Labour Relations
Final Exam Questions
Course Introduction
Labour Relations examines the dynamic interactions between employers, employees, and their representative bodies within the workplace, emphasizing the principles, laws, and practices governing collective bargaining, dispute resolution, and workplace negotiations. The course explores the historical development of unionization, the structure and function of labour unions, and the regulatory frameworks that shape employment conditions. Students will analyze real-world cases to understand the roles of management and labour, address issues such as contract administration, grievance procedures, and strikes, and evaluate the impact of labour relations on organizational effectiveness and employee rights.
Recommended Textbook
Managing Human Resources 8th canadian edition by Monica Belcourt
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Page 2
Chapter 1: The World of Human Resources Management
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Sample Questions
Q1) Because of the "dot-com bust," the initial explosive success of Internet business declined drastically and is still in a moderate decline.
A)True
B)False
Answer: False
Q2) Which of the following is an increasing source of success for organizations?
A)the knowledge,skills,and abilities of its top executives
B)the knowledge,skills,and abilities of its employees
C)the proper management of the knowledge,skills,and abilities of its employees
D)the knowledge,skills,and abilities of HR professionals
Answer: B
Q3) Which of the following is NOT a key benefit of corporate social responsibility?
A)avoiding lawsuits
B)improving earnings
C)attracting more applicants
D)improving pay for employees
Answer: D
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Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) During its strategic retreat,the top management team at IAMME Gold Corporation pondered on the question "What's the organization reason for being?" What was the team most likely focusing on?
A)the firm's strategic vision
B)the firm's core values
C)the firm's mission
D)the firm's competitive position
Answer: C
Q2) Human resources planning plays a key role in organizational strategy implementation because organizational leaders must make decisions regarding resource allocations to human capital,among other things.
A)True
B)False
Answer: True
Q3) Human resources planning (HRP)is the conducting of recruitment and selection methods according to a strategic plan.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Equity and Diversity in Human Resources Management
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Sample Questions
Q1) The first step in the implementation of employment equity is data collection and analysis.
A)True
B)False
Answer: False
Q2) What is the first step in the employment equity implementation process?
A)conduct a strategic discrimination gap analysis
B)establishment of a workplan
C)employment systems review
D)senior management commitment
Answer: D
Q3) Federal law prohibits discrimination based on sexual orientation.
A)True
B)False
Answer: True
Q4) Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job content.
A)True
B)False Answer: True
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Chapter 4: Job Analysis and Work Design
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Sample Questions
Q1) What are the four phases in team development?
A)forming,storming,norming,and performing
B)forming,norming,performing and dying
C)forming,storming,norming and dying
D)forming,norming,storming and dying
Q2) What can result from generically written job descriptions?
A)restructuring
B)openness to change
C)role ambiguity
D)role precision
Q3) Adjustments in work schedules are considered to be a part of job analysis and job design.
A)True
B)False
Q4) Job analysis is now considered outdated because it can't keep up with the current state of change in today's fast-paced work world.
A)True
B)False
Q5) What are the advantages and disadvantages of flextime or flexible working hours?
Page 6
Q6) What factors should be considered in designing a job?
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) Hamid is a professional engineer.He is not permanently in a management role,but is paid at management rate,and can choose to take up management roles without sacrificing his engineering role.How would you describe his career path?
A)complex career path
B)boundaryless career path
C)dual career path
D)divergent career path
Q2) Luba is developing a mentoring program for her organization.She has put a great deal of effort into making sure that all protégés are matched demographically with their mentor (gender,race,etc.),educating participants about facts such as the reciprocal nature of the relationship,and that the relationship can be used for personal and professional development.In her plans,which myth about mentors has Luba fallen victim to?
A)A mentor has to be the same gender and race as the protégé.
B)Mentoring should focus on the professional and not the personal.
C)Although mentoring can be reciprocal,that is just a by-product.The focus should be on the protégé.
D)Highly profiled people make the best mentors.
Q3) What are the advantages and disadvantages of internal recruitment?
Page 7
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Chapter 6: Employee Selection
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Sample Questions
Q1) In the "Big Five" personality tests,what is the dimension captured by the degree to which someone is dependable and organized,and perseveres?
A)conscientiousness
B)agreeableness
C)extroversion
D)dependability
Q2) Which of the following types of interviews allows applicants the most freedom in discussing a response to an interview question?
A)a structured interview
B)a non-directive interview
C)an open interview
D)a situational interview
Q3) What do we call the degree to which inferences drawn from interviews,test scores,and other selection procedures are supported by evidence (such as good job performance)?
A)predictability
B)validity
C)reliability
D)accuracy
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Page 8
Chapter 7: Training and Development
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Q1) The primary purpose in training employees is to help them get socialized to the organization.
A)True
B)False
Q2) Internship programs benefit students,but rarely benefit employers.
A)True
B)False
Q3) A solid training program should begin with effective design.
A)True
B)False
Q4) What is the most common training delivery method for formally training employees?
A)traditional classroom instruction
B)internship training
C)online instruction
D)on-the-job training
Q5) Trainee readiness refers to both maturity and experience factors in a trainee's background.
A)True
B)False
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Chapter 8: Performance Management
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Sample Questions
Q1) Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.
A)True
B)False
Q2) The similar-to-me error,like contrast,results in less-than-accurate performance ratings,but would not be considered discriminatory.
A)True
B)False
Q3) Which of the following performance evaluation methods involves a mutual agreement of goals and metrics between supervisor and subordinate?
A)all behavioural methods
B)productivity measures
C)forced distribution
D)management by objectives
Q4) Behavioural methods are often useful for providing employees with developmental feedback.
A)True
B)False
Q5) Why do employee evaluation programs sometimes fail?
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Chapter 9: Managing Compensation
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Sample Questions
Q1) The Hay profile method is useful for evaluating jobs of all types and levels.
A)True
B)False
Q2) Desirée is a female receptionist employed by York University in Toronto.John is a male janitor with the same employer.Both jobs are evaluated as having 500 points,yet Desiree is paid less than John.She has decided to legally challenge the employer.Which of the following is relevant in this case?
A)the Peter principle
B)market matching
C)equal pay for work of equal value
D)equal pay for equal work
Q3) Tiffany works as an IT specialist at Nortel.She is compensated based on such skills as programming and service to clients.It is likely that she is paid under which of the following pay plans?
A)a competency-based pay plan
B)a performance-based pay plan
C)a merit-based pay plan
D)a seniority-based pay plan
Q4) How are the wages for jobs typically determined? Why is this process important?
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Chapter 10: Pay for Performance: Incentive Rewards
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Sample Questions
Q1) Under a differential piece rate plan,employees whose performance (i.e.,production)exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who have not exceeded the standard amount.
A)True
B)False
Q2) Which of the following is a key objective of enterprise incentive plans?
A)to limit "free ridership"
B)to reward top performers
C)to support government reward programs
D)to create a "culture of ownership"
Q3) A weakness of profit-sharing plans is that employees do not have total control over the profitability of the organization.
A)True
B)False
Q4) Performance measures are rather simple to develop and standardize,as sales volume is an objective measure of performance that is not dependent upon external factors.
A)True
B)False
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Chapter 11: Employee Benefits
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Sample Questions
Q1) Which of the following is a fast,convenient,and interactive way employees can learn about or change their benefits?
A)employee self-service (ESS)systems
B)personal benefit profiles
C)bulletin boards in the workplace
D)benefits information packets
Q2) Employer-sponsored employee assistance programs (EAPs)are created to help workers overcome hurdles in their personal lives.Which employee is the most likely to receive help under a typical EAP?
A)John Jones,who needs assistance to overcome a chemical dependency problem.
B)Steve Brown,who needs legal help in a personal bankruptcy proceeding.
C)Cindy Savage,who needs a list of qualified daycare facilities near the office.
D)Kate Johnson,who needs help choosing an appropriate M.B.A.program.
Q3) The Conference Board of Canada has concluded that it is not possible to contain the cost of employee benefit programs.
A)True
B)False
Q4) Compare and contrast the risks to the employee in regard to defined-contribution and defined-benefit pension plans.
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Chapter 12: Promoting Safety and Health
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Sample Questions
Q1) A serious violation of a safety rule may be grounds for employee termination,even for a first offence.
A)True
B)False
Q2) Assume that you are a new manager at a manufacturing plant.On your first day,you are on the factory floor and notice one employee verbally abusing another; a fight was imminent.Which of the following would NOT be a wise strategy for you to follow?
A)try to separate the individuals and ask them to see you individually in private B)remain calm
C)publicly ask the aggressor to back down,as this would help with developing your authority in the workplace
D)listen and be nonjudgmental
Q3) Employee morale can be affected by accidents and illnesses attributed to the workplace.
A)True
B)False
Q4) Compare and contrast the two general types of stress.Include an example of each.
Q5) List and describe techniques for coping with stress.
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Page 14
Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) What is a key objective for employers in using a peer-review process in disciplinary cases with employees?
A)to avoid costs incurred in court cases
B)to help train HR managers for tribunal hearings
C)to get evidence for the courts in the event that dismissals are challenged by employees
D)to give employees a sense of justice
Q2) An ombudsperson helps management by providing a check on itself.
A)True
B)False
Q3) Where should termination meetings with employees be held?
A)at the employee's workstation
B)in a neutral location,such as a conference room
C)outside the employer's premises
D)in the HR manager's office
Q4) Positive discipline is based on a mutual problem-solving approach,but resolutions are still mandated by the HR department.
A)True
B)False
Q5) What is progressive discipline? How does it differ from positive discipline?
Page 15
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Chapter 14: The Dynamics of Labour Relations
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Sample Questions
Q1) Management rights are those decisions over which management claims exclusive rights.
A)True
B)False
Q2) Unlike many unions in Europe,most of the bargaining and decision making for unions in Canada occurs at which of the following levels?
A)the international level
B)the national level
C)the sectoral level
D)the local level
Q3) In the United States,the key central federation of unions is called the AFL-CIO.In Canada,what is the name of the organization that does similar work?
A)the Canadian Auto Workers Union
B)the Canadian Labour Congress
C)the Labour Organization
D)the Trades Union Congress
Q4) Interest-based bargaining usually leads to suspicion and compromise.
A)True
B)False
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) What is repatriation?
A)a process to train expatriates prior to their first international assignment
B)adaptation of leadership and decision-making styles to the host country
C)a process to help employees make the transition back home
D)the ability of employees to settle in their international assignments
Q2) A Canadian firm with fully autonomous operating units in Korea,Spain,and Sweden would be classified as a multidomestic corporation.
A)True
B)False
Q3) Some of the advantages of using home-country nationals for overseas managerial assignments are that the talent is already available within the organization and that the organization can have greater control.
A)True
B)False
Q4) Only 20 percent of people globally are covered by any sort of social insurance programs.
A)True
B)False
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