Human Resource Management
Exam Answer Key
Course Introduction
Human Resource Management explores the strategies, policies, and practices organizations use to manage people effectively and ethically in the workplace. The course covers essential topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and legal compliance. Emphasizing the role of HR in supporting organizational goals, students learn how to build a positive work environment, foster diversity and inclusion, and enhance employee engagement and productivity. Through case studies, real-world examples, and interactive activities, the course equips students with practical skills and critical perspectives needed to address contemporary challenges in the dynamic field of human resource management.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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13 Chapters
712 Verified Questions
712 Flashcards
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Page 2
Chapter 1: An Introduction to Industrial Relations in Canada
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Sample Questions
Q1) Unions emerged in response to working conditions that are almost unknown today, at least in most industrialized countries.
A)True
B)False
Answer: True
Q2) Up until the mid-1920s, which level of government in Canada had responsibility for industrial relations?
A) Municipal
B) Provincial
C) Federal
D) All of the above
Answer: C
Q3) Another workplace management term is sometimes incorrectly interchanged with "industrial relations"?
A) Labour relations
B) Human Relations
C) Human Resource Management
D) Personnel Management
Answer: C
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Page 3
Chapter 2: Theories of Industrial Relations
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Q1) Describe the process of "deskilling" as defined by Harry Braverman.
Answer: Deskilling occurs where work is specialized or subdivided to such a degree that dependence on highly skilled labour is reduced or eliminated. This means that management can use unskilled and semi-skilled workers who are in greater supply and can be paid less.
Q2) According to the Webbs, what was the primary reason for the emergence of unions?
A) The need to improve working conditions
B) The separation between capital and labour
C) Dissatisfaction with capitalism
D) The increasing cost of living
Answer: B
Q3) Robert Hoxie believed that unions could serve more than one of the four basic functional types of unionism concurrently and that they could move from one form of unionism to another as needed.
A)True
B)False
Answer: True
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4
Chapter 3: History of the Canadian Union Movement
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Sample Questions
Q1) One of the strategies used to stop the growth of unions was the use of criminal conspiracy charges.
A)True
B)False
Answer: True
Q2) What was the first union to bring to Canada the notion of lobbying for changes to benefit all workers?
A) The Trades and Labour Congress
B) The Canadian Labour Union
C) The Canadian Congress of Labour
D) None of the above
Answer: A
Q3) Canada's reliance on international trade makes the country less susceptible to the influence of external events than a country less dependant on external trade relationships.
A)True
B)False
Answer: False
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5
Chapter 4: The Structure of Canadian Unions
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Sample Questions
Q1) Historically low levels of member participation indicate all but which of the following?
A) Members are happy with the direction taken on issues
B) Members do not need to attend ratification votes
C) Unions function better when few members control it
D) Members are satisfied
Q2) What does union structure seek to ensure?
A) It remains politically active
B) It is financially viable
C) It is directed by the wishes of its membership
D) It is democratically constituted
Q3) Members of a local union pay a percentage of their salary as their monthly membership dues.
A)True B)False
Q4) Name the individual paid to assist in union operations and briefly describe their responsibilities.
Q5) The regional union is considered the cornerstone of union structure. A)True B)False
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Chapter 5: The Organizing Campaign
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Q1) The question of who is an employee is important in determining who should be included in the bargaining unit. Which of the following makes the employment relationship of today more variable than in the past?
A) Today's marketplace is characterized by job security
B) Contract work
C) Benefits plans exist for everyone
D) Independent work directed by the employer
Q2) Which of the following is not one of the difficulties in dealing with a bargaining unit that is too large?
A) Communicating with the entire membership
B) Achieving consensus on issues
C) Collecting union dues
D) Having to address a wider range of issues because there are more individual concerns
Q3) Generally workers on construction sites must be organized and certified on each site.
A)True
B)False
Q4) What is a sweetheart agreement?
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Chapter 6: Establishing Union Recognition
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Q1) The legal effect of a union or employer successfully applying for decertification is what?
A) The employer goes out of business
B) The end of the union/employer relationship
C) The union has a "successorship" application in mind
D) The employees must conclude employment contracts on their own
Q2) Discuss 'time bars' and why they are significant to the Certification process. (154)
Q3) The representation vote is conducted by
A) A show of hands
B) Secret ballot
C) Mail in vote
D) Only those in attendance can vote
Q4) Labour boards have wide powers to issue remedial orders in cases of alleged unfair labour practices, including the issuance of cease and desist orders.
A)True
B)False
Q5) Who may initiate a raid in the context of a union certification?
Q6) In the context of a union certification, what is a raid?
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Chapter 7: Defining and Commencing Collective Bargaining
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Q1) Unions usually expel members only as a last resort when?
A) A member continues to file complaints against the union
B) The impact of the member's employment affects the union's reputation
C) The employer dismisses the expelled employee from his/her employment
D) Other disciplinary measures have failed.
Q2) Explain why Mount Allison University has had what they characterize as successful collective bargaining sessions in 2010 and 2013?
Q3) The Rand formula requires that all employees covered by the certification order pay union dues, even if they do not wish to be members of a union.
A)True
B)False
Q4) Which of the following is an example of the subjective criteria that will be used to assess a bad faith complaint?
A) Ethical or moral issues
B) The strategy behind a management proposal
C) Management considerations of future lay offs
D) Economic factors
Q5) Name three of the methods used by unions to identify priorities in collective bargaining.
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Chapter 8: The Collective Bargaining Process
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Q1) During the "establishing the bargaining range" stage of negotiations, the chief negotiator for each side orally presents the rationale for their proposals. What are the purposes of these presentations?
Q2) Who controls the ratification process?
A) The employer
B) The union
C) Each party controls its own process
D) The process is directed by the relevant labour legislation
Q3) Why is ratification considered one of the stages through which negotiations proceed? (Pages 210-211)
Q4) In the crisis stage, the distributive bargaining sub-process becomes more apparent as the parties move toward settlement of a collective agreement.
A)True
B)False
Q5) Describe the transaction costs associated with negotiations.
Q6) List and describe the factors affecting the union's bargaining power.
Q7) Describe what is common during the pre-negotiation stage and why it is important.
Q8) What is the purpose of a strike or a lockout?
Page 10
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Chapter 9: Strikes and Lockouts
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Q1) List and describe the different motivations for strikes and lockouts. (Page 242-243)
Q2) Define the terms "strike" and "lockout."
Q3) In several jurisdictions the party starting a strike or lockout must give notice of their intention to strike to the other party. Which of the below is not a reason for why notice needs to be given?
A) The employer may have cash or other valuables on the premises that must be stored elsewhere
B) Employees may have personal belongings they wish to remove
C) There may be perishable goods that must be removed
D) The employer may need time to build up inventory
Q4) Strikes may occur as a result of inaccurate perceptions during bargaining. Which of the following is not a factor that might lead to such inaccurate perceptions?
A) Lack of experience on the part of the bargainers
B) Limited disclosures of information during bargaining
C) An imbalance of bargaining power
D) Changes in the parties' expectations during bargaining
Q5) What is secondary picketing and under what conditions is it authorized?
Q6) What are the two major functions served by picketing?
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Chapter 10: Third-Party Intervention During Negotiations
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Q1) The main types of third-party intervention used in Canada are conciliation, mediation, and fact finding.
A)True
B)False
Q2) The power of an industrial inquiry commission to resolve disputes rests in the
A) Power of investigation
B) Power of persuasion
C) Power of recommendations
D) Power of acceptance or rejection
Q3) Describe the role of a mediator.
Q4) In Alberta and Ontario, the minister of labour can establish a disputes inquiry board after a legal strike or lockout commences. Describe the role of such a board.
Q5) In jurisdictions where mediation is required prior to a strike or lockout taking place, the usual practice is that the mediator will "book out" of the negotiations before the strike or lockout can occur. What does booking out mean?
Q6) Why do governments in Canada intervene in the bargaining process and what are some of the tools available to them to avoid or end labour conflicts? (Page 278)
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Page 12
Chapter 11: The Grievance Arbitration Process
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Q1) When a labour board determines that a union has failed in its duty of fair representation in regards to a grievance, which of the following is a possible remedy?
A) Award the grievor the remedy sought in the original grievance
B) Order a resubmission of the grievance
C) Order that the grievance be submitted to arbitration
D) All of the above
Q2) Which is the only step in the grievance procedure where the individual grievor has control of the disposition of the grievance?
A) The third step
B) The second step
C) The first step
D) The grievor does not control the disposition of the grievance
Q3) Expedited arbitration is mandated by legislation in all Canadian provinces. A)True
B)False
Q4) Describe a typical grievance procedure, starting with the event that gives rise to the complaint through to the arbitration stage. (Page 309 and Pages 309-314)
Q5) What is a union's duty of fair representation in the grievance process?
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Chapter 12: Changes to the Union or the Employer
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Q1) Which of the following is a reason why employers are generally reluctant to have a union in the workplace?
A) They see it as a threat to their ability to operate the company efficiently
B) They fear that a union will inflate labour costs
C) They may oppose them on general principle
D) All of the above
Q2) In most Canadian labour laws, what is the level of support required for a decertification?
A) The same level that is required for certification
B) Similar to the level required for certification
C) Less than the level required for certification
D) Greater than the level required for certification
Q3) Few collective agreements include language to deal with issues such as layoffs or terminations.
A)True
B)False
Q4) Union mergers have been taking place in substantial numbers throughout Canada's labour history.
A)True
B)False
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Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) The greatest period for growth for Canadian union membership occurred during what period?
A) The mid-1960s
B) The mid-1970s
C) The mid-1980s
D) The mid-1990s
Q2) Precarious employment refers to what type of work?
A) Those employment situations that are dangerous and neglect their health and safety obligations
B) Employment that results in a high incidence of workplace accidents
C) Part-time work, temporary work, holding multiple jobs and self-employemnt
D) Precarious employment is not a well defined term in labour relations
Q3) What are some of the difficulties associated with organizing people who work in a telecommuting arrangement?
Q4) What are the advantages to the union in using the salting technique in organizing drives?
Q5) Discuss how legislation, politics, and union organizing will affect the future of industrial relations in Canada. (Page 410-417)
Q6) Why has globalization become a challenge for Canadian unions?
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