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Q:
All of the following are negotiating guidelines EXCEPT ________.
A) acting fairly but firmly
B) controlling emotions
C) compromising
D) working quickly
Q:
Which third-party intervention uses a neutral third party to assist the principals in reaching agreement?
A) fact finding
B) mediation
C) binding arbitration
D) nonbinding arbitration
Q:
Negotiators use all of the following types of third-party interventions to overcome an impasse EXCEPT ________.
A) binding arbitration
B) fact finding
C) mediation
D) picketing
Q:
Which of the following terms refers to a collective bargaining situation that occurs when the parties are not able to move further toward settlement?
A) impasse
B) picketing
C) arbitration
D) wildcat strike
Q:
Managers from Ford and representatives from United Auto Workers are in the first stage of collective bargaining over benefits and wages. Which of the following is most likely occurring?
A) Subcommittees are forming to create alternatives.
B) Each side is checking terms with superiors.
C) Each side is trading some of its demands.
D) Each side is presenting its demands.
Q:
Which of the following is an illegal bargaining item?
A) employee drug testing
B) discriminatory treatment
C) continuance of past contract
D) membership of bargaining team
Q:
All of the following are examples of permissible bargaining items EXCEPT ________.
A) indemnity bonds
B) use of union label
C) employee drug testing
D) strikebreaker employment
Q:
All of the following are examples of mandatory bargaining items EXCEPT ________.
A) wages
B) hours
C) severance pay
D) cafeteria prices
Q:
Which of the following is a characteristic of good-faith bargaining?
A) overlooking bargaining items
B) making unilateral changes
C) making counterproposals
D) bypassing union representatives
Q:
When representatives of Ford's management and the autoworkers' union meet to negotiate a labor agreement, which of the following is most likely occurring?
A) collective bargaining
B) featherbedding
C) union salting
D) certification
Q:
List and describe the five steps involved in planning a union drive and election.
Q:
What are the different types of strikes? What is the purpose of picketing during a strike? During a union drive and election, what are the guidelines regarding employee picketing?
Q:
You are a supervisor at a large manufacturing firm. What should you do or not do during organizing and preelection campaigns? What should you do or not do when faced with employee grievances?
Q:
Decertification campaigns to end union representation are in principle very similar to the initial certification campaign that brought the union into power.
Q:
It is illegal for supervisors to discuss their opinions about unionization with employees.
Q:
It is legal for union organizers to solicit employees for membership as long as the effort does not endanger the performance or safety of the employees.
Q:
In order for unions to petition an election, 50% of eligible employees in a bargaining unit must sign authorization cards.
Q:
A labor organization is violating the NLRA if it ________.
A) strikes over employment terms
B) engages in picket line threats and assaults
C) processes grievances of nonunion members
D) allows nonstrikers to enter an employer's premises
Q:
Which of the following is an appropriate action for a supervisor to take in respect to unionization activities?
A) attending union meetings when invited by workers
B) encouraging employees to share unionization opinions
C) sharing personal experiences about union involvement
D) asking employees how they will vote in a union election
Q:
In most cases, which of the following improves a union's chances of winning a certification election?
A) large voting blocs
B) small bargaining units
C) high unemployment rates in area
D) regional area with low union involvement
Q:
________ is the process of legally terminating a union's right to represent employees.
A) Union salting
B) Featherbedding
C) Arbitration
D) Decertification
Q:
The union becomes the employees' representative if it receives ________.
A) a majority of the votes cast
B) a majority of the votes cast by the bargaining unit
C) signed authorization cards from 30% of employees
D) written approval from the employer and the NLRB
Q:
The ________ is the group of employees the union will be authorized to represent.
A) union delegation
B) negotiating team
C) bargaining unit
D) grievance committee
Q:
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belongs to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts.
Which of the following, if true, supports the argument by the NLRB that Hyper-Tech has conducted unfair labor practices?
A) Hyper-Tech managers prohibited union representatives from soliciting employees who were on duty.
B) Hyper-Tech managers intervened when pro-union employees solicited other employees while both were on duty.
C) Hyper-Tech managers prohibited the distribution of union literature in the company cafeteria during lunch.
D) Hyper-Tech managers barred non-employee union representatives from entering the firm's building.
Q:
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belongs to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts.
Which of the following, if true, best supports the suggestion that Hyper-Tech will lose an NLRB election?
A) Surveys indicate that Hyper-Tech employees have high job satisfaction.
B) Hyper-Tech managers have been told to share their opinions about unions with subordinates.
C) Hyper-Tech managers have been told to avoid making promises to their subordinates.
D) Only a fraction of Hyper-Tech employees voted in the election.
Q:
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belongs to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts.
Which of the following, if true, best supports the argument that Hyper-Tech should contest the union's right to an election?
A) Hyper-Tech managers will soon be conducting annual employee performance appraisals and determining what salary adjustments to make.
B) Managers believe that they may have inadvertently hired union salts, who most likely instigated the unionization movement at Hyper-Tech.
C) Hyper-Tech management believes that if employees are provided with additional information from the firm, they will revoke their authorization cards.
D) The process outlined at Hyper-Tech for filing employee grievances differs from the grievance procedures at other firms in the same industry.
Q:
Hyper-Tech Enterprises manufactures mechanical parts used in air conditioning and heating units. The company employs over 300 workers at its Alabama facility. None of the Hyper-Tech employees belongs to a union; however, management believes that unionization is in the near future. A representative of a local union has recently visited Hyper-Tech in an attempt to solicit members and have them sign authorization cards. Enough eligible employees have signed authorization cards to petition the NLRB for an election. Hyper-Tech's top executives are considering fighting the unionization efforts.
Which of the following questions is LEAST relevant to the decision by Hyper-Tech to fight unionization efforts?
A) How many Hyper-Tech employees were hired within the last year?
B) What percentage of Hyper-Tech employees signed authorization cards?
C) Does Hyper-Tech qualify for coverage by the National Labor Relations Board?
D) What is the opinion of Hyper-Tech's shareholders and creditors regarding unionization?
Q:
Union authorization cards serve all of the following functions EXCEPT ________.
A) subjecting the employee to union rules
B) stating that the employee has applied for membership
C) designating the union as a bargaining representative
D) enabling employers to modify employment conditions
Q:
What percentage of eligible employees in a bargaining unit must sign authorization cards in order for the union to petition the NLRB for an election?
A) 10
B) 20
C) 30
D) 50
Q:
Which term refers to a union organizing tactic by which union members are placed on non-union job sites?
A) featherbedding
B) union salting
C) mediating
D) picketing
Q:
What is the first step in the union drive process?
A) obtaining authorization cards from employees
B) making initial contact with employees
C) holding an initial organization hearing
D) campaigning for employee votes
Q:
Identify the five labor practices used by employers that the Wagner Act deemed unfair and considered "statutory wrongs."
Q:
The Landrum-Griffin Act encouraged union activity by guaranteeing each employee the right to bargain collectively without interference, restraint, or coercion.
Q:
The Taft-Hartley Act amended the National Labor Relations Act by prohibiting unfair union labor practices and specifying the rights of both employers and employees.
Q:
Which law enables the U.S. president to intervene in national emergency strikes?
A) Norris-LaGuardia Act
B) Wagner Act
C) Landrum-Griffin Act
D) Taft-Hartley Act
Q:
A national emergency strike is best defined as a strike that has the potential to ________.
A) interfere with the national economy
B) hinder manufacturing capabilities
C) imperil national health and safety
D) prevent economic development
Q:
According to the Landrum-Griffin Act, national and international unions must elect officers at least once every ________ years.
A) 2
B) 4
C) 5
D) 10
Q:
Which law sought to protect union members from possible wrongdoing on the part of their unions?
A) Norris-LaGuardia Act
B) Taft-Hartley Act
C) Wagner Act
D) Landrum-Griffin Act
Q:
You are a manager at a manufacturing facility, and you tell your subordinates that unions are dangerous to the economy. Which law protects your right to express these views?
A) Wagner Act
B) Taft-Hartley Act
C) Norris-LaGuardia-Act
D) Landrum-Griffin Act
Q:
The Taft-Hartley Act amended the Wagner Act in all of the following ways EXCEPT by ________.
A) prohibiting unfair labor practices
B) limiting the power of the National Labor Review Board
C) enumerating the rights of employees as union members
D) enumerating the rights of employers
Q:
Which of the following was NOT designated an unfair labor practice by the Wagner Act?
A) bribing employees
B) requiring yellow-dog contracts
C) using company spy systems
D) moving businesses to avoid unionization
Q:
Which of the following best describes the purpose of the Wagner Act?
A) guaranteeing each employee the right to bargain collectively free from interference and coercion
B) making it illegal for a union to refuse to bargain in good faith with the employer
C) allowing secret-ballot elections for determining whether a firm's employees would unionize
D) banning unions from preventing employees from exercising their guaranteed bargaining rights
Q:
The National Labor Relations Board was primarily established for the purpose of ________.
A) investigating unfair labor practice charges
B) overseeing the establishment of local unions
C) managing the membership of the AFL-CIO
D) negotiating contracts on behalf of local unions
Q:
Which of the following was established by the Wagner Act?
A) National Labor Relations Committee
B) Norris-LaGuardia Group
C) National Labor Relations Board
D) Knights of Labor
Q:
Which of the following bans certain unfair labor practices and provides for majority rule and secret ballot elections?
A) Landrum-Griffin Act
B) Norris-LaGuardia Act
C) Wagner Act
D) Taft-Hartley Act
Q:
Which of the following best describes a "yellow-dog" contract?
A) Employers agree to abide by the guidelines of the local labor unions.
B) As a condition of employment, an employee agrees not to join a union.
C) Union members agree to the agency shop form of union security.
D) As a condition of employment, an employee agrees not to picket.
Q:
Which of the following guaranteed each employee the right to bargain collectively free from interference, restraint, or coercion?
A) National Labor Relations Act
B) Norris-LaGuardia Act
C) National Labor Relations Board
D) Taft-Hartley Act
Q:
Which form of union security means that union members have preference in hiring, but the employer can hire non-union members?
A) closed shop
B) union shop
C) agency shop
D) preferential shop
Q:
The ________ form of union security means that the employees who do not belong to the union still must pay union dues because the union's efforts benefit them all.
A) closed shop
B) union shop
C) agency shop
D) open shop
Q:
The agency shop form of union security means that the ________.
A) company can hire only union members
B) company can hire non-union people if they vow to join the union
C) employees who do not belong to the union must still pay dues
D) employees can decide whether to join the union and pay dues
Q:
Many employers give employees a process and procedure through which to communicate unfair treatment. This process and procedure is known as a(n) _______ procedure.
A) officer complaint
B) board of review
C) management review
D) grievance review
Q:
Define nonpunitive discipline and outline the process for applying nonpunitive discipline to gain employees' acceptance of company rules.
Q:
Explain the meaning of the Evil Woman Thesis and its implications for managers.
Q:
What can managers do to ensure that discipline is fair and effective?
Q:
How do both firms and individuals benefit from fair treatment in the workplace? When employee discipline is necessary, how can firms ensure that the disciplinary process is fair?
Q:
Employees should assume that any e-mail sent or received at work is protected by privacy laws and cannot be monitored by employers.
Q:
If an employee conducts a personal phone call at work, the employer can legally eavesdrop and monitor the phone call.
Q:
The four main types of privacy upheld by courts are intrusion, publication of private matters, disclosure of medical records, and appropriation of an employee's name or likeness for commercial purposes.
Q:
If an employer is monitoring a phone call and then determines it to be personal in nature, the employer must cease monitoring.
Q:
Iris scanning is considered the most accurate method of verifying the identity of an employee.
Q:
Ombudsmen serve as neutral counselors outside the chain of command to whom employees can turn for advice about finding a new job after dismissal.
Q:
A manager constructs a fair discipline process on three pillars: rules and regulations, a system of progressive penalties, and outplacement counseling.
Q:
The purpose of discipline is to encourage employees to behave sensibly at work.
Q:
The Evil Woman Thesis asserts that when a woman does not act the way men and other women think she should, they will tend to treat her more harshly than they might if the alleged misdeed was done by a man.
Q:
When firms do not deal swiftly and fairly with the unethical behavior of employees, ethical employees feel penalized.
Q:
According to research, three actions contribute to perceived fairness in business settings. Which of the following is NOT one of those actions?
A) expectation clarity
B) encouragement
C) engagement
D) explanation
Q:
R&R has a nonpunitive discipline policy. Employees at R&R Carpet and Tile are allowed to take one-hour lunch breaks. Todd's assistant, Suzanne, took a two-hour lunch break today without prior approval. Suzanne was given a verbal warning five weeks ago for a similar infraction. Which of the following will most likely be Todd's response to Suzanne's actions today?
A) give Suzanne a one-day, paid leave to consider whether she can abide by the firm's rules
B) give Suzanne a formal written reminder that will be included in her personnel file
C) require Suzanne to participate in arbitration with an ombudsman
D) discuss the incident with Suzanne privately
Q:
Which of the following would most likely be considered unfair by employees?
A) investigating an issue before administering discipline
B) sustaining the burden of proof on the employee
C) verifying that evidence supports the charge
D) clarifying disciplinary consequences
Q:
Tamika, a FedEx employee, was recently disciplined by her supervisor for insubordination. Tamika believes that the punishment was too harsh. According to FedEx's guaranteed fair treatment program, what should Tamika do first to appeal the decision?
A) submit a written complaint to a middle manager
B) file a written complaint with the employee relations department
C) submit a formal, written appeal to the department's vice president
D) file a letter of appeal with the Equal Employment Opportunity Commission
Q:
Hawkins Publishing has a formal, publicized, three-step process for employees who want to appeal disciplinary actions. Hawkins is most likely striving to achieve ________.
A) executive oversight
B) two-way communication
C) employee involvement
D) guaranteed fair treatment
Q:
Which of the following terms refers to discipline without punishment?
A) democratic punishment
B) corporal punishment
C) alternative discipline
D) positive discipline
Q:
Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds. In addition, the firm has been sued by two former employees for wrongful discharge. As a result, Health-Tech's top executives are evaluating the firm's hiring process, ethics training system, reward system, and disciplinary system to determine how to promote ethics and fair treatment.
Which of the following undermines the argument that Health-Tech should shift from a traditional discipline system to a nonpunitive discipline system?
A) Frequent tardiness is the primary infraction among Health-Tech employees who receive decision-making leave.
B) A court ruled in a wrongful discharge case against Health-Tech that the employee handbook served as an implied contract.
C) Health-Tech has already modified its hiring process to include ethics tests when screening job applicants.
D) The most common employee discipline situations at Health-Tech involve theft or physical altercations.
Q:
Employees at R&R Carpet and Tile are allowed to take one-hour lunch breaks. Todd's assistant, Suzanne, took a two-hour lunch break today without prior approval. Suzanne has never broken any other rules since being employed by the company. R&R has a nonpunitive discipline policy. Which of the following will most likely be Todd's response to Suzanne's violation?
A) issuing an oral reminder to Suzanne
B) telling Suzanne that she is dismissed
C) giving Suzanne a one-day leave with pay
D) issuing a formal written reminder to Suzanne
Q:
Which of the following suggests that when a woman fails to act as anticipated, men and women will treat her more harshly than if a man had acted in the same manner?
A) glass ceiling
B) Evil Woman Thesis
C) gender role error
D) self-serving bias
Q:
Which of the following is the primary element of properly developed disciplinary procedures?
A) electronic employee monitoring
B) clearly established rules
C) anonymous surveys
D) severe penalties
Q:
A fair discipline process is built on all of the following EXCEPT ________.
A) established rules and regulations
B) a system of progressive penalties
C) performance appraisals
D) an appeals process
Q:
Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds. In addition, the firm has been sued by two former employees for wrongful discharge. As a result, Health-Tech's top executives are evaluating the firm's hiring process, ethics training system, reward system, and disciplinary system to determine how to promote ethics and fair treatment.
Which of the following best supports the argument that Health-Tech should make significant changes to its disciplinary process?
A) According to surveys, Health-Tech employees feel that managers do not listen to their concerns or take their opinions seriously.
B) Health-Tech requires employees to receive annual ethics training to ensure that they understand the firm's latest policies.
C) Health-Tech's main competitor uses fictional scenarios to test applicants' morality and has fewer ethics problems than Health-Tech.
D) Historically, arbitrators have overturned the dismissal decisions of Health-Tech's managers because of unclear company rules.
Q:
Where are an organization's rules and regulations usually stated?
A) employee handbook
B) code of ethics outline
C) sexual harassment training guide
D) human resource policy manual
Q:
Which of the following is a procedure that corrects a subordinate for violating a rule or procedure?
A) coaching
B) training
C) discipline
D) appraisal
Q:
When an employer informs everyone of the standards for judging performance and the penalties for failure up front, the employer is enhancing the perceived fairness of the situation via ________.
A) expectation clarity
B) engagement
C) friendliness
D) explanation