Question 1

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.

Question 2

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

A workplace safety committee is a form of employee participation that gives employees a voice in creating and maintaining a safe work environment. By adopting this program, the employer is addressing the objective of voice in the employment relationship, which aims to provide employees with a say in decisions that affect their work conditions.

Question 3

Which of the following outcomes cannot generally be attributed to unions?
A)Higher income and living standards for workers.
B)Greater protection for workers against unfair treatment by employers.
C)Greater flexibility in work rules.
D)Greater emphasis on legislation and social programs that assist working people.

Accepted Answer

Unions generally advocate for the establishment of more rigid work rules and practices, rather than flexibility. The other options (A, B, D) can generally be attributed to unions' efforts.

Question 4

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 5

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 a contributing factor to the decline in union density is the lack of exposure to union benefits among young workers, which may decrease their likelihood to join a union themselves.

Question 6

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

The answer of Since 1935,U.S.labor law has proved to be...

Question 7

Which of the following is not considered an argument for treating employees as "more" than simply another commodity that can be bought and sold in the labor market?
A)Most modern workers are completely dependent upon jobs,not property,in determining the quality of their life.
B)Working adults spend a considerable proportion of their life at work and hence work provides an important social setting that greatly influence quality of life.
C)When workers agree to supply their labor in exchange for pay and benefits,they are freely choosing to follow management's directives.
D)Workers have feelings and free will that can,if they wish,interfere with the quantity and quality of work they perform.

Accepted Answer

This argument actually supports the idea of treating employees as a commodity rather than as more than a commodity. By stating that workers freely choose to follow management's directives in exchange for pay and benefits, it implies that employees are simply selling their labor and can be treated like any other commodity in the labor market. The other options all make arguments for treating employees as more than just a commodity, highlighting the importance of work in people's lives, the impact of job quality on well-being, and the unique attributes and agency of individual workers.

Question 8

Regardless of the impact on productivity or efficiency,it is argued that industrial democracy is important to the U.S.because:
A)Democracy is often the most efficient means by which to make decisions.
B)A country cannot truly value the concept of democracy without supporting democratic principles in the workplace.
C)In a democratic society,businesses can be an important training ground in which individuals learn to express their voice.
D)All of the above

Accepted Answer

Industrial democracy is important because it aligns with the broader societal values of democracy, ensuring that democratic principles are upheld not just in government but also in the workplace.

Question 9

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

Accepted Answer

In nonunion environments, there is no collective bargaining agreement or union contract that sets guidelines for employee expression, so management has unilateral control over when and how employees are allowed to express their voice. This means that management can limit or even prohibit employee communication, feedback, and grievances as it sees fit, which can create power imbalances and limit employee engagement and satisfaction.

Question 10

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 conflict is between the objective of efficiency, as the job rotation program allows the employer to use employees more flexibly and potentially save costs, and the objective of voice, as the safety team argues that the program is detrimental to employee safety and well-being.

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)None of the above are violated.

Accepted Answer

Equity is the objective of the employment relationship that deals with fair and just treatment of employees. Allowing supervisors to arbitrarily discipline employees without cause goes against the idea of equity, as it could lead to unequal treatment and undeserved punishment for certain employees.

Question 12

Which of the following appears to be true about management and worker views on employee voice?
A)Managers prefer to negotiate with groups of employees,in order to get multiple perspectives at the same time.
B)The majority of workers prefer to negotiate with management individually over workplace issues.
C)Workers express a preference for representation in the workplace that is independent of management.
D)Managers prefer for employees to have independent representation in the workplace.

Accepted Answer

The article states that workers generally prefer representation in the workplace that is independent of management. There is no mention of managers preferring independent representation for employees, nor is there any suggestion that managers prefer to negotiate with groups of employees for multiple perspectives. There is no evidence to suggest that the majority of workers prefer to negotiate with management individually over workplace issues.

Question 13

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 promote fairness and balance between employers and workers, minimizing conflict and ensuring that both parties' rights are protected. This helps to create a stable, productive workforce, which in turn benefits society through increased economic growth and reduced social unrest. A strong labor relations system also promotes worker voice in politics and helps to reduce income inequalities that can create a tax burden. While controlling the actions of employers and employees may be a part of this system, it is not the main purpose. Similarly, protecting the profit goals of business and ensuring competition may be important, but they are not the central focus of a labor relations system.

Question 14

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 right to unionize, and is protected by the National Labor Relations Act (NLRA) in the United States. If a majority of workers in a workplace vote in favor of union representation, the employer is legally obligated to bargain with the union in good faith over wages, hours, and working conditions.

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 (e.g. ,sabotage)that are detrimental to the flow of goods and services or to public safety.

Accepted Answer

The statement "A weakened labor movement is less able to provide management with the flexibility it needs to succeed in today's demanding competitive environment" implies a potential benefit for management, rather than a problem for society. The other options describe potential negative consequences for workers, consumers, and society as a whole.

Question 16

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 answer of If the reasons for the decline in...

Question 17

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 it still has a significant presence in certain industries and regions, overall its strength has diminished.

Question 18

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 recognized the right to form and join trade unions as a basic human right. This is important for individuals to be able to protect their own rights and the rights of others in the workplace. The other options do not align with this basic human right.

Question 19

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 20

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 between an employer and its workers outlining the terms and conditions of employment, including wages, benefits, working hours, and other employment-related issues.

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

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.

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?

Which of the following outcomes cannot generally be attributed to unions?

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.

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.

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.

Which of the following is not considered an argument for treating employees as "more" than simply another commodity that can be bought and sold in the labor market?

Regardless of the impact on productivity or efficiency,it is argued that industrial democracy is important to the U.S.because:

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

When an employer allows supervisors to arbitrarily discipline employees without cause,it is most directly violating which objective of the employment relationship?

Which of the following appears to be true about management and worker views on employee voice?

From a societal standpoint,the main purpose of a labor relations system is:

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.

From a societal standpoint,the weakened position of unions in the U.S.is potentially problematic for all of the following reasons except:

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.

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

According to the Universal Declaration of Human Rights issued by the United Nations,it is considered a basic human right for:

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

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