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Management
Q:
What are the five unfair employer labor practices that the Wagner Act deemed unfair and considered "statutory wrongs"?
Q:
What is union security? Explain the five types of union security.
Q:
What are the theories regarding why workers unionize? What can employers and supervisors do to prevent unionization?
Q:
How did labor laws affect employers and employees in the post-Depression United States? What specific laws significantly affected U.S. unions?
Q:
Supervisors can best handle grievances by providing grievants with long, written responses so that the issue is clear.
Q:
Effective organizational competitiveness can be linked to having cooperative relationships.
Q:
Labor-management commitment to guarantee employment security is one of the themes that parties agree upon in cooperative agreements.
Q:
Firms can avoid the difficulties associated with unions by sending jobs overseas.
Q:
The grievance procedure is a standardized process based on NLRB policies and fair labor practices.
Q:
Union activism and unclear job descriptions are often underlying causes for employee grievances.
Q:
Employers and unions can seek a court injunction to compel a party or parties to resume or desist from a certain action.
Q:
Union pressure on a company's shareholders, directors, and customers is known as a corporate campaign.
Q:
Employers can replace strikers permanently unless the strike is based on unfair labor practices.
Q:
Rights arbitration centers on working out a labor agreement when one or both of the parties seeks a change in the agreement or when an agreement does not yet exist.
Q:
A wildcat strike is an unauthorized strike that occurs during the term of a contract.
Q:
Mediation guarantees a solution to any impasse that may occur during collective bargaining negotiations.
Q:
One party can compel the other party to negotiate over permissible items if the employees agree to it.
Q:
Ignoring bargaining items is a good strategy for negotiating with labor unions while staying within the limits of good faith bargaining.
Q:
Decertification campaigns to end union representation are in principle very similar to the initial certification campaign that brought the union into power.
Q:
During an NLRB election, HR managers should help their firm by becoming closely involved in the details of the election.
Q:
A union campaign during an NLRB election will usually focus on issues such as respect, dignity, and fairness, in addition to job security.
Q:
In the majority of NLRB elections, the employer loses because top management fails to focus enough attention on money and benefits.
Q:
Most employers decide to contest the union's right to represent their employees.
Q:
As a manager, you are legally prohibited from discussing union membership with employees and from distributing information regarding how employees can revoke their cards.
Q:
It is acceptable for an employer to refuse to hire union members even if they are qualified for the position because they might be union salts.
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:
The Landrum-Griffin Act of 1932 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:
The Change to Win Coalition was formed by several large unions that left the AFL-CIO due to concerns that the AFL-CIO was not aggressively organizing workers.
Q:
Right to work legislation outlaws unions and union membership in specific states.
Q:
Right to work refers to state statutory or constitutional provisions banning the requirement of union membership as a condition of employment.
Q:
All states give unions the right to require union membership as a condition of employment.
Q:
Weekly earnings of union members are much higher than those of nonunion workers.
Q:
Union membership is exclusive to blue-collar workers, such as those in the construction, manufacturing, and printing industries.
Q:
What is the primary purpose of picketing?
A) informing the public about a labor dispute
B) increasing the likelihood of a lockout
C) gathering sympathy from employers
D) encouraging union certification
Q:
Vaughn Manufacturing develops and manufactures microphone components. Over the last few years, the firm has made numerous HR changes with the goal of becoming a high-performance work system. Vaughn employees work in self-directed teams, participate in regular training programs, and receive frequent performance appraisals. Vaughn executives want to make sure that the firm's new methods are not perceived as sham unions. Which of the following would most likely help Vaughn accomplish this goal?
A) allowing employee teams to bargain over wages
B) increasing committee supervision by managers
C) electing employee representatives to committees
D) involving employees in program formation
Q:
If passed, the Employee Free Choice Act would ________.
A) ban union membership for federal employees
B) allow mass union e-mails at the work place
C) allow the formation of global unions
D) institute a card check system
Q:
All of the following most likely explain the decline in union membership EXCEPT ________.
A) improved wages and benefits
B) increased global competition
C) technological improvements
D) just-in-time production systems
Q:
Jeff is a manager at a paper mill. He has received a grievance from a group of employees who are union members. The grievance claims that a plant rule barring employees from eating during unscheduled breaks is arbitrary and unfair. What should Jeff most likely do?
A) Discuss the case privately with the union steward.
B) Agree to make informal changes to the rules.
C) Examine the grievants' personnel records.
D) Make special arrangements with grievants.
Q:
Which of the following terms refers to the formal process for addressing any factor involving wages, hours, or conditions of employment that is used as a complaint against the employer?
A) collective bargaining
B) court injunction
C) grievance procedure
D) arbitration method
Q:
Smithson management has refused to provide union workers with work shifts as a result in reaching an impasse during collective bargaining. Which of the following best describes Smithson's actions?
A) lockout
B) inside games
C) illegal negotiation
D) corporate campaign
Q:
Manning Enterprises is experiencing an impasse between management and labor. As a result, the union has made an organized effort to pressure Manning by picketing the homes of corporate directors and boycotting the firm's bank. Which of the following terms best describes the actions of Manning's union members?
A) wildcat strike
B) inside games
C) corporate campaign
D) employee lockout
Q:
Union tactics designed to impede or disrupt production by encouraging employees to slow the pace of work, refuse to work overtime, and participate in sick-outs are called ________.
A) inside games
B) lockouts
C) injunctions
D) strikes
Q:
Employers dealing with an unfair labor practice strike can use all of the following responses EXCEPT ________.
A) shutting down the affected area until the strike ends
B) continuing operations with supervisors filling in
C) hiring temporary replacement workers
D) hiring permanent replacement workers
Q:
A strike that results from a failure to agree on the terms of a contract, such as wages and benefits, is known as a(n) ________ strike.
A) wildcat
B) economic
C) sympathy
D) unfair labor practices
Q:
Which of the following terms refers to a strike that takes place when one union strikes in support of another union?
A) wildcat strike
B) economic strike
C) bargaining strike
D) sympathy strike
Q:
The National Air Traffic Controllers Association and the Federal Aviation Administration have reached an impasse during collective bargaining. Which of the following will most likely be used to reach a settlement?
A) fact finding
B) mediation
C) binding arbitration
D) non-binding arbitration
Q:
Fact finding seeks to end an impasse by ________.
A) assisting the principals in reaching an agreement
B) studying the issues and making a public recommendation
C) interpreting and analyzing existing contract terms
D) communicating assessments of the likelihood of a strike
Q:
Which intervention method listed below is the most definitive of all third-party interventions?
A) fact finding
B) mediation
C) binding arbitration
D) picketing
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) non-binding arbitration
Q:
Negotiators use all of the following types of third-party interventions to overcome an impasse EXCEPT ________.
A) binding arbitration
B) mediation
C) fact finding
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 trading some of its demands.
C) Each side is checking terms with superiors.
D) Each side is presenting its demands.
Q:
Which of the following is an illegal bargaining item?
A) membership of bargaining team
B) discriminatory treatment
C) continuance of past contract
D) employment of strikebreaker
Q:
All of the following are examples of permissible bargaining items EXCEPT ________.
A) cafeteria prices
B) severance pay
C) scope of bargaining unit
D) pension benefits for retired employees
Q:
All of the following are examples of mandatory bargaining items EXCEPT ________.
A) employee security
B) profit-sharing plans
C) indemnity bonds
D) employee drug testing
Q:
Which of the following terms refers to items in collective bargaining over which bargaining is neither illegal nor mandatory?
A) group bargaining items
B) permissible bargaining items
C) conditional bargaining items
D) benefits-related bargaining items
Q:
Which of the following is a characteristic of good faith bargaining?
A) overlooking bargaining items
B) making counterproposals
C) bypassing the union representative
D) imposing unreasonable conditions
Q:
When representatives of Ford's management and autoworkers union meet to negotiate a labor agreement, which of the following is most likely occurring?
A) certification
B) union salting
C) featherbedding
D) collective bargaining
Q:
________ is the process of legally terminating a union's right to represent employees.
A) Union salting
B) Featherbedding
C) Decertification
D) Collective bargaining
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 belong 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 barred nonemployee union representatives from entering the firm's building.
D) Hyper-Tech managers prohibited distribution of union literature in the company cafeteria.
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 belong 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) Hyper-Tech recently distributed employee surveys that indicated overall job satisfaction.
B) Hyper-Tech executives have decided that a committee should manage the campaign.
C) Hyper-Tech managers have been told to share their opinions about unions with subordinates.
D) Hyper-Tech managers have been told to avoid making promises to their subordinates.
Q:
All of the following increase the likelihood that an employer will lose an NLRB election EXCEPT ________.
A) focusing primarily on wage and benefits issues
B) appointing a committee to manage the campaign
C) distributing employee need and attitude surveys
D) delegating personnel relations issues to plant managers
Q:
Which of the following situations would most likely improve a union's chances of winning a certification election at Apex Enterprises?
A) geographic area with low percentage of union workers
B) high unemployment in the geographic area
C) a large portion of workers voting
D) small bargaining units
Q:
The union becomes the employees' representative if it receives ________.
A) a majority of the votes cast by the bargaining unit
B) signed authorization cards from 30% of employees
C) written approval from the employer
D) a majority of the votes cast
Q:
Which of the following terms refers to the group of employees the union will be authorized to represent?
A) bargaining unit
B) mediating group
C) negotiating team
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 belong 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) Managers believe that they may have inadvertently hired union salts, who most likely instigated the unionization movement at Hyper-Tech.
B) The process outlined at Hyper-Tech for filing employee grievances differs from the grievance procedures at other firms in the same industry.
C) Hyper-Tech management believes that if employees are provided with additional information from the firm that they will revoke their authorization cards.
D) Hyper-Tech managers will soon be conducting annual employee performance appraisals and determining what salary adjustments to make.
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 belong 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) What is the opinion of Hyper-Tech's shareholders and creditors regarding unionization?
D) What are the laws regarding what Hyper-Tech managers can and cannot do during a campaign?
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) enabling employers to modify employment conditions
D) designating the union as a bargaining representative
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) 20
B) 30
C) 40
D) 50
Q:
Which of the following is a union organizing tactic by which union members are placed on nonunion job sites?
A) featherbedding
B) union salting
C) logrolling
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:
According to the Landrum-Griffin Act, national and international unions must elect officers at least once every ________ years.
A) two
B) three
C) four
D) five
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 prohibits all of the following union labor practices EXCEPT ________.
A) forcing an employer to fire a worker for failing to attend union meetings
B) refusing to bargain in good faith with an employer about wages and hours
C) restraining or coercing employees from exercising their guaranteed bargaining rights
D) demanding an employer to fire a worker who fails to pay union dues in a closed shop
Q:
Which of the following terms refers to an unfair labor practice in which a union requires an employer to pay an employee for services not performed?
A) coercing
B) padding
C) ballooning
D) featherbedding
Q:
The Taft-Hartley Act amended the Wagner Act in all of the following ways EXCEPT by ________.
A) prohibiting unfair labor practices
B) enumerating the rights of employers
C) limiting the power of the National Labor Review Board
D) allowing the U.S. President to bar national emergency strikes
Q:
Which of the following is the most likely reason for the passage of the Taft-Hartley Act?
A) high unemployment rates
B) significant economic boom
C) major shifts in the workforce
D) numerous union strikes
Q:
Which of the following was NOT designated an unfair labor practice by the Wagner Act?
A) bribing employees
B) using company spy systems
C) requiring yellow dog contracts
D) moving businesses to avoid unionization