Personnel Management Exam Preparation Guide
Course Introduction
Personnel Management is a foundational course that explores the theories, principles, and practices associated with managing people within organizations. Topics covered include recruitment and selection, training and development, performance appraisal, compensation and benefits, employee motivation, and labor relations. The course emphasizes the strategic role of personnel management in achieving organizational objectives, fostering a positive workplace culture, ensuring legal compliance, and addressing the challenges of a diverse workforce. Through case studies and practical exercises, students develop the skills necessary to handle contemporary human resource issues and contribute effectively to organizational success.
Recommended Textbook Labor Relations and Collective Bargaining 9th Edition by Michael R. Carrell
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Page 2
Chapter 1: The American Labor Movement
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Sample Questions
Q1) In the Cordwainers Case, the employees' action was found to be illegal because:
A) They used illegal means.
B) They sought illegal ends.
C) They combined together.
D) No federal law gave them rights.
Answer: C
Q2) Which enabled the President to broaden the merit system and was the foundation of the present federal civil service system?
A) The Wagner Act
B) The Taft-Hartley Act
C) The Civil War
D) Pendleton Act
Answer: D
Q3) At the federal level, professional employees do not have the right to form labor organizations.
A)True
B)False
Answer: False
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Chapter 2: The Changing Workplace
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Sample Questions
Q1) Self-managed teams differ from other workplace teams in that they do all of the following except:
A) Establish a permanent group of employees on a work team.
B) Perform all tasks of one general area.
C) Provide their own supervision.
D) Develop and introduce new products.
Answer: D
Q2) Between 2001 and 2005 and under the leadership of President George W. Bush, the total union membership declined by over 5%.
A)True
B)False
Answer: True
Q3) To most effectively increase its percentage of the labor force in the 1990s, the union movement should increase its appeal to _____.
A) Teens
B) Hispanics
C) Management
D) Women
Answer: D
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Page 4
Chapter 3: Establishing a Bargaining Process
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Sample Questions
Q1) Supporters of right to work legislation contend that it helps labor at the negotiating table.
A)True
B)False
Answer: False
Q2) Under the fair representation requirement, every employee grievance must be pursued to arbitration if the employee so demands.
A)True
B)False
Answer: False
Q3) __________ provisions require employees to contribute a sum equal to membership dues to the union, but they are not required to join the union.
A) Open shop
B) Agency shop
C) Closed shop
D) Union hiring hall
Answer: B
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Page 5
Chapter 4: Organizational Campaigns
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Sample Questions
Q1) During a union organizing campaign, which of the following would usually be considered a legal employer activity?
A) Withholding a Christmas bonus.
B) Telling employees what the effects of unionism might be.
C) Threatening to close the plant.
D) Creating undesirable working conditions.
Q2) Employees cannot organize a labor campaign in which of the following situations?
A) On the employer's property.
B) During lunch breaks.
C) After the regular workday.
D) Leafleting cars in the employers' parking lot.
Q3) The majority of unfair labor practice cases filed with the NLRB are concerned with:
A) Discrimination against union employees.
B) Domination of a union.
C) Election interference.
D) Threats of loss of benefits.
Q4) Boulwarism is not lawful under the National Labor Relation Act.
A)True
B)False
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Chapter 5: The Negotiation Process
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Sample Questions
Q1) The governmental entities involved in collective bargaining fall into two categories: a council form and an executive-legislative form.
A)True
B)False
Q2) Union leaders may want their membership to reject a contract proposal to give them increased bargaining leverage.
A)True
B)False
Q3) Either side may push a mandatory subject to impasse.
A)True
B)False
Q4) Mandatory bargaining items include:
A) Christmas bonuses.
B) Café prices.
C) Preferential hiring.
D) Hot Cargo Clause.
Q5) Wages and unionization are related to one another within the public sector.
A)True
B)False
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Chapter 6: Collective Bargaining: Strategies and Tactics
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Sample Questions
Q1) BATNA is also referred to as:
A) Settlement.
B) Reservation point.
C) Initial offering.
D) Midpoint stance.
Q2) A realistic assessment of the worst alternative to not reaching an agreement that determines what a party is willing to agree to in order not to reach an impasse.
A) BATNA
B) WATNA
C) WAVE
D) Pareto's Law
Q3) If a negotiator must give the first opening offer, or choose to do so for strategic reasons, then they should choose the most extreme offer, which can logically be defended and then carefully gauge the reaction to the offer.
A)True
B)False
Q4) IBB generally required the existence of several issues to be negotiated.
A)True
B)False
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Chapter 7: Compensation Issues
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Sample Questions
Q1) Most labor contracts specify that the pyramiding of overtime pay is allowed if earned.
A)True
B)False
Q2) The __________ is computed by dividing the cost of the directly increased benefit by the cost of the wage rate increase.
A) Actuarial wage
B) GNP forecast
C) Roll-up percentage
D) Linear programming formula
Q3) Union leaders favor a standard rate of pay for each job versus a pay range) because:
A) They distrust management merit/performance appraisal systems.
B) A standard pay rate pays senior employees more.
C) A pay range does not allow for merit increase.
D) Supervisors have input in determining individual pay levels.
Q4) COLA changes normally are made weekly as prices increase.
A)True
B)False
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Chapter 8: Employee Benefits
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Sample Questions
Q1) Concession bargaining techniques are a way to ensure company benefits in exchange for less compensation on the job.
A)True
B)False
Q2) ______________ provides for the continuation of medical and dental insurance for employees, spouses, and dependants in the event of termination of employment.
A) EAP
B) COBRA
C) DOE
D) CORPA
Q3) Only _______% of nonunion U.S. workers have paid holidays.
A) 25
B) 87
C) 65
D) 47
Q4) Employee pension plans are permissive subjects in collective bargaining.
A)True
B)False
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Chapter 9: Seniority Rights
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Sample Questions
Q1) A scope clause is an agreement that prohibits a company from outsourcing.
A)True
B)False
Q2) A seniority list provides information on the amount of time employees have worked within a particular department.
A)True
B)False
Q3) In ________, the Court ruled that subcontracting is a mandatory subject for collective bargaining.
A) General Motors v. Brown Group, Inc.
B) Company Associated Coal v. United Mine Workers
C) Fibreboard Paper Products Corp. v. NLRB
D) Ford v. United Mine Workers
Q4) The Ratio-Rank Principle gives employees rank positions on the merging seniority lists equal to their position on the prior seniority lists.
A)True
B)False
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11
Chapter 10: Contract Implementation
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Sample Questions
Q1) In a labor contract, the "effort bargain" generally refers to:
A) Work standards.
B) Working conditions.
C) Premium pay.
D) Management hiring rights.
Q2) Arbitrators are not bound by other employers' practices.
A)True
B)False
Q3) A party may waive statutory rights to bargain a mandatory subject by:
A) Refusing to discuss it.
B) Forgetting to discuss it.
C) Giving the other party written unilateral control over the subject.
D) Coming to an oral agreement on the subject that is not part of the written agreement.
Q4) Prior to the _____, jurisdictional disputes between labor unions competing for the same work assignments caused numerous work stoppages.
A) Misco, Inc.
B) Steelworkers Trilogy
C) Lincoln Mills
D) 1947 Taft-Hartley Amendments
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Chapter 11: Grievance and Disciplinary Procedures
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Sample Questions
Q1) The employee has the legal right to take a grievance directly to the supervisor.
A)True
B)False
Q2) Why might unions encourage members to file grievances in a certain area even though they do not expect to win or pursue the cases?
A) They need practice in the grievance procedure.
B) The grievances provide supporting evidence of the members' concerns during future negotiations.
C) It helps keep management on its toes.
D) Arbitrators are impressed by the number of grievances in an area.
Q3) The written grievance is delivered to the supervisor, and a meeting of the three parties is held.
A)True
B)False
Q4) One guideline for grievance mediation is:
A) Grievant is entitled to attend the mediation.
B) Act timely.
C) Investigate.
D) Respond.
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Chapter 12: The Arbitration Process
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Sample Questions
Q1) Tripartite arbitration boards usually reach a decision unanimously.
A)True
B)False
Q2) Probably the most severe limitation of managerial discretion is the negotiated requirement of seniority recognition.
A)True
B)False
Q3) The Supreme Court in the Warrior v. Gulf case declared that if any doubt as to the arbitrability of an issue exists, the courts should hear the case.
A)True
B)False
Q4) Both parties are always allowed to question the grievant during an arbitration hearing.
A)True
B)False
Q5) Past practice is recognition of the bargaining history of the two parties involved in the dispute.
A)True
B)False
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Chapter 13: Comparative Global Industrial Relations
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Sample Questions
Q1) The search for flexible and responsive work methods has led to:
A) Flattening organizational structures.
B) Broadening the scope of upper level management.
C) Limiting tasks to core related tasks only.
D) More contract and part-time work.
Q2) Parent firms and foreign affiliates of multinational enterprises now account for __% of global output.
A) 10
B) 20
C) 25
D) 30
Q3) The main charge given to the ILO was to enact international conventions and to make recommendations regarding labor. Which of the following areas of labor were not covered?
A) ILP
B) Unemployment
C) Minimum age of workers
D) Maternity protection
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