Labor Relations Exam Solutions
Course Introduction
Labor Relations explores the dynamic interactions between employers, employees, and labor organizations within the workplace. The course provides an overview of the history and development of labor movements, collective bargaining processes, and the legal frameworks that govern employer-employee relationships. Topics include union organizing, contract negotiation, grievance and arbitration procedures, conflict resolution, labor law, and the impact of globalization and contemporary trends on labor relations. By examining real-world case studies and current issues, students will develop an understanding of the strategies and skills necessary to navigate and contribute to effective labor-management relations in diverse organizational settings.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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18 Chapters
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________.
A) scientific rigor
B) existing data
C) research studies
D) qualitative opinions
E) analytics
Answer: D
Q2) A ________ is authorized to direct the work of subordinates and is responsible for accomplishing the organization's tasks.
A) training specialist
B) staff manager
C) line manager
D) recruiter
E) job analyst
Answer: C
Q3) Communicating is one of the five basic functions of the management process.
A)True
B)False
Answer: False
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Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) According to the ADA,firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.
A)True
B)False
Answer: False
Q2) Which of the following,if true,would most likely undermine the plaintiff's claim that Sanders is liable for the male employee's conduct?
A) The male employee physically threatened the plaintiff on three occasions.
B) The male employee made sexual advances towards the plaintiff on a daily basis.
C) The male employee was required by HR to participate in a sexual harassment awareness course.
D) The male employee's conduct significantly interfered with the plaintiff's ability to perform her job.
E) The plaintiff discussed her concerns about the male employee's conduct with female co-workers.
Answer: C
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4
Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Q1) During a merger or an acquisition,due diligence reviews performed by human resource teams are most likely to assess all of the following EXCEPT ________.
A) accounting procedures
B) organizational culture
C) employee compensation
D) employee benefits
E) labor relations
Answer: A
Q2) All of the following practices are most likely implemented by companies with high-performance work systems EXCEPT ________.
A) hiring employees based on validated selection tests
B) filling positions with internal candidates
C) utilizing self-managing work teams
D) providing extensive training to employees
E) providing pay increases based on service years
Answer: E
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Chapter 4: Job Analysis
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Q1) The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called ________.
A) job redesign
B) reengineering
C) process engineering
D) job enlargement
E) outsourcing
Q2) Job analysts collecting information through observations and interviews benefit from the use of a(n)________ to guide the process and ensure consistency.
A) structured list
B) electronic diary
C) job description
D) organization chart
E) position analysis questionnaire
Q3) Competencies are observable and measurable behaviors,and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.
A)True
B)False
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Page 6
Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) Which of the following motivates most employees over 65 to work?
A) overtime payments
B) promotion opportunities
C) schedule flexibility
D) supportive work environments
E) additional sick days
Q2) Pamlico River Productions is seeking a top-level manager to oversee its finance division.Qualified candidates can be difficult to find,so the business would most likely benefit from using a(n)________ to recruit potential candidates.
A) state-run employment agency
B) executive recruiter
C) temporary agency
D) Internet-based job site
E) alternate staffing recruiter
Q3) Firms can predict job performance of applicants by modeling the relationship between success on the job and responses on the application form.
A)True
B)False
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7
Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.
A)True
B)False
Q2) Which of the following,if true,supports the argument that Golden Creamery should require franchise owners to use the firm's preemployment tests?
A) Hourly employees at Golden Creamery stores typically remain with the company long enough to be promoted to management positions.
B) Golden Creamery franchise owners pay an initial franchise fee and receive a percentage of sales royalties in return.
C) Annual turnover rates for hourly employees of Golden Creamery stores are three times the rate of comparable businesses.
D) Individuals interested in working at a Golden Creamery store can complete online applications on the firm's Web site.
E) Golden Creamery uses a series of videos to train new hires as well as a mentoring program that has proven successful in the past.
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8
Chapter 7: Interviewing Candidates
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Sample Questions
Q1) Interviews can be made more effective if the interviewer studies the job description and uses a standardized interview form.
A)True
B)False
Q2) Which of the following questions would be relevant for Marion to ask if she wants an employee with extensive knowledge in real estate?
A) What did you enjoy most about your last job at a commercial real estate firm?
B) How do you handle sellers who believe their home is more valuable than it really is?
C) What are the loan options you would suggest for first-time home buyers?
D) What is the most frustrating aspect of being a realtor?
E) What motivated you to become a real estate agent?
Q3) According to the streamlined interview process,a(n)________ is a useful tool for guiding the flow of an interview.
A) organizational chart
B) benchmark metric
C) expectancy chart
D) scatter plot
E) chronological plan
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9
Chapter 8: Training and Developing Employees
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Sample Questions
Q1) Which of the following is NOT an advantage of programmed learning?
A) Training time is significantly reduced.
B) Trainees are able to learn at their own pace.
C) The number of trainee errors is reduced.
D) Training is similar to the coaching method.
E) Trainees receive immediate feedback.
Q2) Which of the following should be done first in the on-the-job training process?
A) explaining performance quality requirements
B) going through the job at the normal work pace
C) explaining quantity and quality requirements
D) familiarizing the trainee with equipment and tools
E) complimenting the trainee's good work
Q3) The American Society for Training and Development estimates that approximately 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs.
A)True
B)False
Q4) What are the advantages and disadvantages of audiovisual-based training? Under what circumstances is audiovisual-based training especially effective?
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) When actual job duties are appraised,the idea is to focus on the extent to which the employee exhibits the competencies that the employer values and that are essential for the job.
A)True
B)False
Q2) What is the first step in the appraisal process?
A) giving feedback
B) defining the job
C) administering the appraisal tool
D) making plans to provide training
E) analyzing an employee's progress
Q3) A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.
A) halo effect
B) stereotyping
C) central tendency
D) strictness
E) leniency
Q4) What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?
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Chapter 10: Coaching, Careers, and Talent Management
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Q1) Unlike training and development with a traditional focus,training and development with a career development focus provides employees with ________.
A) opportunities for learning job skills
B) monetary training compensation
C) career path information
D) performance appraisals
E) specific job descriptions
Q2) All of the following are characteristic of a formal promotion process EXCEPT
A) Open positions are posted
B) Promotion procedures are published
C) Promotion criteria are made available
D) Job postings are circulated to all employees
E) Promotions are based on unpublished requirements
Q3) Job shock occurs when a new employee's high expectations confront the reality of a boring job.
A)True
B)False
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) According to the Fair Labor Standards Act,if a worker covered by the act works more than 40 hours,he or she will receive overtime pay at a rate of ________ of normal pay for any hours worked over 40 in a workweek.
A) 50%
B) 100%
C) 125%
D) 150%
E) 200%
Q2) The ________ sets basic labor standards for employees working on any government contract that amounts to more than $10,000.
A) Davis-Bacon Act
B) Walsh-Healey Public Contract
C) Fair Wages Act
D) Civil Rights Act
E) Fair Labor Standards Act
Q3) A union is entitled to know the salary of each employee it is representing.
A)True
B)False
Q4) Explain the equity theory of motivation.What are the four forms of equity?
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) Employers may award merit pay as traditional merit increases that increase an employee's base pay or as a lump sum merit raise.Explain the pros and cons of these two choices.
Q2) Which of the following terms refers to changing behavior through rewards or punishments that are contingent on performance?
A) intermittent pay
B) behavior modification
C) personal development
D) instrumentality
E) internal motivation
Q3) All of the following are essential in order for incentive plans to be effective EXCEPT ________.
A) incentives appear to be logical
B) incentives are linked to behaviors
C) rewards are attractive to employees
D) standards are clear and complete
E) employee motivation is an issue
Q4) Herzberg's Hygiene-Motivator theory is based on Maslow's hierarchy of needs.
A)True
B)False
Page 14
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Chapter 13: Benefits and Services
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Q1) Private employers forced to downsize are required to provide COBRA coverage,and some firms offer dismissed employees severance pay.How do employers benefit from providing severance pay to dismissed employees? How do employees benefit from COBRA?
Q2) A plan in which the employer's contribution to employees' retirement savings funds is specified is known as a ________.
A) portable plan
B) default investment plan
C) Social Security pension plan
D) defined benefit pension plan
E) defined contribution pension plan
Q3) Pooled paid leave plans combine sick leave,vacation,and personal days into a single leave pool and have been blamed for increasing employee absenteeism.
A)True
B)False
Q4) Flextime for most employees typically involves one hour of leeway before 9 am or after 5 pm.
A)True
B)False
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Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) The four main types of privacy upheld by courts are intrusion,publication of private matters,disclosure of medical records,and appropriation of an employee's name or likeness for commercial purposes.
A)True
B)False
Q2) Which of the following is conducted with employees who are leaving a firm for the purpose of eliciting information about what is right or wrong with the job and the firm?
A) outsourcing interview
B) termination interview
C) screening interview
D) mass interview
E) exit interview
Q3) Unfortunately,employers have no tools for measuring the ethics of an individual during the applicant screening process,so employers do not realize they have hired an unethical person until it is too late.
A)True
B)False
Q4) 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) The ________ form of union security means that the company can hire nonunion people,but those people must join the union within a prescribed period of time and pay dues.
A) closed shop
B) union shop
C) agency shop
D) open shop
E) maintenance of agreement
Q2) Decertification campaigns to end union representation are in principle very similar to the initial certification campaign that brought the union into power.
A)True
B)False
Q3) The Change to Win Coalition was formed by several large unions that left the AFL-CIO due to concerns that the AFL-CIO was not aggressively organizing workers.
A)True
B)False
Q4) List and describe the five steps involved in planning a union drive and election.
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Chapter 16: Employee Safety and Health
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Sample Questions
Q1) All of the following are considered vulnerable workers EXCEPT ________.
A) young workers
B) male workers
C) immigrant workers
D) women workers
E) aging workers
Q2) The security guards and tellers at National Bank receive extensive training on how to handle medical emergencies,angry customers,and suspicious packages.Which of the following security programs is most likely being used at National Bank?
A) mechanical security
B) group security
C) organizational security
D) risk-based security
E) natural security
Q3) OSHA advocates safety incentive programs because they drastically reduce the number of workplace injuries and illnesses.
A)True
B)False
Q4) What steps are involved in a basic industrial hygiene program?
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Chapter 17: Managing Global Human Resources
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Q1) In Germany,employees have the legal right to a voice in setting company policies.This is called ________.
A) codetermination
B) employment at will
C) internal coordination
D) grievance procedures
E) gainsharing
Q2) The official length of a work week in the European Union is 40 hours.
A)True
B)False
Q3) 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?
Q4) A major challenge for international businesses is the need to adapt personnel policies and procedures to the differences among countries.
A)True
B)False
Q5) What staffing options do multinational firms have when filling positions in foreign subsidiaries?
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) A recent name change or promises of substantial savings suggest that a professional employer organization will be reliable.
A)True
B)False
Q2) Which of the following questions is LEAST relevant to David's decision regarding whether or not to hire Assure?
A) Will employee benefits be fully insured or partially self-funded by Assure?
B) What credit and professional references of Assure are available?
C) What HR and legal expertise is available from the Assure staff?
D) What is the process that Assure uses to handle HR-related legal issues?
E) How does Assure effectively communicate HR needs with its employees?
Q3) Which of the following terms refers to people who create businesses under risky conditions?
A) investors
B) risk managers
C) developers
D) entrepreneurs
E) visionaries
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