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Chapter 14
<Collective Bargaining and Labor Relations>
True / False Questions
1. | Industrial relations systems ensure that acceptance always translates into convergence of interests.
True False |
2. | According to John Dunlop, an effective industrial relations system eliminates conflict.
True False |
3. | At the strategic level, management makes basic choices such as whether to work with its union(s) or to devote its efforts to developing nonunion operations.
True False |
4. | Labor unions' major benefit to society is the institutionalization of industrial conflict.
True False |
5. | If management voluntarily recognizes a union or if a union already represents employees, the focus is shifted from dealing with employees as individuals to dealing with them as a group.
True False |
6. | A major goal of labor unions is bargaining effectiveness, because with it come the power and influence to make the employees' voices heard and to effect changes in the workplace.
True False |
7. | The United States generally has more regulations and higher levels of union membership than the Western European countries.
True False |
8. | At the strategic level, management and unions meet head-on over the issue of union organizing.
True False |
9. | Enforcement of the National Labor Relations Act (NLRA) rests with the American Arbitration Association.
True False |
10. | The National Labor Relations Board's (NLRB's) two major functions are to conduct and certify representation elections and to prevent unfair labor practices.
True False |
11. | At the most general level, the National Labor Relations Board (NLRB) holds a union representation election if a minimum of 70 percent of employees in the bargaining unit sign authorization cards.
True False |
12. | Once a union has been certified, the parties to the contract have the right to bar an outside party from holding an election for more than three years.
True False |
13. | Under a neutrality provision, the employer pledges to oppose organizing attempts elsewhere in the company.
True False |
14. | Associate union membership is linked to an employee's workplace and provides representation in collective bargaining.
True False |
15. | Corporate campaigns seek to put public, financial, or political pressure on employers during the organizing (and negotiating) process.
True False |
16. | Management is less able to afford a strike when products are of a nonperishable nature.
True False |
17. | Distributive bargaining is more likely than integrative bargaining to cause a win-lose situation.
True False |
18. | Often, fewer people are present in the early stages of a negotiation than in later stages.
True False |
19. | In collective bargaining, an important element of power is the relative ability of each party to withstand a strike.
True False |
20. | Mediation is the least formal but most widely used procedure in both public and private sectors.
True False |
21. | The duty of fair representation mandated by the National Labor Relations Act (NLRA) requires that all bargaining unit members, whether union members or not, have equal access to and representation by the union in the grievance procedure.
True False |
22. | The union pay advantage causes employers to use less labor and more capital per worker than they would otherwise, which reduces efficiency across society.
True False |
23. | Because the United States does not have a strong history of deep, class-based divisions in society, the unionization rate and coverage are low when compared to those in Europe.
True False |
24. | Codetermination is more common in the United States than in Western European countries.
True False |
25. | Much of the public-sector union growth has occurred in the service industry and among white-collar employees.
True False |
Multiple Choice Questions
26. | According to John Dunlop, which of the following is required for an industrial relations system to be successful?
A. | The system must always translate acceptance into convergence of interests. |
B. | The system should completely eliminate conflict. |
C. | The system should be independent of the environmental context. |
D. | The system should consist of participants that have a common ideology. |
E. | The system should exclude mechanisms such as collective bargaining. |
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27. | According to the model developed by Katz and Kochan, at which level does the management make basic choices such as whether to work with its unions or to devote its efforts to developing nonunion operations?
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28. | Resolving disputes between the management and labor through discussion is known as _____.
C. | attitudinal structuring |
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29. | Which of the following sought to provide an environment conducive to collective bargaining?
A. | Occupational Safety and Health Act |
B. | Fair Labor Standards Act |
D. | Racketeer Influenced and Corrupt Organizations Act |
E. | National Labor Relations Act |
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30. | Which of the following is a reason for an industrial relations system to adopt collective bargaining?
A. | Government involvement speeds up conflict resolution. |
B. | Conflict resolution by the courts involves firsthand knowledge of the circumstances. |
C. | Unilateral control by management often sacrifices workers' rights. |
D. | The existing union considers a strike to be more effective than a discussion. |
E. | The existing unions are not institutionalized. |
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31. | In a collective bargaining contract, factors related to shift operations and hazardous work are typically covered under the _____ provision.
B. | job or income security |
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32. | In a collective bargaining contract, factors related to profit sharing and stock purchase are typically covered under the _____ provision.
B. | job or income security |
E. | employee benefit plans |
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33. | In a collective bargaining contract, factors related to hiring and transfer arrangements are typically covered under the _____ provision.
B. | job or income security |
E. | employee benefit plans |
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34. | Which of the following is likely to be part of a craft union?
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35. | Which of the following is likely to be a part of an industrial union?
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36. | Most national unions are composed of multiple local units and are affiliated with the _____.
A. | American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) |
B. | National Union of Government Employees |
C. | Public Works and Public Service Workers Trade Union |
D. | American Federation of Government Employees |
E. | Service Employees International Union |
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37. | Which of the following is the largest union and is not affiliated with the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)?
A. | Communications Workers of America |
B. | American Federation of Government Employees |
C. | International Association of Fire Fighters |
D. | National Education Association |
E. | American Federation of Teachers |
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38. | Which of the following is a characteristic of an industrial union?
A. | All the members represent a particular occupation in an industry. |
B. | It restricts the number of its members in order to maintain high wages. |
C. | Membership is a result of working for a particular employer in the industry. |
D. | The members change employers more frequently than do members of craft unions. |
E. | All the members share a specialized skill common across an industry. |
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39. | Which of the following is true of local unions?
A. | The local of an industrial-based union typically covers a city or a region. |
B. | In a craft-oriented union, the local corresponds to a single large facility or to a number of small facilities. |
C. | Administration of the contract is beyond the powers of a local union. |
D. | The bulk of day-to-day interaction between labor and management takes place at the local union level. |
E. | Negotiations involved in collective bargaining are not handled at the local union level. |
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40. | Which of the following is true of a shop steward of a union?
A. | A shop steward's role becomes minimal in collective bargaining. |
B. | A shop steward is a neutral party who assists in negotiations. |
C. | A shop steward represents employees in contract grievances. |
D. | The function of a shop steward is typically exclusive of that of a business representative. |
E. | A shop steward represents the management during conflict resolution. |
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41. | Under a(n) _____, the employer, on behalf of the union, automatically deducts union dues from employees' paychecks.
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42. | Which of the following is the strongest union security arrangement?
B. | The checkoff provision |
C. | The fair share provision |
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43. | Which of the following is an accurate definition of a union shop?
A. | A union security provision that requires a person to join the union within a certain amount of time after being hired |
B. | A union security provision that requires the payment of dues but not a membership |
C. | A union security provision that requires a person to be a union member before being hired |
D. | A union contract provision that requires an employer to deduct union dues from employees' paychecks |
E. | A union contract provision that prohibits a person from joining the union within 30 days of employment |
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44. | Which of the following is an accurate definition of an agency shop?
A. | A union security provision that requires a person to be a union member before being hired |
B. | A union contract provision that requires a person to join the union after a certain amount of time of employment |
C. | A union contract provision that requires an employer to deduct union dues from employees' paychecks |
D. | A union security provision that does not require a membership but requires that dues be paid |
E. | A union contract provision that prohibits an employer from deducting union dues from employees' paychecks |
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45. | The _____ rules do not require union participation by employees but do require that employees who choose to join remain members for a certain period of time.
B. | maintenance of membership |
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46. | Under the _____, states may pass so-called right-to-work laws.
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47. | Under which of the following acts is a union shop illegal?
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48. | From the union perspective, free riders are
A. | employees who pay their dues but are not members of a union. |
B. | employees who benefit from union activities without belonging to a union. |
C. | third parties who act as facilitators in the negotiation processes. |
D. | management's representatives in the contract grievance process. |
E. | neutral agents who assist in conflict resolution. |
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49. | Which of the following is true of unionization?
A. | Unions have traditionally been stronger in rural workplaces that employ women and youth. |
B. | Employers actively resist unionization in an attempt to control costs and maintain their flexibility. |
C. | In the last couple of decades, union membership has consistently increased as a percentage of employment. |
D. | Union membership is higher in the private sector than in the public sector. |
E. | Competitive threats have contributed to decreased employer resistance to union organizing. |
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50. | Section 8(a)(3) of the National Labor Relations Act (NLRA) prohibits employers from
A. | retaliating against employees who are not part of unions. |
B. | refusing to bargain in good faith with union representatives. |
C. | firing employees for union organizing. |
D. | interfering with union activities. |
E. | declining proposals made by union representatives. |
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51. | Over half of all the unfair labor practice charges are filed against employers who
B. | retaliate against employees who have filed other charges. |
C. | interfere with union activities. |
D. | bribe union negotiators. |
E. | fire employees for organizing unions. |
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52. | Which of the following is true of nonunion employers?
A. | For nonunion employers, union avoidance is an important employee relations objective. |
B. | Top management's values in nonunion organizations do not emphasize promotion from within. |
C. | Nonunion employers tend to give below-average pay and minimal benefits. |
D. | Nonunion employers can provide a stronger platform for the independent employee voice than that a union can provide. |
E. | Nonunion employers who desire productivity advantage over their competitors cannot offer what unions can offer employees. |
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53. | Which of the following is true of union actions across industries and states?
A. | The employee groups and economic sectors with the fastest growth rates tend to have the highest rates of unionization. |
B. | Women and men have equal representation in unions. |
C. | One reason for the smaller union presence in southern states is the existence of right-to-work laws. |
D. | Nonmanufacturing industries such as finance, insurance, and real estate have a higher union representation than manufacturing industries. |
E. | The southern United States is more heavily organized than the rest of the country in terms of unionization. |
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54. | The National Labor Relations Act (NLRA) is also known as the _____.
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55. | Which of the following is true of the Wagner Act?
A. | Under the Wagner Act, states are allowed to pass right-to-work laws. |
B. | It states that agency shops, union shops, and the maintenance of membership are illegal. |
C. | It prohibits employees from going out on strike to secure better working conditions. |
D. | It established an eight-hour workday, with additional pay for overtime work. |
E. | It actively supports collective bargaining. |
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56. | A list of unfair labor practices was added to the National Labor Relations Act (NLRA) through the _____.
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57. | Which of the following acts was an addition to the Taft-Hartley Act that further regulated unions' actions and their internal affairs, such as financial disclosure and conduct of elections?
B. | Chamberlain-Ferris Act |
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58. | Which of the following is true of the Taft-Hartley Act?
A. | It impedes collective bargaining rather than supporting it. |
B. | It prohibits union members from going out on strikes. |
C. | It permits employers to spy on union meetings. |
D. | It outlaws union operations that threaten an employee's life and job. |
E. | It prohibits employees from refraining from taking part in union activities. |
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59. | Which of the following is an example of an employer unfair labor practice?
A. | Kate, the union head, expels members for crossing a picket line that is unlawful. |
B. | Joaquin, a manager, threatens to close down a plant if organized by a union. |
C. | Trent, a manager, prohibits mass picketing when nonstriking employees are physically barred from entering the plant. |
D. | Felipe, a union member, causes the discharge of an employee, LaToya, who spoke out against a contract proposed by the union. |
E. | Hae, an employee representative, tricks her employer by including illegal provisions in a contract. |
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60. | Which of the following is an example of an employer unfair labor practice?
A. | Marcus, the union representative, causes threats of bodily injury to employees. |
B. | Donna, a supervisor, pretends to spy on union meetings. |
C. | Liang, a union member, terminates an existing contract and strikes for a new one without informing the employer. |
D. | Taylor, a worker, causes the discharge of an employee who spoke out against a contract proposed by the union. |
E. | Genna, a nonunion employee, causes a member to include illegal provisions in a contract. |
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61. | Which of the following is an example of a union unfair labor practice?
A. | Sam, a union member, is threatened by Rashida, his boss, with loss of benefits if he votes for a union. |
B. | Graciela, an operations head, threatens to close down a plant if organized by a union. |
C. | Lillian, a new employee, refuses to join a union. |
D. | Hill, a nonunion employee, spies on union meetings. |
E. | Nestor, a union representative, makes a contract that requires his employer to hire employees satisfactory to the union. |
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62. | Which of the following is an example of a union unfair labor practice?
A. | Ned refuses to reinstate workers when job openings occur because the workers participated in a lawful strike. |
B. | Deion, an operations head, threatens to close down a plant if organized by a union. |
C. | Tuan, a new employee, refuses to join a union. |
D. | Marisol, a nonunion employee, spies on union meetings. |
E. | Abby, a union head, forces an employer to stop doing business with another employer who refused to recognize the union. |
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63. | Which of the following is a union unfair labor practice?
A. | Taking an active part in organizing a union or committee to represent employees |
B. | Insisting on the inclusion of illegal provisions in a contract |
C. | Announcing a wage increase without consulting the employees' representative |
D. | Failing to bargain about the effects of a decision to close one of the employer's plants |
E. | Refusing to meet with employees' representatives because the employees are on strike |
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64. | Which of the following is true of the National Labor Relations Board (NLRB)?
A. | It is composed of a nine-member board, the general counsel, and 10 regional offices. |
B. | Its functions do not include conducting and certifying representation elections. |
C. | Its jurisdiction is limited to employers whose operations affect commerce generally. |
D. | In practice, only purely local firms fall within its jurisdiction. |
E. | It not only responds to requests for actions but also initiates actions. |
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65. | Which of the following is true of the functions performed by the National Labor Relations Board (NLRB)?
A. | Its functions are guided by a specific jurisdictional standard that is constant across industries. |
B. | Its functions do not include conducting and certifying representation elections. |
C. | It enforces the National Labor Relations Act, which is based on the commerce clause of the U.S. Constitution. |
D. | In practice, its functions are limited to purely local firms that fall within its jurisdiction. |
E. | It not only responds to requests for actions but also initiates actions. |
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66. | Which of the following is true of the National Labor Relations Board's (NLRB's) process regarding unfair labor practices?
A. | Unfair labor practice cases begin with the filing of a charge that is first investigated by the court. |
B. | A charge must be filed within a year of the alleged unfair practice. |
C. | If the NLRB finds the charge to have merit and issues a complaint, the grievance procedure is not available as an option. |
D. | The NLRB has the authority to issue cease-and-desist orders to halt unfair labor practices. |
E. | The NLRB reinforces a criminal statute that makes punitive damages available. |
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67. | Which of the following is true of the National Labor Relations Board's (NLRB's) process regarding unfair labor practices?
A. | Unfair labor practice cases begin with the filing of a charge that is first investigated by the court. |
B. | A charge must be filed within a year of the alleged unfair practice. |
C. | If the NLRB finds the charge to have merit and issues a complaint, the grievance procedure is not available as an option. |
D. | The NLRB reinforces a criminal statute that makes punitive damages available. |
E. | The NLRB can order the reinstatement of employees, with or without back pay. |
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68. | Which of the following allows a union to receive dues in exchange for services but does not provide any representation in collective bargaining?
B. | Associate union membership |
D. | Distributive bargaining |
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69. | _____ seeks to exert public, financial, or political pressure on employers during the union-organizing process.
D. | Integrative bargaining |
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70. | Under a _____ provision, the employer pledges not to oppose organizing attempts elsewhere in the company.
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71. | The part of the labor-management negotiation process that focuses on dividing a fixed economic "pie" is known as _____.
A. | attitudinal structuring |
B. | intraorganizational bargaining |
D. | distributive bargaining |
E. | integrative bargaining |
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72. | In the labor-management negotiation process, the relationship and level of trust between the negotiators is known as _____.
A. | attitudinal structuring |
B. | distributive structuring |
C. | integrative bargaining |
D. | intraorganizational bargaining |
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73. | The management of an organization is less able to afford a strike when
A. | the product is nonperishable. |
B. | the organization is capital intensive. |
C. | replacement workers are scarce. |
D. | the company has more than one production unit. |
E. | the demand for its product is strong. |
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74. | The management of an organization is less able to afford a strike when
A. | the product is nonperishable. |
B. | the organization is labor intensive. |
C. | replacement workers are scarce. |
D. | the company has more than one production unit. |
E. | the demand for its product is weak. |
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75. | Which of the following is true of a mediator?
A. | He or she has no formal authority but, rather, acts as a facilitator and go-between in negotiations. |
B. | He or she provides inside information about the employees to the management. |
C. | He or she provides a solution that is binding on the parties. |
D. | He or she is responsible for ensuring that the terms of the collective bargaining contract are enforced. |
E. | He or she represents the management during the collective bargaining procedure. |
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76. | A(n) _____ typically reports on the reasons for a labor-management dispute and the views and arguments of both sides.
E. | associate union member |
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77. | Arbitrating the actual writing or setting of contract terms is called _____ arbitration.
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78. | Arbitrating the enforcement or interpretation of contract terms is called _____ arbitration.
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79. | The duty of fair representation is mandated by the _____.
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80. | Which of the following is the first step in a typical employee-initiated grievance procedure?
A. | The steward and management representative meet and discuss the grievance. |
B. | The employee discusses the grievance verbally with the supervisor. |
C. | The grievance is submitted to the production superintendent. |
D. | The employee consults the industrial relations staff for resolution. |
E. | The grievance is appealed to arbitration for a binding decision. |
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81. | Compared to transformational labor relations, the traditional approach is likely to be associated with _____.
B. | greater worker autonomy |
C. | more shop-floor cooperation |
E. | better product quality |
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82. | Which of the following is true of transformational labor relations?
A. | It results in lower productivity than does the traditional approach. |
B. | Workers have greater autonomy than in the traditional approach. |
C. | There is less feedback than in the traditional approach. |
D. | The product quality is lower than the quality observed in the traditional approach. |
E. | The costs are greater than those involved in the traditional approach. |
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83. | Compared to traditional labor relations, transformational labor relations are associated with _____.
B. | greater control over workers |
C. | more shop-floor cooperation |
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84. | Unions focus on equal pay for equal work. To ensure this, they prefer any difference in pay or promotions to be based on _____.
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85. | When an employee chooses to communicate a concern to management without necessarily leaving the company, he or she is following the _____ mechanism.
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86. | Allen works as an autoworker in a production unit and is a member of an industrial union. When the workload increases and he loses his work-life balance, he simply leaves the organization to work in another that has fewer demands. As a member of a union, Allen follows the _____ mechanism.
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87. | Which of the following is a trend seen in union membership and coverage?
A. | Union wage premium in the United States is substantially lower than in other advanced industrialized countries. |
B. | Codetermination is mandated by law in the United States. |
C. | The weak history of deep, class-based divisions in the United States has contributed to its low unionization rate. |
D. | The labor movement in the United States is broader than that in Western Europe. |
E. | In the United States, union membership and coverage are increasing in the private sector. |
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88. | Which of the following is a trend seen in union membership and coverage?
A. | In the United States, union membership and coverage are declining in the private sector. |
B. | Codetermination is mandated by law in the United States. |
C. | Union wage premium in the United States is substantially lower than in other advanced industrialized countries. |
D. | The labor movement in the United States is broader than that in Western Europe. |
E. | The weak history of deep, class-based divisions in the United States has contributed to its high unionization rate. |
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89. | Which of the following is true of labor relations in the public sector?
A. | Much of the union growth in the public sector has been in the service industry. |
B. | Union membership in the public sector has constantly declined since the 1960s. |
C. | Executive Order 10988 prohibits collective bargaining by federal employees. |
D. | The Civil Service Reform Act of 1978, Title VII, established the Federal Mediation Board. |
E. | Strikes are legal at the federal level of the public sector in most states. |
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90. | Which of the following is true of labor relations in the public sector?
A. | Union growth has been the lowest among white-collar employees. |
B. | Union membership has declined drastically since the 1960s. |
C. | Executive Order 10988 prohibits collective bargaining by federal employees. |
D. | The Civil Service Reform Act of 1978, Title VII, established the Federal Mediation Board. |
E. | Strikes are illegal at the federal level and in most states. |
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Essay Questions
91. | Describe the industrial relations model developed by Harry Katz and Thomas Kochan.
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92. | List the four elements of industrial systems described by John Dunlop.
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93. | What is the difference between a craft union and an industrial union?
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94. | How did the National Labor Relations Act impact labor relations?
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95. | What are the seven areas in which the management of a company has to prepare itself before entering contract negotiations with a union?
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96. | Under what conditions is the management of a company most able to take a strike?
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97. | What criteria do arbitrators use to reach a decision?
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98. | Discuss the effect of a union on wages.
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99. | Discuss the effects of a union on productivity.
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100. | Discuss the role of a works council in European countries, and compare it with worker representation in the United States.
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101. | Discuss nonunion representation systems.
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