Industrial and Organizational Psychology
Midterm Exam
Course Introduction
Industrial and Organizational Psychology examines the application of psychological principles and research methods to the workplace with the goal of improving productivity, employee well-being, and organizational effectiveness. The course explores topics such as personnel selection, training and development, motivation, leadership, performance appraisal, job satisfaction, work-life balance, and occupational health. By analyzing both individual and group behavior in organizational settings, students gain insights into how to address challenges related to employee management, organizational culture, and human resource practices. The course prepares students to understand and implement evidence-based strategies to optimize performance and foster positive work environments.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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Chapter 1: An Introduction to Industrial Relations in Canada
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Q1) Which right contained in the Charter of Rights and Freedoms has been the subject of major cases dealing with industrial relations?
A) Freedom of association
B) Freedom of the press
C) 1Freedom of conscience
D) Right to vote
Answer: A
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) Which of the following is not covered by federal law?
A) Nova Scotia civil service
B) Bell Canada
C) CTV
D) Canada Post
Answer: A
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Chapter 2: Theories of Industrial Relations
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Q1) Thomas Kochan, Robert McKersie, and Peter Cappelli believed that employers have become active rather than reactive participants in industrial relations. Which of the following is not a phenomenon in support of this assertion?
A) Companies becoming part of employer associations
B) Companies lobbying for legislation to reduce the power of unions
C) The existence of strikebreaking firms
D) Non-unionized companies harassing employees attempting to organize unions
Answer: A
Q2) According to Marx and Engels, what is the reason for the existence of unions and what is their ultimate objective?
Answer: The emergence of unions was a symptom of an ongoing class struggle. Unions were the means by which the working class could avoid exploitation by the upper class. In order to survive, unions had to have a larger political purpose. They would be a vehicle of class discontent which would eventually lead to the overturning of capitalism and the development of a classless society.
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Chapter 3: History of the Canadian Union Movement
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Q1) Which level of government in Canada has primary responsibility for the enactment of legislation governing labour relations?
A) The federal government
B) Provincial governments
C) Municipal governments
D) The federal and provincial governments have joint responsibility
Answer: B
Q2) Which of the following was a right granted to workers by the Wagner Act in the United States (1935)?
A) The right to organize
B) The right to collective bargaining
C) The right to strike without employer harassment
D) All of the above
Answer: D
Q3) One of the strategies used to stop the growth of unions was the use of criminal conspiracy charges.
A)True
B)False
Answer: True
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Page 5
Chapter 4: The Structure of Canadian Unions
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Q1) List some of the functions of parent unions.
Q2) The Canadian Labour Congress represents the interests of workers at all levels of government in Canada.
A)True
B)False
Q3) List at least five of the types of issues, which are discussed at the national conventions of the Canadian Labour Congress.
Q4) Which of the following has helped to shape the distinctive quality of Industrial relations in Quebec?
A) Religion
B) Culture
C) Outside ownership and control
D) All of the above
Q5) What is not a generic term for parent union?
A) regional
B) provincial
C) national
D) international
Q6) Describe the four major functions of the Canadian Labour Congress.
Page 6
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Chapter 5: The Organizing Campaign
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Q1) Why is it almost unknown for an employer to successfully initiate an organizing campaign? (139-140)
Q2) What are the three major components of an application for certification?
Q3) A 'sweetheart agreement' does not consider the needs and wants of the employees.
A)True
B)False
Q4) Who must initiate the first step in an attempt to organize a union?
A) The union
B) The employees
C) Either the union or the employees
D) The Ministry of Labour
Q5) Canadian studies show that the requirement for mandatory workplace votes for certification applications
A) Results in multi-vote processes
B) Strengthens the resolve of employees to unionize
C) Ensures that all of the issues are canvassed before the final vote
D) Reduces the number of successful applications for certification
Q6) What are exempt employees?
Q7) What is a sweetheart agreement?
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Chapter 6: Establishing Union Recognition
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Q1) 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
Q2) What must the employer do when a notice of application is received from the labour relations board?
Q3) Which of the following is not a potential remedy which might be applied by a labour relations board in the case of an unfair labour practice?
A) A make whole order
B) Ordering the union to be reimbursed for any extra organizing expenses incurred in combating anti-union activity by the employer
C) Ordering the reinstatement of employees who were disciplined because of anti-union animus
D) Sentencing the offending party to a jail term
Q4) Describe some unfair labour practices which might be used by unions and employers to influence the outcome of a certification attempt.
Q5) 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) Which of the following forms of union security requires membership in the union as a condition of employment?
A) Hiring Hall
B) Company union
C) Rand formula
D) Closed shop
Q2) 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
Q3) Discuss the concept of union security. In particular, you should address the fundamental issue of whether or not employees should be obligated to participate in unions and list some forms of union security. (178-179)
Q4) Generally, employees who receive a religious exemption can participate in votes since they are still paying the equivalent union dues.
A)True
B)False
Q5) Discuss the ideal composition of a management bargaining committee. (183-184)
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Chapter 8: The Collective Bargaining Process
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Q1) List and describe the factors affecting the employer's bargaining power.
Q2) Which of the following is not one of the principles of mutual gains bargaining?
A) Separating the people from the problem
B) Focusing on interests rather than positions
C) Insisting that the result be based on some objective standard
D) Emphasizing the wishes of both parties
Q3) In which of the negotiation stages do the parties determine their priorities and goals?
A) The negotiation stage
B) The pre-negotiation stage
C) The collective bargaining phase
D) The pre-ratification stages
Q4) What stage marks the exchange of counter proposals?
A) Pre-negotiation stage
B) Ratification stage
C) Critical stage
D) The second and third stages
Q5) Why is the timing of counter-proposals and concessions during the "narrowing the bargaining range" stage important?
Page 10
Q6) What is the purpose of a strike or a lockout?
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Chapter 9: Strikes and Lockouts
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Q1) Which of the following occupations is not deemed an essential service and therefore is able to strike?
A) Police officers
B) Physiotherapists
C) Correctional officers
D) Firefighters
Q2) Which set of numbers represents the findings from an Ontario study on strikes; with the first number representing the bargaining unit size when strikes are most frequent and the second number representing the bargaining unit size when strikes are least common?
A) 150-300; and 300-499 members
B) More than 500; and less than 21 members
C) 150-300; and 50-149 members
D) 150-300; and less than 21 members
Q3) The strikes-as-mistakes perspective suggests that strikes or lockouts can occur as a result of perceptions developed during bargaining. What are some of the factors that may cause these perceptions?
Q4) What are the two major functions served by picketing?
Q5) Define the terms "strike" and "lockout."
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Chapter 10: Third-Party Intervention During Negotiations
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Q1) Discuss the pros and cons of arbitration, mediation, and conciliation as forms of third-party intervention in the bargaining process
Q2) Even when conciliation is voluntary, parties prefer to exhaust this process before choosing or being forced into another type of third-party intervention. Why?
A) Other processes are more time consuming
B) Other processes are more expensive
C) Other processes give the parties less control over bargaining outcomes
D) Other processes are more complex for the parties
Q3) What is unique and interesting about Industrial Inquiry Commissions? (Page 296-297)
Q4) Persons appointed as mediators are employees of the labour relations board or the government and usually have experience as labour or management negotiators.
A)True
B)False
Q5) In some Canadian jurisdictions, conciliation is required as a precondition to a strike or lockout.
A)True B)False
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Chapter 11: The Grievance Arbitration Process
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Q1) What is the term used to describe a grievance filed by the union on behalf of all employees?
A) Group grievance
B) Union grievance
C) Policy grievance
D) Comprehensive grievance
Q2) From a union's perspective, a grievance occurs when the employer takes or fails to take an action that violates the collective agreement.
A)True
B)False
Q3) What is one of the least principled reasons to proceed through the arbitration process?
A) Because the union does not like the employer
B) Using grievances to inflict damage on the other party
C) Because one party simply has access to more money than the other party
D) To resolve problems arising from the collective agreement
Q4) Who presides over a grievance arbitration, how does that person(s) get involved in the process, and what does that person(s) do? (Page 316)
Q5) What is the standard of proof required in arbitration hearings?
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Chapter 12: Changes to the Union or the Employer
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Q1) What is technological change and of what significance is it to an existing collective agreement? (Pages 364-365)
Q2) What is the name of the process used to cancel a union's certification?
A) Decertification
B) Term of cancellation
C) Reverse certification
D) Decreditation
Q3) What change in a business is not usually part of a declaration of succesorship?
A) Expansion
B) Merger
C) Spin-off
D) Move to a larger premises
Q4) What criteria might labour relations boards use when assessing whether continuity exists and successorship should be approved? (Pages 351-354)
Q5) What is the purpose of a vote among bargaining unit members for decertification?
A) To determine the actual level of support for decertification
B) All jurisdictions in Canada require a vote to be conducted
C) The existing union has the right to demand a vote
D) Employers require it
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Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) Why are the new flatter organizations problematic for unions?
Q2) Discuss how legislation, politics, and union organizing will affect the future of industrial relations in Canada. (Page 410-417)
Q3) There exists a gender imbalance in union participation even when men and women are equally represented.
A)True
B)False
Q4) What are some of the difficulties associated with organizing people who work in a telecommuting arrangement?
Q5) All but which of the following constitute changes to traditional scheduling?
A) Contract or temporary work
B) Flex time
C) Compressed work weeks
D) Job sharing
Q6) What are some initiatives undertaken by unions to deal with the changing workforce?
Q7) Discuss some of the different forms of work scheduling which are having an effect on employees and unions in the workplace. (Page 397)
Q8) Discuss some of the challenges faced by young workers in today's labour market. Page 15
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