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Q:
At the highest level of involvement in the worldwide marketplace are organizations that choose to locate a facility based on the ability to effectively, efficiently, and flexibly produce a product or service, using cultural differences as an advantage. Such organizations are referred to as:
A. foreign subsidiaries.
B. international organizations.
C. multinational organizations.
D. global organizations.
E. universal organizations.
Q:
An organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs is a(n):
A. international organization.
B. multinational company.
C. foreign subsidiary.
D. global organization.
E. outsourcing partner.
Q:
An organization that has just started setting up one or a few facilities in one or a few foreign countries is a(n):
A. global organization.
B. international organization.
C. multinational organization.
D. foreign subsidiary.
E. expatriate.
Q:
A firm that is currently shipping domestically produced items to other countries to be sold there is engaging in:
A. exporting.
B. offshoring.
C. importing.
D. outsourcing.
E. relocating.
Q:
The usual way that a company begins to enter foreign markets is by:
A. importing.
B. offshoring.
C. exporting.
D. outsourcing.
E. relocating.
Q:
A company is headquartered in Germany, has offices in the U.S., and has a Vietnamese manager working in a facility in the U.S. In this case, Germany is the _____ country, the U.S. is the _____ country, and Vietnam is the _____ country.
A. parent, host, third
B. expatriate, inpatriate, repatriate
C. host, guest, third
D. third, first, host
E. parent, guest, second
Q:
John, an American who works for a U.S.-based company, has been assigned to work in Japan. He is known as a(n):
A. expatriate.
B. inpatriate.
C. host-country national.
D. third-country national.
E. guest-country national.
Q:
An individual who was born in the United States and is currently working in Spain for a company headquartered in Japan is a _____ in Spain.
A. parent-country national
B. host-country national
C. third-country national
D. home-country national
E. guest-country national
Q:
A country that is neither the parent country nor the host country for a company is referred to as a:
A. first country.
B. facilitating country.
C. governing country.
D. third country.
E. guest country.
Q:
A TexasCorp (an American company) employee, who was born in India and is working at the company's facilities in India, is a:
A. host-country national.
B. parent-country national.
C. first-country national.
D. third-country national.
E. guest-country national.
Q:
A _____ is a country (other than the country in which the organizations headquarters is located) in which an organization operates a facility.
A. host country
B. parent country
C. first country
D. third country
E. guest country
Q:
Maria Celio, who was born in Spain, works at the headquarters of a Spanish company. She is a:
A. host-country national.
B. expatriate.
C. governing-country national.
D. third-country national.
E. parent-country national.
Q:
The _____ of a company is the country in which the organization's headquarters is located.
A. host country
B. parent country
C. governing country
D. third country
E. second country
Q:
Canada, Mexico, and the United States have encouraged trade among themselves with the:
A. CSN.
B. NAFTA.
C. PICTA.
D. APEC.
E. TAFTA.
Q:
The balance sheet approach for determining expatriate compensation adjusts a manager's compensation so that it equals the host country's standard of living, further ensuring assimilation into the local culture.
Q:
Apart from developing an appreciation of the host-country's culture, cross-cultural training requires developing a greater awareness of one's own culture too.
Q:
In comparison with European organizations, U.S. organizations exert more centralized control over labor relations in the various countries where they operate.
Q:
U.S. companies usually link stock options to specific performance goals, such as the increase in a company's share price compared with that of its competitors.
Q:
The general principles of performance management may apply in most countries, but the specific methods that work in one country may fail in another.
Q:
In the context of the effects of culture on training design, trainers are expected to be authoritarian and controlling of session in cultures low in power distance.
Q:
Culture shock is the first emotional stage an expatriate experiences upon starting a foreign assignment.
Q:
Research has found successful completion of overseas assignments to be most likely among employees who are extroverted, agreeable, and conscientious.
Q:
Expanding opportunities in fast-developing nations such as China and India has limited the ability of organizations to tap into the immigrant workforce.
Q:
Companies usually prefer hiring parent-country nationals for filling positions in host-countries.
Q:
Compared with other countries, the United States does not allow employers much latitude in reducing their workforce, the emphasis being more on protecting jobs.
Q:
A country's political system does not usually affect human resource management.
Q:
Capitalist economic systems provide ample opportunities for educational development because the education system is free to students.
Q:
In general, spending on education is lesser per pupil in high-income countries than in poorer countries.
Q:
Job design aimed at empowerment is likely to be difficult in cultures with high power distance.
Q:
In countries with low uncertainty avoidance, people seem to take each day as it comes.
Q:
In countries with large power distances, people try to eliminate inequalities.
Q:
The most important influence on international HRM is the economic system of the country in which a facility is located.
Q:
A global organization uses cultural differences as an advantage.
Q:
While international companies build one or a few facilities in another country, multinational companies go overseas on a broader scale.
Q:
Third-country nationals are employees from a country other than the parent country or the host country.
Q:
The host country is the country in which the organization's headquarters is located.
Q:
The trends and arrangements that encourage international trade also increase and change the demands on human resource management.
Q:
How can labor-management relations be made more cooperative?
Q:
What are the different criteria that employers use to judge a grievance procedure?
Q:
Describe the different approaches to collective bargaining proposed by Richard Walton and Robert McKersie, giving examples wherever possible.
Q:
Describe the union organizing process.
Q:
What are the different functions of the National Labor Relations Board (NLRB)? Explain.
Q:
What are right-to-work laws?
Q:
Why do unions place a high priority on negotiating contract provisions with an employer? What are the different types of contract provisions?
Q:
Why has there been a steady decline in union membership in the United States?
Q:
Distinguish between craft unions and industrial unions.
Q:
What are the three levels of decisions involved in labor relations?
Q:
Under the National Labor Relations Act, the union has a duty of fair representation, which means the union must:
A. give equal representation to all members of the bargaining unit, whether or not they actually belong to the union.
B. only the key employees of the bargaining unit.
C. represent more than half of the employees in a bargaining unit.
D. not refuse membership to any employee who fits the eligibility criteria decided upon during contract negotiation.
E. allow all members of the union to stand for union office and to vote in the elections.
Q:
From the point of view of employees, the grievance procedure is an important means of:
A. getting fair treatment in the workplace.
B. settling negotiations between unions and government agencies.
C. interpreting contract terms.
D. facilitating the negotiation process.
E. preventing major delays in production.
Q:
What is typically the first step in a grievance procedure initiated by an employee?
A. The grievance is put in writing and submitted to a line manager.
B. The union steward meets with a management representative.
C. Additional local or national union officers are involved.
D. Employee discusses problem with supervisor.
E. Management puts response to grievance in writing.
Q:
The process for resolving union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a _____.
A. complaint protocol
B. chain of command
C. grievance procedure
D. protest procedure
E. corporate campaign
Q:
Which of the following describes the type of arbitration that focuses on enforcing or interpreting contract terms?
A. Final-offer arbitration
B. Interest arbitration
C. Rights arbitration
D. Conventional arbitration
E. Contract arbitration
Q:
In _____ arbitration, the arbitrator must choose either management's or the union's last offer for each issue or for the contract as a whole.
A. final-offer
B. interest
C. rights
D. conventional
E. vested
Q:
Which of the following is true of using a fact finder for resolving conflicts?
A. A fact-finder typically does not report on the reasons for the dispute.
B. A fact-finder is often used for negotiations with governmental bodies.
C. A fact-finder's findings are generally not made public.
D. A fact-finder's findings are binding on the parties.
E. A fact finder does not recommend settlements.
Q:
The least formal and most widely used conflict resolution procedure is:
A. mediation.
B. fact-finding.
C. arbitration.
D. strike.
E. picketing.
Q:
The _____ is a neutral third party on which the common alternatives to strike rely on.
A. National Labor Relations Board
B. Federal Mediation and Conciliation Service
C. Federal Labor Relations Board
D. Federal Arbitration and Consulting Service
E. National Mediation and Arbitration Commission
Q:
A union denies wage concession in exchange for enhanced job security as in the past it had made similar concessions but the management did not live up to the agreement. Which of the following approaches to bargaining will best address this trust deficit?
A. Distributive bargaining
B. Integrative structuring
C. Attitudinal structuring
D. Intraorganizational bargaining
E. Associate bargaining
Q:
According to Walton and McKersie, _____ bargaining looks for win-win solutions, or outcomes in which both sides benefit.
A. attitudinal
B. integrative
C. distributive
D. intraorganizational
E. associate
Q:
According to Walton and McKersie, labor-management bargaining that focuses on dividing an economic "pie" between two sides is referred to as:
A. integrative bargaining.
B. attitudinal structuring.
C. intraorganizational bargaining.
D. distributive bargaining.
E. corporate bargaining.
Q:
Which of the following statements is true of the decertification process?
A. The Landrum-Griffin Act incorporated the right of employees to decertify a union.
B. A decertification election may not take place when a contract is in effect.
C. Only senior management has the right to decertify a union.
D. The number of decertification elections as a proportion of total elections held has declined in recent years.
E. Decertification follows a process opposite to that of a representation election.
Q:
A card-check provision:
A. allows the employer, on behalf of the union, to automatically deduct union dues from the employees' paychecks.
B. is an agreement that if a certain percentage of employees sign an authorization card, the employer will recognize their union representation.
C. is an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining.
D. is a formal and binding pledge by the employer not to oppose organizing efforts elsewhere in the company.
E. is a formal and binding pledge by at least 51 percent of employees to not unionize.
Q:
One of the alternatives to traditional organizing is to conduct _____bringing public, financial, or political pressure on employers during union organization and contract negotiation.
A. collective coercion
B. corporate campaigns
C. indirect provisions
D. associate campaigns
E. social campaigns
Q:
Which of the following terms refers to an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining?
A. Card check provision
B. Corporate union membership
C. Indirect union provision
D. Associate union membership
E. Relational union membership
Q:
Which of the following should a supervisor do to discourage unions?
A. Promise employees that they will receive favorable terms or conditions of employment if they forgo union activity
B. Threaten employees with harsher terms and conditions of employment or employment loss if they engage in union activity
C. Limit direct contact with employees
D. Interrogate employees about pro-union or anti-union sentiments that they or others may have
E. Report any direct or indirect signs of union activity to a core management group
Q:
After certifying a union, the NLRB sets certain limits for future elections. Which of the following is one such limit?
A. It will not permit additional elections for five years.
B. After the union and employer have finished negotiating a contract, an election cannot be held for the time of the contract period or for two years, whichever comes first.
C. The parties to the contract may agree not to hold an election for longer than three years.
D. After negotiating a contract, union elections cannot be conducted online.
E. An outside party can be barred from holding elections for more than three years.
Q:
During an organizing campaign:
A. the unions determine who is eligible to vote.
B. the union is automatically recognized if at least 30 percent of employees agree.
C. the NLRB conducts a secret-ballot election if only 30 to 50 percent of employees signed cards.
D. only one union can appear on the ballot.
E. the employer cannot participate in any of the proceedings.
Q:
What is the minimum percent of employees in a bargaining unit who must sign authorization cards for the NLRB to hold a union representation election?
A. 30 percent
B. 51 percent
C. 20 percent
D. 10 percent
E. 55 percent
Q:
Which of the following is true of how the NLRB carries out the function of preventing unfair labor practices?
A. The deadline for filing a charge is twelve months after the alleged unfair practice.
B. The NLRB has no authority to issue cease-and-desist orders to halt unfair labor.
C. The board can order the employer to reinstate workers, but cannot order them to pay back pay.
D. The NLRB is not authorized to set aside the results of an election and must approach the courts for this purpose.
E. If an employer or union refuses to comply with an NLRB order, the board has the authority to petition the U.S. Court of Appeals.
Q:
Which of the following does the NLRB exclude from participating in organizing activities and being a member of the bargaining unit?
A. Employees in multiple facilities within a single employer
B. Employees covered by multiple employers
C. Employees with managerial duties
D. Employees who have been on strike for economic reasons for less than one year and who have been replaced by other employees
E. Employees who have a community of interest in their wages, hours, and working conditions
Q:
When does the NLRB certify a union as the exclusive representative of a group of employees?
A. When the management of an organization approves of a union
B. When a union pays its dues to the board
C. When at least 51 % of the employees join the union within a certain time (30 days) after beginning employment
D. When a majority of workers vote in favor of a union
E. When the AFL-CIO votes in favor of a union
Q:
The NLRB has two major functions: to prevent unfair labor practices and to:
A. conduct periodic onsite inspections of union and company financial records.
B. conduct and certify representation elections.
C. make rules and regulations for union-management relations.
D. levy punitive charges on violators.
E. monitor and regulate labor relations in small, local businesses.
Q:
Which of the following laws regulates unions' actions with regard to their members, including financial disclosure and the conduct of elections?
A. The Hatch Act
B. The Taft-Hartley Act
C. The Landrum-Griffin Act
D. The Civil Service Reform Act
E. The Maguire Act
Q:
Which of the following union security provisions is illegal under right-to-work laws?
A. Checkoff provision
B. Closed shop
C. Maintenance of membership
D. Secret-ballot elections
E. Participation in union meetings
Q:
Which of the following rights of employees is covered under the Taft-Hartley Act?
A. The right to nominate candidates for union office
B. The right to participate in union meetings and secret-ballot elections
C. The right to choose whether they join a union or other group.
D. The right to examine unions' financial records
E. The right to physically block nonstriking employees from entering the workplace
Q:
Right-to-work laws are:
A. federal laws that protect employees' right to lifetime employment.
B. state laws that make union shops, maintenance of membership, and agency shops illegal.
C. laws that protect the right of unions to insist that the employer hire only union members.
D. laws that allow terminating an existing contract and striking for a new one without notifying the employer.
E. federal laws that ensure that all union members get pension benefits.
Q:
Which of the following laws allows the states to pass so-called right-to-work laws?
A. The Taft-Hartley Act
B. The Sarbanes-Oxley Act
C. The Landrum-Griffin
D. The Hatch Act
E. The Maguire Act
Q:
Which of the following is an unfair labor practice by unions under the Taft-Hartley Act?
A. Insisting on provisions that the employer may hire only workers who are union members
B. Nominating candidates to union office and conducting secret-ballot elections
C. Going out on strike to secure better working conditions
D. Refraining from activity on behalf of the union
E. Joining a union not recognized by the employer
Q:
Which of the following is an unfair labor practice under Section 8(a) of the NLRA?A. Engaging in collective bargaining with a labor organizationB. Asking to meet with employees' representatives because the employees are on strikeC. Failing to pay unionized employees higher wages than nonunionized employeesD. Implementing performance-based pay plans in the companyE. Coercing employees in exercising their rights to join or assist a labor organization
Q:
Which of the following workers are not covered by the NLRA?
A. An individual employed as a supervisor
B. An individual employed in the service sector
C. An individual employed by a private-sector firm with less than 15 full-time employees
D. An individual carrying out a white-collar job
E. An individual drawing an annual salary of more than $20,000
Q:
Which of the following is covered by the National Labor Relations Act (NLRA)?A. A worker employed as a supervisorB. A person working for a parentC. An independent contractorD. An worker employed by an employer subject to the Railway Labor ActE. A worker going out on strike to secure better working conditions