Question 1

High-performance organizations maximize status differences between individuals in order to motivate employees.

Accepted Answer

A) True 
 B)False  False

Question 2

The premise of a union avoidance strategy is that employees will not turn to a union if they are treated fairly.

Accepted Answer

A) True 
 B)False  True

Question 3

Distinguish between a high commitment and a low commitment approach to human resource management.

Accepted Answer

High commitment and low commitment approaches to human resource management refer to the level of investment and involvement that an organization has in its employees.

A high commitment approach involves a strong emphasis on employee development, empowerment, and involvement in decision-making processes. This approach focuses on creating a positive work environment, fostering trust and loyalty, and promoting a strong organizational culture. High commitment HRM practices often include extensive training and development programs, performance management systems, and opportunities for career advancement. This approach is based on the belief that investing in employees will lead to higher levels of motivation, productivity, and overall organizational success.

On the other hand, a low commitment approach to HRM involves minimal investment in employees and a focus on cost-cutting and efficiency. This approach often results in a more transactional relationship between the organization and its employees, with little emphasis on employee development or involvement. Low commitment HRM practices may include limited training and development opportunities, minimal communication and feedback, and a focus on short-term goals and cost reduction. This approach is based on the belief that employees are easily replaceable and that the primary goal of HRM is to minimize costs.

In summary, the main difference between a high commitment and low commitment approach to HRM lies in the level of investment and involvement in employees. A high commitment approach focuses on developing and empowering employees, while a low commitment approach prioritizes cost-cutting and efficiency. The choice of approach can have significant implications for employee motivation, retention, and overall organizational performance.

Question 4

A high commitment approach to human resource management emphasizes or includes:

Accepted Answer

A)  improved technology 
B)  compensation freezes 
C)  minimizing training 
D)  decreasing labour costs 
E)  reduced levels of commitment 
A)  improved technology 
B)  compensation freezes 
C)  minimizing training 
D)  decreasing labour costs 
E)  reduced levels of commitment

Question 5

Comparing employers in Canada and the United States,it is more difficult for employers in Canada to oppose unions.

Accepted Answer

A) True 
 B)False

Question 6

Research has established that high-performance work systems have:

Accepted Answer

A)  improved results for all firms 
B)  improved results for some firms 
C)  failed to improve results for any firms 
D)  been more widely adopted in Canada than United States 
E)  improved union management relations 
A)  improved results for all firms 
B)  improved results for some firms 
C)  failed to improve results for any firms 
D)  been more widely adopted in Canada than United States 
E)  improved union management relations

Question 7

Which of the following are employer objectives?

Accepted Answer

A)  contract negotiation 
B)  collaboration with the union 
C)  unilateral action 
D)  efficiency 
E)  a and d 
A)  contract negotiation 
B)  collaboration with the union 
C)  unilateral action 
D)  efficiency 
E)  a and d

Question 8

One strategy or approach to unions that an employer could adopt has been referred to as union substitution / avoidance.Describe the objective of the strategy and outline how the employer could implement the strategy.

Accepted Answer

The objective of the union substitution/

Question 9

Company A is in financial difficulty.In contract negotiations with the union the company has demanded a five percent wage reduction.This illustrates:

Accepted Answer

A)  concession bargaining 
B)  bargaining in bad faith 
C)  union avoidance 
D)  union resistance 
E)  union removal 
A)  concession bargaining 
B)  bargaining in bad faith 
C)  union avoidance 
D)  union resistance 
E)  union removal

Question 10

Employers in Canada and United States have the same opportunities to oppose unionization of their employees.

Accepted Answer

A) True 
 B)False

Question 11

High-performance practices such as variable pay are welcomed by unions.

Accepted Answer

A) True 
 B)False

Question 12

An employer's experience with unionization influences the employer's labour relations strategy.

Accepted Answer

A) True 
 B)False

Question 13

A union acceptance strategy refers to an employer voluntarily recognizing the union.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following companies are the most likely to pursue a union opposition strategy?

Accepted Answer

A)  Company A, which has adopted a differentiation approach in the marketplace 
B)  Company B, which primarily uses young part-time employees 
C)  Company C, which competes in an industry in which most employers are unionized 
D)  Company D, which has managers who are indifferent on the matter of unionization 
E)  Company A and Company B 
A)  Company A, which has adopted a differentiation approach in the marketplace 
B)  Company B, which primarily uses young part-time employees 
C)  Company C, which competes in an industry in which most employers are unionized 
D)  Company D, which has managers who are indifferent on the matter of unionization 
E)  Company A and Company B

Question 15

Employers who adopt a high commitment human resource management strategy will develop and rely on the skills of the workforce.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is correct regarding high performance work systems (HPWS)/

Accepted Answer

A)  They have been widely adopted in Canada 
B)  It is universally accepted that HPWS have improved employee's work lives 
C)  Unions accept all of the features of HPWS 
D)  Some features of HPWS will be opposed by unions. 
E)  Is universally accepted that HPWS have improved results for employers 
A)  They have been widely adopted in Canada 
B)  It is universally accepted that HPWS have improved employee's work lives 
C)  Unions accept all of the features of HPWS 
D)  Some features of HPWS will be opposed by unions. 
E)  Is universally accepted that HPWS have improved results for employers

Question 17

Which of the following statements correctly describes the majority of Canadian employers:

Accepted Answer

A)  They have developed policies to transform the workplace. 
B)  When a union has gained bargaining rights they adopt a strategy of union acceptance. 
C)  When a union has gained bargaining rights they adopt a strategy of union removal. 
D)  They have adopted a strategy of union opposition. 
E)  They have adopted a strategy of union assistance. 
A)  They have developed policies to transform the workplace. 
B)  When a union has gained bargaining rights they adopt a strategy of union acceptance. 
C)  When a union has gained bargaining rights they adopt a strategy of union removal. 
D)  They have adopted a strategy of union opposition. 
E)  They have adopted a strategy of union assistance.

Question 18

Labour relations strategy:

Accepted Answer

A)  relates to how the firm competes in the marketplace 
B)  relates to how the employer deals with unionization 
C)  has been constant since the 1980s 
D)  is not related to environmental factors 
E)  relates to a low commitment approach to human resource management 
A)  relates to how the firm competes in the marketplace 
B)  relates to how the employer deals with unionization 
C)  has been constant since the 1980s 
D)  is not related to environmental factors 
E)  relates to a low commitment approach to human resource management

Question 19

Identify the meaning of "labour relations strategy" and describe four alternative strategies that could be adopted.

Accepted Answer

Labour relations strategy refers to the

Question 20

The values or personal beliefs of some managers lead them to pursue control of the workplace.

Accepted Answer

A) True 
 B)False

High-performance organizations maximize status differences between individuals in order to motivate employees.

The premise of a union avoidance strategy is that employees will not turn to a union if they are treated fairly.

Distinguish between a high commitment and a low commitment approach to human resource management.

A high commitment approach to human resource management emphasizes or includes:

Comparing employers in Canada and the United States,it is more difficult for employers in Canada to oppose unions.

Research has established that high-performance work systems have:

Which of the following are employer objectives?

One strategy or approach to unions that an employer could adopt has been referred to as union substitution / avoidance.Describe the objective of the strategy and outline how the employer could implement the strategy.

Company A is in financial difficulty.In contract negotiations with the union the company has demanded a five percent wage reduction.This illustrates:

Employers in Canada and United States have the same opportunities to oppose unionization of their employees.

High-performance practices such as variable pay are welcomed by unions.

An employer's experience with unionization influences the employer's labour relations strategy.

A union acceptance strategy refers to an employer voluntarily recognizing the union.

Which of the following companies are the most likely to pursue a union opposition strategy?

Employers who adopt a high commitment human resource management strategy will develop and rely on the skills of the workforce.

Which of the following is correct regarding high performance work systems (HPWS)/

Which of the following statements correctly describes the majority of Canadian employers:

Labour relations strategy:

Identify the meaning of "labour relations strategy" and describe four alternative strategies that could be adopted.

The values or personal beliefs of some managers lead them to pursue control of the workplace.

Introduction to Labour Relations

The Environment

Unions: Objectives, Processes, Structure, and History

Governments, Labour Relations Boards, and Other Parties

Collective Bargaining Rights

The Collective Agreement

Negotiation of the Collective Agreement

Administration of the Collective Agreement

Contract Dispute Resolution, Strikes, and Lockouts

Public Sector Labour Relations

Summary and Future of Labour Relations

Filters

Exam 4: Employers: Objectives, Processes, and Strategy

High-performance organizations maximize status differences between individuals in order to motivate employees.

The premise of a union avoidance strategy is that employees will not turn to a union if they are treated fairly.

Distinguish between a high commitment and a low commitment approach to human resource management.

A high commitment approach to human resource management emphasizes or includes:

Comparing employers in Canada and the United States,it is more difficult for employers in Canada to oppose unions.

Research has established that high-performance work systems have:

Which of the following are employer objectives?

One strategy or approach to unions that an employer could adopt has been referred to as union substitution / avoidance.Describe the objective of the strategy and outline how the employer could implement the strategy.

Company A is in financial difficulty.In contract negotiations with the union the company has demanded a five percent wage reduction.This illustrates:

Employers in Canada and United States have the same opportunities to oppose unionization of their employees.

High-performance practices such as variable pay are welcomed by unions.

An employer's experience with unionization influences the employer's labour relations strategy.

A union acceptance strategy refers to an employer voluntarily recognizing the union.

Which of the following companies are the most likely to pursue a union opposition strategy?

Employers who adopt a high commitment human resource management strategy will develop and rely on the skills of the workforce.

Which of the following is correct regarding high performance work systems (HPWS)/

Which of the following statements correctly describes the majority of Canadian employers:

Labour relations strategy:

Identify the meaning of "labour relations strategy" and describe four alternative strategies that could be adopted.

The values or personal beliefs of some managers lead them to pursue control of the workplace.

Introduction to Labour Relations

The Environment

Unions: Objectives, Processes, Structure, and History

Governments, Labour Relations Boards, and Other Parties

Collective Bargaining Rights

The Collective Agreement

Negotiation of the Collective Agreement

Administration of the Collective Agreement

Contract Dispute Resolution, Strikes, and Lockouts

Public Sector Labour Relations

Summary and Future of Labour Relations

Filters