A Quiz On Industrial Relations: Trivia!

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| By Azhar Qureshi
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Azhar Qureshi
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Quizzes Created: 2 | Total Attempts: 36,399
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  • 1/20 Questions

    Every Industrial Relations System has 3 basic parties: Employer, Employees, and Government. 

    • True
    • False
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About This Quiz

Explore key aspects of industrial relations with this trivia quiz! Covering topics like conflict, retrenchment, objectives of IR, and labor legislation, this quiz enhances understanding of complex workforce dynamics and legal frameworks, making it ideal for students and professionals in HR.

A Quiz On Industrial Relations: Trivia! - Quiz

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  • 2. 

    An industrial dispute also covers a dispute between employers and employers.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    An industrial dispute refers to a conflict or disagreement between employers and employees. However, it can also include disputes between employers themselves. This could arise when two or more employers have conflicting interests or disagreements over certain issues, such as competition, contracts, or business practices. Therefore, it is true that an industrial dispute can cover a dispute between employers and employers.

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  • 3. 

    Which of the following is(are) the role of trade unions in an organisation?

    • Training and Development of workers

    • Ensuring better wages

    • Improving working conditions

    • All of the above

    Correct Answer
    A. All of the above
    Explanation
    Trade unions play multiple roles in an organization. One of their roles is to provide training and development opportunities to workers, helping them enhance their skills and knowledge. Additionally, trade unions advocate for better wages, ensuring that workers are fairly compensated for their work. They also work towards improving working conditions, advocating for safe and healthy work environments. Therefore, the correct answer is "All of the above".

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  • 4. 

    Which of the following is not labor legislation?

    • Factories Act

    • Minimum Wages Act

    • Untouchability Abolition Act

    • Equal Remuneration Act

    Correct Answer
    A. Untouchability Abolition Act
    Explanation
    The Untouchability Abolition Act is not considered a labor legislation because it primarily focuses on the eradication of untouchability and discrimination based on caste. It aims to ensure social equality and protect the rights of marginalized communities. On the other hand, the Factories Act, Minimum Wages Act, and Equal Remuneration Act are all labor legislations that specifically address the working conditions, wages, and equal pay for workers in factories and other employment sectors.

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  • 5. 

    All of the following are sources of grievance arising from management policies, except:

    • Wage rate

    • Overtime

    • Leave policy

    • Autocratic leadership

    Correct Answer
    A. Autocratic leadership
    Explanation
    Autocratic leadership is not a source of grievance arising from management policies. Autocratic leadership refers to a leadership style where the leader makes decisions without input from others and maintains strict control over subordinates. While this leadership style may lead to dissatisfaction among employees, it is not directly related to management policies. Wage rate, overtime, and leave policy, on the other hand, are all management policies that can potentially cause grievances among employees if they are perceived as unfair or inadequate.

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  • 6. 

    The reason(s) for the Manesar plant incident where an HR executive was killed due to a dispute between management and labor is(are):

    • Disparity in wages

    • Lack of trust between HR department and conractors

    • Political interference

    • All of the above

    Correct Answer
    A. All of the above
    Explanation
    The Manesar plant incident, where an HR executive was killed, can be attributed to a combination of factors. Firstly, the disparity in wages between management and labor may have created resentment and frustration among the workers, leading to a volatile situation. Secondly, the lack of trust between the HR department and contractors could have contributed to a breakdown in communication and conflict resolution. Lastly, political interference may have exacerbated the tensions and hindered the resolution of the dispute. Therefore, all of the mentioned factors could have played a role in the incident.

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  • 7. 

    Which of the following is not a level of worker participation in management?

    • Authoritative

    • Consultative

    • Informative

    • Administrative

    Correct Answer
    A. Authoritative
    Explanation
    Authoritative is not a level of worker participation in management because it implies a top-down approach where decisions are made solely by management without input or involvement from workers. In this level, workers are not given the opportunity to participate in decision-making processes or contribute their ideas and suggestions. Instead, decisions are made by those in authority and communicated to the workers without their input or involvement. This level of participation is characterized by a lack of empowerment and involvement of workers in the decision-making process.

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  • 8. 

    A serious disagreement or argument that is long-term in nature.

    • Dispute

    • Fight

    • Conflict

    • Complaint

    Correct Answer
    A. Conflict
    Explanation
    Conflict is the correct answer because it refers to a serious disagreement or argument that is long-term in nature. It implies a prolonged and ongoing struggle between two or more parties, often characterized by opposing views, interests, or goals. Conflict can occur in various contexts, such as personal relationships, organizations, or between nations, and can involve different levels of intensity and hostility. It is different from a fight, which implies a physical altercation, and a complaint, which is a formal expression of dissatisfaction.

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  • 9. 

    The amount sufficient to enable a worker to live in reasonable comfort, having regard to all obligations to which an average worker would ordinarily be subject to:

    • Minimum Wage

    • Fair Wage

    • Living Wage

    • Nominal Wage

    Correct Answer
    A. Minimum Wage
    Explanation
    Minimum wage refers to the lowest amount of money that an employer is legally required to pay their workers. It is set by the government and is intended to ensure that workers receive a fair wage for their labor. The minimum wage is typically determined based on various factors such as the cost of living, average wages in the industry, and the needs of the workers. It is designed to provide workers with enough income to meet their basic needs and live in reasonable comfort, taking into account their average obligations.

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  • 10. 

    The grant of profit-sharing benefits to managers, supervisors and all rank-and-file employees covered by the collective bargaining agreement is?

    • An unfair labor practice

    • A ground for staging a valid strike

    • A direct and outright violation of its provisions

    • A management prerogative

    Correct Answer
    A. A management prerogative
    Explanation
    Granting profit-sharing benefits to employees is considered a management prerogative. This means that it is within the rights and discretion of the management to decide whether or not to provide such benefits. It is not considered an unfair labor practice, a ground for a strike, or a violation of any provisions.

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  • 11. 

    Which of the following is not an objective of IR?

    • Connectedness

    • Collective wisdom

    • Conflict prevention

    • None of the above

    Correct Answer
    A. None of the above
    Explanation
    The correct answer is "None of the above." This means that all of the given options - connectedness, collective wisdom, and conflict prevention - are objectives of IR (International Relations). This suggests that IR aims to promote connectedness between nations, utilize collective wisdom to address global issues, and prevent conflicts among countries.

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  • 12. 

    Industrial Disputes Act was passed in the year ____

    • 1945

    • 1946

    • 1947

    • 1948

    Correct Answer
    A. 1947
    Explanation
    The correct answer is 1947. The Industrial Disputes Act was passed in India in 1947. This act was enacted to provide a legal framework for the prevention and settlement of industrial disputes. It aims to promote harmonious relations between employers and employees and ensure the rights and welfare of workers. The act covers various aspects such as the definition of industrial disputes, procedures for their resolution, provisions for strikes and lockouts, and the establishment of industrial tribunals.

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  • 13. 

    For the Marxists, all strikes are:

    • Political

    • Social

    • Legislative

    • None of the above

    Correct Answer
    A. Political
    Explanation
    The Marxists view all strikes as political because they believe that strikes are a form of class struggle and a means for workers to assert their power and challenge the capitalist system. Strikes are seen as a way for workers to demand better working conditions, higher wages, and greater rights, which are inherently political issues. The Marxists argue that strikes are a tool for workers to challenge the existing social and economic order and push for a more equitable society. Therefore, they consider all strikes as political actions.

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  • 14. 

    The Trade Unions Act was passed in the year _____  

    • 1920

    • 1927

    • 1936

    • 1926

    Correct Answer
    A. 1926
    Explanation
    The correct answer is 1926. The Trade Unions Act was passed in 1926. This act was introduced in order to provide legal recognition and protection to trade unions in India. It laid down various provisions regarding the registration, rights, and responsibilities of trade unions. The act aimed to promote collective bargaining and ensure better working conditions for workers.

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  • 15. 

    Temporary closing or suspension of work in a place of employment by the employer, is termed as:

    • Retrenchment

    • Layoff

    • Lockout

    • Strike

    Correct Answer
    A. Lockout
    Explanation
    A lockout refers to the temporary closing or suspension of work in a place of employment by the employer. It is a measure taken by the employer to prevent employees from working, usually as a result of a labor dispute or disagreement between the employer and employees. During a lockout, employees are not allowed to work and are often denied access to the workplace. This action is taken by the employer as a strategy to gain leverage in negotiations or to exert control over the workforce.

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  • 16. 

    Which of the following actions is temporary in nature?

    • Retrenchment

    • Dismissal

    • Layoff

    • None of the above

    Correct Answer
    A. Layoff
    Explanation
    Layoff is a temporary action in nature. It refers to the temporary suspension or termination of employment due to reasons such as economic downturn, seasonal fluctuations, or organizational restructuring. Unlike retrenchment, which involves a permanent reduction in the workforce, or dismissal, which is a permanent termination of employment due to employee misconduct or poor performance, a layoff is intended to be temporary. It is often used as a cost-cutting measure by organizations during periods of low demand or financial difficulties, with the intention of rehiring employees once the situation improves.

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  • 17. 

    In case of retrenchment, the worker is entitled to ____ months' notice or pay in lieu of notice.

    • One

    • Two

    • Three

    • Four

    Correct Answer
    A. Two
    Explanation
    In case of retrenchment, the worker is entitled to two months' notice or pay in lieu of notice. This means that if the employer decides to terminate the worker's employment due to retrenchment, they must provide the worker with a notice period of two months. Alternatively, the employer can choose to pay the worker for the two months' notice period instead of providing actual notice. This ensures that the worker has sufficient time to find alternative employment or make necessary arrangements.

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  • 18. 

    The registration of a trade union is compulsory.

    • True

    • False

    Correct Answer
    A. False
    Explanation
    The statement is false because the registration of a trade union is not compulsory in all countries. While some countries may require trade unions to register in order to enjoy certain legal protections and benefits, there are also countries where registration is not mandatory. Therefore, the statement cannot be universally true.

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  • 19. 

    Which of the following factor(s) is(are) responsible for the weakening of the trade unions in India? a. absence of rank and file leadership b. absence of one union in one industry c. the politicization of unions d. proactive management  

    • A,b,c

    • A,b,d

    • A,b,c,d

    • C

    Correct Answer
    A. A,b,c,d
  • 20. 

    Trade unions and management must strive for win-win negotiations, that is, ________, so that both parties gain something.

    • Fixing the pie

    • Expanding the pie

    • Dividing the pie

    • Removing the pie

    Correct Answer
    A. Expanding the pie
    Explanation
    In labor negotiations, "expanding the pie" refers to the idea that trade unions and management should work together to create more value and opportunities for both parties. Instead of focusing on dividing a fixed amount of resources (the pie), they should aim to increase the overall size of the pie by finding new ways to collaborate and generate more benefits for everyone involved. This approach promotes cooperation and mutual gains, ensuring that both trade unions and management benefit from the negotiations.

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Quiz Review Timeline (Updated): Mar 21, 2023 +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Oct 11, 2018
    Quiz Created by
    Azhar Qureshi
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