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Human Resource
Q:
HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues.
Q:
Which of the following is associated with workers compensation?
A) Hazard communication
B) Right to know
C) Liability without fault
D) Comparable worth
E) Define contribution
Q:
Which of the following is a short-term incentive?
A. Return on investment
B. Base salary
C. Stock options
D. Stock purchase plans
E. Company shares
Q:
Strategic capability represents the businesss ability to manage organizational systems and people in order to match customer and strategic needs.
Q:
If employee participation in making pay-related decisions is encouraged in an organization, then:
A. administering the plans become simple.
B. the organization's interests can be best protected.
C. the cost borne by the organization decreases.
D. monitoring performance becomes difficult.
E. the incentive plan has more chances of being successful.
Q:
Workers compensation is based upon the principle that, victims of a work-related injury or illness:
A) are granted benefits regardless of who is responsible for the accident, injury, or illness.
B) must prove that the employer directly or indirectly caused the accident, injury, or illness in order to receive benefits.
C) must sue the company in order to receive benefits.
D) are most likely to sue OSHA for wrongful-doing.
E) should be granted compensation only at the discretion of the employer and the union.
Q:
Financial or economic capability is derived from an advantage related to costs, when a business is able to produce or provide a good or service more cheaply than competitors.
Q:
EAPS are a complimentary to drug testing programs, providing for voluntary treatment of employees who test positive during random drug testing, and training for mangers on making constructive confrontations.
Q:
Employee participation in pay-related decisions can be part of a general move toward:
A. employee empowerment.
B. centralized decision making.
C. self ownership.
D. power system approach.
E. federalism.
Q:
Corporate social or environmental performance relates to a companys ability to make profits while not sacrificing the resources of its people, the community, and the planet.
Q:
An organization wants to provide its employees information about what its goals are and what it expects employees to accomplish. It is planning to implement an incentive plan that helps employees understand the organization's goals. Which of the following should be used by this organization?
A. Profit sharing plan
B. Piecework rates
C. Merit pay system
D. Scanlon plan
E. Balanced scorecard
Q:
Random drug testing is illegal under the Drug Free Workplace Act, companies are limited to pre-employment testing.
Q:
When a change is made in one functional area of HRM, such as a change in the skills needed to perform a job, there is no need for management to consider the impact on another HRM functional area.
Q:
Which of the following is true of a balanced scorecard?
A. It encourages employees to compete at the expense of cooperating to achieve organizational goals.
B. It allows employees to buy their company when it is experiencing financial problems.
C. It combines the advantages of different incentive pay plans and helps employees understand the organization's goals.
D. It increases cooperation but does little to motivate day-to-day effort or to attract and retain top individual performers.
E. It is the only measure used by top management to measure the performance of HR professionals and managers.
Q:
Selective hiring is achieved through the selective exclusion of high-risk employees.
Q:
A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.
Q:
Which of the following is an advantage of using balanced scorecard?
A. It eliminates the need to communicate the details of the plan to the employees.
B. It eliminates managerial effort when providing incentives to employees.
C. It provides more pay to all employees in the organization.
D. It reduces employee stress as it does not focus on financial targets.
E. It helps employees understand the organization's goals.
Q:
In order to ensure a corporate culture that incorporates safety, attention needs to be on in three areas environment, behaviors and people.
Q:
Competitive advantage occurs if customers perceive that they receive more value from their transaction with an organization than from its competitors.
Q:
What is a balanced scorecard?
A. A combination of performance measures directed toward the company's long- and short-term goals and used as the basis for awarding incentive pay
B. A performance review process where the organization collects feedback from customers, managers, and subordinates, assigns ratings, and lists them on the company's performance card
C. An arrangement in which the organization distributes shares of stock to all its employees by placing the stock into a trust
D. An incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary
E. It is a system designed to measure the performance of HR personnel based on the quality of recruitment
Q:
One of the criticisms of OSHA is that its focus is on unsafe working conditions, and it pays little attention to employee behavior.
Q:
A validated method of selection is a method that is shown to predict applicant success on the job
Q:
All employees, including workers who are self-employed and public employees in state and local government are covered under OSHA.
Q:
Which of the following is a method where a combination of performance measures directed toward the company's long- and short-term goals are used as the basis for awarding incentive pay?
A. Merit pay
B. Profit sharing
C. Gainsharing
D. Balanced scorecard
E. Scanlon plan
Q:
The metrics challenge ascertains whether managers have the access, capability, and motivation to use the measurement data to communicate strategy and monitor progress.
Q:
A major problem with ESOPs is that:
A. they carry a significant risk for employees.
B. employees are not allowed to participate in votes by shareholders.
C. the stocks within the trust are too widely diversified to earn high returns.
D. any earnings from the trust holdings are taxed at an extremely high rate.
E. they result in reduced profitability for the employees.
Q:
Voluntary Protection Program participants are subject to routine OSHA inspections.
Q:
One of the six steps for creating a workforce scorecard is to develop supporting HR management and measurement systems.
Q:
A discretionary penalty of up to $7,000 may be enforced for each serious OSHA violation.
Q:
Outplacement and promotional decisions are common activities under the HRM domain of Organization Design.
Q:
By law, what is the minimum percentage of assets that an ESOP must invest in its company's stock?
A. 10
B. 26
C. 51
D. 60
E. 76
Q:
Which of the following is a reason for ESOPs' popularity?
A. Earnings of the trust holdings are exempt from income taxes.
B. ESOPs provide very high risk-free retirement income.
C. Employees can use ESOPs to buy their company during financial crises.
D. ESOPs require companies to invest 51 percent in the company's own stocks.
E. The employees are provided with many more stocks than they actually own.
Q:
Penalties of up to $70,000 may be proposed for each willful OSHA violations, with a minimum penalty of $5,000 for each violation.
Q:
Increasing globalization of the economy and a growing competitive work environment with a premium on product and service quality is one of the trends enhancing the importance of HRM.
Q:
Occupational injuries resulting in loss of consciousness must be recorded to be in compliance with OSHA.
Q:
What is the difference between stock options and employee stock ownership plan (ESOP)?
A. Stock options carry significant risk whereas ESOPs are risk-free.
B. Stock options are usually used with top management whereas ESOPs are provided to all employees.
C. In stock options, stocks are placed into a trust whereas ESOPs give employees the right to buy a certain number of shares of stock.
D. Under stock options, employees can sell their stocks whereas ESOPs do not allow employees to sell their stocks.
E. Earnings from stock options are exempt from income taxes whereas earnings from ESOPs are taxable.
Q:
Organizational design is concerned with establishing, fostering, and maintaining employee skills based on organizational and employee needs.
Q:
(p. 383) What is meant by backdating a stock option?
A. Reaping windfall in the stock market by selling stock based on company's nonpublic information
B. Falsifying numbers in the company's annual report to hide losses and inflate the stock prices
C. Buying company's stock just before the date of key product launch
D. Changing the price in the original option agreement so that the option holder can buy stock at a bargain price
E. Re-evaluating a company's stocks to adjust it to a previous date so that the shareholders and employees minimize the losses
Q:
OSHA has responsibility for approving and monitoring state plans.
Q:
Unlike other corporate functions, such as Finance, HRM is not concerned with quantitative analysis as a part of decision-making preferring to rely on intuition to make decisions.
Q:
The purpose of OSHA does not include providing training programs to increase the number and competence level of occupational safety and health personnel.
Q:
Which of the following is an arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust?
A. Stock options
B. Employee stock ownership plan
C. Scanlon plan
D. Collective stock options
E. Profit sharing plan
Q:
Quantitative reviews, also known as meta-analyses are used to evaluate the effectiveness of HRM methodology.
Q:
Briefly explain the three most common forms of bargaining.
Q:
In 2003, a company employee received an option to purchase the company's stock at $45 per share. If the stock is trading at $40 a share in 2005, the employee will most likely:
A. exercise the option, receiving a gain of $5.
B. exercise the option, receiving a gain of $40.
C. would not bother to exercise the options.
D. be eligible to obtain a price $45 per share.
E. sell the shares to a third party slightly above the market price.
Q:
360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.
Q:
List the major issues in collective bargaining.
Q:
Stock options have their greatest motivational potential during periods of:
A. high unemployment.
B. downturns in the economy.
C. high economic growth.
D. low inflation.
E. slowdown in the company's growth.
Q:
Validated selection and promotion systems are related to lower productivity and high costs.
Q:
List the steps involved in forming unions.
Q:
The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.
Q:
The link between employees' performance and pay is harder to establish in:
A. piece rate plans.
B. merit pay plans.
C. standard hour plans.
D. stock ownership plans.
E. Scanlon plans.
Q:
Briefly explain the aspects involved in preparing for labor contract negotiations.
Q:
What is the drawback of stock ownership as a form of incentive pay?
A. Financial benefits mostly come when the employee leaves the organization.
B. Employees have the right to participate in votes by shareholders, hence reducing the negotiating power of the employer.
C. It causes the employers to lose control over their employees.
D. The employees will not benefit even if the organization is performing well.
E. Stock options do not provide any ownership to employees, instead it offers an equivalent sum.
Q:
The NLRA has described what constitutes unfair labor practices by employers. List a few of these prohibited activities.
Q:
Discuss several criticisms of the arbitration process and offer strategies designed to combat these criticisms.
Q:
Identify the disadvantage of using profit sharing plans.
A. They cannot be used to improve the organization's performance as a whole.
B. The employees may develop a narrow view of their roles in the organization.
C. They cost more when the organization experiences financial difficulties.
D. Sharing profit with the employees ultimately reduces the organization's profitability.
E. Profit sharing is not directly linked to individual behavior.
Q:
Differentiate between picketing, striking, and boycotting an employer.
Q:
Which of the following incentive plans would enable its employees to think like owners, taking a broad view of what they need to do in order to make the organization more effective?
A. Merit pay
B. Gain sharing
C. Scanlon plan
D. Performance bonuses
E. Profit sharing
Q:
Why do organizations use profit sharing?
A. It has been established that profit sharing helps organizations perform better.
B. It makes employees feel that they have control over the company's profits.
C. It costs less when the organization is experiencing financial difficulties.
D. It helps employees find a direct relation between their performance and gain.
E. It motivates employees more than individual incentives.
Q:
What are union effects on worker satisfaction?
Q:
What is profit sharing?
A. A gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard.
B. An incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary.
C. A group incentive program that measures improvements in productivity and effectiveness and distributes a portion of profit to employees.
D. A combination of performance measures directed toward the company's profit and used as the basis for awarding incentive pay.
E. An incentive plan where a percentage of the previous year's profits is provided to employees as a part of salary.
Q:
Briefly discuss the two perspectives on the effects of labor unions.
Q:
Which of the following is an incentive plan that is intended to improve the overall performance of an organization?
A. Profit sharing
B. Gainsharing
C. Merit pay
D. Group bonus
E. Scanlon plan
Q:
As a manager of an organization, you have just become aware that some employees have initiated an effort to begin unionization. What are some of the actions that you might take to deter this effort?
Q:
Which of the following is a disadvantage of using group bonuses?
A. Physical outputs are not rewarded.
B. It reduces the level of cooperation between the members of the group.
C. The performance measures used are narrow.
D. It could result in competition among groups.
E. It cannot be used to promote specific goals.
Q:
Which of the following is an advantage of group incentives?
A. Group incentives always use a broad range of performance measures.
B. Groups try to outdo one another in satisfying customers and therefore create healthy competition.
C. They encourage employees to achieve their goals irrespective of the cooperation of team members.
D. They reward the performance of all the employees at a facility.
E. They always result in cooperation among team members without any competition.
Q:
If a union has been successful in getting a majority of workers to sign authorization card, it may be in the companys best interest to consider ________ to recognize the union without a certification election.
A) Grievance mediation
B) a neutrality agreement
C) binding arbitration
D) interest based negotiation
E) Impasse resolution
Q:
Team awards differ from group bonuses in that they:
A. are typically plant-wide group incentive programs.
B. make payments in company stock rather than in cash.
C. are more likely to use a broad range of performance measures.
D. encourage competition among individual employees to achieve higher bonus.
E. give more importance to organizational performance than small groups' performance.
Q:
Union recognition is most commonly a result of _______.
A) the outcome of arbitration
B) management count of authorization cards
C) NLRB order based on an unfair labor practice
D) an NLRB ordered election
E) impasse resolution mediation
Q:
What is the difference between bonuses and team awards?
A. Bonuses are for bigger work groups whereas team awards are for small teams.
B. Bonuses reward individual performance whereas team awards encourage cooperation.
C. Bonuses are usually given to employees who meet deadlines whereas team awards are given only when the team as a whole meets the targets.
D. Bonuses encourages competition among individuals whereas team awards only foster cooperation.
E. Bonuses reward attainment of goals measured in terms of physical output whereas team awards reward performance in terms of cost savings.
Q:
A company has 2,000 eligible workers in a prospective bargaining unit. How many of these workers need to sign an authorization card before the NLRB will order an election?
A) 200
B) 600
C) 500
D) 201
E) 1001
Q:
An organization uses Scanlon plan to provide incentives to employees. The workers produce parts worth $5 million. The target ratio set by the organization is 30%. The employees will be given a bonus if the actual labor costs are less than:
A. $0.5 million.
B. $1 million.
C. $1.5 million.
D. $2 million.
E. $2.5 million.
Q:
When a union sympathizer seeks and gains employment at a non-unionized company with the intent of laying the ground work for a union certification election, this is known as _____.
A) election arbitration
B) mediation
C) a yellow dog agreement
D) an impasse resolution
E) Salting
Q:
Which of the following statements is TRUE regarding the U.S. labor relations system relative to systems in most other countries?
A) The U.S. is unusual in that more than one union may represent the same workers.
B) The U.S. government plays a more active role in labor relations and dispute resolution compared to other countries.
C) In other countries the relationship between the union and management is generally adversarial, while in the U.S. the relationship is more cooperative.
D) In the U.S. there is decentralized collective bargaining, while other countries rely primarily on industry-wide negotiation.
E) In the U.S. the unions emphasize political issues to a greater degree.
Q:
What should employees do to earn bonuses under the Scanlon plan?
A. They should produce products at a rate which is much higher than the standard production time.
B. They should create goodwill with customers and close as many sales as possible.
C. They should follow a defined set of quality standard to produce the desired outcome.
D. They should keep labor costs to a minimum and produce as much as possible with that amount of labor.
E. They should improve their performance year after year so that they re-earn the bonus during each performance period.
Q:
__________ requires that a hearing be held within 10 days after an appeal is made.
A) Grievance mediation
B) Mediation
C) Miniarbitration
D) Written grievance
E) Impasse resolution
Q:
The Scanlon plan is a variation of:
A. profit sharing plans.
B. gainsharing plans.
C. merit pay plans.
D. individual bonus plans.
E. commission plans.
Q:
The National Railworkers Union (NRU) and Norfolk-Southern Railway (NSR) have been bargaining over a new labor contract for several weeks. However, the negotiations have reached a deadlock and the NRU is threatening to strike. At this point both parties should do which of the following?
A) Bring in an arbitrator to settle the differences and recommend a course of action.
B) Bring court action against the other party.
C) Call in a mediator to review the dispute and suggest compromises.
D) Agree to the strike.
E) Use miniarbitration.
Q:
An organization uses a gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard. This incentive plan is referred to as:
A. group bonus.
B. merit pay plan.
C. Scanlon plan.
D. piecework rate.
E. team award.