True/False

A union is indeed an organization that has the legal authority to represent workers. It serves as a collective voice for the employees, negotiating on their behalf for better terms of employment. Additionally, a union also administers the collective agreement, which outlines the rights and responsibilities of both the workers and the employer. Therefore, the statement is true.

Labour market analysis and demographics are indeed two methods for estimating the external supply of human resources. Labour market analysis involves studying factors such as job vacancies, unemployment rates, and wage levels to understand the availability and characteristics of potential workers in a particular area or industry. On the other hand, demographics involves analyzing population data, such as age, gender, education level, and migration patterns, to determine the size and composition of the workforce. Both methods are essential for organizations to assess the external supply of human resources and make informed decisions regarding recruitment and workforce planning.

Workplace diversity refers to the presence of individuals with different backgrounds, experiences, and characteristics in a workplace. These differences can include factors such as gender, race, ethnicity, age, sexual orientation, and abilities. When a workplace is diverse, it means that there is a variety of perspectives and viewpoints present, which can lead to a richer and more inclusive work environment. These different human characteristics can indeed influence values, perceptions, and interpretations of events, as people's backgrounds and experiences shape how they see and understand the world. Therefore, the statement that workplace diversity includes important human characteristics that influence values, perceptions, and interpretations of events is true.

Self-directed work teams are indeed considered one form of employee involvement. In such teams, employees have the autonomy and responsibility to make decisions and manage their own work. They are empowered to set goals, plan and execute tasks, and solve problems collectively, without constant supervision or direction from a manager. This level of involvement fosters a sense of ownership, increases motivation and engagement, and promotes collaboration and innovation within the team. Therefore, the statement "Self-directed work teams are claimed as one form of employee involvement" is true.

Performance standards are indeed the benchmarks against which performance is measured. These standards provide a clear and objective criteria to evaluate and assess the performance of individuals, teams, or organizations. By setting specific expectations and goals, performance standards help to define what constitutes successful performance and provide a basis for feedback, recognition, and improvement. Therefore, the statement "Performance standards are the benchmarks against which performance is measured" is true.

Job analysis information is crucial for a recruiter to effectively understand the requirements and responsibilities of a job opening. It provides detailed insights into the tasks, skills, qualifications, and other relevant factors needed for the position. By reviewing job analysis information, recruiters can ensure that they have a clear understanding of the job requirements, which helps them in sourcing and screening suitable candidates. Therefore, it is essential for a recruiter to review job analysis information as one of their initial steps in the recruitment process.

In larger organizations, there is often a greater disconnect between workers and their managers or supervisors due to the sheer number of employees. This impersonal relationship can lead to a lack of communication and understanding between the two parties. Workers may feel that their concerns and needs are not being addressed, leading them to seek representation and support from a union. Therefore, it is more likely that workers in larger organizations will join a union to advocate for their rights and interests.

Reduced turnover, lower overtime costs, and more satisfied employees are all organizational objectives of indirect compensation. This means that indirect compensation, which includes benefits, perks, and other non-monetary rewards, can help organizations retain employees, reduce the need for overtime work, and increase overall employee satisfaction. These objectives align with the purpose of indirect compensation, which is to create a positive work environment and enhance employee motivation and loyalty. Therefore, the statement is true.

Employers have a legal obligation to make accommodations for an employee's religious practices, as long as it does not cause significant difficulty or hardship for the employer. This means that employers must make reasonable efforts to accommodate an employee's religious beliefs and practices, such as allowing time off for religious holidays or providing a designated space for prayer. However, if accommodating the employee's religious practices would create an excessive burden on the employer, it may be considered undue hardship and the employer may not be required to accommodate. Therefore, the statement "Employers have a 'duty to accommodate' up to a level of 'undue hardship' in accommodating an employee's religious practices" is true.

The explanation for the correct answer "True" is that despite the shift towards a post-industrial global economy, the fundamental structure and purpose of large corporations have remained unchanged. Large corporations still exist to generate profit, create goods and services, and employ a significant number of people. While the nature of industries and technologies may have evolved, the core principles and objectives of corporations have remained constant.

The explanation for the correct answer, which is True, is that when a worker is injured, the costs associated with their medical treatment, rehabilitation, and potential loss of income are not solely the responsibility of the management or the employer. Instead, these costs are often shared by society through various social welfare programs and the worker themselves, through their own personal expenses and potential loss of earning capacity. Therefore, it can be concluded that the major costs for maintaining an injured worker are indeed borne by society and the worker, rather than solely by the management.

Work measurement as a source of job standards includes time study and work sampling, but not the use of historical data. This statement is false. Work measurement can indeed include the use of historical data as a source of job standards. Historical data can provide valuable insights into past performance and help in setting realistic and achievable standards for future work.

Management cannot make substantial improvements in occupational safety once unsafe workers, especially younger workers, have been identified. The correct answer is False. It is important for management to proactively address the safety concerns of all workers, including younger workers, to prevent accidents and create a safe working environment. By implementing proper training programs, providing necessary safety equipment, and fostering a culture of safety, management can effectively improve occupational safety for all employees.

The statement is false because initiating disciplinary matters, implementing motivational strategies, and providing on-the-job training are not exclusive responsibilities of a human resource manager. While these tasks may fall within the scope of HR, they can also be carried out by other managers or departments within an organization.

The statement is false because the given techniques, job rotation, coaching, and role-playing, are not the only on-the-job training techniques available. There are other techniques such as apprenticeships, mentoring, and simulations that can also be used for on-the-job training.

Internal supply estimates of human resources are not most often done using trend projection forecasting, replacement charts, and human resource audits. These methods may be used occasionally, but the most common and widely used method for internal supply estimates is succession planning. Succession planning involves identifying and developing potential candidates within the organization to fill key positions in the future.

The statement suggests that the employment reference is considered one of the most useful tools in the selection process according to many human resource professionals. However, the correct answer is False, indicating that this statement is not accurate. It implies that not all HR professionals believe that employment references are highly valuable in the selection process.

The statement suggests that when there is no job stress, workplace performance is consistently high. However, this is not necessarily true. While some individuals may perform well under low stress conditions, others may thrive under moderate levels of stress. Additionally, factors such as motivation, skills, and work environment can also impact workplace performance. Therefore, it cannot be concluded that workplace performance will always be high in the absence of job stress.

This statement is false because absolute pay levels do not directly serve employee social and self-esteem needs. While pay levels can contribute to an employee's overall satisfaction and well-being, social and self-esteem needs are typically fulfilled through factors such as positive relationships, recognition, and personal achievements. Pay levels alone cannot fully address these psychological needs.

Motivational theories do not necessarily operate in an interpersonal mode. While some theories may involve one person attempting to alter the behavior of another person, there are also theories that focus on individual motivation and self-determination. Therefore, it is not accurate to say that all motivational theories operate in an interpersonal mode.