PROFESSIONAL EXAMINATIONS

MARCH 2024
CIPM/PE2/002: EMPLOYMENT RELATIONS

Instruction to Candidates:
There are 50 multiple choice questions in this examination with options of four possible answers.
Choose the most correct answer by clicking on the button beside it. Answer all Questions. When you
are completely done click submit.

Time Allowed: 1 hour

1. Which of the following is the main bedrock for the study of industrial relations?
A. Subsistence agriculture
B. Wage industry
C. Industrial revolution
D. State control
[Recall]

2. The emergence of industrial relations as a school of study could be traced to _________.

A. J. T. Dunlop
B. Beatrice and Sydney Webb
C. Karl Marx and Engel
D. Fredrick Taylor
[Recall]

3. Employment relations in the workplace is depicted by one of the following. Relationship

between an employer and---
A. an employee.
B. a union executive.
C. the employees.
D. the union executives.
[Recall]

4. The International Labour and Employment Relations Association was founded in

____________
A. 1968.
B. 1967.
C. 1966.
D. 1965.
[Recall]

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5. One of the following is true of pluralistic theory of industrial/employment relations in the
workplace. Conflicts are---
A. inevitable and irrational.
B. dysfunctional and normal.
C. functional and abnormal.
D. rational and functional.
[Recall]

6. The term symbolic interactionism in theory of employment relations was propounded by

__________ in _________
A. Herbert Blumer, 1936.
B. Herbert Blumer, 1937.
C. George Homan, 1936.
D. George Homan, 1937.
[Recall]

7. The proponent of procedural and substantive rules in industrial relations was ______
A. John T. Dunlop.
B. Alton Craig.
C. Allan Flanders.
D. Max Weber.
[Recall]

8. One of the following is true of Karl Marx theory of industrial relations. Conflicts in the
workplace are----
A. simply class struggle.
B. influenced by individual’s action.
C. influenced by employer’s action
D. influenced by state’s action.
[Recall]

9. The ultimate power of the worker’s union is vested in the _____________

A. National Executive Council.
B. National Delegate Conference.
C. Central Working Committee.
D. Branch Executive Committee.
[Recall]

10. The Organisation of African Trade Union Unity was formed in _____ at ________.
A. 1973, Addis Ababa.
B. 1973, Accra.
C. 1963, Addis Ababa.
D. 1963, Accra.
[Recall]

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11. Employers’ Associations in different countries are formed ______ .
A. with the same collective interest.
B. with the same structure and membership base.
C. to promote conducive regulatory framework.
D. solely for collective bargaining processes.
[Recall]

12. Affiliate members of Nigeria Employers Consultative Association are_____.

A. individual companies from the private sector.
B. representatives of companies on industrial basis.
C. representatives of public sector organisations or parastatals.
D. representatives of small-scale business and enterprises.
[Recall]

13. Membership of International Organisations of Employers is determined by the ….

A. affiliation of the country of the intending member organisation.
B. size and location of the businesses represented.
C. industrial sector of the businesses represented.
D. political ideology of the country that wants membership.
[Recall]

14. According to the section 47 of the Trade Dispute Act, a dispute will be regarded as a trade
dispute if it is between------
A. two registered trade union.
B. management and workers.
C. workers and trade union executives.
D. two executives of the same trade union.
[Recall]

15. The strike embarked upon in 1988 by Senior Staff Association of National Electricity Power
Authority is called ___________.
A. Sympathy strike.
B. Constitutional strike.
C. Official or Unofficial strike.
D. Wild Cat strike.
[Recall]

16. According to the Webbs theory of collective bargaining, ________________

A. contract is not binding on the parties to it.
B. labour is bought and sold in the open market.
C. it is a legal framework for the place of work.
D. its outcomes produce procedural and substantive rules.
[Recall]

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17. Distributive bargaining strategy is used when parties in bargaining have---------
A. mutual understanding.
B. divergent interest on issues.
C. cordial respect for each other.
D. equal rights and stake in the enterprise.
[Recall]

18. The four structures of collective bargaining are _______________:

A. distinct but different features.
B. similar but different features.
C. distinct but related features.
D. similar and related features.
[Recall]

19. Another name for management prerogatives is _______________

A. organisational issues.
B. managerial issues.
C. employer’s issues.
D. employment issues.
[Recall]

20. Underemployment in Nigeria is when ________________________

A. a person consistently works for less than a week at any given month.
B. 20 people are employed by a company instead of 40.
C. a person is made to do the job of 2 people in an organisation.
D. a person is given a task more than his qualification and experience.
[Recall]

21. One of the following best describes the essence of industrial relations in the workplace.
A. Achieving a workplace harmony between man, machine, and materials for productivity.
B. Achieving a workplace harmony between workers and management for productivity.
C. The effectiveness of workplace rules in driving harmonious relationship between
employers and employees.
D. Balancing the differences in the interest of employers and employees for a harmonious
workplace.
[Comp]

22. As a speaker in a symposium, which of the following would you use to convince your
audience of the significance of good industrial relations practice in the workplace and its
attendant benefits to the country? It ………..…
A. is a way to critically strengthen the influence of employees in the demand for better
working conditions.
B. creates an enabling environment that enhances better returns on investment to
employers and better pay to employees.
C. is a check on the power of the employers in determining the salary structures of
employees.
D. leads to a peaceful and harmonious environment where employers can solely determine
the benefits of employees.
Comp
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23. As a lecturer in the Faculty of Management Sciences, which of the following would you use
to explain the scope of employment relations to newly admitted students to capture their
interest on the subject? It covers________
A. all workplace relationships, inclusive of the legal framework are binding on parties.
B. only the workplace relationship that exist between the employees and employers.
C. the routine relationship between the two actors in non-unionised environment.
D. the gamut of relationships between the employers and employees in unionised
environment.
Comp

24. One of the following represents the criticism against Dunlop System Theory of industrial
relations.
A. Compliance to the rules emanating from the system do not depend on the source of the
rules emanating from any of the actors.
B. Conflict is still inevitable, notwithstanding the enactment of rules binding and guiding
actors in the system.
C. Only the rules made from the legal framework of the state as an actor in the system are
legitimate in the workplace.
D. The rules emanating from the industrial relations system are not enforceable in the law
court.
[Comp]

25. According to Thomas Hobbes in the theory of State in industrial relations, the State as an
actor___
A. is necessary to prevent disorderliness in the workplace interactions between employers
and employees.
B. is the only legitimate source of making rules guiding the workplace interactions between
the parties.
C. provide regulations to prevent the dominance of the employers over employees in the
workplace.
D. formulates policies to prevent the dominance of the employees over the employers in the
workplace.
[Comp]

26. As an IR officer, which of the following would be appropriate to illustrate the social action
theory of industrial relations to the line managers in your company? It involves-------
A. political issues that have great impact on shopfloor relationships of the union leaders.
B. the position held by individual executives as a determinant factor to the workers’ actions in
the workplace.
C. societal factors couple with personal experiences that have effect on workplace
relationship of the union executives.
D. the enhancing of the social interactions of the workers with their representatives in the
workplace.
[App]

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27. One of the following is true of the concept of trade union in Nigeria.
A. Their formation, characteristics and objectives are exactly similar to that of the political
parties.
B. Their scope and objectives extend to issues affecting the terms and condition of
employment of an individual employee.
C. Their aims and aspirations are limited to issues affecting the terms and condition of service
of workers collectively.
D. One of their philosophies is to form political parties and contest for elective posts in
government.
[Comp]

28. All of the following are the reasons for the establishment of the Organisation of African
Trade Union Unity, except to …
A. reduce the influence of other international union organisation in the continent.
B. be the center point for all actions of the national union organisation in Africa.
C. harmonise all different ideological leanings of national union organisation in Africa.
D. keep up the defense of African workers in the face of exploitation from Multi-National
Corporations.
[Comp]

29. One of the following explains the essence of the formation of all types of Employers’
Associations.
A. To serve as a formidable force to counter the influence of employees’ union in collective
bargaining.
B. To advocate for conducive governmental policies cum working environment that will
enhance productivity.
C. To propagate the legal framework that will enhance harmonious relationship in the
workplace.
D. As owners of capital, to formulate policies that will reduce the agitations of employees’
union.
[Comp]

30. Which of the following could be used to convince your Chief Executive Officer to join the
industrial Employer’s Association? He should be informed that members -------
A. are from different industrial sectors in Nigeria and hold consultations.
B. undertake collective bargaining processes on behalf of companies in their sector.
C. carry out negotiations and consultations with member companies at shopfloor,
D. only advocate for conducive governmental policies that will enhance productivity.
Comp

31. One of the following is true of International Organisation of Employers.

A. Membership of the organisation is open to all central employers’ organisation without
exception.
B. The management board of the organisation are responsible for taking decisions binding on
members.
C. It participates actively in the decision being made by the International Labour
Organisation (ILO).
D. It is directly involved in shaping policies and decisions of government of member countries.
[Comp]
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32. In Section 47 of the Trade Dispute Act, which of the following could be used to describe
what generates a trade dispute to IR students to improve their understanding of the subject.
An issue---------
A. with regards to staff promotion and transfer.
B. emanating from power tussle between management staffs.
C. on allocation of lockers in the cloakroom to factory workers.
D. on habitual delay in payment of staff salaries and allowances.
Comp

33. Which of the following would explain the concept of inter union dispute? It is a dispute
that emanates----------
A. between the unit executives of a plant and another unit of the same branch union.
B. between the branch chairman of a union and another within the same group of
companies.
C. from an individual unit executive of a plant and another individual executive of same
branch.
D. between the branch executive of a union in a plant and the unit executive of another plant
of the company.
Comp

34. As IR consultant, which of the following should be employed in making the process of
collective bargaining effective in the workplace to restore the confidence of the social partners?
A. Workers’ representatives having full knowledge of the plans, policies and aspirations of the
organisation.
B. The right to strike or embarking on industrial actions must be given to employees’
representatives only.
C. Employers and employees’ association should have the right to embark on industrial
actions when necessary.
D. Membership of the employees’ association must be restricted on industrial sector basis, to
allow for workplace harmony.
[App]

35. A newly elected branch executive is preparing to hold negotiation with management;
which of the following would best explain the concept of bargaining unit to get them
familiarised with the rudiments of bargaining process?
A. The issues that could be discussed and negotiated upon between employers and
employees’ representatives.
B. The issues that could be negotiated by the unit executives of a plant and within a branch
union.
C. The issues that could be negotiated at the branch or the unit executives within a company.
D. The issues relating to a particular cadre of staff and could be negotiated by its workers’
union only.
Comp

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36. In the workplace, the concept of management prerogative is being entrenched to
__________
A. demystify the power and influence of employee’s association.
B. give exclusive power to employers on general issues affecting employees.
C. ensure continuity and sustainability of the business in general.
D. balance the power relationship between employers and employees.
[Comp]

37. One of the following best defines effective communication in the workplace.
A. Clear information shared between employers and employees with appropriate feedback
for considerations.
B. Concise and unambiguous information shared by either employer or employees on issues
affecting them.
C. Written or oral information given by the management to employees on the financial and
other status of the company.
D. Comprehensive information on work instruction passed on to employees in the workplace.
[Comp]

38. As a wage and salary administrator, which of the following would you adopt in ensuring
effective wage administration in Nigeria that could minimise agitation by the industrial unions?
A. Adopt monetary and non-monetary rewards that truly motivate staffs.
B. Implement the existing minimum wage and what the individual companies can afford.
C. Accept the demands of the workers’ representatives in collective bargaining processes.
D. Consider majorly the sectors where companies are folding up.
[App]

39. One of the following could be regarded as a great contribution of the military regime to
trade unions administration in Nigeria.
A. The non-effectiveness of the trade union in collective bargaining processes through the
banning of strike.
B. Growth in the membership of the trade union and a strong financial base, with increase in
its relevance in the workplace.
C. Reduction in the capacity of the trade union to challenge employers’ decisions at the
workplace.
D. Huge reduction in the industrial actions embarked upon by the trade unions in the
workplace.
[Comp]

40. One of the following best describes the concept of Corporate Social Responsibility.
A. The intensity of corporate organisation in influencing the government to be more socially
responsible to its citizen.
B. The support given by corporate organisation to both government and the people in
providing social amenities.
C. The support given by corporate organisation in the formation of political parties and
sponsoring political candidates.
D. The corporate organisation being a formidable pressure group in influencing government
policies and decisions.
[Comp]

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41. As an Industrial Relations Manager, which of the following would you employ to ensure
that good industrial relations practice prevails to guarantee peace and industrial harmony in the
workplace?
A. There must be a forum where all decisions to be taken are pre-discussed with the workers’
union by management.
B. There must be no interference in the processes of electing the worker’s representatives, by
the employers.
C. Both the employer and employees’ representatives should have a good knowledge of the
labour laws.
D. There should be periodic meetings between the union executives and management to
discuss issues affecting the workplace.
[App]

42. As a lecturer, which of the following would you use as an example of employment relations
to your students?
A. The nature and size of the business carried out in the workplace and its geographical
locations.
B. A company implementing empowerment programme for the youth in a community, for
good relationship to prevail.
C. A careful selection of the management team with required experience to drive workplace
goals and objectives.
D. The ideological orientation of the party in power which influences the emerging laws in the
country.
Comp

43. A consultant applied the pluralistic theory of employment relations in the workplace; which
of the following should be his expected outcome?
A. Negotiations between union and management taking shorter period to reach agreements.
B. Management being conversant with what could prevent industrial actions.
C. Employers providing incentives and creating a harmonious working relations.
D. Creation of different fora for effective sharing of information between employers and
employees.
Comp

44. In line with Homan’s interaction theory of employment relations, which of the following
would you employ in improving the working relationship in your organisation?
A. Establishing one staff canteen facility for all categories of staff to enhance workplace
relationship.
B. To ensure that the quality of food served in the staff canteen is satisfactory to senior cadre
of staff.
C. The location of the staff canteen should be close to the factory floor for junior staffers to
be given attention before others.
D. The mode of access of employees to the canteen services and its operations should be
acceptable to the union executive.
[App]

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45. According to Anyim (2020), one of the following could best illustrates the measure
enshrined in the trade union legal framework that could improve union administration in
Nigeria.
A. The branch secretary of the chemical union transferred to a new location, at the same time
contesting for the unit ex-officio position in the food union.
B. The branch chairman of the senior staff association of food union recently promoted to
the position of a Finance Manager, being asked to exit the membership of the union.
C. Exclusion of an intending candidate for an elective position in the Nigerian Labour
Congress, for not being a member of the Labour Party of Nigeria.
D. The request by the company branch union executives that the human resources
department should not remit check off dues deducted to the state council.
[App]

46. Which of the following demonstrates what the Organisation of African Trade Union Unity
could appropriately do to improve government and trade unions relations?
A. Mandating the member state governments to enact laws against child labour practice in
the workplace.
B. Influencing the law on preventing the detention of an accused person beyond 24 hours in
Nigeria.
C. Appointing representative- to monitor collective bargaining processes in member states to
ascertain its effectiveness.
D. Monitoring the election processes of executives into national unions of member countries
for fairness and equity.
Comp

47. Nigeria as a member of the International Labour Organisation (ILO) ratified its Convention.
Which of the following could the State embark upon that is not in tandem with the ILO
Convention?
A. An employer in Nigeria can be sued for not allowing its 55 members size employees to join a
trade union.
B. The Nigeria Labour Congress (NLC) not involving itself in the zoning formula for elective
positions in the trade union organisation.
C. The management universities in Nigeria preventing the Academic Staff Union of
Universities from joining NLC to minimise their power.
D. All collective bargaining processes in Nigeria are not to be submitted to the International
Labour Organisation for ratifications.
[App]

48. In Nigeria the industrial Employer’s Association is empowered to do one of the following.
A. Undertake collective bargaining processes with the industrial union on some specific
issues, on behalf of member companies.
B. Undertake collective bargaining processes with the industrial union on all issues, on behalf
of small and medium size member companies.
C. To ensure industrial peace and harmony in the workplace, through playing advisory roles
leading to elimination of industrial conflicts and actions.
D. To work with the state in enacting policies and legislations that eliminates industrial
conflicts and action.
[Comp]

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49. As an HR manager, which of the following would you use in convincing your management
of the benefits the company could derive for being member of the Employers’ Association:
A. Having insight into the remuneration of others in the industry and advisory service
B. Creating a workplace that is devoid of industrial conflict and actions.
C. Getting appropriate training in handling union issues and problems.
D. Receiving the association assistance in securing loan to finance projects.
[App]

50. One of the following could be the benefit for membership of International Organisation of
Employers. Employers in Nigeria would ---------
A. acquire the global knowledge in improving the productivity of employees working
remotely.
B. have access to employee exchange programmes, for diversifications of knowledge and
information.
C. obtain an indirect access to important trade secrets of big multinational corporations for
their own growth.
D. canvass support from big multinational corporations in securing low interest loan from
international finance organisations.
[Comp]

51. One of the following best represents the advocating role of International Organisation of
Employers.
A. It ensures provision of defense of members involved in litigations at the International Court
of Justice.
B. It could provide for Nigeria Employers Consultative Association when involved in litigations
at the Nigeria Industrial Court.
C. It is the main source or contributor to formulation of policies for Nigeria Employers
Consultative Association.
D. Nigeria Employers Consultative Association could through the organisation, influence the
World Bank fiscal policies affecting workplaces in Nigeria.
[Comp]

52. As an IR expert, which of the following would you not advise management to embark upon
to forestall the union declaring a trade dispute that could generate tension in your workplace?
A. Reclassification of jobs to grade levels, as an aftermath of a job evaluation with no change
in job holders’ remuneration.
B. Transfer of a newly wedded female staff from southwest region to the northern part of the
country on short notice.
C. Removal of meal allowance from employees’ monthly pay, consequent on the provision of
meal in the staff canteen.
D. Reduction in the monthly basic salary of some set of employees, due to declining
performance on the job.
[App]

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53. One of the following is plausible for employees under the concept of industrial
management sub theory of collective bargaining by Chamberlain and Kuhn.
A. Using the threat of industrial action to influence the decision of management in the
appointment of the finance director of the company.
B. Issuing a 21-day ultimatum for the change in the decision of management to relocate its
head office to another state.
C. Influencing the decision of management for the sourcing of a particular machinery in the
factory, through the joint consultative committee.
D. Bringing up the issue of the transfer of any of the branch union executive into the joint
consultative committee meeting.
[App]

54. As a seasoned negotiator, which of the following would you adopt for an effective
negotiation with the branch union on issues such as transport and housing allowance to
achieve a good result?
A. Inviting the transport manager as part of the negotiation team to give information on rising
cost of vehicle spare parts.
B. Inviting the line managers of the key members of the union executives to negotiation
meeting for positive influence on the union.
C. Long postponement of negotiation meeting by the manager to reduce tension.
D. Conducting survey of the amount paid by other employers in the same industry to
negotiate with the union.
[App]

55. One of the following can be done by the employer as part of the duties bestowed by law.
A. To determine the numbers of people to be disengaged through redundancy process.
B. To ensure provision of car loan to needy employees as proportionate to their salary.
C. To ensure payment of adequate transport allowance to staff regardless of their locations.
D. To enforce the residential areas employees can rent accommodation, for productivity.
[Comp]

56. Employees could do one of the following to demand for their right in the workplace.
A. The demand to fully participate in the review of the employee handbook.
B. Asking for the provision of staff bus, while collecting transport allowance.
C. Request to take a nap while on their scheduled breaktime in the workplace.
D. Refusal to proceed on transfer being a female and newly wedded.
[Comp]

57. One of the following best represents the resultant effect of unemployment in the
workplace.
A. Increase in the numbers of employees proceeding on their annual leave as at when due.
B. Increase in the numbers of employees unable to proceed on their annual leave as at when
due.
C. Huge improvement in the productivity per man per machine in the workplace over the
previous year.
D. Increase in the company’s profitability and financial performance over the previous year.
[Comp]

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58. The indigenes of the land where your company operates frequently obstruct your
operations. Which of the following would your management implement as a CSR to pacify
them?
A. Compulsory employment of indigenes as liaison officers between the host community and
the company.
B. Compulsory employment of indigenes from the host community to most positions in the
company.
C. Procurement of tools and equipment as economic empowerment programme for
indigenes of the community.
D. Placing the youth leaders and traditional chiefs on the company payroll, for good
community relations.
[App]

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