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MBA - HRM Human Resource Management 2017 - Managing Human Resources, 8e (Gomez-Mejia et al.) - Quiz 15

HRM Human Resource Management

MBA - Human Resource Management 2017

Managing Human Resources, 8e (Gomez-Mejia et al.)

Chapter 15   Working With Organized Labor

 

 

 

1) Which issue primarily led to the breakdown in negotiations between the UAW and General Motors in 2007?

  1. A) layoffs
  2. B) salaries
  3. C) union power
  4. D) health-care costs

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

2) Unions are more likely to take hold in firms where:

  1. A) HR managers involve employees in policy making decisions.
  2. B) employees are compensated at above-market rates.
  3. C) employees are dissatisfied with their jobs.
  4. D) HR managers lack significant experience.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

3) Unions are formed to represent employees' interests to:

  1. A) employment agencies.
  2. B) federal courts.
  3. C) management.
  4. D) OSHA.

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

4) Companies typically prefer non-union work forces because:

  1. A) unionized labor decreases productivity and morale.
  2. B) unions require firms to give regular merit raises to employees.
  3. C) union agreements tend to limit flexibility in employee work assignments.
  4. D) nonunion workforces typically have much better relationships with management.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

5) Prior to 1935, the U.S. government viewed the free market as a system that:

  1. A) should provide guaranteed protection to labor unions.
  2. B) could be improved with government restrictions.
  3. C) best suited private employee relationships.
  4. D) should exclude labor organizations.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

6) The Wagner Act was primarily established to:

  1. A) prohibit federal involvement in employer and employee wage disputes.
  2. B) equalize the power between employees and employers.
  3. C) give employers greater advantages over employees.
  4. D) set federal and state minimum wages rates.

Answer:  B

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

 

Additional Case 15.1

Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant.

 

Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions—a project she's worked on for the last six months.

 

Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days."

 

7) Refer to Additional Case 15.1. Which manager has general responsibility for day-to-day management-labor relations at Billiards, Inc?

  1. A) Tammy
  2. B) Ramonia
  3. C) Ryan
  4. D) Tegau

Answer:  D

Diff: 2

AACSB:  Reflective thinking

Skill:  Application

LO:  15.1: Understand why employees join unions

8) Unionized companies face a competitive disadvantage against nonunionized rivals because of wage constraints.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

 

9) Before 1943, no laws protected labor unions and their members.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.1: Understand why employees join unions

 

10) The person who bears the most responsibility for daily labor-management relations in an organization is the:

  1. A) manager.
  2. B) employee.
  3. C) union steward.
  4. D) labor relations specialist.

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

11) The ________ gave employees the right to organize and created the National Labor Relations Board.

  1. A) Taft-Hartley Act
  2. B) Landrum-Griffin Act
  3. C) Wagner Act
  4. D) Norris LaGuardia Act

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

12) All of the following were considered illegal under the Wagner Act EXCEPT:

  1. A) companies intentionally interfering in the formation of a union.
  2. B) discharging employees who have failed to perform their job duties.
  3. C) discriminating against employees to discourage union membership.
  4. D) coercing employees to keep them from exercising their rights to form unions.

Answer:  B

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

13) The National Labor Relations Board:

  1. A) was created by the Taft-Hartley Act.
  2. B) is a federal agency within the Department of Labor.
  3. C) is an independent federal agency created to administer U.S. labor law.
  4. D) is a federal board of union members who establish and control U.S. labor law.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

 

14) What was the first attempt to equalize power between labor and employer?

  1. A) Taft-Hartley Act
  2. B) Davis-Bacon Act
  3. C) Wagner Act
  4. D) Landrum-Griffin Act

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

15) Lian had worked for International Resources for 12 years when he and other workers decided to form a union. When International Resources found out about his plan, the company began intercepting his phone calls and e-mails in order to limit the dissemination of union-based information. In addition, Lian was told that his position at the company was in danger of being eliminated, but that if he "reconsidered" his recent behavior, his job would be secure. International Resources' tactics were made illegal under the:

  1. A) Wagner Act.
  2. B) Taft-Hartley Act.
  3. C) Landrum-Griffin Act.
  4. D) Federal Union Protection Act.

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  15.2: Describe labor relations and the legal environment

 

16) In a unionized company, managers would most likely need to:

  1. A) avoid being involved in the day-to-day implementation of the labor agreement terms.
  2. B) use strong-arm tactics to discourage employees from demanding terms in their labor agreement.
  3. C) serve on committees that hear grievances brought by union members against the company.
  4. D) lower wages of union employees so the company can use the savings to offset union dues.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

17) Which of the following is specifically prohibited by the Taft-Hartley Act?

  1. A) implementing a closed shop
  2. B) discharging an employee involved in union organizing activities
  3. C) coercing employees in their choice of a collective bargaining representative
  4. D) refusing to bargain collectively with the employees' designated union

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

18) The Taft-Hartley Act was created to:

  1. A) prohibit federal involvement in employer/employee rights.
  2. B) strengthen union rights above both employer and individual employee rights.
  3. C) give employers greater advantages over employees.
  4. D) ensure a level playing field for labor unions and management.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

19) Which industry is the only one that allows closed shops?

  1. A) Restaurant
  2. B) Construction
  3. C) Automobile
  4. D) Garment

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

20) U.N. Manufacturers was recently unionized. Now, the union refuses to bargain in good faith with U.N. This is considered an unfair union practice by the:

  1. A) Wagner Act.
  2. B) Landrum-Griffin Act.
  3. C) Taft-Hartley Act.
  4. D) Norris LaGuardia Act.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.2: Describe labor relations and the legal environment

 

21) The Landrum-Griffin Act includes which of the following provisions?

  1. A) Management must offer a right-to-work provision.
  2. B) Management may not interfere with a union's organizing efforts.
  3. C) Unions must report their financial activities to the Department of Labor.
  4. D) Labor union members may not participate in secret ballot elections.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

22) The ________ regulates how unions are organized, how they run their own business, and what their fiduciary responsibilities are.

  1. A) Taft-Hartley Act
  2. B) Landrum-Griffin Act
  3. C) Railway Labor Act
  4. D) Wagner Act

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

23) A recent union election at Proactive, Inc. was run without any kind of federal government assistance. Which of the following is true of this action?

  1. A) It is perfectly legal. The government is not allowed to be involved in union formation.
  2. B) It is illegal under the Taft-Hartley Act.
  3. C) If the union vote was conducted off of company grounds, it is legal. If it was conducted on company grounds, it is illegal.
  4. D) It is the most common practice of labor organizers.

Answer:  B

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  15.2: Describe labor relations and the legal environment

 

Additional Case 15.1

Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant.

 

Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions—a project she's worked on for the last six months.

 

Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days."

 

24) Refer to Additional Case 15.1. Gary's suggestion:

  1. A) violates the Wagner Act.
  2. B) is permissible under the Taft-Hartley Act.
  3. C) violates the Landrum-Griffin Act.
  4. D) is a standard management practice in these situations and is legal.

Answer:  A

Diff: 2

AACSB:  Reflective thinking

Skill:  Application

LO:  15.2: Describe labor relations and the legal environment

 

25) The National Labor Relations Board is an independent federal agency created by the Taft-Hartley Act.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

26) Featherbedding creates a union agreement that causes employees to pay for services that they are not receiving and/or forces them to hire extraneous workers.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

27) Right-to-work laws make it illegal to deny unions the right to organize.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

28) A federal law designed to protect employees' rights to form and join unions and to engage in such activities as strikes, picketing, and collective bargaining is the ________.

Answer:  Wagner Act/National Labor Relations Act (1935)

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

29) The independent federal agency created by the Wagner Act to administer U.S. labor law is the ________.

Answer:  National Labor Relations Board (NLRB)

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

30) The ________ is a federal law designed to limit some of the power acquired by unions under the Wagner Act by adjusting the regulation on labor-management relations to ensure a level playing field for both parties.

Answer:  Taft-Hartley Act (1947)

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

31) A union arrangement that requires new employees to join the union 30 to 60 days after their date of hire is referred to as a(n) ________.

Answer:  union shop clause

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

32) A(n) ________ makes it illegal within a state for a union to include a union shop clause in its contract.

Answer:  right-to-work law

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

33) A law designed to protect union members and their participation in union affairs is the ________.

Answer:  Landrum-Griffin Act (1959)

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

34) The ________ is a law designed to regulate labor relations in the transportation industry.

Answer:  Railway Labor Act

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.2: Describe labor relations and the legal environment

 

35) Three key laws — the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act — govern labor-management practices in union settings. Describe the major points of each act.

Answer:  Summary of suggested answer -

  • The Wagner Act, 1935, gave unions the power to organize. Established the NLRB. Prohibited management interference. There is a list of the five illegal practices the NLRB may address under The Wagner Act heading.
  • The Taft-Hartley Act, 1947, passed to balance Wagner, gave some power back to management by identifying what constituted unfair labor practices by unions. NLRB given six unlawful union labor practices to monitor, under heading The Taft-Hartley Act.
  • The Landrum-Griffin Act, 1959, protects union members from misconduct by their unions. Permits federal regulation of internal union activities. The five key provisions are listed under The Laudrum-Griffin Act.

Diff: 3

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  15.2: Describe labor relations and the legal environment

 

36) Which of the following is NOT a characteristic of U.S. labor relations?

  1. A) Labor contracts
  2. B) Business unionism
  3. C) Collective bargaining focus
  4. D) Unions structured by region

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

 

37) Business unionism tends to focus on:

  1. A) promoting union workers to a company's board of directors.
  2. B) improving the economic welfare of union members.
  3. C) improving the working conditions of managers.
  4. D) increasing employee participation in company management.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

38) U.S. unions tend to be organized by:

  1. A) their political involvement.
  2. B) the industry they are organizing.
  3. C) the type of job at an organization.
  4. D) geographic region in the country.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

39) Under a ________, unions and management negotiate with each other in good faith to develop work rules for union members for a specific period of time.

  1. A) labor contract
  2. B) collective bargaining system
  3. C) union acceptance strategy
  4. D) distributive bargaining agreement

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

40) With a collective bargaining system, the U.S. government typically:

  1. A) favors employers.
  2. B) favors employees.
  3. C) plays a neutral role.
  4. D) mediates in all areas of bargaining.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

 

41) In the U.S., workers' economic benefits have historically been established by:

  1. A) labor contract negotiation.
  2. B) federal legislation.
  3. C) government contracts.
  4. D) work rules.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

42) The U.S. labor relations system is most similar to the:

  1. A) Swedish labor relations system.
  2. B) U.S. court system.
  3. C) British parliamentary system.
  4. D) German economic system.

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

43) At its peak in 1945, nearly ________ of the U.S. workforce was unionized.

  1. A) 56%
  2. B) 43%
  3. C) 35%
  4. D) 12%

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

44) Currently the union membership rate for public-sector work is ________, more than five times higher than the membership rate in the private sector.

  1. A) 16%
  2. B) 26%
  3. C) 36%
  4. D) 50%

Answer:  C

Diff: 1

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

 

45) Currently, the influence of unions in the United States is:

  1. A) decreasing in the public and private sectors.
  2. B) decreasing among government workers.
  3. C) increasing in the private sector.
  4. D) increasing in the public sector.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

46) Public sector unions differ from their private sector counterparts in that most public sector unions:

  1. A) require union membership.
  2. B) are organized by location.
  3. C) have less bargaining power.
  4. D) have no restrictions against striking.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

47) The Railway Labor Act allows Congress and the President to intervene in a labor dispute if interstate commerce is disrupted.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

48) Business unionism focuses on improving the economic well-being of workers.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

49) Pay, work breaks, vacations, and work assignments are elements of work rules in the collective bargaining system.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

 

50) Union membership is increasing in the public sector while declining among private employers.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

51) The right to strike is unlimited in public sector unions.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

52) A(n) ________ is a union contract that spells out the conditions of employment and work rules that affect employees in the unit represented by the union.

Answer:  labor contract

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.3: Understand labor relations in the United States

 

53) Which country has the highest per capita union representation?

  1. A) Great Britain
  2. B) Denmark
  3. C) Sweden
  4. D) Italy

Answer:  C

Diff: 1

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

 

54) Coralie lives in France and works for the Paris transportation system. Clark lives and works in the United States. Both belong to unions. Which of the following is most likely true?

  1. A) Clark's union is likely to be politically rather than economically motivated.
  2. B) Coralie's union is likely to be politically rather than economically motivated.
  3. C) Coralie's union has much more influence on working conditions than does Clark's union.
  4. D) Clark's union is more likely to strike than Coralie's union.

Answer:  B

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Application

LO:  15.4: Become aware of labor relations in other countries

 

 

55) In Germany, labor unions:

  1. A) have union representatives on the boards of businesses.
  2. B) are involved in national wage setting.
  3. C) are affiliated with the Labor party.
  4. D) are enterprise unions.

Answer:  A

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

 

56) Industrial democracy is primarily marked by:

  1. A) worker involvement in plant and corporate level decisions.
  2. B) union involvement in political rather than economic issues.
  3. C) managers who allow nonunion employees to vote on union issues.
  4. D) union representatives who hold executive positions on corporate boards.

Answer:  A

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

57) Codetermination is best defined as:

  1. A) union-government cooperation to set national wages.
  2. B) the political involvement of unions in Great Britain.
  3. C) another term for enterprise unions in Japan.
  4. D) worker representation on a corporation's board.

Answer:  D

Diff: 2

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

 

58) In Japan, workers at large corporations are represented by:

  1. A) business unions.
  2. B) work councils.
  3. C) enterprise unions.
  4. D) labor specialists.

Answer:  C

Diff: 1

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

 

 

59) The lifelong employment policy in Japan has:

  1. A) encouraged cooperation between unions and management.
  2. B) significantly decreased employees' desire to unionize.
  3. C) created hostility between unions and management.
  4. D) reduced union influence and bargaining strength.

Answer:  A

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

 

60) Which of the following is the best comparison of the Japanese and U.S. labor relations systems?

  1. A) Japan's labor system promotes industrial democracy, while the U.S. labor system does not.
  2. B) The U.S. labor relations system fosters greater trust between unions and management than does the Japanese system.
  3. C) Japan's unions have been decreasing in number as lifelong employment policies become weaker, while U.S. unions in both the private and public sector are growing.
  4. D) Japan's labor relations system leads to close personal relationships among managers, union leaders, and workers, while the U.S. system tends to be adversarial.

Answer:  D

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Critical Thinking

LO:  15.4: Become aware of labor relations in other countries

 

Additional Case 15.2

TimeTable, Inc. plans to expand its manufacturing facilities. It is considering expansion either here in the United States or in Europe—Germany, Sweden, Great Britain, or France. It may also look at Japan or China, but those are currently second-tier choices.

 

In selecting a country, the CEO wants to avoid political involvement. While friendly toward unions, he doesn't want a union that is politically oriented. In fact, the CEO of TimeTable was once a union official. He went through a career change, earned an MBA, and moved into the executive management ranks about ten years ago.

 

TimeTable has a strong positive working relationship with its union. Management feels the NLRB is wrong in its ruling about the Wagner Act and is aggressively building labor-management teams. The CEO of TimeTable is even considering giving the union a seat on the board of directors.

 

61) Refer to Additional Case 15.2. Based on TimeTable's opinion of the Wagner Act, which country would be most appropriate?

  1. A) Sweden
  2. B) Germany
  3. C) France
  4. D) Great Britain

Answer:  B

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Synthesis

LO:  15.4: Become aware of labor relations in other countries

 

62) Refer to Additional Case 15.2. Based on TimeTable's CEO's attitudes about politically active unions, which country would be LEAST appropriate?

  1. A) China
  2. B) Japan
  3. C) Germany
  4. D) France

Answer:  D

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Critical Thinking

LO:  15.4: Become aware of labor relations in other countries

 

 

63) Refer to Additional Case 15.2. TimeTable's CEO's career experiences are similar to the CEOs of major corporations in which country?

  1. A) China
  2. B) Japan
  3. C) Sweden
  4. D) Great Britain

Answer:  B

Diff: 2

AACSB:  Diverse and multicultural work environments

Skill:  Critical Thinking

LO:  15.4: Become aware of labor relations in other countries

64) French labor unions tend to be more politically than economically focused.

Answer:  TRUE

Diff: 2

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  15.4: Become aware of labor relations in other countries

 

65) What are some reasons that workers join unions in both the U.S. and other countries? How do labor unions and labor relations differ around the world?

Answer:  U.S workers join unions for many reasons including job dissatisfaction. Other reasons are wanting to influence management and viewing unions as a solution to work related problems. Israeli workers join unions because many believe in the social justice the union represents. French unions tend to focus on political change as a way to protect or improve conditions for union members. U.S. unions focus on economic issues. Cooperation is high between unions and management in Japan rather than adversarial as it can be in the U.S.

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Synthesis

LO:  15.4: Become aware of labor relations in other countries

 

66) Which term refers to a firm's overall plan for dealing with labor unions?

  1. A) Labor relations strategy
  2. B) Union acceptance strategy
  3. C) Distributive bargaining strategy
  4. D) Collective bargaining strategy

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

 

67) Management at Wilson Manufacturing worked with its union to create a strategic plan that reduced the workforce but gave the union a voice in management decisions and future expansion plans. This is most likely an example of a(n) ________ labor relations strategy.

  1. A) interactive bargaining
  2. B) union acceptance
  3. C) distributive bargaining
  4. D) collective bargaining

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.5: Gain familiarity with labor relations strategy

68) The union acceptance strategy is most likely to:

  1. A) take hold in small companies.
  2. B) prevent employees from joining unions.
  3. C) foster distrust among management and employees.
  4. D) result in cooperation between unions and employers.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

69) By the Bay, Inc. is a large company with over 500 employees and a massive employee involvement program. One of the labor-management teams deals with employee complaints. The team consists of six workers and two managers and is led by the HR director. This group is most likely:

  1. A) protected by state laws.
  2. B) bargaining for changes.
  3. C) sponsored by the NLRB.
  4. D) violating the Wagner Act.

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  15.5: Gain familiarity with labor relations strategy

 

 

70) Union substitution and union suppression are two types of ________ strategies.

  1. A) union organization
  2. B) collective bargaining
  3. C) union avoidance
  4. D) decertification

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

71) A proactive human resource management approach to labor relations is also known as:

  1. A) union acceptance.
  2. B) union suppression.
  3. C) union substitution.
  4. D) union solicitation.

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

72) Franklin Manufacturing is concerned that the UAW may try to organize its production workers. To eliminate this possibility, managers have offered the employees job security policies, profit sharing, and open-door policies. Franklin Manufacturing is most likely practicing:

  1. A) union acceptance.
  2. B) union suppression.
  3. C) union substitution.
  4. D) integrative bargaining.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

73) Which of the following involves hardball tactics to prevent a union from organizing workers or to get rid of a union?

  1. A) Union suppression
  2. B) Union substitution
  3. C) Distributive bargaining
  4. D) Collective bargaining

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

74) Boden, the CEO of Dixon Paper, has filed for bankruptcy in order to reorganize his company and get out from under several very tough union contracts he negotiated two years ago during better times. Boden is most likely engaged in:

  1. A) union avoidance.
  2. B) union acceptance.
  3. C) union suppression.
  4. D) union substitution.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.5: Gain familiarity with labor relations strategy

 

75) What is the riskiest labor relations strategy?

  1. A) Union acceptance
  2. B) Union suppression
  3. C) Union substitution
  4. D) Integrative bargaining

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

Additional Case 15.1

Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant.

 

Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions—a project she's worked on for the last six months.

 

Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days."

 

76) Refer to Additional Case 15.1. Ramonia's idea is most likely a(n) ________ strategy.

  1. A) union avoidance
  2. B) union suppression
  3. C) union substitution
  4. D) union acceptance

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.5: Gain familiarity with labor relations strategy

 

77) Refer to Additional Case 15.1. Tammy's suggestion is most likely a(n) ________ strategy.

  1. A) union avoidance
  2. B) union suppression
  3. C) union substitution
  4. D) union acceptance

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.5: Gain familiarity with labor relations strategy

 

Additional Case 15.4

Demetry is the president of a candle manufacturing company. He has heard that employees are considering trying to unionize. He is concerned about this and calls a meeting of upper-level managers and the HR department. Demetry wants to know what can be done in order to discourage a union. He is also concerned about the steps employees will take in unionizing. Demetry knows relatively little about unions. He started the company in his workshop for fun, and it grew into a business that he feels he can no longer control.

 

Kaia, a production manager, strongly believes that the employees will manage to unionize and wants to identify areas where the company would be able to give-and-take during the bargaining. She suggests that the company discuss benefits for retired union workers.

 

Karsten, an HR employee, also believes that the union will take hold. He suggests that Demetry not fight unionization and not coerce employees out of their support for the union. Karsten claims that showing such restraint may lead to a more harmonious and cooperative relationship between management and the union.

 

78) Refer to Additional Case 15.4. Karsten would most likely explain to Demetry that at least ________ of the employees must sign an authorization card before a union certification election can occur.

  1. A) 15%
  2. B) 30%
  3. C) 45%
  4. D) 60%

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Application

LO:  15.5: Gain familiarity with labor relations strategy

 

79) Refer to Additional Case 15.4. Karsten most likely believes in a strategy of:

  1. A) union avoidance.
  2. B) union substitution.
  3. C) union acceptance.
  4. D) union suppression.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  15.5: Gain familiarity with labor relations strategy

 

 

80) A union acceptance strategy is typically characterized by flexible contract negotiations and positive labor-management relationships.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

81) A firm with an employee involvement group led by a manager is in violation of the Wagner Act.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

82) Union growth in small U.S. businesses has been rapid, as smaller businesses have quickly moved from adversarial to cooperative attitudes.

Answer:  FALSE

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

83) A company's overall plan for dealing with labor relations is its ________.

Answer:  labor relations strategy

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

84) A labor relations strategy in which management chooses to view the union as its employees' legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing work-place rules is a(n) ________.

Answer:  union acceptance strategy

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

 

85) ________ is a union avoidance strategy in which management becomes so responsive to employees' needs that it removes the incentives for unionization.

Answer:  Union substitution/proactive human resource management

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.5: Gain familiarity with labor relations strategy

86) What are the four ways labor relations strategies are available to management? What are the three phases of the labor relations process?

Answer:  Summary of suggested answer - Key ways - acceptance and avoidance.

Within avoidance, a company can pursue either substitution or suppression.

  • Acceptance - treat union as the legitimate representative of the workers. Focus on cooperation and harmony.
  • Avoidance - leads to tension and hostility between union and management or outright "warfare."
  • Substitution - address the issues that make workers want to unionize.
  • Suppression - do whatever is legal to keep the union out without necessarily addressing the issues.

 

The three phases of the labor relations process are union organizing, collective bargaining, and contract administration.

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  15.5: Gain familiarity with labor relations strategy

 

87) In order for a company to hold a union certification election, the National Labor Relations Board requires a union to show that at least ________ of a company's employees want to be represented by a given union.

  1. A) 25%
  2. B) 30%
  3. C) 35%
  4. D) 40%

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

88) Once a union gains the right to hold an election, management and the union are restricted in the actions they can take. However, management is permitted to:

  1. A) warn employees of dire consequences if the union wins.
  2. B) offer employees incentives for not voting for the union.
  3. C) secretly watch organizing meetings.
  4. D) send employees personal letters.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

89) Which term refers to all of the employees who are represented by a union that engages in collective bargaining with an employer?

  1. A) Work team
  2. B) Open shop
  3. C) Bargaining unit
  4. D) Certified representative

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

90) At a certification election at General Car Automotive, a majority of employees vote for unionization. Alicia, a radio installer, did not vote for the union. Which of the following is true about this situation?

  1. A) Alicia will be represented by the union during collective bargaining with G.C.A.
  2. B) Alicia will be a unionized laborer because she works at a unionized firm.
  3. C) Alicia cannot reap any benefits that the union may acquire for workers.
  4. D) Alicia cannot join the union for another 12 months.

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

91) Which of the following would most likely be considered a breach of good faith in labor contract negotiations?

  1. A) The union uses distributive bargaining.
  2. B) The parties do not negotiate permissive bargaining topics.
  3. C) The negotiations take place at the employees' place of business.
  4. D) One party does not give the other party a 60-day notice of termination of the labor agreement before it expires.

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

 

92) The ability to get the other party to agree to the bargaining party's terms is:

  1. A) good faith bargaining.
  2. B) distributive bargaining.
  3. C) integrative bargaining.
  4. D) bargaining power.

Answer:  D

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

93) In a collective bargaining session, Perry, the union representative, is trying to convince Tom, management's representative, that if management does not accept the current wage terms, the union will go out on strike. Perry is using a(n) ________ strategy.

  1. A) good faith bargaining
  2. B) distributive bargaining
  3. C) integrative bargaining
  4. D) bargaining power

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

94) In ________, one party focuses on convincing its counterpart that the cost of disagreeing with its terms is very high. It is often used when laborers are willing and able to sustain a long strike that will hurt the company.

  1. A) good faith bargaining
  2. B) distributive bargaining
  3. C) integrative bargaining
  4. D) decertification bargaining

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

 

95) In a bargaining session, management's representative explains that if the union accepts job reductions, the company can pay higher wages and modernize the plant. This will enhance the company's competitiveness and helps ensure its ultimate survival. Management's strategy is an example of:

  1. A) distributive bargaining.
  2. B) integrative bargaining.
  3. C) union substitution.
  4. D) bargaining power.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

96) In ________, one party attempts to convince its counterpart that the benefits of agreeing with its terms are very high. It is similar to a large-scale problem-solving session.

  1. A) union suppression
  2. B) integrative bargaining
  3. C) distributive bargaining
  4. D) a union acceptance strategy

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

97) Which of the following is NOT a mandatory bargaining topic?

  1. A) Benefits for retired union members
  2. B) Grievance procedures
  3. C) Job descriptions
  4. D) Parental leave

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

 

98) In a union-management negotiation, labor wants seats on the company's board. Negotiations come to a halt and the contract cannot be finalized because of this point; the union wants it and management won't grant it. This negotiation is:

  1. A) at an impasse because of an unfair management practice.
  2. B) at an impasse because of an unfair labor practice on the part of the union.
  3. C) in a temporary slowdown due to management not negotiating in good faith.
  4. D) in a contractual breakdown and will result in an economic strike.

Answer:  B

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

99) Recently, employees walked out of their jobs at Sonnet Industries. They learned about some serious discipline meted out by the company against one of their co-workers and believed it to be unfair. The workers spontaneously quit work and went home. This action is known as a(n):

  1. A) wildcat strike.
  2. B) economic strike.
  3. C) intermediate strike.
  4. D) sympathy strike.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

100) When an employer shuts down a business before a labor dispute gets to a strike, the employer is:

  1. A) initiating a wildcat strike.
  2. B) in violation of the Wagner Act.
  3. C) using a lockout as a bargaining strategy.
  4. D) avoiding an economic strike by the workers.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

101) Which of the following is an advantage of union contract grievance procedures?

  1. A) Grievance procedures are managed by the HR labor relations specialist.
  2. B) Grievance procedures are quick and simple to implement.
  3. C) Employees who dislike an arbitrator's decision may strike.
  4. D) Employees are provided with a union steward.

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

102) A(n) ________ is a third party who may help unions and management settle grievances.

  1. A) union steward
  2. B) management steward
  3. C) arbitrator
  4. D) grievance counselor

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

103) What is the first step in the union grievance procedure?

  1. A) An employee submitting the grievance in writing
  2. B) An employee discussing the grievance with the union steward
  3. C) Management and labor discussing the grievance in a formal meeting
  4. D) Management and labor selecting a neutral arbitrator to settle the grievance

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

104) Approximately ________ of union grievances reach the arbitration stage.

  1. A) 1%
  2. B) 15%
  3. C) 32%
  4. D) 50%

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

105) Management at Carson Enterprises decides employees are taking breaks that are too long and limits all employees to 10 minutes a day. Labor files a grievance over this decision. This is a(n) ________ grievance.

  1. A) unfair management practice
  2. B) employee discipline
  3. C) contract interpretation
  4. D) economic

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

Additional Case 15.1

Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant.

 

Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions—a project she's worked on for the last six months.

 

Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days."

 

106) Refer to Additional Case 15.1. Ryan's negotiating strategy is called:

  1. A) an unfair labor practice.
  2. B) distributive bargaining.
  3. C) integrative bargaining.
  4. D) arbitration.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

Additional Case 15.3

Wear and Tear is a large manufacturer with about 250 employees. At the moment, they are in new contract negotiations with their union. Cole, the firm's labor relations specialist, is heading the negotiations for management. Natalie is labor's representative.

 

Cole doesn't know if he likes working with Natalie. He was able to make her predecessor agree to his terms whenever they negotiated contracts. Natalie is tougher to deal with. She tends to emphasize what bad things can happen to Wear and Tear and to him if her point isn't granted.

 

Negotiations have been going on for several days. Cole tells Natalie that if they will accept wage concessions, the company will give employees stock to compensate for the loss in wages. Natalie declines the offer and is unwilling to negotiate further. She reminds him that the contract expires in two days and that the workers will strike if they don't have a new contract by that time.

 

107) Refer to Additional Case 15.3. Cole's negotiating strategy with Natalie's predecessor was most likely based on:

  1. A) distributive bargaining.
  2. B) bad faith negotiations.
  3. C) integrative bargaining.
  4. D) bargaining power.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

108) Refer to Additional Case 15.3. Which labor relations strategy is Natalie most likely using?

  1. A) A distributive bargaining strategy
  2. B) An integrative bargaining strategy
  3. C) A union acceptance strategy
  4. D) A bad faith bargaining strategy

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

109) Refer to Additional Case 15.3. Cole's negotiating strategy with Natalie is most likely:

  1. A) a distributive bargaining strategy.
  2. B) one based on bargaining power.
  3. C) an integrative bargaining strategy.
  4. D) a union acceptance strategy.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

110) Refer to Additional Case 15.3. Cole's offer of stock for wage concessions is an example of what type of bargaining topic?

  1. A) Permissive
  2. B) Illegal
  3. C) Integrative
  4. D) Mandatory

Answer:  D

Diff: 1

AACSB:  Analytical thinking

Skill:  Application

LO:  15.6: Learn practices for managing the labor relations process

 

111) Refer to Additional Case 15.3. Natalie's refusal of Cole's offer and of further negotiations is most likely:

  1. A) illegal under the Wagner Act.
  2. B) an example of bargaining power.
  3. C) illegal according to the Landrum-Griffin Act.
  4. D) an impasse and legal because of the type of bargaining topic involved.

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  15.6: Learn practices for managing the labor relations process

 

 

Additional Case 15.4

Demetry is the president of a candle manufacturing company. He has heard that employees are considering trying to unionize. He is concerned about this and calls a meeting of upper-level managers and the HR department. Demetry wants to know what can be done in order to discourage a union. He is also concerned about the steps employees will take in unionizing. Demetry knows relatively little about unions. He started the company in his workshop for fun, and it grew into a business that he feels he can no longer control.

 

Kaia, a production manager, strongly believes that the employees will manage to unionize and wants to identify areas where the company would be able to give-and-take during the bargaining. She suggests that the company discuss benefits for retired union workers.

 

Karsten, an HR employee, also believes that the union will take hold. He suggests that Demetry not fight unionization and not coerce employees out of their support for the union. Karsten claims that showing such restraint may lead to a more harmonious and cooperative relationship between management and the union.

 

112) Refer to Additional Case 15.4. Which of the following is a true assessment of Kaia's benefits proposal?

  1. A) The bargaining topic is mandatory and will be discussed in bargaining.
  2. B) The bargaining topic is illegal and cannot be discussed during bargaining.
  3. C) The bargaining topic is permissive and can be discussed if both sides agree.
  4. D) Bargaining topics should be focused on company politics rather than economic issues.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  15.6: Learn practices for managing the labor relations process

113) A minimum of 30% of the workforce must show an interest in unionizing to justify a certification election.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

114) Prior to a certification election, it is illegal for managers to try to persuade employees that they would be better off without a union.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

 

115) Managers are permitted by law to show movies and distribute anti-union messages prior to a union certification election.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

116) Distributive bargaining and integrative bargaining are tactics used to increase bargaining power.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

117) If a union wants to negotiate compensation, health insurance, and vacation schedules, management must enter into negotiation on those topics.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

118) The replacement of striking workers by employers was legal but rarely used until the 1981 air traffic controllers' strike.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

119) The union grievance procedure begins with the submission of a formal letter by the employee to the union steward.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

120) A contract interpretation grievance is based on union members' rights under the labor contract.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

121) Bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high is referred to as ________.

Answer:  distributive bargaining

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

122) ________ is bargaining that focuses on convincing the other party that the benefits of agreeing with the proposed terms would be very high.

Answer:  Integrative bargaining

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

123) A(n) ________ is a strike that takes place when an agreement is not reached during collective bargaining.

Answer:  economic strike

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

124) The last step in the grievance procedure is ________, a quasi-judicial process that is binding on both parties.

Answer:  arbitration

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.6: Learn practices for managing the labor relations process

 

125) Discuss at least two types of strikes and explain the costs that management and employees may face during a strike. What is the significance of the Railway Labor Act as it relates to strikes?

Answer:  Summary of suggested answer -

Types

  • An economic strike takes place when an agreement is not reached during collective bargaining.
  • A wildcat strike is a spontaneous work stoppage that happens under a valid contract and is usually not supported by union leadership.

Costs

  • For managers, finding replacement workers may be difficult or prevented by a contract. A strike can even force a company to shut down operations and lose customers.
  • Employees face the risk of losing their jobs to permanent replacement workers and receive no compensation from the company until they resume their work.

 

The Railway Labor Act regulates labor relations in the transportation industry. It has provisions for congressional and presidential intervention in a labor dispute that could be disruptive to interstate commerce, such as striking air traffic controllers or bus drivers.

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  15.6: Learn practices for managing the labor relations process

 

126) The labor relations process has three distinct phases: organizing, bargaining, and administering. Discuss briefly the key elements of each phase and how they work together.

Answer:  Summary of suggested answer -

  • Organizing involves solicitation of employees and a certification election. 30% of employees must show interest by signing authorization cards. NLRB supervises election, union must receive majority to be certified. If not certified, must wait 12 months to try again. Both labor and management are constrained as to what they can and cannot do during this process. Collective bargaining occurs when a union wins the right to represent the employees.
  • Bargaining consists of behavior, power, and bargaining strategies. Behavior means, "do we bargain in good faith?" Power means, "how credible am I to you?" There are two basic strategies: distributive—here's what bad things are going to happen if we don't agree and integrative—here's what good is going to come out of an agreement. Bargaining takes place over three categories of topics - permissive, mandatory, and illegal. Key elements - mandatory, wages, conditions, employment conditions. May legally reach impasse on mandatory issues but not on permissive.
  • Contract administration - basically deals with the grievance process and settling disputes.

Diff: 3

AACSB:  Reflective thinking

Skill:  Critical Thinking

LO:  15.6: Learn practices for managing the labor relations process

 

127) How are employee disputes with management handled in both unionized and nonunionized firms? Discuss grievance procedures and open-door policies in your response.

Answer:  The grievance procedure is a systematic process designed to settle disputes regarding the interpretation of a labor contract. The process generally follows four steps: First, verbal notification of union steward - 75% solved here; second, written notification of labor and management; third, discussion between corporate manager, local, and national union representatives; and fourth, arbitration.

 

In a nonunionized firm, disputes are typically handled with an open-door policy, which is handled by management. In contrast, the grievance procedure is administered by both the union and management. The open-door policy gives management the chance to resolve an employee's complaint while balancing both parties' interests.

Diff: 3

AACSB:  Reflective thinking

Skill:  Synthesis

LO:  15.6: Learn practices for managing the labor relations process

 

128) Unionized firms tend to:

  1. A) have poorer benefits packages but better wages than nonunion firms.
  2. B) have higher productivity than nonunion firms.
  3. C) experience fewer turnovers than nonunion firms.
  4. D) avoid COLAs in their pay requirements.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

 

129) In unionized firms, promotions and job assignments are given to employees based on:

  1. A) merit.
  2. B) seniority.
  3. C) education.
  4. D) experience.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

 

 

130) Which type of compensation would most likely be given in a unionized firm?

  1. A) Merit pay
  2. B) Performance-based pay
  3. C) Profit sharing
  4. D) Lump-sum bonuses

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

131) In nonunionized firms:

  1. A) employees are required to open health savings accounts.
  2. B) employees pay for their benefits strictly out-of-pocket.
  3. C) employers and employees share most benefits costs.
  4. D) employers pay for all health benefits.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

 

132) Unions typically advocate merit pay plans over group pay incentives.

Answer:  FALSE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

 

133) Generally speaking, unions prefer employers who offer defined contribution benefit plans.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

 

134) Pay rates, usually made across the board, that are tied to such inflation indicators as the consumer price index, are referred to as ________.

Answer:  cost-of-living adjustments (COLA)

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  15.7: Recognize the impact of unions on human resource management

 

 

135) Why do companies typically prefer a nonunion workforce? How does a unionized workforce affect HRM and its policies?

Answer:  Firms prefer a nonunion workforce because wages are usually higher for union workers, which puts unionized firms at a competitive disadvantage. Unions also restrict what HR managers can and can't do with a particular employee, such as give merit raises or promotions. A union presence affects a firm's policy on pay raises, benefits, and staffing.

Diff: 3

AACSB:  Reflective thinking

Skill:  Synthesis

LO:  15.7: Recognize the impact of unions on human resource management

 

 

 

 

 

 

 

------

Human Resource Management
Human Resource Management, 15th Edition, 2017, Gary Dessler,
Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio
Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler
Human Resource Management, 14th Edition, 2016, R. Wayne Dean Mondy, Retired, Joseph J. Martocchio
Mastering Project Human Resource Management: Effectively Organize and Communicate with All Project Stakeholders, 2015, Harjit Singh
Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy

-----

PART 1: Setting the Stage for Strategic Compensation
1. Strategic Compensation: A Component of Human Resource Systems
2. Contextual Influences on Compensation Practice
PART 2: Bases for Pay
3. Seniority Pay and Merit Pay
4. Incentive Pay
5. Person-Focused Pay
PART 3: Designing Compensation Systems
6. Building Internally Consistent Compensation Systems
7. Market-Competitive Compensation Systems
8. Building Pay Structures that Recognize Employee Contributions
PART 4: Employee Benefits
9. Discretionary Benefits
10. Legally-Required Benefits
PART 5: Contemporary Strategic Compensation Challenges
11. Compensating Executives
12. Compensating the Flexible Workforce
PART 6: Compensation Around the World
13. Compensating Expatriates
14. Pay and Benefits outside the United States
Epilogue
15. Challenges Facing Compensation Professionals
------
Managing Human Resources Today
Managing Equal Opportunity and Diversity
Human Resource Strategy and Analysis
STAFFING: WORKFORCE PLANNING AND ENFORCEMENT
Job Analysis and Talent Management
Personnel Planning and Recruiting
Selecting Employees
TRAINING AND HUMAN RESOURCE DEVELOPMENT
Training and Developing Employees
Performance Management and Appraisal
Managing Careers
COMPENSATION AND TOTAL REWARDS
Developing Compensation Plans
Pay for Performance and Employee Benefits
EMPLOYEE AND LABOR RELATIONS
Maintaining Positive Employee Relations
Labor Relations and Collective Bargaining
Improving Occupational Safety, Health, and Risk Management
SPECIAL ISSUES IN HUMAN RESOURCE MANAGEMENT
Managing HR Globally
Managing Human Resources in Small and Entrepreneurial Firms
PHR and SPHR Knowledge Base
Comprehensive Cases
------
Human Resource Management: An Overview
Business Ethics and Corporate Social Responsibility
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity
Staffing
Strategic Planning, Human Resource Planning, and Job Analysis
Recruitment
Selection
Performance Management and Training
Performance Management and Appraisal
Training and Development
Compensation
Direct Financial Compensation (Core Compensation)
Indirect Financial Compensation (Employee Benefits)
Labor Relations, Employee Relations, Safety, and Health
Labor Unions and Collective Bargaining
Internal Employee Relations
Employee Safety, Health, and Wellness
Operating in a Global Environment
Global Human Resource Management
------
Lectures, Test Bank, Case Study, Video Guides
Equal Opportunity,
Recruitment, Placement, Talent Management,
Job Analysis, Talent Management Process,
Personnel Planning, Recruiting,
Employee Testing, Selection,
Training, Development,
Developing Employees,
Performance Management, Appraisal,
Managing Careers, Retention,
Compensation,
Establishing Strategic Pay Plans,
Pay for Performance, Financial Incentives,
Benefits, Services,
Labor Relations,
Safety,
Health,
Human Resource Management Lectures

 

----

 

HRM Human Resource Management - New Collection 2017

1. Youtube Playlist: See the collection of HRM Videos - link

2. Download the Selected HRM Human Resource Management E-books for Free

3. HRM Human Resource Management PPT slides - Free Download

Human Resource Management, 15th Edition, 2017, Gary Dessler - LINK Free PPT Download

Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio - LINK 

Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler - Link Free PPT Download

Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin - Link Free PPT download

4. HRM Cases and Answers  - buy

5. Instructor Manualbuy

6. Test Bank  - Free Download

Managing Human Resources, 8e (Gomez-Mejia et al.) - link free download

Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Martocchio   - link free download

Human Resource Management, 15th Edition, 2017, Gary Dessler   - Link free Download

 

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