Human Resources Management - Final Exam
UPDATED ACTUAL QUESTIONS AND
CORRECT ANSWERS
Organizations with unionized employees tend to invest less of their profits back into the business,
because a higher percentage of the profit goes to employees in the form of higher wages. - CORRECT
ANSWER true
Organizations with labor unions tend to provide fewer benefits than organizations without unions
because of the cost of unions. - CORRECT ANSWER false
Why is a union not altogether consistent with the Committed Expert HR strategy? - CORRECT
ANSWER Unionized organizations generally spend less on research and development.
It is an unfair labor practice for an organization to grant wage increases timed to discourage
employees from forming a union. - CORRECT ANSWER true
Cost-focused organizations are incompatible with unions because of the lower productivity of union
labor. - CORRECT ANSWER false
A labor union is an organization of workers who work collectively to network, socialize, and create
fellowship. - CORRECT ANSWER false
Which of the following is not legislation related to unions? - CORRECT ANSWER The Fair
Labor Standards Act.
The central purpose of the Wagner Act is to assure that employees have the right to participate in labor
unions. - CORRECT ANSWER true
Regardless of HR strategy type, all organizations are better off without a unionized workforce. -
CORRECT ANSWER false
,Labor unions are compatible with organizations that emphasize an external labor strategy. -
CORRECT ANSWER false
Which of the following is not an unfair labor practice for management? - CORRECT
ANSWER Fining or expelling union members from the union for filing unfair labor charges
with the NLRB.
Unions are most compatible with organizations pursuing a Committed Expert HR strategy. -
CORRECT ANSWER false
What positive contributions can labor unions make to organizations pursuing the Loyal Soldier HR
strategy? - CORRECT ANSWER The benefits of a stable workforce help maintain high quality.
Unions are most prevalent, and potentially most beneficial in organizations pursuing which HR
strategy? - CORRECT ANSWER Loyal Soldier HR strategy.
Which of the following is not an unfair labor practice for a union? - CORRECT
ANSWER Requiring that management negotiate on working conditions.
An organization with this HR strategy is likely to have the most difficulty working cooperatively with
a labor union: - CORRECT ANSWER Free Agent HR strategy.
What is the purpose of the National Labor Relations Board (NLRB)? - CORRECT
ANSWER To organize and oversee employee elections that determine whether a union will be
formed in a particular workplace.
The gap between high- and low-performing employees is less in unionized organizations than
organizations without unions. - CORRECT ANSWER true
Which of the following is not an objective of unions? - CORRECT ANSWER To secure fair
wages that depend upon performance
Which of the following is not provided for under the Wagner Act, also called the National Labor
Relations Act? - CORRECT ANSWER Employees have the right to form picket lines that block
entrances to a business.
, Organizations with human resource strategies that emphasize developing long-term relationships with
highly skilled employees have been shown to be more effective than their competitors because they
create more new products and services. - CORRECT ANSWER true
The alignment of human resource practices is achieved by focusing on the relationships between
human resources best practices. - CORRECT ANSWER false
The Bargain Laborer HR strategy focuses on internal labor markets because promoting from within is
less costly and helps minimize labor costs. - CORRECT ANSWER false
An organization that has a selection process that focuses on hiring team players and employs a
competitive merit pay performance appraisal process will be highly productive because it has
horizontal alignment of its practices. - CORRECT ANSWER false
Horizontal alignment refers to the fit of individual human resources with each other. - CORRECT
ANSWER true
Organizations with consistent bundles of human resource practices have been found to be more
effective than firms without consistent practices. - CORRECT ANSWER true
Horizontal alignment: - CORRECT ANSWER refers to the fit of specific human resource
practices with other organizational practices.
Vertical alignment: - CORRECT ANSWER deals with the positioning of an organization's
human resource management strategy in relation to other organizational strategies.
Which characteristics of work design are not compatible with the Bargain Laborer HR strategy? -
CORRECT ANSWER Autonomy is high and employees are encouraged to improve work
processes.
Research has demonstrated that layoffs can erode the competitive advantage that a firm achieves
through adopting a set of human resource practices that demonstrate high commitment to employees. -
CORRECT ANSWER true
UPDATED ACTUAL QUESTIONS AND
CORRECT ANSWERS
Organizations with unionized employees tend to invest less of their profits back into the business,
because a higher percentage of the profit goes to employees in the form of higher wages. - CORRECT
ANSWER true
Organizations with labor unions tend to provide fewer benefits than organizations without unions
because of the cost of unions. - CORRECT ANSWER false
Why is a union not altogether consistent with the Committed Expert HR strategy? - CORRECT
ANSWER Unionized organizations generally spend less on research and development.
It is an unfair labor practice for an organization to grant wage increases timed to discourage
employees from forming a union. - CORRECT ANSWER true
Cost-focused organizations are incompatible with unions because of the lower productivity of union
labor. - CORRECT ANSWER false
A labor union is an organization of workers who work collectively to network, socialize, and create
fellowship. - CORRECT ANSWER false
Which of the following is not legislation related to unions? - CORRECT ANSWER The Fair
Labor Standards Act.
The central purpose of the Wagner Act is to assure that employees have the right to participate in labor
unions. - CORRECT ANSWER true
Regardless of HR strategy type, all organizations are better off without a unionized workforce. -
CORRECT ANSWER false
,Labor unions are compatible with organizations that emphasize an external labor strategy. -
CORRECT ANSWER false
Which of the following is not an unfair labor practice for management? - CORRECT
ANSWER Fining or expelling union members from the union for filing unfair labor charges
with the NLRB.
Unions are most compatible with organizations pursuing a Committed Expert HR strategy. -
CORRECT ANSWER false
What positive contributions can labor unions make to organizations pursuing the Loyal Soldier HR
strategy? - CORRECT ANSWER The benefits of a stable workforce help maintain high quality.
Unions are most prevalent, and potentially most beneficial in organizations pursuing which HR
strategy? - CORRECT ANSWER Loyal Soldier HR strategy.
Which of the following is not an unfair labor practice for a union? - CORRECT
ANSWER Requiring that management negotiate on working conditions.
An organization with this HR strategy is likely to have the most difficulty working cooperatively with
a labor union: - CORRECT ANSWER Free Agent HR strategy.
What is the purpose of the National Labor Relations Board (NLRB)? - CORRECT
ANSWER To organize and oversee employee elections that determine whether a union will be
formed in a particular workplace.
The gap between high- and low-performing employees is less in unionized organizations than
organizations without unions. - CORRECT ANSWER true
Which of the following is not an objective of unions? - CORRECT ANSWER To secure fair
wages that depend upon performance
Which of the following is not provided for under the Wagner Act, also called the National Labor
Relations Act? - CORRECT ANSWER Employees have the right to form picket lines that block
entrances to a business.
, Organizations with human resource strategies that emphasize developing long-term relationships with
highly skilled employees have been shown to be more effective than their competitors because they
create more new products and services. - CORRECT ANSWER true
The alignment of human resource practices is achieved by focusing on the relationships between
human resources best practices. - CORRECT ANSWER false
The Bargain Laborer HR strategy focuses on internal labor markets because promoting from within is
less costly and helps minimize labor costs. - CORRECT ANSWER false
An organization that has a selection process that focuses on hiring team players and employs a
competitive merit pay performance appraisal process will be highly productive because it has
horizontal alignment of its practices. - CORRECT ANSWER false
Horizontal alignment refers to the fit of individual human resources with each other. - CORRECT
ANSWER true
Organizations with consistent bundles of human resource practices have been found to be more
effective than firms without consistent practices. - CORRECT ANSWER true
Horizontal alignment: - CORRECT ANSWER refers to the fit of specific human resource
practices with other organizational practices.
Vertical alignment: - CORRECT ANSWER deals with the positioning of an organization's
human resource management strategy in relation to other organizational strategies.
Which characteristics of work design are not compatible with the Bargain Laborer HR strategy? -
CORRECT ANSWER Autonomy is high and employees are encouraged to improve work
processes.
Research has demonstrated that layoffs can erode the competitive advantage that a firm achieves
through adopting a set of human resource practices that demonstrate high commitment to employees. -
CORRECT ANSWER true
