Question 1

The strategic choice framework states that IR decisions are made at three levels. What are the three levels?

Accepted Answer

1. The business level (i.e., l

Question 2

How did Taylorism perpetuate the master-servant relationship?

Accepted Answer

A)  Early assembly lines were small operations with few employees. 
B)  Time and motion studies required master-servant interaction. 
C)  Management planning and decision making resulted in control of work and the workplace. 
D)  Productivity studies showed how to address social needs of workers. 
A)  Early assembly lines were small operations with few employees. 
B)  Time and motion studies required master-servant interaction. 
C)  Management planning and decision making resulted in control of work and the workplace. 
D)  Productivity studies showed how to address social needs of workers.

Question 3

Explain the concept of human resources management as it relates to employer-employee relationship.

Accepted Answer

Many of the concepts of the HRM perspect

Question 4

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

Accepted Answer

A)  They can go on strike. 
B)  They include skilled tradespersons. 
C)  They are certified by labour relations boards. 
D)  Employers and employees can agree to an arbitration process. 
A)  They can go on strike. 
B)  They include skilled tradespersons. 
C)  They are certified by labour relations boards. 
D)  Employers and employees can agree to an arbitration process.

Question 5

Which view is centred on the relationship between individual employees and their employers?

Accepted Answer

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

Question 6

According to the textbook, what effect have unions had on companies who have adopted HRWPs?

Accepted Answer

A)  Results are inconclusive whether a union facilitates or impedes the implementation of HRWP. 
B)  Unions impede the development of HRWPs. 
C)  Unions facilitate the development of HRWPs. 
D)  Unions are indifferent to the development of HRWPs. 
A)  Results are inconclusive whether a union facilitates or impedes the implementation of HRWP. 
B)  Unions impede the development of HRWPs. 
C)  Unions facilitate the development of HRWPs. 
D)  Unions are indifferent to the development of HRWPs.

Question 7

Which term refers to "precarious employment"?

Accepted Answer

A)  professional employment 
B)  sales employment 
C)  management occupations only 
D)  non-standard work arrangements 
A)  professional employment 
B)  sales employment 
C)  management occupations only 
D)  non-standard work arrangements

Question 8

What is a comprehensive human resources strategy designed to improve organizational performance?

Accepted Answer

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

Question 9

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

Accepted Answer

A)  strategic choice 
B)  procedural justice 
C)  equity 
D)  due process 
A)  strategic choice 
B)  procedural justice 
C)  equity 
D)  due process

Question 10

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

Accepted Answer

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. 
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 11

TThe strategic choice framework can be used to examine how management makes strategic choices.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

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. 
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 13

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

Accepted Answer

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

Question 14

According to the textbook, why did employers hold more power than employees in the master-servant relationship even though common law required employers to pay wages?

Accepted Answer

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. 
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 15

Human relations is grounded in the belief that managers and workers have conflicting views and values, and that these differences could not be resolved using effective policies and procedures.

Accepted Answer

A) True 
 B)False

Question 16

Why are nonstandard work arrangements popular as a management strategy?

Accepted Answer

A)  They can align labour levels to match business production needs. 
B)  They provide work-life balance. 
C)  They standardize work schedules for employees. 
D)  They enhance the relationship between pay and performance. 
A)  They can align labour levels to match business production needs. 
B)  They provide work-life balance. 
C)  They standardize work schedules for employees. 
D)  They enhance the relationship between pay and performance.

The strategic choice framework states that IR decisions are made at three levels. What are the three levels?

How did Taylorism perpetuate the master-servant relationship?

Explain the concept of human resources management as it relates to employer-employee relationship.

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

Which view is centred on the relationship between individual employees and their employers?

According to the textbook, what effect have unions had on companies who have adopted HRWPs?

Which term refers to "precarious employment"?

What is a comprehensive human resources strategy designed to improve organizational performance?

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

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

TThe strategic choice framework can be used to examine how management makes strategic choices.

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

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

According to the textbook, why did employers hold more power than employees in the master-servant relationship even though common law required employers to pay wages?

Human relations is grounded in the belief that managers and workers have conflicting views and values, and that these differences could not be resolved using effective policies and procedures.

Why are nonstandard work arrangements popular as a management strategy?

Introduction

Labour History

Economic, Social, and Political Environments

The Legal Environment

The Union Perspective

Negotiations

Collective Agreement Administration

Conflict Resolution: Grievances and Strikes

Third-Party Dispute Resolution Procedures

Impacts of Unionization

Public-Sector Issues

Filters

Exam 6: The Management Perspective

The strategic choice framework states that IR decisions are made at three levels. What are the three levels?

How did Taylorism perpetuate the master-servant relationship?

Explain the concept of human resources management as it relates to employer-employee relationship.

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

Which view is centred on the relationship between individual employees and their employers?

According to the textbook, what effect have unions had on companies who have adopted HRWPs?

Which term refers to "precarious employment"?

What is a comprehensive human resources strategy designed to improve organizational performance?

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

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

TThe strategic choice framework can be used to examine how management makes strategic choices.

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

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

According to the textbook, why did employers hold more power than employees in the master-servant relationship even though common law required employers to pay wages?

Human relations is grounded in the belief that managers and workers have conflicting views and values, and that these differences could not be resolved using effective policies and procedures.

Why are nonstandard work arrangements popular as a management strategy?

Introduction

Labour History

Economic, Social, and Political Environments

The Legal Environment

The Union Perspective

Negotiations

Collective Agreement Administration

Conflict Resolution: Grievances and Strikes

Third-Party Dispute Resolution Procedures

Impacts of Unionization

Public-Sector Issues

Filters