Labor Relations
Exam Practice Tests
Course Introduction
Labor Relations explores the dynamic interactions between employers, employees, and the unions that may represent them. The course examines the historical development of labor movements, collective bargaining processes, conflict resolution strategies, labor laws, and the impact of globalization and technological changes on workplace relationships. Students will gain insight into contract negotiations, grievance handling, and workplace rights and responsibilities, while developing practical skills for managing labor disputes and fostering cooperative labor-management relationships in diverse organizational settings.
Recommended Textbook
Human Resource Management 10th Edition by Raymond Noe
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Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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Q1) Which of the following arguments states that diversity of perspectives and less emphasis on conformity to norms of the past should improve the level of resourcefulness?
A)System flexibility argument
B)Marketing argument
C)Employee attraction and retention argument
D)Problem-solving argument
E)Creativity argument
Answer: E
Q2) Which of the following major dimensions of HRM practices involves training employees to have the skills needed to perform their jobs?
A)Vision and mission of human resources
B)Managing the human resource environment
C)Acquiring and preparing human resources
D)Compensating human resources
E)Assessment and development of human resources
Answer: C
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Chapter 2: Strategic Human Resource Management
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Q1) A(n)_____ typically charts how a firm will create value for customers and how it will do so profitably.
A)design specification
B)business model
C)job characteristics model
D)administrative linkage
E)process architecture
Answer: B
Q2) To be maximally effective, the human resource management function of a company must be isolated from the company's strategic management process.
A)True
B)False
Answer: False
Q3) Differentiation companies will have compensation systems that are geared toward internal rather than external equity.
A)True
B)False
Answer: False
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Chapter 3: The Legal Environment: Equal Employment Opportunity
and Safety
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Q1) If a plaintiff feels that there are individual acts of intentional discrimination in his firm that have led to a statistical disparity in the firm, and this disparity is a function of a larger culture of discrimination. Which of the following lawsuits is he most likely to file?
A)Reasonable accommodation
B)Pattern and practice
C)Disparate treatment
D)Quid pro quo
E)Disparate impact
Answer: B
Q2) After the Equal Employment Opportunity Commission (EEOC)has taken responsibility for investigating a claim of discrimination, the complainant must give the EEOC _____ days to investigate the complaint.
A)30
B)60
C)90
D)120
E)180
Answer: B
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Chapter 4: The Analysis and Design of Work
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Q1) Work-flow design is the process of analyzing the tasks necessary for the production of a product or service, and it is performed after allocating and assigning these tasks to a particular job category or person.
A)True
B)False
Q2) Which of the following is a part of a job description and can be observed in employees' actions?
A)Knowledge
B)Skills
C)Abilities
D)Responsibilities
E)Persistence
Q3) Which of the following is the primary role of an efficiency expert?
A)Looking for additional resources to increase productivity
B)Implementing a system that can store excess inventories
C)Introducing new equipment that will increase output
D)Removing every bit of waste in production operations
E)Employing more people to complete a task quicker
Q4) How do the different HR functions use the information gathered from job analysis?
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Chapter 5: Human Resource Planning and Recruitment
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Q1) Which of the following is true about temporary workers?
A)Although they are temporary, these workers have to be included in employee records.
B)The objective perspective that temporary workers bring along with them is of no value because of their lack of experience.
C)Despite prior training from temporary agencies, companies have to retrain temporary workers to match company standards.
D)Some full-time employees perceive the temporary help as a threat to their own job security.
E)Instead of replacing long-term employees with temporary employees, many organizations supplement their core staff with a small set of temporary workers who act more like assistants to the core staff than potential replacements.
Q2) One of the reasons organizations engaged in downsizing was that many firms changed the location of where they did business for economic reasons.
A)True
B)False
Q3) Discuss the employment-at-will policies and due process policies.
Q4) Explain forecasting and the different types of forecasting methods.
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Chapter 6: Selection and Placement
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Q1) Compliance of executive orders is monitored by the Office of Federal Contract Compliance Programs.
A)True
B)False
Q2) The _____ allows the individual filing the complaint to have a jury decide whether he or she may recover punitive damages (in addition to lost wages and benefits)for emotional injuries caused by the discrimination.
A)Civil Rights Act of 1871
B)Age Discrimination in Employment Act
C)Americans with Disabilities Act
D)Civil Rights Act of 1991
E)Civil Rights Act of 1964
Q3) As per the Age Discrimination in Employment Act, the burden of proof always lies with the person who faces discrimination.
A)True
B)False
Q4) Define content validation. What are its advantages and disadvantages?
Q5) Explain generalizability and the validity generalization process.
Q6) Explain criterion-related validity and its two varieties.
Page 8
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Chapter 7: Training
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Q1) In the context of factors that influence motivation to learn, when an organization seeks to convince employees that they can successfully learn the content of the training program, it is primarily focusing on improving:
A)the work environment.
B)the reliability of the training.
C)the employees' awareness of training needs.
D)the self-efficacy of employees.
E)the goal orientation of employees.
Q2) A disadvantage of distance learning is the high travel costs incurred during training.
A)True
B)False
Q3) Establishing a mentoring process is part of the _____ component in an effective managing diversity program.
A)top management support
B)recruitment and hiring
C)identifying and developing talent
D)holding managers accountable
E)ensuring fair treatment
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Chapter 8: Performance Management
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Q1) Attribute-based performance methods are the least popular performance evaluation approaches in organizations.
A)True
B)False
Q2) A measure that results in drastically different ratings over time lacks _____ reliability.
A)internal consistency
B)interrater
C)parallel-forms
D)test-retest
E)inter-method
Q3) _____ are the most frequently used source of performance information.
A)Peers
B)Managers
C)Subordinates
D)Employees themselves
E)Customers
Q4) Validity refers to the consistency of a performance measure.
A)True
B)False
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Chapter 9: Employee Development
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Q1) Dev, a team leader, manages a team of project leads. He conducts an exercise for his subordinates; they are asked to pick documents that resemble those found on his desk and decide how they would respond to them. This exercise is an example of a(n)_____.
A)focus group discussion
B)role-play
C)interview
D)in-basket
E)leaderless group discussion
Q2) Despite no gender differences in access to job experiences involving transitions or creating change, male managers receive significantly more assignments involving high levels of responsibility than female managers of similar ability and managerial level.
A)True
B)False
Q3) Psychological success is determined through the signals an employee receives from the company rather than it being self-determined.
A)True
B)False
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Chapter 10: Employee Separation and Retention
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Q1) The theory of progression of withdrawal states that dissatisfied individuals spontaneously enact a set of behaviors all at once to avoid their work situation.
A)True
B)False
Q2) Explanation, consideration, social sensitivity, and empathy are key determinants of _____.
A)perceptual justice
B)interactional justice
C)procedural justice
D)outcome justice
E)task justice
Q3) Discuss the concept of negative affectivity and its relation to job satisfaction.
Q4) Identify the differences and similarities between job involvement and organizational commitment.
Q5) Group cohesiveness and support for individual members decrease through exposure and joint efforts found in team-building activities.
A)True
B)False
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Chapter 11: Pay Structure Decisions
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Q1) Which of the following is the most widely used method in job evaluation that yields scores for each compensable factor?
A)Range spread approach
B)Point-factor system
C)Market survey system
D)Pay policy line
E)Pay grade approach
Q2) Explain the reasons for the controversy over executive pay.
Q3) Product market comparisons that focus on labor costs are likely to deserve greater weight when:
A)product demand is inelastic.
B)the supply of labor is elastic.
C)attracting and retaining qualified employees is difficult.
D)the costs of recruiting replacements are high.
E)labor costs represent a large share of total costs.
Q4) List out some of the potential limitations of using a job-based pay structure.
Q5) Differentiate between pay level and job structure with an example.
Q6) Distinguish between external equity pay comparisons and internal equity pay comparisons.
Q7) Describe key jobs and nonkey jobs.
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Chapter 12: Recognizing Employee Contributions With Pay
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Q1) Merit pay has the ability to define and reward a broad range of performance dimensions.
A)True
B)False
Q2) In the _____ dimension, employees base their fairness assessments on the processes that were used to decide the amount of compensation.
A)distributive
B)procedural
C)quantitative
D)ownership
E)outcome
Q3) A(n)_____ program is based on group or plant performance that does not become part of the employee's base salary.
A)merit pay
B)profit-sharing
C)stock option
D)gainsharing
E)individual incentive
Q4) Discuss the expectancy theory.
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Chapter 13: Employee Benefits
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Q1) Discuss the Social Security Act of 1935 and its eligibility requirements for insurance.
Q2) Discuss how retirement plans can combine the advantages of defined benefit plans and defined contribution plans.
Q3) Which type of retiree benefits plan is excluded from the rule of Financial Accounting Statement 106 that states that benefits should not be provided on pay-as-you-go basis?
A)Health care
B)Pensions
C)Life insurance
D)Stock ownership
E)Disability insurance
Q4) In the context of benefits, which of the following is true of the demographics of a workforce?
A)Younger employees are more concerned about medical coverage.
B)Younger employees are more concerned about life insurance.
C)Young, unmarried men often have more interest in benefits.
D)Young, unmarried women have less interest in high salary and wages.
E)Women of childbearing age care more about disability leave.
Q5) Discuss the Financial Accounting Statement (FAS)106 rule.
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Chapter 14: Collective Bargaining and Labor Relations
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Q1) Discuss the effect of union on wage.
Q2) Under which of the following acts is a union shop illegal?
A)Landrum-Griffin Act
B)Walsh-Healey Act
C)Smith-Connally Act
D)Taft-Hartley Act
E)Norris-La Guardia Act
Q3) The National Labor Relations Act (NLRA)is also known as the _____.
A)Landrum-Griffin Act
B)Davis-Bacon Act
C)Healey Act
D)Wagner Act
E)Hartley Act
Q4) Codetermination is more common in the United States than in western European countries.
A)True
B)False
Q5) What are the seven areas in which the management of a company has to prepare itself before entering contract negotiations with a union?
Page 16
Q6) What criteria do arbitrators use to reach a decision?
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Chapter 15: Managing Human Resources Globally
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Q1) In the context of Hofstede's cultural dimensions, the masculinity-femininity dimension describes:
A)the strength of the relationships between the members of a society.
B)how a culture deals with hierarchical relationships.
C)the unequal distribution of power within a society.
D)the division of roles between the sexes within a society.
E)how cultures seek to deal with the fact that the future is not perfectly predictable.
Q2) According to Hofstede, a country's economic health is positively correlated with _____.
A)feminist cultures
B)cultures with no uncertainty avoidance
C)individualist cultures
D)cultures with high power distance
E)collectivist cultures
Q3) Companies that do business in other countries have to present compensation packages to expatriate managers that are competitive in gross, rather than take-home, pay.
A)True
B)False
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Chapter 16: Strategically Managing the HRM Function
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Q1) Joanne works as chief human resource officer (CHRO)for an IT firm. When she takes up the function of performance and behavioral counseling, she is playing the role of a
A)liaison to the board
B)talent architect
C)confidante
D)strategic advisor
E)representative of the firm
Q2) Which of the following steps in reengineering involves conducting surveys?
A)Identifying the process
B)Understanding the process
C)Redesigning the process
D)Implementing the process
E)Auditing the process
Q3) The basic process of building HR strategy starts with scanning the internal environment.
A)True
B)False
Q4) Discuss the four competencies that HR professionals require to become partners in the strategic management process.
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