Question 1

Which of the following is an example of a condition that strongly influences an employee's decision to join a union?

Accepted Answer

Union instrumentality, or the perception of how effective a union will be in achieving employee goals and improving working conditions, is a condition that strongly influences an employee's decision to join a union.

Question 2

What happens once the union begins the campaign to collect authorization cards?

Accepted Answer

The union needs 30 percent or more of the qualified employees to sign the cards in order to petition the NLRB for an election.

Question 3

The check-out clerks at a large grocery store are in negotiations with management. The last remaining issue to settle is the hourly wage. In their earlier meetings, the clerks' bargaining committee has decided that although they are demanding $9.50 an hour, they will settle for nothing less than $8.75. Management's bargaining committee has decided that their highest offer will be $8.50. This situation is an example of _____.

Accepted Answer

The highest offer by management is lower than the lowest demand by the clerks, creating a negative settlement range. This means that there is no overlap between the two parties' positions and it will be difficult to reach a mutually acceptable agreement.

Question 4

Which of the following statements during the election campaign would probably be viewed negatively by the NLRB?

Accepted Answer

By stating layoffs will occur if a union is elected, management is using fear tactics to discourage employees from forming a union, which is viewed negatively by the National Labor Relations Board (NLRB). The NLRB prohibits employers from making threats to employees in order to discourage unionization efforts.

Question 5

During the first stage of the union certification process, employers must be careful not to:

Accepted Answer

All of the above activities are prohibited during the first stage of the union certification process. Employers must not misrepresent facts, threaten employees, allow solicitation, or make unscheduled changes as it may influence the outcome of the unionization vote.

Question 6

Last year, Mukluk, Inc., a small family-owned manufacturer of mud and snow boots was bought by a larger organization when the founder of the small firm decided to retire. With the change in management came many changes in policies, procedures and organizational culture. It used to be a "laid-back" and informal organization, where any line employee could talk personally with the founder. Now, rules are strict, production quotas are high, and line employees are grumbling that the supervisors are "slave drivers." What has changed about this organization that will make it prone to unionization?

Accepted Answer

The change in policies, procedures, and organizational culture has broken the psychological contract between the employees and the organization. In the previous "laid-back" environment, employees may have felt a sense of loyalty and trust towards the organization without the need for formal employment agreements. However, with the new strict rules and high production quotas, employees may feel as though the organization has reneged on its informal commitments to them. This can lead to a feeling of distrust and disillusionment, making employees more likely to seek the protection of a unionized workforce.

Question 7

Decertification elections:

Accepted Answer

Decertification elections are conducted by the National Labor Relations Board and allow employees to vote on whether or not they want to remove their union as their representative. Therefore, choice B is correct as it states that decertification elections can remove a union from representation. The other choices (A, C, D, and E) are all incorrect as they do not accurately describe the process or purpose of decertification elections.

Question 8

Which of the following types of bargaining used in contract negotiation results in a win-lose situation?

Accepted Answer

Distributive bargaining is a type of bargaining used in contract negotiation in which each party has a certain amount of resources, and they try to distribute those resources between themselves. This type of bargaining often results in a win-lose situation, where one side wins more resources while the other side loses them. In contrast, integrative bargaining is a type of bargaining in which both parties work to create a win-win situation, where both sides benefit. Intraorganizational bargaining refers to the negotiation between different parties within the same organization, and continuous bargaining is a type of ongoing negotiation that takes place over a longer period of time. Concessionary bargaining refers to a type of bargaining in which one party makes concessions in order to reach a compromise.

Question 9

In a unionized setting, the union joins the "HR Triad" discussed throughout the text. Which of the following is not one of the union's responsibilities?

Accepted Answer

The union's responsibility is not to maintain traditional work methods, but rather to advocate for the interests of the employees they represent, seek improvements in wages and working conditions, comply with legal regulations governing union activities, and negotiate with management on behalf of the workers. Maintaining traditional work methods is not a primary responsibility of the union in a modern workforce.

Question 10

What are the responsibilities of line managers in unionization and collective bargaining?

Accepted Answer

Line managers have a crucial role in unionization and collective bargaining. They should understand the reasons why employees are likely to join a union, manage employees with respect and equality, support HR professionals in developing policies to support good working conditions, and know what can and can't be said to employees regarding unionization during an organizing campaign. Therefore, all of the options listed are important responsibilities of line managers in unionization and collective bargaining.

Question 11

A large private high school is in the midst of a union organizing campaign. Teachers, clerical employees, janitorial employees and groundskeepers are all showing high interest in the union. Which is the most likely composition of the bargaining unit(s)?

Accepted Answer

The most common composition of bargaining units in schools is to have separate units for different types of employees, such as teachers, clerical employees, and non-teaching staff. Therefore, option D, which suggests three units for these categories, is the most likely composition for the bargaining unit(s) in this case.

Question 12

Which of the following statements about union instrumentality is true?

Accepted Answer

Union instrumentality refers to the extent to which employees believe that a union can effectively obtain positive work aspects or remove the causes of their dissatisfaction. Option A correctly states that the more employees perceive a union to be capable of obtaining positive work aspects, the more instrumental they perceive the union to be in resolving their job dissatisfaction. Option B is incorrect because employee willingness to support a union can be influenced by a range of factors, including job security and workplace atmosphere, in addition to monetary aspects. Option C is incorrect because employee interest in unionization can arise for reasons other than simple cost-benefit analysis. Option D is incorrect because union instrumentality reflects employee beliefs about the union's effectiveness rather than their level of dissatisfaction. Option E is incorrect because decentralization is a separate organizational concept and is not directly related to union instrumentality.

Question 13

Which of the following is not among the responsibilities of union and their officers under the Landrum-Griffin Act?

Accepted Answer

All of the options listed (managing funds and property responsibly, bonding officers who handle funds, filing annual reports, and complying with election regulations) are responsibilities of unions and their officers under the Landrum-Griffin Act.

Question 14

In order for the NLRB to be petitioned for a representation election, union organizers must secure authorization cards from _____ of the company employees who will make up the bargaining unit.

Accepted Answer

In order for the NLRB to be petitioned for a representation election, union organizers must secure authorization cards from at least 30% of the company employees who will make up the bargaining unit. This requirement is based on the National Labor Relations Act.

Question 15

Which of the following union statements in favor of card checking is not incorrect according to the findings of labor relations research?

Accepted Answer

The answer of Which of the following union statements in...

Question 16

The check-out clerks at a large grocery store are in negotiations with management. The last remaining issue to settle is the hourly wage. In their earlier meetings, the clerks' bargaining committee has decided that although they are demanding $9.50 an hour, they will settle for nothing less than $8.75. Management's bargaining committee has decided that their highest offer will be $8.50. Union's figure of $8.75 is its _____.

Accepted Answer

The union's figure of $8.75 is its resistance point, which is the lowest offer they are willing to accept before considering taking other actions such as a strike. This is different from their initial demand point, which was $9.50, and their target point, which may have been somewhere in between the two. The settlement point refers to the final agreement reached between the two parties, which has not yet been determined in this situation.

Question 17

Which of the following Bill of Rights for Union Members items is incorrect:

Accepted Answer

Union members may not enforce their rights through a lawsuit against the union. Instead, they must go through an internal union appeals process or file a complaint with the National Labor Relations Board.

Question 18

What is the first step in the union certification process?

Accepted Answer

The answer of What is the first step in the...

Question 19

If a certification election is held, and the union loses, how soon can a new election be held?

Accepted Answer

In most cases, if a union loses a certification election, there must be a one-year waiting period before another election can be held. This rule is designed to provide stability and prevent continuous election cycles.

Question 20

Which of the following describes an employee who would most likely be able to force an employer to improve work conditions?

Accepted Answer

Anna's unique understanding and management of a critical system she designed for her employer puts her in a position where her demands for improved work conditions might be more readily met by the employer, as her departure could significantly disrupt operations.

Quiz 14: Understanding Unionization and Collective Bargaining