The term BARGAINING UNIT refers to a(n)

The term BARGAINING UNIT refers to a(n)

A. group of workers in whose behalf a union bargains
B. group of workers who belong to the union in a plant
C. local union that bargains with the employer in a particular plant
D. international union engaged in multi-employer bargaining

Answer: A

Mediation is PRIMARILY a process for

Mediation is PRIMARILY a process for

A. getting disputing parties to talk to each other in a civil manner
B. listening to both sides patiently
C. persuading both sides to settle their differences sensibly
D. separating both sides peacefully

Answer: C

The process in which a neutral makes a binding decision in a dispute between two parties is known as

The process in which a neutral makes a binding decision in a dispute between two parties is known as

A. mediation
B. arbitration
C. conciliation
D. fact-finding

Answer: B

The typical job search involves about _______ rejections for each single offer to be interviewed.

The typical job search involves about _______ rejections for each single offer to be interviewed.

A. 5
B. 15
C. 30
D. 50

Answer: B

Which of the following definitions is USUALLY applied to the phrase MANAGERIAL PREROGATIVES? The rights of

Which of the following definitions is USUALLY applied to the phrase MANAGERIAL PREROGATIVES?
The rights of

A. the proprietor which have remained with him, despite a union contract
B. supervisors to receive more privileges than union members
C. the Board of Directors in relation to the stockholders
D. the state to supervise business enterprise

Answer: A

The PATTERNED INTERVIEW is a device used by sophisticated employers to

The PATTERNED INTERVIEW is a device used by sophisticated employers to

A. select employees who fit the ethnic pattern of the community
B. ascertain the pattern of facts surrounding a grievance
C. discourage workers from joining unions
D. appraise a subject's most important character traits

Answer: D

Which of the following is an example of a secondary boycott? An

Which of the following is an example of a secondary boycott? An

A. appeal by a union to the public not to buy the goods of an employer with whom it has a dispute
B. appeal by a union to members of another union not to buy the goods of an employer with whom the first union has a dispute
C. attempt by a striking union to prevent workers from taking the jobs of those workers who are on strike
D. attempt to exert pressure against a NEUTRAL employer in order to persuade him to exert pressure against the employer with whom a union has a dispute.

Answer: D

A union member who is being expelled from the union because of opposition to its policies is NOT entitled to

A union member who is being expelled from the union because of opposition to its policies is NOT entitled to

A. a set of specific written charges by the union
B. reasonable time to prepare his defense
C. a hearing
D. fees for his attorney

Answer: D

A worker brings you a petition signed by 150 of the 200 workers in his shop that they want to get rid of their union. Tell him to

A worker brings you a petition signed by 150 of the 200 workers in his shop that they want to get rid of their union. Tell him to

A. go to the State Labor Board
B. contact the National Labor Relations Board
C. go to the Bureau of Labor-Management Reports
D. wait until after the contract has expired before taking any action

Answer: B

The client, a man who works in a button factory, complains that he was denied, promotion because of his race. He indicates a belief that his foreman, Mr. Joseph Smith, may possibly have been responsible. The story sounds confused, and the interviewer asks a clarifying question. Which of the following is an example of poor questioning?

The client, a man who works in a button factory, complains that he was denied, promotion because of his race. He indicates a belief that his foreman, Mr. Joseph Smith, may possibly have been responsible. The story sounds confused, and the interviewer asks a clarifying question. Which of the following is an example of poor questioning?

A. Do you think that Joe was the guy who kept you from getting the promotion?
B. Was Mr. Smith the man who you think blocked your promotion?
C. Don't you think it was the foreman who was trying to keep you down?
D. Do you get along well with Mr. Smith?

Answer: C

A worker complains that he was laid off the day after he had an argument with the business agent when the business agent refused to give him a copy of the union agreement. A new worker was hired on his job the same day he was laid off. The union refused to handle his grievance. You should tell him

A worker complains that he was laid off the day after he had an argument with the business agent when the business agent refused to give him a copy of the union agreement. A new worker was hired on his job the same day he was laid off. The union refused to handle his grievance. You should tell him

A. to refer it to the National Labor Relations Board
B. to report it to the Bureau of Labor-Management Reports
C. to contact the State Labor Department
D. that the union's action was proper

Answer: A

A worker complains that his employer fired him that morning but told him to come back on Friday, the usual payday, for his pay. The union was unable to get the employer to change his position. You should tell the discharged worker

A worker complains that his employer fired him that morning but told him to come back on Friday, the usual payday, for his pay. The union was unable to get the employer to change his position. You should tell the discharged worker

A. to complain to the Small Complains Court
B. to refer the matter to the National Labor Relations Board
C. that he has no valid complaint
D. to contact the District Attorney

Answer: C

A worker complains that, after his union won a National Labor Relations Board election in his shop, the union negotiated and signed a contract with the employer without a ratification vote by the members of the shop. You should tell him

A worker complains that, after his union won a National Labor Relations Board election in his shop, the union negotiated and signed a contract with the employer without a ratification vote by the members of the shop. You should tell him

A. to refer it to the National Labor Relations Board
B. to refer the matter to the State Labor Board
C. to contact the Bureau of Labor-Management Reports
D. that he has no valid complaint

Answer: D

One of the workers in a novelty manufacturing plant with 200 employees complains that the union in his shop refused to handle his grievance because he is not a member of the union. The plant is covered by a union contract which does not require all employees covered by the contract to become members of the union.

One of the workers in a novelty manufacturing plant with 200 employees complains that the union in his shop refused to handle his grievance because he is not a member of the union. The plant is covered by a union contract which does not require all employees covered by the contract to become members of the union.

A. to complain to the National Labor Relations Board
B. to complain to the State Department of Labor
C. to complain to the Bureau of Labor-Management Reports
D. that he has no valid complaint

Answer: A

A worker was injured on the job and won an award of 50% permanent partial disability from the Worker's Compensation Board. He reported back to work but the employer refused to put him back on the basis that he couldn't be expected to handle the work. The union refused to take his case to arbitration on the ground that the employer was within his rights. You should tell him

A worker was injured on the job and won an award of 50% permanent partial disability from the Worker's Compensation Board. He reported back to work but the employer refused to put him back on the basis that he couldn't be expected to handle the work. The union refused to take his case to arbitration on the ground that the employer was within his rights. You should tell him

A. that the union's action was proper
B. to complain to the National Labor Relations Board
C. to refer the matter to the Bureau of Labor-Management Reports
D. to complain to the Workmen's Compensation Board

Answer: A

In order to be eligible for unemployment compensation in the State of New York, a jobless claimant MUST

In order to be eligible for unemployment compensation in the State of New York, a jobless claimant MUST

A. have been laid off for other than disciplinary reasons
B. be ready, willing, and able to work at any job or rate of pay comparable with his previous employment
C. be available in New York for work that is offered
D. refuse to participate in a strike

Answer: B

A MAJOR concession sought by striking professional athletes has been

A MAJOR concession sought by striking professional athletes has been

A. a shorter season
B. free agency
C. unemployment compensation
D. guaranteed contracts

Answer: B

The Fair Employment Practices Law permits employment agencies, when interviewing job applicants, to ask for information concerning the applicant's

The Fair Employment Practices Law permits employment agencies, when interviewing job applicants, to ask for information concerning the applicant's

A. nationality
B. previous experience
C. religion
D. parent's birthplace

Answer: B

The FIRST national organization of workers to be formed in the United States and still in existence is the

The FIRST national organization of workers to be formed in the United States and still in existence is the

A. International Ladies' Garment Workers Union
B. Typographical Union
C. United Mine Workers
D. United Textile Workers

Answer: B

The term BUSINESS UNIONISM is used to describe the kind of union whose PRINCIPAL purpose is to

The term BUSINESS UNIONISM is used to describe the kind of union whose PRINCIPAL purpose is to

A. advance the immediate interests of its members
B. make its leaders well off at the expense of the members
C. make the businessman with whom it bargains as prosperous as possible
D. preserve the strength of the industry

Answer: A

The number of states having a RIGHT TO WORK law is most nearly

The number of states having a RIGHT TO WORK law is most nearly

A. 10
B. 20
C. 30
D. 40

Answer: B

The civilian labor force in the United States (both employed and unemployed) in the mid-1990's is approximately ______ million.

The civilian labor force in the United States (both employed and unemployed) in the mid-1990's is approximately ______ million.

A. 100
B. 115
C. 130
D. 150

Answer: C

The whole or partial closing of a business establishment in order to gain concessions from employees is termed a

The whole or partial closing of a business establishment in order to gain concessions from employees is termed a

A. strike
B. lockout
C. work stoppage
D. slowdown

Answer: B

Which of the following statements is TRUE?

Which of the following statements is TRUE?

A. The Equal Pay Act of 1963 amends the Fair Labor Standards Act by prohibiting wage discrimination on the basis of sex.
B. The Equal Pay Act prohibits under all circumstances payment at lower rates to one sex than to the other
C. An employer may reduce the rate of a male employee to make it equal to the rate of a female employee and thus comply with the provisions of the Equal Pay Act of 1963.
D. An employer and a union may waive the provisions of the Equal Pay Act of 1963 so as to allow wage differentials based on sex.

Answer: A

The Economic Opportunity Act of 1964 does NOT provide for

The Economic Opportunity Act of 1964 does NOT provide for

A. education programs
B. loans to low-income farmers and businessman
C. minimum wage rates for workers
D. work programs

Answer: C

The majority of workers in the United States belong to

The majority of workers in the United States belong to

A. the AFL-CIO
B. a national union
C. independent union
D. none of the above

Answer: D

In a labor-management dispute that threatens the national health and safety, the President of the United States may, under the provisions of the Labor-Management Relations Act,

In a labor-management dispute that threatens the national health and safety, the President of the United States may, under the provisions of the Labor-Management Relations Act,

A. take over the struck plant until a settlement is reached
B. request an injunction prohibiting a strike for 80 days
C. require the parties to the dispute to submit their differences to arbitration
D. appoint the Secretary of Labor to mediate the dispute

Answer: B

The most reliable federal source for information about labor conditions is the monthly reports issued by the Department of

The most reliable federal source for information about labor conditions is the monthly reports issued by the Department of

A. Commerce
B. Defense
C. Interior
D. Labor

Answer: D

The _____ principle states that managers should concentrate their efforts on matters that deviate from the normal and let their employees handle routine matters.

The _____ principle states that managers should concentrate their efforts on matters that deviate from the normal and let their employees handle routine matters.

A. critical-incident
B. flow-process
C. exception
D. democratic

Answer: C

Approximately what percentage of the U.S. labor force is currently unionized?

Approximately what percentage of the U.S. labor force is currently unionized?

A. 5
B. 15
C. 45
D. 70

Answer: B

In a(n) ______ payroll plan, pay is based on two separate piecework rates: one for those who produce below or up to standard, and another for those who produce up to standard.

In a(n) ______ payroll plan, pay is based on two separate piecework rates: one for those who produce below or up to standard, and another for those who produce up to standard.

A. equity
B. Taylor
C. functional
D. distributive

Answer: B

In order for a situation to be accurately described as a job LAYOFF, each of the following conditions must occur EXCEPT

In order for a situation to be accurately described as a job LAYOFF, each of the following conditions must occur EXCEPT

A. there is no work available
B. the work shortage is sudden and surprising
C. management expects the no-work situation to be temporary
D. management intends to recall the employee

Answer: B

It is NOT a common goal of the orientation process to

It is NOT a common goal of the orientation process to

A. reduce personnel turnover
B. reduce anxiety
C. develop realistic expectations
D. teach an employee specific job skills

Answer: D

If an employee exhibits a BEHAVIOR DISCREPANCY-if his or her performance varies from what is expected on the job-a human resources manager might conduct a performance analysis. Most of these analyses begin with the process of

If an employee exhibits a BEHAVIOR DISCREPANCY-if his or her performance varies from what is expected on the job-a human resources manager might conduct a performance analysis. Most of these analyses begin with the process of

A. motivating the employee to do better
B. setting clear standards for performance on the job
C. training the employee
D. conducting a cost/value analysis of correcting the identified behavior

Answer: D

Of the many types of employment tests used in personnel selection, _____ tests tend to have the highest validities and reliabilities.

Of the many types of employment tests used in personnel selection, _____ tests tend to have the highest validities and reliabilities.

A. performance simulation
B. paper-and-pencil
C. job sample performance
D. personality and temperament

Answer: C

The union official who is responsible for representing the interests of local members in their relations with managers on the job is the

The union official who is responsible for representing the interests of local members in their relations with managers on the job is the

A. president
B. business representative
C. committee person
D. Material

Answer: C

_____ cost(s) is the term for expenditures for necessary items that do not become a part of a product or service.

_____ cost(s) is the term for expenditures for necessary items that do not become a part of a product or service.

A. Operating supplies
B. Overhead
C. Maintenance
D. Material

Answer: B

Of the many applications possible with computerized human resource information systems, which of the following is most commonly used?

Of the many applications possible with computerized human resource information systems, which of the following is most commonly used?

A. Equal employment opportunity records
B. Job analysis
C. Performance appraisals
D. Career pathing

Answer: A

Employees who believe they have been discriminated against under the WHISTLEBLOWING provisions of the Occupational Safety and Health Act may file a complaint at the nearest OSHA office within _____ of the alleged discriminatory action.

Employees who believe they have been discriminated against under the WHISTLEBLOWING provisions of the Occupational Safety and Health Act may file a complaint at the nearest OSHA office within _____ of the alleged discriminatory action.

A. 10 days
B. 30 days
C. 90 days
D. 6 months

Answer: B

In medium-sized and larger organizations, the role of a human resources manager in the selection process is most often characterized by

In medium-sized and larger organizations, the role of a human resources manager in the selection process is most often characterized by

A. conducting the selection interview
B. narrowing a field of applicants to a smaller, more manageable number
C. designing the process by which candidates will be selected
D. exercising final authority for hiring decisions

Answer: B

In human resources management, the PYGMALION EFFECT refers to the tendency of an employee to

In human resources management, the PYGMALION EFFECT refers to the tendency of an employee to

A. live up to a manager's expectations
B. identify with a working group
C. sacrifice his or her personal life for improved work performance
D. avoid work if at all possible

Answer: A

Of the following individual performance evaluation techniques, which has the advantage of offering the flexibility to discuss what the organization is attempting to accomplish?

Of the following individual performance evaluation techniques, which has the advantage of offering the flexibility to discuss what the organization is attempting to accomplish?

A. Graphic rating scale
B. Behaviorally anchored rating scale (BARS)
C. Essay evaluation
D. Behavioral observation scale (BOS)

Answer: C

Which of the following is a strictly internal method of personnel recruitment?

Which of the following is a strictly internal method of personnel recruitment?

A. Employment agencies
B. Recruitment advertising
C. Special-events recruiting
D. Job posting

Answer: D

Which of the following personnel selection procedures is typically LEAST costly?

Which of the following personnel selection procedures is typically LEAST costly?

A. background and reference checks
B. Employment interview
C. Preliminary screening
D. Employment tests

Answer: C

Under the provisions of the Equal Pay Act, differences in pay for equal work are permitted if they result from any of the following EXCEPT differences in

Under the provisions of the Equal Pay Act, differences in pay for equal work are permitted if they result from any of the following EXCEPT differences in

A. seniority
B. quality performance
C. age
D. quantity or quality of production

Answer: C

Other than the salaries of training staff and trainees, which of the following is typically the largest expense involved in conducting an employee training program?

Other than the salaries of training staff and trainees, which of the following is typically the largest expense involved in conducting an employee training program?

A. Seminars and conferences
B. Outside services
C. Facilities and overhead
D. Hardware

Answer: C

A commonly encountered disadvantage of using Bureau of Labor Statistics (BLS) data in pay surveys is that they

A commonly encountered disadvantage of using Bureau of Labor Statistics (BLS) data in pay surveys is that they

A. tend to skew data in a way that favors labor over management
B. are too generalized to be useful
C. only list maximum and minimum pay rates, not medians and averages
D. are not widely available to the public

Answer: B

In which of the following sectors are employees typically most expensive to train?

In which of the following sectors are employees typically most expensive to train?

A. Consumer products
B. Agriculture/forestry/fishing
C. Services
D. Industrial products

Answer: D

Which of the following step in the job analysis process is typically performed FIRST?

Which of the following step in the job analysis process is typically performed FIRST?

A. Collecting data
B. Selecting the jobs to be analyzed
C. Determining how job analysis information will be used
D. Preparing job descriptions

Answer: C

Which of the following is not a problem commonly associated with merit pay systems?

Which of the following is not a problem commonly associated with merit pay systems?

A. Employees often fail to make the connection between pay and performance
B. The size of merit awards has little effect on performance
C. Costs are usually higher than an individual incentive plans
D. The secrecy of rewards is seen as inequity by employees

Answer: C

Competition is most likely to be a problem in performance evaluations that involve rating by

Competition is most likely to be a problem in performance evaluations that involve rating by

A. the employee's subordinates
B. the employee's peers
C. self-evaluation
D. a committee of several supervisors

Answer: B

If a human resources manager decides to implement a preventive health care program on the workplace, he or she should be careful to guard against

If a human resources manager decides to implement a preventive health care program on the workplace, he or she should be careful to guard against

A. an increase in the number of medical claims made by employees
B. a lack of quantifiable proof that the program is saving money or increasing productivity
C. the splintering of the wellness program into its own budgetary status
D. the abuse of available resources by employees

Answer: B

In today's personnel market, the most critical factor used by recruiters to evaluate prospective job candidates who hold an MBA is usually the

In today's personnel market, the most critical factor used by recruiters to evaluate prospective job candidates who hold an MBA is usually the

A. institution from which the degree was earned
B. applicant's interpersonal style
C. applicant's demonstrated skill level
D. applicant's previous work experience

Answer: B