Employee Rights and Labor Relations MCQs
Employee Rights and Labor Relations MCQs
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Try to answer these 20 Employee Rights and Labor Relations MCQs and check your understanding of the Employee Rights and Labor Relations subject.
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1: ______ is a process of giving motivational feedback to maintain and improve performance.
A. Coaching
B. Labor relations
C. Management counseling
D. None of these
2: Collective bargaining is the process resulting in a contract between union employees and _______ that covers employment conditions.
A. Management
B. Ceo
C. Employ
D. None of these
3: The process of transmitting information and meaning is known as.
A. Communication
B. Discipline
C. Employment-at-will
D. None of these
4: Action designed to get employees to meet standards and the code of conduct is known as .
A. Employment-at-will
B. Discipline
C. Communication
D. Both a & b
5: Which of the correct statement about Employment-at-will
A. A formal complaint concerning pay, working conditions, or violation of some other factor
B. Concept allowing the company or the worker to break the work relationship at any point in time, with or without any particular reason,
C. A serious failure to exercise care in the work environment.
D. Both a & b possible
6: _______ is a formal complaint concerning pay, working conditions, or violation of some other factor in a collective bargaining agreement
A. Grievance
B. Labor relations
C. Management counseling
D. None of these
7: Define Gross negligence:
A. A serious failure to exercise care in the work environment.
B. A formal complaint concerning pay, working conditions, or violation of some other factor
C. A set of standard tests for fairness in disciplinary actions—tests that were originally utilized in union grievance arbitrations
D. Both a & b are possible
8: A set of standard tests for fairness in disciplinary actions—tests that were originally utilized in union grievance arbitrations is known as
A. Just cause
B. Labor relations
C. Management counseling
D. None of these
9: In labor relations interactions between management and unionized employees.
A. True
B. False
10: The process of giving employees feedback is known as
A. Management counseling
B. Labor relations
C. Both a & b
D. None of these
11: A process in which the employer provides the employee with opportunities to correct poor behavior before terminating them.This process is called
A. Compensation system
B. Delayering
C. Equity theory
D. Progressive discipline
12: Which of the statements is correct about Serious misconduct ?
A. Intentional behavior that has the potential to cause great harm to another or to the company
B. A collective work stoppage by members of a union that is intended to put pressure on an employer.
C. The interactions between management and unionized employees.
D. None of these
13: A collective work stoppage by members of a union that is intended to put pressure on an employer is known as
A. Compensation system
B. Delayering
C. Equity theory
D. Strike
14: Faith in the character and actions of another.This statement is true for
A. Compensation system
B. Delayering
C. Equity theory
D. Trust
15: Faith in the character and actions of another is referred to as ______.
A. Just cause
B. Communication
C. Coaching
D. Trust
E. Discipline
16: ______ is the process of transmitting information and meaning.
A. Communication
B. Grievance
C. Just cause
D. Coaching
E. Collective bargaining
17: Employees with the personality traits of optimism and positive self-esteem tend to have ______ job satisfaction.
A. Neutral
B. Lower
C. Unattainable
D. Greater
18: The ______ says that each employee has the right to be protected from harm to the best of the organization’s ability.
A. Right to freedom of conscience
B. Right to life and safety
C. Right to free consent
D. Right to due process
E. Right to privacy
19: Due process involves ______.
A. The concept of providing fair and reasonable disciplinary actions as consequences of an employee’s behavior
B. A thing that requires the individual to ask permission before doing it
C. The process of measuring an employee’s capability and motivation on a continuum
D. Step 3 in the change process
E. The right of the individual to know what he or she is being asked to do for the organization and the consequences of that action to the individual employee or others, either in or outside the organization
20: ______ is the concept allowing the company or the worker to break the work relationship at any point in time, with or without any particular reason, as long as in doing so no law is violated.
A. Progressive discipline
B. Management counseling
C. Just cause
D. Collective bargaining
E. Employment-at-will
21: ______ is the process of giving employees feedback (so they realize that a problem is affecting their job performance) and referring employees with problems that cannot be managed within the work structure to the organization’s employee assistance program.
A. Progressive discipline
B. Management counseling
C. Just cause
D. Labor relations
E. Serious misconduct
22: ______ is a process in which the employer provides the employee with opportunities to correct poor behavior before terminating him or her.
A. Collective bargaining
B. Coaching
C. Progressive discipline
D. Gross negligence
E. Management counseling
23: ______ is a serious failure to exercise care in the work environment.
A. Grievance
B. Collective bargaining
C. Gross negligence
D. Strike
E. Serious misconduct
24: ______ is intentional behavior that has the potential to cause great harm to another or to the company.
A. Grievance
B. Just cause
C. Progressive discipline
D. Labor relations
E. Serious misconduct
25: A manager who provides motivational feedback to maintain and improve employee performance is using ______ as a management tool.
A. Coaching
B. Counseling
C. Disciplining
D. Workplace monitoring
E. Due process
26: Tony (the supervisor) gave Martine feedback about an absenteeism problem that was affecting her job performance. Once it was clear that this didn’t solve the problem, he referred Martine to the company’s employee assistance program. This is an example of ______.
A. Coaching
B. Motivational training
C. Management counseling
D. Leadership
E. Exploration
27: Madelyn has a pattern of taking long lunch breaks. Each time this has happened, Madelyn’s manager has spoken to her about why it is a problem. Finally, the manager has had enough and wants to dock Madelyn’s pay for taking such long lunches. However, there is no evidence that Madelyn has ever been told that taking long lunches is a problem. The discipline of Madelyn appears to violate the ______ rule for effective discipline.
A. Discipline in private
B. Document discipline
C. Follow the standing plans yourself
D. Discipline immediately, but stay calm and get all the necessary facts before you discipline
28: ______ is the interactions between management and unionized employees.
A. Coaching
B. Grievance
C. Employment-at-will
D. Labor relations
E. Discipline
29: ______ is the negotiation process resulting in a contract between union employees and management that covers employment conditions.
A. Coaching
B. Just cause
C. Labor relations
D. Collective bargaining
E. Management counseling
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Employee Rights and Labor Relations MCQs
