Question 1

A number of recent high-profile cases have demonstrated that conduct away from the workplace may lead to discipline or dismissal.

Accepted Answer

A) True 
 B)False

Question 2

Numerous studies indicate that after an organization downsizes:

Accepted Answer

A) morale and productivity are unaffected 
B) it performs better financially 
C) it does not perform any better financially 
D) morale drops but productivity improves 
E) morale improves but productivity drops 
A) morale and productivity are unaffected 
B) it performs better financially 
C) it does not perform any better financially 
D) morale drops but productivity improves 
E) morale improves but productivity drops

Question 3

There is an increasing awareness among employers that collecting nonwork information about employees is an unnecessary intrusion into employees' lives.

Accepted Answer

A) True 
 B)False

Question 4

Open-book management refers to:

Accepted Answer

A) an organization where all the rules are known and publicized 
B) an organization that "goes by the book," and where this is common knowledge among all employees 
C) an organization where employees receive information about the firm's economic performance 
D) an organization where employees can access their own,and other's,personnel records 
E) the system of constructive or corrective discipline 
A) an organization where all the rules are known and publicized 
B) an organization that "goes by the book," and where this is common knowledge among all employees 
C) an organization where employees receive information about the firm's economic performance 
D) an organization where employees can access their own,and other's,personnel records 
E) the system of constructive or corrective discipline

Question 5

The objectives of a corrective disciplinary action are to achieve all the following EXCEPT:

Accepted Answer

A) to reform the offender 
B) to punish past actions 
C) to maintain consistent and effective group standards 
D) to deter others from similar actions 
E) be positive and corrective 
A) to reform the offender 
B) to punish past actions 
C) to maintain consistent and effective group standards 
D) to deter others from similar actions 
E) be positive and corrective

Question 6

The onus for proving just cause in dismissing an employee lies with:

Accepted Answer

A) the employee 
B) the courts 
C) the labour board 
D) the employer 
E) the Human Rights Commission 
A) the employee 
B) the courts 
C) the labour board 
D) the employer 
E) the Human Rights Commission

Question 7

One reason that good employee relations are a reasonably simple issue is that they don't involve the more complex factors of either corporate culture or basic human resource activities.

Accepted Answer

A) True 
 B)False

Question 8

Generally speaking,an employer can dismiss a non-union employee:

Accepted Answer

A) for almost any reason 
B) by giving "reasonable notice" 
C) without having to give compensation in lieu of notice 
D) only according to the collective agreement 
E) only during working hours 
A) for almost any reason 
B) by giving "reasonable notice" 
C) without having to give compensation in lieu of notice 
D) only according to the collective agreement 
E) only during working hours

Question 9

No-layoff policies are part of an integrated system of progressive HR practices.

Accepted Answer

A) True 
 B)False

Question 10

In-house complaint procedures are organizationally developed methods for employees to register a complaint.

Accepted Answer

A) True 
 B)False

Question 11

High involvement work practices can increase human resource costs.

Accepted Answer

A) True 
 B)False

Question 12

Employee involvement in the workplace has been shown to increase both productivity and satisfaction,and overall quality of work life.Such involvement can take the form of:

Accepted Answer

A) quality circles 
B) codetermination 
C) self-directed work teams 
D) job enlargement/enrichment 
E) self-promotion 
A) quality circles 
B) codetermination 
C) self-directed work teams 
D) job enlargement/enrichment 
E) self-promotion

Question 13

The growing use of "wearables" is raising key questions related to privacy.

Accepted Answer

A) True 
 B)False

Question 14

Although the concept of employee __________ is relatively new,a growing number of organizations are introducing it as a means of reducing the cost of administrative work performed by human resource departments.

Accepted Answer

A) self-service 
B) administration 
C) production 
D) avoidance 
E) relations 
A) self-service 
B) administration 
C) production 
D) avoidance 
E) relations

Question 15

A disadvantage of using electronic mail as an organizational communication method is that:

Accepted Answer

A) it allows for two-way interactive communication,e.g.employee surveys 
B) it can be accessed quickly and easily 
C) it can be limited to select recipients 
D) it can be easily directed to all employees 
E) it may exclude large numbers of employees 
A) it allows for two-way interactive communication,e.g.employee surveys 
B) it can be accessed quickly and easily 
C) it can be limited to select recipients 
D) it can be easily directed to all employees 
E) it may exclude large numbers of employees

Question 16

Some common examples of downward communication methods include all the following EXCEPT:

Accepted Answer

A) grapevine 
B) email 
C) in-house newsletters 
D) jobholder reports 
E) meetings 
A) grapevine 
B) email 
C) in-house newsletters 
D) jobholder reports 
E) meetings

Question 17

Corporate culture,individual perceptions,and human resource practices make up the blend of factors important in the area of:

Accepted Answer

A) employee discipline 
B) employee relations 
C) employer relations 
D) job analysis 
E) technological change 
A) employee discipline 
B) employee relations 
C) employer relations 
D) job analysis 
E) technological change

Question 18

Internal job postings are a form of:

Accepted Answer

A) upward communication 
B) union-management communication 
C) downward communication 
D) lateral communication 
E) job evaluation communication 
A) upward communication 
B) union-management communication 
C) downward communication 
D) lateral communication 
E) job evaluation communication

Question 19

According to PIPEDA,which of the following does NOT qualify as personal information?

Accepted Answer

A) factual information about the company 
B) non recorded factual information about an individual 
C) recorded factual information about an individual 
D) an employee's home address 
E) an employee's social insurance number (sin) 
A) factual information about the company 
B) non recorded factual information about an individual 
C) recorded factual information about an individual 
D) an employee's home address 
E) an employee's social insurance number (sin)

Question 20

A typical progressive discipline system has a number of steps and would likely include all the following EXCEPT:

Accepted Answer

A) a verbal reprimand 
B) a written waning 
C) a suspension from work 
D) discharge for cause 
E) cancellation of the warning after discipline has been applied and actions changed 
A) a verbal reprimand 
B) a written waning 
C) a suspension from work 
D) discharge for cause 
E) cancellation of the warning after discipline has been applied and actions changed

A number of recent high-profile cases have demonstrated that conduct away from the workplace may lead to discipline or dismissal.

Numerous studies indicate that after an organization downsizes:

There is an increasing awareness among employers that collecting nonwork information about employees is an unnecessary intrusion into employees' lives.

Open-book management refers to:

The objectives of a corrective disciplinary action are to achieve all the following EXCEPT:

The onus for proving just cause in dismissing an employee lies with:

One reason that good employee relations are a reasonably simple issue is that they don't involve the more complex factors of either corporate culture or basic human resource activities.

Generally speaking,an employer can dismiss a non-union employee:

No-layoff policies are part of an integrated system of progressive HR practices.

In-house complaint procedures are organizationally developed methods for employees to register a complaint.

High involvement work practices can increase human resource costs.

Employee involvement in the workplace has been shown to increase both productivity and satisfaction,and overall quality of work life.Such involvement can take the form of:

The growing use of "wearables" is raising key questions related to privacy.

Although the concept of employee __________ is relatively new,a growing number of organizations are introducing it as a means of reducing the cost of administrative work performed by human resource departments.

A disadvantage of using electronic mail as an organizational communication method is that:

Some common examples of downward communication methods include all the following EXCEPT:

Corporate culture,individual perceptions,and human resource practices make up the blend of factors important in the area of:

Internal job postings are a form of:

According to PIPEDA,which of the following does NOT qualify as personal information?

A typical progressive discipline system has a number of steps and would likely include all the following EXCEPT:

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Orientation, Training and Development, and Career Planning

Performance Management

Compensation Management

Employee Benefits and Services

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Global Human Resource Management

Filters

Exam 11: Managing Employee Relations

A number of recent high-profile cases have demonstrated that conduct away from the workplace may lead to discipline or dismissal.

Numerous studies indicate that after an organization downsizes:

There is an increasing awareness among employers that collecting nonwork information about employees is an unnecessary intrusion into employees' lives.

Open-book management refers to:

The objectives of a corrective disciplinary action are to achieve all the following EXCEPT:

The onus for proving just cause in dismissing an employee lies with:

One reason that good employee relations are a reasonably simple issue is that they don't involve the more complex factors of either corporate culture or basic human resource activities.

Generally speaking,an employer can dismiss a non-union employee:

No-layoff policies are part of an integrated system of progressive HR practices.

In-house complaint procedures are organizationally developed methods for employees to register a complaint.

High involvement work practices can increase human resource costs.

Employee involvement in the workplace has been shown to increase both productivity and satisfaction,and overall quality of work life.Such involvement can take the form of:

The growing use of "wearables" is raising key questions related to privacy.

Although the concept of employee __________ is relatively new,a growing number of organizations are introducing it as a means of reducing the cost of administrative work performed by human resource departments.

A disadvantage of using electronic mail as an organizational communication method is that:

Some common examples of downward communication methods include all the following EXCEPT:

Corporate culture,individual perceptions,and human resource practices make up the blend of factors important in the area of:

Internal job postings are a form of:

According to PIPEDA,which of the following does NOT qualify as personal information?

A typical progressive discipline system has a number of steps and would likely include all the following EXCEPT:

Strategic Human Resource Management

Job Analysis and Design

Human Resource Planning

Legal Requirements and Managing Diversity

Recruitment

Selection

Orientation, Training and Development, and Career Planning

Performance Management

Compensation Management

Employee Benefits and Services

Ensuring Health and Safety at the Workplace

The Union-Management Framework

Global Human Resource Management

Filters