Question 1

Identify several laws that significantly influenced labor-management relations.Discuss the major provisions of each law.

Accepted Answer

The text lists five acts that have had a major impact on labor-management relations.Much of the information about the major provisions of each law is provided in Figure 12.1.
The Norris-LaGuardia Act of 1932 prohibited courts from issuing injunctions against nonviolent union activities,outlawed contracts forbidding union activities,and outlawed yellow-dog contracts that required workers to agree not to join a union as a condition of employment.
The National Labor Relations Act of 1935 (popularly known as the Wagner Act)gave employees the right to form and join labor unions,the right to engage in collective bargaining with employers,and the right to engage in strikes,picketing,and boycotts.This act also established the National Labor Relations Board to oversee labor-management relations and to oversee the union certification process.Under the certification process,if a union receives more than half the votes cast in a secret ballot election,the NLRB recognizes the union as the exclusive bargaining agent for the workers.Once a union is certified,the employer is required to bargain in good faith on wages,working conditions,and other terms of employment.This act gave a significant boost to the union movement.
The Fair Labor Standards Act of 1938 established the first minimum wage (25 cents an hour)and established the maximum basic hours for workers engaged in interstate commerce.
The Labor-Management Relations Act of 1947 (popularly known as the Taft-Hartley Act)prohibited closed shop arrangements (where employees had to belong to the union before they could be hired).It also allowed states to pass right-to-work laws banning the union shop (in which employees were required to join the union after they were hired in order to keep their jobs).Taft-Hartley also included provisions for handling strikes that threatened the nation's health and safety,and made featherbedding and secondary boycotts illegal.This act gave more power to management.
The Labor-Management Reporting and Disclosure Act of 1959 (also known as the Landrum-Griffin Act)guaranteed the rights of individual union members to participate in union meetings,nominate candidates for union office,and vote in union elections.This law also gave union members the right to examine union records and accounts and required unions to make annual financial reports to the U.S.Department of Labor.The major goals of this act were to clean up union corruption and make unions more responsive to their members.

Question 2

In the next few years,unions are likely to find that they must adopt a tough,confrontational approach in order to get what they want from management.

Accepted Answer

A) True 
 B)False  False

Question 3

The Taft-Hartley Act gives the president the power to require striking workers in any industry to return to their jobs for a cooling-off period while representatives of management and the union continue to negotiate.

Accepted Answer

A) True 
 B)False  False

Question 4

The __________ is a tactic police,firefighters,and other workers who are not legally allowed to strike sometimes use to express their frustration and displeasure with working conditions or pay.

Accepted Answer

A)  gold cold 
B)  steel deal 
C)  slow-mo 
D)  blue flu 
A)  gold cold 
B)  steel deal 
C)  slow-mo 
D)  blue flu

Question 5

Today,more than 55 national and international labor unions are affiliated with the AFL-CIO.

Accepted Answer

A) True 
 B)False

Question 6

Historically,the most potent union tactic when collective bargaining efforts break down has been the:

Accepted Answer

A)  strike. 
B)  lockout. 
C)  court injunction. 
D)  primary boycott. 
A)  strike. 
B)  lockout. 
C)  court injunction. 
D)  primary boycott.

Question 7

According to business observers,which of the following is a reason for labor's decline?

Accepted Answer

A)  Shifts from service to manufacturing industries 
B)  Decline in part-time work 
C)  Labor's success in seeing issues it championed become law 
D)  Increased local competition 
A)  Shifts from service to manufacturing industries 
B)  Decline in part-time work 
C)  Labor's success in seeing issues it championed become law 
D)  Increased local competition

Question 8

The lockout is the most common tactic used by management today to deal with labor management disputes.

Accepted Answer

A) True 
 B)False

Question 9

The Norris-LaGuardia Act prohibited courts from issuing injunctions against nonviolent union activities.

Accepted Answer

A) True 
 B)False

Question 10

In recent years,many unions have begun to:

Accepted Answer

A)  focus primarily on the issue of equitable pay. 
B)  assist management in redesigning work and recruiting and training workers from diverse backgrounds. 
C)  take a more confrontational approach when attempting to achieve important goals. 
D)  experience rapid but uneasy growth as more foreign-owned firms enter the U.S.economy,creating cultural problems for American workers. 
A)  focus primarily on the issue of equitable pay. 
B)  assist management in redesigning work and recruiting and training workers from diverse backgrounds. 
C)  take a more confrontational approach when attempting to achieve important goals. 
D)  experience rapid but uneasy growth as more foreign-owned firms enter the U.S.economy,creating cultural problems for American workers.

Question 11

Under the provisions of the Taft-Hartley Act,the president can ask for a(n)___________ to prevent a strike in a critical industry.

Accepted Answer

A)  arbitrator 
B)  cooling-off period 
C)  open shop agreement 
D)  temporary take over by the federal government 
A)  arbitrator 
B)  cooling-off period 
C)  open shop agreement 
D)  temporary take over by the federal government

Question 12

Collective bargaining is the process whereby union and management representatives negotiate a labor-management agreement,or contract,for workers.

Accepted Answer

A) True 
 B)False

Question 13

Wage rates,hours of work,employee benefits,and job rights and seniority are issues covered in a typical negotiated labor-management agreement.

Accepted Answer

A) True 
 B)False

Question 14

A(n)________ boycott is an illegal attempt by labor to convince others to stop doing business with a firm that does business with a company that is the subject of a primary boycott.

Accepted Answer

A)  extended 
B)  secondary 
C)  tactical 
D)  strategic 
A)  extended 
B)  secondary 
C)  tactical 
D)  strategic

Question 15

A union is an employee organization that has the main goal of representing its members in employee-management negotiation concerning job-related issues.

Accepted Answer

A) True 
 B)False

Question 16

If a union is present in a firm that has a(n)_________ shop arrangement,workers may join the union if they wish,but they are not required to join or pay a union fee in order to keep their jobs.

Accepted Answer

A)  open 
B)  unrestricted 
C)  freedom of choice 
D)  agency 
A)  open 
B)  unrestricted 
C)  freedom of choice 
D)  agency

Question 17

During the 1980s unions became increasingly concerned with the issues of job security and union recognition.

Accepted Answer

A) True 
 B)False

Question 18

The Labor-Management Relations Act (or Taft-Hartley Act)can be best described as a law which:

Accepted Answer

A)  gave unions much more power and led to a rapid rise in union membership. 
B)  gave employees the right to serve on the board of directors of their company,thus encouraging a more equitable treatment of workers. 
C)  eliminated the need for unions in many industries by providing workers with widespread rights and protection against unfair labor practices by employers. 
D)  placed limitations on union activities and gave more power to management in dealing with unions. 
A)  gave unions much more power and led to a rapid rise in union membership. 
B)  gave employees the right to serve on the board of directors of their company,thus encouraging a more equitable treatment of workers. 
C)  eliminated the need for unions in many industries by providing workers with widespread rights and protection against unfair labor practices by employers. 
D)  placed limitations on union activities and gave more power to management in dealing with unions.

Question 19

The Zendor Corporation operates a manufacturing plant in Bellridge.The work is arranged in an assembly line and is performed by semiskilled and unskilled workers.These workers are looking into obtaining union representation.The type of union they would belong to would be classified as an industrial union.

Accepted Answer

A) True 
 B)False

Question 20

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:

Accepted Answer

A)  workers must join the union within a stipulated time period (usually 30,60,or 90 days)in order to keep their jobs,but in an open shop the workers are not required to join the union. 
B)  the union is restricted to a limited number of employees who perform specific types of jobs,but in an open shop membership in the union is available to all workers. 
C)  workers who do not join the union must pay a fee or regular dues,while in an open shop workers who choose not to join the union do not have to pay any union fees or dues. 
D)  workers must agree not to join a union in order to keep their jobs while in an open shop workers are free to join a union if they wish,but they are not required to do so. 
A)  workers must join the union within a stipulated time period (usually 30,60,or 90 days)in order to keep their jobs,but in an open shop the workers are not required to join the union. 
B)  the union is restricted to a limited number of employees who perform specific types of jobs,but in an open shop membership in the union is available to all workers. 
C)  workers who do not join the union must pay a fee or regular dues,while in an open shop workers who choose not to join the union do not have to pay any union fees or dues. 
D)  workers must agree not to join a union in order to keep their jobs while in an open shop workers are free to join a union if they wish,but they are not required to do so.

Exam 12: Dealing With Employee-Management Issues and Relationships

Identify several laws that significantly influenced labor-management relations.Discuss the major provisions of each law.

In the next few years,unions are likely to find that they must adopt a tough,confrontational approach in order to get what they want from management.

The Taft-Hartley Act gives the president the power to require striking workers in any industry to return to their jobs for a cooling-off period while representatives of management and the union continue to negotiate.

The __________ is a tactic police,firefighters,and other workers who are not legally allowed to strike sometimes use to express their frustration and displeasure with working conditions or pay.

Today,more than 55 national and international labor unions are affiliated with the AFL-CIO.

Historically,the most potent union tactic when collective bargaining efforts break down has been the:

According to business observers,which of the following is a reason for labor's decline?

The lockout is the most common tactic used by management today to deal with labor management disputes.

The Norris-LaGuardia Act prohibited courts from issuing injunctions against nonviolent union activities.

In recent years,many unions have begun to:

Under the provisions of the Taft-Hartley Act,the president can ask for a(n)___________ to prevent a strike in a critical industry.

Collective bargaining is the process whereby union and management representatives negotiate a labor-management agreement,or contract,for workers.

Wage rates,hours of work,employee benefits,and job rights and seniority are issues covered in a typical negotiated labor-management agreement.

A(n)________ boycott is an illegal attempt by labor to convince others to stop doing business with a firm that does business with a company that is the subject of a primary boycott.

A union is an employee organization that has the main goal of representing its members in employee-management negotiation concerning job-related issues.

If a union is present in a firm that has a(n)_________ shop arrangement,workers may join the union if they wish,but they are not required to join or pay a union fee in order to keep their jobs.

During the 1980s unions became increasingly concerned with the issues of job security and union recognition.

The Labor-Management Relations Act (or Taft-Hartley Act)can be best described as a law which:

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:

Taking Risks and Making Profits Within the Dynamic Business Environment

Understanding How Economics Affects Business

Doing Business in Global Markets

Demanding Ethical and Socially Responsible Behavior

How to Form a Business

Entrepreneurship and Starting a Small Business

Management and Leadership

Adapting Organizations to Todays Markets

Production and Operations Management

Motivating Employees

Human Resource Management: Finding and Keeping the Best Employees

Marketing: Helping Buyers Buy

Developing and Pricing Goods and Services

Distributing Products

Using Effective Promotions

Understanding Accounting and Financial Information

Financial Management

Using Securities Markets for Financing and Investing Opportunities

Money, Financial Institutions, and the Federal Reserve

Appendix A: Using Technology to Manage Information

Appendix B: Managing Risk

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