Management 470 Test 4

Front 1

Safe working conditions are a form of:

Back 1

Statutory Rights.

Front 2

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

Back 2

True

Front 3

The most important guideline one can remember about conducting meetings is to first decide if a meeting is even necessary. True or False

Back 3

True

Front 4

In order to effectively manage and employee attitude survey, managers should do all of the following EXCEPT:

Back 4

Use the data to try and identify individuals with problems so they can help those individuals.

Front 5

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

Back 5

True

Front 6

OSHA inspectors are planning a surprise inspection at a steel mill. Which of the following is true of this type of action?

Back 6

The steel mill management will have the right to demand a search warrant.

Front 7

OHSA’s lowest inspection priority would be:

Back 7

“high-hazard” industries and occupations

Front 8

An effective safety program:

Back 8

includes the formation of a safety committee comprised of employees from all departments.

Front 9

Research shows that newer, younger workers are significantly more likely to be involved in a workplace accident than older workers. True or False

Back 9

True

Front 10

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

Back 10

True

Front 11

There is evidence suggesting that wellness programs can actually save companies money. True or False

Back 11

True

Front 12

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

Back 12

True

Front 13

Statements in an employee handbook may be construed as implied contracts by both employees and employer. True or False

Back 13

True

Front 14

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

Back 14

True

Hint 14

None

Front 15

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

Back 15

False

Front 16

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

Back 16

True

Hint 16

None

Front 17

An alternative to drug testing that does not invade employee privacy is determining employees’ fitness for work. True or False

Back 17

True

Front 18

An employee who holds his employer accountable for improper conduct by informing the proper authorities is involved in:

Back 18

Whistleblowing.

Front 19

According to the Occupational Safety and Health Act (1970), or what is often called “OSHA,”

Back 19

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).

Hint 19

None

Front 20

One potential problem with safety incentive programs is that it may lead to injuries not being reported. True or False

Back 20

True

Front 21

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

Back 21

False

Front 22

Nepotism is the practice of:

Back 22

Hiring and or favoring family members as employees

Front 23

One of the difficulties organizations have with regard to e-mail is that employees think that e-mail is private property. True or False

Back 23

True

Front 24

The most important source of information that HR can supply to employees is:

Back 24

The employee handbook, which outlines the company’s entire employee relations philosophy.

Front 25

Which of the following is a common problem with downward communication?

Back 25

Overusing downward communication by sending too many messages.
Issuing contradictory messages.
Hurriedly communicating vague unclear messages.

Hint 25

None

Front 26

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

Back 26

True

Front 27

Based upon our discussion in class, an open-door policy for supervisors is an effective means of soliciting upward feedback. True or False

Back 27

False

Front 28

Generally, initiating a successful suggestion system that entails tying rewards to suggestions. True or False

Back 28

True

Front 29

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

Back 29

True

Front 30

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

Back 30

True

Front 31

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

Back 31

False

Front 32

Unions are likely to take hold in firm’s where:

Back 32

Employees are dissatisfied with their jobs.

Front 33

What is the greatest union ally:

Back 33

Bad management.

Front 34

Companies typically prefer non-union workforces because:

Back 34

Unions tend to limit what managers can and cannot do with a particular employee.

Front 35

_____ gave employees the right to organize and created the National Labor Relations Board.

Back 35

Wagner Act.

Front 36

The Taft-Hartley Act was created to:

Back 36

Ensure a level playing field for labor unions and management.

Front 37

The _____ regulates how unions are organized, how they run their own business, and what their fiduciary responsibilities are:

Back 37

Landrum-Griffin Act

Front 38

Business unionism tends to focus on:

Back 38

Improving the economic welfare of union members.

Front 39

Union activity indirectly currently affects approximately _____ of the U.S. labor force.

Back 39

40-50%

Front 40

A proactive human resource management approach to labor relations is a type of:

Back 40

Union substitution strategy.

Front 41

The highest risk labor relations strategy is:

Back 41

A union suppression strategy.

Front 42

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.

Back 42

30%

Front 43

Prior to the certification election, management may:

Back 43

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.

Hint 43

None

Front 44

If a union wants to negotiate compensation, health insurance, and vacation schedules, management must enter into negotiation on those topics. True or False

Back 44

True

Front 45

A union grievance procedure begins with the grievance being submitted in writing to the union steward. True or False

Back 45

False

Front 46

About _____ of union grievances get to the arbitration stage.

Back 46

1%

Front 47

Compensation in union environments tends toward:

Back 47

Group pay incentives.

Front 48

Unionized firms tend to avoid merit pay plans. True or False

Back 48

True

Front 49

The National Labor Relations Board is an independent federal agency created by the Taft-Hartley Act. True or False

Back 49

True