Human Resource Management (DSST)

Terms in this set (128)

According to most research, which of the following factors is generally considered by people as MOST important in deciding to take a job?
A. Control of work schedule
B. Salary/wage
C. Effect on family or personal life
D. Employer size
C. Effect on family or personal life
The first explicitly pro-union federal law passed in the United States was the
A. Sherman Antitrust Act of 1890
B. Clayton Act of 1914
C. Norris-LaGuardia Act of 1932
D. Wagner Act of 1935
C. Norris-LaGuardia Act of 1932
______ is the system condensing rate ranges into wider classifications for employee rating.
A. Broadbanding
B. Anchoring
C. Codetermination
D. Dilation
A. Broadbanding
During an employment interview, which of the following items of information can be lawfully solicited from an applicant for the purpose of disqualification?
A. Arrest record
B. Prior marital status
C. Military discharge status, if not result of a military conviction
D. Whether candidate has ever worked under a different name
D. Whether candidate has ever worked under a different name
Which of the following best describes the effect of the Industrial Revolution (late 18th century) on the field of human resources management?
A. Proliferation of mid-level managers
B. An increasing gap between workers and business owners
C. A shorter workday for both management and labor
D. More dangerous working conditions
B. An increasing gap between workers and business owners
The _____ shop is a practice in which management tries to avoid the organization of labor into a union, without violating labor laws.
A. open
B. agency
C. restricted
D. preferential
C. restricted
In the field of human resources, the term central tendency refers to the
A. inclination for all workers to perform at an average level
B. most likely behavior from a group of employees in a given situation
C. inclination for an employee to remain in a static state, with no desire for advancement
D. rating of all or most of the employees in the middle of a performance scale
D. rating of all or most of the employees in the middle of a performance scale
Of all the possible uses for performance evaluations within an organization, which tends to be most INFREQUENTLY used?
A. Helping organization to identify individual employees' strengths and weaknesses
B. Wage and salary administration
C. Promoting communication between superiors and subordinates
D. Performance feedback
C. Promoting communication between superiors and subordinates
The main obstacle that top management encounters in making strategic planning decisions regarding human resources is that
A. workers increasingly demand to be included in the process
B. all other resources are evaluated in terms of money, and in most organizations people are not
C. human resources are not as important in capital-intensive organizations
D. in some sectors, turnover rates are too high to allow accurate projections
B. all other resources are evaluated in terms of money, and in most organizations people are not
In what year was the Occupational Safety and Health Adminstration (OSHA) formed?
A. 1935 B. 1955 C. 1971 D. 1980
C. 1971
A(n) _____ test will measure how well an applicant can do a sample of work that is to be performed.
A. proficiency
B. aptitude
C. psychomotor
D. job knowledge
A. proficiency
Which of the following groups is least likely to benefit from an organization's affirmative action program?
A. Ethnic minorities
B. Religious minorities
C. Women
D. Racial minorities
B. Religious minorities
Which of the following statements about human resources management is LEAST supported by research and field experience?
A. Human resources management should focus on quality, customer service, employee involvement, productivity, teamwork, and creating a flexible workforce.
B. The biggest challenge for human resource managers is to shift their attention from current operations to developing strategies for the future
C. Human resource management practices and policies should be left to human resource managers, so that operating managers can focus on other elements of organizational success.
D. Globalization, downsizing, and the changing demographics of the workforce are the external forces most likely to affect a company's competitiveness in the 21st century.
C. Human resource management practices and policies should be left to human resource managers, so that operating managers can focus on other elements of organizational success.
Each of the following is a commonly accepted function of the collective bargaining process, EXCEPT
A. establishing a method for the settlement of disputes during the lifetime of a contract
B. administering labor agreements
C. determining the appropriate collective bargaining units among groups of workers
D. establishing and revising the rules of the workplace
C. determining the appropriate collective bargaining units among groups of workers
The degree to which a test, interview, or performance evaluation measures skills, knowledge, or an employee's ability to perform is known as ____ validity.
A. criterion-related
B. construct
C. skills
D. content
D. content
Which of the following items of legislation is designed to ensure that handicapped people are not refused a job merely because of their handicap if the handicap does not affect their ability to do a job?
A. Civil Rights Act of 1964
B. Rehabilitation Act
C. Americans with Disabilities Act
D. Civil Rights Act of 1991
B. Rehabilitation Act
Key or benchmark jobs used in pay surveys have each of the following characteristics EXCEPT
A. they are free of discriminatory employment patterns
B. they are subject to recent shortages or surpluses in the marketplace
C. the work content is relatively stable over time
D. a large number of employees hold them
B. they are subject to recent shortages or surpluses in the marketplace
In the human resource planning process, the first step taken is usually
A. human resource supply is analysis
B. forecasting human resource demands
C. action plan development
D. situation analysis
D. situation analysis
In a typical workplace safety management program, the first step taken is typically to
A. develop effective reporting systems
B. reward supervisors for effective management of the safety function
C. establish indicator systems such as accident statistics
D. develop rules and procedures
C. establish indicator systems such as accident statistics
Which of the following is NOT a power of the Equal Employment Opportunity Commission?
To
A. require employers to report employment statistics
B. bring lawsuits against employers in the federal court
C. issue directly enforceable orders
D. mediate an agreement between parties when a discrimination complaint is found
C. issue directly enforceable orders
The most common job evaluation method used to determine pay structures within organization is
A. the point method
B. classification
C. factor comparison
D. ranking
A. the point method
Which of the following items of federal legislation established a minimum wage for specified types of workers?
A. Civil Right Act of 1964
B. Railway Labor Act
C. Fair Labor Standards Act
D. Occupational Health and Safety Act
C. Fair Labor Standards Act
Which of the following performance evaluation methods tends to be least useful for the purpose of making promotion decisions?
A. Behaviorally anchored rating system (BARS)
B. Essay evaluations
C. Critical incident
D. Field view
B. Essay evaluations
During the planning process for a project, the phase occurs after the objective has been set, in which the supervisor must decide how the objective can be achieved, is typically referred to as the ____ phase.
A. discussion
B. questioning
C. action planning
D. preplanning
C. action planning
According to the EEC's definitions, sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature are considered sexual harassment under each of the following conditions EXCEPT
A. submission to such conduct is, either explicitly or implicitly, a term or condition of a person's employment
B. submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual
C. the advances or requests are unwelcome
D. such conduct unreasonably interferes with an individual's work or creates a hostile or offensive work environment
C. the advances or requests are unwelcome
Which of the following conditions within an organization is LEAST favorable for implementing a gainsharing plan?
A. Product costs are controllable by employees
B. The organization is fairly large, usually more than 500 employees.
C. There is no labor union.
D. There are few product changes
B. The organization is fairly large, usually more than 500 employees.
The most widely used method for training employee is
A. vestibule training
B. computer-assisted instruction
C. on-the-job training
D. programmed instruction
C. on-the-job training
In human resource management, the term financial core refers to
A. the secure, low-return investments that stabilize an employee benefit plan
B. the group of employees whose performance most directly impacts a company's earnings
C. a company's primary product or service line
D. members of a union who pay dues but choose not to engage in any other union-related activity
D. members of a union who pay dues but choose not to engage in any other union-related activity
In the human resources planning process, which of the following activities is typically performed by the operating manager with input from the human resources manager?
A. Analysis of personnel supply
B. Strategic management decisions
C. Forecasting personnel demands
D. Job analysis
B. Strategic management decisions
Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination based on race, color, religion, sex, or national origin in any term, condition, or privilege of employment. Each of the following types of organizations is subject to the provisions of this legislation EXCEPT
A. all public and private educational institutions
B. private employers of 15 or fewer people
C. joint labor-management committees for apprenticeship and training
D. all state and local governments
B. private employers of 15 or fewer people
Job ____ is the term for a written explanation of the knowledge, skills, abilities, and other characteristics necessary for effective job performance.
A. evaluation
B. specification
C. description
D. analysis
B. specification
In the performance evaluation process, which of the following functions is typically undertaken by the human resource manager and engineers, subject to the approval of an operating manager?
A. Filing the performance evaluation
B. Discussing the evaluation with the employee
C. Establishing performance standards
D. Reviewing employee performance
C. Establishing performance standards
The purpose of a pay policy line is to
A. summarize the pay rates of various jobs in the labor market
B. represent an organization's pay level policy relative to what competition pays for similar jobs
C. document compliance with the Equal Pay Act
D. determine the minimum total payroll needed to maintain profit and productivity
B. represent an organization's pay level policy relative to what competition pays for similar jobs
Which of the following recruitment practices is least likely to be reviewed by a government agency for the purpose of determining possible discrimination?
A. Estimates of the firm's employment needs for the coming year
B. Statistics on the number of applicants processed by category
C. Division of responsibilities between operating managers and human resource managers
D. Recruiting advertising
C. Division of responsibilities between operating managers and human resource managers
Another name for QUALITY CIRCLES in personnel is
A. continuous improvement teams
B. groupthink
C. formal work groups
D. functional departments
A. continuous improvement teams
Before implementing an employee training program, an organization often conducts a needs assessment first. Which of the following techniques involves the greatest potential participant involvement in the process?
A. Evaluation of past programs
B. Attitude surveys
C. Critical incident method
D. Performance documents
C. Critical incident method
In the vocabulary of job analysis, what is the term for a group of positions that are similar in their duties?
A. Vocation
B. Task
C. Field
D. Job
D. Job
When assessing the costs and benefits of their training and development programs, many firms rely on the consensus accounting model. According to this model, the final step in this process is
A. determining all training cost categories
B. coding training costs
C. establishing an organization-specific definition of training
D. calculating training costs
B. coding training costs
Equal ___ is NOT a factor used to define equal work under the terms of the Equal Pay Act.
A. working conditions
B. effort
C. training
D. skills
C. training
Typically, which of the following procedures in the employee selection process is conducted FIRST?
A. Interview by human resource management
B. Employment tests
C. Interview by supervisor
D. Background and reference checks
A. Interview by human resource management
Which of the following is an individual performance assessment method?
A. Forced distribution
B. Paired comparison
C. Ranking
D. Forced choice
D. Forced choice
When a manager evaluates employees' performance by placing a certain percentage of personnel at various performance levels, the method of ____ is being used.
A. forced-choice rating
B. forced-distribution ranking
C. alteration ranking
D. central tendency
B. forced-distribution ranking
Though a CLOSED SHOP organization is illegal under federal law, many modified closed shops still exist in U.S. labor. Which of the following industries is LEAST likely to operate such an organization?
A. Maritime
B. Agriculture
C. Printing
D. Construction
B. Agriculture
RELIABILITY in personnel selection refers to how stable or repeatable a measurement is over a variety of testing conditions. Which of the following types of reliability is determined by correlating scores from two different configurations of the same selection test?
A. Interrater
B. Alternate-form
C. Criterion-related
D. Test-retest
B. Alternate-form
In the overall union structure, intermediate union bodes are typically responsible for each of the following EXCEPT
A. collecting dues from individual members
B. helping to coordinate union membership
C. joining local unions with similar goals
D. organizing discussion of issues pertaining to labor-management relationships
A. collecting dues from individual members
Historically, the big push in the United States for increasing employee benefits occurred during _____, when there was a shortage of work and wages were controlled by the federal government.
A. the recession of 1890
B. the Great Depression
C. World War II
D. the 1960s
C. World War II
An assessment center is a multiple-selection method for obtaining personnel. Which of the following statements about assessment centers is generally FALSE?
A. Assessors doing the evaluation are usually a panel of line managers from the organization.
B. The centers are used mostly for selecting managers.
C. The centers make extensive use of written tests as well as performance evaluations.
D. All evaluations of applicants are performed on an individual basis.
D. All evaluations of applicants are performed on an individual basis.
The first step in the collective bargaining process is typically
A. fact-finding
B. conciliation
C. negotiation
D. concession
B. conciliation
To an employee, the MAIN advantage of a flexible spending account benefit is that
A. different employees can be given different minimum spending levels, based on their needs
B. bills are paid with before-tax dollars
C. they provide extensive major medical coverage
D. money left in the account at the end of the year rolls over into the next
B. bills are paid with before-tax dollars
For which of the following purposes should performance evaluations be based on actual performance rather than potential performance?
I. Promotion consideration
II. Salary and wage adjustment
III. Improvement of performance

A. I only B. I, II C. II, III D. I, II, III
C. II, III
An individual incentive plan where pay fluctuates based on units of production per time period is described as
A. red circle
B. standard-hour
C. differential piece rate
D. straight piecework
D. straight piecework
In the experience of most employees, which of the following career stages lasts approximately from age 30 to 45?
A. Midcareer crisis
B. Advancement
C. Maintenance
D. Establishment
B. Advancement
Which of the following statements about effective leadership is generally NOT accepted by human resource management?
A. Employees often expect a supervisor to structure their behavior.
B. A combination of high-supportive and high-directive styles is often a successful leadership style.
C. Higher management will often set preferences regarding the leadership styles of lower-level managers and supervisors.
D. Under emergency or high-pressure situations, emphasis on personal well-being is desirable and often preferred by employees.
D. Under emergency or high-pressure situations, emphasis on personal well-being is desirable and often preferred by employees.
The Employment Retirement Income Security Act (ERISA), as amended, limits the eligibility requirements that an employer that an employer may establish for receiving retirement benefits. Specifically, an employer is prohibited from establishing a requirement of more than ____ of service.
A. six months
B. one year
C. 3 years
D. 5 years
B. one year
In a company's compensation policy, the most significant factor determining the company's external competitiveness is/are its
A. benefits
B. mix of various forms of pay
C. career opportunities
D. level of pay
D. level of pay
In an organization with a human resources department, which of the following information is most likely to be covered by the human resources manager in orienting a new employee?
A. Introducing the new employee to other employees in the work unit
B. Communicating the objectives and philosophy of the organization
C. Discussing policies on performance and conduct
D. Familiarizing the employee with the physical work environment
B. Communicating the objectives and philosophy of the organization
The Age Discrimination in Employment Act of 1968 prohibits discrimination against individuals who are over ____ years of age.
A. 30 C. 50
B. 40 D. 60
B. 40
Which of the following types of personnel are most likely to be recruited with the assistance of private employment agencies?
A. Commissioned sales
B. Office/clerical
C. Production/service
D. Managers/supervisors
D. Managers/supervisors
Advocates of hierarchal pay structures believe
A. equal treatment will result in more knowledgeable employees going unrewarded and unrecognized
B. all employees in an organization have an equal number of compensable factors
C. managers should by virtue of their position earn more than line workers
D. seniority should be the primary factor on which pay is based
A. equal treatment will result in more knowledgeable employees going unrewarded and unrecognized
In designing a training program for employees, it is important to remember that usually the first stage of learning is described as
A. behavioral B. cognitive
C. performance alteration D. experimental
B. cognitive
In a(n) ______ situation, all employees pay union dues whether or not they are union members.
A. decertified
B. agency shop
C. craft union
D. collective bargaining
B. agency shop
In the employee training process, which of the following tasks is most likely to be jointly undertaken by both the human resource manager and the operating manager?
A. Selecting the trainer
B. Developing training criteria
C. Doing the training
D. Evaluating the training
A. Selecting the trainer
In behavioral theory, a decline in the rate of a behavior that is brought about by nonreinforcement is known as
A. extinction
B. norming
C. regression
D. conformity
A. extinction
Of all the relationships between performance evaluation and other personnel management activities, the most critical to understand today is the relationship between evaluation and
A. human resource research
B. equal employment
C. motivation
D. productivity
B. equal employment
The main disadvantage of the HOT STOVE method of employee discipline is that
A. its benefits are more long-term than immediate
B. it fails to recognize the individual and situational differences
C. it invites personal bias on the part of the manager
D. does not allow for detailed recordkeeping
B. it fails to recognize the individual and situational differences
Today, the average employer can be expected to pay about ____ a year or more per employee for benefits.
A. $1,000 C. $9,000
B. $5,000 D. $12,000
C. $9,000
Supervised training and testing for a minimum time period, until an employee has acquired a minimum skill level, is commonly referred to as
A. apprenticeship training
B. vestibule training
C. on-the-job training
D. programmed instruction
A. apprenticeship training
Most human resource professionals believe that the most effective approach to on-the-job training for managers involves
A. a mix of transfers (to new geographic locations) and rotations through jobs
B. mentoring
C. vestibule training
D. coaching and counseling, coupled with a structured rotation through jobs and functions
D. coaching and counseling, coupled with a structured rotation through jobs and functions
The motivation-maintenance theory of employee management deals primarily with motivation through
A. job design
B. collegiality
C. behavioral modification
D. external rewards
A. job design
In what year did the American Federation of Labor (AFL) merge with the Congress of Industrial Organizations (CIO)?
A. 1886 B. 1938 C. 1955 D. 1966
C. 1955
Which of the following is a CRITICAL-INCIDENT system for rating employees?
A. Alteration
B. Behavioral observation scale (BOS)
C. Classification
D. Forced-choice rating
B. Behavioral observation scale (BOS)
Likely pitfalls to management by objectives (MBO) include each of the following EXCEPT
A. too much emphasis on the long term
B. failure to tie MBO results with rewards
C. too much paperwork
D. setting too many objectives
A. too much emphasis on the long term
Typically, organizations that implement group incentive programs are most likely to use _____ as the basis for group pay.
A. customer satisfaction
B. quality
C. financial measures
D. productivity measures (output to input ratios)
C. financial measures
Which of the following skills is most likely to be taught in training programs at a U.S. organization?
A. Computer skills C. Executive development
B. Clerical skills D. Customer relations
A. Computer skills
If an employer is found guilty, upon inspection by OSHA, of a serious violation of the federal health and safety code, and it is found that the violation is negligent rather than willful, the penalty is typically
A. $1,000 per citation
B. $10,000 per citation
C. $10,000 or up to six months in jail
D. $10,000 and/or six months in jail
A. $1,000 per citation
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
B. applicant's interpersonal style
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
B. a lack of quantifiable proof that the program is saving money or increasing productivity
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
B. the employee's peers
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
C. Costs are usually higher than an individual incentive plans
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
C. Determining how job analysis information will be used
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
D. Industrial products
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
B. are too generalized to be useful
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
C. Facilities and overhead
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
C. age
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
C. Preliminary screening
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
D. Job posting
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)
C. Essay evaluation
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
A. live up to a manager's expectations
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
B. narrowing a field of applicants to a smaller, more manageable number
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
B. 30 days
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
A. Equal employment opportunity records
______ 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
B. Overhead
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
C. committee person
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
C. job sample performance
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
D. conducting a cost/value analysis of correcting the identified behavior
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
D. teach an employee specific job skills
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
B. the work shortage is sudden and surprising
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
B. Taylor
Approximately what percentage of the U.S. labor force is currently unionized?
A. 5 B. 15 C. 45 D. 70
B. 15
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
C. exception
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
D. Labor
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
B. request an injunction prohibiting a strike for 80 days
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
D. none of the above
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
C. minimum wage rates for workers
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.
A. The Equal Pay Act of 1963 amends the Fair Labor Standards Act by prohibiting wage discrimination on the basis of sex.
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
B. lockout
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
C. 130
The number of states having a RIGHT TO WORK law is most nearly
A. 10 B. 20 C. 30 D. 40
B. 20
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
A. advance the immediate interests of its members
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
B. Typographical Union
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
B. previous experience
A MAJOR concession sought by striking professional athletes has been
A. a shorter season
B. free agency
C. unemployment compensation
D. guaranteed contracts
B. free agency
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
B. be ready, willing, and able to work at any job or rate of pay comparable with his previous employment
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
A. that the union's action was proper
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
A. to complain to the National Labor Relations Board
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
D. that he has no valid complaint
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
C. that he has no valid complaint
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
A. to refer it to the National Labor Relations Board
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?
C. Don't you think it was the foreman who was trying to keep you down?
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
B. contact the National Labor Relations Board
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
D. fees for his attorney
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.
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.
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
D. appraise a subject's most important character traits
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
A. the proprietor which have remained with him, despite a union contract
The typical job search involves about _______ rejections for each single offer to be interviewed.
A. 5 B. 15 C. 30 D. 50
B. 15
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
B. arbitration
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
C. persuading both sides to settle their differences sensibly
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
A. group of workers in whose behalf a union bargains
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