Question 1

Which of the following does not pertain to successor (new)employer bargaining obligations?

Accepted Answer

The desire of the owner to operate on a nonunion basis does not pertain to successor (new) employer bargaining obligations.

Question 2

Contract negotiations can result in which of the following outcomes?

Accepted Answer

Contract negotiations can result in a voluntarily negotiated contract settlement, where both the management and union come to an agreement on the terms of the contract. While decertification and lock-ins are possible outcomes, they are not the only outcomes and may not be a desirable result for either party.

Question 3

Which one of the following would not be a characteristic of a distributive bargaining approach?

Accepted Answer

Option D is the only choice that does not describe a characteristic of a distributive bargaining approach. Distributive bargaining approach typically aims to maximize one's own party's interests, use cost/benefit analysis, and structure communication patterns to maintain the focus on one's own proposals. However, it does not prioritize identifying multiple alternatives capable of achieving a mutually satisfactory outcome.

Question 4

Which one of the following are mandatory bargaining subject?

Accepted Answer

The answer of Which one of the following are mandatory...

Question 5

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

According to the Chamberlain and Kuhn bargaining power model, one party's bargaining power is equal to the other party's cost of disagreeing with the proposed settlement terms divided by their cost of agreeing to such terms. Therefore, the correct answer is B, which states that one party's bargaining power is conceptualized as equal to the other party's cost of disagreeing with the proposed settlement terms divided by their cost of agreeing to such terms.

Question 6

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 a highly unethical tactic that could damage the credibility of the negotiators using it. It could also harm the reputation of the organization they represent. Therefore, union or management negotiators would be less likely to use this tactic in negotiations.

Question 7

The point (terms)beyond which a bargaining party would prefer no settlement to settlement on the other party's less favorable proposed terms is termed that party's:

Accepted Answer

The point beyond which a bargaining party would prefer no settlement to settlement on the other party's less favorable proposed terms is generally known as the resistance point. It is the minimum level of acceptance from which a party is reluctant to compromise further. It is also called the walk-away point or the bottom line. The resistance point signifies the strength of a party's bargaining position and is a crucial factor in determining the outcome of a negotiation.

Question 8

In anticipating union bargaining proposals,management can consider:

Accepted Answer

Management can consider all of these options to anticipate union bargaining proposals. The proceedings of the national union's convention can provide insight into the priorities and strategies of the union. Recent contract settlements negotiated by the company's competitors can give a sense of industry standards and expectations. Collective bargaining agreements negotiated by other firms in the same geographical region can also provide benchmarks for negotiation. Therefore, all of these options can be important resources for management to anticipate union bargaining proposals.

Question 9

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

Accepted Answer

According to the bargaining power model, the union's bargaining power is increased when it costs more for management to disagree than agree with the union. This means that if management refuses to agree to union demands, it would result in more significant costs, such as strikes or work stoppages, than if they were to accept the union's proposals. Therefore, the union is in a stronger bargaining position.

Question 10

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

Accepted Answer

The wage increase is one cent per hour, or 0.01 dollars per hour. If we multiply this by the number of hours worked in a year (assuming 40 hours per week and 52 weeks per year), we get:

0.01 dollar/hour x 2,080 hours/year = 20.80 dollars/year

Therefore, the total yearly cost of the wage increase for all 1,000 employees is:

20.80 dollars/employee/year x 1,000 employees = 20,800 dollars/year

So the answer is choice C, $20,800.

Question 11

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

Accepted Answer

Bargaining power is particularly important in distributive bargaining where the parties are competing to divide a fixed pie, and each participant is trying to get as much as possible for himself/herself. In other types of bargaining, such as mutual gain bargaining, interest-based bargaining, and win-win bargaining, the focus is on creating value and reaching a solution that benefits both parties, which reduces the importance of bargaining power.

Question 12

The labor relations term for the increase in employee benefit costs that automatically occurs as the result of an increase in an employee's straight-time hourly wage rate is the:

Accepted Answer

The labor relations term for the increase in employee benefit costs that automatically occurs as the result of an increase in an employee's straight-time hourly wage rate is the "roll-up factor". This is because the benefits "roll up" to a higher cost as the wage rate increases.

Question 13

A lock-in agreement:

Accepted Answer

The answer of A lock-in agreement:
...

Question 14

Mutual gain bargaining is also referred to as:

Accepted Answer

Mutual gain bargaining is also known as interest-based bargaining, which focuses on understanding each other's interests and developing solutions that benefit both parties. Distributive bargaining (A) is where parties compete to gain the maximum share of resources. Good-faith bargaining (C) refers to bargaining in which the parties are truthful and sincere in their negotiations. Intraorganizational bargaining (D) involves negotiations among individuals or groups within an organization. Voluntary bargaining (E) refers to negotiations that are not compelled by law.

Question 15

One party is willing to meet at length and confer but merely goes through the motions of bargaining. Proposals are made that cannot be accepted,an inflexible attitude on major issues is taken,and no alternative proposals are offered.This scenario best describes:

Accepted Answer

The scenario described is consistent with surface bargaining, a tactic where one party goes through the motions of bargaining without a genuine intent to reach an agreement. This is often done as a delaying tactic or to create the appearance of bargaining. The inflexible attitude on major issues and failure to offer alternative proposals are indicative of this tactic.

Question 16

If an employer claims an inability to pay for a union's bargaining proposal,the union is entitled:

Accepted Answer

If an employer claims an inability to pay for a union's bargaining proposal, the union is entitled to access company financial information necessary to validate the employer's inability to pay claim. This is a reasonable and important step to ensure that employers are bargaining in good faith and not simply stalling negotiations. The other options listed are not appropriate or feasible solutions to this issue.

Question 17

"Mandatory" subjects of bargaining:

Accepted Answer

"Mandatory" subjects of bargaining must be negotiated if one party raises the issue. Although the other party may attempt to negotiate a different outcome or to persuade the other party to drop the issue, it ultimately must be addressed in good faith during bargaining.

Question 18

When would management officials probably prefer centralized (multi-plant)bargaining?

Accepted Answer

When the products at each plant are interdependent, management officials would prefer centralized bargaining to ensure consistency in wages, benefits, and work conditions across all plants. This would prevent one plant from gaining a competitive advantage by employing lower wages or providing fewer benefits, which could negatively impact another plant in the production process.

Question 19

This hard-line approach developed by a labor relations manager at GE meant to circumvent the union was found to be an unfair labor practice:

Accepted Answer

The answer of This hard-line approach developed by a labor...

Question 20

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

Accepted Answer

Political considerations should not be a relevant consideration when selecting members for a management negotiating team.

Quiz 6: Negotiating the Labor Agreement

Which of the following does not pertain to successor (new) employer bargaining obligations?