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50. Melissa called Genavive into her office to asked Genavive for an update on how the
union organizing activities were going. It appears that Melissa violated which of the
NLRB’s NO TIPS rules regarding what management cannot do during labor elections.
A. no threats
B. no interrogations
C. no promises
D. no spying
51. Aron is concerned about union organizing activities among his employees. He
knows that many of the employees like and respect Derrick. Aron thinks if he can get
Derrick to vote against the union, others will do so as well. Aron offers Derrick a 10%
raise if Derrick does not vote for the union. Aron knows this will be a lot of money, but
thinks he will save money in the long term by avoiding the union. It appears that Aron
violated which of the NLRB’s NO TIPS rules regarding what management cannot do
during labor elections.
A. no threats
B. no interrogations
C. no promises
D. no spying
52. Kannitha is concerned about union organizing activities among her employees. She
knows that one employee, Joao, is anti-union and not attending any of the organizing
meetings. Kannitha asks Joao to start attending and to report back to her on what is
happening so they can keep the union from forming. Joao does so and lets Lauren
know what is being said at the meetings. It appears Lauren violated which of the
NLRB’s NO TIPS rules regarding what management cannot do during labor elections.
A. no threats
B. no interrogations
C. no promises
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D. no spying
53. ______ are the interactions between management and unionized employees.
A. Labor relations
B. Grievance
C. Collective bargaining
D. Contracts
54. ______ is the negotiation process resulting in a contract between union employees
and management that covers employment conditions.
A. Labor relations
B. Grievance
C. Collective bargaining
D. Contracts
55. ______ is a formal complaint concerning pay, working conditions, or violation of
some other factor in a collective bargaining agreement.
A. Collective bargaining
B. Contracts
C. Labor relations
D. Grievance
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56. In his union position, Tom works with union members to deal with management and
handle problems with their current labor agreement. Tom is most likely a ______.
A. business agent
B. shop steward
C. vice president
D. senior union rep
57. Providing a ______ mechanism will generally encourage employees to raise
concerns about fairness, working conditions, or contract provisions directly with
management.
A. grievance
B. lockout
C. strike
D. arbitration
58. A ______ occurs when management stops all work and physically prevents workers
from entering the workplace.
A. grievance
B. lockout
C. economic strike
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D. blockage
59. A(n) ______ is a work stoppage over authorized collective bargaining issues such
as pay or working conditions.
A. economic strike
B. lockout
C. grievance
D. blockage
60. ______ exists whenever people are in disagreement and opposition.
A. Function
B. Collaborating
C. Conflict
D. Resolution
61. ______ conflict prevents the achievement of individual and organizational
objectives.
A. Dysfunctional
B. Functional
C. Forcing
D. Avoiding
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62. ______ conflict involves the conflict of ideas that generally leads to changes that
improve performance.
A. Forcing
B. Dysfunctional
C. Collaborating
D. Functional
63. ______ conflict is personal conflict that tends to hurt relationships and decrease
performance.
A. Functional
B. Forcing
C. Dysfunctional
D. Avoiding
64. The user of a(n) ______ conflict style attempts to passively ignore the conflict rather
than resolve it.
A. avoiding
B. accommodating
C. collaborative
D. forcing
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65. The user of a(n) ______ conflict style attempts to resolve conflict by passively giving
in to the opposing side.
A. negotiating
B. avoiding
C. forcing
D. accommodating
66. Users of a(n) ______ conflict style attempt to resolve conflict by using aggressive
behavior to get their own way.
A. accommodating
B. forcing
C. avoiding
D. collaborative
67. The user of the ______ conflict style, also called the compromising style, attempts
to resolve conflict through assertive give-and-take.
A. avoiding
B. accommodating
C. negotiating
D. forcing
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68. The user of a(n) ______ conflict style, also called the problem-solving style,
assertively attempts to resolve conflict by working together with the other person to find
an acceptable solution.
A. collaborative
B. avoiding
C. forcing
D. accommodating
69. In a meeting to decide the strategic direction of the organization, one side wanted to
expand the product line while another side wanted to focus on existing product lines.
When asked for her opinion, Michiko just shrugged and said either direction was okay
with her. It appears Michiko was using a(n) ______ conflict management style.
A. avoiding
B. accommodating
C. forcing
D. negotiating
70. In a meeting to decide which color to paint the new executive offices, Macy feels like
time is being wasted. All the colors are fine. She would prefer the beige, but she knows
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she will be fine with any of the choices. When the group decides to paint the offices
taupe, she agrees. It appears Macy is using a(n) ______ conflict management style.
A. avoiding
B. accommodating
C. collaborating
D. negotiating
71. Ryan feels strongly that an expansion into a new market would be a disaster for the
organization right now. While others are talking about the opportunities that are
available through an expansion, Ryan is using his authority as an expert on the product
line to shoot down everyone’s argument. It appears Ryan is using a(n) ______ conflict
management style.
A. collaborating
B. accommodating
C. forcing
D. negotiating
72. Kyle is working with Madisyn to create a new benefits package for employees. While
Kyle would like the package to include a large life insurance policy and a large disability
policy, Madisyn prefers moderate sized policies for both. Kyle eventually agrees to a
lesser life insurance policy when Madisyn agrees to include a large disability policy. It
appears Kyle is using a(n) ______ conflict management style.
A. collaborating
B. accommodating
C. forcing
D. negotiating
73. Malai and Jordyn’s organizations recently merged. While both Malai and Jordyn
have their own ideas about solving problems related to the merger, they agree that they
want the merger to be successful and are willing to work together to make it happen. It
appears Malai and Jordyn will be using a(n) ______ conflict management style.
A. avoiding
B. accommodating
C. forcing
D. collaborating
74. Negotiating is about building ______ so that everyone gets a good deal.
A. trust
B. standards
C. contracts
D. conflicts
75. ______ is a process in which two or more parties in conflict attempt to come to an
agreement.
A. Arbitrating
B. Coaching
C. Handling
D. Negotiating
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76. Negotiation is often a ______ game in which one party’s gain is the other party’s
loss.
A. win-win
B. zero-sum
C. lose-lose
D. fair
77. ______ negotiations are generally preferred because negotiators can see the other
person’s nonverbal behavior and better understand objections.
A. Written
B. Silent
C. Face-to-face
D. Arbitrated
78. ______ dispute resolution includes a series of tools, most commonly either
mediation or arbitration, that parties in conflict can use to resolve their disagreements
without going through the process of litigation.
A. Alternative
B. Standard
C. Unilateral
D. Bilateral
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79. ______ is a neutral third party who helps resolve a conflict but has no authority to
impose a solution to the conflict.
A. Collaborator
B. Mediator
C. Arbitrator
D. Handler
80. ______ is a neutral third party who resolves a conflict by making a binding decision.
A. Arbitrator
B. Mediator
C. Collaborator
D. Handler
True/False
1. Feedback is information provided by the receiver that verifies that a message was
transmitted successfully.
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2. Paraphrasing is the process of restating a message back to the original sender in the
receiver’s own words.
3. Job satisfaction questionnaires should always be anonymous to get employees to tell
the truth.
4. The National Labor Relations Act of 1935 (NLRA—Wagner Act) was passed to
significantly limit the potential for railroad strikes to affect interstate commerce; it was
later expanded to include airlines.
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5. The Labor Management Relations Act of 1947 (LMRA—Taft-Hartley Act) was passed
to offset some of the imbalance of power given to labor by previous laws and included a
list of unfair practices by unions.
6. An implied contract exists when parties form an agreement from their actions rather
than from a specific oral or written agreement.
7. Collective bargaining is the negotiation process resulting in a contract between union
employees and management that covers employment conditions.
8. A strike occurs when management stops all work and physically prevents workers
from entering the workplace.
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9. Functional conflict prevents the achievement of individual and organizational
objectives.
10. Alternative dispute resolution includes a series of tools, most commonly either
mediation or arbitration, which parties in conflict can use to resolve their disagreements
without going through the process of litigation.
Essay
1. Describe the value of trust and communication in organizations.
2. Describe how the message-sending and the message-receiving processes help
improve trust in organizations.
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3. Describe how job satisfaction can be measured and the difficulties associated with
measuring it.
4. Describe three major ways we can measure job satisfaction.
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5. Describe the main points of the Railway Labor Act of 1926, the National Labor
Relations Act of 1935, and the Labor Management Relations Act of 1947.
6. What does the Worker Adjustment and Retraining Notification Act of 1988 require of
organizations conducting layoffs?
7. Describe the union certification process and the NO TIPS rules for labor elections.
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8. Describe what management can do to limit union organizing efforts.
9. Describe the five conflict management styles—avoiding, accommodating, forcing,
negotiating, and collaborating—and discuss each in terms of win or lose scenarios.
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10. Describe the processes of mediation and arbitration and the major difference
between the two.