ch9 HR

Compensation systems are intended to do all of the following except
replace performance appraisals
With regard to compensation programs, dissatisfaction can arise because employee needs are affected by
both absolute and relative rates of pay
Absolute pay levels primarily affect such employee needs as
both physiological and security needs
Relative pay levels affect such employee needs as
social and esteem needs
Among the objectives of effective compensation management are all the following except
evaluate training programs
Two major objectives of compensation management are to reward desired behaviour and control costs. Human resource specialists often find that
these two objectives can often be in conflict
One way for managers to be certain that employees will be motivated by rewards is to
ascertain the needs and reward preferences of individual employees
Effective compensation management include all following objectives except
to encourage unproductive employees to leave
Regardless of all the tradeoffs involved in compensation management, an overriding objective is
to maintain legal compliance
All of the below are steps that compensation specialists go through to set wages/salaries for each job, except for
demographic lifestyle analysis
A systematic procedure to determine the relative worth or value of jobs is called
job evaluation
Job evaluation methods can include all the below except
job analysis
The most commonly used job evaluation method today is, by far, the
point system
The reason that the point system has become the major job evaluation method is because of
the fact that it provides the best information regarding job values
The point system for job evaluation is the most widely used system in Canada due to
the need to conform to pay equity legislation and the provision, relatively, of the best information about job values
The job ranking method of job evaluation is
the simplest method relative to other methods, but the least precise
A job evaluation system where jobs in an organization are placed subjectively on a scale in accordance to their importance in comparison with other jobs is called
job ranking
A form of job evaluation that assigns jobs to predetermined job classifications according to their relative worth to the organization is known as the ________ method
job grading
The job grading method of job evaluation is also known as
job classification
The job evaluation method that assesses the relative importance of a job’s key factors to arrive at the relative worth of that job within the organization is called
the point system
The point system of job evaluation
involves evaluating the critical factors of a job and determining different levels or degrees for each factor and then allocating points to each level or degree
The point system of job evaluation requires __________ steps to implement
six
Among the steps required by the point system of job evaluation include all of the following except
allocating points based on job comparisons
In a point system matrix for evaluating any particular job, compensable factors could possibility include all of the following except
employee goals
The following list gives some of the steps in the point system method of job evaluation. The steps are in sequence from the start of the process, except for one step that is out of sequence. Indicate that step:
develop the point manual
In the point system method of job evaluation, the listing of critical factors down one side and corresponding levels across the top is called a
point system matrix
The final step in the point system job evaluation method is
applying the point system
One thing all job evaluations have in common is that they all result in an ordering of jobs based upon
their perceived relative worth
Perceived fairness of job rankings within an organization is referred to as
internal equity
External equity in job evaluation may be defined as
perceived fairness in pay relative to what other employers are paying for the same type of work
To determine a fair rate of employee compensation, most firms rely on
wage and salary surveys
Some sources of information on wage and salary benchmark data include all the below except
nternal salary matrices
the major problem for human resource departments when dealing with the variety of published wage and salary surveys can be that
despite similar titles, analysts cannot always be certain that their jobs actually match those being reported
In obtaining wage and salary information, regardless of the source, it is always most important to ensure that
the information offers comparisons between similar jobs and not just similar titles
In pricing jobs, the appropriate pay level for any job reflects
both the job’s relative and absolute worth
Rankings established through the job evaluation process are used by organizations to determine
any job’s relative worth
Wage and salary surveys are used by organizations to determine
any job’s absolute worth
Pay levels for an organization can be determined by utilizing a graph called a __________ that puts pay rates on one axis, job evaluation points on the other, then plots for each key job and finally produces a wage-trend line
scattergram
Through the dots that represent key jobs on a scattergram, a __________ is drawn as close to as many points as possible.
wage-trend line
While flat wage rates are easier to administer they can obstruct rewarding employees. One way organizations avoid such problems is by utilizing
rate ranges
A pay raise given to an employee according to a performance evaluation is referred to as a
merit raise
If, for a particular job class, the average hourly wage rate is $13, but a less average employee can be paid $11 and an exceptional employee $15, then this is an example compensation policy utilizing __________ within job classes.
rate ranges
According to Lawler all the following areas that affect pay systems should be given particular importance except
establish year end bonuses
In order to develop a strategic pay plan, Lawler suggests concentrating on a limited number of areas that affect pay systems. That number is
seven (7)
Consolidating a large number of pay grades into a fewer number of (larger) categories is called
broadbanding
The compensation model known as the “total reward model”
rewards everything an employee values including social interaction and workload
There are several new approaches to paying employees which include
variable pay and skills or knowledge based pay
No matter what pay rate methods are used to set wages and salaries, they must all be tempered by a variety of challenges including all the following except
manager’s personal opinion
Employee stock ownership plans can be modeled to fit all the following needs except
as a percentage of exceeding predetermined levels of output
Although companies utilize a variety of methods to set pay rates, other factors can challenge organizational plans and policies concerning wages and salaries, including all of the below except
recruiting policies
Group or team based incentive plans include all of the following except
commissions
government constraints on wage and salary policies include all of the following except
productivity incentives
When a company increases employee compensation, this has the effect on the wage-trend line of
moving it upwards
In 1977 Part I of the Canada Labour Code was repealed and replaced by
the canadian human rights act
The principle of equal rates of pay for all employees in an organization performing the same kind and amount of work, regardless of any personal characteristics that are not job-related, is called
equal pay for equal work
Individual pay incentive plans can include all of the below except
profit-sharing plans
All of the following are government restraints on an organization’s wage and salary policies except
union policies
In order to ensure that a company’s pay system is in line with government legislation, all of the following measures are suggested except
contact the ministry of labour to reviews salary ranges
Pay equity legislation defines some factors that can justify differences in wages for jobs of equal value, including all of the following except
actual supply and demand of labour in any geographic area
The principle of equal pay for men and women in jobs with comparable worth to the organization is called
equal pay for work of equal value
What makes the issue of equal pay for work of equal value a difficult concept to deal with?
the concepts do not clearly define “equal value” and how it can be measured
Studies indicate that one reason that women are often paid less, or earn less, than men is due to
women’s job choices are often being influenced by their roles as homemaker and mother
The Canadian Human Rights Act of 1978 makes it illegal
to discriminate on the basis of job value or content
Piecework is an individual incentive plan which pays employees
for each unit of output produced
The difference between the concepts of equal pay for work of equal value, and equal pay for equal work, is
the former came later and expands on the latter
New pay concepts such as skill or knowledge-based pay require that human resource departments do all of the following except
be prepared to significantly enlarge workforce
Since 1991, GST applies to some employee benefits, including all the below except:
gifts under $100.
Acts that entitle workers to some form of compensation in the event of personal workplace-related injury:
exist in all ten provinces and all the territories.
All the provincial Workers’ Compensation Acts involve the principle of “collective liability,” which means:
compensation is payable by employers collectively.
Workers’ Compensation Acts are administered by:
the provincial government of each province
A benefit audit enables employers to do all the following except:
determine what benefits employees want
With the exception of Saskatchewan, federal and provincial laws specify an annual minimum vacation entitlement of ______ or greater for employees with less than 5 years of employment with the company
two weeks
One approach that readily identifies inefficiencies in the administration of benefit plans is a:
benefit audit.
Voluntary employee insurance benefits can include all the below except:
health insurance plans such as the medical care act
Canada’s public health and medical insurance coverage is provided by:
the provincial governments with assistance from the federal government.
Studies have shown that innovative and flexible employee benefit plans, particularly in high-tech companies, can:
assist in retaining skilled staff
In order to keep ballooning health costs under control, one benefit consulting company (William M. Mercer) recommends that employers do all the following except:
increase out-of-country medical coverage for personal travel only.
Vesting is a provision in employer-provided pension plans that:
gives workers the right to a pension after a specified number of years.
Employees usually seek employer-provided benefits and services because all the following except:
in order to keep their jobs.
Defined Contribution (DC) Plans are benefits plans based on:
amounts contributed by the employer and the employee, the final pension depending on amounts contributed, investment income, and economic conditions at retirement.
Among the concerns of human resource departments in regards to employee financial security plans are all of the following except
to pay claims regardless of documentation.
To cover the requirements of the Pension Benefits Standards Act, the means of funding private organizational pension plans must be carried out by one or another of the following except:
a private trust company formed solely of employees and the employer.
Additional insurance that companies can provide for employees can include all of the following except:
vacation time insurance.
Some organizations offer more than pay and traditional benefits, including all the following except:
workers compensation
Some optional non-insurance benefits that can enhance employee security can include all the following except:
canadian pension plan
Employee Assistance Programs (EAP) are comprehensive company programs that:
seeks to help employees and their families over come personal and work-related problems.
Reasons that the amount of change in the employee benefits field has been dramatic in the last decade include all the following except:
changes in minimum wage legislation.
The types of benefits that may be in demand for employees in the future are all of the following except:
out of canada coverage
The two types of Registered Pension Plans offered by employers to their employees are:
defined benefit and defined contribution plans.
Benefits of the cafeteria style approach to employee benefits includes all of the following except:
allowing workers to select the benefits they want, even from outside the organization’s offerings.
One serious compensation management problem in even otherwise well-run human resource departments has been the
management of indirect compensation
Defined Benefits (DB) Plans are benefit plans whose benefits are determined by:
a formula based on age and length of service, with the employer assuming responsibility for funding.
Cafeteria benefit programs are also known as:
flexible benefit programs.
The central problem in the administration of supplementary compensation is:
the lack of employee involvement
The federal Pension Benefits Standards Act requires that:
the funds not be under the complete custody and control of either the employer or the employees.
Traditional responses of human resource departments to the problem of employee lack of awareness, confusion or disinterest in available benefit packages have included all of the following except
allowing employes ti select among benefits
Studies seem to indicate that since employees have little choice in their individual benefit package, problems that human resource departments often have to overcome is/are
a general lack of interest in the compensation system.
Compensation programs that allow employees to select a mix of benefits and services are referred to as
cafeteria benefit programs.
Paid time-off benefits for employees can include all the below except:
educational assistance.
Flexible benefit programs can involve
increased obligation on behalf of human resource department to communicate with employees
Traditional responses of human resource departments to the problem of employee lack of awareness,
the young employee who regards pensions as distant and largely irrelevant.
One recent addition to a flexible benefit program that is becoming more common is:
the chance to buy and sell vacation time
Some employee services that organizations can offer employees beyond pay and the more traditional benefits can include all of the following except:
severance pay.
The objectives of a needs analysis to determine the proper approach to employee benefits administration is:
to identify the best way to meet both the short- and long-term needs of the employer
Forces that have encouraged the growth of indirect compensation benefits have included all the below except:
government action.
To properly control and administer employee financial security benefits, human resource departments need to:
challenge unjust compensation claims
Relocation programs are designed to:
Assist employees who must move in connection with their job. It is the support in dollars and services.
Reasons that the management of indirect compensation services and benefits has often been poorly done include:
the fact that many of these were introduced haphazardly in response to numerous pressures
Management has to take into account changes in the labour force that will influence the type of benefits that will be desired by employees in the future. These labour force changes include all of the following except:
fewer employees choosing retirement.
Organizations cannot afford to treat employee benefits and services independent of direct compensation, especially since it is growing at
twice the pace of wages and salaries
he government program designed to alleviate the monetary concerns of Canadian workers during the transition from one job to another is called
employment insurance.
GST applies to some employee benefits, but not to others. Exceptions can include:
tuition fees
Under the Employment Insurance Act and current regulations, self-employed persons:
are eligible for parental, adoption, medical, and compassionate-care benefits.
The following are all features of the new Employment Insurance Act (2001-2002) except:
benefit eligibility for self employed people
In 1999, the Supreme Court of Canada ruled that governments cannot limit benefits by discriminating against:
all common-law relationships (both same-sex and opposite-sex).
Unemployment insurance was started in Canada in 1940, and was further significantly modified by the Unemployment Insurance Act of 1971; in 1995 the concept was officially renamed:
employment insurance
The Canada Pension Plan and the Quebec Pension Plan are both contributory plans, which means that:
both the employer and the employee pay part of the cost.
The Canada Pension Plan is all the following except:
guaranteed
Sources of financial protection provided workers by government legislation include all of the following except:
human rights act
One of the reasons legally required benefits and services are important to human resource departments is:
organizations hold the human resource department responsible for meeting legal obligations.
Some of the benefits of indirect compensation to employers usually include all the following except:
increased labour unrest.
The basic types of benefits and services include those that are:
legally required
The objectives of society, organizations and employees have encouraged rapid growth of benefits and services in all of the following areas except:
employment insurance
Benefits that employers gain from indirect compensation usually include:
assisting recruitment efforts
In compensation administration, benefits and services seek to satisfy several objectives, including:
three objectives: employee, societal and organizational.
Benefits and services amount to over __________ of the average Canadian firm’s total payroll costs.
50 percent
In compensation administration, benefits and services are referred to as:
indirect compensation.
Benefits and services are referred to as indirect compensation because:
they are usually extended as a condition of employment rather than directly related to performance
in compensation administration pay is called
direct compensation
Techniques to improve relations between employers and unions, and to increase cooperation, can include all the following except
union hiring committees
There is growing evidence that organizational performance is enhanced when labour and management
cooperate
Changes occur in the human resources function when unions are present such as
specialists in labour relations are added
In terms of skill required to perform day-to-day work as a labour relations professional all of the skills are required except:
arguing
In non-union companies, one implicit objective of management is often to remain non-union. Among the strategies that employers can use to do this include
union substitution approach
Among the impacts of unionization on supervisors and line managers is that it is not unusual for these groups
to lose some direct authority
The act that regulates the right to bargain and strike for federal public employees is called the
Public Service Staff Relations Act
A new standard that arises from the past practices of either the union or the company is called
a precedent
Management often lose disciplinary arbitration cases for all the following reasons except
arbitrators tend to side with the union, regardless of any other factors
When employee-related decisions such as promotions, overtime, and layoffs are determined by the length of the worker’s employment, this is called
seniority
Rhonda has a philosophical objection to joining a trade union, and where she works she is allowed not to join the union, yet she is required to pay full union dues. This is an example of a
dues checkoff (Rand Formula) shop
Bob hires on with a unionized company and four weeks later receives notice that he must now join the union representing the bargaining unit that he is in. This is an example of a
union shop
Job seekers cannot get a job with a certain organization because they are not members of the union that represents the workers at that company, and they must belong to the union to be hired there. This is an example of a
closed shop
Union security comes in various forms including all of the following except
employer shop
Most labour-management specialists argue that in the case of a grievance
management should attempt to seek a resolution to the grievance before the arbitration stage
Despite its being required in contract disagreements, arbitration holds some potential problems for labour relations practitioners, including
unacceptable solutions
All jurisdictions require a collective agreement to include a provision for final settlement by a(n) _________ of all differences concerning the interpretation or administration of a contract, without stoppage of work.
arbitrator
Typically, the final step in the union-management grievance procedure is
arrangements are made for an arbitrator
Management should consider several issues when resolving grievances except
only union members should be questioned during the investigation
A formal procedure for resolving disputes if the parties have a disagreement regarding the interpretation of a collective agreement is called a
grievance procedure
When negotiations break down between management and the union
all jurisdictions provide for conciliation and mediation services
The labour negotiating process whereby disputing parties voluntarily choose to reconcile their differences through a third party is called
mediation
A more cooperative and less conflict-oriented and adversarial approach to collective bargaining is a process called
mutual gains bargaining
According to the residual rights theory of management
employers have authority over all issues not contained in the collective agreement
______ provide management with the freedom to operate the business subject to any terms in the collective agreement
Management rights
The collective bargaining process can involve any (or all) of the stages below except
regular certification
Once a union is certified, all labour legislation statutes, regardless of jurisdiction, require both union and management to
bargain in good faith
Unions may obtain legal recognition or bargaining rights by
automatic certification due to employer unfair labour practice(s)
Unfair labour practices by unions can include all the following except
seeking to compel an employer to bargain collectively with the union when the union is the certified bargaining agent
Unfair labour practices by management can include all the below except
facilitating a union drive by providing an office or paid leave for union executives
Canadian labour legislation makes company dominated unions
illegal
Unlike the United States, Canadian labour laws provide employers
with relatively little freedom to counter a union organizing drive
Once a union drive is underway, management
may not discipline employees for supporting the union
In a union drive, the cards that prospective union members sign to show support for a union are called
authorization cards
Employees help convince coworkers to join a union by doing all the following except
having discussions during work meetings
All the following are true of all LRBs, except
the boards’ decisions can be appealed to a court of law in each province
Boards set up in the federal and provincial jurisdictions to administer labour legislation are referred to and usually officially called
labour relations boards
Some common key aspects of labour legislation in Canada include all the following except
collective agreements must be for a minimum period of three years
Though not everyone agrees, studies have shown that unions can
raise productivity or output per worker
Unionized workers tend to do better than non-unionized workers in all areas below except for
flextime options
Firms with lower strike activity are organizations with all the following except
the union is in a strategically strong position
Issues to consider in a strike environment include all except
labour-management difficulties are resolved when the strike ends
It is possible to classify almost all labour strikes into a couple of categories, including
strikes as mistakes or misjudgments
Most collective agreements in Canada are settled
without strikes and/or lockouts
In comparing unionization across provinces, the highest rate and the lowest rate are represented by (highest rate given first in below pairs)
Newfoundland and Quebec
Since 2004, the female unionization rate
has exceeded the male unionization rate
In 2011, the most highly unionized industry sector was
public administration
In 2011, the approximate percentage of the (non-agricultural) paid workforce in Canada that was unionized was
30 percent
The Canadian Labour Congress, (the largest labour federation in Canada) has more than 3 million members and
is the largest labour federation in Canada
The International Brotherhood of Teamsters is an example of
an international union
A type of union that includes both skilled and semiskilled, usually at a particular location or industry are called
industrial unions
The basic unit of union organization that provides members, the revenue, and the power of the entire union movement, is the
local union
The different levels of union structure include all the following except
multinational unions
Unions that attempt to influence government policies on economic issues are referred to as practicing
social unionism
Social or reform unionism refers to unions within the labour movement that attempt to
influence social policies of government
The approach to union activities that says that the labour movement has a mission to protect workers, increase pay, improve working conditions, and generally help workers is called
business unionism
Business unionism describes the philosophy of unions who see that their mission is to do all the below except
influence economic and social policies at all levels of government
Unions have a major effect on the work environment and do all of the following except
reduce the need for effective HR policies and procedures
Unions usually have the most direct impact on
the human resource department
According to a recent survey of 1,001 adult Canadians, among unionized employees __________ of respondents perceived that having a union positively impacted job security
80 %
According to a recent survey of 1,001 adult Canadians, __________ of respondents do not want to be unionized
77 percent
one factor that appears to be important in the decision of individuals to join a union is
perceptions of union instrumentality
All the following can be reasons that workers join unions except
favourable management practices
A collective agreement is usually negotiated between:
a local union’s bargaining committee and the Human Resources or Industrial Relations department
Employees often join unions for a variety of reasons, including
perceived union instrumentality
A collective agreement is all of the following except
open for negotiation at any time
In the industrial relations perspective, institutional intervention can be used to
correct the power imbalance between labour and management
In the human resources perspective, conflict stems from
poor management
Unions are organizations that
have the legal authority to represent workers
Sometimes workers get together and form a union, an organization that does all the following except
manages the company’s employee benefit plans on behalf of the workers
A successful employee AIDS program should include an organizational policy that
protects an employee’s right to privacy
The two common types of injuries that may be reduced through the application of ergonomic principles are:
lower-back injuries and repetitive strain injuries
Research suggests that the fastest growing category of workplace illnesses involves
ergonomic disorders
The study of the relationship between the physical attributes of workers and their work environment, in order to reduce physical and mental strain, and to improve both productivity and comfort is called
ergonomics
One of the most recent threats in a workplace involves
cyberstalking
The most common incident, classified as workplace violence is:
verbal threats
Although the situation in Canada may likely be somewhat different, in the United States workplace violence
is the leading cause of workplace death for women
In order to help employees feel safer in the workplace, employers are undertaking the following measures
except
eliminating the use of swipe cards at workplace entrances
A list of contemporary safety issues could include current topics, such as
sick building syndrome
One proactive means for human resource specialists to evaluate the extent of dysfunctional stress in an organization is by
performing a stress audit
Specific actions that the human resource department can do to reduce employee stress include all of the below
except:
allow decision making by managers only
Preventive solutions to stress management are measures that attempt to
change the causes of stress
Curative solutions to stress management are measures that attempt to
correct the outcomes of stress
Among the solutions to the problem of workplace stress are
curative measures
The stress performance model indicates that the relationship between workplace stress and job performance is such that when workplace stress becomes too great
perrformance tends to drop, often drastically
The stress performance model indicates that the relationship between workplace stress and job performance is such that when workplace stress is entirely absent
performance tends to be low
The human resource department can be proactive in preventing burnout in employees before it occurs by:
rearranging work assignments
Burnout generally can happens to all the following except
buildings
A condition of mental, emotional, and even physical exhaustion that results in substantial and prolonged stress is called
burnout
Supervision can be a workplace stressor when
employees have inadequate authority to match one’s responsibility
Examples of stressful conditions in the workplace that are often caused by poor supervision could include all the following except
pleasant co-workers
Some causes of workplace stress can include all the below except
family problems
Psychological stress tends to be highest in jobs where employees have
high demands but little decision-making authority
Major categories of causes of workplace stress can include all the following except
relationships outside of the job
Chronic stressors are __________ than acute stressors.
more ongoing
Working conditions that directly influence the health and safety of employees are called
job stressors
All of the following can be symptoms of stress that harm an employee’s job performance except
impaired far sighted vision
Symptoms of stress can include all the following except
a sense of being relaxed and at peace
Research indicates that moderate levels of stress (the definition of moderate varying with individuals)
may actually increase performance
Workplace stress
relates to both the physical and emotional responses when a conflict exists between job demands and employee control
“The harmful physical and emotional responses that can happen when there is a conflict between job demands of the employee and the amount of control the employee has over meeting those demands” is called
workplace stress
Documented supervisor support for safety, internal group process and boundary management are all examples of:
local work group dimensions of an organization’s safety climate
Health and safety audits may include all of the following except
review of monthly financial statements
Which of the following statements is false?
In a poll of 651 Canadian workers, 39% were told by management to lie on their accident claim
When charged with a safety offence, a company’s best defense is that the company took all reasonable steps to avoid the particular event, a defense that is referred to (legally) as
due diligence
Bill C-45 amends the Criminal Code to
make a supervisor legally responsible if they do not prevent harm to their workers
A recent poll of Canadians has indicated that __________ would like to see senior management held criminally responsible for avoidable (especially fatal) accidents that occur in the workplace.
over 80%
A comprehensive safety orientation program addresses numerous issues except
hours of work
With regard to safety, even in well managed and safety conscious organizations, the text suggests that one mistake often made by these organization is to
forget about safety issues when designing orientation programs
n a safety conscious and properly managed organization, health and safety is the responsibility of all except
the shareholders
One major purpose of all occupational health and safety laws is to
stop injuries before they happen
A safety inspector while carrying out their duties may:
at any reasonable time enter any workplace and conduct an examination
Generally, safety inspectors may visit an industrial site more or less frequently depending upon
the unit’s accident record
The Canadian Centre for Occupational Health & Safety Act is concerned with the following objectives except
monitoring annual workplace inspections
The administration of workplace safety programs falls mainly under
provincial jurisdiction
The Canadian Workplace Hazardous Materials Information System (WHMIS) contains class and division hazard symbols for different types of hazards (eg. Class B are Flammable Materials, which are symbolized by a circle with a flame inside). A circle with a skull and crossbones inside therefore represents
Class D (Poisonous and Infectious Material)
The Transportation of Dangerous Goods Act and WHMIS requires that all the below be done except
hazardous products not be sold to the public nor transported by truck or rail
The federal Workplace Hazardous Material Information System
requires that suppliers provide a Material Safety Data Sheet on each hazardous product they produce
The Hazardous Product Act requires that all the below occur, except for:
employees report all workplace hazards to the HR Manager
The federal act that is designed to protect consumers by regulating the sale of dangerous products is the
Hazardous Products Act
The three fundamental employee rights dealing with occupational safety are:
right to know about workplace hazards; the right to participate in correcting hazards; and the right to refuse dangerous work
A Joint Occupational Health and Safety Committee is usually required in workplaces with
20 or more employees
A typical list of the responsibilities for a joint occupational health and safety committee could include all the following except
worker’s compensation payments
A joint occupational health and safety committee is
a key element in both federal and provincial labour legislation
Young workers age 15-29 have the highest rate of workplace injuries. Governments and companies are trying to curb this trend by
providing training about their health and safety rights and responsibilities
It is important to have plans and policies in place to deal with pandemics for all of the following reasons except that
according to Health Canada, it will not be necessary for small sized companies
A pandemic plan/policy is necessary for all sizes of companies in order to:
provide reasonable steps to protect employees and outline sick leave and time off
Simply described, ergonomics involves the
study of the relationship between people and their jobs
It is possible to combine all the various health hazards into four categories, including all the following except
analytical agents
Based on recent time-loss injury statistics, all of the following are true, except that
men are three times as likely as women to have an injury
In reference to age, the age group that is most likely to have a time-loss workplace injury or accident is
15 to 29
Overall in Canada, men are _________ to have a time-loss injury in the workplace than women, measured per hundred workers.
more likely
Some factors that can contribute to complexity of managing safety in the workplace could include the facts below except that
employees and employers may practice safe workplace behaviours
By and large, workplace accidents are caused by an often complex combination of factors that include
employee behaviour and unsafe working conditions
The total cost of workplace accidents, including compensation and indirect expenses, but not other social costs, currently in Canada runs to over __________ annually.
19 billion
One feature of worker’s compensation programs is that
they are after-the-fact efforts
It is estimated that about __________ Canadian workers die every working day from an occupational injury or disease.
4
Key changes that have evolved into new thinking regarding workplace health and safety include the following except
that Workers’ Compensation costs have made employees become more safety conscious
Generally, accidents in the workplace can be reduced by all the following except
when employers become solely concerned with productivity
Over the past 25 years, a growing emphasis on health and safety has occurred because
unions and the public are pushing for greater corporate responsibility
The legal expression “assumption of risk” referred to
fact that workers accepted all risks associated with the job they took
The shared responsibility model of workplace safety assumes that
the employees and the employer must co-operate on ensuring safety
One of the early approaches to workplace safety worked on the assumption that accidents were almost always the result of individual worker actions or the failure of workers to protect themselves. This was referred to as
the careless worker model
The worker accepting all the customary risks inherent in a given job was legally referred to as
assumption of risk
Human resource professionals get involved in a variety of roles during downsizing efforts, including all of the following except:
assist quality performers with finding new positions
Types of downsizing strategies include all of the following except
constructive dismissal
Numerous studies indicate that after an organization downsizes
it does not perform any better financially
Reducing employment to improve efficiency, productivity, and competitiveness is often referred to as
downsizing
Practices that lead to successful organizations include all of the following except
clear status levels
Although the concept of employee __________ is relatively new, a growing number of organizations are introducing it as a means of reducing the cost of administrative work performed by human resource departments
self-service
Employee involvement in the workplace has been shown to increase both productivity and satisfaction, and overall quality of work life. Such involvement can take the form of
self-directed work teams
An effective internet usage policy should include a policy stating that
there are consequences for employees who contravene the policy
According to a 2007 survey by the American Management Association, what percent of employers had employees email or instant messaging subpoenaed
24%
Problems around information security include all of the following except
human resource systems not being confidential
According to PIPEDA, which of the following does not qualify as personal information?
factual information about the company
Employees’ rights to privacy are covered under which act?
Personal Information Protection and Electronic Documents Act
All the below are true of employee rights except that
they exist only for unionized employees
Employee rights could include all the following except
right to permanent employment
The Wallace Effect refers to
awarding extended periods of notice in wrongful dismissal cases, when the employer was found to have terminated the employee in bad faith
Under common law, if an employer makes a major change in employment terms that results in an employee resigning, this can be considered as
constructive dismissal
All of the following are among the requirements necessary to dismiss an employee for incompetence except
it can be based on a single incident of incompetence
For an employer, one of the most difficult employee dismissal situations to successfully defend in court is dismissal for just cause in the case of
incompetence
The onus for proving just cause in dismissing an employee lies with
the employer
Just cause for dismissal under common law includes any act by the employee that
could have serious negative impact on the organization’s reputation
The law of wrongful dismissal
tends to require prudent legal advice
Generally speaking, an employer can dismiss a non-union employee
by giving “reasonable notice”
Dismissing an employee without just cause or reasonable notice is called
wrongful dismissal
Select the first step in a standard progressive discipline system
verbal reprimand by supervisor
A typical progressive discipline system has a number of steps and would likely include all the following except
cancellation of the warning after discipline has been applied and actions changed
The hot-stove rule of corrective discipline means that discipline is all of the following except
that it is severe
Following established rules and procedures and allowing employees to respond in disciplinary action is referred to as
due process
Employer disciplinary actions are substantially restricted by all the following except
pension and benefits legislation
The objectives of corrective disciplinary actions can be said to be
positive, educational, and corrective
The objectives of a corrective disciplinary action are to achieve all the following except
to punish past actions
The definition of corrective discipline is that it is an action
that follows a rule infraction and seeks to discourage further infractions
Action taken by supervisors prior to any infraction and that is designed to encourage employees to follow the rules is called
preventive discipline
Official and comprehensive company programs designed to help employees overcome personal and work-related problems are referred to as
employee assistance programs (EAPs)
When an organization formally discusses employees’ problem(s) with them and/or assists them in coping with these problems, this is normally referred to as
employee counselling
For employee suggestion systems to work, all the following must happen except
employees should be encouraged to check suggestions with upper management before making them
A procedure for non-unionized employees that is in writing, is communicated to employees, and guarantees employees the right to present complaints to management is often referred to as
in-house complaint procedure
An informal communication system that arises spontaneously from the social interaction of people in any organization is called
the grapevine
Upward communication systems can include all the following except
open-book management
o improve communications internally and enhance links between employees and the organization, companies should do all of the following except
provide monetary rewards communication, rather than total rewards communication
Open-book management refers to
an organization where employees receive information about the firm’s economic performance
Employee blogs are a concern for some employers for all of the following reasons except
using common sense may break existing rules
Some practical steps to prevent employee misuse of electronic communications include all the below except
encouraging the reporting of policy violations only after an in-depth investigation
As more employees use the Internet at work, issues that organizations need to consider include all the following, except
which insurance company to provide on line benefit access to
Examples of the use of intranet communication to human resource departments include all of the following
except
managing the grapevine
Organization-specific internal computer networks are usually called
intranets
A disadvantage of using electronic mail as an organizational communication method is that
not everyone uses or can access e-mail
A study of email users reported that employees believe email has
A study of email users reported that employees believe email has
The information in employee handbooks should
be updated regularly and carefully reviewed
Internal job postings are a form of
downward communication
The employee handbook (often given to new employees) is an example of
top-down communication
All of the following are examples of methods of downward communication except
in-house complaint procedures
Some common examples of downward communication methods include all the following except
suggestion systems
The purpose of organizational upward communication systems is to
obtain information from the employees
The purpose of downward communication systems in organizations is to
get information to the employees
Most approaches to organizational communication systems include
upward and downward communications systems
Components of effective employee relations include all of the following except
recruiting and selection
Good employee relations practices can reduce employment costs by
offering an organization a recruiting advantage
Reasons why good employee relations practices are important can include the fact that they can do all the following except
improve wages and salaries
Corporate culture, individual perceptions, and human resource practices make up the blend of factors important in the area of
employee relations
One study identified seven factors important to building employee commitment, including all the below except
ability to be promoted to senior management
One study identified in the text indicated that there are a number of factors that are important in building employee commitment, including
competitiveness of rewards
Surveys indicate that about __________ of all employees believe that their job offers little recognition and low satisfaction.
25 percent
An open-door policy is designed to
allow employees to address their problems to higher levels of management
A policy of encouraging employees to come to higher management with any concerns is often referred to as
an open-door policy
Even when the basic human resource functions are performed properly, solid employee relations still depend on careful attention paid by managers to all the following except
compensation and benefits
Solid employee relations demand careful attention to, among other factors, all of the following except
technological factors