Labor Relations and Employee Management
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Course Introduction
This course explores the fundamental principles and practices of labor relations and employee management within organizations. Students will examine the roles of unions, management, and government in shaping the workplace, with emphasis on collective bargaining, labor law, conflict resolution, and contract administration. Additionally, the course covers contemporary issues such as employee rights, workplace diversity, labor standards, and strategies for fostering positive employer-employee relationships. Through case studies and practical examples, learners will gain insights into effective negotiation techniques and the development of fair policies and practices that enhance productivity and organizational harmony.
Recommended Textbook
Industrial Organizational Psychology 5th Edition by Paul Levy
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14 Chapters
1668 Verified Questions
1668 Flashcards
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Page 2
Chapter 1: Io Psychology: Then and Now
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Who wrote the book The Psychology of Management?
A)Walter Dill Scott
B)Hugo Munsterberg
C)Lillian Gilbreth
D)Fredrick Taylor
Answer: C
Q2) Who wrote the book The Theory of Advertising?
A)Kurt Lewin
B)Hugo Munsterberg
C)Walter Dill Scott
D)Lillian Gilbreth
Answer: C
Q3) The Hawthorne Studies illustrated that _____ were more important than the physical conditions of work.
A)social and psychological conditions
B)financial incentives
C)leaders
D)competencies
Answer: A
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Page 3
Chapter 2: Research Methods in Io Psychology
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120 Flashcards
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Sample Questions
Q1) The goal of science that involves the manipulation of antecedent conditions to affect behavior is called:
A)control.
B)explanation.
C)prediction.
D)disconfirmation.
Answer: A
Q2) A scientist who believes that the best way to understand behavior is to use data to test theories believes in :
A)discoverability.
B)empiricism.
C)descriptivism.
D)determinism.
Answer: B
Q3) Which of these is the key characteristic of science?
A)It involves formal and systematic observation.
B)It involves the use of laboratories.
C)It is performed by professors.
D)It results in technological advances.
Answer: A
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Chapter 3: Job Analysis
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Sample Questions
Q1) Max learns that one position in his company is affected by changes in technology: Each time a new machine is designed, his employees will need additional training to do their jobs. In this case, we might indicate that these jobs are:
A)idiosyncratic.
B)ideographic.
C)dynamic.
D)nomothetic.
Answer: C
Q2) Erin is addressing job incumbents. She will administer an instrument that consists of 2,077 items and is organized along 80 dimensions. Which worker-oriented technique is Erin using?
A)Position Analysis Questionnaire
B)Job Element Method
C)Work Design Questionnaire
D)Common-Metric Questionnaire
Answer: D
Q3) What is the difference between a job analysis and competency modeling?
Answer: Competency modeling is broader in focus and tries to build a framework about the KSAOs that are relevant for an organization as a whole.
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Page 5
Chapter 4: Criterion Measurement
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Sample Questions
Q1) What is one way one might help an employee decrease counterproductive work behaviors (CWBs) at work?
Q2) Contextual performance is similar to the concept known as:
A)social organizational performance.
B)prosocial organizational behavior.
C)organizational courtesy performance.
D)organizational development behavior.
Q3) When we talk about performance, we are talking about:
A)beliefs.
B)attitudes.
C)thoughts.
D)behaviors.
Q4) _____ performance describes work-related activities, while _____ performance describes activities that help to maintain the broader organizational, social, and psychological environment.
A)Dynamic; static
B)Static; dynamic
C)Task; contextual
D)Contextual; task
Q5) What exactly is meant by the "criterion problem"?
Page 6
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Chapter 5: Performance Appraisal
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Sample Questions
Q1) Research indicates that individuals who pay a great deal of attention to politics at work and think about them a lot demonstrate:
A)higher performance.
B)high levels of stress and lower performance.
C)low levels of stress and positive work attitudes.
D)low levels of neuroticism.
Q2) Research suggests that subordinates reported less anger and higher perceptions of justice when the supervisor conducting the evaluation:
A)was female.
B)was Caucasian.
C)provided justification for his or her ratings.
D)used the behaviorally anchored rating scale (BARS).
Q3) When a rater relies on his global evaluation of a subordinate, he is more likely to make _____ errors.
A)halo
B)leniency
C)severity
D)central tendency
Q4) Does all halo error result in inaccurate performance ratings? Why or why not?
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Chapter 6: Predictors
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Sample Questions
Q1) Which type of test is most appropriate for evaluating the sensory abilities of a candidate for fighter pilot training?
A)psychomotor
B)emotional intelligence
C)speed
D)power
Q2) Which personality predictors have received the most research attention and are reported to be the BEST predictors of job performance?
A)neuroticism and emotional intelligence
B)agreeableness and adaptability
C)conscientiousness and emotional stability
D)extraversion and openness to experience
Q3) Approximately how many Fortune 100 companies use personality assessment to screen job applicants?
A)15%
B)40%
C)60%
D)90%
Q4) Describe what is involved in an assessment center: Who? What? For how long?
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Chapter 7: Selection Decisions and Personnel Law
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Sample Questions
Q1) In many cases, it makes sense to set a minimum threshold for an applicant's score on a selection test. This minimum is known as the:
A)selection ratio.
B)compensatory limit.
C)cutoff.
D)hurdle.
Q2) If an accommodation for a disabled individual would result in significant difficulty or expense given an employer's size and financial resources, that accommodation is considered a(n):
A)reasonable burden.
B)essential function.
C)undue hardship.
D)BFOQ.
Q3) A case involving an employment procedure that intentionally discriminates against a group is known as a:
A)hostile work environment case.
B)disparate impact case.
C)disparate treatment case.
D)prima facie case.
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Page 9
Chapter 8: Training and Development
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Sample Questions
Q1) Choose an evaluation design to assess a training program. Describe why you chose this method and what are the drawbacks of this method.
Q2) In the augmented framework of training criteria, trainees' feelings about the training program are categorized as:
A)learning.
B)behavioral criteria.
C)affective reactions.
D)utility reactions.
Q3) Even if an organization has an extremely effective selection system, it may still need to conduct some training because:
A)many applicants misrepresent their skills when they apply for a job.
B)most selection systems still do a relatively poor job of identifying competent applicants.
C)most applicants will not know aspects of jobs that are specific to a particular organization.
D)it is legally required in the United States.
Q4) What are the three primary objectives of diversity training?
Q5) What are the three dimensions of the consequences of sexual harassment?
Q6) Identify and define Kirkpatrick's (1976) taxonomy of training criteria.
Page 10
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Chapter 9: Motivation
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Sample Questions
Q1) Which statement BEST summarizes the empirical research on the job characteristics model?
A)The theory is difficult to test, and therefore very few studies have been conducted.
B)A recent meta-analysis suggests that the job characteristics model actually works in the opposite way from that theorized by Hackman and Oldham.
C)A recent meta-analysis suggests that job characteristics have important influences on motivation, performance, and satisfaction.
D)A recent review by the APA found that instituting suggestions from the job characteristics model would be highly unethical.
Q2) What are the three main strategies an employee might use to reduce feelings of inequity?
Q3) Organizational justice involves three types of justice: distributive justice, procedural justice, and:
A)attributional justice.
B)relational justice.
C)interactional justice.
D)ideal justice.
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Chapter 10: Job Attitudes: Antecedents and Consequences
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Sample Questions
Q1) _____ is the degree of positive or negative feeling a person has towards a particular person, place, or thing.
A)Motivation
B)Value
C)Intention
D)Attitude
Q2) Fabio is an HR manager who wants to get a sense of how satisfied his employees are with their jobs in general. In this case, Fabio should use a _____ measure of satisfaction.
A)global
B)facet
C)hybrid
D)multidimensional
Q3) Research by Spector and colleagues (2006) indicates that abusive behaviors are driven by _____ whereas withdrawal is more related to _____.
A)boredom; anger
B)anger; boredom
C)positive affect; negative affect
D)negative affect; positive affect
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Page 12
Chapter 11: Stress and Worker Well-Being
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Sample Questions
Q1) Identify and describe the three characteristics of burnout.
Q2) One variable that is especially important to stress levels, according to Karasek's (1990) model of stress, is:
A)control.
B)feedback.
C)task dependence.
D)task significance.
Q3) Burnout is characterized by emotional exhaustion, reduced personal accomplishment, and:
A)aggression.
B)depersonalization.
C)family-work conflict.
D)episodic stress.
Q4) Compare and contrast problem-focused coping and emotion-focused coping. Provide a problem someone might encounter in the workplace, and explain whether problem-focused or emotion-focused coping is a better solution and why.
Q5) According to Wexley and Silverman (1993), why are we "working scared"?
Q6) How is stress different from strain?
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Chapter 12: Group Processes and Work Teams
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Sample Questions
Q1) _____ are groups in which the actions of individuals are interdependent, individuals hold a specific role, and common goals are shared across the group.
A)Work teams
B)Work units
C)Business units
D)Cliques
Q2) Professor Julliard has a group project in her class, and she is concerned about social loafing. Which of these is the BEST piece of advice for preventing social loafing from happening?
A)Ensure that the project is boring and uninteresting.
B)Ask each student to clearly identify what he or she contributed.
C)Require groups to complete a weekly progress report.
D)Assign groups such that each group has one A student and one C student in it.
Q3) According to research, teams will function best if all teammates have high levels of:
A)neuroticism.
B)openness to experience.
C)conscientiousness.
D)extraversion.
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Chapter 13: Leadership
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Sample Questions
Q1) One main difference between authentic leadership and servant leadership is that authentic leadership is focused on _____, while servant leadership is focused on
A)growing and developing others; being true to oneself
B)being true to oneself; growing and developing others
C)initiating structure; consideration
D)consideration; initiating structure
Q2) The facet of transformational leadership where a leader focuses on the best in people and gives followers a reason to engage in shared goals is:
A)individualized consideration.
B)idealized influence.
C)inspirational motivation.
D)intellectual stimulation.
Q3) According to French and Raven (1958), which of these is NOT a base of power?
A)coercive power
B)authoritarian power
C)reward power
D)legitimate power
Q4) What is the glass ceiling?
Q5) Describe two major findings from Eagly's research on gender and leadership.
Page 15
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Chapter 14: Organizational Theory and Development
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Sample Questions
Q1) The study of the strengths and virtues of individuals and institutions is known as:
A)pop psychology.
B)positive psychology.
C)advantage assessment.
D)appreciative assessment.
Q2) In terms of advantages, _____ structures help reduce redundancies, while _____ structures help encourage communication and cooperation.
A)matrix; dramatic
B)dramatic; matrix
C)functional; matrix
D)product; functional
Q3) Which of these is a determinant of successful culture change?
A)a lack of a new strategy
B)support of top management
C)a lack of supportive systems
D)the assigning of a chief knowledge officer
Q4) What are the common components of a gainsharing program? What are the two factors at the heart of gainsharing?
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Page 16