Question 1

Union growth in small U.S.businesses has been rapid,as smaller businesses have quickly moved from adversarial to cooperative attitudes.

Accepted Answer

There is no evidence to suggest that union growth in small U.S. businesses has been rapid or that smaller businesses have quickly moved from adversarial to cooperative attitudes. In fact, many small businesses remain resistant to unions and may view them as a threat to their operations.

Question 2

Recently,employees walked out of their jobs at Sonnet Industries.They learned about some serious discipline meted out by the company against one of their co-workers and believed it to be unfair.The workers spontaneously quit work and went home.This action is known as a(n):

Accepted Answer

A wildcat strike is an impromptu work stoppage by employees without the authorization of their union or a prior grievance process. In this case, the employees walked out spontaneously in response to what they perceived as unfair treatment of one of their co-workers. This is different from an economic strike, which is a planned work stoppage by employees to negotiate better pay or working conditions, an intermediate strike, which is a collective bargaining tactic, or a sympathy strike, which is a strike in support of another group's cause.

Question 3

What are the four ways labor relations strategies are available to management? What are the three phases of the labor relations process?

Accepted Answer

The answer of What are the four ways labor relations...

Question 4

When an employer shuts down a business before a labor dispute gets to a strike,the employer is:

Accepted Answer

A lockout is a tactic used by employers to put pressure on a union by temporarily closing the business, preventing employees from working. This is often used as a bargaining strategy during labor disputes.

Question 5

At a certification election at General Car Automotive,a majority of employees vote for unionization.Alicia,a radio installer,did not vote for the union.Which of the following is true about this situation?

Accepted Answer

If a majority of employees vote for unionization, the union becomes the exclusive bargaining agent for all employees in the bargaining unit, including those who did not vote for the union, like Alicia. Therefore, Alicia will be represented by the union during collective bargaining with G.C.A.

Question 6

Which term refers to all of the employees who are represented by a union that engages in collective bargaining with an employer?

Accepted Answer

The term "bargaining unit" refers to a group of employees who are represented by a union for the purpose of collective bargaining with an employer. This group is defined by the National Labor Relations Act and can include all or part of a company's workforce. The other options are not relevant to the definition of a bargaining unit.

Question 7

In order for a company to hold a union certification election,the National Labor Relations Board requires a union to show that at least ________ of a company's employees want to be represented by a given union.

Accepted Answer

The National Labor Relations Board requires a union to show that at least 30% of a company's employees want to be represented by a given union in order for the company to hold a union certification election.

Question 8

In a collective bargaining session,Perry,the union representative,is trying to convince Tom,management's representative,that if management does not accept the current wage terms,the union will go out on strike.Perry is using a(n)________ strategy.

Accepted Answer

Perry is using a distributive bargaining strategy, which involves a situation where one party's gain is another party's loss. This approach is typical in negotiations over a fixed amount of resources, such as wages, where the union's gain (higher wages) would be management's loss (higher labor costs). Threatening to strike if demands are not met is a tactic to increase leverage in distributive bargaining.

Question 9

In ________,one party attempts to convince its counterpart that the benefits of agreeing with its terms are very high.It is similar to a large-scale problem-solving session.

Accepted Answer

Integrative bargaining involves both parties collaborating to find a mutually beneficial solution to a problem. This often involves identifying common goals and finding creative solutions that satisfy the needs of both parties. The focus is on expanding the pie so that both sides can benefit, rather than trying to divide a fixed amount of resources through distributive bargaining. Union suppression and a union acceptance strategy are not types of bargaining, but rather strategies related to management's approach to labor unions.

Question 10

Which of the following is NOT a mandatory bargaining topic?

Accepted Answer

Benefits for retired union members are not a mandatory bargaining topic under the National Labor Relations Act. The other options listed (grievance procedures, job descriptions, parental leave) are mandatory bargaining topics.

Question 11

________ is a union avoidance strategy in which management becomes so responsive to employees' needs that it removes the incentives for unionization.

Accepted Answer

The answer of ________ is a union avoidance strategy in...

Question 12

In a bargaining session,management's representative explains that if the union accepts job reductions,the company can pay higher wages and modernize the plant.This will enhance the company's competitiveness and helps ensure its ultimate survival.Management's strategy is an example of:

Accepted Answer

Management's strategy of offering job reductions in exchange for higher wages and modernizing the plant is an example of integrative bargaining. This strategy seeks to find a mutually beneficial solution for both parties by creating value through negotiation.

Question 13

Which of the following would most likely be considered a breach of good faith in labor contract negotiations?

Accepted Answer

Not giving a 60-day notice of termination would likely be considered a breach of good faith, as it does not give the other party adequate time to prepare and negotiate a new agreement. Using distributive bargaining (A) or not negotiating permissive bargaining topics (B) may be seen as aggressive or uncooperative, but may not necessarily be a breach of good faith. Negotiating at the employees' place of business (C) may not necessarily be a breach of good faith either, unless it creates an unfair advantage for one party or otherwise undermines the bargaining process.

Question 14

The ability to get the other party to agree to the bargaining party's terms is:

Accepted Answer

The ability to get the other party to agree to the bargaining party's terms is commonly referred to as bargaining power. Good faith bargaining refers to negotiating with honesty and sincerity, distributive bargaining involves dividing a fixed resource, and integrative bargaining strives to create win-win solutions.

Question 15

A labor relations strategy in which management chooses to view the union as its employees' legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing work-place rules is a(n)________.

Accepted Answer

The answer of A labor relations strategy in which management...

Question 16

A company's overall plan for dealing with labor relations is its ________.

Accepted Answer

The answer of A company's overall plan for dealing with...

Question 17

A firm with an employee involvement group led by a manager is in violation of the Wagner Act.

Accepted Answer

The Wagner Act, also known as the National Labor Relations Act, prohibits employers from creating or supporting company-dominated labor organizations. Having an employee involvement group led by a manager could be seen as a company-dominated labor organization and therefore a violation of the Wagner Act.

Question 18

In ________,one party focuses on convincing its counterpart that the cost of disagreeing with its terms is very high.It is often used when laborers are willing and able to sustain a long strike that will hurt the company.

Accepted Answer

Distributive bargaining is a negotiation strategy where one party tries to maximize their own gains by convincing the other party that the cost of disagreeing with their terms is very high. This type of bargaining is often used when laborers are willing and able to sustain a long strike that will hurt the company. Good faith bargaining focuses on finding a mutually beneficial agreement, integrative bargaining seeks to create value for both parties, and decertification bargaining is initiated when employees want to remove their union representation.

Question 19

In a union-management negotiation,labor wants seats on the company's board.Negotiations come to a halt and the contract cannot be finalized because of this point; the union wants it and management won't grant it.This negotiation is:

Accepted Answer

The answer of In a union-management negotiation,labor wants seats on...

Question 20

Once a union gains the right to hold an election,management and the union are restricted in the actions they can take.However,management is permitted to:

Accepted Answer

Once an election is scheduled, both management and the union are restricted from certain actions such as making threats or offering incentives. However, management is still permitted to communicate with employees through personal letters as long as the letters do not contain any threats or promises.

Quiz 15: Working With Organized Labor