Q&A Hero

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 one of the following is NOT a domain of the O*Net content model? A) Experience Requirements B) Occupation-Specific Requirements C) Worker Characteristics D) Occupation Characteristics E) Compatibility Requirements

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: Competency modeling has proven to be most useful for providing A) valid indisputable evidence of job-relatedness in disparate impact cases B) data to be used in the creation of performance appraisal forms C) a means to document the physical requirements necessary for a job D) data and support of outcomes associated with classifications of job E) information that is useful for the creation of customer service surveys

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: _____ provides an database for downloading job descriptions. A) JCQ B) PAQ C) O*Net D) DOT E) KSA

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: Competency models focus on: A) a systematic process of gathering information about work. B) defining a job in terms of its content and scope. C) the KASOCs needed to carry out the job tasks and duties. D) narratives of good and poor work behavior. E) how objectives are accomplished rather than what is accomplished.

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: Work analysis is relevant to ADA because A) Work analysis never refers to physical characteristic or abilities. It is simply focused on mental abilities. B) Work analysis has been used a means to determine if physical requirements are in fact job related or tied to business necessity. C) Job descriptions are a product of work analysis and those descriptions provide information related to compensation the comparable worth of jobs. D) Job descriptions can be subpoenaed and used by the plaintiff to support their prima facie case by proving that physical activity is necessary to job performance. E) The attitude of judges towards the lack of validity in work analysis has lead to an increase in the number of cases companies lose.

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: Effective teams and flexible, cross-functional work is increasingly important to the success of organizations. This is causing companies in the U.S. to A) Abandon work analysis altogether and let employees direct their own work on a day-to-day basis. B) Have dual job descriptions, one that is a valid representation of the work, and the other that is used if the company is sued. C) Become entrenched and create job descriptions that are even more detailed and specific in terms of skills and tasks for a particular job. D) Complete work analysis and consider aggregating the information at the unit or functional level E) Utilize the data derived from work analysis to develop a compensation system, however, the data is not used to communicate to employees.

Q: The competence to perform an observable behavior is known as _____. A) ability B) knowledge C) tasks D) skill E) attitude

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: Which of the following is a basic principle of work analysis? A) The analysis should be limited to observation and a review of work samples B) The resultant documents should include every skill a manager would like employees to demonstrate C) The analysis needs to focus on the job, not the person doing the job D) The analysis should focus on data that is unique and difficult to verify through the use of multiple sources E) The analysis should focus on the person currently in the job, not the job

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: A primary outcome of work analysis will be the ability to A) identify candidates for promotion B) determine the activities that make up a job C) identify the key elements of the corporate culture D) Test the organizations compensation practices E) Investigate and document individual employee competencies

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: _____ is used to describe how well individuals perform their jobs. A) Performance appraisal B) Traits analysis C) Job context D) Work analysis E) Observation

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: _____ is a systematic process of gathering information about work, jobs, and the relationships among jobs. A) Job description B) Job evaluation C) Job specification D) Work analysis E) Job classification

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: The _____ was designed as a work analysis method to be used primarily in the development of personnel selection instruments. A) Critical Incident Technique (CIT) B) Job Diagnostic Survey (JDS) C) Job Compatibility Questionnaire (JCQ) D) Position Analysis Questionnaire (PAQ) E) Management Position Description Questionnaire (MPDQ)

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 approaches is used to obtain specific behavioral descriptions of a job? A) O*Net B) Critical Incident Technique (CIT) C) Managerial Position Description Questionnaire (MPDQ) D) Position Analysis Questionnaire (PAQ) E) Job Compatibility Questionnaire (JCQ)

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: You are a management consultant who has recently been hired by a large utility company to redesign their compensation system. Which of the following job analysis methods would be best suited for this purpose? A) JDS: because it is very well researched as a method B) PAQ: because it presents job evaluation information C) CIT because the incidents observed will help define performance for future employees D) JCQ because it is the only method to provide information related to job compatability E) PAQ: because it provides an analysis of skills and related selection tests

Q: Types of information assessed by using the Position Analysis Questionnaire (PAQ) include all of the following EXCEPT: A) Mental processes B) Information input C) Relationships with other people D) Traits analysis E) Job context

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 organization B. Asking to meet with employees' representatives because the employees are on strike C. Failing to pay unionized employees higher wages than nonunionized employees D. Implementing performance-based pay plans in the company E. Coercing employees in exercising their rights to join or assist a labor organization

Q: The questionnaire method for obtaining work analysis information: A) Can be less expensive and quicker to use. B) Is the best technique for collecting performance appraisal information. C) Is good for collecting information on infrequently performed activities. D) Provides a deeper understanding of job duties than relying on incumbents descriptions. E) Is time-consuming and therefore typically regarded as the most expensive method.

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 true concerning sources of information for work analysis? A) Multiple sources should be avoided as often as possible B) Never include both incumbents and supervisors in the process C )There is no single best source to use when conducting work analysis D) Observing incumbents does not influence their on the job performance E) Establishing validity becomes difficult when there is data from more than one source

Q: Which of the following is covered by the National Labor Relations Act (NLRA)? A. A worker employed as a supervisor B. A person working for a parent C. An independent contractor D. An worker employed by an employer subject to the Railway Labor Act E. A worker going out on strike to secure better working conditions

Q: The observation method of work analysis: A) Is helpful when you need to collect information on the mental tasks performed on a job B) Is the preferred method to collect information for complex senior level jobs C) Allows for the collection of information related to infrequently performed tasks D) Uses the job compatibility index to set the baseline for the tasks and behaviors to monitor E) Enables the analyst to gain a deeper understanding of the job and is useful when used in combination with other methods

Q: What is the National Labor Relations Act also known as? A. The Taft-Hartley Act B. The Wagner Act C. The Landrum-Griffin Act D. The Sarbanes-Oxley Act E. The Hatch Act

Q: A _____ should contain job identification information, a job summary, the job duties, accountabilities, and job specification or employment standards information. A) job classification B) job specification C) job description D) job evaluation E) job summary

Q: Which of the following is a federal law passed in 1935 that supports collective bargaining and sets out the rights of employees to form unions? A. The Landrum-Griffin Act B. The Civil Rights Act C. The Wagner Act D. The Taft-Hartley Act E. The Sarbanes-Oxley Act

Q: What is society's goal for unions? A. To ensure that workers have a voice in how they are treated by their employers B. To influence the way pay and promotions are determined C. To make up for the wages the workers lose during a strike D. To retain as much control as they can over work rules and schedules E. To limit individual employees' bargaining power

Q: The mental processes category under PAQ contains information on the reasoning, planning, decision-making, or information-processing activities are necessary to perform the activities?

Q: In the qualitative method, job is described in a descriptive, nonnumerical manner.

Q: The checkoff provision and provisions related to union membership are ways to address: A. government regulations that require union membership to be offered free to all employees. B. management enticements to discourage employees from joining unions. C. union officials who misrepresent members' case to management. D. employees who benefit from union activities without belonging to a union. E. members who pay union fees but refuse to be bound by union rules.

Q: Which type of union security provision is illegal under the provisions of the National Labor Relations Act? A. Union shop B. Agency shop C. Closed shop D. Open shop E. Checkoff provision

Q: Work analysis information can be presented only in the qualitative form.

Q: Which of the following types of union security arrangement is considered to be the strongest? A. Agency shop B. Maintenance of membership C. Union shop D. Closed shop E. Checkoff provision

Q: Standardization of analysis is one of the dimensions on which work analysis may vary.

Q: An advantage of the observation method of work analysis is that it allows you to capture all aspects of complex jobs at the top of the organization.

Q: _____ rules do not require union membership but do require that employees who join the union remain members for a certain period of time, such as the length of the contract. A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

Q: Smaller businesses are more likely to use formal approaches for conducting job analyses.

Q: Which of the following is a union security arrangement that requires the payment of union dues but not union membership? A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

Q: If a selection test results in adverse impact one of the means of defense for the organization is to present valid job analysis data that shows the test is related to successful performance on the job.

Q: Which of the following is a union security arrangement that requires employees to join the union within a certain amount of time (30 days) after beginning employment? A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

Q: MPDQ results provide information on whether a particular job specification is necessary for any given position.

Q: A(n) _____ is a union security arrangement under which a person must be a union member before being hired. A. agency shop B. union shop C. closed shop D. maintenance of membership provision E. checkoff provision

Q: A contract provision under which the employer, on behalf of the union, automatically deducts union dues from employees' paychecks is known as a(n): A. checkoff provision. B. deductible-at-source provision. C. maintenance of membership provision. D. agency shop provision. E. union shop provision.

Q: Job analysis work can be used to justify the use of particular selection tests and related cut off scores.

Q: The trait approach is better suited for performance appraisal development than the job oriented and worker oriented approaches.

Q: Which of the following is true of the goals of labor unions? A. Labor unions try to consider employees as individuals so that pay and promotion decisions relate to performance differences. B. Labor unions have the goals of obtaining pay and working conditions that satisfy the management. C. They try to not have any pay differences based on seniority. D. Where workers are represented by a union, it is common for all employees in a particular job classification to be paid according to their appraisals. E. Unions focus on equal pay for equal work.

Q: In terms of the impact of unions on company performance, it can be concluded that companies wishing to become more competitive must: A. continually monitor their labor relations strategy. B. prohibit unions. C. actively encourage unions. D. deny collective bargaining rights to their employees. E. pay workers well above market rates.

Q: The data derived from job analysis is static and once the criteria for success are identified and correlated to job performance for a particular position, there is no need to revisit that job in the future.

Q: Unlike some HRM functions, job analysis methodology and outcomes such as job descriptions and the level of detail necessary are the same from one county to another.

Q: Which of the following is true of the effects of unions on company performance? A. As a result of the type of pay system favored by unions, employees are more inclined to compete than cooperate. B. Most studies show that union workers are less productive than nonunion workers. C. On average, union members receive higher wages and more generous benefits than nonunion workers. D. The introduction of a union invariably results in the employer paying lesser attention to employee ideas. E. Evidence shows that unions have a large positive effect on profits.

Q: In order for a company to be able to use job relatedness as a defense the information needs to be both verifiable and reliable.

Q: Which of the following statements is true about unionization of government workers? A. Over two-thirds of government employees are union members. B. Executive Order 10988 denied collective bargaining rights for federal employees. C. Union membership among government workers has declined steadily since the 1970s. D. Strikes are illegal for federal workers and for state workers in most states. E. Most of the union growth among government employees has occurred among blue-collar workers.

Q: Information collected for job analysis with the goal to develop a job description, should focus on gathering information related to the skill required to do the job at the entry level versus the skills possessed by any particular individual performing the job.

Q: Which of the following statements is true of trends in union membership in the U.S. in relation to trends in other countries? A. In Western Europe, it is common to have union coverage rates of 80 to 90 percent. B. Coverage rates within the United States are much higher than in most other countries. C. U.S. employees tend to have a larger, more formal role in organizational decision making than in Western European countries. D. Worker representatives on boards of directors are much more common in the United States than in Western European countries. E. The union membership rate in the U.S. is second only to that of Denmark.

Q: Position Analysis Questionnaire (PAQ) is considered to be trait-oriented approach.

Q: Which of the following is a reason for the decline in union membership in the U.S.? A. Much recent job growth has occurred among men and younger workers, who are less likely than women and middle-aged workers to join unions B. Human resource practices that result in lower pay for unionized than for nonunionized workers C. Management efforts to control costs in response to international competition D. Much recent business growth has been in the North, where workers are less likely to join unions E. Government regulation banning unionization

Q: The data and products of work analysis provide the foundation for all activities within HRM.

Q: Which of the following is true of the trend in union membership in the United States? A. Union membership as a percentage of civilian employment has risen significantly. B. Union membership is higher in the private sector than in the public sector. C. Since the 1980s, union membership among government workers has held steady, while declines have occurred in the private sector. D. Total union membership now stands at about 30 percent of all employment. E. The share of employees who belong to unions has increased marginally since the 1960s.

Q: When conducting job analysis, only one source of data should be used to increase the validity of the data.

Q: A union steward: A. influences the way pay and promotions are determined. B. deducts union dues from employees paychecks. C. is the strongest union security arrangement. D. is employed as an independent contractor. E. represents employees when they file grievances alleging contract violations.

Q: CIT as a method used for job analysis, is a good source of data to develop performance appraisal instruments.

Q: A. the regional office of his labor union. B. law enforcement officials. C. the AFL-CIO. D. his union steward. E. the local Chamber of Commerce. Most of workers' contact in a local union is with the union steward, an employee elected by union members to represent them in ensuring that the terms of the contract are enforced. The union steward helps to investigate complaints and represents employees to supervisors and other managers when employees file grievances alleging contract violations.

Q: The critical incident technique (CIT) is an example of a quantitative method.

Q: Which of the following is true of local unions? A. Administration of a contract largely takes place at the local union level. B. They always play the most critical role in negotiating the terms of a collective bargaining contract. C. Typically, the local union's president, vice president, and treasurer are the same as in the national union. D. Local unions are usually not involved in the negotiation for work rules in a collective bargaining contract. E. The participation of individual members in local unions is limited.

Q: Job specifications define the job in terms of its content and scope.

Q: Which of the following is true of the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)? A. It is the largest labor union in the U.S. B. It represents labor's interests in public policy issues. C. It is the only association of unions existing in the U.S. today. D. It is part of the U.S. Chamber of Commerce. E. It consists of about seven national and international unions.

Q: When does harassment become unlawful?