Question 1

_____ occur when members of one union walk out to force an employer to assign work to them instead of to members of another union.

Accepted Answer

A)  Economic strikes 
B)  Jurisdictional strikes 
C)  Sympathy strikes 
D)  Slowdown strikes 
A)  Economic strikes 
B)  Jurisdictional strikes 
C)  Sympathy strikes 
D)  Slowdown strikes

Question 2

The relationship between a union and a company's management in the United States alternates between accommodation and collusion.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following U.S. labor laws has been called the Magna Carta of labor and was pro-union?

Accepted Answer

A)  Wagner Act 
B)  Landrum-Griffin Act 
C)  Railway Labor Act 
D)  Taft-Hartley Act 
A)  Wagner Act 
B)  Landrum-Griffin Act 
C)  Railway Labor Act 
D)  Taft-Hartley Act

Question 4

If a grievance is not settled by arbitration, the grievance procedure requires the grievant to file the grievance with a district court, who has the final word on the decision.

Accepted Answer

A) True 
 B)False

Question 5

A(n) _____ is an arrangement where workers who don't join a union must make payments equal to union dues and fees to get union representation services.

Accepted Answer

A)  closed shop 
B)  union shop 
C)  open shop 
D)  agency shop 
A)  closed shop 
B)  union shop 
C)  open shop 
D)  agency shop

Question 6

Explain a few strategies that employers can use to prevent unionization in their organizations.

Accepted Answer

There are numerous strategies that can b

Question 7

Which of the following statements is true of the unions and managements of today?

Accepted Answer

A)  Some union leaders and employer representatives recognize that cooperation between management and labor unions is a useful route if organizations are to compete effectively in the global economy. 
B)  The most significant aspect of collective bargaining between a union and management is that it is a continuing relationship that ends immediately after an agreement is reached. 
C)  Most unions and managements of today adopt an adversarial approach with each other and try to resolve standoffs through strikes and lockouts. 
D)  Collusion between unions and managements seems to be one of the most sought-after legal approaches to dispute resolution today. 
A)  Some union leaders and employer representatives recognize that cooperation between management and labor unions is a useful route if organizations are to compete effectively in the global economy. 
B)  The most significant aspect of collective bargaining between a union and management is that it is a continuing relationship that ends immediately after an agreement is reached. 
C)  Most unions and managements of today adopt an adversarial approach with each other and try to resolve standoffs through strikes and lockouts. 
D)  Collusion between unions and managements seems to be one of the most sought-after legal approaches to dispute resolution today.

Question 8

Describe the major national laws that form the core of labor law in the United States.

Accepted Answer

Three acts passed over a period of almos

Question 9

Union workers frequently receive higher compensation than nonunion workers.

Accepted Answer

A) True 
 B)False

Question 10

During contract negotiations, the management of Wild Mist Inc. and its employee union fail to reach an agreement on an issue related to retirement benefits. A neutral third party is called in to come up with a solution and make a decision on behalf of the management and the union. In the context of bargaining impasses, the process used in the given scenario is referred to as _____.

Accepted Answer

A)  collusion 
B)  conciliation 
C)  arbitration 
D)  mediation 
A)  collusion 
B)  conciliation 
C)  arbitration 
D)  mediation

Question 11

What is the role of collective bargaining in union/management relations? Describe the collective bargaining process.

Accepted Answer

Collective bargaining, the last step in

Question 12

Identify a true statement regarding unions in the United States.

Accepted Answer

A)  Much of the decline of U.S. union membership can be attributed to the shift in U.S. jobs from service industries to manufacturing industries. 
B)  Private-sector employees are more likely to belong to labor unions than public-sector employees. 
C)  Unions have reduced efforts to organize white-collar workers because advances in technology have decreased their numbers in the workforce. 
D)  Union workers frequently receive higher compensation than do nonunion workers. 
A)  Much of the decline of U.S. union membership can be attributed to the shift in U.S. jobs from service industries to manufacturing industries. 
B)  Private-sector employees are more likely to belong to labor unions than public-sector employees. 
C)  Unions have reduced efforts to organize white-collar workers because advances in technology have decreased their numbers in the workforce. 
D)  Union workers frequently receive higher compensation than do nonunion workers.

Question 13

In the context of the Wagner Act and the rulings of the National Labor Relations Board, which of the following is a key to decisions allowing employee-involvement committees and programs?

Accepted Answer

A)  Members of affinity groups based on race, gender, or religion in an organization must represent the interests of and speak on behalf of other employees. 
B)  An organization must form communities of interest consisting of employees with widely varying jobs, areas of work, physical locations, and other differences. 
C)  Employee-involvement committees and programs should not deal directly with traditional collective bargaining issues such as wages, hours, and working conditions. 
D)  An organization should not treat all solicitation alike, and each solicitation attempt must be treated as a separate case and involve a different employee-involvement committee or program. 
A)  Members of affinity groups based on race, gender, or religion in an organization must represent the interests of and speak on behalf of other employees. 
B)  An organization must form communities of interest consisting of employees with widely varying jobs, areas of work, physical locations, and other differences. 
C)  Employee-involvement committees and programs should not deal directly with traditional collective bargaining issues such as wages, hours, and working conditions. 
D)  An organization should not treat all solicitation alike, and each solicitation attempt must be treated as a separate case and involve a different employee-involvement committee or program.

Question 14

As per the maintenance-of-membership shop arrangement, employees must remain members of a union for the period of the labor contract.

Accepted Answer

A) True 
 B)False

Question 15

Explain the difference between a complaint and a grievance in an organizational context.

Accepted Answer

A complaint is merely an indication of e

Question 16

What is the current state of labor union membership in the United States?

Accepted Answer

In the years immediately following enact

Question 17

In the context of unions, which of the following statements is true of white-collar workers?

Accepted Answer

A)  They view unions as being oriented primarily toward pink-collar workers. 
B)  They tend to believe that unions are open to change. 
C)  They believe that issues related to the nature of jobs should be considered permissive and not mandatory by unions. 
D)  They view unions as not being in touch with the concerns of the more educated workers in technical and professional jobs. 
A)  They view unions as being oriented primarily toward pink-collar workers. 
B)  They tend to believe that unions are open to change. 
C)  They believe that issues related to the nature of jobs should be considered permissive and not mandatory by unions. 
D)  They view unions as not being in touch with the concerns of the more educated workers in technical and professional jobs.

Question 18

In the context of the typical unionization process, _____ of the employees in the targeted group in a company must sign authorization cards before a representation election can be scheduled.

Accepted Answer

A)  a majority 
B)  at least two-thirds 
C)  more than 40 percent 
D)  at least 30 percent 
A)  a majority 
B)  at least two-thirds 
C)  more than 40 percent 
D)  at least 30 percent

Question 19

The process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment is called _____.

Accepted Answer

A)  decertification 
B)  collective bargaining 
C)  contract ratification 
D)  salting 
A)  decertification 
B)  collective bargaining 
C)  contract ratification 
D)  salting

Question 20

Hiring union busters during the organizing campaign of a union is an unfair labor practice.

Accepted Answer

A) True 
 B)False

_____ occur when members of one union walk out to force an employer to assign work to them instead of to members of another union.

The relationship between a union and a company's management in the United States alternates between accommodation and collusion.

Which of the following U.S. labor laws has been called the Magna Carta of labor and was pro-union?

If a grievance is not settled by arbitration, the grievance procedure requires the grievant to file the grievance with a district court, who has the final word on the decision.

A(n) _____ is an arrangement where workers who don't join a union must make payments equal to union dues and fees to get union representation services.

Explain a few strategies that employers can use to prevent unionization in their organizations.

Which of the following statements is true of the unions and managements of today?

Describe the major national laws that form the core of labor law in the United States.

Union workers frequently receive higher compensation than nonunion workers.

What is the role of collective bargaining in union/management relations? Describe the collective bargaining process.

Identify a true statement regarding unions in the United States.

In the context of the Wagner Act and the rulings of the National Labor Relations Board, which of the following is a key to decisions allowing employee-involvement committees and programs?

As per the maintenance-of-membership shop arrangement, employees must remain members of a union for the period of the labor contract.

Explain the difference between a complaint and a grievance in an organizational context.

What is the current state of labor union membership in the United States?

In the context of unions, which of the following statements is true of white-collar workers?

In the context of the typical unionization process, _____ of the employees in the targeted group in a company must sign authorization cards before a representation election can be scheduled.

The process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment is called _____.

Hiring union busters during the organizing campaign of a union is an unfair labor practice.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Global Human Resource Management

Filters

Exam 15: Union-Management Relations

_____ occur when members of one union walk out to force an employer to assign work to them instead of to members of another union.

The relationship between a union and a company's management in the United States alternates between accommodation and collusion.

Which of the following U.S. labor laws has been called the Magna Carta of labor and was pro-union?

If a grievance is not settled by arbitration, the grievance procedure requires the grievant to file the grievance with a district court, who has the final word on the decision.

A(n) _____ is an arrangement where workers who don't join a union must make payments equal to union dues and fees to get union representation services.

Explain a few strategies that employers can use to prevent unionization in their organizations.

Which of the following statements is true of the unions and managements of today?

Describe the major national laws that form the core of labor law in the United States.

Union workers frequently receive higher compensation than nonunion workers.

What is the role of collective bargaining in union/management relations? Describe the collective bargaining process.

Identify a true statement regarding unions in the United States.

In the context of the Wagner Act and the rulings of the National Labor Relations Board, which of the following is a key to decisions allowing employee-involvement committees and programs?

As per the maintenance-of-membership shop arrangement, employees must remain members of a union for the period of the labor contract.

Explain the difference between a complaint and a grievance in an organizational context.

What is the current state of labor union membership in the United States?

In the context of unions, which of the following statements is true of white-collar workers?

In the context of the typical unionization process, _____ of the employees in the targeted group in a company must sign authorization cards before a representation election can be scheduled.

The process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment is called _____.

Hiring union busters during the organizing campaign of a union is an unfair labor practice.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Global Human Resource Management

Filters