Industrial Relations
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Course Introduction
Industrial Relations explores the dynamic relationships between employers, employees, and the institutions that govern the world of work. This course examines the historical development, structure, and function of labor unions, collective bargaining processes, workplace conflict resolution, and labor laws. It addresses the roles of various stakeholders, including management, government, and labor organizations, in shaping working conditions and employment standards. Students will analyze current trends, challenges, and case studies in industrial relations, gaining a comprehensive understanding of negotiation strategies, dispute resolution, and the impact of globalization and technological change on employment relations.
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Human Resource Management 14th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) The evidence used in evidence-based human resource management may come from actual measurements,existing data,or critically evaluated research studies.
A)True
B)False
Answer: True
Q2) What is evidence-based human resource management? How does evidence-based human resource management benefit firms?
Answer: Evidence-based human resource management involves using data,facts,analytics,scientific rigor,critical evaluation,and critically evaluated research/case studies to support human resource management proposals,decisions,practices,and conclusions.Put simply,evidence-based human resource management is the deliberate use of the best-available evidence in making decisions about the human resource management practices you are focusing on.Managers should use evidence-based human resource management because unless managers take a healthy,skeptical,evidence-based approach to human resources,they may jump to the wrong managerial conclusions.Life is filled with intuitive-sounding insights,so managers should always be asking questions like,"What is the evidence for this claim?" and "Did this action really cause this result?"
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Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v.Duke Power Company?
Answer: First,discrimination by the employer need not be overt.The employer does not have to be shown to have intentionally discriminated against the employee or applicant.It need only show that discrimination did take place.Second,an employment practice must be job related if it has an unequal impact on members of a protected class.Third,the burden of proof is on the employer to show that the hiring practice is job related.
Q2) The 13th Amendment to the U.S.Constitution states,"no person shall be deprived of life,liberty,or property,without due process of the law."
A)True
B)False
Answer: False
Q3) Alternative dispute resolution is a grievance procedure that provides for non-binding arbitration in employment discrimination claims.
A)True
B)False
Answer: False
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Chapter 3: Human Resource Management Strategy and Analysis
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Sample Questions
Q1) A course of action that a firm can pursue to achieve its strategic aims is known as a
A) vision
B) goal
C) strategy
D) mission
Answer: C
Q2) What are human resource metrics? Why are human resource metrics important in high-performance work systems?
Answer: A human resource metric is the quantitative measure of some human resource management yardstick such as employee turnover,hours of training per employee,or qualified applicants per position.You can use such metrics to assess your own company's HR performance,and to compare one company's with another's.Human resource metrics are critical in creating high-performance human resource policies and practices.This is because they enable managers to benchmark.Benchmarking means comparing and analyzing the practices of high-performing companies to your own in order to understand what they do that makes them better.
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Chapter 4: Job Analysis and the Talent Management Process
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Q1) The most important consideration when developing an online job analysis is to
A) make questions and the process as clear as possible
B) provide monetary rewards for timely completion
C) limit the number of questions to less than twenty
D) ask open-ended questions to ensure honest responses
Q2) The information resulting from a job analysis is used for writing ________.
A) job descriptions
B) corporate objectives
C) personnel questionnaires
D) training requirements
Q3) Experts at the ________ performed the earliest form of job analysis and published the Dictionary of Occupational Titles.
A) EEOC
B) DOL
C) BLS
D) DHS
Q4) How has modern technology,such as the Internet,changed job analysis methods? How has the Internet improved the ability of managers to write job descriptions?
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Chapter 5: Personnel Planning and Recruiting
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Q1) ________ are special employment agencies retained by employers to seek out top management talent for their clients.
A) State-run employment agencies
B) Private employment agencies
C) Temporary agencies
D) Executive recruiters
Q2) A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs.
A) job analysis
B) organization chart
C) marketing plan
D) strategic business plan
Q3) 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
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Chapter 6: Employee Testing and Selection
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Q1) What type of screening device is designed to measure attitudes regarding tolerance of others who steal and other forms of counter productivity?
A) paper-and-pencil honesty tests
B) interest inventories
C) personality tests
D) graphology
Q2) Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?
A) performance standard
B) digital dashboard
C) competency model
D) expectancy chart
Q3) Most small businesses find it cost-effective to conduct validity studies of the selection tools they use.
A)True
B)False
Q4) How can employers protect themselves against negligent hiring? How can employers protect themselves against defamation?
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Page 8
Chapter 7: Interviewing Candidates
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Q1) When developing a structured situational interview,the first step in the process is to
A) rate the job's main duties
B) create interview questions
C) write a job description
D) create benchmark answers
Q2) Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.
A)True
B)False
Q3) In a brief essay,discuss the differences between structured situational interviews and nondirective interviews.
Q4) Computer-aided interviews are primarily used to administer and score essay questions.
A)True
B)False
Q5) How can a firm protect itself from charges of discrimination in its interview process? What is the role of testers in employment discrimination?
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Chapter 8: Training and Developing Employees
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Sample Questions
Q1) Which of the following terms refers to a section of an employer's Web site that provides employees with online access to job-related training courses?
A) virtual classroom
B) videoconferencing
C) job simulation
D) learning portal
Q2) Which of the following will most likely occur during the third step of the ADDIE training process?
A) training a targeted group
B) creating training materials
C) evaluating the success of the program
D) estimating a budget for the training program
Q3) Organizational development is usually characterized by the use of action research and the application of behavioral science knowledge.
A)True
B)False
Q4) What is the purpose of employee orientation? What role does training play in employee orientation?
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Chapter 9: Performance Management and Appraisal
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Q1) Central tendency is a problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.
A)True
B)False
Q2) As a manager,how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.
Q3) A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal.
A)True
B)False
Q4) Performance appraisals are a link between corporate strategy,departmental goals,employee goals and employee performance in the overall performance management process.
A)True
B)False
Q5) What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?
Q6) Describe the four basic types of appraisal interviews.
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) Studies indicate that approximately 40% of the global workforce is engaged.
A)True
B)False
Q2) According to surveys,high levels of employee engagement are LEAST frequently associated with ________.
A) fewer repeat customers
B) higher performance levels
C) lower turnover rates
D) better corporate earnings
Q3) What steps can an employer take to enhance the career development needs and promotional prospects of its female employees?
Q4) Which term refers to actions intended to place physical or psychological distance between employees and their work environments?
A) employee disengagement
B) workplace separation
C) job withdrawal
D) attrition
Q5) How can firms benefit from both career planning programs and retirement planning programs?
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Chapter 11: Establishing Strategic Pay Plans
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Q1) External equity refers to ________.
A) how a job's pay rate in one company compares to the job's pay rate in other companies
B) the fairness of an individual's pay as compared to a co-worker's pay for the same job
C) the perceived fairness of the processes and procedures used to make decisions about compensation
D) the use of salary surveys and job evaluation comparisons to monitor pay levels within an industry
Q2) What is the primary purpose of offering an executive stock options in a compensation package?
A) providing the executive with guaranteed bonuses
B) encouraging the executive to increase the firm's value
C) enabling the firm to decrease the executive's base pay
D) offering the executive long-term retirement security
Q3) Competency-based pay systems offer employers more flexibility but are less efficient than traditional job evaluation methods.
A)True
B)False
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13
Chapter 12: Pay for Performance and Financial Incentives
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Q1) Straight commission plans are attractive to high-performing salespeople.
A)True
B)False
Q2) Which of the following is NOT a basic tenet of behavior modification?
A) Behavior that leads to rewards tends to be repeated.
B) Properly scheduled rewards can be used to encourage some behaviors.
C) Properly scheduled punishments can be used to minimize some behaviors.
D) Employees must understand the link between rewards, punishments, and behavior.
Q3) Employees at GameTime Software participate in a gainsharing plan.Employee bonuses are calculated by dividing payroll expenses by total sales.GameTime Software most likely uses which of the following plans?
A) Lincoln
B) Rucker
C) Improshare
D) Scanlon
Q4) Herzberg's Hygiene-Motivator theory is based on a needs theory.
A)True
B)False
Q5) Explain the advantages of employee stock ownership plans.
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Chapter 13: Benefits and Services
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Q1) The indirect financial and nonfinancial payments employees receive for continuing their employment with a company are called ________.
A) compensation
B) salary
C) benefits
D) remuneration
Q2) ________ are groups of health care providers that contract with employers,insurance companies,or third-party payers to provide medical care services at a reduced fee.
A) PPOs
B) HMOs
C) DMOs
D) ADDs
Q3) 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) time off with full pay
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Page 15
Chapter 14: Ethics and Employee Rights and Discipline
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Q1) What is organizational justice? How can firms ensure organizational justice in performance appraisals?
Q2) Most people view invasion of their privacy by employers as fair and ethical.
A)True
B)False
Q3) What is the Electronic Communications Privacy Act? What are its two primary exceptions?
Q4) Which component of organizational justice refers to the fairness and justice of a decision's result?
A) distributive justice
B) procedural justice
C) normative justice
D) interpersonal justice
Q5) All of the following are examples of insubordination EXCEPT ________.
A) publicly criticizing a supervisor
B) disregarding the chain of command
C) repeatedly failing to perform tasks
D) deliberately defying company rules
Q6) What can you do as an HR manager to ensure that you hire ethical employees?
Page 16
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) A wildcat strike is an unauthorized strike that occurs during the term of a contract.
A)True
B)False
Q2) Which intervention method listed below is the most definitive of all third-party interventions?
A) fact finding
B) mediation
C) binding arbitration
D) picketing
Q3) Employers dealing with an unfair labor practice strike can use all of the following responses EXCEPT ________.
A) shutting down the affected area until the strike ends
B) continuing operations with supervisors filling in
C) hiring temporary replacement workers
D) hiring permanent replacement workers
Q4) Union activism and unclear job descriptions are often underlying causes for employee grievances.
A)True
B)False
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Chapter 16: Employee Safety and Health
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Q1) Which term refers to systematically identifying and eliminating workplace dangers by focusing on the relationship between the worker,the task,the tools,and the work environment?
A) occupational safety program
B) job hazard analysis
C) operational safety review
D) risk management
Q2) OSHA standards on respiratory protection require that employees ________.
A) recognize and repair faulty respiratory equipment
B) receive eight hours of training in respiratory safety standards
C) demonstrate how to inspect, put on, and remove respirator seals
D) pass a written exam on safety inspections of respiratory equipment
Q3) Which of the following would most likely occur with an evidence-based management approach to workplace safety?
A) providing employee orientation
B) monitoring hazardous tools
C) analyzing accident rates
D) writing a safety policy
Q4) What types of unsafe conditions are the primary focus of OSHA standards? How does OSHA enforce its standards?
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Chapter 17: Managing Global Human Resources
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Q1) How can employers improve the chances of success for an expatriate? What are the benefits of providing training and development opportunities to expatriates during overseas assignments?
Q2) The official length of a work week in the European Union is 40 hours.
A)True
B)False
Q3) ________ are noncitizens of the countries in which they are working.
A) Home-country nationals
B) Third-country nationals
C) Expatriates
D) Locals
Q4) Over the last decade,the majority of U.S.firms have been steadily increasing the size of their expatriate workforces because of the economic recession in America.
A)True
B)False
Q5) In a brief essay,discuss the economic and labor relations factors that are unique to Europe.
Q6) What are some reasons for firms bringing expatriates home early? How can firms ease the transition during repatriation?
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) While most small firms are affected by the Fair Labor Standards Act and the Occupational Safety and Health Act,only large firms need to be familiar with the Consumer Credit Protection Act.
A)True
B)False
Q2) Which of the following terms refers to an outside vendor that manages HR functions for small businesses?
A) professional employer organization
B) human resource outsourcer
C) employee leasing firm
D) all of the above
Q3) The owner of A-1 Construction paid more in workers' compensation costs than salaries last year.Which of the following would most likely help the owner of A-1 Construction?
A) taking online courses through the SBA
B) screening employees with the Predictive Index
C) requesting a consultation with an OSHA safety expert
D) referring to the FirstStep Employment Law Advisor for assistance
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