Question 1

Union leaders occupy positions of power within their organizations;therefore,they cannot be removed from office even if they ignore the demands of union members.

Accepted Answer

Union leaders can be removed from office through various methods such as recall elections or impeachment. Additionally, they are accountable to their members and can be challenged or criticized by them.

Question 2

The composition and size of bargaining teams are often reflections of the desires and practices of the parties.

Accepted Answer

The composition and size of bargaining teams are generally determined by the preferences and traditions of the parties involved in the negotiation process. Companies, for example, may choose to appoint representatives with specific areas of knowledge or expertise, while unions may select negotiating teams based on seniority or union membership. Therefore, the statement is true.

Question 3

Kathryn,a management negotiator,and Mark,the negotiator for the union,are both likely to present demands that are larger than either person hopes to achieve.

Accepted Answer

This is commonly known as the "anchoring effect", where negotiators present larger demands in order to set a higher starting point for the negotiation and potentially end up with a better outcome than if they had started with a smaller demand.

Question 4

Interest-based bargaining is based on the identification and resolution of mutual interests rather than the resolve of specific bargaining demands.

Accepted Answer

Interest-based bargaining focuses on finding common interests and creating solutions that satisfy everyone's needs, rather than sticking to rigid demands.

Question 5

Participants' use of brainstorming,consensus decision making and active listening are bargaining tools typically used in interest-based bargaining.

Accepted Answer

Yes, participants' use of brainstorming, consensus decision making and active listening are bargaining tools typically used in interest-based bargaining.

Question 6

Federal civil servants have bargaining rights,including the right to strike and right to bargain for wages,hours,and working conditions.

Accepted Answer

The answer of Federal civil servants have bargaining rights,including the...

Question 7

There is no requirement that the parties actually sign the written document if they come to an agreement;they simply must come to an agreement.

Accepted Answer

For certain types of agreements to be legally binding, such as contracts involving significant amounts of money or real estate transactions, the law often requires a written document to be signed by the parties involved. This formalizes the agreement and provides a clear record of the parties' intentions.

Question 8

The umbrella organization that unions have formed in Canada is called the Canadian Labour Congress (CLC).

Accepted Answer

The Canadian Labour Congress (CLC) is indeed the umbrella organization that unions have formed in Canada.

Question 9

The National Union of Provincial Government Employees (NUPGE)is currently the largest union in Canada.

Accepted Answer

The largest union in Canada is the Canadian Union of Public Employees (CUPE), not the NUPGE.

Question 10

Collective bargaining in the public sector has grown significantly since the 1960s.

Accepted Answer

Collective bargaining in the public sector has indeed grown significantly since the 1960s, as more and more public sector employees have gained the legal right to collectively bargain for better wages, benefits, and working conditions.

Question 11

Negotiators often develop a bargaining book which contains a history of contract terms and their relative importance to management.

Accepted Answer

A bargaining book is commonly used in negotiations and usually contains information on past negotiations, relevant data and analysis, bargaining positions and proposals, and the relative importance of various contract terms to management.

Question 12

Employers who are willing to meet at reasonable times and places with union negotiators and to submit realistic proposals are engaging in good-faith collective bargaining.

Accepted Answer

This is an accurate statement about good-faith collective bargaining. Employers who demonstrate a willingness to negotiate in good faith with the union by meeting at reasonable times and places and submitting realistic proposals are contributing to a productive bargaining process.

Question 13

The initial meeting in labour negotiations is an important one because it establishes the climate for negotiations.Therefore,it is not advisable to attempt to inject humour into the process.

Accepted Answer

Injecting appropriate humour can help to break the ice and establish a more relaxed and positive atmosphere, potentially facilitating smoother negotiations.

Question 14

Distributive bargaining is based on the identification and resolution of mutual interests rather than the resolve of specific bargaining demands.

Accepted Answer

Distributive bargaining is focused on dividing a fixed amount of resources, often seen as a win-lose scenario, rather than identifying and resolving mutual interests.

Question 15

Because governments must continue to operate,and since there are generally no alternatives for their services,public unions are very reluctant to press for financial benefits that must be paid for by the public.

Accepted Answer

This statement is not entirely true. While it may be true that public unions are aware of the need for governments to continue to operate and provide services, they still often press for financial benefits for their members, which may ultimately be paid for by the public through taxes or other means. Thus, while public unions may be somewhat more cautious than private sector unions in their demands, they are still likely to seek financial benefits for their members.

Question 16

Management really does not need any information from sources external to the organization to prepare adequately for negotiations.

Accepted Answer

Management may need information regarding market trends, competitor strategies, industry standards, and legal regulations to prepare effectively for negotiations. Such information can be obtained from sources external to the organization.

Question 17

Union stewards are full-time employees at the workplace and generally are paid by the union.

Accepted Answer

Union stewards are generally employees who work as union representatives on a part-time basis while also performing their regular job duties. They are not necessarily paid by the union and may receive compensation from their employer for the time they spend carrying out union duties.

Question 18

Union stewards are often insightful individuals working for the betterment of employees and the organization.

Accepted Answer

Union stewards are selected by members of the union to act as their representatives and advocates within the organization. They work to improve working conditions and employee rights, as well as to foster positive relationships between management and employees. Therefore, they are often insightful individuals working for the betterment of both employees and the organization.

Question 19

The individual who is responsible for negotiating and administering the collective agreement and resolving union members' problems is called the problem solver.

Accepted Answer

The individual responsible for negotiating and administering the collective agreement and resolving union member's problems is typically called a union representative or union steward, not a problem solver.

Question 20

In negotiations,each party will normally try to avoid revealing the importance of its proposals.

Accepted Answer

This is true as each party wants to maintain a strong bargaining position and not give away too much leverage. Revealing the importance of their proposals may weaken their position and give the other party an advantage in the negotiation.

Quiz 10: Labour Relations and Collective Bargaining