MGT501 MCQs Solved
http://groups.google.com/group/vuZs
141. One of the major employer advantages in contracting with health maintenance organizations (HMO's) to deliver employee health care is:
a. employees have greater choice in selecting a physician.
b. reduced costs.
c. the employer receives copies of all employee medical records.
d. premiums remain stable for a five-year period.
142. Appropriate steps employers can take to reduce employee health care costs include all of the following EXCEPT:
a. increase annual health insurance deductibles.
b. increase employee contributions to health care costs.
c. offer training programs in health and wellness.
d. terminate employees who experience significant illness or injury.
143. A salary plus incentive/commission compensation plan would be most appropriate for which of the following workers?
a. a restaurant chef
b. an automobile salesperson
c. a registered nurse
d. an administrative assistant
144. The right to purchase a specific number of company stock shares at a specific period of time for a specific price is known as a(n):
a. stock option.
b. mega-option grant.
c. optional incentive.
d. employee stock ownership plan.
145. A one-time payment made to employees terminated by their organization is known as:
a. unemployment insurance.
b. severance pay.
c. a commission.
d. employee assistance.
146. Employee benefits as a percentage of payroll are currently approximately:
a. 10% of payroll.
b. 25% of payroll
c. 40% of payroll.
d. 60% of payroll.
147. Unionization tends to be fostered by all of the following EXCEPT:
a. low employee morale.
b. employees' fear of job loss.
c. employees' lack of trust in management.
d. employers' desire to reduce organizational labor costs.
148. A form of union security in which the company may hire non-union workers, but the workers must join the union after a certain period time (if they do not, the workers can be fired) is:
a. a union shop.
b. a closed shop.
c. an open shop.
d. an agency shop.
149. The primary U.S. legislation that affirms the rights of employees to form a union and bargain collectively is the:
a. Landrum-Griffin Act.
b. Labor-Management Relations Act (Taft-Hartley Act).
c. National Labor Relations Act (Wagner Act).
d. Unionization Act of 1930.
150. In union organizing, the group of employees the union will represent is known as:
a. the bargaining unit.
b. the agency shop.
c. the representation committee.
d. the solidarity unit.
151. During union organizing activity, the following would be considered an unfair labor practice on the part of a private employer:
a. barring union organizers from soliciting employees during their work time.
b. barring union organizers from soliciting employees in a public parking lot across the street from the company property.
c. barring employees from soliciting other employees during work time.
d. barring union organizers from entering the company's executive offices.
http://groups.google.com/group/vuZs
152. The federal agency responsible for handling complaints of unfair labor practices in a union environment is:
a. the National Labor Relations Board.
b. the Office of Federal Contract Compliance.
c. the Taft-Hartley Board.
d. the National Institute for Occupational Safety and Health.
153. An employee dismissal that does not comply with the law or that does not comply with a stated or implied contractual agreement between the company and the employee is called:
a. employment-at-will.
b. wrongful discharge.
c. negligent firing.
d. defamation
154. Provisions that make it illegal for unions to require union member ship as a condition of employment are called:
a. right-to-work laws.
b. the Wagner Act, title VII.
c. collective bargaining.
d. the Walsh-Healy Act.
155. When companies resort to "bumping" and layoff procedures during a business slowdown, the determination as to which employees should be laid off is usually based on:
a. seniority.
b. committee consensus.
c. managerial discretion.
d. employee participatory decision-making.
156. Right-to-work provisions:
a. apply to all states in the U.S.
b. outlaw provisions that make union membership a condition of keeping one's job.
c. are examples of unfair labor practices.
d. are prohibited by the Taft-Hartley Act.
157. The president of the U.S. has the right to intervene in:
a. national emergency strikes.
b. wildcat strikes in manufacturing and tourism related industries.
c. economic strikes.
d. none of the above. The president may not intervene in any strikes.
158. Common reasons for the failure of an international employee assignment include all of the following EXCEPT:
a. family's inability to adjust to the international assignment.
b. employee's inability to adjust to the international assignment.
c. inability to adapt to the local culture.
d. dissatisfaction with the performance appraisal process.
http://groups.google.com/group/vuZs
159. In considering expatriate employees, HR professionals should note that:
a. labor relations practices differ from country to country.
b. strikes occur much more often in European countries than they do in the U.S.
c. grievances occur much more often in European countries than they do in the U.S.
d. unions are very rarely found in western Europe.
160. A common repatriation problem for international companies is that:
a. repatriation usually precipitates employee grievances.
b. there is usually high employee turnover following repatriation.
c. repatriated employees usually demand significantly higher salaries.
d. repatriated employees generally do not wish to return to the U.S