Labor Relations Exam
Bank
Course Introduction
Labor Relations examines the dynamic relationship between employers, employees, and labor unions within the workplace. The course explores key concepts such as collective bargaining, dispute resolution, labor law, contract negotiation, and the historical development of labor organizations. Students will analyze the roles and strategies of unions and management, understand the legal and ethical issues affecting labor relations, and assess the impact of labor policies on organizational performance and employee well-being. Emphasis is placed on real-world case studies and contemporary challenges facing labor relations in an ever-changing economic and regulatory environment.
Recommended Textbook Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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Page 2
Chapter 1: Managing Human Resources
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Q1) The process by which the organization attempts to identify applicants with the necessary knowledge,skills,abilities,and other characteristics that will help the organization achieve its goals is referred to as _____.
A) orientation
B) selection
C) compensation
D) work analysis
E) performance management
Answer: B
Q2) The policies,practices,and systems that influence employees' behavior,attitudes,and performance constitute:
A) supply chain management.
B) materials management.
C) human resource management.
D) labor laws.
E) equal employment opportunity.
Answer: C
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Page 3
Chapter 2: Trends in Human Resource Management
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Q1) Human resource departments can help in employee empowerment by:
A) designing jobs such that the managers have complete control over business processes.
B) getting employees fully engaged by communicating to them about their role in supporting the organization's mission.
C) rewarding employees based on their loyalty to the organization rather than personal accomplishments or predetermined objective criteria.
D) providing feedback only during the employee performance review.
E) creating jobs that minimize the need for the employees to come up with innovative ideas and solutions.
Answer: B
Q2) The temporary work visa granted by the U.S.government:
A) allows workers to permanently bring their spouse and children to the United States.
B) permits the workers to remain in the U.S. as immigrants.
C) provides dual citizenship to highly qualified and valued immigrants.
D) permits highly educated workers to work in the U.S. for a set period of time.
E) allows the workers to work permanently in the U.S.
Answer: D
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Q1) Discuss the major responsibilities of the Equal Employment Opportunity Commission. Answer: The Equal Employment Opportunity Commission (EEOC)is responsible for enforcing most of the EEO laws,including Title VII,the Equal Pay Act,and the Americans with Disabilities Act.To do this,the EEOC investigates and resolves complaints about discrimination,gathers information,and issues guidelines.When individuals believe they have been discriminated against,they may file a complaint with the EEOC or a similar state agency.They must file the complaint within 180 days of the incident.After the EEOC receives a charge of discrimination,it has 60 days to investigate the complaint.If the EEOC either does not believe the complaint to be valid or fails to complete the investigation within 60 days,the individual has the right to sue in federal court.If the EEOC determines that discrimination has taken place,its representatives will attempt to work with the individual and the employer to try to achieve reconciliation without a lawsuit.Sometimes the EEOC enters into a consent decree with the discriminating organization.If the attempt at a settlement fails,the EEOC has two options.It may issue a "right to sue" letter to the alleged victim.This letter certifies that the agency has investigated the victim's allegations and found them to be valid.The EEOC's other option,which it uses less often,is to aid the alleged victim in bringing suit in federal court.
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5
Chapter 4: Analyzing Work and Designing Jobs
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Q1) The expanded use of "project-based" organizational structures has reduced the need for analysis of work flows.
A)True
B)False
Q2) _____ involves assessing the relative dollar value of each job to the organization in order to set up fair pay structures.
A) Job evaluation
B) Career planning
C) Training
D) Performance appraisal
E) Job rotation
Q3) The process of defining how work will be performed and what tasks will be required in a given job is known as _____.
A) job rotation
B) job evaluation
C) job design
D) job enrichment
E) job extension
Q4) Summarize recent trends in job analysis.
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Chapter 5: Planning for and Recruiting Human Resources
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Q1) The most widespread methods for eliminating labor shortages are reducing work hours and endorsing early-retirement programs.
A)True
B)False
Q2) Determining the internal labor supply calls for a detailed analysis of:
A) how many people are willing to work for the organization.
B) how many people are currently in various job categories.
C) the financial performance and profitability of the company.
D) the future vacancies that will be available in the company.
E) the compensation strategies and recruitment methods used by the company.
Q3) Which of the following is true of internal recruitment sources?
A) Research indicates that most organizational positions are filled internally.
B) Internal recruitment sources expose the organization to new ideas or new ways of doing business.
C) Internal recruiting minimizes the possibility of unrealistic employee expectations.
D) Employee referrals are the most common source for internal recruitment.
E) Internal sources are most appropriate for specialized upper-level positions.
Q4) What is forecasting? Describe one method each for forecasting labor demand and supply.
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Q1) A reliable test would be one for which scores by people with similar attributes have a correlation close to _____.
A) 1.0
B) 0
C) -1.0.
D) -10.0
E)
Q2) Which of the following information does NOT need to be included in a job offer?
A) Employment history of the candidate
B) Job responsibilities
C) Work schedule
D) Rate of pay
E) Starting date
Q3) The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.
A)True
B)False
Q4) Describe the different types of interviews that can be used for employee selection.
Q5) Discuss the steps of the selection process.
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Chapter 7: Training Employees
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Q1) Information such as facts,techniques,and procedures that trainees can recall after the training,and skills that trainees can demonstrate in tests are examples of _____.
A) training outcomes
B) transfer of training
C) return on investment on training
D) training credits
E) training improvements
Q2) _____ is a computer-based technology that provides an interactive,three-dimensional learning experience.
A) Electronic performance support system
B) Instructional design
C) Learning management system
D) Benchmarking
E) Virtual reality
Q3) What is e-learning with regard to training?
Q4) A risk of diversity training programs is that they may alienate minorities.
A)True
B)False
Q5) What are the different approaches of diversity training?
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Chapter 8: Managing Employees Performance
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Q1) Lawsuits related to performance management usually involve charges of discrimination or unjust dismissal.
A)True
B)False
Q2) Total quality management differs from traditional performance measurement in that it:
A) has an external, rather than an internal, focus.
B) is a top-down review process.
C) assesses both individual performance and the system within which the individual works.
D) focuses exclusively on support decisions about work assignments, training, and compensation.
E) provides only subjective feedback based on the work process.
Q3) Compared to a behavioral observation scale (BOS),managers and employees prefer to use the behaviorally anchored rating scale (BARS).
A)True
B)False
Q4) What are the different ways in which a company can ensure that it has a legally defensible performance management system?
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Chapter 9: Developing Employees for Future Success
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Q1) Using job experiences for development assumes that:
A) development occurs only when job demands involve obstacles.
B) development occurs only through promotions.
C) development is most likely to occur when employees experience high levels of negative stress in their jobs.
D) development is most likely to occur when employee's skills and experiences do not entirely match the skills required for the current job.
E) development is most likely to occur when the employee has the prerequisite skills to perform the job.
Q2) In a self-assessment,the organization's responsibility is to identify opportunities and areas that need improvement.
A)True
B)False
Q3) Research suggests that assessment center ratings are valid for predicting performance,salary level,and career advancement.
A)True
B)False
Q4) Describe a leaderless group discussion.
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11
Chapter 10: Separating and Retaining Employees
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Q1) An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:
A) role playing.
B) role analysis technique.
C) role carve-out.
D) role enrichment.
E) role overload.
Q2) Role conflict is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.
A)True
B)False
Q3) Which of the following is a typical first response in the progressive discipline system?
A) Official spoken warning
B) Written warning with threat of temporary suspension
C) Temporary suspension with no written notice
D) Unofficial spoken warning
E) Termination
Q4) Write a short note on exit interviews.
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Chapter 11: Establishing a Pay Structure
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Q1) Skill-based pay systems support efforts to empower employees and enrich jobs.
A)True
B)False
Q2) Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936,federal contractors must pay their employees at rates at least equal to the prevailing wages in the area.The calculation of prevailing rates must be based on _____ percent of the local labor force.
A) 2
B) 5
C) 10
D) 20
E) 30
Q3) The _____ requires employers to make jobs available to their workers when they return after fulfilling military duties for up to five years.
A) USERRA
B) FLSA
C) EEOA
D) NLRB
E) FMLA
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Page 13
Chapter 12: Recognizing Employee Contributions With Pay
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Q1) What is a balanced scorecard?
A) A combination of performance measures directed toward the company's long- and short-term goals and used as the basis for awarding incentive pay
B) A performance review process where the organization collects feedback from customers, managers, and subordinates, assigns ratings, and lists them on the company's performance card
C) An arrangement in which the organization distributes shares of stock to all its employees by placing the stock into a trust
D) An incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary
E) It is a system designed to measure the performance of HR personnel based on the quality of recruitment
Q2) How does allowing employees to participate in pay-related decisions affect the incentive process?
Q3) What are the implications of designing pay for organizational performance?
Q4) What are the different types of piecework rates? Explain each of them.
Q5) How do employee stock ownership plans differ from stock options?
Q6) How can gainsharing be successful as a form of group incentive?
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Chapter 13: Providing Employee Benefits
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Q1) Discuss the role of the Age Discrimination in Employment Act (ADEA)in employee benefits packages?
Q2) The addition of creative benefits packages in the worker's compensation portfolio provides employers a competitive edge in acquiring and retaining talented employees in their organization.
A)True
B)False
Q3) Which one of the following is true of health maintenance organizations?
A) It's costs tend to be more than the cost for traditional health insurance.
B) It's services are provided on a postpaid basis.
C) It's patients are allowed to select physicians of their choice.
D) It pays physicians on a flat salary basis.
E) It pays physicians a fee-per-service rather than a flat salary.
Q4) Employers that offer medical insurance must meet the requirements of the _____.
A) Employee Retirement Income Security Act
B) Consolidated Omnibus Budget Reconciliation Act
C) Glass-Steagall Act
D) Patient Protection and Affordable Care Act
E) Sarbanes-Oxley Act
Q5) What are the different types of family-friendly benefits?
Page 15
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Chapter 14: Collective Bargaining and Labor Relations
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Q1) _____ rules do not require union membership but do require that employees who join the union remain members for a certain period of time,such as the length of the contract.
A) Agency shop
B) Union shop
C) Closed shop
D) Maintenance of membership
E) Checkoff provision
Q2) Contrary to public perception,services industries such as finance,insurance,and real estate have higher union representation than manufacturing.
A)True
B)False
Q3) Courts generally avoid reviewing arbitrators' decisions and focus only on whether the grievance involved an issue that is subject to arbitration under the contract.
A)True
B)False
Q4) What are right-to-work laws?
Q5) Why has there been a steady decline in union membership in the United States?
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Chapter 15: Managing Human Resources Globally
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Q1) Which of the following is an advantage of the balance sheet approach?
A) It ensures that the expatriates maintain a balance between productivity and expected performance.
B) It develops the criteria for measuring the success of an overseas assignment.
C) It helps expatriate managers to recognize differences and similarities between cultures.
D) It helps managers to get the same standard of living as in the home country.
E) It helps expatriates to develop valuable skills during the overseas assignment.
Q2) Which of the following is true about decisions related to a global compensation strategy?
A) They affect a company's costs and ability to compete.
B) They focus more on flexibility than on fairness to account for differences across cultures.
C) They are made on the basis of the cost of living in the home country.
D) They focus only on comparing wages across countries.
E) They are determined only by labor costs.
Q3) Discuss how economic systems impact HRM in international markets.
Q4) Explain Hofstede's dimensions of culture.
Q5) Discuss the challenges related to compensating employees from other countries.
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Q1) Which of the following is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization?
A) Assistance in identifying management potential
B) Organizational development activities provided by HRM department
C) Accuracy and clarity of information provided to managers and employees
D) Quality of introduction/orientation programs
E) Distribution of performance appraisal ratings
Q2) Which of the following refers to an HRM function?
A) production
B) appraisal
C) export
D) import
E) copyright protection
Q3) What are the different conditions that contribute to the formation of a high-performance work system?
Q4) Research supports the idea that employees' job satisfaction and job performance are unrelated.
A)True
B)False
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