Question 1

Codetermination is best defined as:

Accepted Answer

A)  union-government cooperation to set national wages. 
B)  the political involvement of unions in Great Britain. 
C)  another term for enterprise unions in Japan. 
D)  worker representation on a corporation's board. 
A)  union-government cooperation to set national wages. 
B)  the political involvement of unions in Great Britain. 
C)  another term for enterprise unions in Japan. 
D)  worker representation on a corporation's board.

Question 2

Unionized companies face a competitive disadvantage against nonunionized rivals because of wage constraints.

Accepted Answer

A) True 
 B)False

Question 3

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.Based on TimeTable's opinion of the Wagner Act,which country would be most appropriate?

Accepted Answer

A)  Sweden 
B)  Germany 
C)  France 
D)  Great Britain 
A)  Sweden 
B)  Germany 
C)  France 
D)  Great Britain

Question 4

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.Which of the following is a true assessment of Kaia's benefits proposal?

Accepted Answer

A)  The bargaining topic is mandatory and will be discussed in bargaining. 
B)  The bargaining topic is illegal and cannot be discussed during bargaining. 
C)  The bargaining topic is permissive and can be discussed if both sides agree. 
D)  Bargaining topics should be focused on company politics rather than economic issues. 
A)  The bargaining topic is mandatory and will be discussed in bargaining. 
B)  The bargaining topic is illegal and cannot be discussed during bargaining. 
C)  The bargaining topic is permissive and can be discussed if both sides agree. 
D)  Bargaining topics should be focused on company politics rather than economic issues.

Question 5

Pay,work breaks,vacations,and work assignments are elements of work rules in the collective bargaining system.

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

Landrum-Gr

Question 7

The Taft-Hartley Act was created to:

Accepted Answer

A)  prohibit federal involvement in employer/employee rights. 
B)  strengthen union rights above both employer and individual employee rights. 
C)  give employers greater advantages over employees. 
D)  ensure a level playing field for labor unions and management. 
A)  prohibit federal involvement in employer/employee rights. 
B)  strengthen union rights above both employer and individual employee rights. 
C)  give employers greater advantages over employees. 
D)  ensure a level playing field for labor unions and management.

Question 8

How are employee disputes with management handled in both unionized and nonunionized firms? Discuss grievance procedures and open-door policies in your response.

Accepted Answer

The grievance procedure is a systematic

Question 9

The lifelong employment policy in Japan has:

Accepted Answer

A)  encouraged cooperation between unions and management. 
B)  significantly decreased employees' desire to unionize. 
C)  created hostility between unions and management. 
D)  reduced union influence and bargaining strength. 
A)  encouraged cooperation between unions and management. 
B)  significantly decreased employees' desire to unionize. 
C)  created hostility between unions and management. 
D)  reduced union influence and bargaining strength.

Question 10

In nonunionized firms:

Accepted Answer

A)  employees are required to open health savings accounts. 
B)  employees pay for their benefits strictly out-of-pocket. 
C)  employers and employees share most benefits costs. 
D)  employers pay for all health benefits. 
A)  employees are required to open health savings accounts. 
B)  employees pay for their benefits strictly out-of-pocket. 
C)  employers and employees share most benefits costs. 
D)  employers pay for all health benefits.

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

Union growth in small U.S.businesses has been rapid,as smaller businesses have quickly moved from adversarial to cooperative attitudes.

Accepted Answer

A) True 
 B)False

Question 13

In Germany,labor unions:

Accepted Answer

A)  have union representatives on the boards of businesses. 
B)  are involved in national wage setting. 
C)  are affiliated with the Labor party. 
D)  are enterprise unions. 
A)  have union representatives on the boards of businesses. 
B)  are involved in national wage setting. 
C)  are affiliated with the Labor party. 
D)  are enterprise unions.

Question 14

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 15

Currently,the influence of unions in the United States is:

Accepted Answer

A)  decreasing in the public and private sectors. 
B)  decreasing among government workers. 
C)  increasing in the private sector. 
D)  increasing in the public sector. 
A)  decreasing in the public and private sectors. 
B)  decreasing among government workers. 
C)  increasing in the private sector. 
D)  increasing in the public sector.

Codetermination is best defined as:

Unionized companies face a competitive disadvantage against nonunionized rivals because of wage constraints.

Pay,work breaks,vacations,and work assignments are elements of work rules in the collective bargaining system.

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

The Taft-Hartley Act was created to:

How are employee disputes with management handled in both unionized and nonunionized firms? Discuss grievance procedures and open-door policies in your response.

The lifelong employment policy in Japan has:

In nonunionized firms:

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

Union growth in small U.S.businesses has been rapid,as smaller businesses have quickly moved from adversarial to cooperative attitudes.

In Germany,labor unions:

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

Currently,the influence of unions in the United States is:

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

Codetermination is best defined as:

Unionized companies face a competitive disadvantage against nonunionized rivals because of wage constraints.

Pay,work breaks,vacations,and work assignments are elements of work rules in the collective bargaining system.

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

The Taft-Hartley Act was created to:

How are employee disputes with management handled in both unionized and nonunionized firms? Discuss grievance procedures and open-door policies in your response.

The lifelong employment policy in Japan has:

In nonunionized firms:

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

Union growth in small U.S.businesses has been rapid,as smaller businesses have quickly moved from adversarial to cooperative attitudes.

In Germany,labor unions:

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

Currently,the influence of unions in the United States is:

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