Labour Relations
Midterm Exam
Course Introduction
Labour Relations explores the dynamic relationship between employers, employees, and unions within the workplace. This course examines the historical development of the labour movement, collective bargaining processes, dispute resolution mechanisms, and the legal framework governing employment relations. Students will learn about the roles and responsibilities of both management and labour representatives, the negotiation of collective agreements, and strategies for managing workplace conflict. Emphasis is placed on understanding labour legislation, interpreting union contracts, and the impact of labour relations on organizational effectiveness and employee well-being.
Recommended Textbook
Managing Human Resources 6th canadian edition by Monica Belcourt
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16 Chapters
1643 Verified Questions
1643 Flashcards
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Page 2
Chapter 1: The World of Human Resources Management
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97 Verified Questions
97 Flashcards
Source URL: https://quizplus.com/quiz/20214
Sample Questions
Q1) Almost all Canadian employers have engaged in some type of downsizing.
A)True
B)False
Answer: False
Q2) Which of the following is the best example of how globalization presents challenges for HR professionals?
A) HR information programs are now written in multiple languages.
B) Job candidates are from diverse and international backgrounds.
C) International travel is inconsistent with corporate social responsibility initiatives.
D) Organizations worldwide are changing the way they do business.
Answer: B
Q3) Which of the following is an example of an important impact of information technology on HRM?
A) Paper waste from employee files is drastically decreased.
B) Many HR functions can now be considered "self-serve."
C) Employee recording of all types is carried out much faster.
D) Convenience in general has increased.
Answer: B
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3
Chapter 2: Strategy and Human Resources Planning
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Which of the following is an important shortcoming of an organization's having to rely on part-time employees?
A) limited benefits
B) no job security
C) lack of training
D) no organizational loyalty
Answer: D
Q2) Nearly one-fifth of the workforce is made up of part-time, temporary, and self-employed workers.
A)True
B)False
Answer: True
Q3) Increased emphasis on HR issues becomes especially critical when organizations consider global strategies, relocation of plants, product innovation plans, and so forth.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Equity and Diversity in Human Resources Management
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Once an employment equity program has been implemented, what is the most important thing to do?
A) evaluate and monitor it closely
B) keep up to date on new developments and laws in employment equity
C) inform the CHRA of progress
D) limit revisions to the program to one per year
Answer: A
Q2) In Canada, the four designated groups that have not received equitable treatment in employment are women, Aboriginal people, people with disabilities, and visible minorities.
A)True
B)False
Answer: True
Q3) Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.
A)True
B)False
Answer: True
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Chapter 4: Job Analysis, Employee Involvement, and
Flexible Work Schedules
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102 Verified Questions
102 Flashcards
Source URL: https://quizplus.com/quiz/20217
Sample Questions
Q1) What is most important reason that job analysis is considered the cornerstone of HRM?
A) The information comes from job incumbents who know the job the best.
B) It is done in a scientifically sound and valid way.
C) The information it collects serves so many HRM functions.
D) It is required by law.
Q2) Job design is concerned with changing, modifying, and enriching jobs in order to capture the talents of employees while improving performance.
A)True
B)False
Q3) Team synergy is heightened when team members engage in behaviours such as support, active listening, consensus decision making, and which of the following?
A) unanimity
B) prioritizing options
C) regular meeting times
D) disagreement
Q4) What factors should be considered in designing a job?
Q5) What are the advantages and disadvantages of flextime or flexible working hours?
Q6) Discuss the job characteristics that motivate employees.
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) An assessment centre is a place where people are evaluated.
A)True
B)False
Q2) Educational institutions are typically a source of young applicants with formal training but relatively little full-time work experience.
A)True
B)False
Q3) Which of the following should an employer NOT do in order to develop effective newspaper advertisements?
A) try to be too creative or flashy
B) overlook community newspapers or classified publications that target a specific market segment
C) encourage impulse applicants with weekend telephone numbers
D) highlight the major assets of the position=
Q4) Job sharing, flextime, extended leave, and alternative career paths are ways to accommodate family needs.
A)True
B)False
Page 7
Q5) What are the advantages and disadvantages of internal recruitment?
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Chapter 6: Employee Selection
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115 Verified Questions
115 Flashcards
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Sample Questions
Q1) Which of the following types of test measures dispositional characteristics such as extroversion, inquisitiveness, and dependability?
A) personality tests
B) cognitive ability tests
C) physical ability tests
D) supervisory and managerial ability tests
Q2) Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behaviour.
A)True
B)False
Q3) Aptitude tests measure what a person knows or can do right now.
A)True
B)False
Q4) Correlation (validity) coefficients range from 0.00 to 1.00.
A)True
B)False
Q5) Employers are required by law to provide references for former employees.
A)True
B)False
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Chapter 7: Training and Development
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) Behaviour modification seeks to gradually shape trainee behaviour using reinforcement.
A)True
B)False
Q2) Which of the following training methods is used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment?
A) the simulation method
B) the classroom method
C) the vestibule method
D) the apprenticeship method
Q3) Training plays a central role in strengthening the competencies that give organizations their competitive advantage.
A)True
B)False
Q4) Behavioural and process skills needed for team training need to be acquired through participative exercises.
A)True
B)False
Q5) What should managers do to avoid the pitfalls of substandard diversity training?
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Chapter 8: Appraising and Improving Performance
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) A potential drawback of a trait-oriented performance appraisal is that it may be biased and subjective.
A)True
B)False
Q2) Peer appraisals should be used primarily for developmental purposes.
A)True
B)False
Q3) Why is performance appraisal important?
A) because it is key to the validation of selection procedures, which are the foundation of all HR practices
B) because all organizations need to weed out lower-performing individuals at a rate of about 10 percent of employees per annum
C) because employees need to know that they are being evaluated in order to perform at an appropriate level
D) because the success of the entire HR program depends on knowing how the performance of employees compares with the goals established for them
Q4) What are the four basic considerations for establishing performance standards?
Q5) Identify and discuss the two general purposes of performance appraisal.
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Chapter 9: Managing Compensation
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) Which of the following types of equity do wage and salary surveys permit an organization to maintain?
A) internal
B) distributive
C) external
D) salary
Q2) Both Sam and Samantha work as cashiers at Modelo Hot Dogs. They do work of equal value to the firm; yet, Sam receives less pay than Samantha. Sam is not happy because he perceives the system as being unfair to him. Which of the following theories can you use to explain Sam's perceptions?
A) reverse discrimination theory
B) pay equity theory
C) expectancy theory
D) equity theory
Q3) What is job classification often used to help determine pay for?
A) merit bonuses
B) CEO pay
C) classified university professors' jobs
D) government jobs
Q4) Briefly explain the different job evaluation systems.
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Chapter 10: Pay For Performance: Incentive Rewards
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102 Flashcards
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Sample Questions
Q1) Stock options are rights attached to the achievement of specific organizational objectives.
A)True
B)False
Q2) Why are performance measures vital in incentive plans?
A) because they communicate the importance of the organizational goals
B) because they ensure fair pay for women
C) because they drive profitability
D) because they are fair and equitable
Q3) Incentive plans based on productivity can reduce labour costs.
A)True
B)False
Q4) Under a straight commission plan, compensation is based entirely on a percentage of sales.
A)True
B)False
Q5) A bonus is supplemental to base wages.
A)True
B)False
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Chapter 11: Employee Benefits
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Benefits programs should be based on specific objectives in line with the organization's strategic compensation plan.
A)True
B)False
Q2) In addition to paid holidays, some employers give workers additional personal use days.
A)True B)False
Q3) From a pension perspective, which of the following is a key issue concerning the aging of baby boomers in Canada?
A) There are more demands for dental benefits.
B) Baby boomers are leaving management, thus there is a loss to the HR managers who oversee this benefit.
C) There are fewer contributions to the pension fund by younger generations and more withdrawals for funding pensions for baby boomers, thus putting the fund at risk of depletion.
D) Younger generations are demanding reduced pensions for those leaving the workforce.
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Chapter 12: Safety and Health
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) A supervisor's primary obligation to employee safety is to communicate safety standards and train employees in safe practices.
A)True
B)False
Q2) Workplace signs of depression include decreased energy, irritability, and memory problems.
A)True
B)False
Q3) Robin Hood recently started working in a modern office in the financial district in Toronto. Which of the following health and safety issues is he LEAST likely to face in the workplace?
A) sick building syndrome
B) distress
C) lung cancer
D) muscular aches and pains
Q4) It is generally recognized that there is little that management can do to prevent cumulative trauma disorders (repetitive motion injuries).
A)True
B)False
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Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) The Juniper Corporation wishes to establish an alternative dispute-resolution procedure that will provide a sense of justice for employees. A peer-review board would offer this benefit.
A)True
B)False
Q2) An ombudsperson solves problems through negotiation and mediation activities between supervisors and subordinates.
A)True
B)False
Q3) An implied contract terms that judges read into employment contracts when the written contract does not expressly deal with the matter.
A)True
B)False
Q4) One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offence.
A)True
B)False
Q5) What are some of the pros and cons of "open-door" policies?
Q6) 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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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Interest-based bargaining usually leads to suspicion and compromise.
A)True
B)False
Q2) Mediation is the only form of third-party resolution that results in binding recommendations.
A)True
B)False
Q3) The first step in the labour relations process is a union organizing campaign.
A)True
B)False
Q4) Employees might consider organizing and joining a union an effective alternative to quitting a job in which they feel they are being treated unfairly.
A)True
B)False
Q5) Labour relations boards are responsible for administering labour law.
A)True
B)False
Q6) How do unions and management employ bargaining power in negotiations?
Q7) What are the primary reasons for employee unionization?
Page 16
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Chapter 15: International Human Resources Management
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101 Verified Questions
101 Flashcards
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Sample Questions
Q1) Canadian companies have been conducting business on an international basis longer than anyone else.
A)True
B)False
Q2) When comparing European countries such as Norway and Denmark with North America, which of the following trends is evident in terms of compensation systems?
A) There are higher wages but lower benefits in North America.
B) There are lower wages and better benefits in North America.
C) There are higher wages and benefits in Europe.
D) There are higher wages and benefits in North America.
Q3) Subsidiaries of multinational corporations are usually run as independent companies.
A)True
B)False
Q4) In some countries, unions are part of alliances between political parties, churches, or governments.
A)True
B)False
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Chapter 16: Creating High Performance Work Systems
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95 Verified Questions
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Sample Questions
Q1) External fit occurs when all of the elements of the work system complement and reinforce one another.
A)True
B)False
Q2) Ideally, the high-performance work system should be so effective that management processes and leadership take on a diminished role and employees are left to manage themselves.
A)True
B)False
Q3) High-performance work systems are relatively easy to copy by competitors.
A)True
B)False
Q4) Which of the following is the most frequent mistake that companies make during implementation, as noted by the ASTD council on high-performance work systems?
A) failure to involve the union
B) failure to create a compelling reason for change
C) failure to provide an adequate communication system
D) failure to evaluate the system
Q5) What are the fundamental principles of high-performance work systems?
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