Question 1

Discuss why workers join unions.

Accepted Answer

Recent research has identified two important reasons why workers join unions: job dissatisfaction and union instrumentality. Job dissatisfaction is generally associated with bread-and-butter issues such as pay, job security, and supervisory practices. Additional factors that have been identified include dissatisfaction with task characteristics such as the sense of control over one's work and working conditions also encourage individuals to join unions. Union instrumentality is the perceived ability of the union to provide important benefits to the worker, including elimination of the sources of job dissatisfaction. The decision to organize a union is thus based on whether employees believe that they will be better off with a union than without one.

Question 2

A first-line supervisor's ability to handle ____ is probably the most important skill set for a manager in a union environment.

Accepted Answer

A)  contract negotiation 
B)  contract adjustment 
C)  interpersonal conflict 
D)  unfair labor practice charges 
A)  contract negotiation 
B)  contract adjustment 
C)  interpersonal conflict 
D)  unfair labor practice charges C

Question 3

Arbitrary and abusive supervisor behavior can have a strong influence on employees seeking union elections.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following approaches can help employers contain their HR-related costs?

Accepted Answer

A)  Allowing multiple unions to exist. 
B)  Allowing only local unions to exist. 
C)  Allowing only national unions to exist. 
D)  Allowing no unions to exist. 
A)  Allowing multiple unions to exist. 
B)  Allowing only local unions to exist. 
C)  Allowing only national unions to exist. 
D)  Allowing no unions to exist.

Question 5

With respect to determination of an appropriate bargaining unit, NLRB rules prohibit plant guards from being included in bargaining units with nonguards.

Accepted Answer

A) True 
 B)False

Question 6

The Wagner Act included procedures for employees to rid themselves of unions through a decertification election.

Accepted Answer

A) True 
 B)False

Question 7

Union membership as a percentage of the labor force has been increasing in recent years.

Accepted Answer

A) True 
 B)False

Question 8

No labor union has ever captured a group of employees without the full cooperation and encouragement of managers who create the need for unionization.

Accepted Answer

A) True 
 B)False

Question 9

When goals are important, but not worth the effort or potential disruption caused by using the competitive strategy, which approach to conflict resolution should be used?

Accepted Answer

A)  Collaboration 
B)  Compromise 
C)  Accommodation 
D)  Avoidance 
A)  Collaboration 
B)  Compromise 
C)  Accommodation 
D)  Avoidance

Question 10

How does a manager's role differ in a unionized setting and in a nonunionized setting? Explain.

Accepted Answer

Line managers' roles differ in union and

Question 11

As defined by the Taft-Hartley Act, ____ obliges both parties to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment.

Accepted Answer

A)  collective bargaining 
B)  cooperative bargaining 
C)  bad faith bargaining 
D)  good faith bargaining 
A)  collective bargaining 
B)  cooperative bargaining 
C)  bad faith bargaining 
D)  good faith bargaining

Question 12

The Taft-Hartley Act allows states to pass laws that prevent contract clauses that require employees to join unions.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following are not examples of mandatory bargaining subjects?

Accepted Answer

A)  Vacations 
B)  Profit-sharing plans 
C)  Benefit plans 
D)  Technological change in production methods 
A)  Vacations 
B)  Profit-sharing plans 
C)  Benefit plans 
D)  Technological change in production methods

Question 14

____ is the final step in virtually all union grievance procedures.

Accepted Answer

A)  A strike 
B)  A walk out 
C)  Mediation 
D)  Arbitration 
A)  A strike 
B)  A walk out 
C)  Mediation 
D)  Arbitration

Question 15

What happens when grieving employees appeal an arbitrator's decision to the courts without evidence of gross negligence in the unions handling of the arbitration?

Accepted Answer

A)  The courts generally rule in favor of the union. 
B)  The courts usually rule in favor of employees. 
C)  The courts generally refuse to hear such cases. 
D)  The courts usually direct the NLRB to look into the issue. 
A)  The courts generally rule in favor of the union. 
B)  The courts usually rule in favor of employees. 
C)  The courts generally refuse to hear such cases. 
D)  The courts usually direct the NLRB to look into the issue.

Question 16

When issues are merely symptomatic of a larger problem, which approach to conflict resolution should be used?

Accepted Answer

A)  Collaboration 
B)  Compromise 
C)  Accommodation 
D)  Avoidance 
A)  Collaboration 
B)  Compromise 
C)  Accommodation 
D)  Avoidance

Question 17

In a(n) ____, a worker promises that he/she will not organize, support, or join a union as a condition of employment.

Accepted Answer

A)  yellow-dog contract 
B)  open shop agreement 
C)  closed shop agreement 
D)  union shop agreement 
A)  yellow-dog contract 
B)  open shop agreement 
C)  closed shop agreement 
D)  union shop agreement

Question 18

Unethical behavior on the employer's part has been shown to be an effective strategy to thwart employee efforts to achieve meaningful collective bargaining.

Accepted Answer

A) True 
 B)False

Question 19

Union grievance systems have little influence on how workers vote in union certification elections.

Accepted Answer

A) True 
 B)False

Question 20

____ is strongly associated with the level of union organizing activity in a firm and the actual support of union representation among employees.

Accepted Answer

A)  Job performance 
B)  Job satisfaction 
C)  Employee empowerment 
D)  Productivity improvement 
A)  Job performance 
B)  Job satisfaction 
C)  Employee empowerment 
D)  Productivity improvement

Discuss why workers join unions.

A first-line supervisor's ability to handle ____ is probably the most important skill set for a manager in a union environment.

Arbitrary and abusive supervisor behavior can have a strong influence on employees seeking union elections.

Which of the following approaches can help employers contain their HR-related costs?

With respect to determination of an appropriate bargaining unit, NLRB rules prohibit plant guards from being included in bargaining units with nonguards.

The Wagner Act included procedures for employees to rid themselves of unions through a decertification election.

Union membership as a percentage of the labor force has been increasing in recent years.

No labor union has ever captured a group of employees without the full cooperation and encouragement of managers who create the need for unionization.

When goals are important, but not worth the effort or potential disruption caused by using the competitive strategy, which approach to conflict resolution should be used?

How does a manager's role differ in a unionized setting and in a nonunionized setting? Explain.

As defined by the Taft-Hartley Act, ____ obliges both parties to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment.

The Taft-Hartley Act allows states to pass laws that prevent contract clauses that require employees to join unions.

Which of the following are not examples of mandatory bargaining subjects?

____ is the final step in virtually all union grievance procedures.

What happens when grieving employees appeal an arbitrator's decision to the courts without evidence of gross negligence in the unions handling of the arbitration?

When issues are merely symptomatic of a larger problem, which approach to conflict resolution should be used?

In a(n) ____, a worker promises that he/she will not organize, support, or join a union as a condition of employment.

Unethical behavior on the employer's part has been shown to be an effective strategy to thwart employee efforts to achieve meaningful collective bargaining.

Union grievance systems have little influence on how workers vote in union certification elections.

____ is strongly associated with the level of union organizing activity in a firm and the actual support of union representation among employees.

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Analyzing Jobs

Recruiting Applicants

Selecting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

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Exam 12: Understanding Unions and Their Impact on Hrm

Discuss why workers join unions.

A first-line supervisor's ability to handle ____ is probably the most important skill set for a manager in a union environment.

Arbitrary and abusive supervisor behavior can have a strong influence on employees seeking union elections.

Which of the following approaches can help employers contain their HR-related costs?

With respect to determination of an appropriate bargaining unit, NLRB rules prohibit plant guards from being included in bargaining units with nonguards.

The Wagner Act included procedures for employees to rid themselves of unions through a decertification election.

Union membership as a percentage of the labor force has been increasing in recent years.

No labor union has ever captured a group of employees without the full cooperation and encouragement of managers who create the need for unionization.

When goals are important, but not worth the effort or potential disruption caused by using the competitive strategy, which approach to conflict resolution should be used?

How does a manager's role differ in a unionized setting and in a nonunionized setting? Explain.

As defined by the Taft-Hartley Act, ____ obliges both parties to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment.

The Taft-Hartley Act allows states to pass laws that prevent contract clauses that require employees to join unions.

Which of the following are not examples of mandatory bargaining subjects?

____ is the final step in virtually all union grievance procedures.

What happens when grieving employees appeal an arbitrator's decision to the courts without evidence of gross negligence in the unions handling of the arbitration?

When issues are merely symptomatic of a larger problem, which approach to conflict resolution should be used?

In a(n) ____, a worker promises that he/she will not organize, support, or join a union as a condition of employment.

Unethical behavior on the employer's part has been shown to be an effective strategy to thwart employee efforts to achieve meaningful collective bargaining.

Union grievance systems have little influence on how workers vote in union certification elections.

____ is strongly associated with the level of union organizing activity in a firm and the actual support of union representation among employees.

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Analyzing Jobs

Recruiting Applicants

Selecting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters