Exam 15: Working With Organized Labor

The ________ gave employees the right to organize and created the National Labor Relations Board.

U.N.Manufacturers was recently unionized.Now,the union refuses to bargain in good faith with U.N.This is considered an unfair union practice by the:

Distributive bargaining and integrative bargaining are tactics used to increase bargaining power.

Additional Case 15.4 Demetry is the president of a candle manufacturing company. He has heard that employees are considering trying to unionize. He is concerned about this and calls a meeting of upper-level managers and the HR department. Demetry wants to know what can be done in order to discourage a union. He is also concerned about the steps employees will take in unionizing. Demetry knows relatively little about unions. He started the company in his workshop for fun, and it grew into a business that he feels he can no longer control. Kaia, a production manager, strongly believes that the employees will manage to unionize and wants to identify areas where the company would be able to give-and-take during the bargaining. She suggests that the company discuss benefits for retired union workers. Karsten, an HR employee, also believes that the union will take hold. He suggests that Demetry not fight unionization and not coerce employees out of their support for the union. Karsten claims that showing such restraint may lead to a more harmonious and cooperative relationship between management and the union. -Refer to Additional Case 15.4.Karsten would most likely explain to Demetry that at least ________ of the employees must sign an authorization card before a union certification election can occur.

The National Labor Relations Board is an independent federal agency created by the Taft-Hartley Act.

At its peak in 1945,nearly ________ of the U.S.workforce was unionized.

A(n)________ is a third party who may help unions and management settle grievances.

Which of the following is NOT a mandatory bargaining topic?

Which of the following is the best comparison of the Japanese and U.S.labor relations systems?

________ is a union avoidance strategy in which management becomes so responsive to employees' needs that it removes the incentives for unionization.

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

Why do companies typically prefer a nonunion workforce? How does a unionized workforce affect HRM and its policies?

What is the riskiest labor relations strategy?

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?

The right to strike is unlimited in public sector unions.

Managers are permitted by law to show movies and distribute anti-union messages prior to a union certification election.

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

In a unionized company,managers would most likely need to:

A company's overall plan for dealing with labor relations is its ________.

Additional Case 15.1 Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant. Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions-a project she's worked on for the last six months. Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days." -Refer to Additional Case 15.1.Ramonia's idea is most likely a(n)________ strategy.