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SPHR Questions - Part 7
1. Your organization likes to use mediation rather than lawsuits to find amicable resolutions to issues and disputes. When mediation is required, there are several steps to the process. What step of the mediation process identifies alternative solutions to the problem?
A) Options
B) Fact-finding
C) Negotiating
D) Structure
2. As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act?
A) The Clayton Act
B) The Railway Labor Act
C) The National Industrial Recovery Act
D) The National Labor Relations Act
3. A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?
A) It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.
B) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract although there is already an approved contract in place.
C) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.
D) It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.
4. Which of the following HR strategies would be most useful in dealing with a workforce that lacks accountability?
A) Identify training needs through an assessment.
B) Conduct a skills assessment to determine performance deficiencies.
C) Begin to gather employee feedback through surveys and exit interviews.
D) Follow the progressive disciplinary process.
5. An organization has over 5,000 employees and a union has been trying to persuade the employees to join their union. Before the employees can vote in a union election, what percentage of the employee population must sign an authorization card for the union?
A) Ten percent
B) Thirty percent
C) Fifty percent
D) Eighty percent
A) Options
B) Fact-finding
C) Negotiating
D) Structure
2. As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act?
A) The Clayton Act
B) The Railway Labor Act
C) The National Industrial Recovery Act
D) The National Labor Relations Act
3. A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?
A) It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.
B) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract although there is already an approved contract in place.
C) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.
D) It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.
4. Which of the following HR strategies would be most useful in dealing with a workforce that lacks accountability?
A) Identify training needs through an assessment.
B) Conduct a skills assessment to determine performance deficiencies.
C) Begin to gather employee feedback through surveys and exit interviews.
D) Follow the progressive disciplinary process.
5. An organization has over 5,000 employees and a union has been trying to persuade the employees to join their union. Before the employees can vote in a union election, what percentage of the employee population must sign an authorization card for the union?
A) Ten percent
B) Thirty percent
C) Fifty percent
D) Eighty percent
1. Right Answer: A
Explanation: Answer option A is correct.There are six stages of mediation: structure, introductions, fact-finding, options, negotiating, and writing the agreement. The options stage identifies all possible alternative solutions to the problem.Answer option B is incorrect. Fact-finding allows both sides to present their case and for the mediator to identify the facts.Answer option C is incorrect. Negotiating helps the parties come to an agreement based on the identified options.Answer option D is incorrect. Structure describes how and when the mediation process will occur.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution
2. Right Answer: A
Explanation: Answer option A is correct.The Clayton Act clarified language in The Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from The Sherman Antitrust Act.Answer option B is incorrect. The Railway Labor Act applied onto, to interstate railroads, and required workers to keep the trains moving.Answer option C is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.Answer option D is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choosing.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
3. Right Answer: A
Explanation: Answer option A is correct.A jurisdictional strike is an effort by the union to get the employer to assign specific work to the union rather than to other unions or even non-union workers.Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike.Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike.Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer requests all work, not just particular work.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
4. Right Answer: C
Explanation: Answer option C is correct.Employee-engagement activities center around the function of gathering meaningful feedback. Surveys, interviews, and focus groups are just some of the examples of formal feedback systems that can be used to improve organizational outcomes. From this feedback, solutions such as training (A) and targeted performance improvement plans (B, D) can be assessed. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: B
Explanation: Answer option B is correct.The minimum amount of employees that must sign an authorization card is 30 percent before a union election may be held among the employees.Answer option A is incorrect. Ten percent is too low for an election to be considered.Answer option C is incorrect. While 30 percent is the minimum amount, most unions prefer fifty percent of the employee population to sign the authorization cards.Answer option D is incorrect. Eighty percent is not a valid number for the minimum amount of voters.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization
Explanation: Answer option A is correct.There are six stages of mediation: structure, introductions, fact-finding, options, negotiating, and writing the agreement. The options stage identifies all possible alternative solutions to the problem.Answer option B is incorrect. Fact-finding allows both sides to present their case and for the mediator to identify the facts.Answer option C is incorrect. Negotiating helps the parties come to an agreement based on the identified options.Answer option D is incorrect. Structure describes how and when the mediation process will occur.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution
2. Right Answer: A
Explanation: Answer option A is correct.The Clayton Act clarified language in The Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from The Sherman Antitrust Act.Answer option B is incorrect. The Railway Labor Act applied onto, to interstate railroads, and required workers to keep the trains moving.Answer option C is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.Answer option D is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choosing.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
3. Right Answer: A
Explanation: Answer option A is correct.A jurisdictional strike is an effort by the union to get the employer to assign specific work to the union rather than to other unions or even non-union workers.Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike.Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike.Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer requests all work, not just particular work.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
4. Right Answer: C
Explanation: Answer option C is correct.Employee-engagement activities center around the function of gathering meaningful feedback. Surveys, interviews, and focus groups are just some of the examples of formal feedback systems that can be used to improve organizational outcomes. From this feedback, solutions such as training (A) and targeted performance improvement plans (B, D) can be assessed. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: B
Explanation: Answer option B is correct.The minimum amount of employees that must sign an authorization card is 30 percent before a union election may be held among the employees.Answer option A is incorrect. Ten percent is too low for an election to be considered.Answer option C is incorrect. While 30 percent is the minimum amount, most unions prefer fifty percent of the employee population to sign the authorization cards.Answer option D is incorrect. Eighty percent is not a valid number for the minimum amount of voters.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization
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