Labor Relations
Exam Bank
Course Introduction
This course explores the fundamental concepts and practices of labor relations, focusing on the dynamic interactions between employers, employees, and labor unions in the modern workplace. Students will examine historical and legal foundations of labor relations, collective bargaining processes, dispute resolution methods, and the roles of government agencies in regulating labor practices. Through case studies and real-world examples, the course highlights current issues such as labor law reforms, workplace diversity, and globalization, equipping students with the analytical tools needed to understand and navigate the complexities of labor-management relationships.
Recommended Textbook
Human Resource Management 15th Edition by Robert L. Mathis
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16 Chapters
1604 Verified Questions
1604 Flashcards
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Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?
A) PeopleSoft used the Cloud while an HRIS used a vendor's data center.
B) PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it.
C) An HRIS was run on support from IT people while PeopleSoft did not require any support from IT.
D) An HRIS used the Cloud while PeopleSoft used a vendor's data center.
Answer: C
Q2) Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning human resource activities, and outsourcing analyses.
A)True
B)False
Answer: True
Q3) Briefly describe the role of a human resources specialist.
Answer: The human resource (HR) specialist is a person who has in-depth knowledge and expertise in a limited area of HR. The most common areas of HR specialty, in order of frequency, are benefits, employment and recruitment, and compensation.
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Page 3
Chapter 2: Human Resources Strategy and Planning
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act?
A) Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves.
B) Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment.
C) Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment.
D) Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves.
Answer: A
Q2) Human economic value added = Net profit before taxes + Cost of capital / Full-time head count
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) According to the _____ workers over the age of 40 are entitled to receive complete accurate information on the available benefits, a list of all workers impacted in a reduction, and several weeks to decide whether or not to accept severance benefits in exchange for a waiver to sue the employer.
A) Older Workers Benefit Protection Act
B) Age Discrimination in Employment Act
C) Civil Rights Act
D) Rehabilitation Act
Answer: A
Q2) Which of the following is an illegal criterion for rejecting job applicants?
A) Education
B) Work experience
C) Skill sets
D) Religion
Answer: D
Q3) Workplace romances are considered risky because they have great potential for causing conflict.
A)True
B)False
Answer: True
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Chapter 4: Workforce, Jobs, and Job Analysis
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100 Flashcards
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Sample Questions
Q1) Jill, who works with SunFun LLC, is responsible for handling the job analysis in her organization. She has developed job descriptions and job specifications. Which of the following will typically be Jill's next step?
A) Preparing for and introducing job analysis
B) Maintaining and updating job descriptions and job specifications
C) Planning the job analysis
D) Conducting the job analysis
Q2) A _____ is formed to address specific problems, improve work processes, and enhance the overall quality of products and services.
A) global team
B) special-purpose team
C) self-directed team
D) virtual team
Q3) Which of the following is an inflow to the U.S. population?
A) Graduation
B) Immigration
C) Retirement
D) Death
Q4) Explain the common approaches to job design.
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Chapter 5: Individual/Organization Relations and Retention
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Sample Questions
Q1) Functional turnover usually proves to be positive for organizations.
A)True
B)False
Q2) A major reason for categorizing an employee's departure as functional rather than dysfunctional is his/her performance level.
A)True
B)False
Q3) What are the three major factors that affect individual performance in organizations?
Q4) Employee productivity is a tangible aspect of psychological contracts.
A)True
B)False
Q5) Developing skills in employees increases the likelihood that the employees would quit an organization.
A)True
B)False
Q6) A no-fault policy in organizations allows employees to manage their own attendance.
A)True
B)False
Page 7
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Which of the following is a feature of school and college recruiting?
A) Vocational colleges and technical schools often have cooperative programs with employers that funnel quality students into regular jobs.
B) College recruiting is one of the least expensive recruitment methods.
C) Companies who target minority students before they graduate are likely to be violating EEO laws.
D) School and college recruiting is a type of internal recruitment.
Q2) Which of the following statements is true about employees of employee leasing companies?
A) They have employment contracts and are not at-will employees.
B) They increase the costs on benefits and HR administration on the part of the employer.
C) They are supplied by contract to employers with jobs.
D) They can be regarded as self-employed for IRS purposes.
Q3) Define the term "rerecruiting." Explain how a firm can utilize this form of recruitment.
Q4) What is involved in strategic recruiting?
Q5) How do professional employer organizations differ from employment agencies?
Q6) Briefly discuss six methods of making the recruiting process more effective.
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Chapter 7: Selecting Human Resources
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Which of the following statements is true about medical examinations and inquiries?
A) A company may require applicants to take a drug test even before a conditional job offer has been made.
B) A preemployment health checklist can be required of applicants before a job offer is made, but physical medical exams cannot be requested until a job has been conditionally offered.
C) A drug test is considered a medical exam and cannot be administered unless a conditional job offer has been made.
D) Companies may ask questions about an applicant's current medical condition but not about past medical problems, even after a conditional job offer has been made.
Q2) List the talent acquisition functions that organizations need to be concerned with.
Q3) What purposes do application forms serve?
Q4) What are the circumstances in which an employer needs to combine predictors? What are the two ways of combining predictors?
Q5) Discuss the usefulness of honesty and integrity tests as selection tests.
Q6) In the context of selection and placement, what is meant by the term "mismatch"?
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Which of the following is true about on-the-job training (OJT)?
A) It is less disruptive to the work flow than other types of employee training methods.
B) It is flexible and relevant to what employees do.
C) It is more expensive than classroom training.
D) It is typically outsourced to external firms.
Q2) Evaluating training at the behavioral level means measuring the effect of training on job performance through observing job performance.
A)True
B)False
Q3) E-learning cannot be paired with simulation.
A)True
B)False
Q4) The planned introduction of new employees to their jobs, coworkers, and the organization is referred to as _____.
A) orientation
B) organizational entry
C) socialization
D) indoctrination
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Page 10
Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) Josh is 32 years old. He worked for a financial organization for seven years after graduating with a bachelor's degree. He received three promotions during that period. Recently, he was fired by his employers and is now working part-time as a bartender while training as an X-ray technician. Josh is experiencing_____.
A) a career plateau
B) a Protean career
C) career sequencing
D) a career transition
Q2) Ambrose is discussing his college major with his best friend. Ambrose says that his parents want him to be a Certified Public Accountant (CPA) just like them when he graduates. However, Ambrose says, "I just don't see myself as an accountant!" Which of the following can be concluded from the information given in this scenario?
A) Ambrose's self-image is not congruent with his parent's image of him.
B) Ambrose belongs to a personality type that is not likely to go for a practical job.
C) Ambrose's choice is conflicting with that of his peers.
D) Ambrose's interest is clashing with his self-image.
Q3) What does presupervisor training mean?
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Chapter 10: Performance Management and Appraisal
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100 Flashcards
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Sample Questions
Q1) With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.
A)True
B)False
Q2) One concern of multisource rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.
A)True
B)False
Q3) A panel of division managers evaluating a supervisor's potential for advancement in the organization is known as _____.
A) peer rating
B) multisource rating
C) outsider rating
D) self-rating
Q4) Both numerical and nonnumerical performance standards can be established.
A)True
B)False
Q5) Describe the appraisal interview.
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) The two factors that the pay adjustment matrix considers are _____.
A) the employee's performance as rated in an appraisal and the employee's position in the pay range
B) the employee's total productivity and the employee's position in the pay range
C) the employee's performance as rated in an appraisal and the total number of hours spent at work
D) the employee's total productivity and the total number of hours spent at work
Q2) Describe the pay-for-performance philosophy of employee compensation.
Q3) Which of the following is true of the point factor method of job evaluation?
A) In this method, descriptions of each class of jobs are written and then each job is put into a grade according to the class it best matches.
B) It is a complex quantitative method that combines the ranking and classification methods.
C) It looks at compensable factors in a group of similar jobs and assigns weights to them.
D) It is a simple system that places jobs in order, from highest to lowest, by their value to the organization.
Q4) Define compensable factor.
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Page 13
Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Which of the following is a disadvantage associated with spot bonuses?
A) They are typically given in the form of nonmonetary incentives.
B) They can be awarded only during appraisals.
C) They can fuel jealousy among employees.
D) They are given to a team and not to individual employees.
Q2) Explain commissions.
Q3) Team Spark LLC, a producer of consumer goods, practiced gainsharing. After organizational restructuring, the management has decided to replace gainsharing plans with a piece-rate system. Which of the following is true of Team Spark LLC?
A) It provided group incentives; now it provides individual incentives.
B) It provided individual incentives; now it provides group incentives.
C) It provided group incentives; now it provides organizational incentives.
D) It provided individual incentives; now it provides organizational incentives.
Q4) Describe the conditions necessary for the use of individual incentives.
Q5) Explain perquisites.
Q6) A corporation gives a golden parachutes to encourage anexecutive to stay with the company.
A)True
B)False
Page 14
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) According to the Patient Protection and Affordable Care Act, enrollment in health coverage is mandatory for every citizen.
A)True
B)False
Q2) According to the 1986 amendment to the Age Discrimination in Employment Act (ADEA)_____.
A) most employees cannot be forced to retire at a specific age
B) workers should contribute to the defined benefit plans
C) equal treatment should be given to older workers in severance situations
D) employers can be sued by employees for age discrimination
Q3) Elaborate on the two main types of retirement benefits.
Q4) Define the concepts of vesting and portability.
Q5) Union contracts have an impact on the number of paid holidays offered by organizations.
A)True
B)False
Q6) What are the different conditions under which employers grant "leaves of absence" to their employees?
Q7) What are the advantages of using paid paid-time-off (PTO) plans?
Q8) What are employee-paid group benefits? Why are they becoming popular?
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Chapter 14: Risk Management and Worker Protection
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Q1) The workers at a construction site are refusing to work saying that the scaffolding on which they have been working is unsafe and that their management has been avoiding their requests for a safer work environment. Is their refusal to work justified?
A) Yes, because according to the OSHA, workers have the right to refuse to work if their fear is objectively reasonable
B) Yes, because the refusal to work can be considered as a legitimate and legal slow-down strike
C) No, because the workers have to abide by their employment contract, failing which, they can be legally sued
D) No, because refusal to work is justified only when sufficient proof has been submitted to the OSHA regarding lack of safety
Q2) The last phase of accident investigation involves preparing a report on the accident. A)True B)False
Q3) Define the term "security" with respect to a workplace. What actions can employers take to minimize the risk and impact of workplace violence?
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) According to the Data Protection Act, personnel files and records should ideally be maintained by employers for_____.
A) 1 year
B) 2 years
C) 3 years
D) 5 years
Q2) One of the advantages of using a peer review panel for dispute resolution is the provision of a due process.
A)True
B)False
Q3) Rachel manages a team of ten designers in an advertising agency. She encourages all her subordinates to directly approach her and speak with her at any time of the day regarding issues they may be facing at work. On the basis of the given information, we can conclude that Rachel_____.
A) encourages external whistle-blowing
B) has established an arbitration system
C) acts as an ombudsman in her company
D) practices an open-door policy
Q4) Differentiate between upward and downward communication in workplaces.
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) During a contract negotiation, the management of Wild Mist Inc. and its employee union fail to reach an agreement on an issue related to retirement benefits. A neutral third party is called in to come up with a solution, make the necessary decisions, and reach a settlement. The process used by the third party in the given scenario is referred to as_____.
A) fact-finding
B) conciliation
C) arbitration
D) mediation
Q2) Colleen, an active union member, applies for a job at a company that her union has targeted so that she can start organizing efforts in favor of the union. She is also being paid by the union for her efforts. Which of the following practices is Colleen employing?
A) Embedding
B) Salting
C) Corporate intelligence
D) Subversion
Q3) Workers must remain members of the union for the period of the labor contract.
A)True
B)False
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Page 18