Employee and Labor Relations in Human Resource management MCQs
Employee and Labor Relations in Human Resource management MCQs
Our experts have gathered these Employee and Labor Relations in Human Resource management MCQs through research, and we hope that you will be able to see how much knowledge base you have for the subject of Employee and Labor Relations in Human Resource management by answering these multiple-choice questions.
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1: Alternative dispute resolution is a method of resolving disputes that do not involve litigation.
A. True
B. False
2: The process of negotiating in good faith toward agreed terms on wages, hours, and working conditions is known as
A. Workers’ compensation
B. Alternative dispute resolution
C. Collective bargaining
D. None of these
3: Employee relations is the collective relationships between different employees as well as between ______ in an organization
A. employees and management
B. CEO and management
C. Owner and management
D. ALL of these
4: Impasse is a failure to reach an agreement
A. True
B. False
5: The Labor Management Relations Act passed in _______ is also known as the Taft-Hartley Act.
A. 1947
B. 1956
C. 1962
D. 1946
6: Labor relations means managing in response to labor laws relating to unions and collective bargaining
A. True
B. False
7: Labor–Management Reporting and Disclosure Act passed in
A. 1952
B. 1959
C. 1957
D. 1958
8: National Labor Relations Act passed
A. 1939
B. 1932
C. 1935
D. 1930
9: NLRB stands for
A. National Lotteries Board
B. National Library Board
C. National Labor Relations Board
D. None of these
10: Give-and-take process between two or more parties aimed toward reaching an agreement is known as _______ .
A. Negotiation
B. Disagreement
C. misunderstanding.
D. All of these
11: Right-to-work laws is Vary from state to state but generally prohibit requiring employees to ________ in order to obtain or keep a job
A. join a union
B. pay regular
C. fair-share union dues
D. All of these
12: Unfair labor practices defined in the _______
A. U.S
B. U.A.E
C. U.S.A
D. All of these
13: Which of these is one of the keys to avoiding employment lawsuits, according to employment law attorney Aaron Zandy?
A. Be family-friendly
B. Do not surprise employees
C. Promote from within
D. Discipline individuals flexibly
14: Which of the five important factors that can influence employee relations pertains to physical and emotional safety in the workplace?
A. Culture
B. Fair treatment and voice
C. Working conditions
D. Employment laws
15: ______ is/are the shared assumptions that drive the way employees act, think, and perceive their environment.
A. Culture
B. Climate
C. Norm
D. Traditions
16: Consistently, enforcing employee handbook policies helps organizations ______.
A. Maintain the appearance of fairness
B. Avoid unpleasant conversations with employees
C. Protect themselves in the event of employee complaints
D. Avoid employee dissatisfaction with policies
17: Which of these is legally required to be communicated to employees?
A. Appearance
B. Competitive salaries
C. Code of conduct
D. Worker compensation policies
18: Which statement is true regarding employee appearance standards?
A. Organizations have the right to adopt whatever dress codes they like, as long as they don’t discriminate against a protected class.
B. Organizations are not legally permitted to discriminate against employees who have body art or piercings.
C. Organizations have the right to require handwashing for food workers only.
D. Managers must comply with the same requirements imposed on other workers.
19: Research has shown that membership in a labor union is associated with ______.
A. More promotion activities
B. Improved coping skills and lower individual stress
C. Better recruitment and selection practices
D. Decreases in antisocial behaviors
20: Which of these is a reason organizations resist unionization?
A. Profit concerns
B. Employee disengagement
C. Working conditions
D. Job dissatisfaction
21: What do unions reduce?
A. Group commitment and cohesion
B. Freedom of speech
C. An organization’s freedom to make decisions that impact employees
D. The power balance between employees and their employer
22: Which conflict resolution approach features low cooperation and low competitiveness?
A. Collaboration
B. Accommodation
C. Competing
D. Avoidance
23: A collaborative approach to labor relations results in ______.
A. Higher productivity
B. Higher costs
C. More scrap
D. Pursuit of win–lose solutions
24: The specific goals and interests being negotiated have an impact on ______.
A. The organizational culture
B. How the negotiations are approached
C. How performance reviews are conducted
D. How the organization accommodates its employees
25: ______ is any method of resolving conflicts that does not involve litigation.
A. Mediation
B. Adjudication
C. Alternative dispute resolution
D. Referee resolution
26: A(n) ______ is an impartial, third-party individual who helps parties resolve a dispute.
A. Negotiator
B. Arbitrator
C. Fact finder
D. Mediator
27: Which type of alternative dispute resolution gives parties the option to pursue a trial if they do not accept the recommended outcome?
A. Binding arbitration
B. Nonbinding arbitration
C. Mediation
D. Fact-finding
28: The perspective on the employment relationship which suggests that organisations are unified entities in which all parties have common objectives is
A. Unitarist
B. Feminist
C. Pluralist
D. Marxist
29: The perspective on the employment relationship which suggests that organisational conflict is inevitable and reflects deeper class conflict is
A. Unitarist
B. Feminist
C. Pluralist
D. Marxist
30: Under the pluralist perspective, trade unions are seen as
A. Troublemakers
B. Legitimate mechanisms for the expression of employee views
C. A barrier to effective communication
D. Reinforcing managerial prerogative
31: In Purcell and Sissons’ (1983) typology, firms in which workers are regarded as organisational assets and management seek to maximise employee identification with aims of the company through HRM practices are referred to as
A. Standard moderns
B. Sophisticated Human Relations
C. Sophisticated moderns
D. Traditional
32: The term ‘trade union density’ refers to which of the following
A. The proportion of employers who recognise trade unions
B. The proportion of employers who are covered by collective bargaining
C. The proportion of the working population who are members of a trade union
D. The proportion of employees who are covered by collective bargaining
33: Employees are likely to see an adaptive change as __________.
A. Highly threatening
B. Moderately threatening
C. Somewhat threatening
D. Least threatening
34: End-user data is ____.
A. Collection of files
B. Relationship
C. A detailed description of an organization's operations
D. Raw fact of interest to the end-user
Employee and Labor Relations in Human Resource management MCQs
