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49 Cards in this Set

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  • Back
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Safe working conditions are a form of:
Statutory Rights.
The Employee Handbook is probably the most important source of information that the HR dept. can proved to employees in part because it serves to enhance communication and as documentation in cases of grievances, complaints, and lawsuits. True or False
True
The most important guideline one can remember about conducting meetings is to first decide if a meeting is even necessary. True or False
True
In order to effectively manage and employee attitude survey, managers should do all of the following EXCEPT:
Use the data to try and identify individuals with problems so they can help those individuals.
Providing a mechanism for employees to voice their reactions to managerial practices and challenge decisions made by management is an important means of developing the perception among employees that management has fair employment policies. True or False
True
OSHA inspectors are planning a surprise inspection at a steel mill. Which of the following is true of this type of action?
The steel mill management will have the right to demand a search warrant.
OHSA’s lowest inspection priority would be:
“high-hazard” industries and occupations
An effective safety program:
includes the formation of a safety committee comprised of employees from all departments.
Research shows that newer, younger workers are significantly more likely to be involved in a workplace accident than older workers. True or False
True
According to the current interpretation of the law, employers can be held liable for the violent behavior of employees under the concept of negligent hiring. True or False
True
There is evidence suggesting that wellness programs can actually save companies money. True or False
True
Overall, research suggests that there is indeed practical value to anonymous upward feedback when it is used in combination with other sources of feedback. True or False
True
Statements in an employee handbook may be construed as implied contracts by both employees and employer. True or False
True
One of the key requirements for any wellness program to be effective is the participation of these employees who are considered to be “high risk.” True or False
True
None
Recent surveys of firms in a variety of industries indicates that it is unlikely the Employee Assistance Programs and wellness programs will be expanded to include dependents and retirees due to the costs associated with these additions. True or False
False
A five-year study at Home Depot found that the use of lower back support devices decreased lower back injuries by approximately 30%. True or False
True
None
An alternative to drug testing that does not invade employee privacy is determining employees’ fitness for work. True or False
True
An employee who holds his employer accountable for improper conduct by informing the proper authorities is involved in:
Whistleblowing.
According to the Occupational Safety and Health Act (1970), or what is often called “OSHA,”
Employers have a special duty to comply with all standards of safety and health established under the act.
Employers have a “general duty” to provide a place of employment free of recognized hazards.
Employers must keep certain records of work-related injuries and illnesses.
Employers may incur penalties for non-compliance including criminal charges (time in jail).
None
One potential problem with safety incentive programs is that it may lead to injuries not being reported. True or False
True
According to OSHA’s inspection priority system, fatalities or serious accidents are at the top of the list (i.e., inspections that need to be conducted before all others—lower priorities such as inspections of high hazard workplaces). True or False
False
Nepotism is the practice of:
Hiring and or favoring family members as employees
One of the difficulties organizations have with regard to e-mail is that employees think that e-mail is private property. True or False
True
The most important source of information that HR can supply to employees is:
The employee handbook, which outlines the company’s entire employee relations philosophy.
Which of the following is a common problem with downward communication?
Overusing downward communication by sending too many messages.
Issuing contradictory messages.
Hurriedly communicating vague unclear messages.
None
In general, research suggests that anonymous upward feedback can have practical value when used in combination with other sources of feedback and evaluation. True or False
True
Based upon our discussion in class, an open-door policy for supervisors is an effective means of soliciting upward feedback. True or False
False
Generally, initiating a successful suggestion system that entails tying rewards to suggestions. True or False
True
One of the common problems with regard to upward communication in organizations is the lack of opportunities of channels for lower-level employees to contact upper-levels of management. True or False
True
Featherbedding creates a union agreement that causes employers to pay for services that they are not receiving and/or forces them to hire extraneous workers. True or False
True
U.S. union members are often on a company’s board of directors so that the company has a tie-in to union members. True or False
False
Unions are likely to take hold in firm’s where:
Employees are dissatisfied with their jobs.
What is the greatest union ally:
Bad management.
Companies typically prefer non-union workforces because:
Unions tend to limit what managers can and cannot do with a particular employee.
_____ gave employees the right to organize and created the National Labor Relations Board.
Wagner Act.
The Taft-Hartley Act was created to:
Ensure a level playing field for labor unions and management.
The _____ regulates how unions are organized, how they run their own business, and what their fiduciary responsibilities are:
Landrum-Griffin Act
Business unionism tends to focus on:
Improving the economic welfare of union members.
Union activity indirectly currently affects approximately _____ of the U.S. labor force.
40-50%
A proactive human resource management approach to labor relations is a type of:
Union substitution strategy.
The highest risk labor relations strategy is:
A union suppression strategy.
In order for a company to hold a union certification election, the National Labor Relations Board requires a union to show that at least _____ of a company’s employees want to be represented by a given union.
30%
Prior to the certification election, management may:
Send personal letters to employees.
Show movies portraying unions favorably.
Speak to employees about why they don’t need a union.
Prohibit organizing activity on company property.
None
If a union wants to negotiate compensation, health insurance, and vacation schedules, management must enter into negotiation on those topics. True or False
True
A union grievance procedure begins with the grievance being submitted in writing to the union steward. True or False
False
About _____ of union grievances get to the arbitration stage.
1%
Compensation in union environments tends toward:
Group pay incentives.
Unionized firms tend to avoid merit pay plans. True or False
True
The National Labor Relations Board is an independent federal agency created by the Taft-Hartley Act. True or False
True