Course Introduction
Industrial Relations
Pre-Test Questions
Industrial Relations explores the dynamic interactions between employers, employees, and the institutions that mediate their relationships within the workplace. This course examines the historical development and theoretical frameworks of industrial relations, the role of trade unions and employer associations, collective bargaining processes, conflict resolution mechanisms, and the impact of legislation and globalization on labor relations. Students will gain an understanding of how labor-management cooperation, negotiation, and advocacy shape workplace conditions, policies, and productivity in various industrial sectors.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) Which of the following focuses on using centralized call centers and outsourcing arrangements with vendors as a way to provide specialized support for certain HR activities?
A) HR consulting firms
B) embedded HR units
C) corporate HR groups
D) HR centers of expertise
E) transactional HR groups
Answer: E
Q2) Most CFOs tend to believe that human capital has only a minor impact on organizational outcomes such as customer satisfaction,growth,and profitability.
A)True
B)False
Answer: False
Q3) Human resource managers are generally staff managers.
A)True
B)False
Answer: True
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Chapter 2: Equal Opportunity and the Law
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Q1) Judy was up for a promotion at Simpson Consulting when her supervisor,Will,encouraged her to develop a sexual relationship with him.He suggested that her promotion would be a sure thing if they were involved.When Judy declined his advances,Will fired her.Which of the following would Judy most likely be able to prove in court if she decided to sue Simpson Consulting?
A) hostile environment created by nonemployees
B) hostile environment created by supervisors
C) hostile environment created by co-workers
D) disparate treatment
E) quid pro quo
Answer: E
Q2) In Griggs v.Duke Power Company,Griggs sued the power company because it required coal handlers to be high school graduates.The Supreme Court ruled in favor of Griggs because ________.
A) high school diplomas were not related to success as a coal handler
B) Duke Power Company intentionally discriminated based on race
C) no business necessity existed for Duke Power Company
D) Title VII forbids job testing
E) Griggs held a GED
Answer: A
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Page 4
Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Q1) A vertical integration strategy means that a firm will expand by adding new product lines.
A)True
B)False
Answer: False
Q2) Companies with empowered,highly trained,flexible workforces have a competitive advantage.
A)True
B)False
Answer: True
Q3) According to studies,combining high-performance HR practices with modern technology most likely leads to increases in all of the following areas EXCEPT ________.
A) worker productivity
B) media mentions
C) annual sales
D) product quality
E) financial performance
Answer: B
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Chapter 4: Job Analysis
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Q1) What has been the most significant impact of modern technology on job analysis methods?
A) The Internet has enabled the Department of Labor to update data in the Dictionary of Occupational Titles to reflect trends in the high-tech industry.
B) Extensive use of the Internet by HR managers enables more people to telecommute from locations far from corporate headquarters.
C) Corporate use of the Internet and intranet has enabled HR managers to distribute and collect job analysis surveys to employees in multiple geographic locations.
D) Worker functions have changed as a result of modern technology, so the DOL procedure for data collection has been modified and categories have been altered.
E) The ability to falsify information on Internet surveys has led to an increase in interviews and observations by HR managers to collect accurate job analysis information.
Q2) What is a competency-based job analysis? Why should firms consider describing jobs in terms of competencies instead of duties?
Q3) What is the difference between job enlargement,job rotation,and job enrichment?
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Chapter 5: Personnel Planning and Recruiting
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Q1) According to EEO laws,it is always illegal to recruit applicants with gender-specific ads,but using word-of-mouth to spread information about job opportunities is legal in all situations.
A)True
B)False
Q2) The dot-jobs domain is primarily used by HR managers for succession planning purposes.
A)True
B)False
Q3) The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year.
A)True
B)False
Q4) The use of the Internet enables firms to centralize their recruitment efforts.
A)True
B)False
Q5) Why is effective recruiting a challenge for many employers? What methods can employers use to effectively recruit a more diverse workforce?
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Chapter 6: Employee Testing and Selection
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Q1) Which of the following methods for gathering background information about a job applicant is NOT recommended because of potential legal violations?
A) searching social networking sites for posted information about the applicant
B) using a database to access information about the applicant's credit history
C) asking former employers open-ended questions about the applicant
D) locating references other than the ones provided by the applicant
E) using a search engine to find information about the applicant
Q2) Managers cannot be sued for defamation when giving bad references because only employers are held responsible by state and federal courts.
A)True
B)False
Q3) Hair follicle testing can provide a history of drug use for six months prior to testing. A)True B)False
Q4) What is a management assessment center? What are some of the most common tasks conducted in management assessment centers?
Q5) What is test validity? How are selection tests validated?
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8
Chapter 7: Interviewing Candidates
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Q1) Employers typically base decisions on false impressions and stereotypes when they fail to clarify in advance what traits and knowledge are necessary for a specific job.
A)True
B)False
Q2) Candidates who ask an interviewer questions are viewed negatively by the interviewer in most situations.
A)True
B)False
Q3) According to the streamlined interview process,what are the four specific factors that should be probed in an interview? List the four factors and explain each one.
Q4) In order to conduct an effective interview,interviewers should NOT ask job candidates about their ________.
A) knowledge
B) job skills
C) lifelong goals
D) willingness
E) motivation
Q5) How do nonverbal behaviors and impression management affect an interview?
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Chapter 8: Training and Developing Employees
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Q1) All of the following are types of on-the-job training EXCEPT ________.
A) coaching method
B) programmed learning
C) understudy method
D) job rotation
E) special assignments
Q2) Organizational development is usually characterized by the use of action research and the application of behavioral science knowledge.
A)True
B)False
Q3) Employee orientation programs range from brief,informal introductions to lengthy,formal courses.
A)True
B)False
Q4) ________ means having a person learn a job by actually doing it.
A) In-house training
B) On-the-job training
C) Socialization
D) Social learning
E) Modeling
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) What is the first step in the appraisal process?
A) giving feedback
B) defining the job
C) administering the appraisal tool
D) making plans to provide training
E) analyzing an employee's progress
Q2) Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.
A)True
B)False
Q3) It is most important that supervisors who choose management by objectives as a performance appraisal tool use ________.
A) SMART goals
B) EPM systems
C) computerized notes
D) graphic rating scales
E) BARS-based techniques
Q4) In a brief essay,describe the three steps in the performance appraisal process.
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Chapter 10: Coaching, Careers, and Talent Management
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Q1) The final step in the coaching process requires the coach and the employee to agree on the problem and a change plan.
A)True
B)False
Q2) A career is the occupational positions one holds at a single organization.
A)True
B)False
Q3) During the ________,firm occupational goals are set and an individual conducts more explicit career planning.
A) trial substage
B) growth stage
C) exploration stage
D) stabilization substage
E) midcareer crisis substage
Q4) How can firms benefit from both career planning programs and retirement planning programs?
Q5) In a brief essay,discuss the four decisions that affect a firm's promotion process.
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Page 12
Chapter 11: Establishing Strategic Pay Plans
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Q1) According to the Fair Labor Standards Act,if a worker covered by the act works more than 40 hours,he or she will receive overtime pay at a rate of ________ of normal pay for any hours worked over 40 in a workweek.
A) 50%
B) 100%
C) 125%
D) 150%
E) 200%
Q2) Which of the following is used to anchor the employer's pay scale?
A) job aid
B) grades
C) job metric
D) benchmark job
E) human resource metric
Q3) If a job evaluation committee uses the ranking method,then the pay grade consists of all jobs that fall within two or three ranks.
A)True
B)False
Q4) What are the five main elements of a competency-based pay plan?
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) According to the FLSA,merit pay can only be given to exempt,nonmanagement employees at a company.
A)True
B)False
Q2) The Scanlon plan is an early version of a ________ plan,an incentive plan that engages employees in a common effort to achieve productivity objectives.
A) performance achievement
B) golden parachute
C) gainsharing
D) restricted stock
E) variable pay
Q3) A straight salary is most appropriate when a salesperson's primary duties involve
A) servicing small accounts
B) finding new clients
C) meeting sales quotas
D) pushing hard-to-sell items
E) fostering relationships with customers
Q4) List the basic steps in implementing a gainsharing plan.
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Chapter 13: Benefits and Services
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Q1) Which of the following requires employers to treat women affected by pregnancy,childbirth,or related medical conditions the same as any employee not able to work,with respect to all benefits?
A) Family and Medical Leave Act
B) Pregnancy Discrimination Act
C) Comprehensive Omnibus Budget Reconciliation Act
D) Health Insurance Portability and Accountability Act
E) Americans with Disabilities Act
Q2) Employers must provide employees who have work-related injuries with all of the following EXCEPT ________.
A) cash benefits
B) medical services
C) hospital services
D) surgical services
E) time off with full pay
Q3) The stipulations of the Family and Medical Leave Act apply to private employers of 50 or more employees.
A)True
B)False
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Page 15
Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) When someone concludes that something is good or bad,right or wrong,a(n)________ has been made.
A) moral assessment
B) non-normative statement
C) normative judgment
D) distributive assessment
E) affective attitude judgment
Q2) When do most firms provide employees with ethics training?
A) after employees have taken sabbaticals
B) during employee orientation sessions
C) after employees receive promotions
D) during annual company conferences
E) after annual performance appraisals
Q3) "You are working on a laptop" is a normative statement.
A)True
B)False
Q4) Procedural justice refers to the fairness of the process by which a decision is made.
A)True
B)False
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Which of the following is a false statement about union membership?
A) Union members work in both blue-collar and white-collar industries.
B) Insurance plan benefits are better for union workers than for nonunion workers.
C) Union members have better long-term disability benefits than non-union workers do.
D) Union workers receive more holidays and unpaid leave than nonunion workers do.
E) Employers prefer nonunion workers, so they pay them higher wages than union members.
Q2) As a manager,you are legally prohibited from discussing union membership with employees and from distributing information regarding how employees can revoke their cards.
A)True
B)False
Q3) The Change to Win Coalition was formed by several large unions that left the AFL-CIO due to concerns that the AFL-CIO was not aggressively organizing workers.
A)True
B)False
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17
Chapter 16: Employee Safety and Health
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Q1) Scaffolding,fall protection,hazard communication,electrical disengagement,and respiratory problems are the most frequent OSHA inspection violation categories.
A)True
B)False
Q2) All of the following are symptoms of employees in advanced stages of alcoholism EXCEPT ________.
A) drinking on the job
B) walking with an unsteady gait
C) having frequent falls and accidents
D) delegating job responsibilities
E) showing incompetent job performance
Q3) A recent survey indicates that approximately 50% of the U.S.workforce has either been hung over at work or been impaired while on the job at least once during the previous year.
A)True
B)False
Q4) What is the supervisor's role in workplace safety? What actions can supervisors take to reduce the number of unsafe acts by subordinates?
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Page 18
Chapter 17: Managing Global Human Resources
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Q1) Daniel is a manager for Siemens China,and it is time to conduct performance appraisals.During the appraisals,it would be most effective for Daniel to ________.
A) focus on building manager-employee relationships
B) link performance with employee bonuses
C) make personal comments to the employee
D) focus on quantifiable, objective results
E) post appraisal results for each team
Q2) Roberta is an Italian citizen who spent a great deal of time during her childhood in England.She now works in Brazil as an HR manager for a British company.Roberta is best described as a(n)________.
A) local
B) expatriate
C) third-country national
D) home-country national
E) host-country national
Q3) What type of special training is recommended for employees as they prepare for international assignments?
Q4) Explain the balance sheet approach to formulating expatriate pay.
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Chapter 18: Managing Human Resources in Entrepreneurial Firms
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Q1) The Predictive Index is used by small businesses to measure all of the following EXCEPT ________.
A) dominance
B) patience
C) extroversion
D) reading level
E) blame avoidance
Q2) Which of the following terms refers to the interrelated people,data,technology,and organizational procedures a firm uses to collect,process,store,and disseminate information?
A) talent management system
B) information system
C) applicant tracking system
D) competency model
E) strategy map
Q3) Unlike large organizations,small businesses benefit from familiarity with employees and flexibility and informality in HR management.
A)True
B)False
Page 20
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