Question 1

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

Accepted Answer

There is no clear evidence to support this claim. The growth of unions in small businesses is variable and largely dependent on the industry and region, and the attitudes of small businesses towards unions remain mixed.

Question 2

The ability to get the other party to agree to the bargaining party's terms is:
A)good faith bargaining.
B)distributive bargaining.
C)integrative bargaining.
D)bargaining power.

Accepted Answer

The ability to get the other party to agree to the bargaining party's terms is called bargaining power. This refers to the degree of leverage or influence a party has in a negotiation or bargaining situation. It can come from various sources such as expertise, resources or alternatives, and can be used to secure a more favorable outcome. Good faith bargaining refers to the ethical and fair conduct of negotiations, distributive bargaining is a win-lose approach that seeks to maximize one's own share of resources, and integrative bargaining is a collaborative and problem-solving approach that seeks to create value for both parties.

Question 3

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.
A)25%
B)30%
C)35%
D)40%

Accepted Answer

The National Labor Relations Board (NLRB) requires a union to show that at least 30% of a company's employees want to be represented by a given union in order to hold a union certification election. This is known as the "showing of interest" requirement. If the union is able to demonstrate that at least 30% of the employees are interested in union representation, the NLRB will typically order an election to be held to determine whether a majority of the employees actually support union representation.

Question 4

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)________.

Accepted Answer

The answer of A labor relations strategy in which management...

Question 5

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

Accepted Answer

The Wagner Act, also known as the National Labor Relations Act (NLRA), prohibits employers from dominating or interfering with the formation, administration or organization of any labor union or engaging in any unfair labor practices. A manager leading an employee involvement group could be seen as an attempt by the employer to control or manipulate employee organization, which violates the NLRA.

Question 6

Which term refers to all of the employees who are represented by a union that engages in collective bargaining with an employer?
A)Work team
B)Open shop
C)Bargaining unit
D)Certified representative

Accepted Answer

The term "bargaining unit" refers to a group of employees who are represented by a union in collective bargaining negotiations with their employer. The bargaining unit is typically determined by factors such as job roles, location, and similar working conditions. This is distinct from a work team, which refers to a group of individuals who work together to achieve a common goal or complete a specific task. An open shop is a workplace where employees are not required to join a union as a condition of employment, and a certified representative is an individual who has been officially recognized as authorized to act on behalf of a union or other organization.

Question 7

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

Accepted Answer

The answer of What are the four ways labor relations...

Question 8

Which of the following would most likely be considered a breach of good faith in labor contract negotiations?
A)The union uses distributive bargaining.
B)The parties do not negotiate permissive bargaining topics.
C)The negotiations take place at the employees' place of business.
D)One party does not give the other party a 60-day notice of termination of the labor agreement before it expires.

Accepted Answer

Not giving the other party a 60-day notice of termination of the labor agreement before it expires would likely be considered a breach of good faith because it is a violation of the requirement for parties to negotiate in good faith and provide reasonable notice of their intentions regarding the contract. The other options listed do not necessarily violate good faith requirements in labor contract negotiations.

Question 9

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

Accepted Answer

Management is not allowed to interfere with the election process by threatening or offering incentives to employees. However, they are permitted to communicate with employees and share their perspective on unionization, as long as this does not involve coercion or intimidation. Sending personal letters to employees is one way for management to exercise this right, as long as the content of the letters is not coercive or threatening.

Question 10

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

Accepted Answer

Since a majority of employees voted for unionization, the union will be the collective bargaining agent for all employees, regardless of whether or not they voted for the union. This means that Alicia will be represented by the union during collective bargaining with G.C.A.

Question 11

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

Accepted Answer

The answer of A company's overall plan for dealing with...

Question 12

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

Accepted Answer

The answer of In a union-management negotiation, labor wants seats...

Question 13

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.
A)good faith bargaining
B)distributive bargaining
C)integrative bargaining
D)decertification bargaining

Accepted Answer

Distributive bargaining is a win-lose negotiation strategy where one party tries to gain the most value from a negotiation at the expense of the other party. In this scenario, the party is trying to convince the other party that the cost of disagreeing with their terms is very high, which is a tactic commonly used in distributive bargaining. Good faith bargaining refers to sincere and honest negotiations, integrative bargaining is a win-win negotiation strategy, and decertification bargaining refers to the process of removing a union from representing a group of employees.

Question 14

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):
A)wildcat strike.
B)economic strike.
C)intermediate strike.
D)sympathy strike.

Accepted Answer

A wildcat strike is a strike action taken by employees without the authorization of their union. It is often spontaneous and often occurs when employees feel mistreated or unfairly disciplined by their employer. In this scenario, the employees walked out of their jobs spontaneously and without authorization from their union after learning about the unfair discipline imposed on their co-worker. Therefore, the correct answer is A) wildcat strike.

Question 15

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

Accepted Answer

The answer of ________ is a union avoidance strategy in...

Question 16

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.
A)good faith bargaining
B)distributive bargaining
C)integrative bargaining
D)bargaining power

Accepted Answer

Perry is using a distributive bargaining strategy, which involves a situation where one party's gain is another party's loss. This approach is typical in negotiations over a fixed amount of resources, such as wages, where the union's gain (higher wages) would be management's loss (higher labor costs). Threatening to strike if demands are not met is a tactic to increase leverage in distributive bargaining.

Question 17

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:
A)distributive bargaining.
B)integrative bargaining.
C)union substitution.
D)bargaining power.

Accepted Answer

Management's strategy of offering job reductions in exchange for higher wages and plant modernization is an example of integrative bargaining. This type of bargaining seeks to create a positive outcome for both parties by identifying areas of mutual gain and working together to achieve them. By modernizing the plant, the company can become more competitive and ultimately survive, which is a benefit for both management and the union.

Question 18

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.
A)union suppression
B)integrative bargaining
C)distributive bargaining
D)a union acceptance strategy

Accepted Answer

Integrative bargaining is a negotiation strategy where both parties aim to create a win-win outcome. It involves problem-solving and trying to find common ground to reach agreement. One party may attempt to convince the other party that the benefits of agreeing with its terms are high to encourage a mutually beneficial outcome. Union suppression is a tactic used by employers to prevent employees from organizing or joining a union. Distributive bargaining is a negotiation strategy where each party tries to maximize its share of the benefits, often resulting in a win-lose outcome. A union acceptance strategy is not a recognized term in negotiation strategy.

Question 19

Which of the following is NOT a mandatory bargaining topic?
A)Benefits for retired union members
B)Grievance procedures
C)Job descriptions
D)Parental leave

Accepted Answer

Benefits for retired union members are not a mandatory bargaining topic as they pertain to individuals who are no longer active employees and do not affect current employees or working conditions. The other options, grievance procedures, job descriptions, and parental leave, are all mandatory bargaining topics as they relate to working conditions and the relationship between employers and employees.

Question 20

When an employer shuts down a business before a labor dispute gets to a strike, the employer is:
A)initiating a wildcat strike.
B)in violation of the Wagner Act.
C)using a lockout as a bargaining strategy.
D)avoiding an economic strike by the workers.

Accepted Answer

When an employer shuts down a business before a labor dispute gets to a strike, it is called a lockout. This is a tactic used by the employer as a bargaining strategy and to avoid an economic strike by workers. The Wagner Act, also known as the National Labor Relations Act, does not prohibit lockouts.

Quiz 15: Working With Organized Labor

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

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

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.

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)________.

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

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

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

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

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:

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?

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

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:

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.

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) :

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

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.

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:

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.

Which of the following is NOT a mandatory bargaining topic?

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