Question 1

An organizing drive has begun at a busy branch of a bank.The managers wish to avoid a union at all costs.This approach to labour relations is

Accepted Answer

A) tough bargaining. 
B) union suppression. 
C) union substitution. 
D) union acceptance. 
E) union avoidance. 
A) tough bargaining. 
B) union suppression. 
C) union substitution. 
D) union acceptance. 
E) union avoidance.

Question 2

In a ________, collective bargaining is accepted as an appropriate mechanism for establishing workplace rules.

Accepted Answer

A) union suppression approach 
B) union substitution approach 
C) proactive human resources approach 
D) union avoidance strategy 
E) union acceptance strategy 
A) union suppression approach 
B) union substitution approach 
C) proactive human resources approach 
D) union avoidance strategy 
E) union acceptance strategy

Question 3

Integrative bargaining is an approach that assumes that a win-win solution can be found.

Accepted Answer

A) True 
 B)False

Question 4

The basis of a firm's labour relations strategy is the decision to accept or avoid unions.

Accepted Answer

A) True 
 B)False

Question 5

A type of union security arrangement in which union membership and dues payment are mandatory conditions of employment is known as

Accepted Answer

A) maintenance-of-membership. 
B) closed shop. 
C) the Rand formula. 
D) union shop. 
E) dues shop. 
A) maintenance-of-membership. 
B) closed shop. 
C) the Rand formula. 
D) union shop. 
E) dues shop.

Question 6

In many collective agreements, seniority is the governing factor in layoffs and a(n)________ factor in transfers and promotions.

Accepted Answer

A) unique 
B) determining 
C) first 
D) important 
E) sufficient 
A) unique 
B) determining 
C) first 
D) important 
E) sufficient

Question 7

A negotiating strategy in which the possibility of win-win, lose-win, and lose-lose outcomes is recognized, and there is acknowledgement that achieving a win-win outcome will depend on mutual trust and problem solving, is known as ________ bargaining.

Accepted Answer

A) integrative 
B) mutual gains 
C) concessionary 
D) distributive 
E) interest-based 
A) integrative 
B) mutual gains 
C) concessionary 
D) distributive 
E) interest-based

Question 8

In order to broaden their appeal to white-collar workers, unions have

Accepted Answer

A) heavily promoted wage gains for blue collar workers to white collar workers. 
B) changed the style of clothes they wear when they meet with white collar workers. 
C) taken out ads in magazines and on-line publications most often read by white collar workers. 
D) changed their focus and bargaining priorities to include issues important for white collar workers. 
E) rebranded their names to make them sound like organizations white collar workers would want to join (like the Canadian Office and Professional Employees Union or COP
E) . 
A) heavily promoted wage gains for blue collar workers to white collar workers. 
B) changed the style of clothes they wear when they meet with white collar workers. 
C) taken out ads in magazines and on-line publications most often read by white collar workers. 
D) changed their focus and bargaining priorities to include issues important for white collar workers. 
E) rebranded their names to make them sound like organizations white collar workers would want to join (like the Canadian Office and Professional Employees Union or COP
E) .

Question 9

A union steward is

Accepted Answer

A) a union member who is appointed by management to act as the union representative. 
B) a union member elected by workers in a particular area of a firm to act as their union representative. 
C) a union member elected by management to act as the union representative. 
D) a union member working with an airline. 
E) a management member elected by workers in an area of a firm to act as their union representative. 
A) a union member who is appointed by management to act as the union representative. 
B) a union member elected by workers in a particular area of a firm to act as their union representative. 
C) a union member elected by management to act as the union representative. 
D) a union member working with an airline. 
E) a management member elected by workers in an area of a firm to act as their union representative.

Question 10

The negotiations that take place between a labour union and an employer to arrive at a mutually-acceptable collective agreement are known as

Accepted Answer

A) collective bargaining. 
B) contract bargaining. 
C) union organizing. 
D) contract ratification. 
E) contract administration. 
A) collective bargaining. 
B) contract bargaining. 
C) union organizing. 
D) contract ratification. 
E) contract administration.

Question 11

Which of the following statements about ratification is false?

Accepted Answer

A) In some jurisdictions, ratification is required by law. 
B) If any of the bargaining unit members vote in favour of the proposal, it replaces any prior agreement. 
C) The results of a ratification vote have a significant impact. 
D) If the proposed collective agreement is rejected, a strike is the inevitable result. 
E) When a ratification vote is held, all members of the bargaining unit, whether or not they are trade union members, have the right to cast a ballot. 
A) In some jurisdictions, ratification is required by law. 
B) If any of the bargaining unit members vote in favour of the proposal, it replaces any prior agreement. 
C) The results of a ratification vote have a significant impact. 
D) If the proposed collective agreement is rejected, a strike is the inevitable result. 
E) When a ratification vote is held, all members of the bargaining unit, whether or not they are trade union members, have the right to cast a ballot.

Question 12

Common characteristics among labour relations legislation in all Canadian jurisdictions include all of the following except

Accepted Answer

A) a minimum term of six months for all collective agreements. 
B) procedures that must be followed by one or both parties before a strike or lockout is legal. 
C) the requirement that disputes over matters arising from interpretation of the collective agreement be settled by binding arbitration. 
D) establishment of a labour relations board or the equivalent. 
E) prohibition of strikes or lockouts during the life of a collective agreement. 
A) a minimum term of six months for all collective agreements. 
B) procedures that must be followed by one or both parties before a strike or lockout is legal. 
C) the requirement that disputes over matters arising from interpretation of the collective agreement be settled by binding arbitration. 
D) establishment of a labour relations board or the equivalent. 
E) prohibition of strikes or lockouts during the life of a collective agreement.

Question 13

Global competition is forcing employers to become more militant and causing unions to struggle to maintain their influence at the bargaining table.

Accepted Answer

A) True 
 B)False

Question 14

Jaime's company has just been unionized by the Canadian Auto Workers.None of the supervisors has worked in a unionized company before and Jaime has to outline the grievance procedure for the supervisors.Provide an outline of the entire grievance/arbitration process for Jaime to use that includes a description of each step.

Accepted Answer

Up to 2.5 points each for accurate descr

Question 15

Amin is the new VP of labour relations at a telecommunications company which has a history of poor labour-management relations.Describe four strategies you recommend he use to assist in building an effective and more positive labour-management relationship.

Accepted Answer

Up to 2.5 points each for discussion rel

Question 16

All of the following statements about termination of bargaining rights are true except that

Accepted Answer

A) a union is automatically decertified when a collective agreement is not negotiated within one year of certification. 
B) it is possible for a labour union to notify the LRB (or equivalent) that it no longer wishes to represent the employees in a particular bargaining unit. 
C) members may apply for decertification if they are dissatisfied with the performance of a union. 
D) the decertification process generally involves a secret-ballot election. 
E) generally, members may apply for decertification if the union has failed to negotiate a collective agreement within one year of certification. 
A) a union is automatically decertified when a collective agreement is not negotiated within one year of certification. 
B) it is possible for a labour union to notify the LRB (or equivalent) that it no longer wishes to represent the employees in a particular bargaining unit. 
C) members may apply for decertification if they are dissatisfied with the performance of a union. 
D) the decertification process generally involves a secret-ballot election. 
E) generally, members may apply for decertification if the union has failed to negotiate a collective agreement within one year of certification.

Question 17

A wildcat strike may be legal or illegal, depending on its timing.

Accepted Answer

A) True 
 B)False

Question 18

Discuss in detail any two aspects of the impact of unionization on HRM.

Accepted Answer

Up to 5 points each for accurate discuss

Question 19

The final and binding process, through which disputes arising out of the interpretation or application of a collective agreement are settled, is known as

Accepted Answer

A) arbitration. 
B) interest arbitration. 
C) final offer selection. 
D) rights arbitration. 
E) mediation-arbitration. 
A) arbitration. 
B) interest arbitration. 
C) final offer selection. 
D) rights arbitration. 
E) mediation-arbitration.

Question 20

All Canadian jurisdictions require that collective agreements contain a clause providing for

Accepted Answer

A) surface bargaining. 
B) mediation. 
C) final and binding settlement by arbitration of all disputes arising out of the collective agreement. 
D) a disciplinary process. 
E) pattern bargaining. 
A) surface bargaining. 
B) mediation. 
C) final and binding settlement by arbitration of all disputes arising out of the collective agreement. 
D) a disciplinary process. 
E) pattern bargaining.

An organizing drive has begun at a busy branch of a bank.The managers wish to avoid a union at all costs.This approach to labour relations is

In a ________, collective bargaining is accepted as an appropriate mechanism for establishing workplace rules.

Integrative bargaining is an approach that assumes that a win-win solution can be found.

The basis of a firm's labour relations strategy is the decision to accept or avoid unions.

A type of union security arrangement in which union membership and dues payment are mandatory conditions of employment is known as

In many collective agreements, seniority is the governing factor in layoffs and a(n)________ factor in transfers and promotions.

A negotiating strategy in which the possibility of win-win, lose-win, and lose-lose outcomes is recognized, and there is acknowledgement that achieving a win-win outcome will depend on mutual trust and problem solving, is known as ________ bargaining.

In order to broaden their appeal to white-collar workers, unions have

A union steward is

The negotiations that take place between a labour union and an employer to arrive at a mutually-acceptable collective agreement are known as

Which of the following statements about ratification is false?

Common characteristics among labour relations legislation in all Canadian jurisdictions include all of the following except

Global competition is forcing employers to become more militant and causing unions to struggle to maintain their influence at the bargaining table.

Amin is the new VP of labour relations at a telecommunications company which has a history of poor labour-management relations.Describe four strategies you recommend he use to assist in building an effective and more positive labour-management relationship.

All of the following statements about termination of bargaining rights are true except that

A wildcat strike may be legal or illegal, depending on its timing.

Discuss in detail any two aspects of the impact of unionization on HRM.

The final and binding process, through which disputes arising out of the interpretation or application of a collective agreement are settled, is known as

All Canadian jurisdictions require that collective agreements contain a clause providing for

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Managing Human Resources in a Global Business

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Exam 16: Labour Relations

An organizing drive has begun at a busy branch of a bank.The managers wish to avoid a union at all costs.This approach to labour relations is

In a ________, collective bargaining is accepted as an appropriate mechanism for establishing workplace rules.

Integrative bargaining is an approach that assumes that a win-win solution can be found.

The basis of a firm's labour relations strategy is the decision to accept or avoid unions.

A type of union security arrangement in which union membership and dues payment are mandatory conditions of employment is known as

In many collective agreements, seniority is the governing factor in layoffs and a(n)________ factor in transfers and promotions.

A negotiating strategy in which the possibility of win-win, lose-win, and lose-lose outcomes is recognized, and there is acknowledgement that achieving a win-win outcome will depend on mutual trust and problem solving, is known as ________ bargaining.

In order to broaden their appeal to white-collar workers, unions have

A union steward is

The negotiations that take place between a labour union and an employer to arrive at a mutually-acceptable collective agreement are known as

Which of the following statements about ratification is false?

Common characteristics among labour relations legislation in all Canadian jurisdictions include all of the following except

Global competition is forcing employers to become more militant and causing unions to struggle to maintain their influence at the bargaining table.

Amin is the new VP of labour relations at a telecommunications company which has a history of poor labour-management relations.Describe four strategies you recommend he use to assist in building an effective and more positive labour-management relationship.

All of the following statements about termination of bargaining rights are true except that

A wildcat strike may be legal or illegal, depending on its timing.

Discuss in detail any two aspects of the impact of unionization on HRM.

The final and binding process, through which disputes arising out of the interpretation or application of a collective agreement are settled, is known as

All Canadian jurisdictions require that collective agreements contain a clause providing for

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Managing Human Resources in a Global Business

Filters