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Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
Chapter 14: Employee and Labor Relations
Test Bank
Multiple Choice
1. ______ relations refer to a broad category that encompasses the collective
relationships between different employees as well as between employees and
management in an organization.
A. Labor
B. Workforce
C. Employee
D. Staff
2. ______ relations refer to labor laws relating to unions and collective bargaining.
A. Labor
B. Workforce
C. Employee
D. Staff
3. ______ is defined as the shared assumptions that members have, which affect how
they act, think, and perceive their environment.
A. Employee relations
B. Labor relations
C. Workforce environment
D. Culture
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
4. Organizations looking to develop and maintain positive employee–employer relations
should keep fairness in mind when interacting with ______.
A. employers and applicants
B. employees and applicants
C. applicants and organizations
D. employers and employees
5. Stress due to shift work, overtime, or a lack of flexibility in how or when work gets
done is part of the ______ factor that might influence employee relations.
A. working conditions
B. fair treatment and voice
C. culture
D. employment laws and unions
6. The way different groups may have different perceptions or experiences that
influence their employee relations is part of the ______ factor might influence employee
relations.
A. working conditions
B. fair treatment and voice
C. culture
D. employment laws
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
7. SHRM’s Code of Ethics, which reads, “As human resource professionals, we are
ethically responsible for promoting and fostering fairness and justice for all employees
and their organizations” applies to all the factors that might influence employee
relations, but especially to the ______ factor.
A. working conditions
B. fair treatment and voice
C. culture
D. unions
8. When employees have more say into how organizations function due to programs
like profit sharing, worker ownership, or worker participation in decision-making,
productivity is increased. This could be because the ______ factor that might influence
employee relations is being applied.
A. working conditions
B. fair treatment and voice
C. culture
D. unions
9. Administering policies and procedures of an organization is often managed by the
______ department.
A. supply chain
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
B. human resource
C. union
D. operations
10. ______ is one way an organization can educate employees about rules,
expectations, and workplace rights.
A. Social media
B. A press release
C. An employee handbook
D. Labor relations
11. Wilhelmina was looking into which holidays her employer is closed. Where would
she find this information?
A. the organization’s code of conduct
B. the union’s grievance procedures
C. the state law
D. the employee handbook
12. Employees typically receive a copy of an employee handbook as part of ______.
A. onboarding
B. mandatory benefit application
C. the recruiting process
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. the interview process
13. Employees should read and understand the company handbook as it is the basis for
the ______.
A. employment relationship
B. tasks required in a job
C. skills required for a particular job
D. labor movement
14. An organization’s ______ might include information about expectations for
workplace behaviors such as respect, confidentiality, EEO compliance, and
unacceptable harassment behaviors.
A. right-to-work agreement
B. code of conduct
C. mission statement
D. vision statement
15. It is important that organizations communicate their expectations about what
constitutes a conflict of interest that might influence decisions. This is an example of
a(n) ______ issue.
A. compensation
B. job analysis
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. code of conduct
D. performance appraisal
16. Organizations with clear ______ policies regarding how employees should schedule
days off can avoid confusion and resentment.
A. leave
B. bargaining
C. appearance
D. code of conduct
17. Organizational guidelines on personal hygiene, facial hair, body art, and piercings
can likely be found in the ______.
A. right-to-work agreement
B. employee handbook
C. code of conduct
D. vision statement
18 In a survey of HR professionals, ______ felt that visible tattoos would negatively
impact an applicant’s chances of securing employment.
A. 25%
B. 40%
C. 60%
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. 85%
19. Theresa is a 2nd-grade teacher. She is represented under the National Education
Association. What type of union represents Theresa?
A. international
B. craft
C. industrial
D. occupational
20. The Order of Railway Conductors of America represents railroad workers. What
type of union is this?
A. international
B. craft
C. industrial
D. occupational
21. Shoemakers in Philadelphia, during the colonial times, started one of the first
______ unions within the United States.
A. international
B. industrial
C. craft
D. vocational
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
22. Plumbers, electricians, and ironworkers are all examples of what type of union?
A. house working
B. international
C. industrial
D. craft
23. ______ unions represent individuals with a specific trade across different employers
and locations.
A. Specialty
B. Industrial
C. Craft
D. Occupational
24. All-China Federation of Trade Unions is the largest ______ union.
A. vocational
B. international
C. craft
D. industrial
25. ______ include(s) employee benefits, pay, safety, job security, hours, and the work
environment.
A. Compensation
B. Working conditions
C. Code of conduct
D. Perquisites
26. Job dissatisfaction, work conditions, and employee disengagement are examples of
reasons why employees ______.
A. unionize
B. create a code of conduct
C. show increased autonomy
D. engage in citizenship behaviors
27. Employee lateness, absenteeism, and turnover are represented in the ______ of the
exit–voice–loyalty–neglect framework of employee behavioral reactions to job
dissatisfaction.
A. exit
B. voice
C. loyalty
D. neglect
28. Employees attempts to improve conditions through active and constructive
responses to dissatisfying working conditions are represented in the ______ of the exit–
voice–loyalty–neglect framework of employee behavioral reactions to job dissatisfaction.
A. exit
B. voice
C. loyalty
D. neglect
29. Employees behaviors that allow conditions to worsen are represented in the ______
of the exit–voice–loyalty–neglect framework of employee behavioral reactions to job
dissatisfaction.
A. exit
B. voice
C. loyalty
D. neglect
30. Research shows the worse market conditions are, the more likely executives of a
firm are to choose union ______ strategies.
A. bargaining
B. building
C. cooperation
D. avoidance
31. The ______ outlawed the ability of federal courts to stop union activities such as
pickets or strikes and outlawed agreements from employees to employers that they
would not form or join a union.
A. Labor Management Relations Act
B. Labor–Management Reporting and Disclosure Act
C. Norris-LaGuardia Act (1932)
D. National Labor Management and Relations Act
32. Which federal law provided a foundation for changing attitudes toward supporting
labor movements?
A. Norris-LaGuardia Act
B. National Labor Relations Act
C. Labor Management Relations Act
D. Labor–Management Reporting and Disclosure Act
33. Which federal law provided the right to collective bargaining and penalties for
companies that violated these rights?
A. Norris-LaGuardia Act
B. National Labor Relations Act
C. Labor Management Relations Act
D. Labor–Management Reporting and Disclosure Act
34. The ______ Board, as an independent U.S. governmental agency, is tasked with
supervising union elections and is empowered to investigate suspected unfair labor
practices.
A. Labor Management Relations
B. Labor–Management Reporting and Disclosure
C. National Labor Relations
D. National Labor Management and Relations
35. Designed to limit the power of unions and to limit the ability of labor to strike, the
______ amended and limited the National Labor Relations Act in key ways.
A. Labor Management Relations Act
B. Labor–Management Reporting and Disclosure Act
C. National Labor Revision Act
D. National Labor Management and Relations Act
36. Which federal law deals with the relationship between a union and its members by
prescribing how unions are internally regulated?
A. National Labor Relations Board
B. Labor Management Relations Act
C. Labor–Management Reporting and Disclosure Act
D. Norris-LaGuardia Act
37. The Labor–Management Reporting and Disclosure Act is administered by the
______.
A. National Labor Relations Board
B. Labor Management Relations Act
C. National Labor Relations Act
D. Office of Labor–Management Standards
38. Jose lives in Florida. There are laws in the state to protect him from being forced to
join a union in order to obtain or keep a job. What kind of laws are these?
A. labor-to-state laws
B. employer relations laws
C. employment at will laws
D. right-to-work laws
39. During the ______, although unemployment was at record high levels, union
membership grew by 300%.
A. Great Recession
B. Post–World War II era
C. Great Depression
D. First World War
40. Union membership in the United States has decreased by nearly half since the
1980s. Which of the following is a contributing reason?
A. employee disengagement
B. union busting by management
C. union elections being lost more often
D. changing nature of work
41. ______, mandated for organizations operating in EU countries if they are over
certain sizes, are comprised of elected employee representatives who work alongside
management to help make decisions regarding working conditions.
A. Condition coalitions
B. Works councils
C. Task forces on labor
D. Employment committees
42. Which of the following would be the earliest step in forming a union?
A. gather signatures from at least 30% of the employees in the bargaining unit
B. elect at least three union officers
C. receive employer approval to organize
D. hire a work council with at least two supervisors
43. The ______ laid out employees’ rights to elect union leaders of their own choosing
and in much the same way in which unions are formed, they can also be disbanded, or
decertified.
A. Labor Management Relations Act
B. Labor–Management Reporting and Disclosure Act
C. National Labor Revision Act
D. National Labor Management and Relations Act
44. The process of negotiating in good faith toward agreed terms on wages, hours, and
working conditions is called ______.
A. bargaining management
B. conflict management
C. collective management
D. collective bargaining
45. The give-and-take process between two or more parties, in this case union and
management, aimed toward reaching an agreement is called ______.
A. an investigation
B. a negotiation
C. an alternative dispute resolution
D. labor relations
46. Avoidance, accommodation, compromise, competition, and collaboration are
approaches for ______.
A. collective management
B. collective bargaining
C. conflict management
D. bargaining management
47. In conflict management, the ______ approach refers to low cooperation and
competitiveness.
A. avoidance
B. accommodation
C. compromise
D. competition
48. In conflict management, the ______ approach refers to an approach predominantly
in the middle range of cooperative and competitive approaches.
A. avoidance
B. accommodation
C. compromise
D. collaboration
49. In conflict management, the ______ approach refers to low competitiveness but
high levels of cooperation.
A. avoidance
B. accommodation
C. compromise
D. competition
50. In the ______ stage of the negotiation process, both sides identify the key goals that
the team wishes to accomplish.
A. investigation
B. BATNA determination
C. presentation
D. closure
51. Considering the modification of proposals to make them more attractive to both
sides if necessary is a best practice for the ______ stage in the negotiation process.
A. investigation
B. BATNA determination
C. presentation
D. closure
52. Going into the negotiation with backup alternatives in case what you have planned
to present does not work as well as you had planned is a best practice for the ______
stage in the negotiation process.
A. investigation
B. BATNA determination
C. presentation
D. closure
53. What does BATNA stand for?
A. best application to a negotiated agreement
B. best accommodations to negotiate agreeably
C. best alternative to a negotiated agreement
D. better alternatives to negotiation of availability
54. Wages, hours worked, and benefits are three types of mandatory bargaining items.
Which of the following established these mandatory bargaining items?
A. Labor–Management Reporting and Disclosure
B. Labor Management Relations Act
C. Office of Labor–Management Standards
D. National Labor Relations Act
55. In the ______ phase of the negotiation process, all the information is summarized
and each side provides their initial offers to one another.
A. investigation
B. BATNA determination
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. presentation
D. closure
56. In the ______ phase of the negotiation process, an agreement is reached and
signed by both parties.
A. investigation
B. BATNA determination
C. presentation
D. closure
57. ______ is the comprehensive term for methods of resolving disputes that do not
involve litigation.
A. Fact finding
B. Mediation
C. Alternative dispute resolution
D. Arbitration
58. What are the three types of alternative dispute resolutions?
A. mediation, fact finders, and arbitration
B. mediation, presentation, and fact finders
C. investigation, arbitration, and mediation
D. fact finders, bargaining, and arbitration
59. A(n) ______ is an impartial, third party who hears the facts of the case and then
decides the outcome of the disputed contract terms.
A. arbitrator
B. mediator
C. fact finder
D. bargainer
60. A(n) ______ is an impartial, third-party individual who helps the negotiating parties
to communicate more effectively but does not assign a binding outcome.
A. arbitrator
B. mediator
C. fact finder
D. bargainer
61. How is mediation related to arbitration?
A. both are negotiation phases
B. both are alternative dispute resolutions
C. both are conflict management approaches
D. both are collective bargaining content
62. A(n) ______ is an impartial, third party who gathers and assesses the information
presented to them and also gathers new information to make specific nonbinding
recommendations to both parties in a negotiation.
A. arbitrator
B. mediator
C. fact finder
D. bargainer
63. A type of work stoppage as the result of a concerted refusal of employees to work is
called a(n) ______.
A. mediation
B. arbitration
C. investigation
D. strike
64. In the ______ step of a grievance procedure, the supervisor is informed of the
grievance, sometimes through a grievance form.
A. inform
B. evaluate
C. external resolution
D. escalation
65. In the ______ step of a grievance procedure, the grievance may either be deemed
invalid, resolved, or moved to the next step.
A. inform
B. evaluate
C. external resolution
D. escalation
66. In the ______ step of a grievance procedure, an outside arbitrator is often needed to
help reach a resolution.
A. inform
B. evaluate
C. external resolution
D. escalation
67. What is it called when an employer withholds employment during a labor dispute in
order to enforce the terms of employment?
A. dismissal
B. lockout
C. strike
D. litigation
68. Who initiates a lockout?
A. management
B. employees
C. unions
D. arbitrators
69. During which step of a grievance procedure is a third party, an outside arbitrator,
called in to help reach a resolution?
A. inform
B. evaluate
C. external resolution
D. escalation
70. In a grievance procedure, what happens if a supervisor and union representative
determine a complaint is not valid?
A. proceed to the inform step
B. the process ends
C. the employee is dismissed
D. the complaint is escalated
71. If a supervisor and a union representative cannot resolve a grievance to the
employee’s satisfaction what happens?
A. the union is disbanded
B. the employee can hire a lawyer
C. an arbitrator is called as a third party for resolution
D. the grievance is escalated to the next internal level
True/False
1. Employee relations are relationships between employees and management in
business.
2. Culture is defined by the textbook as shared assumptions that can affect members on
how they think, act, and understand their environment.
3. Organizations are required to provide employee handbooks as a guide to the
workplace.
4. A code of conduct is a way an organization communicates their expectations of
employee behavior.
5. When developing guidelines about dress code, employers should keep in mind that
the policies they enact are likely to influence employee relations.
6. Organizations should delineate their policies regarding social media during work
hours but should not be concerned about what employees do after hours.
7. There is one union that represents all trades.
8. Employee surveys provide feedback to organizations for ways to improve and
information about employee satisfaction.
9. Norris-LaGuardia Act gives employees the right to picket, strike, and form unions
without interruption from federal law.
10. Union membership has steadily increased since 1983.
11. Collective bargaining is negotiations between the union and employers on behalf of
the employee.
12. In states without right-to-work laws, employees who benefit from union activities
such as collective bargaining, even if they choose not to join it, may be compelled to
pay union dues.
13. There are four phases of negotiations: investigation, presentation, bargaining, and
closure.
14. Mediation is an alternative dispute resolution when two parties are unable to meet
an agreement.
15. A grievance may be filed against an organization if a union employee feels they
have been required to perform practices that are unsafe or not in their job description.
Essay
1. Examine influencing factors on employee relations?
2. Examine the different types of organizational policies and procedures.
3. Examine the different reasons why employees unionize and why some organizations
resist it.
4. Analyze the various approaches to conflict management.
5. Examine the possible courses of action referred to as alternative dispute resolution
when negotiating parties fail to reach an agreement.
