ch9 HR – Flashcard
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Among the objectives of effective compensation management are all the following except
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evaluate training programs
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Two major objectives of compensation management are to reward desired behaviour and control costs. Human resource specialists often find that
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these two objectives can often be in conflict
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One way for managers to be certain that employees will be motivated by rewards is to
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ascertain the needs and reward preferences of individual employees
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Effective compensation management include all following objectives except
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to encourage unproductive employees to leave
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Regardless of all the tradeoffs involved in compensation management, an overriding objective is
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to maintain legal compliance
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All of the below are steps that compensation specialists go through to set wages/salaries for each job, except for
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demographic lifestyle analysis
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A systematic procedure to determine the relative worth or value of jobs is called
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job evaluation
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Job evaluation methods can include all the below except
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job analysis
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The most commonly used job evaluation method today is, by far, the
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point system
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The reason that the point system has become the major job evaluation method is because of
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the fact that it provides the best information regarding job values
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The point system for job evaluation is the most widely used system in Canada due to
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the need to conform to pay equity legislation and the provision, relatively, of the best information about job values
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The job ranking method of job evaluation is
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the simplest method relative to other methods, but the least precise
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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
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job ranking
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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
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job grading
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The job grading method of job evaluation is also known as
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job classification
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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
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the point system
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The point system of job evaluation
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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
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The point system of job evaluation requires __________ steps to implement
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six
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Among the steps required by the point system of job evaluation include all of the following except
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allocating points based on job comparisons
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In a point system matrix for evaluating any particular job, compensable factors could possibility include all of the following except
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employee goals
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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:
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develop the point manual
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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
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point system matrix
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The final step in the point system job evaluation method is
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applying the point system
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One thing all job evaluations have in common is that they all result in an ordering of jobs based upon
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their perceived relative worth
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Perceived fairness of job rankings within an organization is referred to as
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internal equity
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External equity in job evaluation may be defined as
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perceived fairness in pay relative to what other employers are paying for the same type of work
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To determine a fair rate of employee compensation, most firms rely on
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wage and salary surveys
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Some sources of information on wage and salary benchmark data include all the below except
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nternal salary matrices
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the major problem for human resource departments when dealing with the variety of published wage and salary surveys can be that
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despite similar titles, analysts cannot always be certain that their jobs actually match those being reported
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In obtaining wage and salary information, regardless of the source, it is always most important to ensure that
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the information offers comparisons between similar jobs and not just similar titles
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In pricing jobs, the appropriate pay level for any job reflects
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both the job's relative and absolute worth
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Rankings established through the job evaluation process are used by organizations to determine
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any job's relative worth
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Wage and salary surveys are used by organizations to determine
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any job's absolute worth
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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
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scattergram
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Through the dots that represent key jobs on a scattergram, a __________ is drawn as close to as many points as possible.
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wage-trend line
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While flat wage rates are easier to administer they can obstruct rewarding employees. One way organizations avoid such problems is by utilizing
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rate ranges
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A pay raise given to an employee according to a performance evaluation is referred to as a
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merit raise
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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.
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rate ranges
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According to Lawler all the following areas that affect pay systems should be given particular importance except
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establish year end bonuses
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In order to develop a strategic pay plan, Lawler suggests concentrating on a limited number of areas that affect pay systems. That number is
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seven (7)
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Consolidating a large number of pay grades into a fewer number of (larger) categories is called
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broadbanding
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The compensation model known as the "total reward model"
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rewards everything an employee values including social interaction and workload
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There are several new approaches to paying employees which include
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variable pay and skills or knowledge based pay
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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
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manager's personal opinion
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Employee stock ownership plans can be modeled to fit all the following needs except
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as a percentage of exceeding predetermined levels of output
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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
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recruiting policies
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Group or team based incentive plans include all of the following except
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commissions
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government constraints on wage and salary policies include all of the following except
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productivity incentives
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When a company increases employee compensation, this has the effect on the wage-trend line of
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moving it upwards
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In 1977 Part I of the Canada Labour Code was repealed and replaced by
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the canadian human rights act
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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
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equal pay for equal work
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Individual pay incentive plans can include all of the below except
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profit-sharing plans
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All of the following are government restraints on an organization's wage and salary policies except
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union policies
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In order to ensure that a company's pay system is in line with government legislation, all of the following measures are suggested except
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contact the ministry of labour to reviews salary ranges
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Pay equity legislation defines some factors that can justify differences in wages for jobs of equal value, including all of the following except
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actual supply and demand of labour in any geographic area
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The principle of equal pay for men and women in jobs with comparable worth to the organization is called
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equal pay for work of equal value
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What makes the issue of equal pay for work of equal value a difficult concept to deal with?
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the concepts do not clearly define "equal value" and how it can be measured
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Studies indicate that one reason that women are often paid less, or earn less, than men is due to
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women's job choices are often being influenced by their roles as homemaker and mother
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The Canadian Human Rights Act of 1978 makes it illegal
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to discriminate on the basis of job value or content
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Piecework is an individual incentive plan which pays employees
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for each unit of output produced
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The difference between the concepts of equal pay for work of equal value, and equal pay for equal work, is
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the former came later and expands on the latter
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New pay concepts such as skill or knowledge-based pay require that human resource departments do all of the following except
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be prepared to significantly enlarge workforce
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Since 1991, GST applies to some employee benefits, including all the below except:
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gifts under $100.
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Acts that entitle workers to some form of compensation in the event of personal workplace-related injury:
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exist in all ten provinces and all the territories.
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All the provincial Workers' Compensation Acts involve the principle of "collective liability," which means:
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compensation is payable by employers collectively.
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Workers' Compensation Acts are administered by:
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the provincial government of each province
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A benefit audit enables employers to do all the following except:
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determine what benefits employees want
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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
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two weeks
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One approach that readily identifies inefficiencies in the administration of benefit plans is a:
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benefit audit.
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Voluntary employee insurance benefits can include all the below except:
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health insurance plans such as the medical care act
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Canada's public health and medical insurance coverage is provided by:
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the provincial governments with assistance from the federal government.
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Studies have shown that innovative and flexible employee benefit plans, particularly in high-tech companies, can:
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assist in retaining skilled staff
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In order to keep ballooning health costs under control, one benefit consulting company (William M. Mercer) recommends that employers do all the following except:
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increase out-of-country medical coverage for personal travel only.
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Vesting is a provision in employer-provided pension plans that:
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gives workers the right to a pension after a specified number of years.
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Employees usually seek employer-provided benefits and services because all the following except:
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in order to keep their jobs.
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Defined Contribution (DC) Plans are benefits plans based on:
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amounts contributed by the employer and the employee, the final pension depending on amounts contributed, investment income, and economic conditions at retirement.
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Among the concerns of human resource departments in regards to employee financial security plans are all of the following except
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to pay claims regardless of documentation.
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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:
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a private trust company formed solely of employees and the employer.
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Additional insurance that companies can provide for employees can include all of the following except:
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vacation time insurance.
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Some organizations offer more than pay and traditional benefits, including all the following except:
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workers compensation
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Some optional non-insurance benefits that can enhance employee security can include all the following except:
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canadian pension plan
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Employee Assistance Programs (EAP) are comprehensive company programs that:
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seeks to help employees and their families over come personal and work-related problems.
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Reasons that the amount of change in the employee benefits field has been dramatic in the last decade include all the following except:
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changes in minimum wage legislation.
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The types of benefits that may be in demand for employees in the future are all of the following except:
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out of canada coverage
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The two types of Registered Pension Plans offered by employers to their employees are:
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defined benefit and defined contribution plans.
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Benefits of the cafeteria style approach to employee benefits includes all of the following except:
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allowing workers to select the benefits they want, even from outside the organization's offerings.
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One serious compensation management problem in even otherwise well-run human resource departments has been the
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management of indirect compensation
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Defined Benefits (DB) Plans are benefit plans whose benefits are determined by:
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a formula based on age and length of service, with the employer assuming responsibility for funding.
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Cafeteria benefit programs are also known as:
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flexible benefit programs.
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The central problem in the administration of supplementary compensation is:
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the lack of employee involvement
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The federal Pension Benefits Standards Act requires that:
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the funds not be under the complete custody and control of either the employer or the employees.
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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
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allowing employes ti select among benefits
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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
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a general lack of interest in the compensation system.
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Compensation programs that allow employees to select a mix of benefits and services are referred to as
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cafeteria benefit programs.
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Paid time-off benefits for employees can include all the below except:
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educational assistance.
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Flexible benefit programs can involve
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increased obligation on behalf of human resource department to communicate with employees
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Traditional responses of human resource departments to the problem of employee lack of awareness,
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the young employee who regards pensions as distant and largely irrelevant.
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One recent addition to a flexible benefit program that is becoming more common is:
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the chance to buy and sell vacation time
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Some employee services that organizations can offer employees beyond pay and the more traditional benefits can include all of the following except:
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severance pay.
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The objectives of a needs analysis to determine the proper approach to employee benefits administration is:
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to identify the best way to meet both the short- and long-term needs of the employer
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Forces that have encouraged the growth of indirect compensation benefits have included all the below except:
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government action.
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To properly control and administer employee financial security benefits, human resource departments need to:
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challenge unjust compensation claims
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Relocation programs are designed to:
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Assist employees who must move in connection with their job. It is the support in dollars and services.
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Reasons that the management of indirect compensation services and benefits has often been poorly done include:
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the fact that many of these were introduced haphazardly in response to numerous pressures
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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:
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fewer employees choosing retirement.
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Organizations cannot afford to treat employee benefits and services independent of direct compensation, especially since it is growing at
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twice the pace of wages and salaries
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he government program designed to alleviate the monetary concerns of Canadian workers during the transition from one job to another is called
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employment insurance.
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GST applies to some employee benefits, but not to others. Exceptions can include:
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tuition fees
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Under the Employment Insurance Act and current regulations, self-employed persons:
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are eligible for parental, adoption, medical, and compassionate-care benefits.
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The following are all features of the new Employment Insurance Act (2001-2002) except:
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benefit eligibility for self employed people
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In 1999, the Supreme Court of Canada ruled that governments cannot limit benefits by discriminating against:
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all common-law relationships (both same-sex and opposite-sex).
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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:
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employment insurance
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The Canada Pension Plan and the Quebec Pension Plan are both contributory plans, which means that:
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both the employer and the employee pay part of the cost.
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The Canada Pension Plan is all the following except:
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guaranteed
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Sources of financial protection provided workers by government legislation include all of the following except:
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human rights act
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One of the reasons legally required benefits and services are important to human resource departments is:
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organizations hold the human resource department responsible for meeting legal obligations.
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Some of the benefits of indirect compensation to employers usually include all the following except:
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increased labour unrest.
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The basic types of benefits and services include those that are:
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legally required
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The objectives of society, organizations and employees have encouraged rapid growth of benefits and services in all of the following areas except:
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employment insurance
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Benefits that employers gain from indirect compensation usually include:
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assisting recruitment efforts
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In compensation administration, benefits and services seek to satisfy several objectives, including:
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three objectives: employee, societal and organizational.
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Benefits and services amount to over __________ of the average Canadian firm's total payroll costs.
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50 percent
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In compensation administration, benefits and services are referred to as:
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indirect compensation.
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Benefits and services are referred to as indirect compensation because:
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they are usually extended as a condition of employment rather than directly related to performance
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in compensation administration pay is called
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direct compensation
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Techniques to improve relations between employers and unions, and to increase cooperation, can include all the following except
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union hiring committees
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There is growing evidence that organizational performance is enhanced when labour and management
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cooperate
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Changes occur in the human resources function when unions are present such as
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specialists in labour relations are added
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In terms of skill required to perform day-to-day work as a labour relations professional all of the skills are required except:
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arguing
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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
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union substitution approach
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Among the impacts of unionization on supervisors and line managers is that it is not unusual for these groups
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to lose some direct authority
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The act that regulates the right to bargain and strike for federal public employees is called the
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Public Service Staff Relations Act
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A new standard that arises from the past practices of either the union or the company is called
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a precedent
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Management often lose disciplinary arbitration cases for all the following reasons except
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arbitrators tend to side with the union, regardless of any other factors
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When employee-related decisions such as promotions, overtime, and layoffs are determined by the length of the worker's employment, this is called
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seniority
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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
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dues checkoff (Rand Formula) shop
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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
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union shop
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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
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closed shop
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Union security comes in various forms including all of the following except
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employer shop
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Most labour-management specialists argue that in the case of a grievance
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management should attempt to seek a resolution to the grievance before the arbitration stage
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Despite its being required in contract disagreements, arbitration holds some potential problems for labour relations practitioners, including
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unacceptable solutions
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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.
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arbitrator
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Typically, the final step in the union-management grievance procedure is
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arrangements are made for an arbitrator
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Management should consider several issues when resolving grievances except
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only union members should be questioned during the investigation
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A formal procedure for resolving disputes if the parties have a disagreement regarding the interpretation of a collective agreement is called a
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grievance procedure
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When negotiations break down between management and the union
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all jurisdictions provide for conciliation and mediation services
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The labour negotiating process whereby disputing parties voluntarily choose to reconcile their differences through a third party is called
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mediation
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A more cooperative and less conflict-oriented and adversarial approach to collective bargaining is a process called
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mutual gains bargaining
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According to the residual rights theory of management
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employers have authority over all issues not contained in the collective agreement
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______ provide management with the freedom to operate the business subject to any terms in the collective agreement
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Management rights
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The collective bargaining process can involve any (or all) of the stages below except
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regular certification
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Once a union is certified, all labour legislation statutes, regardless of jurisdiction, require both union and management to
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bargain in good faith
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Unions may obtain legal recognition or bargaining rights by
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automatic certification due to employer unfair labour practice(s)
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Unfair labour practices by unions can include all the following except
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seeking to compel an employer to bargain collectively with the union when the union is the certified bargaining agent
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Unfair labour practices by management can include all the below except
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facilitating a union drive by providing an office or paid leave for union executives
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Canadian labour legislation makes company dominated unions
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illegal
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Unlike the United States, Canadian labour laws provide employers
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with relatively little freedom to counter a union organizing drive
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Once a union drive is underway, management
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may not discipline employees for supporting the union
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In a union drive, the cards that prospective union members sign to show support for a union are called
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authorization cards
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Employees help convince coworkers to join a union by doing all the following except
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having discussions during work meetings
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All the following are true of all LRBs, except
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the boards' decisions can be appealed to a court of law in each province
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Boards set up in the federal and provincial jurisdictions to administer labour legislation are referred to and usually officially called
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labour relations boards
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Some common key aspects of labour legislation in Canada include all the following except
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collective agreements must be for a minimum period of three years
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Though not everyone agrees, studies have shown that unions can
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raise productivity or output per worker
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Unionized workers tend to do better than non-unionized workers in all areas below except for
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flextime options
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Firms with lower strike activity are organizations with all the following except
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the union is in a strategically strong position
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Issues to consider in a strike environment include all except
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labour-management difficulties are resolved when the strike ends
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It is possible to classify almost all labour strikes into a couple of categories, including
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strikes as mistakes or misjudgments
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Most collective agreements in Canada are settled
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without strikes and/or lockouts
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In comparing unionization across provinces, the highest rate and the lowest rate are represented by (highest rate given first in below pairs)
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Newfoundland and Quebec
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Since 2004, the female unionization rate
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has exceeded the male unionization rate
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In 2011, the most highly unionized industry sector was
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public administration
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In 2011, the approximate percentage of the (non-agricultural) paid workforce in Canada that was unionized was
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30 percent
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The Canadian Labour Congress, (the largest labour federation in Canada) has more than 3 million members and
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is the largest labour federation in Canada
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The International Brotherhood of Teamsters is an example of
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an international union
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A type of union that includes both skilled and semiskilled, usually at a particular location or industry are called
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industrial unions
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The basic unit of union organization that provides members, the revenue, and the power of the entire union movement, is the
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local union
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The different levels of union structure include all the following except
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multinational unions
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Unions that attempt to influence government policies on economic issues are referred to as practicing
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social unionism
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Social or reform unionism refers to unions within the labour movement that attempt to
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influence social policies of government
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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
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business unionism
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Business unionism describes the philosophy of unions who see that their mission is to do all the below except
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influence economic and social policies at all levels of government
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Unions have a major effect on the work environment and do all of the following except
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reduce the need for effective HR policies and procedures
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Unions usually have the most direct impact on
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the human resource department
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According to a recent survey of 1,001 adult Canadians, among unionized employees __________ of respondents perceived that having a union positively impacted job security
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80 %
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According to a recent survey of 1,001 adult Canadians, __________ of respondents do not want to be unionized
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77 percent
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one factor that appears to be important in the decision of individuals to join a union is
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perceptions of union instrumentality
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All the following can be reasons that workers join unions except
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favourable management practices
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A collective agreement is usually negotiated between:
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a local union's bargaining committee and the Human Resources or Industrial Relations department
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Employees often join unions for a variety of reasons, including
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perceived union instrumentality
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A collective agreement is all of the following except
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open for negotiation at any time
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In the industrial relations perspective, institutional intervention can be used to
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correct the power imbalance between labour and management
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In the human resources perspective, conflict stems from
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poor management
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Unions are organizations that
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have the legal authority to represent workers
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Sometimes workers get together and form a union, an organization that does all the following except
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manages the company's employee benefit plans on behalf of the workers
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A successful employee AIDS program should include an organizational policy that
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protects an employee's right to privacy
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The two common types of injuries that may be reduced through the application of ergonomic principles are:
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lower-back injuries and repetitive strain injuries
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Research suggests that the fastest growing category of workplace illnesses involves
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ergonomic disorders
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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
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ergonomics
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One of the most recent threats in a workplace involves
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cyberstalking
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The most common incident, classified as workplace violence is:
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verbal threats
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Although the situation in Canada may likely be somewhat different, in the United States workplace violence
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is the leading cause of workplace death for women
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In order to help employees feel safer in the workplace, employers are undertaking the following measures except
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eliminating the use of swipe cards at workplace entrances
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A list of contemporary safety issues could include current topics, such as
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sick building syndrome
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One proactive means for human resource specialists to evaluate the extent of dysfunctional stress in an organization is by
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performing a stress audit
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Specific actions that the human resource department can do to reduce employee stress include all of the below except:
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allow decision making by managers only
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Preventive solutions to stress management are measures that attempt to
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change the causes of stress
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Curative solutions to stress management are measures that attempt to
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correct the outcomes of stress
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Among the solutions to the problem of workplace stress are
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curative measures
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The stress performance model indicates that the relationship between workplace stress and job performance is such that when workplace stress becomes too great
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perrformance tends to drop, often drastically
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The stress performance model indicates that the relationship between workplace stress and job performance is such that when workplace stress is entirely absent
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performance tends to be low
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The human resource department can be proactive in preventing burnout in employees before it occurs by:
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rearranging work assignments
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Burnout generally can happens to all the following except
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buildings
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A condition of mental, emotional, and even physical exhaustion that results in substantial and prolonged stress is called
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burnout
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Supervision can be a workplace stressor when
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employees have inadequate authority to match one's responsibility
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Examples of stressful conditions in the workplace that are often caused by poor supervision could include all the following except
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pleasant co-workers
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Some causes of workplace stress can include all the below except
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family problems
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Psychological stress tends to be highest in jobs where employees have
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high demands but little decision-making authority
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Major categories of causes of workplace stress can include all the following except
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relationships outside of the job
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Chronic stressors are __________ than acute stressors.
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more ongoing
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Working conditions that directly influence the health and safety of employees are called
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job stressors
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All of the following can be symptoms of stress that harm an employee's job performance except
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impaired far sighted vision
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Symptoms of stress can include all the following except
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a sense of being relaxed and at peace
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Research indicates that moderate levels of stress (the definition of moderate varying with individuals)
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may actually increase performance
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Workplace stress
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relates to both the physical and emotional responses when a conflict exists between job demands and employee control
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"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
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workplace stress
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Documented supervisor support for safety, internal group process and boundary management are all examples of:
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local work group dimensions of an organization's safety climate
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Health and safety audits may include all of the following except
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review of monthly financial statements
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Which of the following statements is false?
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In a poll of 651 Canadian workers, 39% were told by management to lie on their accident claim
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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
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due diligence
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Bill C-45 amends the Criminal Code to
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make a supervisor legally responsible if they do not prevent harm to their workers
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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.
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over 80%
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A comprehensive safety orientation program addresses numerous issues except
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hours of work
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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
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forget about safety issues when designing orientation programs
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n a safety conscious and properly managed organization, health and safety is the responsibility of all except
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the shareholders
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One major purpose of all occupational health and safety laws is to
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stop injuries before they happen
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A safety inspector while carrying out their duties may:
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at any reasonable time enter any workplace and conduct an examination
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Generally, safety inspectors may visit an industrial site more or less frequently depending upon
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the unit's accident record
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The Canadian Centre for Occupational Health & Safety Act is concerned with the following objectives except
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monitoring annual workplace inspections
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The administration of workplace safety programs falls mainly under
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provincial jurisdiction
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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
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Class D (Poisonous and Infectious Material)
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The Transportation of Dangerous Goods Act and WHMIS requires that all the below be done except
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hazardous products not be sold to the public nor transported by truck or rail
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The federal Workplace Hazardous Material Information System
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requires that suppliers provide a Material Safety Data Sheet on each hazardous product they produce
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The Hazardous Product Act requires that all the below occur, except for:
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employees report all workplace hazards to the HR Manager
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The federal act that is designed to protect consumers by regulating the sale of dangerous products is the
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Hazardous Products Act
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The three fundamental employee rights dealing with occupational safety are:
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right to know about workplace hazards; the right to participate in correcting hazards; and the right to refuse dangerous work
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A Joint Occupational Health and Safety Committee is usually required in workplaces with
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20 or more employees
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A typical list of the responsibilities for a joint occupational health and safety committee could include all the following except
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worker's compensation payments
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A joint occupational health and safety committee is
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a key element in both federal and provincial labour legislation
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Young workers age 15-29 have the highest rate of workplace injuries. Governments and companies are trying to curb this trend by
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providing training about their health and safety rights and responsibilities
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It is important to have plans and policies in place to deal with pandemics for all of the following reasons except that
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according to Health Canada, it will not be necessary for small sized companies
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A pandemic plan/policy is necessary for all sizes of companies in order to:
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provide reasonable steps to protect employees and outline sick leave and time off
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Simply described, ergonomics involves the
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study of the relationship between people and their jobs
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It is possible to combine all the various health hazards into four categories, including all the following except
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analytical agents
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Based on recent time-loss injury statistics, all of the following are true, except that
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men are three times as likely as women to have an injury
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In reference to age, the age group that is most likely to have a time-loss workplace injury or accident is
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15 to 29
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Overall in Canada, men are _________ to have a time-loss injury in the workplace than women, measured per hundred workers.
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more likely
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Some factors that can contribute to complexity of managing safety in the workplace could include the facts below except that
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employees and employers may practice safe workplace behaviours
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By and large, workplace accidents are caused by an often complex combination of factors that include
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employee behaviour and unsafe working conditions
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The total cost of workplace accidents, including compensation and indirect expenses, but not other social costs, currently in Canada runs to over __________ annually.
answer
19 billion
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One feature of worker's compensation programs is that
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they are after-the-fact efforts
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It is estimated that about __________ Canadian workers die every working day from an occupational injury or disease.
answer
4
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Key changes that have evolved into new thinking regarding workplace health and safety include the following except
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that Workers' Compensation costs have made employees become more safety conscious
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Generally, accidents in the workplace can be reduced by all the following except
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when employers become solely concerned with productivity
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Over the past 25 years, a growing emphasis on health and safety has occurred because
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unions and the public are pushing for greater corporate responsibility
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The legal expression "assumption of risk" referred to
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fact that workers accepted all risks associated with the job they took
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The shared responsibility model of workplace safety assumes that
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the employees and the employer must co-operate on ensuring safety
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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
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the careless worker model
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The worker accepting all the customary risks inherent in a given job was legally referred to as
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assumption of risk
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Human resource professionals get involved in a variety of roles during downsizing efforts, including all of the following except:
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assist quality performers with finding new positions
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Types of downsizing strategies include all of the following except
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constructive dismissal
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Numerous studies indicate that after an organization downsizes
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it does not perform any better financially
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Reducing employment to improve efficiency, productivity, and competitiveness is often referred to as
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downsizing
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Practices that lead to successful organizations include all of the following except
answer
clear status levels
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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
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self-service
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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
answer
self-directed work teams
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An effective internet usage policy should include a policy stating that
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there are consequences for employees who contravene the policy
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According to a 2007 survey by the American Management Association, what percent of employers had employees email or instant messaging subpoenaed
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24%
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Problems around information security include all of the following except
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human resource systems not being confidential
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According to PIPEDA, which of the following does not qualify as personal information?
answer
factual information about the company
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Employees' rights to privacy are covered under which act?
answer
Personal Information Protection and Electronic Documents Act
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All the below are true of employee rights except that
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they exist only for unionized employees
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Employee rights could include all the following except
answer
right to permanent employment
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The Wallace Effect refers to
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awarding extended periods of notice in wrongful dismissal cases, when the employer was found to have terminated the employee in bad faith
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Under common law, if an employer makes a major change in employment terms that results in an employee resigning, this can be considered as
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constructive dismissal
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All of the following are among the requirements necessary to dismiss an employee for incompetence except
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it can be based on a single incident of incompetence
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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
answer
incompetence
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The onus for proving just cause in dismissing an employee lies with
answer
the employer
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Just cause for dismissal under common law includes any act by the employee that
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could have serious negative impact on the organization's reputation
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The law of wrongful dismissal
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tends to require prudent legal advice
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Generally speaking, an employer can dismiss a non-union employee
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by giving "reasonable notice"
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Dismissing an employee without just cause or reasonable notice is called
answer
wrongful dismissal
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Select the first step in a standard progressive discipline system
answer
verbal reprimand by supervisor
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A typical progressive discipline system has a number of steps and would likely include all the following except
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cancellation of the warning after discipline has been applied and actions changed
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The hot-stove rule of corrective discipline means that discipline is all of the following except
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that it is severe
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Following established rules and procedures and allowing employees to respond in disciplinary action is referred to as
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due process
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Employer disciplinary actions are substantially restricted by all the following except
answer
pension and benefits legislation
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The objectives of corrective disciplinary actions can be said to be
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positive, educational, and corrective
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The objectives of a corrective disciplinary action are to achieve all the following except
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to punish past actions
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The definition of corrective discipline is that it is an action
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that follows a rule infraction and seeks to discourage further infractions
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Action taken by supervisors prior to any infraction and that is designed to encourage employees to follow the rules is called
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preventive discipline
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Official and comprehensive company programs designed to help employees overcome personal and work-related problems are referred to as
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employee assistance programs (EAPs)
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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
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employee counselling
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For employee suggestion systems to work, all the following must happen except
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employees should be encouraged to check suggestions with upper management before making them
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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
answer
in-house complaint procedure
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An informal communication system that arises spontaneously from the social interaction of people in any organization is called
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the grapevine
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Upward communication systems can include all the following except
answer
open-book management
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o improve communications internally and enhance links between employees and the organization, companies should do all of the following except
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provide monetary rewards communication, rather than total rewards communication
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Open-book management refers to
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an organization where employees receive information about the firm's economic performance
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Employee blogs are a concern for some employers for all of the following reasons except
answer
using common sense may break existing rules
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Some practical steps to prevent employee misuse of electronic communications include all the below except
answer
encouraging the reporting of policy violations only after an in-depth investigation
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As more employees use the Internet at work, issues that organizations need to consider include all the following, except
answer
which insurance company to provide on line benefit access to
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Examples of the use of intranet communication to human resource departments include all of the following except
answer
managing the grapevine
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Organization-specific internal computer networks are usually called
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intranets
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A disadvantage of using electronic mail as an organizational communication method is that
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not everyone uses or can access e-mail
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A study of email users reported that employees believe email has
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A study of email users reported that employees believe email has
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The information in employee handbooks should
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be updated regularly and carefully reviewed
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Internal job postings are a form of
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downward communication
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The employee handbook (often given to new employees) is an example of
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top-down communication
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All of the following are examples of methods of downward communication except
answer
in-house complaint procedures
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Some common examples of downward communication methods include all the following except
answer
suggestion systems
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The purpose of organizational upward communication systems is to
answer
obtain information from the employees
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The purpose of downward communication systems in organizations is to
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get information to the employees
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Most approaches to organizational communication systems include
answer
upward and downward communications systems
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Components of effective employee relations include all of the following except
answer
recruiting and selection
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Good employee relations practices can reduce employment costs by
answer
offering an organization a recruiting advantage
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Reasons why good employee relations practices are important can include the fact that they can do all the following except
answer
improve wages and salaries
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Corporate culture, individual perceptions, and human resource practices make up the blend of factors important in the area of
answer
employee relations
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One study identified seven factors important to building employee commitment, including all the below except
answer
ability to be promoted to senior management
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One study identified in the text indicated that there are a number of factors that are important in building employee commitment, including
answer
competitiveness of rewards
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Surveys indicate that about __________ of all employees believe that their job offers little recognition and low satisfaction.
answer
25 percent
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An open-door policy is designed to
answer
allow employees to address their problems to higher levels of management
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A policy of encouraging employees to come to higher management with any concerns is often referred to as
answer
an open-door policy
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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
answer
compensation and benefits
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Solid employee relations demand careful attention to, among other factors, all of the following except
answer
technological factors
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