Question 1

Traditional labor-management negotiations are adversarial.

Accepted Answer

A) True 
 B)False

Question 2

A grievance procedure is a formal representation process that is often considered the heart of a bargaining agreement.

Accepted Answer

A) True 
 B)False

Question 3

A third-party neutral who resolves labor disputes by issuing a final decision that the parties must accept is:

Accepted Answer

A)  a mediator 
B)  an arbitrator 
C)  a union steward 
D)  a conciliator 
A)  a mediator 
B)  an arbitrator 
C)  a union steward 
D)  a conciliator

Question 4

According to federal labor law,employers can:

Accepted Answer

A)  attend union meetings 
B)  publicly emphasize unfavorable aspects of unionism 
C)  change working conditions of employees who work for the union 
D)  review union authorization cards 
A)  attend union meetings 
B)  publicly emphasize unfavorable aspects of unionism 
C)  change working conditions of employees who work for the union 
D)  review union authorization cards

Question 5

Which of the following is the largest public sector labor organization?

Accepted Answer

A)  National Education Association 
B)  American Federation of Teachers 
C)  State,County and Municipal Employees 
D)  The American Firefighters Association 
A)  National Education Association 
B)  American Federation of Teachers 
C)  State,County and Municipal Employees 
D)  The American Firefighters Association

Question 6

The creation of a relationship for the future based on trust,understanding,and mutual respect is the basis of:

Accepted Answer

A)  the Federal Mediation and Conciliation Service 
B)  traditional bargaining 
C)  interest-based bargaining 
D)  good faith bargaining 
A)  the Federal Mediation and Conciliation Service 
B)  traditional bargaining 
C)  interest-based bargaining 
D)  good faith bargaining

Question 7

According to federal labor laws,which of the following employer acts is absolutely prohibited?

Accepted Answer

A)  expressing views about the disadvantages of unions 
B)  stressing the favorable employee-employer relationship in the past without a union 
C)  presenting unfavorable publicity the organizing union has received concerning corruption 
D)  threatening employees with the loss of their jobs if they vote to unionize 
A)  expressing views about the disadvantages of unions 
B)  stressing the favorable employee-employer relationship in the past without a union 
C)  presenting unfavorable publicity the organizing union has received concerning corruption 
D)  threatening employees with the loss of their jobs if they vote to unionize

Question 8

Parties to a negotiating deadlock in the private sector would use which government agency for assistance?

Accepted Answer

A)  the Governmental Agency for Collective Bargaining 
B)  the Federal Mediation and Conciliation Service 
C)  the Federal Labor Relations Impasse Service 
D)  the National Labor Relations Board 
A)  the Governmental Agency for Collective Bargaining 
B)  the Federal Mediation and Conciliation Service 
C)  the Federal Labor Relations Impasse Service 
D)  the National Labor Relations Board

Question 9

Which law severely restricts the ability of employers to obtain injunctions in labor relations?

Accepted Answer

A)  Norris-LaGuardia Act 
B)  Conflict-Reduction Act 
C)  Landrum-Griffin Act 
D)  Cooperative Labor-Management Act 
A)  Norris-LaGuardia Act 
B)  Conflict-Reduction Act 
C)  Landrum-Griffin Act 
D)  Cooperative Labor-Management Act

Question 10

"Energized organizing" is resulting in unions targeting immigrants,among other ignored work groups.

Accepted Answer

A) True 
 B)False

Question 11

The Civil Service Reform Act of 1978 defines the labor relations duties and regulations for what employee group?

Accepted Answer

A)  U.S.employees 
B)  private-sector employees 
C)  public-sector employees 
D)  federal government employees 
A)  U.S.employees 
B)  private-sector employees 
C)  public-sector employees 
D)  federal government employees

Question 12

"Energized organizing" to stem the overall decline in union membership involves:

Accepted Answer

A)  capitalizing on technological advances 
B)  targeting ignored worker groups,such as low-wage tier service workers and immigrants 
C)  participative management and empowerment 
D)  consolidation of national unions under the AFL-CIO 
A)  capitalizing on technological advances 
B)  targeting ignored worker groups,such as low-wage tier service workers and immigrants 
C)  participative management and empowerment 
D)  consolidation of national unions under the AFL-CIO

Question 13

During collective bargaining,each side normally places only their primary negotiator at the table.

Accepted Answer

A) True 
 B)False

Question 14

Employers are violating federal labor law if,during the election campaign,they express negative views emphasizing the disadvantages of being represented by the union.

Accepted Answer

A) True 
 B)False

Question 15

The majority of research on why employees unionize comes from the study of white-collar
employees in the private sector.

Accepted Answer

A) True 
 B)False

Question 16

On average,the NLRB wins more than _____ of the cases that it takes to court.

Accepted Answer

A)  30 percent 
B)  50 percent 
C)  75 percent 
D)  90 percent 
A)  30 percent 
B)  50 percent 
C)  75 percent 
D)  90 percent

Question 17

The United Mine Workers (UMW)were seeking recognition through an election at the McCoy Coal Co.Two hundred employees were eligible to vote,but the vote was only 50 for and 25 against the UMW.According to the process the NLRB should now:

Accepted Answer

A)  order another election since neither side received the votes of a majority of the unit employees. 
B)  certify the union as the representative for the 50 employees voting for the UMW. 
C)  leave it up to the parties to negotiate whether or not the UMW will represent any employees. 
D)  certify the UMW since it was approved by a majority of those voting. 
A)  order another election since neither side received the votes of a majority of the unit employees. 
B)  certify the union as the representative for the 50 employees voting for the UMW. 
C)  leave it up to the parties to negotiate whether or not the UMW will represent any employees. 
D)  certify the UMW since it was approved by a majority of those voting.

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

Interest-based bargaining is based upon:

Accepted Answer

A)  the area within which union and management are willing to concede 
B)  the identification and resolution of mutual interests 
C)  a give-and-take philosophy 
D)  suspicion and compromise 
A)  the area within which union and management are willing to concede 
B)  the identification and resolution of mutual interests 
C)  a give-and-take philosophy 
D)  suspicion and compromise

Question 20

If a railroad union reaches an impasse during its negotiations,which federal agency is used to mediate?

Accepted Answer

A)  National Labor Relations Board under the NLRA 
B)  National Mediation Board under the Railway Labor Act 
C)  Federal Mediation and Conciliation Service under the Taft-Hartley Act 
D)  National Labor Disputes Board under the Taft-Hartley Act 
A)  National Labor Relations Board under the NLRA 
B)  National Mediation Board under the Railway Labor Act 
C)  Federal Mediation and Conciliation Service under the Taft-Hartley Act 
D)  National Labor Disputes Board under the Taft-Hartley Act

Traditional labor-management negotiations are adversarial.

A grievance procedure is a formal representation process that is often considered the heart of a bargaining agreement.

A third-party neutral who resolves labor disputes by issuing a final decision that the parties must accept is:

According to federal labor law,employers can:

Which of the following is the largest public sector labor organization?

The creation of a relationship for the future based on trust,understanding,and mutual respect is the basis of:

According to federal labor laws,which of the following employer acts is absolutely prohibited?

Parties to a negotiating deadlock in the private sector would use which government agency for assistance?

Which law severely restricts the ability of employers to obtain injunctions in labor relations?

"Energized organizing" is resulting in unions targeting immigrants,among other ignored work groups.

The Civil Service Reform Act of 1978 defines the labor relations duties and regulations for what employee group?

"Energized organizing" to stem the overall decline in union membership involves:

During collective bargaining,each side normally places only their primary negotiator at the table.

Employers are violating federal labor law if,during the election campaign,they express negative views emphasizing the disadvantages of being represented by the union.

The majority of research on why employees unionize comes from the study of white-collar employees in the private sector.

On average,the NLRB wins more than _____ of the cases that it takes to court.

The United Mine Workers (UMW)were seeking recognition through an election at the McCoy Coal Co.Two hundred employees were eligible to vote,but the vote was only 50 for and 25 against the UMW.According to the process the NLRB should now:

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

Interest-based bargaining is based upon:

If a railroad union reaches an impasse during its negotiations,which federal agency is used to mediate?

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding 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

Creating High Performance Work Systems

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Exam 14: The Dynamics of Labor Relations

Traditional labor-management negotiations are adversarial.

A grievance procedure is a formal representation process that is often considered the heart of a bargaining agreement.

A third-party neutral who resolves labor disputes by issuing a final decision that the parties must accept is:

According to federal labor law,employers can:

Which of the following is the largest public sector labor organization?

The creation of a relationship for the future based on trust,understanding,and mutual respect is the basis of:

According to federal labor laws,which of the following employer acts is absolutely prohibited?

Parties to a negotiating deadlock in the private sector would use which government agency for assistance?

Which law severely restricts the ability of employers to obtain injunctions in labor relations?

"Energized organizing" is resulting in unions targeting immigrants,among other ignored work groups.

The Civil Service Reform Act of 1978 defines the labor relations duties and regulations for what employee group?

"Energized organizing" to stem the overall decline in union membership involves:

During collective bargaining,each side normally places only their primary negotiator at the table.

Employers are violating federal labor law if,during the election campaign,they express negative views emphasizing the disadvantages of being represented by the union.

The majority of research on why employees unionize comes from the study of white-collar employees in the private sector.

On average,the NLRB wins more than _____ of the cases that it takes to court.

The United Mine Workers (UMW)were seeking recognition through an election at the McCoy Coal Co.Two hundred employees were eligible to vote,but the vote was only 50 for and 25 against the UMW.According to the process the NLRB should now:

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

Interest-based bargaining is based upon:

If a railroad union reaches an impasse during its negotiations,which federal agency is used to mediate?

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding 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

Creating High Performance Work Systems

Filters