Question 1

The Wagner Act is best described as a(n):
A) pro-management law.
B) pro-union law.
C) anti-communism law.
D) anti-collective bargaining law.

Accepted Answer

The Wagner Act, also known as the National Labor Relations Act, is a pro-union law that was passed in 1935. It gave workers the legal right to form and join unions, engage in collective bargaining with employers, and go on strike. It also established the National Labor Relations Board (NLRB) to oversee and enforce the provisions of the law. The Wagner Act is viewed as a landmark piece of legislation that helped to protect workers' rights and improve working conditions in the United States.

Question 2

The NLRB (National Labor Relations Board)consists of:
A) a five member panel appointed by the U.S.president.
B) an eight or ten member board consisting of an equal representation of union officials and management personnel.
C) two large unions: the AFL and the CIO.
D) a congressional committee.

Accepted Answer

The NLRB consists of a five member panel appointed by the U.S. president.

Question 3

Which of the following statements about collective bargaining is most consistent with the views of Samuel Gompers?
A) Collective bargaining is the best way for workers to attain a fairer share of the economic pie.
B) Collective bargaining is a nice idea in theory,but in the real world unions must rely on weapons such as strikes and boycotts to get what they want.
C) Unions should view collective bargaining as a useful,but limited,means for achieving some of their goals.In most cases the best way for unions to achieve their goals is to use their political clout to help pass favorable legislation.
D) Unions should not count on collective bargaining to achieve their goals,because management can't be trusted to bargain in good faith.

Accepted Answer

Samuel Gompers was a key figure in the American labor movement and a strong advocate for collective bargaining. He believed that through the process of collective bargaining, workers could negotiate better wages, benefits, and working conditions. Gompers saw collective bargaining as a powerful tool for workers to achieve a fairer share of the economic pie, and he worked tirelessly to promote and strengthen unionization and collective bargaining rights.

Question 4

The Taft-Hartley Act:
A) established the first minimum wage.
B) allowed individual states to pass right-to-work laws prohibiting compulsory union membership.
C) required management to bargain in good faith with union representatives.
D) set up the process by which unions could be recognized as the exclusive bargaining agents for a group of workers.

Accepted Answer

The Taft-Hartley Act allowed individual states to pass right-to-work laws prohibiting compulsory union membership. It did not establish the first minimum wage (that was the Fair Labor Standards Act), it did require management to bargain in good faith with union representatives, but it also placed limits on unions' abilities to strike and engage in other activities. The act also did not set up the process by which unions could be recognized as exclusive bargaining agents - this was established by the National Labor Relations Act.

Question 5

Union leaders at the Baadfathe Corporation are furious.Although the union's certified by the NLRB,its negotiating team has had little success in getting management to meet with them to work on a new labor contract.In fact,during the last 3 months,the management team has agreed to meet only twice,once on a weekend,and the other time after 8:00 p.m.Even during those two meetings,the management team was unwilling to offer serious proposals.Baadfathe's management team should review the legal rights of union members to participate in collective bargaining,as provided under the:
A) Taft-Harley Act.
B) Norris LaGuardia Act.
C) Wagner Act.
D) Landrum-Griffin Act.

Accepted Answer

The Wagner Act (also known as the National Labor Relations Act) guarantees the legal right of employees to form and join unions, engage in collective bargaining, and strike. It also requires employers to bargain in good faith with unions representatives. Therefore, Baadfathe Corporation's management team should review the Wagner Act and their legal obligation to engage in collective bargaining with the union's negotiating team. The other acts listed do not specifically address the right to engage in collective bargaining.

Question 6

The __________ guaranteed the rights of individual union members when dealing with their union.
A) Wagner Act
B) Landrum-Griffin Act
C) Norris-LaGuardia Act
D) Taft-Hartley Act

Accepted Answer

The Landrum-Griffin Act, also known as the Labor-Management Reporting and Disclosure Act, was passed in 1959 and aimed to protect union democracy, prevent corruption, and guarantee individual rights within labor organizations. It specifically addressed issues such as union member voting rights, financial reporting, and disclosure of information, and established penalties for union leaders who engaged in certain corrupt practices. The other acts listed also dealt with labor relations, but the Landrum-Griffin Act is the only one that specifically addresses the rights of individual union members.

Question 7

Bob believes that management is treating him unfairly because of his efforts to organize a vote for union representation.Which organization should Bob contact to report his concerns?
A) Federal Board of Labor Rights
B) National Labor Relations Board
C) Federal Trade Commission
D) Federal Commission on Unfair Labor Practices

Accepted Answer

The National Labor Relations Board (NLRB) is responsible for enforcing the National Labor Relations Act, which protects employees' rights to organize and bargain collectively with their employers. If Bob believes that he is being treated unfairly because of his efforts to organize a vote for union representation, he can file a charge with the NLRB. The other options listed do not have direct jurisdiction over labor relations or unfair labor practices.

Question 8

Which of the following acts gave more power to management in its relations with organized labor?
A) Norris-LaGuardia Act
B) Landrum-Griffin Act
C) Wagner Act
D) Taft-Hartley Act

Accepted Answer

The Taft-Hartley Act, passed in 1947, gave more power to management by placing restrictions on union activities and expanding the ability of employers to resist unionization efforts. It also allowed states to pass "right-to-work" laws, which prohibited mandatory union membership as a condition of employment.

Question 9

The __________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.
A) negotiated labor-management agreement
B) right-to-work agreement
C) open shop agreement
D) bargaining zone

Accepted Answer

A negotiated labor-management agreement sets out the terms and conditions under which labor and management agree to operate over a specified period. This agreement includes rules for hiring, pay, benefits, and conditions of employment, as well as procedures for resolving disputes between the two parties.

Question 10

In 2011,public employees who worked for the state of Wisconsin were overruled by a vote in the state senate which disallowed these employees or their union representatives to negotiate with other decision makers on issues which affected their labor contracts.The new law directly affected their ______ rights.
A) collective bargaining
B) process negotiation
C) collective insurance
D) individual taxpayer

Accepted Answer

Collective bargaining is the process of negotiation between employees (or their representatives) and an employer in order to reach an agreement about the terms and conditions of employment. The new law in Wisconsin disallowed public employees from negotiating with decision makers on issues related to their labor contracts, effectively taking away their collective bargaining rights. Process negotiation and collective insurance are not directly related to this situation, and individual taxpayer rights are not at issue here.

Question 11

During the 1980s,unions became increasingly concerned with the issues of:
A) pay and fringe benefits.
B) stock option plans and profit sharing.
C) job security and union recognition.
D) worker training and education.

Accepted Answer

During the 1980s, there was a decline in union membership and power, and unions became increasingly concerned with issues of job security and union recognition, as employers began to resist the collective bargaining process. While pay and fringe benefits were still a concern, they were not the primary focus during this time period. Stock option plans and profit sharing were also not top priorities for unions during the 1980s. Worker training and education were important, but not as pressing as job security and union recognition.

Question 12

The ___________ guaranteed union members the right to nominate candidates for union office and participate in union meetings.
A) Taft-Hartley Act
B) Fair Labor Standards Act
C) Norris-LaGuardia Act
D) Landrum-Griffin Act

Accepted Answer

The Landrum-Griffin Act, also known as the Labor-Management Reporting and Disclosure Act (LMRDA) of 1959, guaranteed union members the right to participate in union meetings, nominate candidates for union office, and vote in union elections. It also required unions to file financial reports and other information with the government to increase transparency and prevent corruption.

Question 13

Under _______,workers are not required to join the union,but those who do not join are still required to pay a union fee or regular dues to the union.
A) right-to-work laws
B) all union security clauses
C) agency shop agreements
D) Employee Stock Option Plans (ESOPs)

Accepted Answer

The answer of Under _______,workers are not required to join...

Question 14

The management at a shoe factory planned to terminate production due to labor issues that were consuming most of the profits.For years,the strong union at this facility did some tough negotiating with the company's corporate headquarters.In a companywide vote,employees agreed to walk away from union membership in order to keep the factory open and save their jobs.The NLRB (National Labor Relations Board)agreed that it was in the best interest of the employees.______________ was started to take away the rights of union representation at the factory.
A) bargaining dismissal
B) decertification
C) arbitration
D) certification

Accepted Answer

Decertification is the process where employees vote to remove union representation from their workplace. In this case, the employees voted to walk away from union membership in order to save their jobs and keep the factory open. This means they went through the decertification process to remove the union's representation rights at the factory.

Question 15

The Labor-Management Relations Act (or Taft-Hartley Act)can be best described as a law which:
A) gave unions much more power and led to a rapid rise in union membership.
B) gave employees the right to serve on the board of directors of their company,thus encouraging a more equitable treatment of workers.
C) eliminated the need for unions in many industries by providing workers with widespread rights and protection against unfair labor practices by employers.
D) placed limitations on union activities and gave more power to management in dealing with unions.

Accepted Answer

The Labor-Management Relations Act (or Taft-Hartley Act) placed limitations on union activities and gave more power to management in dealing with unions. It prohibited certain unfair union practices such as jurisdictional strikes, secondary boycotts, and closed shops. It also allowed states to pass right-to-work laws, which prohibit employers from requiring employees to join a union as a condition of employment. Overall, the Taft-Hartley Act aimed to provide a more balanced approach to labor-management relations and limit the power of unions.

Question 16

One goal of the Landrum-Griffin Act was to:
A) firmly establish the right of unions to engage in collective bargaining.
B) set up the means by which unions could be certified as bargaining agents for workers.
C) clean up the corrupt practices of unions.
D) prevent employees engaged in providing critical services such as health care or police protection from going out on strike.

Accepted Answer

The Landrum-Griffin Act was passed in 1959 in response to concerns about corruption and undemocratic practices within unions. One of its primary goals was to establish regulations and oversight to prevent such practices from occurring, including provisions for financial transparency, democratic elections of union officials, and the ability for members to sue their union if their rights were violated. While the act did address collective bargaining and the certification of bargaining agents, these were not its primary focuses. The act did not address strikes by employees engaged in critical services such as health care or police protection.

Question 17

John belongs to a labor union.He believes a few key people run the union by meeting secretly and making decisions without informing other members or allowing them to fully participate in the meetings.If John's suspicions are correct,the union is violating provisions of the __________ Act.
A) Landrum-Griffin
B) Fair Labor Standards
C) Taft-Hartley
D) Wagner

Accepted Answer

The Landrum-Griffin Act, also known as the Labor-Management Reporting and Disclosure Act, aims to ensure the democratic functioning of labor unions by requiring unions to hold elections for their officers, report their financial transactions, and protect members’ rights to free speech and assembly. One of the provisions of the Act is that all members have the right to participate in union meetings and vote on union policies. If John's suspicions are true, and the key people are meeting secretly and making decisions without informing other members or allowing them to participate in meetings, then the union would be violating the provisions of the Landrum-Griffin Act.

Question 18

The primary purpose of collective bargaining is to:
A) ensure worker participation in setting the goals and objectives of the company.
B) establish and communicate clear guidelines for performance appraisals.
C) limit the authority of management to set job categories and direct worker activities.
D) negotiate a labor-management agreement that both the union and management are willing to accept.

Accepted Answer

The primary purpose of collective bargaining is to negotiate a labor-management agreement that both the union and management are willing to accept. This agreement outlines the terms and conditions of employment, such as wages, benefits, hours of work, and working conditions. It is reached through the process of bargaining between the union and management, with the goal of finding a mutually acceptable solution for both parties.

Question 19

Over the past several decades unions have:
A) always placed the greatest emphasis on increasing wages and benefits.
B) frequently changed objectives as the result of shifts in social and economic conditions.
C) frequently taken global competition into account.
D) consistently favored policies that would move the U.S.economy toward a command system.

Accepted Answer

Unions have frequently changed objectives as the result of shifts in social and economic conditions. Union goals have evolved over time and vary based on the industry, the needs of the members, and the economic climate. While increasing wages and benefits have been a traditional focus, unions have also advocated for workplace safety, better working conditions, job security, healthcare benefits, and improved retirement benefits, among other things. Additionally, unions have also taken into account global competition and the changing nature of work in the digital age.

Question 20

During the 1920s and early 1930s the Dallas Sheet Metal Shop was able to prevent workers from forming a union by requiring them to sign an employment contract in which they agreed not to join a union as a condition of employment.Dallas was making use of:
A) yellow-dog contracts.
B) blacklisting agreements.
C) injunctions.
D) implied consent decrees.

Accepted Answer

The contract that the Dallas Sheet Metal Shop required its workers to sign is known as a yellow-dog contract. This type of contract, which was common in the early 20th century, required employees to agree not to join a union as a condition of employment. The use of yellow-dog contracts was a way for employers to prevent workers from organizing and advocating for better working conditions and higher wages.

Quiz 12: Dealing With Employee-Management Issues and Relationships

The Wagner Act is best described as a(n) :

The NLRB (National Labor Relations Board) consists of:

Which of the following statements about collective bargaining is most consistent with the views of Samuel Gompers?

The Taft-Hartley Act:

The __________ guaranteed the rights of individual union members when dealing with their union.

Bob believes that management is treating him unfairly because of his efforts to organize a vote for union representation.Which organization should Bob contact to report his concerns?

Which of the following acts gave more power to management in its relations with organized labor?

The __________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.

During the 1980s,unions became increasingly concerned with the issues of:

The ___________ guaranteed union members the right to nominate candidates for union office and participate in union meetings.

Under _______,workers are not required to join the union,but those who do not join are still required to pay a union fee or regular dues to the union.

The Labor-Management Relations Act (or Taft-Hartley Act) can be best described as a law which:

One goal of the Landrum-Griffin Act was to:

John belongs to a labor union.He believes a few key people run the union by meeting secretly and making decisions without informing other members or allowing them to fully participate in the meetings.If John's suspicions are correct,the union is violating provisions of the __________ Act.

The primary purpose of collective bargaining is to:

Over the past several decades unions have:

During the 1920s and early 1930s the Dallas Sheet Metal Shop was able to prevent workers from forming a union by requiring them to sign an employment contract in which they agreed not to join a union as a condition of employment.Dallas was making use of: