Deck 6: The Management Perspective

Question 1

Scientific management argued that workers should perform a small number of simple tasks.

Answer 1

True

Question 2

It has been argued that human resources management minimizes workplace democracy.

Answer 2

True

Question 3

Which of the following is a management approach grounded in the belief that effective management techniques can minimize employer-employee conflict?

A) human relations
B) master-servant relationship
C) human resources management
D) Taylorism

Answer 3

A

Question 4

Human resources strategies include an overall human resources philosophy.

Question 5

Freely negotiated collective agreements fill the vacuum between which competing interests?

A) employee rights and firm success
B) management rights and labour tribunal rights
C) government's need for labour peace and political agendas
D) exploitation and unsafe work practices

Question 6

Which approach reflects common-law employment relationships?

A) scientific management
B) human relations
C) master-servant relationship
D) human resources management

Question 7

Why was scientific management a logical evolution from the master-servant model of management?

A) large numbers of factory employees were more difficult to manage
B) Frederick Taylor's theory built on earlier management theories
C) simple tasks of an earlier time gave way to more complex jobs
D) time-motion studies had not yet been invented

Question 8

Human resources professionals seek to achieve balance between which factors?

A) compensation and performance
B) efficiency and inequity
C) fairness and efficiency
D) equity and opportunity

Question 9

Nonunion employment-management programs are illegal in Canada.

Question 10

What are two areas of prominent study in organizational behaviour/human resources?

A) compensation and employee satisfaction
B) training and performance
C) performance and compensation
D) employee satisfaction and performance

Question 11

TQM stands for totally qualified managers.

Question 12

Why did employers hold more power than employees in the master-servant relationship even though common law required them to pay wages?

A) collective bargaining enhanced their power
B) there were no rules about how much/how often employees were paid
C) court decisions favouring employees were ignored by employers
D) common law explicitly states that employers hold more power

Question 13

How did Taylorism perpetuate the master-servant relationship?

A) early assembly lines were small operations with few employees
B) time and motion studies required master-servant interaction
C) management decision making resulted in control of work and the workplace
D) productivity studies showed how to address social needs of workers

Question 14

In a SWOT analysis, the w refers to workers.

Question 15

Evidence to date suggests that employees in nonstandard work arrangements are better paid than workers in standard jobs.

Question 16

Union removal strategies include paying unionized workers more than nonunionized workers.

Question 17

How does the textbook describe the way employees view the fairness of workplace procedures?

A) equity
B) organizational justice
C) distributive justice
D) procedural justice

Question 18

The strategic choice framework can be used to examine how unions make strategic choices.

Question 19

According to human resources management, managers represent the relationship between which of the following?

A) human resources professionals and the employer
B) groups of employees and their employers
C) employees and unions
D) individual employees and their employers

Question 20

The human relations view of management is the foundation of modern industrial relations.

Question 21

Strategic choice theory highlights the importance of decision making at what level?

A) union
B) firm
C) individual employee
D) work group

Question 22

Which characteristic is considered key to participative management?

A) Reward systems are in place.
B) It is common for decisions to be made at the highest level.
C) There is limited investment in training and development.
E) Jobs are designed so that workers handle small, specialized parts of the product.

Question 23

Which management strategy related to unions reflects Dunlop's shared ideology?

A) union substitution
B) union avoidance
C) union removal
D) union acceptance

Question 24

Which of the following is a high-performance model that includes teams, job enrichment, and extensive communication?

A) cost-based model
B) equity-based model
C) compensation-based model
D) participation-based model

Question 25

Which of the following is a comprehensive human resources strategy designed to improve the effectiveness of the organization?

A) strategic human resources management
B) human relations
C) high-performance work practices
D) participative management

Question 26

Dunlop's concept of substantive rules corresponds to which organizational justice concept?

A) distributive justice
B) procedural justice
C) equity
D) due process

Question 27

Which management strategy is grounded in the belief that it is acceptable for part (if not all) of the operation to be unionized?

A) union resistance
B) union acceptance
C) union substitution
D) union removal

Question 28

Why would an enterprise union not easily fit the strategic choice model?

A) An enterprise union is management-run.
B) An enterprise union is a political association.
C) An enterprise union puts all of its effort into collective bargaining goals.
D) An enterprise union has little power compared to management.

Question 29

Which argument suggests that the strategic choice framework applies in Canada?

A) The United States is our largest trading partner.
B) There is a rise in nonunionized industries in Canada.
C) There is a rising union density in Canada's private sector.
D) Governments have shifted toward supporting labour issues.

Question 30

In which management strategy does management seek to limit the spread of unions in the firm?

A) union resistance
B) union removal
C) union substitution
D) union acceptance

Question 31

What trend did the United States share with Canada from the 1960s to the 1980s?

A) competitive pressure from globalization
B) highly unionized public sector
C) shifts of products from nonunion to union worksites
D) employers opening new locations in nonunion jurisdictions

Question 32

Back-to-work legislation is often justified as an example of government action at which level of the strategic choice model?

A) collective bargaining
B) workplace
C) long-term strategic
D) procedural

Question 33

The text suggests that there is a trend in Canada toward which management strategy?

A) union acceptance
B) union resistance
C) union removal
D) union substitution

Question 34

Which argument suggests that the strategic choice framework does NOT apply in Canada?

A) Labour legislation in Canada is pro-management.
B) Canada's union density rate has fallen rapidly.
C) Union organizing has avoided new sectors of the economy.
D) Canada's public sector is heavily unionized.

Question 35

How are human resources management and industrial relations similar?

A) Both place the organization's needs first.
B) Both separate strategy from function.
C) Both believe that bargaining is the best way to ensure equity.
D) Both were founded on organization justice theory.

Question 36

What are two essential elements that contribute to workplace equity?

A) voice and due process
B) procedural and organizational justice
C) conflict and class
D) equity and efficiency

Question 37

Which of the following industries has been at the forefront of team research?

A) space
B) retail
C) financial services
D) manufacturing

Question 38

Which view emphasizes the importance of management and strategies in industrial relations?

A) master-servant
B) human relations
C) strategic choice framework
D) Taylorism

Question 39

High-performance practices can be classified into which group?

A) employee renewal
B) employee motivation
C) management-by-design
D) union removal

Question 40

What does Barbash's concept of equity have in common with organizational justice theory?

A) employee voice
B) meaningful work
C) fair treatment at work
D) non-discrimination at work

Question 41

Which of the following is an example of nonunion representation?

A) total quality management
B) joint councils
C) strategic choice management
D) labour federations

Question 42

Employers argue that nonstandard work provides many advantages to both workers and employers. Discuss (1) the advantages of nonstandard work as proposed by employers, and (2) the research evidence concerning these jobs versus "standard" jobs.

Question 43

Kochan, Katz, and McKersie's strategic choice framework states that IR decisions are made at three levels. What are the three levels?

Question 44

What reason does the text give for arguing that many professional organizations are quasi-union in nature?

A) They can go on strike.
B) They include skilled tradespersons.
C) They are certified by labour relations boards.
D) They limit the supply of qualified labour.

Question 45

Which group would not have access to grievance arbitration under labour law?

A) Newfoundland and Labrador Medical Association
B) Canadian Union of Public Employees
C) Imperial Oil joint council
D) Ford Motor Company

Question 46

What are the three key elements of human resources strategies?

Question 47

Name three key principles of Barbash's concept of equity

Question 48

Why are nonstandard work arrangements popular as a management strategy?

A) They align staffing levels with production.
B) They provide work-life balance.
C) They standardize work schedules for employees.
D) They enhance the relationship between pay and performance.

Question 49

What characteristic do nonunion employee-management plans share with unionized workplaces?

A) Workers pay dues similar to union dues.
B) Employee representatives are democratically elected by workers.
C) Employers pay workers for attendance at association meetings.
D) Minutes of meetings are edited by management.

Question 50

Describe the two high-performance models that have emerged in Canada.