Question 1

According to a study by the FMCS,contracts negotiated using IBB were less likely to have increased work rule flexibility.

Accepted Answer

Studies by the FMCS (Federal Mediation and Conciliation Service) have shown that contracts negotiated using Interest-Based Bargaining (IBB) are more likely to result in increased work rule flexibility, as IBB focuses on cooperation and finding mutually beneficial solutions, which often includes making work rules more flexible.

Question 2

Employees are risk-averse because they have an inherent dislike of risk.

Accepted Answer

False

Question 3

A contract is normally based on the assumption that current conditions will change during the length of the agreement.

Accepted Answer

A contract is typically based on the assumption that the conditions at the time of agreement will remain stable, not that they will change. Contracts often include clauses to address potential changes, but the fundamental assumptions are based on current conditions.

Question 4

Deunionizing activity in existing plants has a positive effect on performance.

Accepted Answer

Research studies suggest that deunionizing activity in existing plants has a negative effect on performance. Unionized workers tend to have better working conditions, job security, and collective bargaining power, which can lead to better productivity and job satisfaction. Deunionization can result in worker disempowerment, decreased motivation, and higher turnover rates, which can negatively impact overall plant performance.

Question 5

The relations by objectives technique brings union and management members together outside a negotiating setting to mutually plan actions to reduce future conflict.

Accepted Answer

The statement is correct as it describes the relations by objectives technique. It is a cooperative approach designed to enhance communication and teamwork between labor and management by identifying shared goals and finding ways to achieve them together. It encourages both parties to work together outside a formal bargaining context to promote greater understanding, trust, and collaboration, which can help prevent or resolve disputes in the future.

Question 6

Multiskilling improves an individual's job security.

Accepted Answer

Multiskilling allows an individual to have a wider range of skills and knowledge, making them more valuable to employers and providing them with more job opportunities. Therefore, their job security is improved as they become less likely to be laid off or replaced due to their versatility.

Question 7

The bargaining issues that emerge in bucket bargaining are screened into two "buckets"-conciliation and gainsharing.

Accepted Answer

In bucket bargaining, the issues are typically divided into two categories: "distributive" (involving zero-sum negotiations where any gain by one party is at the expense of the other) and "integrative" (where parties find win-win solutions that provide mutual gains). Conciliation and gainsharing are strategies or outcomes, not categories of bargaining issues.

Question 8

Capital is far more mobile than labor.

Accepted Answer

Capital can be easily transferred to different countries and regions where it can earn higher returns, while labor is typically tied to a specific geographic location and may face greater barriers to relocation.

Question 9

Perceived effectiveness of the grievance procedure is a stronger predictor of attitudes toward the union than of participation in employee involvement (EI)programs.

Accepted Answer

This statement suggests that employees' perceptions of the effectiveness of the grievance procedure are more strongly related to their attitudes toward the union than to their participation in employee involvement programs.

Question 10

The adoption of gainsharing plans is followed by decreased profits and is,therefore,not beneficial to employers.

Accepted Answer

The statement is false. Studies have shown that the implementation of gainsharing plans often leads to increased profits for employers in the long run, due to improved productivity and cost savings.

Question 11

Performance of firms is improved by closing existing unionized facilities and opening or acquiring new nonunion plants.

Accepted Answer

Closing unionized facilities and opening nonunion plants can reduce labor costs and increase flexibility, potentially improving firm performance. However, this is a complex issue with potential legal, ethical, and long-term strategic implications.

Question 12

Unionization,in itself,introduces a degree of control rights because the employer can no longer unilaterally decide wages,hours,and terms and conditions of employment.

Accepted Answer

When employees unionize, they gain collective bargaining power which allows them to negotiate with employers on wages, hours, and working conditions. This means that the employer can no longer make unilateral decisions regarding these matters and must engage in negotiations with the union to reach agreements. Therefore, unionization introduces a degree of control rights for employees.

Question 13

Since the early 1980s,cooperative initiatives outside contracts and integrative bargains within contracts have increased.

Accepted Answer

This statement is true, as there has been an increased emphasis on cooperation and collaboration between organizations outside of traditional contracts and negotiations, particularly in the areas of supply chain management, strategic alliances, and joint ventures.

Question 14

The catalyst for union-management cooperation is often the financial exigency of the employer and the specter of potentially large job losses.

Accepted Answer

When an employer is facing financial difficulties, the possibility of lay-offs or even bankruptcy becomes more real. This can create a sense of urgency and a willingness to work together, which can lead to increased cooperation between labor unions and management. In contrast, when an employer is doing well financially, there may be less incentive to cooperate, especially if management sees no immediate benefit in doing so. However, it's worth noting that there may be other factors that influence union-management cooperation, such as changes in technology or shifts in the labor market.

Question 15

Integrative bargaining is inappropriate for long-term problems.

Accepted Answer

Integrative bargaining is often appropriate for long-term problems as it focuses on collaboration and finding solutions that benefit all parties.

Question 16

According to a study by the FMCS,union negotiators' preference for using interest-based bargaining (IBB)was associated with having high negotiating experience.

Accepted Answer

The answer of According to a study by the FMCS,union...

Question 17

Areawide labor-management committees (AWLMCs)do not engage in collective bargaining,but advise their members on how to deal with jointly experienced employment issues.

Accepted Answer

Areawide labor-management committees (AWLMCs) are not authorized to engage in collective bargaining. Instead, they serve as forums for labor and management representatives to discuss and address common employment issues in their industry or geographic area. They provide advice, assistance, and support to their members in resolving workplace problems and improving relations between labor and management.

Question 18

Joint labor-management committees have most often been used to deal with specific problems rather than to address the entire scope of the bargaining relationship.

Accepted Answer

Joint labor-management committees are often established to address specific issues or problems that may arise within the bargaining relationship, rather than to cover the entirety of the relationship. These committees can be formed to find solutions to workplace issues, such as health and safety concerns or employee training and development, and may be temporary or ongoing, depending on the nature of the issue being addressed. However, it is possible for joint labor-management committees to address broader issues pertaining to the overall bargaining relationship as well.

Question 19

Integrative bargaining emphasizes on the accomplishment of conflicting objectives by the stronger party within a union-management relationship.

Accepted Answer

Integrative bargaining emphasizes on finding mutual gains and common goals, rather than focusing on the stronger party winning at the expense of the weaker party. It involves a cooperative approach and a willingness to understand each other's needs and concerns.

Question 20

Cooperation in strategic decision making is negatively related to foreign competition and positively related to domestic competition.

Accepted Answer

There is no clear relationship between cooperation in strategic decision making and competition, either domestic or foreign. The relationship may vary depending on different factors such as industry, market structure, and company characteristics. Therefore, the statement is false.

Quiz 13: Union-Management Cooperation