Unions have a role in organizations because some degree of conflict is inevitable between workers and management
The Canadian Labour Congress is Canada's largest labour union.
Administration of the collective agreement largely takes place at the local union level.
The overall rate of unionization (union density) has been increasing during the last decade.
In 2011, women outnumbered men in the workforce and as members of unions.
The Rand Formula makes the payment of union dues voluntary for members.
In Canada, labour relations is primarily a provincial/territorial responsibility.
Unions can be certified (voted in) and decertified (voted out).
. Over the last two decades, the use of joint labour-management committees has declined.
A lockout is initiated by the employer.
The country in which an organization's headquarters is located is the home country.
A multinational company represents the highest level of global participation.
Canada has a high power distance and long-term orientation culture.
Job design aimed at employee involvement can be problematic in cultures with high power distance.
An organization that expands internationally does not require expertise in the host country's legal system because the organization is only required to adhere to the home country's laws and regulations.
Organizations fill many key foreign positions with home-country or third-country nationals.
Virtual expatriates are employees who never return to the home country, but rather spend their entire careers moving from one foreign assignment to another.
Tax equalization allowance ensures that the worker neither gains nor loses with regards to tax liability as a result of an international assignment.
Validation involves giving expatriates recognition for their international service when they return home.
According to research, organizations that introduce integrated high-performance work practices usually experience increases in productivity and long-term financial performance.
One of the most popular ways to empower employees is to design work so that it can be performed on an individual basis.
A learning culture creates the conditions in which managers encourage flexibility and experimentation.
Employee engagement refers to giving employees responsibility and authority to make decisions.
The usual way to measure satisfaction or engagement is with a survey.
An exit interview is a meeting with an employee to explore his or her thoughts and feelings about the job and to uncover issues in the effort to prevent that employee from becoming disgruntled.
Research has found that employee participation in decisions about pay policies is linked to greater satisfaction with the pay and the job.
An official written warning is the usual first step in progressive discipline.
It is estimated that the majority of mergers and acquisitions actually reduce shareholder value.
An expert system is designed to recommend the same actions that a human expert would in a similar situation.
A benefit of self-service is that employees can help themselves to information they need when they need it, instead of contacting an HR staff person.
Which of the following is NOT an element of a high-performance work system?
Organizational structure
Reward systems
Task design
Information systems
All of the above are elements of a high-performance work system
High-performance work systems yield all but one of the following. Identify the exception.
High product quality
Higher employee turnover
Higher productivity
Higher profits
Satisfied customers
An organization that supports lifelong learning by enabling all employees to acquire and share knowledge is known as a(n):
e-learning organization.
adaptive organization.
learning organization.
next-generation organization.
knowledge organization.
Some organizations are moving beyond concern with job satisfaction and are attempting to cultivate ____________ where employees are satisfied, committed to, and prepared to support what is important to the organization.
employee retention
employee engagement
employee equity
superior results
managerial engagement
A meeting of a departing employee with the employee's supervisor and/or human resource specialist to discuss the employee's reasons for leaving is called a(n):
stay interview.
survey
exit interview.
retention bonus.
none of the above.
Turnover initiated by employees (when the organization would prefer to keep them) is called:
involuntary turnover.
dissatisfaction turnover.
constructive turnover.
voluntary turnover.
severance
What is the usual first step in a progressive discipline system?
Termination
Temporary suspension
Official written warning
Verbal warning
Threat of a temporary suspension
Creating a formal discipline process is a primary responsibility of:
the human resource department.
supervisors and line managers.
employees (unions).
the government.
all of the above.
The more socially and environmentally responsible a company is:
the lower profits will be.
the lower the company's satisfaction scores will be.
the lower the company's employee engagement scores will be.
the lower the company's total shareholder returns will be.
the more attractive it becomes as an employer.
Which one of the following terms refers to computations and calculations involved in reviewing and documenting HRM decisions and practices?
e-HRM
Transaction processing
Expert systems
Outsourcing
Decision support systems
You wish to test a range of assumptions about the availability of a certain skill in the labour market by looking at the impact of the assumptions on the success of different recruiting plans. Which one of the following systems would you use?
Decision support system
Expert system
E-HRM system
Human Resource Information System
Transactional processing system
A computer system that incorporates the decision rules used by people who are considered to have expertise in a certain area is a(n):
decision support system.
expert system.
E-HRM system.
transactional processing system.
Human Resource Information System.
A growing trend related to HR technology requires employees to handle many job-related tasks (such as applications for reimbursement and updates to personal information). This is referred to as:
HR 24/7.
enhanced HR customer service.
self-service.
self-selection.
self-direction.
A formal review of the outcomes of HRM functions based on identifying key HRM functions and measures of organizational performance is (an):
HRM analysis.
HRM needs assessment.
HRM outcome review.
HRM audit.
An individual who was born in Canada and is currently working in Spain for a company headquartered in Germany would be considered a:
home-country national.
host-country national.
third-country national.
home-country expatriate.
A firm that is currently shipping domestically produced items to other countries to be sold there is at what level of international participation?
Exporting
Subsidiary operations
Multinational
Global
Host-country consolidation
What type of organization operates at the highest level of involvement in the global marketplace?
Domestic
International
The most important influence on international HRM is the _________ of the country in which a facility is located.
political-legal system
educational system
culture
economic system
power distance
Valuing achievement, money making, assertiveness, and competition are associated with what type of culture?
Short-term orientation
Masculine culture
High power distance culture
Feminine culture
High uncertainty avoidance
What type of cultures tend to have much flatter pay structures?
Masculine
Low uncertainty avoidance
High power distance
Collectivist
Long-term orientation
As an HR specialist in workforce planning, in which country would you experience the greatest freedom in reducing your company's workforce in response to a forecasted oversupply of workers?
Canada
Germany
Denmark
France
Sweden
The emotions that accompany an overseas assignment tend to follow a cycle of:
honeymoon, culture shock, recovery, and adjustment.
culture shock, honeymoon, learning, and adjustment.
honeymoon, learning, culture shock, and adjustment.
learning, culture shock, adjustment, and honeymoon
honeymoon, recovery, culture shock, and return.
Canada is high in:
power distance.
individualism.
uncertainty avoidance.
long-term orientation.
According to research, the factor that most strongly influences whether an employee completes a foreign assignment is:
flexibility.
job knowledge.
comfort of the employee's spouse and family.
pay.
ability to speak the foreign country's language.
Employees from cultures high in power distance would expect and respond best to a training session where:
they are able to discuss and ask questions about the training content.
a formal instructional environment exists, with a structured agenda and timetable.
an impromptu style is used.
the trainer is an expert.
trainees are asked to complete follow-up activities, such as development plans and other assignments.
Training known as cross-cultural preparation is needed during which phase or phases of an international assignment?
Preparation for departure
During the assignment
Preparation for the return home
All of the answers are correct.
Only "a" and "b."
Most organizations adjust expatriates' compensation so that it gives the employee:
A: the same standard of living as in the home country.
B: extra pay for any hardships of locating globally.
C: host country's prevailing wage.
both "a" and "b."
both "b" and "c."
The approach to compensating and rewarding expatriates that equalizes the purchasing power of the expatriate manager with that of employees in similar positions in the home country and provides incentives to offset any hardships incurred in the location is known as:
the international approach.
the balance sheet approach.
the equalization approach.
the host-country approach.
the flexible benefits approach.
The process of preparing a person to return from a foreign assignment and assisting him or her with that reentry is known as:
reorientation.
expatriation.
repatriation.
validation.
remuneration.
Unions have a role because some degree of ____________ is inevitable between workers and management.
association
conflict
violence
discussion
work
An industrial union is characterized by which one of the following?
Members are all in the same occupation.
Union leaders may try to limit the number of members in order to maintain high wages.
Members are linked by their work in a particular industry.
Members change employers more frequently than in other types of unions.
Members all have a particular skill or occupation.
Which union federation has the largest coverage affiliation in Canada?
The federal government
Industrial unions
The Canadian Labour Congress (CLC)
The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)
The Chamber of Commerce
__________ is Canada's largest union.
Canadian Union of Public Employees
Canadian Teachers' Federation
Public Service Alliance of Canada
Communications, Energy and Paperworkers Union of Canada
None of the above.
In Canada, union membership is least concentrated in which of the following sectors?
Accommodation and food
Public administration
Education
Health care
Mining, quarrying, oil and gas
Which of the following is NOT a reason for the increase in women membership in unions?
Number of women in the highly unionized public sector.
Number for women in the paid workforce.
Number of women employed in nontraditional male-dominated occupations and industries.
Unionization of part-time employees (many of whom are women).
Men leaving the workforce.
On average, union members receive ___________ wages and benefits than nonunion workers.
A: lower
B: higher
C: the same
D: more complicated
both "a" and "d."
A union security provision making payment of union dues mandatory even if the worker is not a member of the union is:
the Rand Formula.
Labour Relations Board.
checkoff provision.
social unionism formula.
closed shop.
Union security provisions are ways to address unions' concerns about _________, i.e. employees who benefit from union activities without belonging to a union.
free spirits
random riders
private sector employees
free riders
free loaders
A prohibited conduct of an employer, union, or individual under the relevant labour legislation is called a(n):
inappropriate act.
unfair labour practice.
inappropriate labour practice.
essential bargaining right.
A Labour Relations Board has the authority to:
dismiss employees.
increase wages.
shut down plants.
interpret and enforce relevant labour laws.
Union members have the right to vote out an existing union. This action is called:
firing the union.
suspending the union.
decertifying the union.
deorganizing the union.
Actually, it is not possible to vote out an existing union.
When bargaining looks for win-win solutions it is an example of:
the application of the Rand Formula.
distributive bargaining.
integrative bargaining.
attitudinal structuring.
__________________ is a collective decision of the union members not to work or to slow down until certain demands or conditions are met.
A strike
A lockout
Picketing
Collective bargaining
Arbitration
A conflict resolution procedure in which a binding settlement is determined is:
a strike.
conciliation.
mediation.
arbitration.
a grievance.
