Meeting Other HR Goals
1. Which of the following is a false statement about unfair-labor-practice charges?
A. Charges are filed with the NLRB.
B. If the charges are investigated and found to have merit, a formal complaint is issued.
C. Complaints may be deferred to an agreed-upon employer-union grievance procedure.
D. Charges must be filed within 12 months of the alleged unfair labor practice.
2. The economic approach to evaluating the effectiveness of HR practices focuses on
A. determining whether the HR practice had the intended effect.
B. determining the dollar value of a program's costs and benefits.
C. reviewing the various outcomes of the HR functions.
D. comparing the company's HRM costs to those of major competitors.
3. Which of the following is a false statement about the goals of management?
A. Management prefers to increase wages and benefits and allow flexibility of work rules and schedules.
B. Management's goals continue to emphasize restraining costs and improving output.
C. Management's concern is that a union will create higher costs in wages and benefits, as well as raise the risk of work
D. Management goals are to increase the organization's profits.
4. Which of the following is a false statement regarding cross-cultural preparation needed during the phases of an international assignment?
A. Preparation for departure includes language instruction and an orientation to the foreign country's culture.
B. Training may range from lectures for employees and their families to visits to culturally diverse communities.
C. Preparation is required for the return home.
D. Preparation is required only for the employees, not their families.
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. Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry's employees, rather than with local union.
C. Day-to-day decisions about labor relations are usually handled by each foreign subsidiary.
D. U.S. organizations, in comparison with European organizations, exert more centralized control over labor relations in the various countries where they operate.
6. 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. Selection methods that include group interviews, open-ended questions, and psychological tests
B. Selection methods that concentrate on identifying technical skills only
C. Finding employees who innovate, share ideas, and take initiative
D. Finding employees who are enthusiastic about and able to contribute to teamwork, empowerment, and knowledge sharing
7. The purpose of the National Labor Relations Board is to
A. conduct periodic onsite inspections of union and company records regarding the negotiation and enforcement of all contract provisions and related labor-relation activities.
B. conduct and certify representation elections, determine the employees who are eligible to participate in organizing activities
and bargaining units, and prevent unfair labor practices.
C. regulate unfair labor practices and levy punitive charges on the violators.
D. draft, hold a hearing on, and promulgate rules and regulations regarding union-management relations.
8. Which of the following is a false statement about an HRIS?
A. It lets a user sort the data by any of the fields.
B. HR staff can retrieve information about specific applicants.
C. The system is designed to serve only the HR staff.
D. Separate files can be linked by common elements.
9. Union membership in the United States peaked in the
10. Which of the following is a false statement about the performance management process across national boundaries?
A. Although employees around the world appreciate feedback, U.S. employees are generally much more used to direct feedback than are employees in other countries.
B. The general principles of performance management apply in most countries, but the specific methods that work in one country may fail in another.
C. The extent to which managers measure performance varies from one country to another, with some organizations having to update their performance plans more often than once a year.
D. While the measures used may vary from country to country, the legal requirements remain the same as those in the United States.
11. Which of the following is a correct statement about inpatriates?
A. Inpatriates are foreign employees who come to the United States to work for the U.S.-based parent company.
B. Inpatriates are employees from one division of the company being moved to another division.
C. Inpatriates are employees transferred from a company's site in one state to another state within the United States.
D. Inpatriates are employees from countries other than the parent country placed in facilities of other countries.
12. The most notable disadvantage for virtual expatriates is the
A. amount of time they must spend away from friends and family while on assignment.
B. difficulty they'll experience in building relationships with host-country personnel.
C. isolation that comes with never returning to their home countries.
D. loss in income they'll experience as a result of accepting their overseas assignment.
13. 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. What is the spouse's goal in this move?
C. How is each member of the family reacting to this possible move?
D. Can the candidate work without supervision?
14. Which of the following is a false statement about fact-finding as an impasse resolution procedure?
A. A fact-finder's findings are made public.
B. A fact-finder is often used for negotiations with governmental bodies.
C. A fact-finder reports on the reasons for the dispute.
D. A fact-finder's findings are binding on the parties.
15. A country that serves as the home for a corporation's headquarters is referred to as the _______
16. 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. Calling or visiting employees at home for the purpose of promoting union membership or activities
B. Terminating an existing contract and striking for a new one without notifying the employer, the FMCS, and the state mediation
C. Threatening employees with physical injury or job loss if they don't support union activities
D. Mass picketing in such numbers that nonstriking employees physically can't enter the workplace
17. 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. Employee satisfaction
B. Employee turnover
C. Long-term financial performance
18. Which of the following is an advantage of a relational database?
A. It helps people arrive at decisions that reflect expert knowledge.
B. Databases are stored in a central location.
C. Users can file or retrieve information according to any field across different bases.
D. Information is stored in one large file.
19. High-performance work systems emphasize three of the following. Which is not emphasized by highperformance
B. Silo thinking
C. Career management
20. Which of the following is a correct statement about an organizing campaign?
A. During an organizing campaign, unions determine the appropriate bargaining unit.
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
D. During an organizing campaign, a union is automatically recognized if most number of employees agree.