Question 1

A contract interpretation grievance is based on union members' rights under the labor contract.

Accepted Answer

A) True 
 B)False  True

Question 2

Which term refers to all of the employees who are represented by a union that engages in collective bargaining with an employer?

Accepted Answer

A) Work team 
B) Open shop 
C) Bargaining unit 
D) Certified representative 
A) Work team 
B) Open shop 
C) Bargaining unit 
D) Certified representative C

Question 3

A law designed to protect union members and their participation in union affairs is the ________.

Accepted Answer

Landrum-Griffin Act (1959)

Question 4

The Landrum-Griffin Act includes which of the following provisions?

Accepted Answer

A) Management must offer a right-to-work provision. 
B) Management may not interfere with a union's organizing efforts. 
C) Unions must report their financial activities to the Department of Labor. 
D) Labor union members may not participate in secret ballot elections. 
A) Management must offer a right-to-work provision. 
B) Management may not interfere with a union's organizing efforts. 
C) Unions must report their financial activities to the Department of Labor. 
D) Labor union members may not participate in secret ballot elections.

Question 5

Right-to-work laws make it illegal to deny unions the right to organize.

Accepted Answer

A) True 
 B)False

Question 6

The ability to get the other party to agree to the bargaining party's terms is:

Accepted Answer

A) good faith bargaining. 
B) distributive bargaining. 
C) integrative bargaining. 
D) bargaining power. 
A) good faith bargaining. 
B) distributive bargaining. 
C) integrative bargaining. 
D) bargaining power.

Question 7

Which term refers to a firm's overall plan for dealing with labor unions?

Accepted Answer

A) Labor relations strategy 
B) Union acceptance strategy 
C) Distributive bargaining strategy 
D) Collective bargaining strategy 
A) Labor relations strategy 
B) Union acceptance strategy 
C) Distributive bargaining strategy 
D) Collective bargaining strategy

Question 8

Prior to a certification election, it is illegal for managers to try to persuade employees that they would be better off without a union.

Accepted Answer

A) True 
 B)False

Question 9

A proactive human resource management approach to labor relations is also known as:

Accepted Answer

A) union acceptance. 
B) union suppression. 
C) union substitution. 
D) union solicitation. 
A) union acceptance. 
B) union suppression. 
C) union substitution. 
D) union solicitation.

Question 10

Union substitution and union suppression are two types of ________ strategies.

Accepted Answer

A) union organization 
B) collective bargaining 
C) union avoidance 
D) decertification 
A) union organization 
B) collective bargaining 
C) union avoidance 
D) decertification

Question 11

A recent union election at Proactive, Inc. was run without any kind of federal government assistance. Which of the following is true of this action?

Accepted Answer

A) It is perfectly legal. The government is not allowed to be involved in union formation. 
B) It is illegal under the Taft-Hartley Act. 
C) If the union vote was conducted off of company grounds, it is legal. If it was conducted on company grounds, it is illegal. 
D) It is the most common practice of labor organizers. 
A) It is perfectly legal. The government is not allowed to be involved in union formation. 
B) It is illegal under the Taft-Hartley Act. 
C) If the union vote was conducted off of company grounds, it is legal. If it was conducted on company grounds, it is illegal. 
D) It is the most common practice of labor organizers.

Question 12

A union acceptance strategy is typically characterized by flexible contract negotiations and positive labor-management relationships.

Accepted Answer

A) True 
 B)False

Question 13

French labor unions tend to be more politically than economically focused.

Accepted Answer

A) True 
 B)False

Question 14

Before 1943, no laws protected labor unions and their members.

Accepted Answer

A) True 
 B)False

Question 15

Management at Carson Enterprises decides employees are taking breaks that are too long and limits all employees to 10 minutes a day. Labor files a grievance over this decision. This is a(n)________ grievance.

Accepted Answer

A) unfair management practice 
B) employee discipline 
C) contract interpretation 
D) economic 
A) unfair management practice 
B) employee discipline 
C) contract interpretation 
D) economic

Question 16

Three key laws - the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act - govern labor-management practices in union settings. Describe the major points of each act.

Accepted Answer

Summary of suggested answer -
•The Wagne

Question 17

Additional Case 15.2
TimeTable, Inc. plans to expand its manufacturing facilities. It is considering expansion either here in the United States or in Europe-Germany, Sweden, Great Britain, or France. It may also look at Japan or China, but those are currently second-tier choices.
In selecting a country, the CEO wants to avoid political involvement. While friendly toward unions, he doesn't want a union that is politically oriented. In fact, the CEO of TimeTable was once a union official. He went through a career change, earned an MBA, and moved into the executive management ranks about ten years ago.
TimeTable has a strong positive working relationship with its union. Management feels the NLRB is wrong in its ruling about the Wagner Act and is aggressively building labor-management teams. The CEO of TimeTable is even considering giving the union a seat on the board of directors.
-Refer to Additional Case 15.2. TimeTable's CEO's career experiences are similar to the CEOs of major corporations in which country?

Accepted Answer

A) China 
B) Japan 
C) Sweden 
D) Great Britain 
A) China 
B) Japan 
C) Sweden 
D) Great Britain

Question 18

Franklin Manufacturing is concerned that the UAW may try to organize its production workers. To eliminate this possibility, managers have offered the employees job security policies, profit sharing, and open-door policies. Franklin Manufacturing is most likely practicing:

Accepted Answer

A) union acceptance. 
B) union suppression. 
C) union substitution. 
D) integrative bargaining. 
A) union acceptance. 
B) union suppression. 
C) union substitution. 
D) integrative bargaining.

Question 19

All of the following were considered illegal under the Wagner Act EXCEPT:

Accepted Answer

A) companies intentionally interfering in the formation of a union. 
B) discharging employees who have failed to perform their job duties. 
C) discriminating against employees to discourage union membership. 
D) coercing employees to keep them from exercising their rights to form unions. 
A) companies intentionally interfering in the formation of a union. 
B) discharging employees who have failed to perform their job duties. 
C) discriminating against employees to discourage union membership. 
D) coercing employees to keep them from exercising their rights to form unions.

Question 20

Which of the following is specifically prohibited by the Taft-Hartley Act?

Accepted Answer

A) implementing a closed shop 
B) discharging an employee involved in union organizing activities 
C) coercing employees in their choice of a collective bargaining representative 
D) refusing to bargain collectively with the employees' designated union 
A) implementing a closed shop 
B) discharging an employee involved in union organizing activities 
C) coercing employees in their choice of a collective bargaining representative 
D) refusing to bargain collectively with the employees' designated union

A contract interpretation grievance is based on union members' rights under the labor contract.

Which term refers to all of the employees who are represented by a union that engages in collective bargaining with an employer?

A law designed to protect union members and their participation in union affairs is the ________.

The Landrum-Griffin Act includes which of the following provisions?

Right-to-work laws make it illegal to deny unions the right to organize.

The ability to get the other party to agree to the bargaining party's terms is:

Which term refers to a firm's overall plan for dealing with labor unions?

Prior to a certification election, it is illegal for managers to try to persuade employees that they would be better off without a union.

A proactive human resource management approach to labor relations is also known as:

Union substitution and union suppression are two types of ________ strategies.

A recent union election at Proactive, Inc. was run without any kind of federal government assistance. Which of the following is true of this action?

A union acceptance strategy is typically characterized by flexible contract negotiations and positive labor-management relationships.

French labor unions tend to be more politically than economically focused.

Before 1943, no laws protected labor unions and their members.

Management at Carson Enterprises decides employees are taking breaks that are too long and limits all employees to 10 minutes a day. Labor files a grievance over this decision. This is a(n)________ grievance.

Three key laws - the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act - govern labor-management practices in union settings. Describe the major points of each act.

Franklin Manufacturing is concerned that the UAW may try to organize its production workers. To eliminate this possibility, managers have offered the employees job security policies, profit sharing, and open-door policies. Franklin Manufacturing is most likely practicing:

All of the following were considered illegal under the Wagner Act EXCEPT:

Which of the following is specifically prohibited by the Taft-Hartley Act?

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Managing Workplace Safety and Health

International HRM Challenge

Filters

Exam 15: Working With Organized Labor

A contract interpretation grievance is based on union members' rights under the labor contract.

Which term refers to all of the employees who are represented by a union that engages in collective bargaining with an employer?

A law designed to protect union members and their participation in union affairs is the ________.

The Landrum-Griffin Act includes which of the following provisions?

Right-to-work laws make it illegal to deny unions the right to organize.

The ability to get the other party to agree to the bargaining party's terms is:

Which term refers to a firm's overall plan for dealing with labor unions?

Prior to a certification election, it is illegal for managers to try to persuade employees that they would be better off without a union.

A proactive human resource management approach to labor relations is also known as:

Union substitution and union suppression are two types of ________ strategies.

A recent union election at Proactive, Inc. was run without any kind of federal government assistance. Which of the following is true of this action?

A union acceptance strategy is typically characterized by flexible contract negotiations and positive labor-management relationships.

French labor unions tend to be more politically than economically focused.

Before 1943, no laws protected labor unions and their members.

Management at Carson Enterprises decides employees are taking breaks that are too long and limits all employees to 10 minutes a day. Labor files a grievance over this decision. This is a(n)________ grievance.

Three key laws - the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act - govern labor-management practices in union settings. Describe the major points of each act.

Franklin Manufacturing is concerned that the UAW may try to organize its production workers. To eliminate this possibility, managers have offered the employees job security policies, profit sharing, and open-door policies. Franklin Manufacturing is most likely practicing:

All of the following were considered illegal under the Wagner Act EXCEPT:

Which of the following is specifically prohibited by the Taft-Hartley Act?

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Managing Workplace Safety and Health

International HRM Challenge

Filters