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1. A(n) _____ is defined as a formal association of workers that promotes the interests of its members through collective
action.
a.
closed shop
b.
union
c.
open shop
d.
cartel
ANSWER:
b
2. Which of the following is typically true of unions in the United States?
a.
They try to improve working conditions.
b.
They avoid interfering with workplace rules.
c.
They focus exclusively on activism.
d.
They avoid taking decisions through collective action.
ANSWER:
a
3. One of the primary reasons for the unionization of employees in the United States is _____.
a.
that employees are dissatisfied with how they are treated by their employers
b.
that employees are concerned about the increased reshoring of manufacturing jobs
c.
the democratic leadership style used by the management of most companies
d.
the absence of ethnocentric work practices
ANSWER:
a
4. Which of the following is an advantage of union representation in organizations?
a.
The unchallenged decision-making power of the management of organizations
b.
The consistent increase in the profitability of organizations
c.
The efficient allocation of organizational resources
d.
The opportunity for employees to provide feedback to employers
ANSWER:
d
5. Identify a true statement regarding unions in the United States.
a.
Much of the decline of U.S. union membership can be attributed to the shift in U.S. jobs from service
industries to manufacturing industries.
b.
Private-sector employees are more likely to belong to labor unions than public-sector employees.
c.
Unions have reduced efforts to organize white-collar workers because advances in technology have decreased
their numbers in the workforce.
d.
Union workers frequently receive higher compensation than do nonunion workers.
ANSWER:
d
6. Which of the following is a legal strategy that an organization can use to prevent unionization?
a.
Warning those employees who talk to union officials
b.
Providing incentives to dissuade employees from forming unions
c.
Encouraging employee feedback and offering fair compensation
d.
Monitoring the interactions of employees with union representatives
ANSWER:
c
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7. Which of the following statements is true of collective bargaining issues?
a.
Virtually all labor contracts include management rights that give the management of an organization the
unilateral right to make changes in areas not identified in a labor contract.
b.
The agency shop organizational arrangement is illegal except in limited situations within the construction
industry.
c.
The management of an organization is often open to labor-friendly union security clauses such as the no-layoff
policy or job security guarantee.
d.
Labor unions usually avoid the union security provision of the dues checkoff authorization or dues checkoff
clause.
ANSWER:
a
8. Union membership of employed individuals in the United States _____.
a.
has remained constant over the years
b.
has decreased over the years
c.
has mostly remained steady with slight increases during certain time periods
d.
steadily declined till the mid-1990s and then increased considerably
ANSWER:
b
9. The long-term decline in union membership in the United States has been attributed to the _____.
a.
shift in U.S. jobs from service industries to manufacturing industries
b.
passage of laws that protect workers
c.
increase in the number of blue-collar jobs in heavy industry
d.
reshoring of many low-skill jobs from developing countries to the United States
ANSWER:
b
10. To some extent, unions may be considered victims of their own success because:
a.
managers in many companies have become more proactive and successfully respond to union arguments
through improved workplace practices.
b.
workers are strongly intimidated by union activities despite the efforts unions have put in for the benefit of
workers.
c.
unions spend money to facilitate certain political activities and positions, which is a concern for individuals
who have opposing viewpoints.
d.
they have successfully passed most of the important issues that affect workers into law and may no longer be
considered necessary.
ANSWER:
d
11. Which of the following is a reason for the decline in U.S. union membership?
a.
The decline in many white-collar jobs in heavy industry
b.
The decreased use of temporary or contingent workers
c.
The movement of low-skill jobs in U.S. manufacturing companies with unionized workforces to Mexico
d.
The shift in U.S. jobs from service industries to industries such as manufacturing, construction, and mining
ANSWER:
c
12. The most highly unionized part of the workforce in the United States is the _____.
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a.
agricultural sector
b.
manufacturing sector
c.
government sector
d.
mining sector
ANSWER:
c
13. In the United States, which of the following is most likely a reason why laws prohibit police officers and firefighters
from conducting strikes?
a.
Police officers on strike tend to adopt xenocentric practices.
b.
Strikes by police officers and firefighters may endanger public health and safety.
c.
Firefighters on strike tend to have unrealistic demands regarding the union authorization process.
d.
Strikes are contradictory to the governing philosophies of public-sector employment.
ANSWER:
b
14. In the context of unions, which of the following statements is true of white-collar workers?
a.
They view unions as being oriented primarily toward pink-collar workers.
b.
They tend to believe that unions are open to change.
c.
They believe that issues related to the nature of jobs should be considered permissive and not mandatory by
unions.
d.
They view unions as not being in touch with the concerns of the more educated workers in technical and
professional jobs.
ANSWER:
d
15. Meatpacking workers, nursing home aides, building cleaners, and janitors are being targeted by unions for the purpose
of increasing union membership because these workers _____.
a.
are more politically radical than other workers
b.
are relatively dissatisfied with their jobs
c.
are mostly women who have a low opinion of labor unions
d.
are usually supervised by managers who use the democratic style of leadership
ANSWER:
b
16. Which of the following collective bargaining issues can be classified as a permissive issue?
a.
Salary and benefits
b.
Preference for union members when hiring employees
c.
Benefits for retired employees
d.
Demanding a closed-shop provision in the labor contract
ANSWER:
c
17. Which of the following statements is true of the unions and managements of today?
a.
Some union leaders and employer representatives recognize that cooperation between management and labor
unions is a useful route if organizations are to compete effectively in the global economy.
b.
The most significant aspect of collective bargaining between a union and management is that it is a continuing
relationship that ends immediately after an agreement is reached.
c.
Most unions and managements of today adopt an adversarial approach with each other and try to resolve
standoffs through strikes and lockouts.
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d.
Collusion between unions and managements seems to be one of the most sought-after legal approaches to
dispute resolution today.
ANSWER:
a
18. Gloria, an employee of Bargello Inc. and an active member of the company’s union, is elected as the representative of
Bargello’s unionized workers. She represents employees at the workplace and discusses their grievances with HR
managers. In this scenario, Gloria is most likely _____.
a.
a line manager in the company
b.
the union arbitrator of the company’s union
c.
the union steward of the company’s union
d.
an operating manager in the company
ANSWER:
c
19. The Railway Labor Act of 1926 was the result of a joint effort between railroad management and unions to:
a.
prohibit employees from signing yellow dog contracts.
b.
reduce the number of transportation strikes.
c.
ensure financial transparency within unions in the railway industry.
d.
allow the president of the United States to declare that a strike constitutes a national emergency.
ANSWER:
b
20. In the context of U.S. labor laws, airlines and their employees were added to those covered by the _____ in 1936.
a.
Wagner Act
b.
Taft-Hartley Act
c.
Airline Employment Act
d.
Railway Labor Act
ANSWER:
d
21. In 1932, the U.S. Congress passed the _____, which guaranteed workers some rights to organize and restricted the
issuance of court injunctions in labor disputes.
a.
Landrum-Griffin Act
b.
Railway Labor Act
c.
Norris-LaGuardia Act
d.
Wagner Act
ANSWER:
c
22. Which of the following U.S. labor laws has been called the Magna Carta of labor and was pro-union?
a.
Wagner Act
b.
Landrum-Griffin Act
c.
Railway Labor Act
d.
Taft-Hartley Act
ANSWER:
a
23. The _____, which prohibited employers from using unfair labor practices, declared that the official policy of the U.S.
government was to encourage collective bargaining.
a.
Railway Labor Act
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b.
Landrum-Griffin Act
c.
Wagner Act
d.
Taft-Hartley Act
ANSWER:
c
24. The Taft-Hartley Act requires that the _____ be notified of disputes over contract renewals or modifications if they
were not settled within 30 days after the designated date.
a.
National Labor Relations Board
b.
Federal Mediation and Conciliation Service
c.
American Federation of Labor and Congress of Industrial Organizations
d.
U.S. secretary of labor
ANSWER:
b
25. Which of the following U.S. labor laws passed in 1947 is considered to be pro-management?
a.
Norris-LaGuardia Act
b.
Railway Labor Act
c.
Taft-Hartley Act
d.
Wagner Act
ANSWER:
c
26. Which of the following statements is true of right-to-work laws?
a.
They promote closed shops in organizations.
b.
They restrict compulsory union membership.
c.
They require that all union members have legal work permits.
d.
They prohibit union meetings during work hours.
ANSWER:
b
27. Lemuel applies for a job at a local construction company that is located in a state that does not have right-to-work
laws. He is told that he must join the employee union at the company before he can be hired. This employer has a(n)
_____.
a.
closed shop
b.
union shop
c.
agency shop
d.
open shop
ANSWER:
a
28. Which of the following statements is true of a union shop?
a.
It requires job applicants to have a union card to be considered for employment.
b.
It requires workers to join the union, usually 30 to 60 days after being hired.
c.
It requires workers who refuse to join the union to pay a special fee to get union representation services.
d.
It requires a union to represent all employees in a company, including nonmembers of the union.
ANSWER:
b
29. A(n) _____ is an arrangement where workers who don’t join a union must make payments equal to union dues and
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fees to get union representation services.
a.
closed shop
b.
union shop
c.
open shop
d.
agency shop
ANSWER:
d
30. The Landrum-Griffin Act was passed in 1959 to:
a.
prohibit employers from asking employees to sign yellow dog contracts.
b.
reduce strikes by developing third-party arbitration and mediation tools.
c.
prohibit unfair labor practices by employers and union officials.
d.
protect the democratic rights of union members.
ANSWER:
d
31. Colleen, an active union member, applies for a job at a company that her union has targeted so that she can start
organizing efforts in favor of the union. She is also being paid by the union for her efforts. Which of the following
practices does this scenario illustrate?
a.
Onboarding
b.
Salting
c.
Corporate intelligence
d.
Interest arbitration
ANSWER:
b
32. In the context of the typical unionization process, _____ of the employees in the targeted group in a company must
sign authorization cards before a representation election can be scheduled.
a.
a majority
b.
at least two-thirds
c.
more than 40 percent
d.
at least 30 percent
ANSWER:
d
33. In the context of a union representation election, which of the following statements is true?
a.
The Railway Labor Act places certain restrictions on the activities of the unions and management before an
election.
b.
Supervisors cannot be included in bargaining units for unionization purposes, except in industries covered by
the Railway Labor Act.
c.
A union should gain at least 70 percent of the votes to be named as the representative of all the employees in
an organization.
d.
The larger the number of employees in a bargaining unit, the higher the likelihood that the union will win.
ANSWER:
b
34. _____ is a process whereby a union is removed as the representative of a group of employees.
a.
Union busting
b.
Delisting
c.
Cancellation
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d.
Decertification
ANSWER:
d
35. The process whereby representatives of management and workers negotiate over wages, hours, and other terms and
conditions of employment is called _____.
a.
decertification
b.
collective bargaining
c.
contract ratification
d.
salting
ANSWER:
b
36. In the context of the continuum of collective bargaining relations, which of the following bargaining patterns is
relatively rare in U.S. labor history and is illegal?
a.
A conflict
b.
Collusion
c.
An armed truce
d.
Power bargaining
ANSWER:
b
37. Which of the following is a union security provision?
a.
An open-door policy
b.
A yellow dog contract
c.
A no-solicitation policy
d.
A no-layoff policy
ANSWER:
d
38. During contract negotiations at a manufacturing company, the union negotiator brings up the issue of increasing
workers’ wages. Which of the following statements is true in this situation?
a.
The management need not negotiate on this issue because it is a permissive issue.
b.
The management needs to negotiate on this issue as it is a mandatory issue.
c.
This is a nonnegotiable issue because determining wages is part of management rights.
d.
This is an illegal issue, and the management should refuse to negotiate.
ANSWER:
b
39. The process by which union members vote to accept the terms of a negotiated labor agreement is called _____.
a.
salting
b.
certification
c.
codetermination
d.
ratification
ANSWER:
d
40. During contract negotiations, the management of RMS Inc. and its employee union fail to reach an agreement on an
issue related to pay scales for the night shift. A neutral third party is called in to actively work with both sides and help
them reach a settlement. This party suggests several ideas that could help in resolving the issue, and the management and
the union eventually make a decision and reach a settlement. In the context of bargaining impasses, the process used in the
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given scenario is referred to as _____.
a.
arbitration
b.
mediation
c.
collusion
d.
conciliation
ANSWER:
b
41. During contract negotiations, the management of Wild Mist Inc. and its employee union fail to reach an agreement on
an issue related to retirement benefits. A neutral third party is called in to come up with a solution and make a decision on
behalf of the management and the union. In the context of bargaining impasses, the process used in the given scenario is
referred to as _____.
a.
collusion
b.
conciliation
c.
arbitration
d.
mediation
ANSWER:
c
42. _____ occur when members of one union walk out to force an employer to assign work to them instead of to members
of another union.
a.
Economic strikes
b.
Jurisdictional strikes
c.
Sympathy strikes
d.
Slowdown strikes
ANSWER:
b
43. After a series of failed negotiations with its union, Sinclair Processing Inc. shuts down its manufacturing unit to
prevent union members from working. Sinclair Processing is most likely using _____ to put pressure on the union.
a.
a sympathy strike
b.
a slowdown
c.
a wildcat strike
d.
a lockout
ANSWER:
d
44. The union contract between the union and the management of Gable Electronics Inc. includes a no-strike clause that is
valid till the date of the contract’s expiration. When a supervisor threatens a salary cut for those unionized employees who
refuse to work on the weekend, the employees directly conduct a strike without approval of the union leadership. In this
scenario, the employees are conducting a(n) _____.
a.
jurisdictional strike
b.
sympathy strike
c.
wildcat strike
d.
economic strike
ANSWER:
c
45. The goal of each stage of the grievance procedure is _____.
a.
to assign responsibility for the grievance
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b.
to document grievance issues for solution advancement
c.
to encourage ethnocentrism and not promoting affirmative action
d.
to resolve the grievance and not proceeding to the next stage
ANSWER:
d
46. Amanda is suspended by her manager for refusing to work the night shift. She decides to file a grievance with the HR
unit in her company. Which of the following should be Amanda’s first step?
a.
Setting up an impartial third party to resolve the grievance
b.
Filing a written complaint with the U.S. secretary of labor
c.
Discussing the grievance with her union steward and supervisor
d.
Applying for arbitration to settle the grievance
ANSWER:
c
47. _____ is a means by which a third party settles disputes arising from different or conflicting interpretations of a labor
contract.
a.
The dues checkoff authorization
b.
A yellow dog contract
c.
Grievance arbitration
d.
Collusion
ANSWER:
c
48. In the context of union-management cooperation, successful organizational restructurings occur when:
a.
unions obtain and share information with their members and work constructively with the company
management.
b.
organizations form a sham company union and coerce workers into joining the union to keep legitimate unions
from organizing the employees.
c.
teams of employees, referred to as labor organizations, collude with the management of an organization to
carry out management goals without interference from labor unions.
d.
members of affinity groups based on race, gender, or religion within an organization represent the interests of
and speak on behalf of other employees.
ANSWER:
a
49. In the context of the Wagner Act and the rulings of the National Labor Relations Board, which of the following is a
key to decisions allowing employee-involvement committees and programs?
a.
Members of affinity groups based on race, gender, or religion in an organization must represent the interests of
and speak on behalf of other employees.
b.
An organization must form communities of interest consisting of employees with widely varying jobs, areas of
work, physical locations, and other differences.
c.
Employee-involvement committees and programs should not deal directly with traditional collective
bargaining issues such as wages, hours, and working conditions.
d.
An organization should not treat all solicitation alike, and each solicitation attempt must be treated as a
separate case and involve a different employee-involvement committee or program.
ANSWER:
c
50. Unions in the United States have historically emphasized _____.
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a.
the employment of pink-collar workers over blue-collar workers
b.
increasing industrial democracy in workplaces
c.
wages, benefits, job security, and working conditions
d.
activism and integration with the ruling political party
ANSWER:
c
51. A major reason for employee unionization in the United States is job insecurity.
a.
True
b.
False
ANSWER:
True
52. Unions are required by law to report the payments made for political activity and lobbying.
a.
True
b.
False
ANSWER:
True
53. The dues checkoff union security provision makes it easier for labor unions to collect union dues through one
comprehensive payment.
a.
True
b.
False
ANSWER:
True
54. In the United States, employees in the public sector are more likely to be union members than employees in the private
sector.
a.
True
b.
False
ANSWER:
True
55. An increasing use of temporary or contingent workers is one of the reasons for the decline of union membership in the
United States.
a.
True
b.
False
ANSWER:
True
56. A controversial decision by the National Labor Relations Board treats temporary or contract workers as part of a
primary employer’s workforce.
a.
True
b.
False
ANSWER:
True
57. In a typical grievance procedure, an employee discusses his or her grievance with the union steward and his or her
supervisor.
a.
True
b.
False
ANSWER:
True
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58. The National Labor Relations Board is assigned with the task of enforcing all provisions of the Wagner Act.
a.
True
b.
False
ANSWER:
True
59. The Taft-Hartley Act allows the president of the United States to declare that a strike constitutes a national emergency.
a.
True
b.
False
ANSWER:
True
60. Right-to-work laws allow a person the right to work without having to join a union.
a.
True
b.
False
ANSWER:
True
61. The Landrum-Griffin Act appointed the U.S. secretary of labor to act as a watchdog of union conduct.
a.
True
b.
False
ANSWER:
True
62. As per the maintenance-of-membership shop arrangement, employees must remain members of a union for the period
of the labor contract.
a.
True
b.
False
ANSWER:
True
63. Unfair labor practices are actions that employers are legally prohibited from taking to prevent unionization.
a.
True
b.
False
ANSWER:
True
64. Hiring union busters during the organizing campaign of a union is an unfair labor practice.
a.
True
b.
False
ANSWER:
False
65. The Wagner Act permits employers to refuse to hire otherwise-qualified applicants solely on the basis that they are
paid by a union to infiltrate the employer and try to organize workers.
a.
True
b.
False
ANSWER:
False
66. It is illegal for employers to forbid distribution of union literature during work hours in work areas.
a.
True
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b.
False
ANSWER:
False
67. Presenting employees with information about unions is an unfair labor practice.
a.
True
b.
False
ANSWER:
False
68. In the context of the typical unionization process, at least two-thirds of the employees in the targeted group in a
company must sign authorization cards before a representation election can be scheduled.
a.
True
b.
False
ANSWER:
False
69. The relationship between a union and a company’s management in the United States alternates between
accommodation and collusion.
a.
True
b.
False
ANSWER:
False
70. Issues pertaining to pensions and profit sharing are mandatory subjects of bargaining.
a.
True
b.
False
ANSWER:
True
71. Union workers frequently receive higher compensation than nonunion workers.
a.
True
b.
False
ANSWER:
True
72. The process of conciliation is intended to resolve collective bargaining impasses by proposing potential solutions to
help the negotiators reach a settlement.
a.
True
b.
False
ANSWER:
False
73. Interest arbitration is used extensively in the private sector in the United States.
a.
True
b.
False
ANSWER:
False
74. Jurisdictional strikes take place when one union chooses to express support for another union involved in a dispute,
even though the first union has no disagreement with the employer.
a.
True
b.
False
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ANSWER:
A number of unions have devised creative strategies to remain relevant and in the public eye. For instance,
ANSWER:
False
75. The Wagner Act permits the creation of employer-dominated labor organizations.
a.
True
b.
False
ANSWER:
False
76. In some situations, unions have encouraged workers to become partial or complete owners of the companies that
employ them.
a.
True
b.
False
ANSWER:
True
77. It is legal for employers to monitor union meetings.
a.
True
b.
False
ANSWER:
False
78. If a grievance is not settled by arbitration, the grievance procedure requires the grievant to file the grievance with a
district court, who has the final word on the decision.
a.
True
b.
False
ANSWER:
False
79. The collective bargaining process involved in negotiating a contract typically consists of two stages, which are
negotiations and settlement.
a.
True
b.
False
ANSWER:
False
80. Employee stock ownership plans for union members have become popular because they create union solidarity and
closer identification with the concerns and goals of employees rather than employers.
a.
True
b.
False
ANSWER:
False
81. Explain a few strategies that employers can use to prevent unionization in their organizations.
ANSWER:
There are numerous strategies that can be employed to prevent unionization. Employees become interested in
organizing a union when they feel mistreated by their employers and/or operate in an unfair, undesirable, or
even dangerous work environment. To remain union free, companies must be proactive and develop good
employment practices; earn employee trust; encourage employee feedback; offer fair, competitive
compensation; and build supportive supervisory relationships with workers. Both HR professionals and
operating managers must be attentive and responsive to employees.
82. How have unions attempted to counteract the overall decline in union membership in the United States?
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believes that the company has taken an action contrary to the collective bargaining agreement, and submits it
are treated by their employers and (2) they believe that unions can improve their work situations. If employees
86. Describe two union security provisions that organizations commonly provide.
ANSWER:
A major concern of union representatives when bargaining is the negotiation of union security provisions,
contract clauses that help the union obtain and retain members and collect union dues. One type of union
security clause in labor contracts is the no-layoff policy, or job security guarantee. Such a provision is
especially important to many union workers because of all the mergers, downsizings, and job reductions
taking place. However, management is often unwilling to consider this type of provision.
Another union security provision is requiring union membership of all employees, subject to state right-to–
work laws.
Another common union security provision is the dues checkoff clause, which provides for the automatic
deduction of union dues from the payroll checks of union members, thus enabling employers to transfer dues
to unions through one comprehensive payment. The dues checkoff provision makes it much easier for the
union to collect its funds, and without it, the union must collect dues by billing each member separately.
87. A group of union members go on strike after their union fails to reach an agreement with the management of their
organization during the collective bargaining process. What type of strike are the union members conducting? Describe
any two other types of strikes.
ANSWER:
The union members are engaging in an economic strike. Economic strikes happen when the parties fail to
reach an agreement during collective bargaining.
Two other types of strikes are unfair labor practices strikes and wildcat strikes. Unfair labor practices strikes
occur when union members leave their jobs over what they feel are illegal employer actions, such as refusal to
bargain. Wildcat strikes occur during the life of the collective-bargaining agreement without approval of union
leadership and violate a no-strike clause in a labor contract.
Two additional types of strikes that might be described are jurisdictional strikes (when members of one union
walk out to force the employer to assign work to them instead of to members of another union) and sympathy
strikes (when one union chooses to express support for another union involved in a dispute, even though the
first union has no disagreement with the employer).
88. Jim, a unionized employee, takes part in an unfair labor practices strike called by his union. After the strike, Jim finds
out that his company has hired another employee to take his place. Can the management use a replacement?
ANSWER:
Jim should be reinstated. Management retains and sometimes uses its ability to simply replace workers who
strike. Workers’ rights vary depending on the type of strike that occurs. For example, in an economic strike, an
employer is free to replace the striking workers. But in an unfair labor practices strike, the workers who want
their jobs back at the end of the strike must be reinstated.
89. What are the advantages of a union grievance procedure?
ANSWER:
A formal grievance procedure provides a valuable communication tool for organizations, whether a union is
present or not. A wide variety of grievance procedures and dispute resolution approaches are used to address
employee dissatisfaction, particularly in union-free workplaces. For instance, alternative dispute resolution
techniques such as mediation, panel assessments, open-door policies, and peer reviews can be effective. When
employees are represented by a union, a formal grievance process, which usually ends in arbitration, is used to
resolve problems.
90. Explain the difference between a complaint and a grievance in an organizational context.
ANSWER:
A complaint is merely an indication of employee dissatisfaction. If an employee who is represented by a union
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believe they are being treated unfairly by their companies, they may turn to unions to get assistance with their
concerns. Some of the major factors that can trigger unionization are issues of compensation, working
conditions, management style, and employee treatment.
One of the primary determinants of whether employees want to unionize is how well their companies are
managed. Unions function as a watchdog for workplace equity and make sure that employees are treated
fairly. Without union representation, employees may be paid unfairly and treated poorly. Employees expect to
receive reasonably competitive compensation, a good working environment, effective management and
supervision, and fair and responsive treatment. When these basic expectations are not met, employees may
seek out a labor union. Unionization often occurs when employees feel disrespected, unsafe, underpaid, and
unappreciated; they see a union as a viable option for change.
92. What is the current state of labor union membership in the United States?
ANSWER:
In the years immediately following enactment of labor-friendly legislation in the United States, membership in
unions was at an all-time high. More than 30 percent of the workforce was represented by unions from 1945 to
1960. However, since 1983, membership in unions has steadily declined, and only 10.7 percent of employed
individuals in the United States were members of unions in both 2016 and 2017. Moreover, there is a
significant difference between the private and public sectors. Private-sector employees are far less likely to
belong to labor unions, with only 6.5 percent being members in 2017. A very different story is seen in the
public sector, with 34.4 percent of workers being members of labor unions in 2017. Of course, the public
sector makes up a smaller proportion of the total workforce. Thus, the overall trend has been a decline for
several decades.
93. Write a short note on affinity groups.
ANSWER:
Affinity groups are groups for employees with a common interest or characteristic. Affinity groups are usually
built around protected status factors such as race, gender, or religion. While affinity groups can be established
and encouraged to allow sharing among employees, companies should not seek recommendations about any
workplace conditions from the group. It should also be clear that members of the group do not represent
interests of other employees; they speak only for themselves.
94. Describe the major national laws that form the core of labor law in the United States.
ANSWER:
Three acts passed over a period of almost 25 years constitute the core of labor law in the United States. These
are the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act.
• The Wagner Act: The National Labor Relations Act, more commonly referred to as the Wagner Act,
has been called the Magna Carta of labor and was, by anyone’s standards, pro-union. Passed in 1935,
the Wagner Act declared, in effect, that the official policy of the U.S. government was to encourage
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ANSWER:
Collective bargaining, the last step in unionization, is the process whereby representatives of management and
workers negotiate over wages, hours, and other terms and conditions of employment. The goal of this give-
and-take process between representatives of the two organizations is to establish conditions beneficial to both.
A collective bargaining agreement will typically be in force for several years; therefore, both sides attempt to
negotiate terms that they can live with for some time. The bargaining process balances the power between the
parties.
The collective bargaining process involved in negotiating a contract consists of the following four possible
stages: preparation and initial demands, negotiations, settlement or impasse, and strikes and lockouts.
• Preparation and initial demands: Management and union representatives have a great deal at stake;
therefore, they spend substantial time and effort to prepare for negotiations. Employer and industry
data concerning wages, benefits, working conditions, management and union rights, productivity,
safety, and absenteeism are gathered. The amount of rancor or calmness exhibited may set the tone for
future negotiations between the parties. Each side presents its list of demands to the other to begin the
bargaining process. If the organization argues that it cannot afford to pay what the union is asking,
then it must provide evidence of its financial status. The primary focus of bargaining for both union
and management is on the mandatory areas of wages, benefits, and working hours and conditions.
• Continuing negotiations: After taking initial positions, each side attempts to determine what the other
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ANSWER:
George should first approach his union steward and supervisor for a discussion.
Grievance procedures can vary based on what is negotiated in the collective bargaining agreement. At each
stage of the process, the goal is to resolve the issue and not proceed to the next step. A typical grievance
procedure consists of the following steps:
1. The employee discusses the grievance with the union steward (the representative of the union on the
job) and the supervisor.
2. The union steward discusses the grievance with the supervisor’s manager and/or the HR manager.
3. A committee of union officers discusses the grievance with appropriate company managers.
4. The representative of the national union discusses the grievance with designated company executives
or the corporate industrial relations officer.
5. If the grievance is not solved at this stage, it goes to arbitration. An impartial third party may
ultimately dispose of the grievance.
100. In the context of a bargaining impasse, differentiate between mediation and arbitration.
ANSWER:
Regardless of the structure of the bargaining process, labor and management do not always reach agreement
on the issues. When an impasse occurs, an outside party such as the Federal Mediation and Conciliation
Service may help the two deadlocked parties continue negotiations and arrive at a solution. In mediation, the
third party suggests ideas for solutions to help the negotiators reach a settlement. In mediation, the third party
does not impose a solution. Sometimes fact finding helps clarify the issues of disagreement as an intermediate
step between mediation and arbitration.
In arbitration, a neutral third party makes a decision. Arbitration can be conducted by an individual or a panel
of individuals. Interest arbitration attempts to solve bargaining impasses, primarily in the public sector. This
type of arbitration is uncommon in the private sector because companies generally do not want an outside
party making decisions about their rights, wages, benefits, and other issues.