MEETING OTHER HR GOALS
1. Which of the following is a correct statement about an organizing campaign?
A. During an organizing campaign, a union is automatically recognized if most number of employees agree.
B. During an organizing campaign, only one union can appear on the ballot.
C. During an organizing campaign, the NLRB conducts a secret-ballot election if only 30 to 50 percent of employees signed cards.
D. During an organizing campaign, unions determine the appropriate bargaining unit.
2. Under the Taft-Hartley Act, three of the following are unfair labor practices on the part of the union.
Which is not an unfair labor practice on the part of the union, under the Taft-Hartley Act?
A. Mass picketing in such numbers that nonstriking employees physically can’t enter the workplace
B. Threatening employees with physical injury or job loss if they don’t support union activities
C. Calling or visiting employees at home for the purpose of promoting union membership or activities
D. Terminating an existing contract and striking for a new one without notifying the employer, the FMCS, and the state mediation service
3. The economic approach to evaluating the effectiveness of HR practices focuses on
A. determining the dollar value of a program’s costs and benefits.
B. reviewing the various outcomes of the HR functions.
C. comparing the company’s HRM costs to those of major competitors.
D. determining whether the HR practice had the intended effect.
4. According to research, organizations that introduce high-performance work practices usually experience increases in three of the following areas. Which is not an area in which an organization can expect to experience an increase as a result of introducing high-performance work practices?
A. Long-term financial performance
B. Employee satisfaction
C. Employee turnover
5. Which of the following is a false statement about international labor relations?
A. In countries such as Germany, management has an incentive to build cooperative relationships because labor representatives participate in company decision-making activities and sit on companies’ boards of directors.
B. U.S. organizations, in comparison with European organizations, exert more centralized control over labor relations in the various countries where they operate.
C. Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry’s employees, rather than with local union.
D. Day-to-day decisions about labor relations are usually handled by each foreign subsidiary.
6. Which of the following is a false statement about feedback across national boundaries?
A. In Thailand, managers avoid giving negative feedback to employees because they fear this would cause them to have bad karma.
B. Employees around the world appreciate positive feedback.
C. The content of the feedback is more important than the manner of giving it.
D. In Mexico, managers are expected to provide positive feedback before focusing the discussion on behaviors the employee needs to improve.
7. High-performance work systems emphasize three of the following. Which is not emphasized by high performance work systems?
A. Career management
C. Silo thinking
8. Which of the following is a correct statement about inpatriates?
A. Inpatriates are employees from countries other than the parent country placed in facilities of other countries.
B. Inpatriates are employees transferred from a company’s site in one state to another state within the United States.
C. Inpatriates are employees from one division of the company being moved to another division.
D. Inpatriates are foreign employees who come to the United States to work for the U.S.-based parent company.
9. Which of the following statements about expert systems is false?
A. Expert systems help avoid the errors that can result from fatigue and decision-making biases.
B. Expert systems deliver high-quality decisions at a high cost.
C. Expert systems provide consistency in decision making.
D. Expert systems can increase efficiency by enabling fewer or less-skilled employees to do work that otherwise would require many highly skilled employees.
10. When negotiating their first labor contract, over _______ of parties are unable to reach an agreement.
11. Union membership in the United States peaked in the
12. Three typical questions asked for assessing candidates for overseas assignments about family
considerations are among the following. Which is not a typical question about family considerations for an overseas assignment candidate?
A. How many moves has the family made in the past among different cities or parts of the United States?
B. Can the candidate work without supervision?
C. How is each member of the family reacting to this possible move?
D. What is the spouse’s goal in this move?
13. Which of the following is not an HRM application?
A. Customer relationship support systems
B. Decision support systems
C. Expert systems
D. Transaction processing
14. Which of the following is a false statement about grievance procedures?
A. Grievance procedures generally have several steps prior to arbitration.
B. The majority of grievances are settled during the earlier steps of the process.
C. Under the duty of fair representation, the union must give equal representation to all members of the bargaining unit, whether or not they actually belong to the union.
D. The merits of an arbitrator’s ruling can’t be appealed to the courts.
15. Recruitment and selection activities within a high-performance organization include three of the
following. Which is not a recruitment and selection activity within a high-performance organization?
A. Finding employees who innovate, share ideas, and take initiative
B. Selection methods that include group interviews, open-ended questions, and psychological tests
C. Finding employees who are enthusiastic about and able to contribute to teamwork, empowerment, and knowledge sharing
D. Selection methods that concentrate on identifying technical skills only
16. Which of the following is not a measure for an HRM audit for staffing?
A. Fairness of existing job evaluation system in assigning grades and salaries
B. Anticipation of personnel needs
C. Treatment of applicants
D. Timeliness of referring qualified workers to line supervisors
17. Which of the following is a false statement about an HRIS?
A. HR staff can retrieve information about specific applicants.
B. It lets a user sort the data by any of the fields.
C. Separate files can be linked by common elements.
D. The system is designed to serve only the HR staff.
18. _______ promotes respect for past tradition and for fulfilling social obligations in the present.
End of exam
B. Uncertainty avoidance
C. Short-term orientation
D. Large power distance
19. Which of the following employee groups is most likely to be excluded by the NLRB from participating
in organizing activities and being a member of the bargaining unit?
A. Employees with certain supervisory duties
B. Employees covered by multiple employers
C. Employees who have been on strike for economic reasons for less than one year and who have been replaced by other employees
D. Employees in multiple facilities within a single employer
20. Which of the following is a false statement about fact-finding as an impasse resolution procedure?
A. A fact-finder reports on the reasons for the dispute.
B. A fact-finder’s findings are made public.
C. A fact-finder’s findings are binding on the parties.
D. A fact-finder is often used for negotiations with governmental bodies