1. Scenario Question 2 of 4 The World Manufacturing Company has 25 plants around the United States and other countries. More than 90 percent of their plants are unionized facilities. The company has enjoyed a long positive relationship with the various unions that represent their employees worldwide. A new facility is opening within the year near other unionized company locations. The GM of the new facility is concerned about the adversarial nature of the new union organizers. They are not from any union the company successfully deals with today.
A) Take all steps to avoid unionization regardless of the location or laws
B) Understand the laws and regulations for that location and work to maintain positive labor relations
C) Contact the international union that your organization is currently working with to establish a relationship at the new site
D) Work with the local unions to establish employer-union cooperation agreements
2. Scenario Question 4 of 4 The World Manufacturing Company has 25 plants around the United States and other countries. More than 90 percent of their plants are unionized facilities. The company has enjoyed a long positive relationship with the various unions that represent their employees worldwide. A new facility is opening within the year near other unionized company locations. The GM of the new facility is concerned about the adversarial nature of the new union organizers. They are not from any union the company successfully deals with today.
A) Management domination of a union
B) Interrogating employees or union officials
C) Violence during the organizing effort
D) Spying on internal union activities
3. Scenario Question 2 of 3 The HR manager is in an organization that is considering conducting some layoffs because the organization is suffering from two consecutive poor quarters. The company has communicated to the public that the financials would be positive for this quarter and that revenue per employee would be up and back to normal levels. The revenue per employee is still down, and a reduction in staff can bring the number back up to normal levels. The leadership team and especially the CFO feel this action is critically necessary. The leadership team is concerned about information leaking about the layoff too soon, resulting in premature turnover of valued staff.
A) The steps that can be taken include delaying the decisions, ensuring everything is prepared, and training all managers and leaders to communicate with laid-off employees correctly.
B) The steps that can be taken include expediting the decisions, reducing those involved with the decision, and emphasizing the importance of confidentiality to all individuals involved in the planning.
C) The steps that can be taken include delaying the decisions, involving all stakeholders with the decision, and emphasizing the importance of reducing liability involved in the planning.
D) The steps that can be taken include reducing liability, reducing those involved with the decision, and emphasizing the importance of confidentiality to all individuals involved in the planning.
4. Scenario Question 3 of 3 The HR manager is in an organization that is considering conducting some layoffs because the organization is suffering from two consecutive poor quarters. The company has communicated to the public that the financials would be positive for this quarter and that revenue per employee would be up and back to normal levels. The revenue per employee is still down, and a reduction in staff can bring the number back up to normal levels. The leadership team and especially the CFO feel this action is critically necessary. The leadership team is concerned about information leaking about the layoff too soon, resulting in premature turnover of valued staff.
A) The laws and regulations that should be reviewed in this case should be the WARN Act, EEOC, Title VII, Uniform Guidelines for Employee Selection Procedures, AAP, and OWBP Act.
B) The laws and regulations that should be reviewed in this case should be COBRA, ADAAA, the WARN Act, Workers - Compensation, and Uniform Guidelines for Employee Selection Procedures.
C) The laws and regulations that should be reviewed in this case should be the WARN Act, FLMA, Title VII, Uniform Guidelines for Employee Selection Procedures, EDEA, and OSHA.
D) The laws and regulations that should be reviewed in this case should be the NLRA, LMRA, LMRDA, the WARN Act and OWBP Act, and the Uniform Guidelines for Employee Selection Procedures.
5. Scenario Question 1 of 4 The CEO is concerned about the morale and engagement of the employees but is not sure of the best process to determine how employees are doing. He has heard from a friend that surveys are a great way to determine the morale of the troops. He has requested that HR develop a survey that can give him some level of understanding about the morale of the entire staff of 2,500 employees within the next two weeks.
A) HR should recommend a qualitative survey and focus groups to get all the detailed information for the CEO.
B) HR should recommend a quantitative online survey with minimal questions to increase response rates.
C) HR should recommend a quantitative online survey with the Gallup organization's questions included.
D) HR should recommend a qualitative survey and interviews to significantly increase the response rates.
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