Organizational Behavior
Chapter Exam Questions
Course Introduction
Organizational Behavior explores the study of how individuals, groups, and structures influence behavior within organizations. This course examines key concepts such as motivation, leadership, team dynamics, organizational culture, communication, decision-making, and conflict resolution. Through theoretical frameworks and real-world case studies, students gain insights into managing people effectively, fostering productive work environments, and understanding the ethical implications of managerial actions. The knowledge and skills developed help students analyze human behavior in professional settings and devise strategies to enhance organizational performance.
Recommended Textbook
The Labor Relations Process 9th Edition by William
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Page 2
H. Holley
Chapter 1: Union-Management Relationships in Perspective
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Sample Questions
Q1) "Technology" includes:
A) characteristics of the work environment.
B) pace of work.
C) tasks to be performed.
D) all of these
E) characteristics of the work environment and tasks to be performed.
Answer: D
Q2) Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector.
A)True
B)False
Answer: False
Q3) "Probationary work periods" would be most desired by management when the labor market:
A) has a high unemployment rate and many skilled employees.
B) has a high number of unskilled employees.
C) has a low unemployment rate.
D) has a low number of unskilled employees.
E) has a low unemployment rate and a low number of unskilled employees.
Answer: B
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Chapter 2: Evolution of Labor Management Relationships
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Sample Questions
Q1) The Civil War encouraged the growth of unions as it:
A) created a more militant philosophy of protest which continued after the war's end.
B) refined and encouraged mass production techniques which meant a concentration of a new and larger force under one factory roof.
C) served as a training ground for future union leaders.
D) all of these
E) none of these
Answer: B
Q2) "Big Bill Haywood," an initial leader of the IWW:
A) defended the capitalistic system until he was assassinated by left wing radicals.
B) agreed with Gompers that overthrow of the existing capitalistic system by any means possible was the sole goal of labor unions.
C) was largely responsible for turning the IWW into a highly effective organization. D) founded the KOL.
E) none of these.
Answer: E
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4
Chapter 3: Legal Influences
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Sample Questions
Q1) The major deficiencies of the Norris-La Guardia Act, which were corrected by passage of the Wagner Act in 1935, were:
A) an administrative agency was included.
B) employer unfair labor practices were included.
C) union unfair labor practices were included.
D) the National Labor Relations Board was reorganized
E) an administrative agency was included and employer unfair labor practices were included.
Answer: E
Q2) The yellow-dog contract guarantees that employees are not required to participate in union activities.
A)True
B)False
Answer: False
Q3) NLRB initiates investigation of a company when it suspects that the company has committed an unfair labor practice.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Unions and Management: Key Participants in the Labor Relations Process
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Sample Questions
Q1) Joint councils involve groupings of conference boards that have common goals, employers, and interests.
A)True
B)False
Q2) Attendance at local union meetings often varies between five and ten percent of the membership.
A)True
B)False
Q3) Participation in a typical local union meeting usually varies between:
A) 0 and 5 percent.
B) 5 and 10 percent.
C) 10 and 15 percent.
D) 15 and 20 percent.
E) more than 20 percent.
Q4) The term(s) used to describe the merging together of two or more unions is/are:
A) affiliation.
B) amalgamation.
C) absorption.
D) conglomeration.
E) affiliation, amalgamation, and absorption.
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Chapter 5: Why and How Unions Organized
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Q1) Method(s) by which a union can attain exclusive bargaining agent status is/are:
A) secret-ballot elections.
B) NLRB directives.
C) voluntary recognition
D) all of these
E) secret-ballot elections and NLRB directives.
Q2) Within seven days after the regional director of the NLRB has approved a consent election, the employer must file a list of names and addresses of all eligible voters with the regional director of the NLRB.
A)True
B)False
Q3) If employees choose to decertify their union, there cannot be another representation election for twelve months.
A)True
B)False
Q4) Employees' previous experience with a union is a strong predictor of their attitudes toward unions and their decision to join one.
A)True
B)False
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Chapter 6: Negotiating the Labor Agreement
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Q1) Profit sharing represents a mandatory subject of bargaining.
A)True
B)False
Q2) The point (terms) beyond which a bargaining party would prefer no settlement to settlement on the other party's less favorable proposed terms is termed that party's:
A) termination point.
B) end point.
C) preference point.
D) resistance point.
E) break-even point.
Q3) Any failure to reach an agreement on contract language concerning a mandatory bargaining subject represents a violation of the duty to bargain in good faith.
A)True
B)False
Q4) The proportion of an employer's total operating costs comprised of labor costs is termed the union density level.
A)True
B)False
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Chapter 7: Economic Issues
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Q1) Wages and other economic benefits represent income to employees, costs to an employer, and a basis for tax revenue to the government.
A)True
B)False
Q2) Labor market wage surveys are used to ensure that a firm's wage structure is externally equitable.
A)True
B)False
Q3) The labor relations term for a written clause in a labor agreement which permits the parties to negotiate wage rates at some predetermined date during the life of the agreement is:
A) Cost-of-living adjustment.
B) Lump sum pay adjustments.
C) Wage re-opener.
D) Open-ended contract.
E) Spillover effect.
Q4) Skill-based pay sets the wage rate according to a job's title (type).
A)True B)False
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Chapter 8: Administrative Issues
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Q1) The federal agency responsible for enforcing the anti-discrimination in employment provisions of the American with Disabilities Act (ADA) is:
A) Department of Labor.
B) ADA agency.
C) Equal Employment Opportunity Commission.
D) Federal Mediation & Conciliation Service.
E) Department of Disabilities.
Q2) Jurisdictional disputes can occur when:
A) two or more unions claim jurisdiction over the same work assignments.
B) bargaining unit employees believe their work is being assigned to employees outside of the bargaining unit.
C) disagreements occur within the union over particular work assignments.
D) all of these
E) none of these
Q3) Promotions are personnel changes within an organization that advance an employee to a position of more responsibility, usually accompanied by a wage increase.
A)True
B)False
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Chapter 9: Resolving Negotiation Impasses and Contract
Ratification
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Q1) A strike is not entered into lightly by an employee. Which of the following items is least likely to be considered?
A) Is the objective worth the cost?
B) What will other people think of me?
C) What is my expense of participation?
D) What are the legal ramifications?
E) all of these are equally likely to be considered by an employee
Q2) An employee may resign from the union during a strike, cross picket lines, and be protected under the Taft-Hartley Act, but the union may impose a one-time fine for crossing the union's picket line.
A)True
B)False
Q3) At the end of the 80-day injunction under the National Emergency Procedures of the LMRA, the president is authorized to:
A) direct the seizure of the industry.
B) direct the Attorney General to have all violators arrested.
C) report to Congress.
D) declare the strike or lockout illegal.
E) all of these
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Chapter 10: Contract Administration
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Q1) Grievance procedures in nonunion firms:
A) are non-existent.
B) do not frequently have an employee's grievance decided by a third-party neutral.
C) usually have arbitration as its final step.
D) permit the use of wildcat strikes among dissatisfied employees.
E) usually have arbitration as its final step and permit the use of wildcat strikes among dissatisfied employees.
Q2) Employees seldom file a grievance to protest a contractual violation since negotiators are usually concerned about the precision of every labor agreement provision.
A)True
B)False
Q3) The realization by first line supervisors and union stewards that they both occupy marginal positions can result in:
A) codified relationships.
B) empathetic relationships.
C) alienated relationships.
D) power relationships.
E) codified power relationships.
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Page 12
Chapter 11: Labor and Employment Arbitration
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Q1) The "parole evidence" rule:
A) in essence ignores the many hours spent by the parties in negotiating the labor agreement.
B) adheres to the "common law of the shop" principle and its related labor agreement language.
C) enables the arbitrator to overturn clear labor agreement language.
D) applies to employees who are discharged for so-called criminal violations.
E) none of these
Q2) Governmental agencies such as the EEOC and the NLRB can retain jurisdiction over an issue heard by an arbitrator and can modify an arbitrator's decision if it conflicts with their interpretation of public policy.
A)True
B)False
Q3) The common law of the shop is derived from:
A) labor agreement language.
B) intent of the parties.
C) past practices of union and management officials at a particular facility.
D) all of these
E) none of these
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Page 13
Chapter 12: Employee Discipline
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Q1) In most states, an employer cannot legally discharge an employee because the employee refused to follow a management directive that would require the employee to violate the law.
A)True
B)False
Q2) Management would generally prefer that an arbitrator rely on a "preponderance of evidence" instead of "beyond a reasonable doubt" since it is frequently difficult for management to meet this more stringent standard for evidence of employee misconduct.
A)True
B)False
Q3) Under due process element of double jeopardy, the employer cannot first suspend an employee indefinitely and then subsequently discharge the employee.
A)True
B)False
Q4) Arbitrators regard the term "subject to dismissal" as implying that management can implement disciplinary penalties other than discharge.
A)True
B)False
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Chapter 13: Labor Relations in the Public Sector
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Q1) Under the Homeland Security Act of 2002, the President may waive employee and union rights granted under the Civil Service Reform Act.
A)True
B)False
Q2) Like in the private sector, the market economic system controls the price, quality, and availability of most services in the public sector.
A)True
B)False
Q3) Which one of the following organizations consists of one chairperson and at least six members appointed by the President that investigate any negotiation impasse presented and is authorized to take any necessary action to settle the dispute?
A) Federal Trade Commission
B) Federal Service Impasse Panel
C) National Labor Relation Commission
D) Federal Labor Relations Authority
E) Federal Negotiations Service
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Chapter 14: Labor Relations in Multinational Corporations
and in Other Countries
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Q1) Which of the following statements about NAFTA is true?
A) The NAFTA agreement includes the countries of the United States, Canada, and Mexico.
B) While many of the promised benefits due to NAFTA have not been realized, at least NAFTA has not resulted in serious unemployment in the United States and Canada.
C) NAFTA has caused a large loss of Mexican farm jobs because of lower barriers on the importation of crops to Mexico from other NAFTA nations.
D) Wages in Mexico have essentially been stagnant since NAFTA was enacted.
E) All of these statements are true.
Q2) Which one of the following concepts does NOT exist in Western European labor relations systems?
A) Exclusive representation of a bargaining unit.
B) Bargaining with unions in addition to work councils.
C) Bargaining between representatives of employer associations and representatives of a confederation of unions.
D) Benefits obtained more quickly through the political arena.
E) A great commitment to and high expenditures on training.
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