Q&A Hero

Q: a) Fact-findingb) Wagner Actc) Dues checkoffd) Lockoute) Federal Mediation and Conciliation Service (FMCS)f) Open shopg) Maintenance of membershiph) Union security arrangementsi) Railway Labor Actj) Wildcat strikek) National Labor Relations Board (NLRB)l) Agency shopm) Right to work lawsn) Grievance procedureo) Authorization cardA complaint-resolving process contained in union contracts.

Q: a) Fact-findingb) Wagner Actc) Dues checkoffd) Lockoute) Federal Mediation and Conciliation Service (FMCS)f) Open shopg) Maintenance of membershiph) Union security arrangementsi) Railway Labor Actj) Wildcat strikek) National Labor Relations Board (NLRB)l) Agency shopm) Right to work lawsn) Grievance procedureo) Authorization cardEmployer withholding of union dues from union members' paychecks.

Q: a) Fact-findingb) Wagner Actc) Dues checkoffd) Lockoute) Federal Mediation and Conciliation Service (FMCS)f) Open shopg) Maintenance of membershiph) Union security arrangementsi) Railway Labor Actj) Wildcat strikek) National Labor Relations Board (NLRB)l) Agency shopm) Right to work lawsn) Grievance procedureo) Authorization cardLabor contract provisions designed to attract and retain dues-paying members.

Q: a) Fact-findingb) Wagner Actc) Dues checkoffd) Lockoute) Federal Mediation and Conciliation Service (FMCS)f) Open shopg) Maintenance of membershiph) Union security arrangementsi) Railway Labor Actj) Wildcat strikek) National Labor Relations Board (NLRB)l) Agency shopm) Right to work lawsn) Grievance procedureo) Authorization cardA union security arrangement whereby employees must pay union dues to the certified bargaining unit even if they choose not to join the union.

Q: a) Fact-findingb) Wagner Actc) Dues checkoffd) Lockoute) Federal Mediation and Conciliation Service (FMCS)f) Open shopg) Maintenance of membershiph) Union security arrangementsi) Railway Labor Actj) Wildcat strikek) National Labor Relations Board (NLRB)l) Agency shopm) Right to work lawsn) Grievance procedureo) Authorization cardA card signed by prospective union members indicating that they are interested in having a union election held at their worksite.

Q: The unionization rate in Sweden is 68%.

Q: When labor union contract negotiations breakdown; the outcome is an impasse.

Q: Union membership in the United States reached its pinnacle of approximately 36 percent of the workforce in the early 1970s.

Q: If a union drive is going on in an organization, one thing management should routinely do is to secretly observe and note who is distributing pro-union literature.

Q: A union victory is assured when a sizeable proportions of workers sign authorization cards.

Q: The Landrum-Griffin Act of 1959 was passed to address the public outcry over the misuse of union funds and corruption in the labor movement.

Q: Fortunately, union shops are legal in right-to-work states.

Q: Under the terms of a union contract, wildcat strikes are legal and a legitimate way to enforce management compliance with a labor agreement.

Q: It is considered an unfair labor practice for an employer to refuse to bargain collectively with the representatives chosen by the employees.

Q: The Taft-Hartley Act is also referred to as the National Labor Relations Act.

Q: When an employer withholds union dues from a union member's pay check, this is a part of the maintenance of membership for the union member.

Q: The most desirable form of union security from a union perspective is the open shop.

Q: Greater job security is one reason an employee may wish to join a union.

Q: Interestingly, transportation is the least unionized private sector of the U.S. workforce.

Q: Of the U.S. workforce, government is the most unionized sector.

Q: What is the term for pressures created by other employees, including a lack of social support from colleagues? a) Role ambiguity b) Role demands c) Task demands d) Role conflicts e) Interpersonal demands

Q: In what way do benefits such as on-site childcare, healthcare, and EAPs help employees? a) Establish work-life balance b) Support an informal social network within the workplace c) Minimize Type B behaviors d) Limit interpersonal demands e) Establish task demands and eliminate role ambiguity

Q: What is a prime concern for employees, and families of employees, while on international assignments? a) Safety b) Security c) Burnout d) Role ambiguity e) Role overload

Q: What can be the result of job expectations, dysfunctional or negative work culture, poor personal fit with the job, poorly designed jobs, or lack of work-life balance? a) Role conflict b) Repetitive stress injury c) Burnout d) Sick building syndrome e) Stress

Q: Because OSHA charges employers with providing a place of employment free from hazards that are likely to cause death or serious harm, an organization must develop a plan to: a) incorporate EAPs. b) maintain Form 300. c) better manage stress. d) identify role demands. e) prevent workplace violence.

Q: If an employer ignored or disregarded a workplace hazard that could endanger a worker, what type of OSHA violation might the employer be guilty of? a) Willful violation b) Inspection violation c) Serious violation d) SDS violation e) Repeated violation

Q: What aspect of OSHA covers any potentially dangerous or unhealthy workplace condition not covered by specific industry regulation? a) Recordability requirements b) Marshall v. Barlow's Inc. c) Incidence rates d) General Duty Clause e) Imminent danger

Q: A general first-aid kit for executives on overseas assignments should have all EXCEPT the following: a) over-the-counter medications. b) prescription drugs. c) water-purifying tabs. d) a map of the cities being visited. e) disinfectant solutions.

Q: Which of the following is NOT an issue that is included in wellness programs? a) Smoking cessation b) Financial counseling c) Stress management d) Violence protection e) Nutrition education

Q: Employee assistance programs were originally started to help employees with which of these problems? a) Alcoholism b) Gambling c) Obesity d) Post traumatic stress e) Divorce

Q: Maggie is developing procedures for slowing down the burnout process in her manufacturing assembly division. She is using the following technique: a) identification. b) prevention. c) mediation. d) remediation. e) all of the above.

Q: Which of the following is NOT a technique for reducing burnout? a) Mediation b) Remediation c) Prevention d) Medication e) Identification

Q: Connor has just moved to a state that does not make smoke free work environments mandatory. He goes to the HR department with a proposal for a smoke free environment, with a lounge and designated outside areas for smokers. He cites all of the following problems associated with smoking EXCEPT: a) absenteeism. b) property damage. c) lost productivity. d) health insurance costs. e) shortened attention span.

Q: Ayden's division of a large data entry shop had many workers compensation claims for headaches, swollen feet, back pain and nerve damage. He hired an ergonomics expert who suggested all of the following EXCEPT: a) have adjustable desks and keyboards. b) invest in adjustable chairs that are designed to reduce back strain. c) paint an office bright white. d) adjust lighting brightness to avoid video terminal eyestrain. e) buy office equipment that is designed for your workers.

Q: Jonathan is always busy and feeling a sense of urgency. He is extremely competitive and has difficulty enjoying leisure time. What is Jonathan's personality type? a) Type A b) Type B c) Type C d) Type X e) Type Y

Q: Edwina is the human resources manager of a large manufacturing firm. She noticed last year that turnover, illnesses, and unexcused absences were up by alarming percentages. She also noticed that productivity and morale were down. Edwina has prepared a survey of employees to identify their perceptions of formalization, leadership, communication, rules and procedures, staff support, meaningfulness, feedback, work pressures, and job involvement. What burnout reduction technique is Edwina using? a) Avoidance b) Identification c) Prevention d) Mediation e) Renovation

Q: Shreya is a lawyer in a large law firm in New York City. Her work is very demanding. She usually works between 60 and 70 hours per week. She is married and has a three-year old son, Deven. She is stressed due the demands of her work and family. What is the likely cause of her stress? a) Role ambiguity b) Inadequate compensation c) Inadequate childcare arrangements d) Role overload e) Excessive competitive drive

Q: Yvonne is a new employee at Toddler Toys, Inc. She is stressed because she is unclear as to what she should do on the job. What is the cause of Yvonne's stress? a) Role conflicts b) Role overload c) Lack of role model d) Role ambiguity e) Lack of assertiveness

Q: Fred manages an overnight shipping service in a large eastern city. He has heard about the increase in workplace violence and wants to make sure nothing happens in his plant. He installed security checkpoints on all entrances to company premises. Is there anything else Fred can do? a) Add psychological testing to the hiring requirements. b) Move to another geographical location. c) Provide free self-defense training for all employees. d) Review video surveillance tapes each evening to spot strange behavior among employees. e) Train managers to treat employees with respect during the discipline process.

Q: Maureen came to work today with a black eye and mouth so swollen she couldn"t speak clearly. When questioned, she told her boss, Max, that her husband beat her up again, this time threatening to kill her. What should Max do? a) Make sure the organization has adequate security to keep unauthorized or armed people out of the workplace. b) Send Maureen to an EAP session. c) Assign Maureen, on a temporary basis, to another work location. d) Go talk to her husband. e) File a formal grievance against Maureen's husband.

Q: Huma is in charge of a task force to reduce workplace violence in her city. She put together a brochure suggesting all of the following actions to reduce workplace violence EXCEPT: a) train exit interviewers to treat all individuals with respect. b) train management personnel to recognize troubled employees. c) lay employees off quickly, without warning. d) design EAPs specifically for troubled and potentially violent employees. e) implement stronger security mechanisms.

Q: Aveena is conducting a manager workshop on employee disciplinary actions. This section she is doing a role play where the boss humiliates the subordinate, provoking him to anger. She stops to read some figures: 1000 employees are murdered each year on the job. What workplace issue is explored in the scenario? a) Violence b) Diversity c) Equality d) Globalization e) Accommodation

Q: Repetitive stress injuries account for nearly _________ of annual workplace illnesses from headaches, swollen feet, back pain, or nerve damage. a) 10% b) 20% c) 30% d) 60% e) 70%

Q: Approximately, how many employees are victims of violent crimes on the job each year in the United States? a) 1,000 b) 10,000 c) 100,000 d) 500,000 e) 2 million

Q: Brendan works for OSHA collecting data on workplace safety violations. In compiling the statistics, he found the top ten violations included all EXCEPT: a) falling from ladders or scaffolding. b) failure to wear respiratory protection. c) electrocution from poorly designed electrical systems. d) improper labeling of hazardous chemicals. e) tripping over open file cabinet drawers.

Q: Approximately, how many employees are murdered on the job each year in the United States? a) 10 b) 100 c) 500 d) 10,000 e) 50,000

Q: The leading cause of death on the job is a) electrocution. b) poisoning. c) being struck by a forklift. d) falling. e) inhalation of dust.

Q: Today is Angela's first day on the job as safety administrator. This morning David came in bleeding, to get a Band-Aid for a paper cut from the copier. David chatted for a few minutes, and then returned to work. Then, Daniel was brought in, bleeding from a fall off a ladder. Angela checked him for concussion, and then sent him to the hospital. Roxy came in this afternoon, ill from her work in the paint shop. She received some stomach medication, and then returned to work. Angela turns to you, her supervisor and asks, "Which incidents do I count on the Form 300?" What is your reply? a) Daniel and Roxy, not David b) Daniel only c) David only d) Daniel, Roxy, and David e) Roxy only

Q: Sayed, a university secretary, slipped on an icy campus sidewalk while delivering a memo to the provost. He was knocked unconscious and rushed to the hospital. The next day he returned to work with a slight headache and a large bruise on his forehead. What OSHA report would be filed? a) The case would not be recorded. The incident is not work-related. b) OSHA form 7053 would be filed. c) OSHA Form 300 is required for all illnesses. d) The case would not be recorded. The injury was not severe enough to report. e) OSHA Form 300 would be completed because he lost consciousness.

Q: Brooke, a researcher for a pharmaceutical manufacturer was stung by a bee during a lab experiment. She was given an aspirin and an ice pack by the company nurse. An hour later she returned to work. What OSHA report would be filed? a) The case would not be recorded. The incident is not work-related. b) OSHA FORM 7034 would be completed. c) The case would not be recorded. Pharmaceutical manufacturers are covered by other safety laws. OSHA does not apply. d) The case would not be recorded. The injury did not require medical attention beyond first aid. e) OSHA Form 200 would be completed.

Q: Wei Xu, a secretary for a pharmaceutical manufacturer, was hospitalized with a severe allergic reaction after being stung by hornets on his vacation. He was hospitalized and missed two months of work due to the accident. What OSHA report would be filed? a) The case would not be recorded. The incident is not work-related. b) OSHA Form 7034 would be completed. c) OSHA critical incident report would be filed. d) The case would not be recorded. The incident was not severe enough to report. e) OSHA Form 300 would be completed.

Q: Last month, the OSHA inspector in a dog food processing plant "red-flagged" a production area for an old and faulty mixing machine. Yesterday, the machine exploded, and blew the concoction all over the processing room. Fortunately, it was during the shift change, and no employees were injured. The plant has had record keeping violations in the past. What OSHA penalty can this firm expect? a) No penalty if the records are accurate this time. b) No penalty. Red-flagging exempts a firm from penalty for 60 days. c) The shift supervisor will be dismissed. d) Criminal charges may be filed against top management. e) The firm will be fined a maximum of $70,000 per day until the situation is corrected.

Q: Forty workers fell from iron smelter staging area when the main supports collapsed. All of them suffered broken bones, five were severely burned, and 11 employees died. This is the twentieth job-related accident reported in the 2000-employee plant during the last 6 months. What OSHA penalties can the organization expect? a) Top executives may be criminally charged. b) The firm will probably pay $70,000 in fines. c) The firm will probably pay $10,000 in fines. d) The firm will probably be required to install a workplace safety program and to fund research in that area. e) OSHA will probably not assess a penalty.

Q: Your company has 2,000 employees that experienced 200 reported accidents over the past year. The total number of hours worked by all employees during the year was 4,000,000. What is the incidence rate in your company? a) 1 b) 10 c) 50 d) 100 e) 1000

Q: Roger, a chemical plant employee, fell from a catwalk into a live vat. He was rushed to the hospital with chemical burns this morning. An OSHA inspector is on site now, examining the scene of the accident. What level of enforcement is involved? a) Actual danger b) Serious accident c) Employee complaint d) Target inspection e) Random inspection

Q: Last month, Mishika, a secretary in a large university, complained to OSHA that the air in her office made her sick. She could see green mold in the ventilation system. She had been treated for breathing problems 4 times in the past year. An OSHA inspector arrived at the plant this morning to provide which level of enforcement? a) Imminent danger b) Serious accident c) Employee complaint d) Target inspection e) Random inspection

Q: An OSHA inspector arrived at a hotel construction site for no apparent reason. He was turned away because he did not have a search warrant. He was attempting to provide which level of enforcement? a) Imminent danger b) Serious accident c) Employee complaint d) Target inspection e) Random inspection

Q: If a smoke plume and temperature rise was detected in a secure area of a large petrochemical plant, what level of priority could OSHA inspectors use to enter the plant to investigate? a) Imminent danger b) Serious accident c) Employee complaint d) Targeted inspection e) Random inspection

Q: OSHA is involved in all of the following EXCEPT a) developing training and education programs for businesses. b) providing daycare centers for working parents to leave children. c) developing on-the-job standards for safety and health. d) requiring employers to keep records of accidents and injuries. e) ensuring employer compliance of regulations.

Q: When was OSHA enacted? a) 1950 b) 1960 c) 1970 d) 1980 e) 1990

Q: In the 1978 Marshall v. Barlow's Inc. case, the Supreme Court ruled that a) employers are not required to let OSHA inspectors enter the premises unless the inspectors have a search warrant. b) if an employer is fined for a violation, the employer must pay the fine with 60 days, or OSHA can shut the business down. c) only universities and colleges are exempt from keeping accident and injury records. d) employers can require an employees to pay for any safety equipment that is required for the job. e) if an employer falsifies the information on a MSD and an employee is never injured due to the falsification, then that employer is not considered as having violated OSHA regulations.

Q: The most significant piece of legislation in the area of employee health and safety that applies to almost every U.S. business engaged in interstate commerce is a) COBRA b) OSHA c) NIOSH d) HIPPA e) ERISA

Q: Approximately, _________ work-related deaths are reported each year in the United States. a) 3,000 b) 4,400 c) 9,000 d) 30,000 e) 60,000

Q: __________ are organizational programs designed to keep employees healthy.

Q: ___________ is a dynamic condition in which an individual confronts an opportunity, constraint, or demand related to a desire and perceives the outcome both uncertain and important.

Q: __________ is personality type characterized by lack of either time urgency or impatience.

Q: _________ is personality type characterized by chronic urgency and excessive competitive drive.

Q: ________ refer to office environments that contain harmful airborne, chemicals, asbestos, or indoor pollution that make employees sick.

Q: __________ list the chemical components of hazardous materials used in the workplace.

Q: __________ or the working environment by managers and employees can provide valuable insight into potential and existing problems and how to prevent them.

Q: An ___________ has the right to levy a fine against an organization for noncompliance of regulations.

Q: _________ is the number of injuries, illnesses, or lost workdays as it relates to a common base of full-time employees.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerPersonality type characterized by lack of either time urgency or impatience.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerWhen an employee is expected to do more than time permits.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerA repetitive motion disorder affecting the wrist.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerInjuries sustained by continuous and repetitive movements of the hand.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerChronic and long-term stress.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerSomething that causes stress in an individual.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerExpectations that are difficult to reconcile or achieve.

Q: a) Role overloadb) Marshall v. Barlow's Inc.c) Role conflictsd) Cyberloafinge) Type B behaviorf) Musculoskeletal disorders (MSDs)g) Carpal tunnel syndromeh) Incidence ratei) Burnoutj) Karoshik) Repetitive stress injuriesl) Role ambiguitym) Type A behaviorn) Stressoro) Imminent dangerWhen an employee is not sure what work to do.