SPHSPHR BY FUNCTIONAL AREA

Elizabeth Rogers8284
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Elizabeth Rogers8284
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SPHSPHR EXAM WEIGHTING BY FUNCTIONAL AREA

Resource summary

Slide 1

    » Business Management and Strategy (30%) » Workforce Planning and Employment (17%) » Human Resource Development (19%) » Compensation and Benefits (13%) » Employee and Labor Relations (14%) » Risk Management (7%)
    SPHSPHR EXAM WEIGHTING BY FUNCTIONAL AREA

Slide 2

    1. The four stages in the life cycles of a business are: Recruiting, hiring, promotion, evaluation Introduction, growth, maturity, decline Job analysis, job design, description, job evaluation Planning, implementing, evaluating, revision 2. The job characteristics model includes: Implementation, attitude surveys, responses, feedback Motivation factors and incentives Skill variety, task identity, task significance, autonomy, feedback Job analysis, task significance, feedback 3. The dimensions from Hoffstede’s famous study on IBM employees are: Power distance, individualism, masculine/feminine, uncertainty avoidance, long term orientation Internal standards, training, quality Management commitment, individualism, masculine/feminine, uncertainty avoidance, long term orientation Jobs, teams, training, quality, feedback
    Business Management and Strategy (30%)

Slide 3

    3. The dimensions from Hoffstede’s famous study on IBM employees are: Power distance, individualism, masculine/feminine, uncertainty avoidance, long term orientation Internal standards, training, quality Management commitment, individualism, masculine/feminine, uncertainty avoidance, long term orientation Jobs, teams, training, quality, feedback 4. Which is not an example of the life cycle stages of Human Resource development? Introduction Growth Middle Age Maturity 5. The strategic role of HR Management includes: Planning Attainment of organizational objectives Viewing the strategic role of HR management in the same context as financial, technological, and other resources All of the above
    Questions 3 - 5

Slide 4

    Questions 6 - 5
    6. Employers must consider which one of the following geographic and competitive concerns in making HR plans? Employee resistance to geographic relocation Organizational restructuring Balancing work and family Education and employment shifts 7. Human resource management is conducted to achieve_______________ goals.  management supervisory individual organizational individual and organizational 8. Which is an HR practice typical of an organization that can be defined as “prospector”?  promote from within external staffing less training extensive training b and c

Slide 5

    Questions 9 - 11
    9. Which of the following methods is not a mathematical method for forecasting HR demand? simulation models productivity ratios estimates statistical regression analysis 10. In the future, HR managers will have to deal with all of the following workforce changes, except. a more racially diverse workforce a skills shortfall among workers an abundance of entry level workers an older workforce 11. All of the following could be considered steps in forecasting, except: Understanding external conditions Projecting future staffing requirements Projecting the supply of labor a job analysis

Slide 6

    Questions 12 - 14
    12. Which one of Hefstede’s cultural dimensions describes how cultures seek to deal with the fact that the future is not perfectly predictable? individualism/collectivism power distance uncertainty avoidance masculinity/femininity 13. What is a cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity? scientific management total quality management continuous learning trickle-down management 14. What is the planned elimination of large numbers of personnel designed to enhance organizational effectiveness?  merger downsizing consolidation buy-out

Slide 7

    Questions 15 - 17
    15. The process of analyzing and identifying the need for availability of human resources so that the organization can meet its objectives is known as: Strategic Planning SWOT Analysis Human Resource Planning Organization Planning 16. A workweek in which a full week’s work is accomplished in fewer than five days is known as: Flextime Virtual Offices Compressed Workweek Telecommuting 17. A reduction in the size of an organizational workforce is known as: Downsizing Layoff Outplacement Termination

Slide 8

    Questions 18 - 20
    18. Development of a business strategy includes:  External scan Internal scan Employee dislikes A and B 19. A unique capability in the organization that creates high value and that differentiates the organization from its competition:  SWOT Organizational culture Core competency None of the above 20. What organization/industry life-cycle is high risk and entrepreneurial spirited:  Shakeouts Embryonic Growth None of the above

Slide 9

    Questions 21 - 23
    21. What is the primary purpose of an HR audit?  To measure turnover. To evaluate the effectiveness of an organization. To compare results to industry standards. None of the above. 22. In an organizational structure, what is centralization?  The degree to which decision-making authority is restricted to higher levels of management. The degree to which decision-making authority is given to lower levels in an organization’s hierarchy. The hierarchical division of labor that distributes formal authority and established how critical decisions will be made. A combination of A and C. 23. What three categories is organization development divided into?  Interpersonal, personal, executive. Interpersonal, technological, structural. Technological, specializations, interpersonal Processes, structural, groupings.

Slide 10

    Questions 24 - 26
    24. In general, organizational development focuses on change. Which of the following are common characteristics of change?  Organizational change moves away from the familiar. People resist having change imposed on them. People see change as a loss of something. All of the above. 25. What are line units?  Work groups that perform specialized services for the company (example: accounting). Work groups that assist the specialized service departments. Work groups that conduct the major business of the organization (example: production workers). Work groups that assist the employee’s who perform the major business of the organization. 26. What is the goal of diversity training? To create sensitivity. To help people be aware of cultural differences. To teach people to respect the rights and ideas of people who are not like them. All of the above

Slide 11

    Questions 27 - 29
    27. According to the DOL (Department of Labor), which of the following is not an important characteristic of a profession?  Research Credentialing Opportunity for advancement Code of ethics 28. In the strategic HR planning process, which of the following should be completed first? Define the organizational mission Scan the environment Forecast internal HR supply and demand Complete a human resource inventory 29. Succession Plans… Examine employee flows in, up, down, across and out of the organization. Are a snapshot of key positions and the availability of replacements from current workforce. Anticipate managerial staffing requirements and develop high quality employees to satisfy these needs Are used to justify the cost of developing and implementing HR programs.

Slide 12

    Questions 30 - 31
    30. What is the most important step of setting up an HRIS (human resource information system)? Prepare a request for proposal. Analyze needs Select a system Implement the system 31. Which of the following is not a way that a company can set up its departments? Structural Functional Divisional Customer

Slide 13

    Answeres to Questions 1- 
    Answeres to Questions 1- 9
    1. B2. C3. A4. C5. D6. A7. E8. E9. C10. C

Slide 14

    11. D12. C13. B14. B15. C16. C17. A18. D19. C20. B
    Answeres to Questions 11- 20

Slide 15

    21. B22. A23. B24. D25. C26. D27. C28. A29. C30. B31. A
    Answeres to Questions 21 - 31

Slide 16

    Workforce Planning and Employment (17%) 
    1. Affirmative Actions Plans are defined as:  Part of EEOC requirements Written plans for recruiting and hiring minorities and females Staffing plans for use with government contracts Quota systems 2. Employment-at-will involves:  An agreement by both parties to an employment contract Protection by collective bargaining Termination provisions for just cause dismissals The ability of either party to terminate the employment relationship at any time 3. A job analysis is:  Part of an Affirmative Action Plan Produces a job description or a job specification Required by the EEOC Produced by a job description or a job specification

Slide 17

    Questions 4 - 6
    4. Which of the following describes an example of an alternative work schedule?  Job sharing Self-directed work teams Job rotation Task forces 5. Which of the following is the typical method of measuring employee adherence to performance standards?  Lack of quality problems Goal fulfillment Participative management Performance appraisal 6. A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of performance:  Criterion-related validity Content validity Concurrent validity Construct validity

Slide 18

    Questions 7 - 9
    7. Sex discrimination, sexual harassment, racial/ethic discrimination, and age discrimination are all:  Offenses for which employers may be sanctioned under the Taft-Hartley Act Examples of employment discrimination Violations of the Wage and Hour Division of the Department of Labor Policies required to be included in an employer personnel policy and procedure manual 8. A job analysis includes:  Obligations to perform certain tasks A distinct, identifiable work activity composed of motions A systematic way to gather and analyze information about the content and the human requirements of jobs, and the context in which jobs are performed A larger work segment composed of several tasks that are performed by an individual 9. Performance appraisal is another name for  360 degree feedback Employee evaluation Human resources management Job design

Slide 19

    Question 10 - 12
    10. Which of the following is an issue addressed by the Civil Rights Act of 1991?  race norming international employees seniority system consent decrees all of the above 11. The 4/5ths rule states that:  discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the group’s representation in the relevant labor market. discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the selection rate for the majority group. discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the group’s representation in the relevant labor market or less than 80% of the selection rate for the majority group. 12. An index number giving the relationship between a predictor and a criterion variable is:  correlation coefficient concurrent validity content validity predictive validity

Slide 20

    Question 13 - 15
    13. The Vocational Rehabilitation Act of 1973 prohibits discrimination on the basis of:  age disability gender national origin 14. A manager always hires young, women as receptionists. This is an example of:  intentional discrimination disparate treatment disparate impact sexual harassment 15. FMLA requires employers having ___ employees within a ___ mile radius provide 12 weeks of protection for qualified employees.  50, 50 50, 75 100, 50 100, 75

Slide 21

    Question 16 - 18
    16. A job is:  A group of similar positions having common tasks, duties, and responsibilities. A task performed by one person. A distinct, identifiable work activity composed of motions. A person’s title at a company 17. A situation that exists when protected-class members are treated differently from others is known as:  Disparate Impact BFOQ Business Necessity Disparate Treatment 18. What type of rule states that discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the groups representation in the relevant labor market or less than 80% of the selection rate for the majority group? 3/4ths rule 5/6ths rule 1/4ths rule 4/5ths rule 19. A person with in-dep

Slide 22

    Questions 19 - 21
    19. A person with in-depth knowledge and expertise in a limited area of HR:  HR generalist HR manager HR specialist All of the above 20. An employee who is a citizen of one country, working in a second country and employed by an organization headquarted in a third country:  Third country national Host country national Expatriate None of the above 21. Which prohibits discrimination in employment on basis of race, color, religion, sex or national origin:  Executive Order 11246 Executive Order 11478 Civil Right Act of 1991 Civil Rights Act of 1964

Slide 23

    Questions 22 - 24
    22. Title VII of the Civil Rights Act of 1964 prohibits which of the following in the workplace?  Discrimination or segregation based on race, color, national origin, religion, or gender. Discrimination based on pregnancy, childbirth, or related conditions. Sexual harassment. All of the above. 23. What does the Family and Medical Leave Act allow employees to do?  To take an extra week of paid vacation. To take a two-year leave of absence to care for an ill family member. To take up to twelve weeks of unpaid leave during any twelve-month period in order to care for a d. family member, or to care for self due to a serious health condition. To buy additional medical benefits. 24. Which of the following are exceptions to the definition of discrimination in the workplace?  Work-related requirements and BFOQ’s. Seniority systems. Preferential quota systems All of the above.

Slide 24

    Questions 25 - 27
    25. What is disparate treatment?  When protected groups are intentionally treated differently from other employees. Employees who are evaluated by different standards. Favoritism based on a person’s hair color. A and B 26. Individuals can prove a prima facia case of disparate treatment if they can demonstrate that they:  Belong to a minority group or are in a protected class. Applied for a job for which the employer was seeking applicants. Were rejected, despite being qualified. Were rejected and the employer kept looking for people with their qualifications. All of the above 27. What does the EEO Program require that employers do?  Keep employee medical files separate from employee personal files. Maintain detailed records on their work force (including applicant flow). Adjust staffing policies to fit demographic needs. B and C.

Slide 25

    Questions 28 - 30
    28. What is an affirmative action program? When an employer provides a mentoring program for minorities. A program in which employers identify conspicuous imbalances in their workforce, and take positive steps to correct under representation of protected groups. An effort by the employer to donate money to inner-city schools. A program in which the employers provides tuition reimbursements for their minority employees. 29. According to the ADA, the essential job functions in a job description should be listed  In order of importance In order of time spent on the task. In alphabetical order In no order at all, the ADA requires no particular order. 30. Which of the following is an example of listing all employees from highest to lowest in performance?  Forced distribution Paired Comparison Ranking Structuring

Slide 26

    Questions 31 - 33
    31. Assuming no willful violation, what is the statute of limitations for recovery of back pay under the Fair Labor Standards Act? Two years Three years Four years Five years 32. Title 7 of the Civil Rights Act : Prohibits discrimination based on race, color, religion, gender and national origin. Applies only to government agencies Prohibits discrimination based on sexual orientation Prohibits employers from giving temporary preference to any underrepresented protective group 33. What agency is in charge of enforcing Title 7 of the Civil Rights Act? NLRB ADA Board EEOC Department of Justice

Slide 27

    Questions 34 - 36
    34. Which law regulates minimum wages, work hours for children and overtime compensation? Norris LaGuardia Act Taft Hartley Act Fair Labor Standards Act Wage Discrimination Act 35. Which document Identifies and Gives the right to work to an individual? U.S. passport Government I.D. Social Security Card U.S. Birth Certificate 36. The FLSA provides for unpaid rest breaks if the break is_____ minutes or over?  15 20 25 30

Slide 28

    Questions 37 - 39
    37. If the federal minimum wage is $ 5.15 an hour, but the state you live in pays $5.50 an hour. What is the minimum wage that you follow?  $ 5.15 $ 5.25 $ 5.50 You are free to decide. 38. If an employee terminates their employment, how long is the employer required to make insurance under COBRA available to the employee? 18 months 24 months 12 months 16 months 39. If a trainer develops a training program for their employer, who owns the copyright to it? The person who prints it. The trainer who wrote it. The trainer and the employer. The employer of the trainer who wrote it.

Slide 29

    Questions 40 - 42
    40. Which one is not a characteristic of an independent contractor? They have a continuous relationship with the employer Working off site Flexibility to set their own work schedules Furnish their own tools and training. 41. The FLSA regulates all of the following except? Overtime pay Employee status Employee Retirements Plan Record keeping and other administrative concerns 42. The Railway Labor Act covers which of the following employees? Railroad employees only Railroad employees and trucking employees Railroad employees and airline employees Railroad employees and maritime employees

Slide 30

    Questions 43 - 45
    43. A closed shop is a shop that Employers refuse to hire employees who are members of a union. Unions require employees to be union members at the time of hiring Employers establish company-sponsored unions Is the most frequent type of union environment in the US 44. The OSHA “general duty clause” means: That the employer must maintain a safe work environment where no standards have been established. The employer has the right to choose what OSHA regulations to follow as long as they use good judgment. The employer must establish more strict health and safety guidelines than established by OSHA. The employer has the option of following state health and safety regulations or OSHA standards. 45. What is not required to be listed on the OSHA Form 200? Date of the injury Employee Name Occupation/ Department Age of the employee

Slide 31

    46. At home many employees, must a company comply with OSHA record keeping? 25 10 11 32 47. Which situation has the highest priority for an OSHA inspection? An employee complaint of extremely long hours at work. An employee that is exposed to loud noises. A situation that causes 7 or more employees to be hospitalized. An employee who complains about not enough lighting at their workstation. 48. What is the maximum penalty for a willful or repeat violation? Up to $100,000 for each violation. Up to $15,000 for each violation. Up to $70,000 for each violation. Up to $ 60,000 for each violation
    Questions 46 - 48

Slide 32

    49. What is the best way to avoid negligent hiring charges? To check all references Use psychological testing on applicants Require drug testing Use disclaimers 50. A job description should include all of the following except? Essential functions of the job. Who the position reports to. The person who last held that job. Minimum qualifications for that position. 51. A good MBO has all of the following except: Obtainable goals and objectives Goals established by boss or supervisor Periodic review of objectives Goals are measurable
    Questions 49 - 51

Slide 33

    Questions 52-54
    52. In the action plan step of the performance management process, all take place except: The employee agrees with everything said on the evaluation Specific objectives are set for the next evaluation period A plan is developed on how the employee will meet new objectives A discussion on how follow up will take place 53. A progressive discipline is a: System that fires employees on the first offense System that is based on co-workers deciding an employee’s punishment Series of disciplinary actions that results in more severe punishment Where alternative dispute resolutions are used 54. Quid pro quo means: Hostile work environment This for that Reasonable person Whistle blowing

Slide 34

    55. The Civil Rights Act of 1964, Title VII requires employers with ______ employees to comply with the provisions of the act: 100 75 15 50 56. Employers should respond to sexual harassment complaints with which of the following:  Policy, communications and training, plus investigation and action Investigation, discipline procedures, and written policies Reprimand and dismissal Sympathy for the victim 57. The ADA states that individuals covered by the act: Are responsible to inform the employer of their impairment Must pay for their accommodation up to $500.00 Must be able to perform the duties of the job with accommodation Must be able to perform the essential job functions
    Questions 55 - 57

Slide 35

    Questions 58 - 60
    58. The duties, responsibilities, working conditions, and reporting relationships contained in a job can be found on a: Job identification Job posting Job description Job knowledge test 59. A type of interview that relies on a careful job analysis to identify the critical job requirements for each position. The interview questions focus on what the person has done in previous situations relative to the job requirements.  Situational interview Targeted-selection interview Panel interview Nondirective interview 60. Which pre-employment measure could a company use to screen candidates for employment who might pose a security risk to the organization? Polygraph test Drug test using a blood test Drug test using a urinalysis test Background check with the candidate’s permission

Slide 36

    Questions 61 - 63
    61. The purpose of EEO laws is to see what can be done about “glass ceiling” concerns to counterbalance what the Congress felt was a too “employer friendly” attitude by the Supreme Court to notify age discrimination complainants that the agency is terminating action on their cases and the complainants are then free to file civil suits protect individuals who share certain characteristics such as race, age, and gender 62. Content validity refers to a non-statistical approach using a work sample as a test that identifies the knowledge, skills, and abilities needed for the job being filled by a particular candidate validity showing a relationship between an abstract characteristic and job performance validity measured when test results of applicants are compared with subsequent performance the extension of the validity of tests to different groups, similar jobs, or other organizations 63. Appropriate responses by employers to sexual harassment complaints include: having a sexual harassment policy communications and training investigation and action all of the above

Slide 37

    Questions 64 - 66
    64. A distinct, identifiable work activity composed of motions is referred to as:  job task position duty 65. Identification of the tasks, duties and responsibilities of a job is defined as:  job specification skill inventory job description performance standard 66. Which of the following is an observation method for conducting job analysis?  work sampling interviewing employee diary/log a and c

Slide 38

    Questions 67 - 69
    67. Which of the following recruitment methods allows candidates to talk to employers about an opening without making a formal job application? executive search firms public employment agencies employee referrals career fairs 68. A systematic investigation of the tasks, duties, and responsibilities necessary to do a job is known as:  Job Analysis Job Evaluation Job Description Job Specification 69. Which source of recruiting is not an example of external recruiting?  School Recruiting Media Sources Employment Agencies Promotion

Slide 39

    Questions 70 - 72
    70. Which of the following is a condition that may exist when a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified?  Affirmative Action Reverse Discrimination Discrimination Disparate Treatment 71. The best place to start a recruitment program is by conducting a ______ ?  Strategic analysis. Demand Analysis. Needs Analysis Supply Analysis 72. What are the advantages to recruiting employees internally?  They bring new ideas into the organization. It rewards good work of current employees and improves morale. It is cost-effective. It can result in succession of promotions. B, C, and D

Slide 40

    Questions 73 - 75
    73. Which of the following is not an example of Internal recruitment strategy?  Job rotation Job posting Skill banks Employee referral 74. Which of the following is an example of asking each applicant similar questions about their same skills?  Structured Patterned Directive Behavioral 75. Which of the following is an example of asking applicants questions about their past behavior?  Behavioral interview Stress interview Non-directive Directive

Slide 41

    1. B2. D3. B4. A5. D6. A7. B8. C9. B10. E11. C12. A13. B14. B15. B16. A17. D18. D19. C
    Answers to Questions 1 - 38
    20. A21. D22. D23. C24. D25. D26. E27. D28. B29. A30. C31. A32. A33. C34. C35. A36. D37. C38. A

Slide 42

    Answers to Questions 39 - 75
    39. D40. A41. C42. C43. B44. A45. D46. C47. C48. C49. A50. C51. B52. A53. C54. B55. C56. A
    57. D58. C59. B60. D61. D62. A63. D64. B65. C66. D67. D68. A69. D70. B71. C72. E73. A74. B75. A

Slide 43

    1. The three phases of training are: Needs assessment, implementation, evaluation Job analysis, surveying trainees, evaluation Commitment from upper management, needs assessment, evaluation Approach, emphasis, presentation 2. The three learning domains that influence or change behavior are: Identification, development, education Cooperation, sharing, evaluating Preparing, implementing, evaluating Skills, knowledge, attitude 3. The Hawthorne Studies focused on which of the following: Assessing the impact of physical and environment on performance Factors of employee’s social groups and interpersonal relationships created at the work place Examining interpersonal behavior and credibility Examining the factors that determine the need for achievement
    4. A training technique that involves transferring trainees to different jobs to broaden their focus and to increase their knowledge is: Job rotation Job-instruction training Imitative learning Computer-assisted instruction 5. Which is not one of the six levels of learning? Knowledge Application Analysis Apprenticeship 6. Which is not one of the four criteria for evaluating training programs? Behavior Synthesis Reactions Learning
    Human Resource Development (19%) 1-6

Slide 44

    7. Which of the following job design practices broadens the scope of a job by expanding the number of different tasks to be performed? Job enrichment Division of labor Job rotation Job enlargement 8. An employer’s mission statement includes: short-term needs to meet the strategic plan a statement of purpose for what the organization values long-term objectives a statement of employment practices 9. Direct costs to an employer include: costs of operating a program costs for operating the entire department costs for operating a unit costs for operating a division
    10. The Hawthorne Studies: examined the personal and interpersonal behaviors in a group setting, which means that trainers should have credibility in their instruction looked at formal and informal work groups and at factors influencing their cohesiveness and effectiveness, which means social group and interpersonal factors are of key importance to designing a training environment assessed the impact of physical and environmental influence on employee performance, which means special notice from management may work to increase motivation examined the factors that determine the need for achievement and explored their relationship to occupational choice which means employees view training better when they see how it helps their career development 11. Which of the following is not a type of training needs analyses?  task analyses organizational analyses operations analyses individual analyses
    Questions 7 - 11

Slide 45

    Question 12 - 14
    12. Common forms of behaviorally experienced training include all of the following except:  diversity training in-basket training apprenticeship case studies/incidents business games 13. Which of the following is not one of the four strategies used in behavior modification approach?  behavior modeling positive reinforcement negative reinforcement punishment extinction
    13. Which of the following is not one of the four strategies used in behavior modification approach?  behavior modeling positive reinforcement negative reinforcement punishment extinction 14. The preparation of the employee for future responsibility, often at a different level in the organization is? development training education needs assessment

Slide 46

    15. What assesses the impact of physical and environmental influence on employee performance, which means special notice from management may work to increase motivation? group dynamics laboratory training Hawthorne studies need for achievement 16. All of the following are types of a training needs analysis, except: organizational analysis financial analysis task analysis individual analysis 17. The performance of job-related tasks and duties by trainees during training is known as: Spaced Practice Active Practice Massed Practice Training Practice
    18. Which is not a benefit of training? To increase company expenses Reduction in errors Reduction in turnover Attitude Changes 19. What does the acronym KSA represent:  Knowledge, skill, ability Knowledge, social, ability Knowledge, skills, accountability None of the above 20. Rating all employees in a narrow band in the middle of the rating scale refers to what error:  Rater bias Recently effect Strictness Central tendency
    Questions 15 - 20

Slide 47

    Questions 21 - 25
    21. An error that occurs when a raters values or prejudices distort the rating:  Central tendency Leniency Raters bias None of above 22. Mentoring is: Ongoing and spontaneous meetings between supervisors and their employees to discuss the employee’s career goals, and to give advice. Assigning employees to various jobs. A developmentally oriented relationship between two individuals that involves advising, networking, and supporting. Demonstrating new skills to the mentored individual
    23. What do all four phases of the learning process have in common? Reaction Questioning Results Behavior 24. Which of the following is not an example of a type of organization according to Miles and Snow Strategy typology Reactor Defender Prospector Collaborator 25. Which of the following correctly defines training? Skills that apply to an employees current job Preparation of the employee for future responsibility A generalized, individual learning experience An attempt to modify behavior  

Slide 48

    Answers to Questions 1-25
    1. A2. D3. A4. A5. D6. B7. D8. B9. A10. C11. C12. C13. A14. A15. C
    16. B17. B18. A19. A20. D21. C22. C23. B24. D25. A

Slide 49

    Employee and Labor Relations 1- 6
    1. In a union setting the grievance procedure is a function of:  Harassing the supervisor Pattern bargaining Airing gripes Conflict resolution 2. The phases in the labor relations process are:  Recognition, negotiation, and administration Determining the bargaining unit, collective bargaining, grievance procedures Collection of authorization cards, elections, recognition Collective bargaining, grievances, economic pressures 3. A union shop is one where:  Membership is required before one can be hired Membership is optional, but dues are required Membership is required within a specified time period after being hired Membership is required before the next contract negotiations
    4. An informal process of agreement used by the EEOC for resolving charges of discrimination  Constructive discharge Executive orders Conciliation Employment-at-will doctrine 5. Legal theory that makes employers liable for the abusive acts of employees if the employer knew or should have known about the employees’ propensity for such conduct.  Age Discrimination Act Four-fifths rule Affirmative Action plans Negligent hiring 6. Money provided to temporarily assist employees who are laid off through no fault of their own:  Worker’s compensation Medicare Perquisites Unemployment compensation

Slide 50

    7. A union shop clause states that:  Workers who take a job in a bargaining unit do not need to join the union Workers who take a job in a bargaining unit must pay dues to the union but do not need to join Workers must join the union before they will be considered for a job in a bargaining unit Workers who take a job in a bargaining unit must join the union within a certain period of time 8. What is the first step that these employees must take if they no longer wish to be represented by their union?  The employees must request temporary leave from the union The employees must request an investigation by the NLRB The employees must inform union leaders of their dissatisfaction The employees must request a decertification election
    9. Which of the following legislation prohibits mandatory retirement based on age?  Older Worker’s Benefit Protection Act (1990) Age Discrimination in Employment Act (1967) Vocational Rehabilitation Act (1973) Title I of the Americans with Disabilities Act (1990) 10. The Wagner Act (National Labor Relations Act) was enacted by Congress in:  1935 1936 1947 1959
    Questions 7 -1
    Questions 7 -10

Slide 51

    11. The Labor Management Relations Act:  protects individuals from their unions with a guaranteed “bill of rights” mandates employers maintain records on employees, pay at minimum wage, and pay one and one-half for hours worked over 40 provided workers right to organize provides that employers may not terminate/discriminate against an employee for union involvement 12. The act which prohibits employers with 15 or more workers from discriminating in employment, public services & transportation, public accommodations, and telecom is:  Executive Order 11246 Equal Employment Opportunity Act Age Discrimination in Employment Act None of the above
    13. A firm that requires employees who refuse to join the union to pay equivalent amounts equal to union dues and fees for the union representative services is defined as:  union shop agency shop closed shop none of the above 14. The “National Labor Code” includes which of the following?  the Wagner Act the Taft-Hartley Act the Landrum-Griffin Act all of the above none of the above 15. Contract provisions to aid the union in obtaining and retaining members are referred to as:  dues checkoff mandatory issues permissive issues union security provisions none of the above
    Questions 11 - 15

Slide 52

    Questions 16 - 20
    16. All of the following are mandatory bargaining items, except.  Holidays Pensions Hot cargo clauses Employee security 17. What is the largest labor union?  National Education Assoc. (NEA) Electrical (IBEW) Teamsters (IBT) Auto Workers (UAW) 18. What labor law amended the NLRA and added unfair union labor practices?  Landrum-Griffin Act Taft-Hartley Act Fair Labor Standards Act Wagner Act
    19. A firm that requires employees who refuse to join the union to pay amounts equal to union dues and fees for the union’s representative service is known as:  Closed Shop Union Shop Open Shop Agency Shop 20. The process by which a third party assists negotiators in their discussions and also suggests settlement proposals is known as:  Arbitration Conciliation Mediation Ratification

Slide 53

    Questions 21 - 25
    21. Which of the following is not a type of strike?  Sympathy Strike Empathy Strike Economic Strike Unfair Labor Practice Strike 22. Details of an employment agreement are often spelled out in a formal:  non-piracy agreement non-compete covenant implied agreement employment contract 23. A firm that requires individuals to join a union before they can be hired:  Agency shop Closed shop Union shop All of the above
    24. The LRMA was enacted by which of the following acts:  Landrum-Griffin Act Taft-Hartley Act Wagner Act Norris-LaGuardia Act 25. A means by which disputes arising from different interpretations of a labor contract are settled by a third party:  Mediation Grievance procedure Grievance arbitration A and B

Slide 54

    Questions 26 - 29
    26. Research has identified three psychological determinants that influence a person’s decision to join or avoid a union. What are the three determinants?  The health of the economy, desire to feel accepted, and strong beliefs about the union. Perception of the work environment, desire to participate, and strong beliefs about the union. The health of the economy, the perceptions of family members, and the desire to impact society. Perception of the work environment, the perception of family members, and the feeling that its “the right thing to do.” 27. When is the NLRB authorized to conduct an election?  When a petition has been filed by an employee, an individual, a labor organization, or an employer. When 30% or more eligible employees have sign authorization cards. A and B. When an employer signs a contract agreeing to a union election
    28. What is a consent election?  When the regional director schedules a hearing to resolve election disputes. An order by the NLRB to cancel the election. An agreement between an employer and the union to waive the pre-election hearing. None of the above 29. What is the very first step in the union decertification process?  When an employee or group of employees request a decertification. When union members stop paying dues and attending meetings. When the employer, the union, and the community come together to request a decertification election. When the NLRB sends a notice requiring a decertification election.

Slide 55

    Questions 30 - 35
    30. Which of the following is an example of an employee who must join the union as a condition of employment?  Union shop Agency shop Closed shop Industrial shop 31. Which of the following is considered illegal?  Agency shop Union shop Closed shop Hiring halls 32. Which of the following is an example of a union organizer working within the company that the union wants to unionize?  Scab Indirect Pressure Hand billing Salting
    33. What percent of employees must sign union representation cards to hold an election?  50% 30% 75% 25% 34. The NLRB can waive an election based on all except:  The authorization cards are clear and unambiguous Employees’ signatures were obtained through threatening and coercing A fair and impartial election is impossible based on the employers conduct. The majority of the employees have signed union authorization cards. 35. In an unionized organization which group of employees are more likely to have their own bargaining unit :  Security Guards Janitors Electricians and other skilled employees Unskilled laborers

Slide 56

    Questions 36 - 40
    36. Organizational picketing is done to:  Obtain employer recognition of the unit as a bargaining representative Gain public support for the union and its goals Promote employees acceptance of the union as their representative Inform employees about what the key issues are 37. The collective bargaining agreement should guarantee specific rights to the employer except:  Rights to determine what product or services they will produce Restrict the unions use of the company’s property for union meetings The employer can not file charges against the union The employer can discipline employees for “just cause”
    38. Which of the following activities is a protected activity?  Picketing Wildcat Strike Secondary boycotts Shutdowns 39. In the face of a strike threat, management is most interested in:  How to continue production or providing a service Providing security for the strikers Maintaining benefits for striking employees Notifying the local press 40. What type of strike is unapproved by the union?  Secondary strike Economic Strike Lockout Wildcat Strike

Slide 57

    41. Mandatory topics of negotiation is established by:  Unions and employers Unions Employers NLRB 42. Illegal subjects of negotiations include all the following except for:  Wildcat Strikes Hot Cargo Clauses Discipline Procedures Closed Shop Agreements 43. Parallel or pattering bargaining is most common in what industry?  Airline Industry Professional Sports Heavy Manufacturing Automotive Industry
    Questions 41 - 45
    44. Principled negotiations is not based on:  Separate the people from the problem Focus on positions Invent options for mutual gains Insist on objective criteria 45. What reasons does an employer have to not give the union requested information?  The union requests information for non bargaining related purposes If the cost of providing the information is prohibitive to the employer It would violate trade secrets of the employer The employer must provide all information requested by the union

Slide 58

    46. A company that wants to change an existing collective bargaining agreement must notify the other party how many days in advance prior to the expiration of the contract?  30 days 60 days 90 days 120 days 47. What is the final step in the grievance procedure?  The Shake-Out Step between top management and top union officials The NLRB makes a ruling Third party determination The local labor relations representative and the union chairperson
    48. Which of the following is least likely to be used in a nonunion environment?  Open door policy Alternative dispute resolution Arbitration Peer reviews 49. The governmental agency that watches over public sector labor management relations is:  NLRB Department of Labor Justice Department Federal Labor Relations Council
    Question 46 - 49

Slide 59

    Questions 50 - 51 & Answers 1- 20
    50. What law governs collective bargaining among federal employees?  Civil Service Reform Act National Labor Relations Act Federal Labor Relations Act Labor-Management Relations Act 51. If an employee files a grievance who is the person that has first opportunity to solve the grievance?  Union Representative First Line Supervisor Labor Relations Representative Union Shop Chairperson
    1. D2. A3. C4. C5. D6. D7. D8. D9. B10. A11. D12. D13. B14. D15. D16. C17. A18. B19. D20. C

Slide 60

    Answers 21- 51
    21. B22. D23. B24. B25. C26. B27. C28. C29. A30. A31. C32. D33. B34. B35. A36. C
    21. B22. D23. B24. B25. C26. B27. C28. C29. A30. A31. C32. D33. B34. B35. A36. C37. C38. A39. A40. D41. D42. C43. D44. B45. C46. B47. C48. C49. D50. A51. B
    37. C38. A39. A40. D41. D42. C43. D44. B45. C46. B47. C48. C49. D50. A51. B

Slide 61

    Compensation and Benefits (13%) 1- 5
    1. Direct compensation includes which of the following: Flexible benefits Long-term incentive pay Workers’ Compensation Unpaid leave 2. Indirect compensation is represented by which of the following: Social Security benefits Short-term incentive pay Differential pay Merit pay 3. An audit and review of the services and costs billed by health-care providers is known as: Procedural review Practice analysis Utilization review Operational control
    4. Person-based pay systems:  Pay higher performers more aggressively Pay employees with long service more Will not work when large numbers of professionals are employed Pay employees for what they are capable of doing rather than the tasks they currently perform 5. Executives typically receive: All of their direct compensation in incentives Fewer perquisites than other employees A higher percentage of their direct compensation in base salary than do other employees A wider variety of compensation programs than do other employees

Slide 62

    Questions 6 - 9
    6. Which of the following employees must be paid overtime? A janitor who worked 30 hours during the workweek and was also paid for 12 hours of vacation time A vice president in charge of operations who worked 50 hours last week A nonexempt employee who put in 45 hours last week A dock worker who worked 40 hours, including 10 hours on Christmas 7. Which is an example of a health-related service that would be under the area of employee assistance programs? Smoking cessation On-the-job accident protection Family and marital counseling High blood pressure control
    8. A compensation program should address which of the following objectives? legal compliance with all appropriate laws and regulations cost effectiveness for the organization internal, external, and individual equity for employees all of the above 9. An employee who holds a non-exempt position under the Fair Labor Standards Act: exercises discretionary authority for independent action uses the percentage of his or her time performing routine, manual, or clerical work earns an annual income in excess of $100,000 none of the above

Slide 63

    Questions 10 - 14
    10. One strategic business reason for offering a comprehensive benefits package to employees is: to help attract and retain employees to beat out the competition to decrease employer operating costs to offer cafeteria-style health care plans to employees 11. The Davis-Bacon Act of 1931:  requires company with federal supply or service contracts exceeding $10,000 to pay a prevailing wage deals only with firms engaged in federal construction projects valued in excess of $2,000 and requires that the “prevailing wage” rate be paid addresses wage discrimination on the bases of sex establishes overtime pay requirements
    12. Which of the following is not one of the three main factors of the Hay system? experience know-how problem solving accountability 13. Which of the following is a legally mandated benefit? social security unemployment compensation workers’ compensation all of the above 14. What provides counseling and other help to employees having emotional, physical and other personal problems? employee assistance programs Drug Free Workplace Act OSHA wellness programs

Slide 64

    Questions 15 - 20
    15. Which of the following acts deals directly with discrimination in compensation? Comparable worth Equal Pay Act Davis-Bacon Act Fair Labor Standards Act 16. Which of the following is a funding feature of a health plan? HMO coverage PPO coverage self-insurance office visits 17. Total benefits cost (TBC): is a ratio of benefit cost per employee to average number of employees is exclusive of miscellaneous items such as education includes staff time, overhead, processing costs is not usually calculated because it varies so much
    18. Similarity in pay for jobs requiring comparable level of knowledge, skill, and ability, even where actual job duties differ significantly is the:  Equal Pay Pay Equity Paycheck Fairness Act None of the above 19. An incumbent who is paid below the range set for the job:  red-circled employee green-circled employee blue-circled employee None of the above 20. Variable pay is also know as:  incentives group pay performance pay B and C

Slide 65

    Questions 21 - 24
    21. A security benefit voluntarily offered by employers to employees who lose their job:  COBRA Severance pay Unemployment compensation Supplemental Pay 22. Which of the following categories is not an example of an exempt classification?  Executive Sales Professional Technical
    23. The Equal Pay Act for equal work of same skills, effort, and responsibilities. Which of the following is not an exemption of this act? Seniority Performance Geographic location Overtime 24. Which of the following is an example of payment that is consistent from period to period despite the number of hours worked Wage Salary Reward Incentive

Slide 66

    Answer Key 1- 24
    1. B2. A3. C4. D5. D6. C7. C8. D9. B10. A11. B12. A13. D
    14. A15. B16. C17. C18. B19. B20. A21. B22. D23. D24. B

Slide 67

    1. According to OSHA, a recordable case is one in which:  Any type of medical treatment is administered Includes injuries where first-aid is administered There is an occupational injury or death Includes minor scratches, cuts, burns, or splinters 2. A MSDS is required:  When the employment facility is located in the path of hazardous material transportation For each hazardous chemical that is used, processed, or stored Any employee handles hazardous materials An employee is hired into a position that is exposed to hazardous materials 3. Polygraph tests can be administered  To all employees who handle money To guards hired for certain security firms and workers who manufacture, distribute, or have access to controlled substances When an employee is suspected of theft or miss-conduct To any job applicant who has signed a release
    4. These standards include general requirements for all machinery to protect the operator and other employees in the machine area from hazards.  Occupational Noise Exposure Machine Guarding Mine Safety and Health Act Hazard Communication 5. A leading cause of stress in the workplace is:  enhanced employee benefits a lack of personal control in job a reason for increased motivation in employees one which the employee alone creates 6. Examples of wellness programs include:  smoking cessation programs retirement planning educational type programs (i.e. child care, aging, cancer prevention, etc.) all of the above 7. When conducting accident investigations and completing reports, employers should:  disregard the employee’s concerns not maintain the written report talk to the injured person and witnesses not complete accident investigations
    Risk Management (7%) 1 - 24
    Risk Management (7%) 1 - 6

Slide 68

    7. When conducting accident investigations and completing reports, employers should:  disregard the employee’s concerns not maintain the written report talk to the injured person and witnesses not complete accident investigations 8. Condition in which the physical well-being of people is protected is defined as:  security health safety none of the above 9. Which of the following is a type of injury or illness defined by the Occupational Safety and Health Act?  lost-time or disability injuries injury-or-illness related deaths minor injuries all of the above only a and b
    10. The Occupational Safety and Health Act (OSHA) was passed in:  1912 1960 1970 1986 11. What is the order in which actions should be taken to eliminate work safety problems?  time and motion studies safety hierarchy safety progression safety time line
    Questions 7 -11

Slide 69

    Questions 12 - 17
    12. What type of injury or illness is defined by OSHA?  injury or illness related death lost-time or disability injuries medical care injuries all of the above 13. What type of form does OSHA use to record accidents, illness, and injures?  Form 2000 Form 200 The company is responsible for creating the form OSHA Notification Report 14. What is the number one cause of death on the job?  Heart Attack Stroke Vehicle Accident Suicide
    15. Which of the following is not one of the three different approaches to effective safety management?  Organizational Approach Engineering Approach Human Resources Approach Individual Approach 16. A report that list employee injuries:  OSHA Injury log OSHA Medical log OSHA 200 log OSHA Safety Log 17. The proper design of the work environment to address the physical demands experienced by people:  Physical settings Comfort zoning Ergonomics All of the above

Slide 70

    Questions 18 - 20
    18. Employees with AIDS who can perform essential functions and are not a threat to the safety of other employees are protected by which of the following acts  Fair Labor Standards Act Equal Pay Act Americans With Disabilities Act Health Insurance Portability and Accountability Act 19. Which of the following does not apply to the Drug Free Workplace Act?  Applies to employers who have contracts/grants with the government Tobacco and alcohol are not considered controlled substances under the act Informs employees of requirements, what actions for violations, awareness, and supervisory training Is a recognized element under the ADA
    20. Which of the following is not covered by the Employee Right to Know Act?  Employers must provide written hazard communication programs to train employees about the hazards that they may be exposed to in the workplace Train the employees about the hazards, how exposure occurs, symptoms, treatment, what to do if exposed, and how to avoid exposure Form a safety committee and implement safety incentive programs Chemical manufacturers must provide a material safety data sheet to employer for every hazardous substance

Slide 71

    Answers to Questions 1- 20
    1. C2. B3. B4. B5. B6. D7. C8. C9. D10. C
    11. B12. D13. B14. C15. C16. C17. C18. C19. D20. C
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