Answer: True
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Page 5
Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) Which of the following is likely to happen when a private equity group hires an efficiency expert?
A)Overburdening people by removing machines
B)Modifying production processes to support excess inventories
C)Increasing the number of employees involved in a particular task
D)Limiting procedures that streamline operations
E)Decreasing movements that create no value
Q2) Divisional structures tend to be more flexible and innovative because of:
A)their work-flow focus.
B)the preference employees have for centralized decision-making.
C)their proximity to a heterogeneous customer base.
D)the high level of centralization in the structure.
E)the tendency to ignore opportunities.
Q3) Due to their work-flow focus and proximity to a homogeneous consumer base, divisional structures tend to be less flexible and innovative.
A)True
B)False
Q4) Discuss the three activities performed as part of a work-flow analysis.
Q5) Discuss the standardized frameworks used to assess the nature of teams.
Q6) Describe how the "Job Characteristics Model" describes jobs.
Page 6
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) Which of the following is true of statistical forecasting methods that capture historic trends?
A)They are useful for predicting events in the labor market that have no historical precedent.
B)They are particularly useful in situations where there is no long, stable history.
C)They provide predictions that are much more precise than judgmental methods.
D)They remove the need for subjective judgments of experts.
E)They include variables like intuition and guesswork into economic decision making.
Q2) In the face of demographic pressures dealing with an aging workforce, many employers try to use _____ among their older workers through early retirement incentive programs.
A)paid leave
B)job rotation
C)work sharing
D)voluntary attrition
E)transfers
Q3) Discuss the employment-at-will policies and due process policies.
Q4) Explain forecasting and the different types of forecasting methods.
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Chapter 6: Selection and Placement
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Sample Questions
Q1) The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's:
A)reliability.
B)validity.
C)generalizability.
D)utility.
E)legality.
Q2) A measure can be valid without being reliable.
A)True
B)False
Q3) Explain assessment center. Where do they stand in terms of their criterion-related validity?
Q4) _____ assess main facets such as verbal comprehension, quantitative ability, and reasoning ability.
A)Cognitive ability tests
B)Thematic Apperception tests
C)Personality inventories
D)Raven' Progressive Matrices
E)Rorschach Inkblot tests
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Chapter 7: Training
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Sample Questions
Q1) Which of the following is true of distance learning?
A)Expenses in the form of travel costs are high.
B)Clarification of questions is dependent on on-site instructors.
C)The level of interaction between trainees and trainers is high.
D)Geographically dispersed audience cannot be reached.
E)It is more useful in cases where instructors can visit the trainees.
Q2) Establishing a mentoring process is part of the _____ component in an effective managing diversity program.
A)top management support
B)recruitment and hiring
C)identifying and developing talent
D)holding managers accountable
E)ensuring fair treatment
Q3) The _____ evaluation design is necessary if a manager wants to equate the effect of two training programs.
A)pretest only
B)pretest/posttest
C)pretest/posttest with comparison group
D)pretest only with comparison group
E)posttest only
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Chapter 8: Performance Management
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Sample Questions
Q1) Which of the following is true of peers as the source for performance information?
A)Peers have expert knowledge of job requirements and often have the most opportunity to observe the employee in day-to-day activities.
B)Peer evaluations give employees power over their managers, thus putting the manager in a difficult situation.
C)Peers are comfortable providing evaluations for both administrative and developmental purposes.
D)Peers have the ability to discard the fact that they may be friends with the ratee in order to provide an unbiased rating.
E)Peers give feedback that is strongly related to performance and to employee perceptions of the accuracy of the appraisal.
Q2) Validity refers to the consistency of a performance measure.
A)True
B)False
Q3) Discuss the ways a manager can improve the performance feedback process.
Q4) Managers are the most frequently used source of performance information. Explain this statement.
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Chapter 9: Employee Development
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Sample Questions
Q1) _____ involve lectures by business experts, adventure learning, and meetings with customers.
A)Personality tests
B)Action plans
C)Focus interviews
D)Formal education programs
E)Reality checks
Q2) "Boundaryless" means that careers may involve identifying more with a job or profession than with the present employer.
A)True
B)False
Q3) The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands is called _____.
A)development
B)formal training
C)job evaluation
D)knowledge management
E)job specification
Q4) Discuss the glass ceiling and its probable causes.
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Chapter 10: Employee Separation and Retention
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Sample Questions
Q1) Wrongful discharge suits can be filed as a civil rights infringement if the person discharged is a member of a protected group.
A)True
B)False
Q2) Whistle-blowers avoid taking issues to external constituencies and try to resolve them internally.
A)True
B)False
Q3) Which of the following determinants of procedural justice requires that the procedure is consistent with prevailing moral standards in terms of invasion of privacy or deception?
A)Bias suppression
B)Correctability
C)Representativeness
D)Ethicality
E)Consistency
Q4) What are the four stages through which an alternative dispute resolution proceeds?
Q5) Define job satisfaction and describe the three aspects of job satisfaction.
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Chapter 11: Pay Structure Decisions
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Sample Questions
Q1) The _____ is an index of the correspondence between actual and intended pay.
A)pay grade
B)pay midpoint
C)compa-ratio
D)range spread
E)pay range
Q2) Product market comparisons that focus on labor costs are likely to deserve greater weight when:
A)product demand is inelastic.
B)the supply of labor is elastic.
C)attracting and retaining qualified employees is difficult.
D)the costs of recruiting replacements are high.
E)labor costs represent a large share of total costs.
Q3) Explain the role of employee participation in compensation decision making.
Q4) For blue-collar jobs, particularly those covered by collective bargaining contracts, there may be a single rate of pay for all employees within the job.
A)True
B)False
Q5) Describe key jobs and nonkey jobs.
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Which of the following is an example of a behavior-oriented contract?
A)Stock option
B)Profit sharing
C)Commission
D)Merit pay
E)Revenue sharing
Q2) Which of the following is likely to occur when pay for performance with stronger incentive intensity is replaced with one having a weaker incentive pay?
A)Greater motivation for employees in sales, executives, and stock brokers
B)Motivation for high performers to stay with the organization and improve their efficiency
C)Greater chance for unintended, undesirable behavior driven by pay-linked incentives
D)Excessive risk-taking for greater premium and compensation
E)Competitors possibly winning over high performers with stronger incentive intensity
Q3) The flow of feedback tends to be multi-directional in merit pay programs.
A)True
B)False
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Chapter 13: Employee Benefits
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Sample Questions
Q1) Where employee contributions completely fund the disability insurance plan, there is no federal tax.
A)True
B)False
Q2) Which of the following is a characteristic of a health maintenance organization (HMO)?
A)Exclusion of outpatient care
B)Provision of benefits on a reimbursement basis
C)Payment of physicians on a flat salary basis
D)Payment of physicians on a fee-for-service basis
E)Physicians paid depending on the number of patients seen
Q3) The workers' compensation cost to an employer is based on the:
A)type of competition faced.
B)employer's profitability.
C)employee's profitability.
D)employer's experience rating.
E)employee's experience rating.
Q4) Discuss defined benefit and defined contribution plans.
Q5) What potential risks do employers run when they choose to offer a flexible benefit (cafeteria-style)plan?
15
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) The United States generally has more regulations and higher levels of union membership than the western European countries.
A)True
B)False
Q2) Which of the following is an example of an employer unfair labor practice?
A)Ken, the union representative, causes threats to employees of bodily injury.
B)Donna, a supervisor, pretends to spy on union meetings.
C)Bob, a union member, terminates an existing contract and strikes for a new one without informing the employer.
D)Ben, a worker, causes discharge of an employee who spoke out against a contract proposed by the union.
E)Genna, a nonunion employee, causes a member to include illegal provisions in a contract.
Q3) The National Labor Relations Board's (NLRB's)two major functions are to conduct and certify representation elections and prevent unfair labor practices.
A)True
B)False
Q4) Discuss the effects of union on productivity.
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Page 16
Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) When a company expands from having one facility in another country to having a number of facilities in different countries, it is transforming from a(n)_____.
A)domestic company to a global company
B)domestic company to an international company
C)international company to a multinational company
D)multinational company to an international company
E)global company to an international company
Q2) Which of the following is most likely a collectivist country?
A)United States
B)Great Britain
C)Netherlands
D)Colombia
E)France
Q3) Describe the three attributes of a transnational HRM system.
Q4) Cultures with weak uncertainty avoidance tend to be rather easygoing and flexible regarding different views.
A)True
B)False
Q5) Differentiate between global and multinational companies.
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Chapter 16: Strategically Managing the HRM Function
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Sample Questions
Q1) _____ systems provide employees with an equitable return for their investment of skills and effort.
A)Selection
B)Training and development
C)Performance management
D)Reward
E)Administrative
Q2) Which of the following is true of the audit approach?
A)It typically collects key indicators and customer satisfaction measures.
B)It primarily deals with the determination of the dollar value of a function.
C)It involves the use of statistics and finance, and hence is more demanding than the analytic approach.
D)It uses utility analysis to estimate the financial impact of employee behavior.
E)It focuses on the processes involved in the HRM functional areas rather than the outcomes.
Q3) Transactional HRM activities provide the greatest strategic value to a firm.
A)True
B)False
Q4) List the roles of a chief human resource officer (CHRO).
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