a.
coordinated
b.
distributive
c.
collective
d.
multiemployer
e.
collaborative
49. When several unions bargain with a single employer, it is called:
a.
inclusive
b.
coordinated
c.
collaborative
d.
multiemployee
e.
distributive
50. In which of the following industries are you most likely to find wide-area and multicraft bargaining?
a.
telecommunications
b.
aviation
c.
contract construction
d.
medical
e.
railroad
51. Before negotiations with the union, management needs to:
a.
survey employees to find out what union demands are before they are put on the table
b.
prepare statistical displays and supportive data that the company will need during
negotiations
c.
hire a labor relations expert to make sure nothing illegal is agreed to
d.
announce across-the-board pay increases
e.
confirm its bargaining position with the National Labor Relations Board
52. Before negotiations begin with management, the union should:
a.
collect information on the financial situation of the company
b.
examine negotiation results at similar companies
c.
determine the attitude of management toward various issues as reflected in past
negotiations
d.
gather information on the attitudes and desires of employees
e.
do all of the above
53. Which of the following is an example of a mandatory issue to be discussed during a collective
bargaining session?
a.
number of new hires
b.
pricing strategy for new products
c.
wage rates
d.
product design
e.
new product development process
54. Which of the following is an example of a permissive issue to be discussed during a collective
bargaining session?
a.
benefit package
b.
number of new hires
c.
wage rates
d.
overtime pay
e.
indirect compensation
55. If, while engaged in a contract negotiation, a union representative were to ask management to use only
union-made component parts and materials, it would be an example of a(n) _____ issue.
a.
lose-lose
b.
zero-sum
c.
prohibited
d.
make-or-break
e.
win-lose
56. The most direct and dramatic response to a union-management negotiation deadlock that the union can
make is a:
a.
primary boycott
b.
work slowdown
c.
lockout
d.
strike
e.
secondary boycott
57. MegaChemicals, Inc., has reached a bargaining impasse with its chemical workers union. Because of a
serious fear of sabotage, the management of MegaChemicals has decided to close down operations
until the bargaining impasse is settled. This action is called a(n) _____.
a.
unfair labor practice
b.
work slowdown
c.
management boycott
d.
lockout
e.
reverse strike
58. The flight attendants at Interstate Airlines are very unhappy with the scheduling practices, but
Interstate Airlines’ management is not being cooperative on this issue during contract negotiations.
Consequently, the flight attendants are continuing to serve drinks to passengers, but they bring the
drinks out from the kitchen one cup at a time instead of using the beverage cart. The flight attendants
are using the strategy of a(n) _____.
a.
passive-aggressive strike
b.
work slowdown
c.
on-the-job strike
d.
boycott
e.
customer campaign
59. When the butchers at Acme Meat Processing Company went on strike, its members formed picket
lines at grocery stores that carried Acme products. The union members in the picket lines asked
shoppers to not buy meat processed by Acme. Their slogan was, “No Acme Baloney!” This union
action is called a(n):
a.
secondary boycott
b.
union support technique
c.
primary boycott
d.
employee vendetta
e.
intermediary involvement device
60. When the butchers at Acme Meat Processing Company went on strike, its members formed picket
lines at grocery stores that carried Acme products. The union members in the picket lines asked
shoppers not to shop at these stores until they stopped carrying Acme products. This union action is
called a(n) _____ and is _____.
a.
secondary boycott, illegal
b.
union support technique, legal
c.
primary boycott, legal
d.
employee vendetta, illegal
e.
corporate campaign, legal
61. A mediator:
a.
is a neutral third party that helps the union and management negotiators reach a voluntary
agreement
b.
must have the trust and respect of both parties if he or she is to have any success
c.
must have sufficient expertise to convince the union and employer he or she will be fair
and equitable
d.
has no power to impose a solution, he or she can only facilitate
e.
is accurately described by all of the above
62. An arbitrator:
a.
is a neutral third party that helps the union and management negotiators reach a voluntary
agreement
b.
determines the conditions of the agreement that ends the negotiation deadlock
c.
may make suggestions and recommendations based on his or her expertise
d.
must have the trust and respect of both parties if he or she is to have any success at ending
the deadlock
e.
has no power to impose a solution
63. Which of the following statements about grievance procedures is true?
a.
The cost of arbitration is always borne by management.
b.
Management is typically the party that files the grievance.
c.
HR professionals are involved in the grievance procedures at the very first step
d.
The first stage in the grievance procedure involves the aggrieved party contacting the
union steward.
e.
About 50 percent of contracts provide for a grievance procedure
64. From management’s point of view, both cost considerations and smooth daily operations indicate that
an effective grievance procedure is one that settles grievances at the _____ stage.
a.
first
b.
second
c.
third
d.
fourth (arbitration stage)
e.
none of the above stages is preferable to another
65. Which of the following issues would most likely cause management to lodge a grievance?
a.
wage and work schedules
b.
absenteeism and discharge
c.
discipline over employee substance abuse
d.
wildcat strikes
e.
outsourcing and part-time workers
66. The most common type of union grievance reaching arbitration involves ____________.
a.
discipline and discharge
b.
allocation of overtime
c.
allocation of shift work
d.
safety and health
e.
improper promotions
67. Unions should have a grievance-handling procedure that aids in effectively processing grievances
without being guilty of unfair representation. Unfair representation occurs when the union:
a.
dismisses a grievance without investigating its merits
b.
directly disregards the employee’s interests
c.
refuses to investigate a grievance because of the employee’s race
d.
fails to process the grievance to a reasonable conclusion
e.
does any or all of the above
68. Which of the following is a good measure of how well the union-management negotiation process
works?
a.
the need for government intervention
b.
the duration of contract negotiations
c.
the use of mediation and arbitration
d.
the outcome of member ratification votes
e.
all of the above
69. Collective bargaining is a complex process in which union members and management negotiators
maneuver to win the most advantageous contract. How difficult the issues are to be settled depends on:
a.
the quality of the union-management relationship
b.
whether the organization is centralized
c.
the degree of formalization within the organization
d.
the organizational mission
e.
all of the above
1. Unionization is the effort by employees and outside agencies to act as a single unit when dealing with
management over issues relating to their work.
2. Disciplinary clauses in collective bargaining agreements detail the specific grounds for discipline or
provide a general statement that discipline can only occur for proper and just reasons.
3. Early unions were concerned about union shops and the regulation of apprenticeships to prevent the
replacement of journeymen employees.
4. Four important influences on an employee’s decision to join a union are dissatisfaction at work, lack of
power, management efforts, and union instrumentality.
5. Unionization is typically the first recourse of employees who are dissatisfied with some aspect of their
jobs.
6. By law, only current employees can initially contact union organizers. The union cannot legally
contact company employees.
7. Employees have the right to solicit for unions on company property during their personal working
hours.
8. Employers usually support the union’s authorization card signing campaign to minimize workplace
disruption.
9. A certification election determines if the majority of employees want a union.
10. The traditional relationship between union and management today is adversarial.
SHORT ANSWER
1. What is the core of union-management relations?
2. What was a negative characteristic of early unions?
3. What external environmental condition did employers use to their advantage to combat early unions?
4. Name two positive results of recent union mergers.
5. What is the largest umbrella organization for national unions in the United States?
6. What is the first step in the union organization campaign?
7. From the union’s perspective, what is the most desirable bargaining unit?
8. What are the four major approaches to collective bargaining between unions and management?
9. The Labor-Management Relations Act has established three categories of issues for negotiation. List
them.
10. What determines the level of success of a strike?
ESSAY
1. In the chapter opening vignette “Managing Human Resources at United Parcel Service,” how does the
current union-relationship reflect the International Brotherhood of Teamsters’ influence on important
areas related to UPS’s flexibility, costs, and profitability?
2. List and briefly define the five types of bargaining used in contract negotiation.
3. The employees at Mida Industries, a restaurant equipment manufacturer, went on strike about eight
months ago. Mida hired Bertie, an acquaintance of yours, about four months ago. This was his first
job, and Bertie knows nothing about unions. He has heard through the grapevine that the strike will
end soon. Since he knows you have taken an HR class, Bertie has asked you what will happen to his
job when the striking workers return. What do you tell him?
4. Discuss the role of the union steward in the grievance procedure.
5. How do you judge if the arbitration of a union-management dispute is successful?