Question 1

The legal environment does not affect an employer's ability to oppose unionization.

Accepted Answer

The legal environment does affect an employer's ability to oppose unionization. There are laws and regulations governing unionization, such as the National Labor Relations Act and the Labor Management Reporting and Disclosure Act, which outline the rights and responsibilities of employers and employees in the union organizing process. Employers must comply with these laws and cannot take actions that interfere with employees' rights to organize, such as threatening or retaliating against union supporters.

Question 2

The extent of unionization of the industry in which a firm competes influences a firm's labour relations strategy.

Accepted Answer

The level of unionization in an industry can affect a firm's approach to labor relations. Companies in heavily unionized industries may be more likely to establish a collective bargaining relationship with a union, while those in non-unionized industries may take a more adversarial approach to labor relations. The degree of unionization in an industry can also impact the labor market, affecting wages and working conditions, which can impact a firm's ability to attract and retain workers.

Question 3

Most Canadian firms adopt a strategy of union removal.

Accepted Answer

It is not true that most Canadian firms adopt a strategy of union removal. While some firms may take measures to prevent unionization, such as using union avoidance tactics, not all firms try to remove unions. In fact, many Canadian firms have positive relationships with unions and engage in collective bargaining with them.

Question 4

Concession bargaining is negotiation over employer demands for reductions in wages and benefits.

Accepted Answer

Concession bargaining involves negotiating to agree on reductions in wages and benefits that employers demand from employees.

Question 5

Employers in Canada have less opportunity to oppose unions than employers in the United States because of the reliance on membership cards in the certification process in all Canadian jurisdictions.

Accepted Answer

Not all Canadian jurisdictions rely solely on membership cards for union certification; some require a vote, similar to the U.S. system.

Question 6

Employers in Canada and United States have the same opportunities to oppose unionization of their employees.

Accepted Answer

In Canada and the United States, the legal frameworks and cultural attitudes towards unionization differ significantly, affecting the opportunities and methods employers can use to oppose unionization. Canadian labor laws are generally more favorable towards unions, providing less room for employers to intervene in the unionization process compared to the United States, where employers may have more tools and legal opportunities to oppose unionization efforts.

Question 7

Recently productivity growth has been the same in Canada and the United States.

Accepted Answer

According to the Conference Board of Canada, in the last 10 years (2008-2018), productivity growth in Canada has lagged behind that of the United States, with an average annual rate of 0.8% compared to 1.3% in the US.

Question 8

An employer's experience with unionization influences the employer's labour relations strategy.

Accepted Answer

An employer's experience with unionization can shape their perspective and approach towards labour relations. If the employer had negative experiences with unions in the past, they may be more resistant to unionization and adopt a more adversarial approach towards unions. On the other hand, if the employer had positive experiences with unions, they may be more open to unionization and take a more cooperative approach towards unions. Ultimately, an employer's experience with unionization can influence their labour relations strategy.

Question 9

Employers use public relations efforts as one of the methods to achieve their objectives.

Accepted Answer

Employers may use public relations to build their brand, improve their reputation, or promote their products or services. Public relations efforts can include media relations, social media campaigns, sponsorships, events, and other communication strategies that help organizations connect with their target audiences and stakeholders.

Question 10

The premise of a union avoidance strategy is that employees will not turn to a union if they are treated fairly.

Accepted Answer

The premise of a union avoidance strategy is to create a positive and fair work environment that addresses employees' needs and concerns, which reduces the likelihood of them seeking union representation.

Question 11

The primary objectives of employers are to maximize profitability and maintain control over the workplace.

Accepted Answer

Employers are primarily focused on maximizing profitability, which often involves strategies to maintain control over the workplace and ensure that employees are efficient and productive. While employers may also have other goals, such as providing good working conditions or promoting employee satisfaction, these are typically secondary to the goal of profitability.

Question 12

Wal-Mart is an example of a firm using a differentiation strategy.

Accepted Answer

Wal-Mart primarily uses a cost leadership strategy, focusing on offering products at lower prices than competitors, rather than differentiating its products or services.

Question 13

Differentiation is a strategy that involves an organization competing on the basis of price.

Accepted Answer

Differentiation is a strategy that involves an organization competing on the basis of uniqueness or perceived added value, not price.

Question 14

A union resistance strategy involves the employer providing employee representation mechanisms, such as complaint procedures, to non-union employees.

Accepted Answer

This statement is true. A union resistance strategy, also known as a "union avoidance" strategy, involves the employer providing employees with alternative mechanisms to address their concerns and issues, in hopes of dissuading them from seeking out union representation. These mechanisms can include complaint or grievance procedures, employee suggestion boxes, or open-door policies.

Question 15

Cost leadership is a strategy that involves an organization competing on the basis of price.

Accepted Answer

Cost leadership strategy focuses on producing goods or services at a lower cost than competitors, enabling the organization to offer lower prices and capture a larger market share.

Question 16

A union acceptance strategy refers to an employer voluntarily recognizing the union.

Accepted Answer

The answer of A union acceptance strategy refers to an...

Question 17

The values or personal beliefs of some managers lead them to pursue control of the workplace.

Accepted Answer

Some managers prioritize control and may feel a need to have a strong presence in the workplace. This can stem from their personal beliefs or values regarding the role of management and their beliefs about what is necessary for success.

Question 18

Wal-Mart is an organization that illustrates union opposition and removal strategies.

Accepted Answer

Wal-Mart has a history of opposing unions and implementing strategies to prevent their formation, such as anti-union campaigns and retaliating against employees who attempt to unionize.

Question 19

A union avoidance strategy involves an employer adopting both legal and illegal means to oppose unionization.

Accepted Answer

A union avoidance strategy involves an employer adopting legal means to oppose unionization, ensuring compliance with labor laws. Illegal actions would constitute unfair labor practices.

Question 20

Labour relations strategy refers to how a firm competes in the marketplace.

Accepted Answer

Labour relations strategy refers to how a firm manages and interacts with its employees and their representatives, it is not directly related to the firm's competition in the marketplace.

Quiz 4: Employers: Objectives, Processes, and Strategy