McqMate
These multiple-choice questions (MCQs) are designed to enhance your knowledge and understanding in the following areas: Master of Business Administration (MBA) .
Chapters
| 1. |
Industrial relations, in India has been a |
| A. | Fire fighting function |
| B. | Fire-stroking function |
| C. | All the above |
| D. | None of the above |
| Answer» A. Fire fighting function | |
| 2. |
The popular approaches to industrial relations are |
| A. | Unitary approach |
| B. | Pluralistic approach |
| C. | Marxist approach |
| D. | All the above |
| Answer» D. All the above | |
| 3. |
In general, managers tend to see employee relations in terms of which of the following activities |
| A. | Creating and maintaining employee motivation |
| B. | Obtaining commitment form the workforce |
| C. | Both a and b |
| D. | Neither a nor b |
| Answer» C. Both a and b | |
| 4. |
Which of the following are the major all India employer’s associations |
| A. | ASSOCHAM |
| B. | FICCI |
| C. | WHO |
| D. | Only a and b |
| Answer» D. Only a and b | |
| 5. |
Government everywhere followed the laissez-faire policy till |
| A. | a.18th Century |
| B. | 19th Century |
| C. | 20th Century |
| D. | 16th Century |
| Answer» D. 16th Century | |
| 6. |
Employee associations that constitute one of the stakeholders in industrial relations are popularly known as |
| A. | Federations |
| B. | Confederations |
| C. | Trade Unions |
| D. | None of the above |
| Answer» C. Trade Unions | |
| 7. |
The major actors of industrial relations include |
| A. | Workers and their organizations |
| B. | Employers and their organizations |
| C. | Government |
| D. | All the above |
| Answer» D. All the above | |
| 8. |
The structure of trade unions in India can be classified into |
| A. | 4 types |
| B. | 8 types |
| C. | 3 types |
| D. | 5 types |
| Answer» A. 4 types | |
| 9. |
Which all problems do trade unions face? |
| A. | Small size of unions |
| B. | Poor financial position |
| C. | Both a and b |
| D. | Neither a nor b |
| Answer» C. Both a and b | |
| 10. |
Which frame of reference views the natural state of organizations as one of harmony and co-operation? |
| A. | Pluralism |
| B. | Unitarism |
| C. | Radical |
| D. | none |
| Answer» A. Pluralism | |
| 11. |
The analogy of a 'football team' refers to which frame of reference? |
| A. | Unitarism. |
| B. | Radical. |
| C. | Pluralism. |
| D. | none |
| Answer» A. Unitarism. | |
| 12. |
In explaining why employees join unions, what term is used to describe employee dissatisfaction with their work situation? |
| A. | The rational choice explanation. |
| B. | The frustration-aggression thesis. |
| C. | Interactionist explanation. |
| D. | none |
| Answer» C. Interactionist explanation. | |
| 13. |
Which parties are generally considered to be the main actors in the employment relationship? Select all that apply. |
| A. | Managers. |
| B. | Academics. |
| C. | The state. |
| D. | Employees. |
| Answer» D. Employees. | |
| 14. |
Unionized workers have traditionally received higher wages than their non-unionized counterparts. What phrase is normally used to describe this phenomenon? |
| A. | The representation gap. |
| B. | Union wage premium. |
| C. | Sword of justice effect. |
| D. | The shock effect. |
| Answer» C. Sword of justice effect. | |
| 15. |
Employees in the workplace often talk of 'us' and 'them'. Which frame of reference does this reflect? |
| A. | Unitarism. |
| B. | Pluralism. |
| C. | Radical. |
| D. | none |
| Answer» A. Unitarism. | |
| 16. |
What is meant by the term 'union density'? |
| A. | The total number of workers who are union members. |
| B. | The proportion of workers who are union members. |
| C. | The number of workers whose pay is set by collective bargaining. |
| D. | The proportion of workers who are not members of a trade union. |
| Answer» C. The number of workers whose pay is set by collective bargaining. | |
| 17. |
Which of the following is not typically a component of partnership agreement? |
| A. | Legitimacy of employees rights' to be informed. |
| B. | Sharing success with employees. |
| C. | Commitment to information and consultation. |
| D. | Commitment to high levels of pay. |
| Answer» B. Sharing success with employees. | |
| 18. |
Which of the following regions have the highest rate on union membership? |
| A. | North America. |
| B. | Europe. |
| C. | China. |
| D. | Russia, Ukraine, Belarus. |
| Answer» C. China. | |
| 19. |
Many factors are driving change, but none is more important than the rise of: |
| A. | Internet technologies. |
| B. | women in the workforce. |
| C. | human resource professionals. |
| D. | cultural diversity. |
| Answer» C. human resource professionals. | |
| 20. |
The challenge, opportunity, and also the frustration of creating and managing organizations frequently stem from the _____ problems that arise within them. |
| A. | people-related |
| B. | union |
| C. | legal |
| D. | upper management |
| Answer» A. people-related | |
| 21. |
Which of the following is a retention responsibility of the line management? |
| A. | Compensation and benefits |
| B. | Performance feedback to subordinates |
| C. | Management and organizational development |
| D. | Face-to-face resolution of conflict |
| Answer» A. Compensation and benefits | |
| 22. |
There is a substantial and growing body of research evidence showing a strong connection between how firms _____ and the economic results they achieve. |
| A. | select board members |
| B. | educate their management staff |
| C. | manage their people |
| D. | diversify their product line |
| Answer» D. diversify their product line | |
| 23. |
According to the text, quality of work life is defined in terms of: |
| A. | employee perceptions of their well-being at work. |
| B. | the level of productivity achieved by employees. |
| C. | objective indices of employee well-being at work. |
| D. | the degree to which an organization adopts Japanese managerial principles. |
| Answer» C. objective indices of employee well-being at work. | |
| 24. |
The feeling workers have when they are not able to control the work environment is: |
| A. | Meaninglessness |
| B. | Normlessness |
| C. | Mindlessness |
| D. | Powerlessness |
| Answer» A. Meaninglessness | |
| 25. |
Variance control, boundary location, work group organization, management support, design process, and quality of work life are components: |
| A. | Social pathological theory |
| B. | Sociotechnical system theory |
| C. | Polarization of work theory |
| D. | Quality of work theory |
| Answer» D. Quality of work theory | |
| 26. |
Broad-based efforts at automating mechanical processes and systems began in the: |
| A. | 1950s |
| B. | 1960s |
| C. | 1970s |
| D. | 1980s |
| Answer» C. 1970s | |
| 27. |
Who has given the systems Theory of Industrial Relation? |
| A. | Elton Mayo |
| B. | Karl Marx |
| C. | John Dunlop |
| D. | Roethilsberger |
| Answer» C. John Dunlop | |
| 28. |
Who has coined the term Industrial Democracy? |
| A. | Karl Marx |
| B. | Sydney and Beatrice Webbs |
| C. | Peter F. Drucker |
| D. | John Dunlop |
| Answer» C. Peter F. Drucker | |
| 29. |
A System of Industrial Relations were social and labour issues are discussed between Trade Unions and Management at enterprise level is: |
| A. | Bipartism |
| B. | Tripartism |
| C. | Social Dialogue |
| D. | All of the above |
| Answer» B. Tripartism | |
| 30. |
Bain and Clegg (1974) argue that industrial relations are concerned with: |
| A. | the making and administering of rules that regulate the employment relationship in unionised firms, regardless of whether these are seen as formal or informal, structured or unstructured |
| B. | the making and administering of rules that regulate the employment relationship in nonunionised firms, regardless of whether these are seen as formal or informal, structured or unstructured |
| C. | the making and administering of rules that regulate the employment relationship regardless of whether these are seen as formal or informal, structured or unstructured |
| D. | none of the above |
| Answer» A. the making and administering of rules that regulate the employment relationship in unionised firms, regardless of whether these are seen as formal or informal, structured or unstructured | |
| 31. |
Mainstream school of industrial relations is underpinned by a philosophy that is |
| A. | Pluralist |
| B. | Unitarist |
| C. | non-interventionist |
| D. | radical |
| Answer» C. non-interventionist | |
| 32. |
A criticism of the industrial relations perspective is that it: |
| A. | is too heavily in favour of trade unions |
| B. | focuses primarily on the institutions of job regulation and conflict resolution to the exclusion of all else |
| C. | is anti-trade union |
| D. | ignores legal influences on the employment relationship |
| Answer» B. focuses primarily on the institutions of job regulation and conflict resolution to the exclusion of all else | |
| 33. |
Which of the following is usually not an objective of industrial relations? |
| A. | Connectedness |
| B. | Collective wisdom |
| C. | Conflict prevention |
| D. | None of the above |
| Answer» D. None of the above | |
| 34. |
Identify the major actor of industrial relations from the following |
| A. | Employers |
| B. | Unions |
| C. | Government |
| D. | All of the above |
| Answer» D. All of the above | |
| 35. |
That the authority rests solely with the management with no right to anyone to challenge it is the basis of the |
| A. | Pluralist approach |
| B. | System approach |
| C. | Unitary approach |
| D. | Social action approach |
| Answer» C. Unitary approach | |
| 36. |
The balance of power is not vested with any one group; rather, it is maintained between the parties to the industrial relations.” This is the essence of the |
| A. | Pluralist approach |
| B. | System approach |
| C. | Unitary approach |
| D. | Social action approach |
| Answer» A. Pluralist approach | |
| 37. |
That the behaviour, actions and role of the individuals are primarily shaped by the cultures of the society is the basic assumption in the |
| A. | Pluralist approach |
| B. | System approach |
| C. | Unitary approach |
| D. | Social action approach |
| Answer» B. System approach | |
| 38. |
Which of the following approaches assumes that the understanding of industrial relations requires an understanding of the capitalized society? |
| A. | Marxist approach |
| B. | Gandhian approach |
| C. | Human relations approach |
| D. | Giri approach |
| Answer» A. Marxist approach | |
| 39. |
Organizations are made up of people and the success of management lies in its dealings with these people.” This is the fundamental of the |
| A. | Marxist approach |
| B. | Gandhian approach |
| C. | Human relations approach |
| D. | Giri approach |
| Answer» B. Gandhian approach | |
| 40. |
Which of the following approaches assumes that voluntary negotiations between employers and employees are a means of settling disputes? |
| A. | Marxist approach |
| B. | Giri approach |
| C. | Human relations approach |
| D. | Gandhian approach |
| Answer» C. Human relations approach | |
| 41. |
Which of the following approaches insists on investigating the underlying trends and patterns in the cause and effect of industrial disputes? |
| A. | Gandhian approach |
| B. | Giri approach |
| C. | Industrial sociology approach |
| D. | Pluralist approach |
| Answer» B. Giri approach | |
| 42. |
Productivity bargaining is considered as a classic example of the |
| A. | Oxford school approach |
| B. | Giri approach |
| C. | Human relations approach |
| D. | Gandhian approach |
| Answer» A. Oxford school approach | |
| 43. |
Storey (2001) distinguishes between two variants of HRM, which are: |
| A. | soft and hard |
| B. | manipulative and consensual |
| C. | traditional and innovative |
| D. | none of the above |
| Answer» A. soft and hard | |
| 44. |
Which of the following is NOT one of the five shared properties of social exchange relationships given in your text? |
| A. | costs and benefits |
| B. | unvoiced expectations and obligations |
| C. | procedural justice |
| D. | unequal power |
| Answer» C. procedural justice | |
| 45. |
Schein (1980) draws attention to the existence of three types of contract in the employment relationship, which are: |
| A. | formal. informal and psychological |
| B. | legal, illegal and taken-for-granted |
| C. | high-trust, low-trust and transactional |
| D. | close, distant and exchanges |
| Answer» A. formal. informal and psychological | |
| 46. |
Who are the actors of Industrial Relations? |
| A. | Workers and their organisations |
| B. | Employers and their organisations |
| C. | Government and the role of the State |
| D. | all of the above |
| Answer» D. all of the above | |
| 47. |
Employees in the workplace often talk of 'us' and 'them'. Which frame of reference does This reflect? |
| A. | Pluralism. |
| B. | Radical. |
| C. | Unitarism. |
| D. | None |
| Answer» A. Pluralism. | |
| 48. |
According to the three tiered model of industrial relations, the workplace level within the New Deal industrial relations system gave |
| A. | employers more control in the absence of labor contracts. |
| B. | unions and employees greater uniformity and fairness in workplace administration. |
| C. | society more instability because the system advocated conflictual settlements. |
| D. | line supervisors more power in personnel decision making processes. |
| Answer» A. employers more control in the absence of labor contracts. | |
| 49. |
Industrial relations cover the following area(s) |
| A. | Collective bargaining |
| B. | Labour legislation |
| C. | Industrial relations training |
| D. | All of the above |
| Answer» D. All of the above | |
| 50. |
Under unitary approach, industrial relation is grounded in |
| A. | Mutual co-operation |
| B. | Individual treatment |
| C. | Team work and shared goals |
| D. | All of the above |
| Answer» D. All of the above | |
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