Empolyee Relations

Question 1

If a supervisor assigns an employee a work that is outside his job classification and if the employee thinks that it violates his contract, the employee can file a formal complaint against his supervisor. This is known as a (n)

A. injunction
B. grievance
C. lockout
D. Union

Answer 1

B. grievance

Question 2

A company’s computer servers were stolen from a secured area. Due to lack of evidence, no employees are under suspicion. How can the company best deal with the theft problem?

a) Train line managers to recognize suspicious behavior and confront staff members.
b) Involve employees in developing and implementing a corporate ethics program
c) Hire an outside security service to patrol the facilities
d) Remind employees of the legal consequences of theft.

Answer 2

b) Involve employees in developing and implementing a corporate ethics program

Question 3

A company’s employee morale has not had raises in two years. To minimize the weakness it has identified. what is the first thing the company should do?

a) Host an employee appreciation day and recognize key contributors.
b) Survey employees about their satisfaction with the company and their jobs.
c) Increase salaries of key employees who would be difficult to replace.
d) Hire an outside consultant to create a pay-for-performance program.

Answer 3

b) Survey employees about their satisfaction with the company and their jobs

Question 4

A customer service employee in a small company handles customer orders, prints the invoices, and sends them to the production and shipping department. Over time, the employee has become bored with the job and the work has become routine . Given the size of the company, what can the employer do to increase employee satisfaction with the job?

a) Rotate employees between customer service and shipping.
b) Allow the employee to apply for another job in the company.
c) Send the employee to a professional development course.
d) Design bonuses that reward the employee for measurable results.

Answer 4

a) Rotate employees between customer service and shipping

Question 5

A high quality of work life (QWL) offers the individual all of the following EXCEPT:

a) Fair pay.
b) Opportunities to learn and use new skills.
c) Participation at board meeting .
d) Respect for talents.

Answer 5

c) Participation at board meeting

Question 6

A(n) is one whose policies make it possible for employees to more easily balance family and work , and to fulfill both their family and work obligations .

a) Employee Assistance Program
b) Employee Attitude Survey
c) Family-Friendly Workplace Practice
d) Union-free organization

Answer 6

c) Family-Friendly Workplace Practice

The Family-Friendly workplace policies are practices that facilitate the reconciliation of work and family life, and which firms introduce to complement statutory requirements. Family-friendly arrangements include: extra-statutory leave from work arrangements; employer-provided childcare, health care, and elderly care supports and flexible working time arrangements.

Question 7

An employee attitude survey should only be used if top management is fully committed to

a) implementing changes indicated by the survey
b) encouraging employees to participate
c) using outside consultants to conduct the survey
d) conducting the survey at regular time intervals to collect updated information

Answer 7

a) implementing changes indicated by the survey

Question 8

An internal survey data indicate that the employees satisfied with their salary and benefits . What is the likely result of this action by the union?

a) The regulation may require the company to pay damages to the union.
b) An arbitrator will impose sanctions against the employer.
c) The union grievances will be dismissed.
d) The company will discontinue the employee survey.
c) The union grievances will be dismissed.

Answer 8

c) The union grievances will be dismissed.

Question 9

Employee Assistance Programs (EAP) are usually conducted by

a) third party.
b) Human Resources department .
c) supervisors.
d) employees.

Answer 9

a) third party.

Question 10

Employee attitude survey is the best tool for which of the following functions?

a) Productivity improvement tool
b) Job satisfaction improvement
c) Pay scale review
d) Supervisory feedback tool

Answer 10

B) Job satisfaction improvement

Question 11

Employees with a high level of ______
strongly identify with and
really care about the kind of work they do.
Choose only ONE best answer.
A. job satisfaction
B. job involvement
C. organizational commitment
D. Employee engagement

Answer 11

B. job involvement

Job involvement refers to the degree to which an employee is engaged in and enthusiastic about performing their work. Job satisfaction is defined as the extent to which people like or dislike their jobs. Organizational commitment is a concept that has to do with the degree of commitment and loyalty that employees exhibit toward employers. Employee engagement is the construct including job involvement and organization commitment.

Question 12

HR develops a suggestion system to gather ideas from employees on how to solve their problem with high absenteeism. This system should include all of the following actions EXCEPT

a) implementing all suggestions.
b) allowing suggestions to bypass the usual chain of command.
c) developing a standard form for submitting ideas.
d) acknowledging all suggestions .

Answer 12

a) implementing all suggestions.

Question 13

Labor-management cooperation is BEST supported by which action?

a) Preserving the traditional “us-them” environment
b) Promoting high expectations for success
c) Allowing committee members to defend their positions
d) Setting common goals on a united front

Answer 13

d) Setting common goals on a united front

National Labor Management Association (NLMA) suggested that labor-management cooperation could be enhanced by eliminating the “us-them” mentality, setting realistic expectations, making committees productive, and establishing common ground rules.

Question 14

Which of the following Employee relations approach that leads to higher organizational performance?

a) Employees obtain the promised rewards once they meet the predetermined output expectations.
b) Employers furnish few inducements but demand sizable workforce contributions.
c) Employers provide employees high or broad inducements with low or narrow expected contributions.
d) Employers obligate employees to perform not only their immediate job duties but also tasks on behalf of the team and organization.

Answer 14

d) Employers obligate employees to perform not only their immediate job duties but also tasks on behalf of the team and organization.

According to many research findings, organization performance was the best when firms adopted the mutual investment employment relationship. Under this approach, employers focus on developing a long-term and open-ended relationship with the employees.
Under this approach, while employees are expected to contribute broadly to their organization instead of focusing only on performing their own jobs.

Question 15

Because rumors that flow along the grapevine can never be eliminated entirely,
managers can minimize the negative consequences of rumors by
a) being open and disclosing a new rumor to the employees
b) limiting their range and impact
c) informing their boss that the rumor is out
d) telling the employees that the rumor is not true

Answer 15

b) limiting their range and impact

The best way to reduce the negative consequences of rumors is to
1) Provide information;
2) Explain actions and decisions that may appear inconsistent, unfair, or secretive;
3) Refrain from shooting the messenger; and
4) Maintain open communication channels.

Question 16

An organization wants to facilitate upward communication within departments and reinforce their open-door policy. Which of the following methods would be MOST effective?

a) Climate survey
b) Annual department communication meetings
c) Skip-level interviews
d) Employee participation committees

Answer 16

c) Skip-level interviews

Skip-level interviews allow employees to communicate with a manager one level higher than their own managers. This allows employees to speak more freely and makes it easier for managers to gather input on departmental employee issues and perceptions.

Question 17

An employee has brought a gun to work. The employee is showing the gun to others but is not threatening anyone. The organization’s policy states that possession of a gun or rifle will result in termination. How should
the organization respond?

a) Have the employee arrested.
b) Suspend the employee while investigating.
c) Terminate the employee on the spot.
d) Set a precedent with this employee.

Answer 17

b) Suspend the employee while investigating.

Question 18

An employee in the organization continues to have problems with tardiness, while the supervisor has met with the employee a num ber of times individually and has warned the employee about the problem. The
Supervisor has come to the HR manager wanting to fire the employee. What should the HR manager do?

a) Agree to fire the employee, therefore setting an example to others.
b) Give the employee a written warning, the next step in the corrective action policy.
c) Tell the supervisor to ignore the problem as the employee is a top performer.
d) Reassign the employee to another supervisor who will deal with t he problem.

Answer 18

b) Give the employee a written warning, the next step in the corrective action policy.

Question 19

HR policies and procedures need to be fewer and less formal in organizations that exhibit a:

a) Weak culture.
b) Strong culture.
c) Flat structure.
d) Hierarchical structure.

Answer 19

b) Strong culture.

Strong cultures are self-managing. They rely on consistency through the culture itself without extensive controls. The structure of the organization has little effect on the degree of formalization of the policies and procedures.

Question 20

If a supervisor assigns an employee a work that is outside his job classification and if the employee thinks that it violates his contract, the employee can file a formal complaint against his supervisor. This is known as a(n) _

a) injunction
b) grievance
c) lockout
d) union

Answer 20

b) grievance

Question 21

It is a good idea to regularly update an employee handbook because

a) job specifications must be modified to accurately reflect the chain of command.
b) related laws, regulations, and interpretive court decisions may change.
c) discussion of job security legally needs to be translated for new minority employees.
d) termination reasons need to be revised according to settlements reached in just-cause disputes.

Answer 21

b) related laws, regulations, and interpretive court decisions may change.

Question 22

Progressive discipline is best described as a system that

a) is based on feedback from peers.
b) imposes increasingly severe penalties for each violation.
c) is based on the alternative dispute resolution process.
d) improves two-way communication between manager and subordinate.

Answer 22

b) imposes increasingly severe penalties for each violation.

Question 23

Staff can easily be made aware of a new policy by

a) training sessions.
b) E-mail.
c) HR Manual.
d) supervisor

Answer 23

b) E-mail.

Question 24

The employee expense reimbursement policy, procedures, and work rules have been developed and written. How should the information be dispersed to the employees?

a) Managers and employees should be trained by HR.
b) Managers should be trained by HR, and employees should be trained by managers.
c) Managers and employees should be trained by the accounting staff members.
d) Managers and employees should be trained through an e-learning process.

Answer 24

b) Managers should be trained by HR, and employees should be trained by managers.

Question 25

The primary test to determine the reasonableness of a work rule is whether or not the :

a) Union has requested a change in the rule or its elimination.
b) Rule furthers a strict disciplinary approach to managing the workforce .
c) Employees agree that the rule is necessary if the plant is to operate efficiently.
d) Rule is reasonably related to a legitimate business reason.

Answer 25

d) Rule is reasonably related to a legitimate business reason.

Question 26

Which of the following best exemplifies a work rule?

a) Training employees to scan all e-mail attachments for viruses
b) Terms of paid sick leave for nonexempt employees
c) Method for authorizing departmental vacations
d) Prohibiting employees from drinking alcohol on the job

Answer 26

d) Prohibiting employees from drinking alcohol on the job

Question 27

Which of the following statements accurately describes the difference between an employee handbook and a company policy manual?

a) An employer has a legal obligation to immediately investigate any violations of an employee handbook; violations of a policy manual do not have significant legal liability .
b) Promises of severance are nonbinding when they are found in an employee handbook; they are legally defensible if they are found in a policy manual.
c) A policy manual generally addresses decisions relating to workplace issues; an employee handbook is not as formal.
d) Employees can speak with their managers about questions the policy manual does not address; the manager can refer to the employee handbook to find answers.

Answer 27

c) A policy manual generally addresses decisions relating to workplace issues; an employee handbook is not as formal.

An organizational policy manual generally provides a full set of formal policies relating to the workforce. A policy manual is usually written for the use of the management team to make decisions related to workplace issues. An employee handbook tends to be written in a much more informal style that is easy for employees to use. Handbooks may reference the policy manual. Employees often consult with their managers regarding issues the employee handbook may not address. In turn, managers use the policy manual as a reference to find answers. Any promises put into writing in either an employee handbook or a policy manual has the potential for legal liability.

Question 28

Workplace dress code for casual days is generally an example of a

a) policy.
b) procedure.
c) work rule.
d) collective bargaining item.

Answer 28

a) policy.

Question 29

After considering what information is being sought, what type of HR audit is the HR Head MOST likely to select?

a) Best practices
b) Compliance
c) Strategic
d) Function-specific

Answer 29

b) Compliance

Question 30

What is the MOST probable benefit, other than legal compliance, of HR auditing?

a) Determining budget projections for HR operations.
b) Providing an analysis of individual jobs within the HR department.
c) Evaluating the integration of HR practices with business planning and strategy.
d) Benchmarking HR salaries with comparable market data.

Answer 30

c) Evaluating the integration of HR practices with business planning and strategy.

Question 31

Which are the prioritized findings and recommendations in a HR audit report?

a) Risk level assigned to each item.
b) Cost associated with the recommended corrective action.
c) Alignment of the findings with the company’s operating plans.
d) Department or operating unit affected.

Answer 31

a) Risk level assigned to each item.

Since the focus of the audit is the company’s risk exposure, findings and recommendations should be organized by the degree of risk involved.

Question 32

The HR control process is normally thought of as containing the following steps:
I) comparing actual with expected performance; II) observing and measuring performance; Ill) setting expectations or standards; and IV) taking corrective action. What is the proper sequence of these steps?

a) I, II, Ill, IV.
b) II, I, IV, Ill.
c) IV, II, Ill, I.

d) Ill, II, I, IV.

Answer 32

d) Ill, II, I, IV.

Question 33

What is an HR audit?

a) Attempt to quantify the value of its human resources to the organization.
b) Aggregate skills’ inventory of the organization’s human resources.
c) Formal research effort to evaluate the current state of human resource management within the organization.
d) Part of a human resource accounting system.

Answer 33

c) Formal research effort to evaluate the current state of human resource management within the organization.

Question 34

—— is a communication tool that is defined as an interactive real- time communication that takes place among computer users who are logged
onto the computer network at the same time.

a) e-mail
b) blogging
c) instant messaging
d) portal

Answer 34

c) instant messaging

Instant messaging (IM) is a form of communication over the Internet that offers quick transmission of text-based messages from sender to receiver.

Question 35

When an HR tells a line manager what the manager wants to hear, that HR is using which of the following barriers to effective interpersonal communication?

a) filtering
b) selective perception
c) feedback
d) defensiveness

Answer 35

a) filtering

Question 36

What is the most effective form of upward communication?

a) Suggestion systems.
b) Employee petitions.
c) Grievance procedures.
d) Direct discussions between supervisors and employees .

Answer 36

d) Direct discussions between supervisors and employees .

Question 37

Which is the primary advantage of using an intranet when communicating HR programs to employees?

a) Employees are guaranteed to receive the information.
b) Ease of keeping the information up-to-date.
c) Increase in feedback about HR activities.
d) Ability to keep the information internal to the organization.

Answer 37

b) Ease of keeping the information up-to-date.

One of the intranet’s primary advantages as a communication median is its ability to provide current and timely information. There are no guarantees that employees receive the information. Opening an e-mail legally does not signify receipt. Feedback could actually decrease or increase as the result of the intranet. Although intranets are supposed to be secure, employees often print HR information and share it external to the computer.

Question 38

Communication encourages by clarifying to employees what is to be done, how well they’re doing, and what can be done to improve performance if it’s not up to par.

a) control
b) emotional expression
c) motivation
d) the sharing of information

Answer 38

c) motivation

Question 39

Information overload occurs when —–

a) there is too much information to work with.
b) the information we’ve been given is too detailed.
c) the information we’ve been given exceeds our capacity to process it.
d) too much information is provided on a subject search when using a search engine.

Answer 39

c) the information we’ve been given exceeds our capacity to process it.

Question 40

In a mixed message, the nonverbal communication is usually more reliable than the verbal message because

a) verbal messages are more likely to show your feelings.
b) different cultures and languages employ different nonverbal sig nals.
c) it is much harder to control and manipulate nonverbal communications.
d) verbal communication is largely unconscious .

Answer 40

c) it is much harder to control and manipulate nonverbal communications.

Question 41

A company has a contest in which the department that has the lowest number of accidents will receive an award. Which method of sensitizing employees to the importance of occupational safety is used in this example?

a) Goal-oriented training
b) Safety inspections
c) Incentive programs
d) Suggestion programs

Answer 41

c) Incentive programs

Question 42

A company has documented that an employee has been drinking on the job and that incidences of impaired performance have occurred .The appropriate action that the employee’s supervisor and HR should take is to

a) offer constructive confrontation and counseling.
b) require a drug sc reening test.
c) implement disciplinary action and a tempora ry demot ion.
d) implement suspe nsion without pay and a demotion.

Answer 42

a) offer constructive confrontation and counseling.

Constructive confrontation usually focuses on job performance and documents clear instances of unsatisfactory employee performance. It is often combined with a progressive discipline strategy. It is usually at this stage that the employee is offered the services of the EAP, such as counseling to help solve any problems that may be contributing to the unsatisfactory performance.

Question 43

A machinist who works at a company that stresses productivity and meeting schedules is injured while working on a job that is behind schedule . These circumstances are an example of

a) internal company influences that could contribute to the incident .
b) external influences that could contribute to the incident.
c) human factors that could contribute to the incident .
d) lack of proper machine training .

Answer 43

a) internal company influences that could contribute to the incident .

Internal influences refer to the nature of the task, the work group, management goals, organizational style, leader’s style and experience, employee orientation, and new or antiquated machinery.

Question 44

An employee who fails to use safety goggles on the job, resulting in eye irritation from fumes , is an example of

a) an unsafe condition.
b) an unsafe act.
c) a willful violation .
d) an unrecognized hazard.

Answer 44

b) an unsafe act

Unsafe acts are under the control of employees, while unsafe conditions are mechanical or physical hazards that are under the control of the employer.

Question 45

An employer can reduce liability in the area of fetal protection by fully informing female employees of

a) exercise/physical fitness.
b) teratogens
c) nutrition education .
d) stress management.

Answer 45

b) teratogens

Products that affect a fetus but not the pregnant mother are labelled teratogens. Because of the potential workplace hazard posed by teratogens, a number of companies have instituted fetal protection policies that reflect a concern for the vulnerability of the fetus and the fetus’s inability to protect its own interests should they be contrary to those of its mother.

Question 46

Employee health management practices in organizations strive to maintain

a) employee well-being
b) employee retention
c) employee engagement
d) employee benefits

Answer 46

a) employee well-being

Question 47

Recently , several employees in the same department have experienced symptoms of cumulative trauma disorders (CTDs) . To reduce the risk factors for the CTDs , the employer should

a) wait for the outcome of any workers’ compensation claims.
b) conduct periodic workplace surveys of employees.
c) create recognition and safety programs.
d) conduct a work-site analysis and modify ergonomics.

Answer 47

d) conduct a work-site analysis and modify ergonomics.

Question 48

Reducing the risk of infection in the workplace is accomplished by all of the following EXCEPT

a) education.
b) exposure control plans.
c) selective hiring.
d) personal protective clothing.

Answer 48

c) selective hiring.

Question 49

The employees who will operate a new piece of machinery are given instructional materials and job aids to review and attend a demonstration of safe operation . Which method of sensitizing employees to the importance of occupational safety is used in this example?

a) Goal-oriented training
b) Safety inspections
c) Incentive programs
d) Motivational programs

Answer 49

a) Goal-oriented training

An effective method to sensitize employees is goal-oriented safety training sessions, such as job instruction, basic safety, and accident prevention training. Such preventive, work-related training is crucial, especially in the early periods of employment.

Question 50

The PRIMARY purpose of an employee wellness program is to

a) ensure that employee privacy is protected .
b) secure savings on insurance premiums for the employer.
c) prevent on-the-job accidents.
d) offer preventive care to employees.

Answer 50

d) offer preventive care to employees.

All options are possible benefits of wellness programs; however, the primary purpose is to offer preventive care programs, such as stress reduction, to employees. While employee privacy is protected, these programs are often offered to employees in group settings and are therefore not as private as one-to-one, off-site counseling programs such as are offered under Employee Assistance Programs (EAPs).

Question 51

What is the goal of ergonomics?

Explain: The goal of ergonomics is reduce employed people’s work-related hazards. Ergonomics focus on improving the condition under which people work. The underlying theory of ergonomics is that changing work procedures or equipment to make the environment more safe for employees will increase productivity and job satisfaction.
a) To assess employees’ potential for musculoskeletal disorders
b) To treat musculoskeletal disorders
c) To engineer risk factors out of jobs
d) To design a workplace that promotes communication

Answer 51

c) To engineer risk factors out of jobs

The goal of ergonomics is reduce employed people’s work-related hazards. Ergonomics focus on improving the condition under which people work. The underlying theory of ergonomics is that changing work procedures or equipment to make the environment safer for employees will increase productivity and job satisfaction.

Question 52

Which of the following behavior changes might an organization expect from the implementation of a physical fitness program?

a) Fewer losses due to accidents
b) Less absenteeism
c) Improved blood pressure
d) Lower workers’ compensation costs

Answer 52

b) Less absenteeism

Question 53

Which of the following is the MOST important priority at an accident scene?
a) Keep management informed.
b) Isolate witnesses.
c) Protect others from injury.
d) Preserve the evidence.

Answer 53

c) Protect others from injury.

Explain: Protecting others from injury takes top priority. Secondary priorities include preserving evidence and keeping management informed. Holding witnesses together is one way to preserve evidence, but it is handled only after the other priorities are addressed.

Question 54

An organization utilizing workplace design to increase employee security would most likely

a) install video cameras at all entrances and exits to the office building.
b) require that criminal background checks be completed on all new hires.
c) position the reception area so it is visible to other employees as well as the public.
d) employ security personnel to patrol the property during business hours.

Answer 54

c) position the reception area so it is visible to other employees as well as the public.

Workplace design is the deliberate layout of office space to maximize security and other features. By adding security into the layout, you have created an additional layer of protection for employees.

Question 55

What action should the employer immediately take to reduce the violence incident occurring at the workplace?

a) Hire a new security guard who has experience dealing with issues of violence, preferably a retired police officer.
b) Engage a security consultant to train employees on security do’s and don’ts.
c) Review the incident to learn how to prevent a recurrence and address the effect the incident had on company and employee morale.
d) Publish a zero tolerance policy regarding violence in the workplace.

Answer 55

c) Review the incident to learn how to prevent a recurrence and address the effect the incident had on company and employee morale.

Question 56

Which of the following is an internal cause of workplace violence?

a) Working with the public
b) Insensitive terminations
c) Guarding valuable property
d) Working in high crime areas

Answer 56

b) Insensitive terminations

Question 57

What is the first step when investigating an accident in the workplace?

a) Interview employees.
b) Collect Evidences.
c) Conduct Correction.
d) Immediate action.

Answer 57

d) Immediate action.

In the event of an incident, immediate action to be taken may include making the area safe, preserving the scene and notifying relevant parties. The investigation begins even at this early stage, by collecting perishable evidence.

Question 58

An organizational disaster recovery plan typically refers to

a) internal and external emergency communications in the event of a disaster.
b) procedures to recover business operations in the event of a disaster.
c) plans for training, conducting drills, and testing equipment.
d) securing adequate insurance to support recovery efforts if needed.

Answer 58

b) procedures to recover business operations in the event of a disaster.

Question 59

In the context of organizational risk, the term “risk” is appropriately defined as

a) the possibility of primarily negative future outcomes.
b) concerns that exclusively rest with a designated risk manager.
c) primarily related to “people” risk and HR responsibilities .
d) the possibility of positive opportunities and outcomes as well as negative.

Answer 59

d) the possibility of positive opportunities and outcomes as well as negative.

Question 60

The assignment of a level of probability for all types of losses to which an organization may be exposed is known as

a) vulnerability analysis.
b) impact assessment.
c) risk containment .
d) loss-prevention planning.

Answer 60

a) vulnerability analysis.

Vulnerability analysis measures the degree of probability that a loss will occur by assigning levels of probability for all types of losses to which the organization may be exposed.

Question 61

Which of the following statements is not true about risk?

a) Risk= Probability X Impact.
b) Risks should be analyzed for impact and priority
c) Risk is the negative effect of an event or series of events.
d) A risk is an event that “may” occur.

Answer 61

c) Risk is the negative effect of an event or series of events.

Risk is the effect (positive or negative) of an event or series of events that take place in one or several locations. It is computed from the probability of the event becoming an issue and
the impact it would have (See Risk = Probability X
Impact). Identifying, evaluating and
understanding risks is a very important aspect of business management.

Question 62

___ is an effective approach for ensuring everyone involved in your organization is aware of risk management issues?

a) Sending out a questionnaire
b) Writing a risk managment guide
c) Brainstorming
d) Forming a risk management committee

Answer 62

b) Writing a risk managment guide