Bam 411 unit 4 human resource management

7. Which of the basis for dismissal is defined as the persistent failure to perform assigned duties or to meet

prescribed standards on the job?

a. misconduct

b. changed requirements of job

c. unsatisfactory performance

d. lack of qualifications for job

8. Misconduct, one of the basis for dismissal, is defined as ________.

a. an employee’s inability to do the work assigned because the nature of the job has changed

b. an employee’s inability to do the assigned work despite his or her diligence

c. the deliberate and willful violation of the employer’s rules and may include stealing and

insubordination

d. the persistent failure to perform assigned duties or to meet prescribed standards on the job

9. What law requires that employers of 100 or more employees receive 60 days’ notice before closing a facility

or starting a layoff of 50 people or more?

a. Electronic Communications Privacy Act

b. ERISA

c. Worker Adjustment and Retraining Notification Act

d. COBRA

10. The plant closing law requires employers with ________ or more employees to give advance notification

prior to closing a facility.

a. 150

b. 25

c. 50

d. 100

11. What is the second step in the guidelines for an effective termination interview?

a. plan the interview carefully

b. get to the point

c. describe the situation

d. listen

12. The ________ shop form of union security means that the company can hire non-union people, but those

people must join the union within a prescribed period of time.

a. union

b. open

c. closed

d. agency

13. In what year was the Wagner Act passed?

a. 1886

b. 1935

c. 1947

d. 1932

14. Which law gave employers the right to express their views concerning union organization?

a. Gompers Act

b. Landrum-Griffin Act

c. Taft-Hartley Act

d. Norris-LaGuardia Act

15. ________ is an organizing tactic by which full-time undercover union organizers are hired unknowingly by

employers in order to sway union elections.

a. Union salting

b. Infiltration

c. Espionage

d. Featherbedding

16. All of the following are examples of permissible bargaining items except:

a. overtime pay

b. use of union label

c. indemnity bonds

d. cafeteria prices

17. Illegal bargaining items are ________.

a. items which must be negotiated according to law

b. a part of negotiations through joint agreement of both management and union

c. forbidden by law

d. All of the above.

18. Fact finding seeks to end an impasse by ________.

a. communicating assessments of the likelihood of a strike

b. interpreting existing contract terms

c. studying the issue in a dispute and making a public recommendation

d. assisting the principals in reaching an agreement

19. Employers dealing with an unfair labor practice strike can use all of the following responses except:

a. shut down the affected area until the strike ends

b. hire permanent replacement workers

c. contract out work to other operations

d. continue operations with supervisors filling in

20. Which of the following is not a basis for reducing and preventing accidents at work?

a. reducing unsafe conditions

b. training employees

c. reducing unsafe acts

d. hiring non-accident-prone workers

21. Which of the following is one of the earliest indicators of possible alcoholism in an employee?

a. lying

b. tardiness

c. avoidance of fellow employees

d. domestic problems

22. A drug-free workplace program includes how many components?

a. 3

b. 4

c. 6

d. 5

23. All of the following are symptoms of employees in the middle stage of alcoholism except:

a. anxiety

b. untrue statements

c. frequent absences

d. mood swings

24. Which of the following is an external factor that can lead to job stress?

a. workaholic personality

b. pessimism

c. job security

d. locus of control

25. Which of the following safety concerns only became a top priority of employers following the terrorist

attacks of September 11, 2001?

a. internet security

b. physical asset security

c. workplace violence

d. employee selection and screening