Question 1

Generally, if the majority of workers in a particular workplace want union representation, their employer is required by U.S. law to negotiate with them over wages, hours, and working conditions.

Accepted Answer

This is known as the principle of majority rule under the National Labor Relations Act. If a majority of workers in a bargaining unit vote in favor of union representation, the employer is required to recognize and negotiate with the union as the exclusive representative of the workers in the unit.

Question 2

U.S. labor law is considered by labor supporters to be a strong piece of protective legislation.

Accepted Answer

U.S. labor law is considered by many labor advocates to be weak and in need of significant reform to better protect workers' rights.

Question 3

The labor movement in the United States is considered by experts to be very strong today.

Accepted Answer

The labor movement in the United States has been declining in membership and influence over the past few decades. While there have been some recent high-profile strikes and organizing efforts, overall the movement is not considered to be as strong as it was in the mid-20th century.

Question 4

Since 1935, U.S. labor law has proved to be very adaptable to changes in the business climate including the decline of mass manufacturing, blurring distinctions between management and nonmanagement jobs, and globalization.

Accepted Answer

U.S. labor law has struggled to adapt to changes such as the decline of mass manufacturing, the blurring of job distinctions, and globalization, often lagging behind in addressing new labor market realities.

Question 5

If the reasons for the decline in unionization rates in the U.S. are largely structural and a result of declining demand for union services, there is no real need for labor law reform.

Accepted Answer

The statement suggests that if the decline in unionization rates is due to structural factors and reduced demand for union services, then there is no need for labor law reform. This implies that the decline is not caused by legal barriers or other factors that could be addressed through labor law reform.

Question 6

One problem with the current legal framework governing labor relations in the U.S. today is that it tends to be adversarial and does not promote cooperative relationships between management and workers.

Accepted Answer

The adversarial nature of the legal framework governing labor relations, including collective bargaining and other forms of labor-management interactions, often leads to conflicts and disputes between employers and employees. This undermines trust and cooperation between the parties and makes it difficult to achieve mutually beneficial outcomes. This is seen as a major drawback of the current labor laws in the U.S. and has led to calls for reform and modernization of the system.

Question 7

Part of the decline in union density may be due to the fact that newer entrants to the workforce are less likely to have ever experienced the benefits of unionization and therefore are less likely to become union members themselves.

Accepted Answer

This statement suggests that the decline in union density may be attributed to a generational shift in which newer workers are less familiar with union benefits and are therefore less likely to join.

Question 8

Workers are more likely to experience unionism when they are young than when they are older.

Accepted Answer

Studies have shown that younger workers are more likely to join unions when compared to their older counterparts. This is mainly because younger workers tend to be more idealistic and are still figuring out their rights and benefits in the workplace. As workers age and gain more experience, they may become more comfortable negotiating with their employers and thus may not see the need to join a union.

Question 9

An employer creates a safety team of 6 employees who are asked to recommend changes to the workplace that will reduce accident rates. The team recommends eliminating a job rotation program that allows the employer to move employees in and out of various jobs on an as-needed basis. They argue that job rotation both increases employee stress and reduces the amount of experience that employees have with the various safety procedures associated with a particular job. This scenario describes a conflict between which two objectives of the employment relationship?
A) Equity and efficiency.
B) Efficiency and voice.
C) Equity and voice.
D) None, there is no conflict.

Accepted Answer

The scenario describes a conflict between efficiency (the employer's ability to move employees around to meet business needs) and voice (the employees' ability to have a say in their working conditions, in this case, through the safety team's recommendations).

Question 10

The number of union members grew into the 1970s but it has declined since that time.

Accepted Answer

According to data from the Bureau of Labor Statistics, the number of union members in the United States reached its peak in the late 1970s and has been declining since then.

Question 11

When an employer allows supervisors to arbitrarily discipline employees without cause, it is most directly violating which objective of the employment relationship?
A) Efficiency.
B) Equity.
C) Voice.
D) Effectiveness.

Accepted Answer

Equity is the objective of the employment relationship that concerns fair and just treatment of employees. Allowing supervisors to discipline employees without cause violates this objective because it permits unequal treatment of employees and does not ensure fairness.

Question 12

From a societal standpoint, the main purpose of a labor relations system is:
A) To equalize the distribution of income across society.
B) To ensure public safety, promote worker voice in politics, and reduce income inequalities that create a tax burden.
C) To control the actions of employers and employees so that they are clearly acting in the best interests of society.
D) To protect the profit maximization goals of business and ensure competition in the marketplace.

Accepted Answer

The main purpose of a labor relations system is to ensure a fair balance of power between employers and employees, promote worker voice in politics, and reduce income inequalities that create a tax burden. This benefits society as a whole by improving public safety and ensuring a more stable economy. Options A, C, and D do not adequately describe the societal purpose of a labor relations system.

Question 13

A collective bargaining agreement negotiated between an employer and its workers is an informal agreement outlining the terms and conditions of employment.

Accepted Answer

A collective bargaining agreement is a formal agreement negotiated between an employer and a union representing its workers. It is legally binding and outlines the terms and conditions of employment for the members of the bargaining unit.

Question 14

Compared to businesses in other countries, U.S. businesses are more likely to welcome the opportunity to bargain collectively with their employees.

Accepted Answer

In general, U.S. businesses are less inclined towards collective bargaining compared to businesses in many other countries, where labor laws and practices more strongly support or encourage collective bargaining and unionization.

Question 15

From a societal standpoint, the weakened position of unions in the U.S. is potentially problematic for all of the following reasons except:
A) A weakened labor movement is less able to provide management with the flexibility it needs to succeed in today's demanding competitive environment.
B) Weaker unions are unable to counter trends toward a greater income inequality in society.
C) Weaker unions are less able to provide training and work standards that ensure high quality, safe products and services, and safe working conditions.
D) Aggrieved workers are pushed to strike or act out in other ways that are detrimental to the flow of goods and services or to public safety.

Accepted Answer

A weakened labor movement may actually make management less flexible as workers have less negotiating power and employers may become more entrenched in their positions. This can lead to greater conflict and difficulty in finding mutually beneficial solutions.

Question 16

In nonunion environments, management has unilateral control over when and how employees are allowed to express their voice.

Accepted Answer

In nonunion environments, management has the authority to set rules and guidelines for employee communication and can restrict employees' expression of their voice.

Question 17

According to the Universal Declaration of Human Rights issued by the United Nations, it is considered a basic human right for:
A) Individuals to have the right to form and join trade unions for their own protection and the protection of others.
B) Employers to have the right to unilaterally determine the terms and conditions of employment.
C) Individuals to unilaterally determine the terms and conditions of their employment.
D) Employers to form and join employer associations for their own protection and the protection of other employers.

Accepted Answer

The Universal Declaration of Human Rights states that everyone has the right to form and join trade unions for the protection of their interests. This implies that individuals have the right to collective bargaining and to take part in peaceful protests related to their employment.

B, C, and D are incorrect because they suggest unilateral decision-making powers, and the Universal Declaration of Human Rights is intended to protect the rights of both individuals and employers. Unilateral decision-making by either party can lead to potential exploitation and inequality.

Question 18

Because American unions were instrumental in pushing for increased protective legislation such as workers' compensation laws and unemployment insurance, the demand for union services has increased, rather than decreased, over time.

Accepted Answer

While American unions were indeed instrumental in pushing for protective legislation, overall union membership and influence in the United States have generally declined over the past several decades due to factors like globalization, automation, and changes in labor laws.

Question 19

When an employer adopts an employee participation program, such as a workplace safety committee, it is most directly addressing which objective of the employment relationship?
A) Efficiency.
B) Equity.
C) Voice.
D) Exclusive representation.

Accepted Answer

Employee participation programs, such as workplace safety committees, provide employees with a voice in decisions that affect their workplace and working conditions. Therefore, the objective being addressed is voice.

Question 20

The number of U.S. workers who say they want representation or a "collective voice" at the workplace is very close to the number of workers that actually have it through unions.

Accepted Answer

Surveys and research indicate that the percentage of U.S. workers who express a desire for union representation or a collective voice in their workplace significantly exceeds the actual percentage of workers who are represented by unions.

Quiz 1: Contemporary Labor Relations: Objectives, Practices, and Challenges