HRM 6635 Midterm Exam
The phase of the labor relations process which states that employees have a legal right to form and join
a union or to refrain from doing so is the:
a. focal point of labor relations
b. administration of the labor agreement
c. recognition of the legitimate rights and responsibilities of union and management representatives
d. key participants in the labor relations process
e. negotiation of the labor agreement ANS: C.
The four dimensions of a workplace technology does not include:
a. the pace of work
b. characteristics of the work environment
c. equipment used in the operation
d. structuring of administrative duties
e. information exchange ANS: D.
The sequence of the labor relations process is:
a. unpredictable and random
b. random
c. independent
d. unpredictable
e. cumulative ANS: e.
,The following is NOT an element of the labor relations process:
a. product market
b. discouraged workers
c. state of the economy
d. international forces
e. financial market ANS: B.
Technological advances in the workplace:
a. can slow down production
b. can reduce or eliminate employees in a particular job classification
c. is not available in most industries
d. is encouraged to attract unions
e. discourages outsourcing ANS: B.
__________ are third-party neutrals hired by the union and management officials to make a final and
binding decision on a disputed issue:
a. arbitrators
b. retired company presidents
c. employees
d. consulting managers
e. mediators ANS: A.
"Probationary Work Periods" would be most desired by management when the labor market:
,a. has a low unemployment rate
b. has a high number of unskilled employees
c. has a high unemployment rate and many skilled employees
c. has a low unemployment rate and a low number of unskilled employees
e. has a low number of unskilled employees ANS: B???
The "focal point" of labor relations represents:
a. the government
b. public opinion
c. technology
d. the negotiation and administration of work rules
e. union and management officials ANS: D.
Define employee relations. ANS: A discipline that encompasses a broad range of concepts, transactions,
practices, behaviors, and objectives arising out of the relationship between an employer and its
employees, supervisors, and subordinates, and co-workers
Name a few basic employee relations concepts. ANS: EEO, Fairness and consistency in the treatment of
employees, effective communication between management and employees, documentation of
employment actions, recordkeeping as required by law and practice, performance management
systems, conflict resolution process, corporate culture
Organizational rules are defined by.... ANS: Some federal and state laws, but mostly by the organization
itself, expressed in written policies or handbooks and institutionalized by practice.
, Promotions and transfers ANS: affect the individuals in transition as well as those selected for open
positions
Terminations, demotions, involuntary transfers ANS: Require careful scrutiny and risk legal
consequences if they run afoul of fair employment practieces or create potential claims for wrongful
discharge
Retaliation ANS: a concern whenever an employee who has ldoged or filed a complaint or supported
the action of another employee is lodging a complaint is subsequently treated differently or adverseley.
True or false: Although rarely required by law, most organizations have at least some written policies
augmented by prior actions taken in response to employee concerns. ANS: TRUE
What is an EEO policy statement? ANS: Generally says that equal consideration for a job applicable to
all individuals and that the employer doesn't discriminate
Minimum required protections are dictated by federal, sate, and local law.
What is an employee handbook?` ANS: A written or electronic document containing summaries of the
employer's policies, benefits, and is used to familiarize employees with ruels and expectations of the
employment relationship.
What is the importance of employee personnel files? ANS: Establish a well-constructed laout of an
employees' employment history and establish a foundation of documentation for job reviews,
references, employment verifications, background inquiries, and legal defenses.
Retention and safeguarding of required records and reports are critical for legal complaince.
Why is counseling an effective way to sustain or enhance job performance? ANS: 1. Provides the
employee with his or her supervisor's expectations
The phase of the labor relations process which states that employees have a legal right to form and join
a union or to refrain from doing so is the:
a. focal point of labor relations
b. administration of the labor agreement
c. recognition of the legitimate rights and responsibilities of union and management representatives
d. key participants in the labor relations process
e. negotiation of the labor agreement ANS: C.
The four dimensions of a workplace technology does not include:
a. the pace of work
b. characteristics of the work environment
c. equipment used in the operation
d. structuring of administrative duties
e. information exchange ANS: D.
The sequence of the labor relations process is:
a. unpredictable and random
b. random
c. independent
d. unpredictable
e. cumulative ANS: e.
,The following is NOT an element of the labor relations process:
a. product market
b. discouraged workers
c. state of the economy
d. international forces
e. financial market ANS: B.
Technological advances in the workplace:
a. can slow down production
b. can reduce or eliminate employees in a particular job classification
c. is not available in most industries
d. is encouraged to attract unions
e. discourages outsourcing ANS: B.
__________ are third-party neutrals hired by the union and management officials to make a final and
binding decision on a disputed issue:
a. arbitrators
b. retired company presidents
c. employees
d. consulting managers
e. mediators ANS: A.
"Probationary Work Periods" would be most desired by management when the labor market:
,a. has a low unemployment rate
b. has a high number of unskilled employees
c. has a high unemployment rate and many skilled employees
c. has a low unemployment rate and a low number of unskilled employees
e. has a low number of unskilled employees ANS: B???
The "focal point" of labor relations represents:
a. the government
b. public opinion
c. technology
d. the negotiation and administration of work rules
e. union and management officials ANS: D.
Define employee relations. ANS: A discipline that encompasses a broad range of concepts, transactions,
practices, behaviors, and objectives arising out of the relationship between an employer and its
employees, supervisors, and subordinates, and co-workers
Name a few basic employee relations concepts. ANS: EEO, Fairness and consistency in the treatment of
employees, effective communication between management and employees, documentation of
employment actions, recordkeeping as required by law and practice, performance management
systems, conflict resolution process, corporate culture
Organizational rules are defined by.... ANS: Some federal and state laws, but mostly by the organization
itself, expressed in written policies or handbooks and institutionalized by practice.
, Promotions and transfers ANS: affect the individuals in transition as well as those selected for open
positions
Terminations, demotions, involuntary transfers ANS: Require careful scrutiny and risk legal
consequences if they run afoul of fair employment practieces or create potential claims for wrongful
discharge
Retaliation ANS: a concern whenever an employee who has ldoged or filed a complaint or supported
the action of another employee is lodging a complaint is subsequently treated differently or adverseley.
True or false: Although rarely required by law, most organizations have at least some written policies
augmented by prior actions taken in response to employee concerns. ANS: TRUE
What is an EEO policy statement? ANS: Generally says that equal consideration for a job applicable to
all individuals and that the employer doesn't discriminate
Minimum required protections are dictated by federal, sate, and local law.
What is an employee handbook?` ANS: A written or electronic document containing summaries of the
employer's policies, benefits, and is used to familiarize employees with ruels and expectations of the
employment relationship.
What is the importance of employee personnel files? ANS: Establish a well-constructed laout of an
employees' employment history and establish a foundation of documentation for job reviews,
references, employment verifications, background inquiries, and legal defenses.
Retention and safeguarding of required records and reports are critical for legal complaince.
Why is counseling an effective way to sustain or enhance job performance? ANS: 1. Provides the
employee with his or her supervisor's expectations
