Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Human Resource
Q:
An arbitrator must take into account all of the following when forming a decision EXCEPT:
A) Precedents that have been established in previous cases.
B) Whether the employee was accorded due process.
C) Recent laws.
D) The facts of the current case.
E) Whether the employer had just cause for any actions taken against the complainant.
Q:
Organizations that want employees to focus on efficiency and on group incentives are most likely to implement a _____ program.
A. gainsharing
B. standard hour
C. bonus
D. commission
E. piece rate pay
Q:
Which of the following statements is FALSE regarding arbitration?
A) If a grievance cannot be settled, both sides agree on an arbitrator to decide the matter.
B) Arbitration is a last resort if attempts to settle grievance disputes have failed.
C) Arbitration can be very costly.
D) Arbitration is more costly in comparison to strikes and lockouts.
E) A major criticism of arbitration is the problem of delays which can take place.
Q:
Which of the following incentive programs measures improvements in productivity and effectiveness and distributes a portion of each profit to employees?
A. Merit pay
B. Team award
C. Commission
D. Profit sharing
E. Gainsharing
Q:
In signing a binding arbitration policy, an employee:
A) can still file charges in federal courts.
B) can veto the decision of the arbitrator.
C) has to submit his/her complaint to the arbitration process.
D) can, with the help of the arbitrator, reach a consensus agreement with the company regarding the grievance.
E) can require the company to pay for the arbitration process.
Q:
Which of the following types of incentive plans are specifically designed to promote group performance?
A. Performance bonuses
B. Gainsharing
C. Standard hour plans
D. Merit pay
E. Commissions
Q:
Which of the following is illegal under the Taft-Harley act?
A) Strike
B) Picketing
C) Primary boycott
D) Secondary boycott
E) Lockout
Q:
Straight commission plans:
A. imply that the employees receive a straight salary.
B. are useful when the organization wants salespeople to concentrate on listening to customers.
C. help to attract employees risk-averse employees.
D. are common among insurance and real estate agents.
E. are not common among car salespeople.
Q:
The Coal Miners National Union (CMNU) has decided to give up some of the advantages it has gained for the past five years in an attempt to avoid a lay off of several hundred coal miners at a local coal mine. This sort of tactic is called:
A) distributive bargaining.
B) impasse resolution.
C) concessionary bargaining.
D) unmediated arbitration.
E) binding arbitration.
Q:
Paying most or all of a salesperson's compensation in the form of commissions encourages the salesperson to focus on:
A. closing the sale.
B. developing customer goodwill.
C. working as a team member.
D. building a relationship with the customer.
E. improving the quality of customer experience.
Q:
Each of the following is an administrative collective bargaining issue EXCEPT:
A) seniority.
B) employee discipline and discharge procedures.
C) work rules.
D) union security.
E) job security.
Q:
When an employee's pay is calculated as a percentage of sales, it is referred to as:
A. commission.
B. gain sharing.
C. merit plan.
D. variable wage plan.
E. profit sharing.
Q:
Each of the following is an institutional collective bargaining issue EXCEPT:
A) rights and duties of employers.
B) union security.
C) quality of work life programs.
D) check-off procedures.
E) two-tier wage systems.
Q:
Retention bonuses refer to:
A. the special reward programs used to satisfy the lower and middle level managers.
B. the bonuses provided to union members to withhold a strike decision.
C. the bonuses provided to employees who take long leaves without pay.
D. annual incentives paid to daily wage workers to remain in the organization.
E. one-time incentives paid in exchange for remaining with the company.
Q:
Pension plans, paid vacations and holidays, health insurance plans, dismissal pay, reporting pay, and supplementary unemployment benefits (SUBs) are examples of which of the following collective bargaining issues?
A) Wage-related collective bargaining issues
B) Supplementary economic benefits issues
C) Institutional issues
D) Administrative issues
E) Concessionary bargaining
Q:
Which of the following is true of a performance bonus?
A. It is designed to reward group performance.
B. It should be re-earned by employees during each performance period.
C. It is rolled into base pay and provided yearly or monthly.
D. It lacks flexibility and hence it is less popular.
E. It is not a one time reward in most of the cases.
Q:
A(n) __________ is a formal agreement between a union and management which specifies conditions of employment for a certain period of time.
A) labor contract
B) contract negotiation
C) master agreement
D) arbitration settlement
E) document
Q:
_____ provides a method for rewarding performance in all of the dimensions measured in the organization's performance management system.
A. Differential piece rate
B. Standard hour plan
C. Merit pay
D. Piece rate
E. Commission
Q:
Which of the following is a disadvantage of a merit pay system?
A. It does not relate the rewards to economic conditions.
B. It cannot be used effectively in performance appraisals.
C. Comparative pay is not considered in its evaluation.
D. It is not consistent with performance management's dimensions.
E. It can quickly become expensive for the company.
Q:
Workers at the MJR Steel Mill have recently begun efforts to unionize. Who of the following is the MOST likely to welcome the unionization effort?
A) An economist who consults for the firm.
B) The vice-president in charge of production.
C) A corporate stockholder.
D) A factory line steelworker.
E) Engineers.
Q:
The __________ view maintains that unionization reduces worker quit rates, thereby leading to retention of experienced workers, lowering a firms training costs, and raising its productivity.
A) collective voice
B) ecological
C) human resource
D) monopoly
E) enlightened
Q:
An advantage of merit pay is that:
A. it makes the reward more valuable by relating it to economic conditions.
B. it promotes group performance instead of promoting individual behavior.
C. it provides merit increases to employees only on the basis of performance.
D. it would never become costly for the employers.
E. it results in a bigger short-term reward for the best performers.
Q:
In order to control compensation costs, administrators of merit pay programs must closely monitor the compa-ratio and the:
A. number of pay grades in the pay structure.
B. an individual's performance ratings.
C. number of new hires in the company.
D. company's stock price in the financial year.
E. average pay of the area where the organization is functioning.
Q:
The Civil Service Reform Act:
A) mandates health coverage for all federal workers.
B) legislates the organizational structure of unions.
C) includes coverage of secondary boycotts.
D) replaces the earlier Taft-Hartley Act.
E) prohibits strikes by federal workers.
Q:
What is the function of a merit increase grid?
A. To make the merit increases consistent
B. To further increase the pay for those whose pay is relatively higher for their job
C. To increase the employees' compa-ratio
D. To stabilize economic conditions
E. To increase incentives on an year-by-year basis
Q:
The __________ was designed to protect workers from union corruption.
A) Civil Rights Act of 1964
B) Wagner Act
C) Landrum-Griffin Act
D) The Fair Labor Reform Bill of 1978
E) The Fair Labor Standards Act
Q:
The decisions about merit pay are based on two factors: the individual's performance rating and the individual's:
A. compa-ratio.
B. seniority.
C. pay grade.
D. longevity.
E. emotional quotient.
Q:
According to NLRA:
A) management cannot interfere with, restrain, or coerce employees in the exercise of their rights to organize, bargain collectively.
B) management cannot dominate or interfere with the formation or administration of any labor organization.
C) management cannot encourage or discourage membership in any labor organization by discrimination with regard to hiring.
D) management cannot refuse to bargain collectively with representatives of the employees.
E) management can discharge or otherwise discriminate against an employee because he or she has filed charges or given testimony.
Q:
Right-to-work laws declare that:
A) management cannot interfere with or restrain workers in their right to organize.
B) union security agreements which require membership as a condition of employment are illegal.
C) unions can not discriminate against workers who do not participate in strikes.
D) employers may not interfere with employee representation and collective bargaining rights.
E) employers can interfere with employee representation.
Q:
In merit pay programs, an individual's compa-ratio represents his/her:
A. pay relative to performance of other workers in the industry.
B. pay relative to average pay.
C. comparable worth versus others.
D. ratio of pay to benefits.
E. the average worth of the skills possessed by the individual.
Q:
The __________ formally recognized workers right to organize and bargain collectively with representatives of their own choosing.
A) Wagner Act
B) Taft-Hartley Act
C) Landrum-Griffin Act
D) Norris-LaGuardia Act
E) Americans with Disabilities Act
Q:
An incentive system in which an organization links pay increases to ratings on performance appraisals is referred to as:
A. commission.
B. a Scanlon plan.
C. merit pay.
D. gain sharing.
E. profit sharing.
Q:
Which of the following statements regarding unions is FALSE?
A) Unions tend to not get involved in productivity improvement programs.
B) Union membership has dropped substantially in the 1980s.
C) Union influence is much greater outside of the U.S., particularly in Europe.
D) Unions put constraints on many HR decisions such as compensation, promotion, demotion, and termination.
E) Employees believe that unions can actually improve conditions and, in particular, can have an impact at their own workplace.
Q:
Which of the following is true about standard hour plans?
A. They always encourage employees to focus on customer service.
B. They succeed only for employees who are not motivated by money.
C. They encourage employees to focus mainly on quality.
D. In terms of their pros and cons, they are very different from piecework plans.
E. They encourage employees to work as fast as they can.
Q:
International labor relations is complicated due to differences in the role of governments, religions and political agendas from one county to another.
Q:
Martin owns and manages a small auto-parts shop. He determines the time required to complete each task in his shop. When an employee completes the repair in less time, he/she receives an amount of pay equal to the rate determined by Martin for . Martin is using a:
A. standard hour plan.
B. differential piecework plan.
C. merit pay plan.
D. straight piecework plan.
E. Scanlon plan.
Q:
Unlike the U.S., in Europe, more than one union, may represent the same workers.
Q:
Standard hour plans are likely to succeed if:
A. most or all of a salesperson's compensation is in the form of commissions.
B. employers keep labor costs to a minimum.
C. the pay increase is linked to ratings on performance appraisals.
D. employees want the extra money more than they want to work at a pace that feels comfortable.
E. the organization values employee satisfaction and motivation more than profits.
Q:
An example of unions cooperating with management is the retraining of employees to diminish the need for layoffs and downsizing.
Q:
Piecework rate plans are most suited for _____.
A. innovative tasks
B. non-standard jobs
C. managerial jobs
D. jobs with difficult-to-measure output
E. routine, standardized jobs
Q:
In general public sector employees have more bargaining power than private sector employees.
Q:
Differential piece rates system refers to:
A. an incentive pay plan in which the employer pays the rate per piece based on the difference in performance of employees.
B. a wage system designed for salespeople who earn a differential pay for every piece sold.
C. an incentive pay in which the piece rate is higher when a greater amount is produced.
D. a system of linking pay increases to ratings on performance appraisals.
E. an incentive pay plan where every employee is paid different wages based on the skills they possess.
Q:
The future of unionization in the U.S. is positive, especially with legislative and political forces in favor of unions.
Q:
Which of the following is true about a piece rate plan?
A. It can be used for all types of jobs and in all types of industries.
B. It is best suited for complex jobs and tasks.
C. It can be used to encourage team work and collaboration.
D. It has a direct link between the work and how much the employee earns.
E. It encourages peers to perform as well as the co-workers and reduce conflicts.
Q:
Distributive bargaining is the most common type of bargaining in which both sides try to reach a mutually beneficial alternative or a win-win solution.
Q:
_____ refers to an incentive pay in which the wage paid is higher when a greater amount is produced.
A. Profit sharing
B. Differential piece rate
C. Gain sharing
D. Scanlon pay
E. Merit pay
Q:
The intent of miniarbitration is to expedite a decision after an appeal is made.
Q:
An arbitrators role is to make a ruling that is final and binding upon both parties.
Q:
As an incentive to work efficiently, some organizations pay production workers a ____, a wage based on the amount they produce.
A. merit pay
B. commission
C. standard hour pay
D. piecework rate
E. special bonus
Q:
Grievance procedures generally establish the specified number of working days within which the grievance must be taken to the next step in the hearing.
Q:
A piecework rate plan is best suited for:
A. HR professionals.
B. executives.
C. production workers.
D. managers.
E. knowledge workers.
Q:
Primary boycott refers to the union trying to induce third parties, such as suppliers and customers, to refrain from any business dealings with an employer with whom it has a dispute.
Q:
A company provides wages to its employees based on the amount workers produce. The more employees produce, the more they earn. This type of plan is called:
A. piecework rate plan.
B. merit pay plan.
C. Scanlon plan.
D. profit sharing plan.
E. standard hour plan.
Q:
One risk of striking is that replacement employees could vote the union out in an NLRB-conducted decertification election.
Q:
Which of the following types of incentive pay plans are used to reward individual performance?
A. Gainsharing
B. Merit pay
C. Scanlon plan
D. Profit sharing
E. Stock ownership
Q:
Mediators act as go-betweens between the parties to help clarify the issues but that they have no conclusive power or authority to impose a legally binding solution.
Q:
When designing incentives, managers should make sure that:
A. all the employees are paid equal amounts.
B. even the lowest performing employees get some rewards.
C. employees focus only completing the task quickly.
D. employees think that the pay plan is fair.
E. they focus on hiring employees for whom earning money is the only reason to do a good job.
Q:
Distributive bargaining involves a union giving back to management some of what it has gained in previous bargaining.
Q:
Which of the following is a disadvantage of using incentive plans?
A. The goals of an incentive plan may interfere with other management goals.
B. The goals of incentive plans cannot be linked to particular outcomes or behaviors.
C. Incentive plans cannot be used to promote group and organizational performance.
D. Incentive plans cause dissatisfaction among the non-performing employees in the organization.
E. Incentive plans are not very effective for jobs other than sales and service.
Q:
Concessionary bargaining is also called interest-based bargaining.
Q:
An effective incentive pay plan should:
A. have performance measures based on employees' requirements.
B. not be provided as a direct percentage of employees' performance.
C. encourage group performance and dispirit individual achievements.
D. be the same for all types of employees in the organization.
E. have performance measures linked to the organization's goals.
Q:
Institutional issues in collective bargaining include issues such as pension plans, paid vacations and holidays, health insurance plans, dismissal pay, reporting pay, and supplementary unemployment benefits (SUB).
Q:
Pay specifically designed to energize, direct, or control employees' behavior is known as:
A. monthly salary.
B. wage.
C. incentive pay.
D. annual salary.
E. fixed pay.
Q:
Good-faith bargaining means that either party is required to agree to a final proposal or to make concessions.
Q:
Incentive pay for executives lays the groundwork for significant ethical issues.
Q:
Collective bargaining occurs when representatives of a labor union meet with management representatives to determine employees wages and benefits, to create or revise work rules, and to resolve disputes or violations of the labor contract.
Q:
While it is true that unionized workers have higher base pay than non-unionized workers, the same cannot be said for the level of benefits received by unionized workers, who generally have fewer benefits than their peers in nonunion organizations.
Q:
An organization should always communicate with employees when changing an incentive plan.
Q:
In the event that a union is not accepted, another certification election can be held within 12 months.
Q:
The balanced scorecard helps employees understand the organization's goals and how they can contribute to these goals.
Q:
The Civil Service Reform Act (CSRA) of 1978 is applicable to the railroad industry employees, airline workers, and federal employees.
Q:
ESOP does not give employees the right to participate in votes by shareholders even if the stock is registered on a national exchange.
Q:
The Taft-Hartley Act of 1947 prohibits union discrimination against workers who do not want to participate in union activities, including strikes.
Q:
A balanced scorecard is a combination of performance measures directed toward the company's long- and short-term goals.
Q:
NLRA describes what constitutes unfair labor practices by employers. Prohibited activities include bargaining in good faith with employee representatives.
Q:
Stock options are best suited to motivate day-to-day effort or to attract and retain top individual performers.
Q:
If an employee believes that they have individual influence at work and are protected against unfair treatment by their managers, they will be less likely to join a union.
Q:
Employees should exercise the stock options even if the stock price has decreased.
Q:
The Taft-Hartley Act was designed to protect workers rights to organize and join unions.
Q:
Employee stock ownership plan is an arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust.