1) Effective employee relations is built upon:
a. downward communication channels in the organization.
b. the company’s employee relations policies.
c. cooperation between managers and employee relations representatives.
d. the training and development of managers.
e. compliance with relevant laws.
2) Paying attention to the feelings content of the employee communications process is especially
important when a company is:
a. hiring temporary workers.
c. stagnant in growth.
d. acquiring a competitor.
3) Betty wants to know what the company’s family leave policy is before she goes in and talks
with her supervisor. Betty’s first source for information should be:
a. the employee handbook.
b. the e-mail system.
c. the employee feedback memo.
d. the company newsletter.
e. the employee relations representative.
4) Chrystal is VP of a small computer business. Chrystal’s son Todd and a middle-aged woman,
Lacy, were both being considered for a management position in one of the stores. Though Lacy
had better credentials, Todd was hired at the insistence of his mother. This is a negative
b. upward communication.
c. downward communication.
e. information dissemination
5) It may be illegal for managers to:
a. limit the number of messages employees’ computer systems can hold.
b. monitor their employees’ e-mail messages.
c. capture their employees’ electronic profiles and sell them to marketers.
d. all of the above
e. C and D
6) Hei has a complaint against her boss. She’s talked with her boss, and her boss’ boss. Her
company is a union contract business. Her next step in her complaint would be:
a. a union grievance procedure.
b. a grievance panel.
c. an open door program.
d. a speak-up program.
e. using an arbitrator.
7) Refer to Case 13.1. Ramiro’s response to Najla is an example of:
b. the communication of feelings.
c. downward communication.
d. factual communication.
e. an employee relations policy.
8) Employers must consider all of the following rights of employees except:
a. employment contracts.
b. unlimited free speech.
c. safe working conditions.
d. right to form unions.
e. ethical treatment
9) Carine’s position at FireWall was terminated when she refused to participate in office theft for
her supervisor. This is an example of:
a. electronic monitoring.
b. due process.
c. employment at will.
d. wrongful discharge.
10) Which of the following electronic monitoring techniques is illegal in businesses?
a. Monitoring employees’ e-mail messages
b. Monitoring employees’ use of the Internet
c. Using hidden cameras
d. Using hidden microphones
e. None of the above
11) Discipline that involves employees monitoring their own behavior after collaborative problem
solving with the manager is called:
a. due process discipline.
c. positive discipline.
d. progressive discipline.
12) Poor performance is a common problem for managers. In most cases, ________ can be used to
help the employee improve performance before more drastic means are necessary.
b. progressive discipline
c. performance appraisals
d. the employee’s peers
e. employee relations representatives
13) Managers can eliminate a substantial amount of employee discipline through:
a. choosing employees with career potential.
b. designing jobs that provide maximum challenge to employees.
c. using effective orientation programs to communicate organizational values.
d. clearly communicating expectations and rewarding appropriate behavior through the
performance appraisal process.
e. all of the above
14) In Japan, workers are represented by:
b. work councils.
c. management in close cooperation with the union.
d. enterprise unions.
e. business unions.
15) In one company, management worked with its union in creating a strategic plan that reduced
the workforce, but gave the union a voice in management decisions. It also included the union
in planning for future expansions. This is an example of a(n) ________ labor relations strategy.
a. interactive bargaining
b. collective bargaining
c. union acceptance
d. proactive human resource management
e. distributive bargaining
16) Prior to the certification election, management may:
a. show movies portraying unions unfavorably.
b. send personal letters to employees.
c. speak to employees about why they don’t need a union.
d. employ a labor relations consultant to assist with the antiunion strategy.
e. all of the above
17) Grievance procedures pose an advantage over other complaint processes in that:
a. the employee is represented by someone in management who has some influence over
b. grievance procedures require representation by the human resources labor relations
c. it is the simplest of all procedures.
d. it permits employees to strike if he/she doesn’t like the outcome.
e. it may be continued until it reaches an arbitrator who is absolutely neutral and whose
decision is binding on all parties.
18) In nonunionized firms:
a. employees are paid at above-market standards more often than unionized workers.
b. employees and employers share most benefits costs.
c. employees pay for their benefits strictly out-of-pocket.
d. employers are beginning to pay for a greater portion of employee benefits.
e. employers pay for most benefits.
19) When it comes to HIV, employers:
a. may ask job candidates if they have AIDS because it is a public health issue.
b. may test for HIV in the employment process.
c. may not limit health coverage regarding this illness.
d. may not test for HIV until an offer of employment has been extended.
e. must have an HIV policy in order to receive federal contracts.
20) Which of the following is NOT an example of workplace violence?
b. Foul language
e. None of the above
21) Which of the following is NOT one of the outcomes that Dr. Ronald Kessler cites as a part of
a. Having accidents on the job
b. Issues with motion
c. Problems with time
d. Lifting things
e. All of the above are outcomes of depression.
22) Refer to Case 16.2. What type of benefits is the employee eligible for when the doctors decide he cannot return to work?
a. Impairment benefits
b. Total disability benefits
c. Rehabilitation benefits
d. Survivor benefits
e. Medical benefits
23) International compensation packages are currently:
a. relatively complex, with solutions being as varied as the companies and countries involved.
b. following two forms–one with allowances adjusted to the host country but with salary tied to
the home country; the other, an international cadre policy.
c. relatively standardized, with companies creating a two-tier system, local and expatriate.
d. quite simple–locals are paid in local currency, while expatriates are paid on their home country
e. relatively simple, with all employees paid according to the local region’s or country’s payroll
24) Refer to Case 17.1. Hollar’s director of international personnel should focus his company’s
HRM practices on:
a. the selection, training, and compensation of expatriate managers.
b. developing expatriate managers, dealing with their families, helping expatriates in
managing diverse ethnic and cultural groups in a variety of countries, and facilitating
control of overseas facilities.
c. facilitating the export of its products through financial incentives, appropriate training, etc.
d. creating a shared corporate identity and common vision.
e. staffing, training, and compensating local national work forces.
25) Refer to Case 17.2. Xavier’s view of the future management of the various international
facilities is an example of a(n) ________ approach to international management.
d. culturally neutral