CHRL STUDY GUIDE NOTES CURRENT VERSION WITH
248 COMPLETE QUESTIONS AND ACCURATE
VERIFIED ANSWERS GRADED A+
Human Resources Management -Correct Answer- the management of
HR from managers within a framework that is established by HR
Human Capital Management -Correct Answer- the strategy of attracting,
retaining, and leveraging the skills and knowledge of the workforce
SWOT Analysis -Correct Answer-
Strengths
Weaknesses
Opportunities
Threats
Payroll -Correct Answer- is responsible for ensuring that employees are
paid the correct amounts within the established pay periods and on the
established pay dates. There are different metrics that can be used in
payroll: payroll cost per employee, payroll staff per employee, number
of manual cheques issued (due to errors), etc.
Maslow's Hierarchy of Needs -Correct Answer- (level 1) Physiological
Needs, (level 2) Safety and Security, (level 3) Relationships, Love and
Affection, (level 4) Self Esteem, (level 5) Self Actualization
Hertzberg's Two-Factor Theory -Correct Answer- Motivator factor: the
factors that lead to satisfaction and the things that make employees work
harder; examples like enjoying work and career progression
Hygiene factor: the factors that can lead to dissatisfaction and a lack of
motivation if they are absent; like salary, benefits, company policies, etc.
Favorable hygiene factors simply remove the dissatisfaction; they do not
in themselves cause satisfaction or motivation
,Job Characteristics Theory -Correct Answer- A theory that argues that
five core characteristics (variety, identity, significance, autonomy, and
feedback) combine to result in high levels of satisfaction with the work
itself.
Need Salience -Correct Answer- The degree of urgency an individual
attaches to the satisfaction of a particular need. There is no single
program that provides motivation for everyone, but rather a wide range
of programs that provide answers
Reinforcement Theory -Correct Answer- people will continue to do
things for positive reinforcement and resist things with negative
consequences
Expectancy Theory -Correct Answer- the theory that people will be
motivated to the extent to which they believe that their efforts will lead
to good performance, that good performance will be rewarded, and that
they will be offered attractive rewards
Economic Theory -Correct Answer- that best results are tied to extrinsic
rewards (i.e. money)
Agency Theory -Correct Answer- That workers always work in their
own best interest unless extrinsic rewards are sufficient to refocus their
interest
Attribution Theory -Correct Answer- People act without knowing why
but then try to create reasons for it
Who is the key influence when it comes to worker motivation and
performance? -Correct Answer- immediate supervisor
Employee Relations -Correct Answer- is a broad umbrella category that
includes both HR and LR. It can be defined as the policies and practices
,that are concerned with the management and regulation of relationships
in both unionized and non-unionized environments.
Labour Relations -Correct Answer- deals specifically with regulations
the employment relationship between organized labour and
management.
How can employers determine whether individuals are employees? -
Correct Answer- o Control—does the employer have control over the
employee (the work done, how they are paid and disciplined)
o Four Fold test—measures for control, ownership, chance of profit, and
risk of loss
o Permanency test—the degree to which the individual's tenure with the
employer is of a permanent nature
Conflict -Correct Answer- occurs when there is a mismatch involving
expectations
Disputes -Correct Answer- are conflicts that require action. They
manifest themselves in the form of an official complaint (e.g. grievance,
lawsuit, written complaint)
Employee Rights -Correct Answer- o Statutory Rights (entitled to rights
under different legislation)
o Contractual Rights (from legally binding contracts and may not apply
to all employees)
o Due Process (employees have a right to present his or her position
during a disciplinary process; in a union, this role is played by the union
through the formal grievance process)
o Job Expectancy Rights (fair and equitable treatment—general privacy
rights)
What are the sources of conflict? -Correct Answer- o Goal
incompatibility, differentiation (different values/morals/attitudes), task
interdependence (workflow/information interdependence), limited
, resources, ambiguity (unclear goals/responsibilities/expectations), and
communication
Alternative Dispute Resolution -Correct Answer- a process by which
two parties resolve conflicts through the use of a specially trained,
neutral third party. Examples: mediation, arbitration, negotiation, etc.
What are the different types of Alternative Dispute Resolution? -Correct
Answer- o Negotiation (the participates attempt to resolve through a
conversation)
o Open Door Policy (resolving issues with managers as the first step)
o Conciliation (involves the use of a third-party to help the parties to
negotiate an agreement. They act as facilitators but do not suggest
solutions)
o Mediation (involves the use of a third-party who assists the parties by
being involved in negotiations and suggesting possible solutions)
o Arbitration (both sides submit their case to the arbitrator who reviews
and makes a ruling on who wins)
Conflict Management Styles -Correct Answer- o Compromising
(coming to a middle ground)
o Collaborating (high cooperation)
o Accommodating (lose assertiveness, high cooperation. if one person
does not care that much)
o Competing (high assertiveness, low cooperation. When quick
unpopular decisions need to be made)
o Avoiding (low assertiveness and low cooperation. Conflict avoidant)
steps in progressive discipline -Correct Answer- 1.. Oral warning
2. Written warning
3. Suspension (unpaid)
4. Termination of Employment
Positive Discipline Approach -Correct Answer- o Counselling session
(employee and supervisor discuss problem)
248 COMPLETE QUESTIONS AND ACCURATE
VERIFIED ANSWERS GRADED A+
Human Resources Management -Correct Answer- the management of
HR from managers within a framework that is established by HR
Human Capital Management -Correct Answer- the strategy of attracting,
retaining, and leveraging the skills and knowledge of the workforce
SWOT Analysis -Correct Answer-
Strengths
Weaknesses
Opportunities
Threats
Payroll -Correct Answer- is responsible for ensuring that employees are
paid the correct amounts within the established pay periods and on the
established pay dates. There are different metrics that can be used in
payroll: payroll cost per employee, payroll staff per employee, number
of manual cheques issued (due to errors), etc.
Maslow's Hierarchy of Needs -Correct Answer- (level 1) Physiological
Needs, (level 2) Safety and Security, (level 3) Relationships, Love and
Affection, (level 4) Self Esteem, (level 5) Self Actualization
Hertzberg's Two-Factor Theory -Correct Answer- Motivator factor: the
factors that lead to satisfaction and the things that make employees work
harder; examples like enjoying work and career progression
Hygiene factor: the factors that can lead to dissatisfaction and a lack of
motivation if they are absent; like salary, benefits, company policies, etc.
Favorable hygiene factors simply remove the dissatisfaction; they do not
in themselves cause satisfaction or motivation
,Job Characteristics Theory -Correct Answer- A theory that argues that
five core characteristics (variety, identity, significance, autonomy, and
feedback) combine to result in high levels of satisfaction with the work
itself.
Need Salience -Correct Answer- The degree of urgency an individual
attaches to the satisfaction of a particular need. There is no single
program that provides motivation for everyone, but rather a wide range
of programs that provide answers
Reinforcement Theory -Correct Answer- people will continue to do
things for positive reinforcement and resist things with negative
consequences
Expectancy Theory -Correct Answer- the theory that people will be
motivated to the extent to which they believe that their efforts will lead
to good performance, that good performance will be rewarded, and that
they will be offered attractive rewards
Economic Theory -Correct Answer- that best results are tied to extrinsic
rewards (i.e. money)
Agency Theory -Correct Answer- That workers always work in their
own best interest unless extrinsic rewards are sufficient to refocus their
interest
Attribution Theory -Correct Answer- People act without knowing why
but then try to create reasons for it
Who is the key influence when it comes to worker motivation and
performance? -Correct Answer- immediate supervisor
Employee Relations -Correct Answer- is a broad umbrella category that
includes both HR and LR. It can be defined as the policies and practices
,that are concerned with the management and regulation of relationships
in both unionized and non-unionized environments.
Labour Relations -Correct Answer- deals specifically with regulations
the employment relationship between organized labour and
management.
How can employers determine whether individuals are employees? -
Correct Answer- o Control—does the employer have control over the
employee (the work done, how they are paid and disciplined)
o Four Fold test—measures for control, ownership, chance of profit, and
risk of loss
o Permanency test—the degree to which the individual's tenure with the
employer is of a permanent nature
Conflict -Correct Answer- occurs when there is a mismatch involving
expectations
Disputes -Correct Answer- are conflicts that require action. They
manifest themselves in the form of an official complaint (e.g. grievance,
lawsuit, written complaint)
Employee Rights -Correct Answer- o Statutory Rights (entitled to rights
under different legislation)
o Contractual Rights (from legally binding contracts and may not apply
to all employees)
o Due Process (employees have a right to present his or her position
during a disciplinary process; in a union, this role is played by the union
through the formal grievance process)
o Job Expectancy Rights (fair and equitable treatment—general privacy
rights)
What are the sources of conflict? -Correct Answer- o Goal
incompatibility, differentiation (different values/morals/attitudes), task
interdependence (workflow/information interdependence), limited
, resources, ambiguity (unclear goals/responsibilities/expectations), and
communication
Alternative Dispute Resolution -Correct Answer- a process by which
two parties resolve conflicts through the use of a specially trained,
neutral third party. Examples: mediation, arbitration, negotiation, etc.
What are the different types of Alternative Dispute Resolution? -Correct
Answer- o Negotiation (the participates attempt to resolve through a
conversation)
o Open Door Policy (resolving issues with managers as the first step)
o Conciliation (involves the use of a third-party to help the parties to
negotiate an agreement. They act as facilitators but do not suggest
solutions)
o Mediation (involves the use of a third-party who assists the parties by
being involved in negotiations and suggesting possible solutions)
o Arbitration (both sides submit their case to the arbitrator who reviews
and makes a ruling on who wins)
Conflict Management Styles -Correct Answer- o Compromising
(coming to a middle ground)
o Collaborating (high cooperation)
o Accommodating (lose assertiveness, high cooperation. if one person
does not care that much)
o Competing (high assertiveness, low cooperation. When quick
unpopular decisions need to be made)
o Avoiding (low assertiveness and low cooperation. Conflict avoidant)
steps in progressive discipline -Correct Answer- 1.. Oral warning
2. Written warning
3. Suspension (unpaid)
4. Termination of Employment
Positive Discipline Approach -Correct Answer- o Counselling session
(employee and supervisor discuss problem)
