Question 1

If an employee personally decides that the benefits will outweigh the costs of joining the union, then she or he is likely to join.

Accepted Answer

A) True 
 B)False

Question 2

As a manager of XYZ Company, you would most likely expect an organizing drive to be started by your employees rather than a union organizer.

Accepted Answer

A) True 
 B)False

Question 3

How can the bargaining power of a union be exercised?

Accepted Answer

A)  lockout or relocation 
B)  striking, picketing, or boycotting 
C)  union merger 
D)  legal injunction 
A)  lockout or relocation 
B)  striking, picketing, or boycotting 
C)  union merger 
D)  legal injunction

Question 4

Labour relations boards are responsible for administering labour law.

Accepted Answer

A) True 
 B)False

Question 5

Compulsory membership provisions and dues checkoff are forms of union security.

Accepted Answer

A) True 
 B)False

Question 6

National unions retain most of the decision-making authority over local unions.

Accepted Answer

A) True 
 B)False

Question 7

Bargaining power consists of economic, political, and social influence to achieve demands.

Accepted Answer

A) True 
 B)False

Question 8

Within a bargaining unit, how many workers must vote against the union so as to decertify it?

Accepted Answer

A)  41 percent 
B)  40 percent, plus one 
C)  51 percent 
D)  50 percent, plus one 
A)  41 percent 
B)  40 percent, plus one 
C)  51 percent 
D)  50 percent, plus one

Question 9

Which group may represent professional and white-collar employees?

Accepted Answer

A)  a management rights association 
B)  the Canadian Labour Congress 
C)  a professional agency 
D)  an employee association 
A)  a management rights association 
B)  the Canadian Labour Congress 
C)  a professional agency 
D)  an employee association

Question 10

Interest-based bargaining usually leads to suspicion and compromise.

Accepted Answer

A) True 
 B)False

Question 11

The factors that arbitrators use when deciding cases are the wording of the labour agreement, the submission agreement, the testimony and evidence offered, and which of the following?

Accepted Answer

A)  the truthfulness of witnesses 
B)  the preferences of the grievant 
C)  arbitration criteria or standards 
D)  the concept of reasonable doubt 
A)  the truthfulness of witnesses 
B)  the preferences of the grievant 
C)  arbitration criteria or standards 
D)  the concept of reasonable doubt

Question 12

The first step in organizing begins when employees and union officials meet to explore the possibility of unionization.

Accepted Answer

A) True 
 B)False

Question 13

It is the arbitrator's responsibility to ensure that each side receives a fair hearing.

Accepted Answer

A) True 
 B)False

Question 14

A bargaining book is a case history used by an arbitrator to decide a grievance.

Accepted Answer

A) True 
 B)False

Question 15

Unions that represent skilled craft workers are called craft unions.

Accepted Answer

A) True 
 B)False

Question 16

In which of the following situations is grievance handling most successful?

Accepted Answer

A)  in nonunionized businesses 
B)  in unionized businesses 
C)  when supervisors are formally trained in the terms of the labour agreement and the development of counselling skills 
D)  when union stewards are selected by management 
A)  in nonunionized businesses 
B)  in unionized businesses 
C)  when supervisors are formally trained in the terms of the labour agreement and the development of counselling skills 
D)  when union stewards are selected by management

Question 17

Employees are most likely to seek unionization if they believe that doing so will achieve results they cannot achieve acting individually.

Accepted Answer

A) True 
 B)False

Question 18

Scenario 14.2
Calendar "R" Us Ltd. produces calendars for middle and high schools in Ontario. Calendar started back in 2006 and today has over 60 employees. About two years ago, the employees organized and obtained union certification. To date, the union has not successfully negotiated a collective agreement. Employees are not happy with the progress the union has made, and much of the concerns they have had (wages, benefits, training, etc.)have not been addressed. Calendar "R" Us employees feel that the union is more interested in serving the needs of the company and are looking to find a replacement.
-Refer to Scenario 14.2. What are the steps in the collective bargaining process that the union and Calendar "R" Us need to go through?

Accepted Answer

A)  union proposals, management responses, management demands, limits of concessions 
B)  prepare for negotiations, develop strategies, conduct negotiations, formalize agreement 
C)  union demands, database to support management proposals, union responses 
D)  prepare for negotiations, review proposals, determine counteroffer 
A)  union proposals, management responses, management demands, limits of concessions 
B)  prepare for negotiations, develop strategies, conduct negotiations, formalize agreement 
C)  union demands, database to support management proposals, union responses 
D)  prepare for negotiations, review proposals, determine counteroffer

Question 19

Employers are obligated to negotiate in good faith with the union.

Accepted Answer

A) True 
 B)False

Question 20

What is the strongest reason to join a union?

Accepted Answer

A)  dissatisfaction with wages, benefits, and working conditions 
B)  personal preference for a union and social pressure to join 
C)  the need to fraternize with similar employees and assert personal leadership skills 
D)  favouritism shown by supervisors in promotions, shift assignments, and transfers 
A)  dissatisfaction with wages, benefits, and working conditions 
B)  personal preference for a union and social pressure to join 
C)  the need to fraternize with similar employees and assert personal leadership skills 
D)  favouritism shown by supervisors in promotions, shift assignments, and transfers

If an employee personally decides that the benefits will outweigh the costs of joining the union, then she or he is likely to join.

As a manager of XYZ Company, you would most likely expect an organizing drive to be started by your employees rather than a union organizer.

How can the bargaining power of a union be exercised?

Labour relations boards are responsible for administering labour law.

Compulsory membership provisions and dues checkoff are forms of union security.

National unions retain most of the decision-making authority over local unions.

Bargaining power consists of economic, political, and social influence to achieve demands.

Within a bargaining unit, how many workers must vote against the union so as to decertify it?

Which group may represent professional and white-collar employees?

Interest-based bargaining usually leads to suspicion and compromise.

The factors that arbitrators use when deciding cases are the wording of the labour agreement, the submission agreement, the testimony and evidence offered, and which of the following?

The first step in organizing begins when employees and union officials meet to explore the possibility of unionization.

It is the arbitrator's responsibility to ensure that each side receives a fair hearing.

A bargaining book is a case history used by an arbitrator to decide a grievance.

Unions that represent skilled craft workers are called craft unions.

In which of the following situations is grievance handling most successful?

Employees are most likely to seek unionization if they believe that doing so will achieve results they cannot achieve acting individually.

Employers are obligated to negotiate in good faith with the union.

What is the strongest reason to join a union?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

International Human Resources Management

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Exam 14: The Dynamics of Labour Relations

If an employee personally decides that the benefits will outweigh the costs of joining the union, then she or he is likely to join.

As a manager of XYZ Company, you would most likely expect an organizing drive to be started by your employees rather than a union organizer.

How can the bargaining power of a union be exercised?

Labour relations boards are responsible for administering labour law.

Compulsory membership provisions and dues checkoff are forms of union security.

National unions retain most of the decision-making authority over local unions.

Bargaining power consists of economic, political, and social influence to achieve demands.

Within a bargaining unit, how many workers must vote against the union so as to decertify it?

Which group may represent professional and white-collar employees?

Interest-based bargaining usually leads to suspicion and compromise.

The factors that arbitrators use when deciding cases are the wording of the labour agreement, the submission agreement, the testimony and evidence offered, and which of the following?

The first step in organizing begins when employees and union officials meet to explore the possibility of unionization.

It is the arbitrator's responsibility to ensure that each side receives a fair hearing.

A bargaining book is a case history used by an arbitrator to decide a grievance.

Unions that represent skilled craft workers are called craft unions.

In which of the following situations is grievance handling most successful?

Employees are most likely to seek unionization if they believe that doing so will achieve results they cannot achieve acting individually.

Employers are obligated to negotiate in good faith with the union.

What is the strongest reason to join a union?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

International Human Resources Management

Filters