Top 350+ Solved Industrial Relations and Labour Laws (IRLL) MCQ Questions Answer
Q. Bain and Clegg (1974) argue that industrial relations are concerned with:
a. the making and administering of rules that regulate the employment relationship in unionised firms, regardless of whether these are seen as formal or informal, structured or unstructured
b. the making and administering of rules that regulate the employment relationship in nonunionised firms, regardless of whether these are seen as formal or informal, structured or unstructured
c. the making and administering of rules that regulate the employment relationship regardless of whether these are seen as formal or informal, structured or unstructured
d. none of the above
Q. Mainstream school of industrial relations is underpinned by a philosophy that is
a. Pluralist
b. Unitarist
c. non-interventionist
d. radical
Q. A criticism of the industrial relations perspective is that it:
a. is too heavily in favour of trade unions
b. focuses primarily on the institutions of job regulation and conflict resolution to the exclusion of all else
c. is anti-trade union
d. ignores legal influences on the employment relationship
Q. Which of the following is usually not an objective of industrial relations?
a. Connectedness
b. Collective wisdom
c. Conflict prevention
d. None of the above
Q. Identify the major actor of industrial relations from the following
a. Employers
b. Unions
c. Government
d. All of the above
Q. That the authority rests solely with the management with no right to anyone to challenge it isthe basis of the
a. Pluralist approach
b. System approach
c. Unitary approach
d. Social action approach
Q. The balance of power is not vested with any one group; rather, it is maintained between the parties to the industrial relations.” This is the essence of the
a. Pluralist approach
b. System approach
c. Unitary approach
d. Social action approach
Q. That the behaviour, actions and role of the individuals are primarily shaped by the cultures of the society is the basic assumption in the
a. Pluralist approach
b. System approach
c. Unitary approach
d. Social action approach
Q. Which of the following approaches assumes that the understanding of industrial relations requires an understanding of the capitalized society?
a. Marxist approach
b. Gandhian approach
c. Human relations approach
d. Giri approach
Q. Organizations are made up of people and the success of management lies in its dealings with these people.” This is the fundamental of the
a. Marxist approach
b. Gandhian approach
c. Human relations approach
d. Giri approach
Q. Which of the following approaches assumes that voluntary negotiations between employers and employees are a means of settling disputes?
a. Marxist approach
b. Giri approach
c. Human relations approach
d. Gandhian approach
Q. Which of the following approaches insists on investigating the underlying trends and patterns in the cause and effect of industrial disputes?
a. Gandhian approach
b. Giri approach
c. Industrial sociology approach
d. Pluralist approach
Q. Productivity bargaining is considered as a classic example of the
a. Oxford school approach
b. Giri approach
c. Human relations approach
d. Gandhian approach
Q. Storey (2001) distinguishes between two variants of HRM, which are:
a. soft and hard
b. manipulative and consensual
c. traditional and innovative
d. none of the above
Q. Which of the following is NOT one of the five shared properties of social exchange relationships given in your text?
a. costs and benefits
b. unvoiced expectations and obligations
c. procedural justice
d. unequal power