Question 1

Additional Case 15.1
Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant.
Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions-a project she's worked on for the last six months.
Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days."
-Refer to Additional Case 15.1.Ramonia's idea is most likely a(n)________ strategy.

Accepted Answer

Ramonia's suggestion to inform employees about the upcoming improvements in benefits and working conditions can be seen as a union substitution strategy, as it aims to address the employees' needs directly, making the need for a union seem less necessary.

Question 2

By the Bay,Inc.is a large company with over 500 employees and a massive employee involvement program.One of the labor-management teams deals with employee complaints.The team consists of six workers and two managers and is led by the HR director.This group is most likely:

Accepted Answer

The Wagner Act, also known as the National Labor Relations Act, prohibits company-dominated labor organizations. A labor-management team led by the HR director could be seen as a company-dominated group, potentially violating the Act.

Question 3

Additional Case 15.2
TimeTable, Inc. plans to expand its manufacturing facilities. It is considering expansion either here in the United States or in Europe-Germany, Sweden, Great Britain, or France. It may also look at Japan or China, but those are currently second-tier choices.
In selecting a country, the CEO wants to avoid political involvement. While friendly toward unions, he doesn't want a union that is politically oriented. In fact, the CEO of TimeTable was once a union official. He went through a career change, earned an MBA, and moved into the executive management ranks about ten years ago.
TimeTable has a strong positive working relationship with its union. Management feels the NLRB is wrong in its ruling about the Wagner Act and is aggressively building labor-management teams. The CEO of TimeTable is even considering giving the union a seat on the board of directors.
-Refer to Additional Case 15.2.TimeTable's CEO's career experiences are similar to the CEOs of major corporations in which country?

Accepted Answer

The answer of Additional Case 15.2
TimeTable, Inc. plans to expand...

Question 4

A proactive human resource management approach to labor relations is also known as:

Accepted Answer

The proactive human resource management approach to labor relations that is also known as union substitution seeks to create an environment where employees do not see the need for union representation. This is done by implementing policies that address employees' concerns and needs, providing competitive compensation and benefits packages, improving communication channels, and creating a positive work culture. The goal is to reduce or eliminate the need for unionization by addressing the root causes of why employees may feel disempowered at work.

Question 5

Additional Case 15.1
Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant.
Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions-a project she's worked on for the last six months.
Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days."
-Refer to Additional Case 15.1.Tammy's suggestion is most likely a(n)________ strategy.

Accepted Answer

Tammy's suggestion is to do nothing and accept the possibility of unionization, which is a strategy of union acceptance. This approach is often favored by organizations that are neutral towards unions or believe that unionization is inevitable. Gary's suggestion of aggressively opposing union organization can be considered a strategy of union suppression, which is often seen as an aggressive and confrontational approach to unionization. Ramonia's suggestion of improving employee benefits and working conditions is a strategy of union substitution, as she is trying to address the underlying causes that may lead employees to seek union representation. However, since the issue at hand is already unionization, the approach may not be effective in preventing it. Lastly, Ryan's approach of offering flexible work rules can be a form of union avoidance if it is offered before the unionization vote. However, in this context, it is aimed at improving relations with the union, which can be seen as a strategy of union acceptance. Therefore, the best choice is D.

Question 6

A union acceptance strategy is typically characterized by flexible contract negotiations and positive labor-management relationships.

Accepted Answer

A union acceptance strategy emphasizes cooperation and collaboration between the union and management, which can lead to more flexible contract negotiations and positive labor-management relationships. This approach may include offering incentives or benefits to union members, addressing employee concerns or grievances, and working towards common goals in the workplace.

Question 7

Additional Case 15.4
Demetry is the president of a candle manufacturing company. He has heard that employees are considering trying to unionize. He is concerned about this and calls a meeting of upper-level managers and the HR department. Demetry wants to know what can be done in order to discourage a union. He is also concerned about the steps employees will take in unionizing. Demetry knows relatively little about unions. He started the company in his workshop for fun, and it grew into a business that he feels he can no longer control.
Kaia, a production manager, strongly believes that the employees will manage to unionize and wants to identify areas where the company would be able to give-and-take during the bargaining. She suggests that the company discuss benefits for retired union workers.
Karsten, an HR employee, also believes that the union will take hold. He suggests that Demetry not fight unionization and not coerce employees out of their support for the union. Karsten claims that showing such restraint may lead to a more harmonious and cooperative relationship between management and the union.
-Refer to Additional Case 15.4.Karsten would most likely explain to Demetry that at least ________ of the employees must sign an authorization card before a union certification election can occur.

Accepted Answer

According to the National Labor Relations Board (NLRB), at least 30% of the employees must sign an authorization card before a union certification election can occur. Karsten would likely explain this to Demetry in order to provide an accurate understanding of the unionization process.

Question 8

French labor unions tend to be more politically than economically focused.

Accepted Answer

French labor unions historically have had closer ties with political parties and have been involved in political mobilization, including protests and demonstrations, than with purely economic issues such as wages and benefits.

Question 9

Additional Case 15.2
TimeTable, Inc. plans to expand its manufacturing facilities. It is considering expansion either here in the United States or in Europe-Germany, Sweden, Great Britain, or France. It may also look at Japan or China, but those are currently second-tier choices.
In selecting a country, the CEO wants to avoid political involvement. While friendly toward unions, he doesn't want a union that is politically oriented. In fact, the CEO of TimeTable was once a union official. He went through a career change, earned an MBA, and moved into the executive management ranks about ten years ago.
TimeTable has a strong positive working relationship with its union. Management feels the NLRB is wrong in its ruling about the Wagner Act and is aggressively building labor-management teams. The CEO of TimeTable is even considering giving the union a seat on the board of directors.
-Refer to Additional Case 15.2.Based on TimeTable's CEO's attitudes about politically active unions,which country would be LEAST appropriate?

Accepted Answer

The CEO of TimeTable wants to avoid politically oriented unions, and France has a history of politically active unions. In addition, France has strict labor laws and regulations that could limit the company's flexibility in managing its workforce. This makes France the least appropriate choice for TimeTable's expansion plans.

Question 10

Boden,the CEO of Dixon Paper,has filed for bankruptcy in order to reorganize his company and get out from under several very tough union contracts he negotiated two years ago during better times.Boden is most likely engaged in:

Accepted Answer

Boden is trying to get out from under tough union contracts, indicating a desire to suppress union influence in his company. This is different than union avoidance, which involves taking steps to prevent unionization in the first place. Union acceptance and substitution do not apply to this scenario.

Question 11

Management at Wilson Manufacturing worked with its union to create a strategic plan that reduced the workforce but gave the union a voice in management decisions and future expansion plans.This is most likely an example of a(n)________ labor relations strategy.

Accepted Answer

Union acceptance strategy involves management working collaboratively with the union, often including them in decision-making processes and strategic planning, which is described in the scenario.

Question 12

Additional Case 15.4
Demetry is the president of a candle manufacturing company. He has heard that employees are considering trying to unionize. He is concerned about this and calls a meeting of upper-level managers and the HR department. Demetry wants to know what can be done in order to discourage a union. He is also concerned about the steps employees will take in unionizing. Demetry knows relatively little about unions. He started the company in his workshop for fun, and it grew into a business that he feels he can no longer control.
Kaia, a production manager, strongly believes that the employees will manage to unionize and wants to identify areas where the company would be able to give-and-take during the bargaining. She suggests that the company discuss benefits for retired union workers.
Karsten, an HR employee, also believes that the union will take hold. He suggests that Demetry not fight unionization and not coerce employees out of their support for the union. Karsten claims that showing such restraint may lead to a more harmonious and cooperative relationship between management and the union.
-Refer to Additional Case 15.4.Karsten most likely believes in a strategy of:

Accepted Answer

Karsten's suggestion of not fighting unionization and not coercing employees out of their support for the union aligns with the strategy of union acceptance. This strategy involves acknowledging the rights of employees to form a union and working towards establishing a cooperative relationship with the union. It is a more positive and proactive strategy compared to union avoidance or suppression, which can lead to negative consequences such as increased conflict and legal issues. Kaia's suggestion of identifying areas of give-and-take during bargaining also supports the strategy of union acceptance. Therefore, the best choice is C.

Question 13

Which term refers to a firm's overall plan for dealing with labor unions?

Accepted Answer

Labor relations strategy refers to a firm's comprehensive approach to dealing with labor unions, including collective bargaining, employee relations, and dispute resolution. It outlines the firm's stance on unionization, employee representation, and management-union relations. Union acceptance strategy, distributive bargaining strategy, and collective bargaining strategy are all specific components of a firm's labor relations strategy.

Question 14

Which of the following involves hardball tactics to prevent a union from organizing workers or to get rid of a union?

Accepted Answer

Union suppression involves using hardball tactics to prevent a union from organizing workers or to get rid of a union. This can include intimidation, harassment, and even firing workers who support unionization. Union substitution is not a term commonly used in labor relations and distributive bargaining and collective bargaining are negotiation strategies that do not involve anti-union tactics.

Question 15

What is the riskiest labor relations strategy?

Accepted Answer

Union suppression is the riskiest labor relations strategy as it involves actively opposing unionization and potentially engaging in practices that violate labor laws. This can lead to legal and reputational consequences for the organization. Accepting or integrating with the union, or substituting unionized labor with alternative labor sources, can all be less risky approaches.

Question 16

The union acceptance strategy is most likely to:

Accepted Answer

The union acceptance strategy aims to create an environment of cooperation between unions and employers. This approach involves management collaborating with union representatives and valuing the perspectives of employees. As a result, it is most likely to result in cooperation between unions and employers, rather than preventing employees from joining unions or fostering distrust. While the strategy can be effective in small companies, its principles can also be applied to larger organizations.

Question 17

Additional Case 15.2
TimeTable, Inc. plans to expand its manufacturing facilities. It is considering expansion either here in the United States or in Europe-Germany, Sweden, Great Britain, or France. It may also look at Japan or China, but those are currently second-tier choices.
In selecting a country, the CEO wants to avoid political involvement. While friendly toward unions, he doesn't want a union that is politically oriented. In fact, the CEO of TimeTable was once a union official. He went through a career change, earned an MBA, and moved into the executive management ranks about ten years ago.
TimeTable has a strong positive working relationship with its union. Management feels the NLRB is wrong in its ruling about the Wagner Act and is aggressively building labor-management teams. The CEO of TimeTable is even considering giving the union a seat on the board of directors.
-Refer to Additional Case 15.2.Based on TimeTable's opinion of the Wagner Act,which country would be most appropriate?

Accepted Answer

Germany is known for its cooperative labor-management relations and works councils, which align with TimeTable's approach to labor-management teams and positive union relationships.

Question 18

Union substitution and union suppression are two types of ________ strategies.

Accepted Answer

Union substitution and union suppression are both strategies used by employers to avoid or discourage unionization among their workforce. These strategies fall under the category of union avoidance, which refers to any actions taken by employers to prevent unions from forming, gaining support, or collective bargaining on behalf of employees.

Question 19

What are some reasons that workers join unions in both the U.S.and other countries? How do labor unions and labor relations differ around the world?

Accepted Answer

The answer of What are some reasons that workers join...

Question 20

Franklin Manufacturing is concerned that the UAW may try to organize its production workers.To eliminate this possibility,managers have offered the employees job security policies,profit sharing,and open-door policies.Franklin Manufacturing is most likely practicing:

Accepted Answer

Franklin Manufacturing is implementing strategies such as job security policies, profit sharing, and open-door policies to make the idea of unionizing less appealing to its employees. This approach is known as union substitution, where the company tries to offer benefits that a union might negotiate for, thereby reducing the employees' motivation to unionize.

Quiz 15: Working With Organized Labor