Question 1

Which one of the following would not be a characteristic of a distributive bargaining approach? Win-lose negotiations results.

Accepted Answer

Distributive bargaining is characterized by a win-lose approach, focusing on maximizing one's own interests and narrowing the gap between positions, not on identifying multiple mutually satisfactory alternatives.

Question 2

The agreement which prohibits any union-represented bargaining unit from reaching a final contract settlement until all unions who bargain contracts with the same employer are willing to settle is called:

Accepted Answer

A lock-in agreement is a strategy used by unions to ensure that no single bargaining unit settles a contract until all units have reached an agreement, preventing the employer from playing one group against another.

Question 3

A whipsaw bargaining strategy involves a negotiating team attempting to extract large,similar,concessions from multiple opponents.

Accepted Answer

A whipsaw bargaining strategy involves playing multiple opponents against each other to gain similar concessions from each, often by leveraging offers or agreements from one party to influence others.

Question 4

The labor relations term for estimate of the total cents-per-hour costs of employer benefit items affected by a change in the straight-time hourly wage rate is the

Accepted Answer

The roll-up factor is used to estimate the total cost impact of a change in the hourly wage rate on employer-provided benefits, which are often calculated as a percentage of wages.

Question 5

Under the bargaining power model,when is the union's bargaining power increased?

Accepted Answer

The union's bargaining power is increased when it costs more for management to disagree than agree with the union, as this puts pressure on management to concede to the union's demands.

Question 6

The bargaining unit is the team formed by management to solve labor issues within the company.

Accepted Answer

A bargaining unit is a group of employees with a clear and identifiable community of interest who are represented by a union in dealings with management over labor issues, not a team formed by management.

Question 7

The hard bargaining approach developed by a vice president at GE meant to circumvent the union was found to be a violation of good faith bargaining primarily because it attempted to bypass the employees' exclusive bargaining agent was called:

Accepted Answer

Boulwarism is a negotiation strategy named after Lemuel Boulware, a former vice president at GE, which involved presenting a "take-it-or-leave-it" offer directly to employees, bypassing the union, and was deemed a violation of good faith bargaining.

Question 8

Which one of the following should not be a relevant consideration when selecting members for a management negotiating team?

Accepted Answer

The answer of Which one of the following should not...

Question 9

Which one of the following is NOT a mandatory bargaining subject?

Accepted Answer

Management unions are not a mandatory bargaining subject as they pertain to the rights and responsibilities of management, not directly to the terms and conditions of employment for employees.

Question 10

In the Chamberlain and Kuhn bargaining power model,one party's bargaining power can be conceptualized as equal to the other party's cost of _____ the proposed settlement terms divided by their cost of _____ to such terms.

Accepted Answer

In the Chamberlain and Kuhn bargaining power model, one party's bargaining power is conceptualized as the other party's cost of disagreeing with the proposed settlement terms divided by their cost of agreeing to such terms.

Question 11

The minimum concession acceptable by a party in a negotiation is called the:

Accepted Answer

The resistance point is the minimum concession a party is willing to accept in a negotiation before walking away.

Question 12

The selection of the number and type of individuals who will make up the bargaining team for each party is not an important decision that can affect the outcome of negotiations.

Accepted Answer

The composition of the bargaining team is crucial as it can influence the negotiation dynamics, expertise, and representation of interests, ultimately affecting the negotiation outcome.

Question 13

"Mandatory" bargaining subjects:

Accepted Answer

Mandatory bargaining subjects are those that must be negotiated if one party raises the issue, and they typically compose the bulk of the bargaining agenda during labor contract negotiations.

Question 14

The target point is the union leaders' realistic goal to work toward during negotiations.

Accepted Answer

The target point in negotiations is the realistic goal that union leaders aim to achieve, representing their ideal outcome.

Question 15

Good faith bargaining essentially means each party must demonstrate a sincere and honest intent to reach a labor agreement and be reasonable in their bargaining positions,tactics and activities.

Accepted Answer

Good faith bargaining requires both parties to engage in negotiations with a genuine intention to reach an agreement, being open, honest, and reasonable in their demands and conduct.

Question 16

Integrative bargaining is also referred to as:

Accepted Answer

Integrative bargaining is also known as interest-based bargaining, where parties collaborate to find mutually beneficial solutions.

Question 17

The yearly cost of a one-cent-per-hour wage increase at a facility of 1,000 employees is:

Accepted Answer

A one-cent-per-hour increase for 1,000 employees working 40 hours a week for 52 weeks results in a total cost of $0.01 * 40 * 52 * 1000 = $20,800.

Question 18

Bargaining power is more likely to be an important determinant of negotiated outcomes in which one of the following approach to bargaining?

Accepted Answer

Distributive bargaining focuses on dividing a fixed amount of resources, often leading to a win-lose situation where each party tries to maximize their share, making bargaining power crucial.

Question 19

Which one of the following bargaining tactics would be least likely to be used by either union or management negotiators because of the high credibility risks involved?

Accepted Answer

Deliberate deception or falsification of information is least likely to be used due to the high risk of damaging credibility and trust, which are crucial in negotiations.

Question 20

In anticipating union bargaining proposals,management can consider all the following factors except

Accepted Answer

Potential future grievances are not directly related to anticipating union bargaining proposals, as they are more about addressing issues that arise after agreements are in place.

Quiz 6: Negotiating the Labor Agreement