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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Knowledge

Answer Location: Opening Case: The First B Corp Certified U.S. Grocery Store: The Case of New Seasons Market

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

2. ______ relations refer to labor laws relating to unions and collective bargaining.

A. Labor

B. Workforce

C. Employee

D. Staff

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Knowledge

Answer Location: Opening Case: The First B Corp Certified U.S. Grocery Store:

The Case of New Seasons Market

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Knowledge

Answer Location: Culture

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Knowledge

Answer Location: Fair Treatment and Voice

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Application

Answer Location: Working Conditions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Application

Answer Location: Culture

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Application

Answer Location: Fair Treatment and Voice

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Application

Answer Location: Fair Treatment and Voice

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

9. Administering policies and procedures of an organization is often managed by the ______ department.

A. supply chain

B. human resource

C. union

D. operations

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Organizational Policies and Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Employee Handbooks

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & 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

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Application

Answer Location: Employee Handbooks

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

12. Employees typically receive a copy of an employee handbook as part of ______.

A. onboarding

B. mandatory benefit application

C. the recruiting process

D. the interview process

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Employee Handbooks

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Knowledge

Answer Location: Employee Handbooks

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Application

Answer Location: Code of Conduct

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

C. code of conduct

D. performance appraisal

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Application

Answer Location: Code of Conduct

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Knowledge

Answer Location: Leave Policy

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Application

Answer Location: Appearance

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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%

D. 85%

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Social Media

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: The Labor Movement

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Types of Unions: Industrial and Craft Unions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Types of Unions: Industrial and Craft Unions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

22. Plumbers, electricians, and ironworkers are all examples of what type of union?

A. house working

B. international

C. industrial

D. craft

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Types of Unions: Industrial and Craft Unions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

23. ______ unions represent individuals with a specific trade across different employers and locations.

A. Specialty

B. Industrial

C. Craft

D. Occupational

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Analysis

Answer Location: Types of Unions: Industrial and Craft Unions

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

24. All-China Federation of Trade Unions is the largest ______ union.

A. vocational

B. international

C. craft

D. industrial

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: National and International Unions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Working Conditions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Reasons Employees Unionize

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Reasons Employees Unionize

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Reasons Employees Unionize

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Reasons Employees Unionize

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Decreased Autonomy

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Unions and Laws

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Norris-LaGuardia Act (1932)

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: National Labor Relations Act

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Unions and Laws

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor 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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Unions and Laws

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Labor–Management Reporting and Disclosure Act (LMRDA) (1959)

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Labor–Management Reporting and Disclosure Act (LMRDA) (1959)

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Right-to-Work Laws

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Trends in Union Membership

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Analysis

Answer Location: Trends in Union Membership

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Trends in Union Membership

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Steps to Forming a Union

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Union Formation and Dissolution

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: The Collective Bargaining Process

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

46. Avoidance, accommodation, compromise, competition, and collaboration are approaches for ______.

A. collective management

B. collective bargaining

C. conflict management

D. bargaining management

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Application

Answer Location: Conflict Management Approaches

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

47. In conflict management, the ______ approach refers to low cooperation and competitiveness.

A. avoidance

B. accommodation

C. compromise

D. competition

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: Conflict Management Approaches

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: Conflict Management Approaches

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

49. In conflict management, the ______ approach refers to low competitiveness but high levels of cooperation.

A. avoidance

B. accommodation

C. compromise

D. competition

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: Conflict Management Approaches

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

C. presentation

D. closure

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Knowledge

Answer Location: Alternative Dispute Resolution

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Comprehension

Answer Location: Alternative Dispute Resolution

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Knowledge

Answer Location: Alternative Dispute Resolution

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Knowledge

Answer Location: Alternative Dispute Resolution

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Analysis

Answer Location: Alternative Dispute Resolution

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Knowledge

Answer Location: Alternative Dispute Resolution

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Comprehension

Answer Location: Strikes and Work Stoppages

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Comprehension

Answer Location: Disputes and Grievances

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Comprehension

Answer Location: Disputes and Grievances

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

Learning Objective:14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Comprehension

Answer Location: Disputes and Grievances

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Application

Answer Location: Strikes and Work Stoppages

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

68. Who initiates a lockout?

A. management

B. employees

C. unions

D. arbitrators

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Comprehension

Answer Location: Strikes and Work Stoppages

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Application

Answer Location: Disputes and Grievances

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Application

Answer Location: Disputes and Grievances

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Application

Answer Location: Disputes and Grievances

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

True/False

1. Employee relations are relationships between employees and management in business.

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Knowledge

Answer Location: Factors Influencing Employee Relations

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

2. Culture is defined by the textbook as shared assumptions that can affect members on how they think, act, and understand their environment.

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Knowledge

Answer Location: Culture

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

3. Organizations are required to provide employee handbooks as a guide to the workplace.

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Employee Handbooks

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

4. A code of conduct is a way an organization communicates their expectations of employee behavior.

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Code of Conduct

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

5. When developing guidelines about dress code, employers should keep in mind that the policies they enact are likely to influence employee relations.

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Appearance

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

6. Organizations should delineate their policies regarding social media during work hours but should not be concerned about what employees do after hours.

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Social Media

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

7. There is one union that represents all trades.

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Knowledge

Answer Location: Types of Unions: Industrial and Craft Unions

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

8. Employee surveys provide feedback to organizations for ways to improve and information about employee satisfaction.

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Employee Disengagement

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

9. Norris-LaGuardia Act gives employees the right to picket, strike, and form unions without interruption from federal law.

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Application

Answer Location: Norris-LaGuardia Act (1932)

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

10. Union membership has steadily increased since 1983.

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Comprehension

Answer Location: Trends in Union Membership

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

11. Collective bargaining is negotiations between the union and employers on behalf of the employee.

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: The Collective Bargaining Process

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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.

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Knowledge

Answer Location: Right-to-Work Laws

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

13. There are four phases of negotiations: investigation, presentation, bargaining, and closure.

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Comprehension

Answer Location: Negotiation Phase and Collective Bargaining Content

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

14. Mediation is an alternative dispute resolution when two parties are unable to meet an agreement.

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Knowledge

Answer Location: Mediation

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

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.

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Knowledge

Answer Location: Disputes and Grievances

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

Essay

1. Examine influencing factors on employee relations?

KEY: Learning Objective: 14.1: Define employee and labor relations and identify key factors that influence them.

REF: Cognitive Domain: Analysis

Answer Location: Factors Influencing Employee Relations

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

2. Examine the different types of organizational policies and procedures.

KEY: Learning Objective: 14.2: Compare different types of organizational policies and procedures.

REF: Cognitive Domain: Analysis

Answer Location: Examples of Types of Organizational Policies

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

3. Examine the different reasons why employees unionize and why some organizations resist it.

KEY: Learning Objective: 14.3: Recognize the role that the labor movement plays globally.

REF: Cognitive Domain: Analysis

Answer Location: The Labor Movement

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

4. Analyze the various approaches to conflict management.

KEY: Learning Objective: 14.4: Outline the collective bargaining process.

REF: Cognitive Domain: Analysis

Answer Location: Conflict Management Approaches

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations

5. Examine the possible courses of action referred to as alternative dispute resolution when negotiating parties fail to reach an agreement.

KEY: Learning Objective: 14.5: Evaluate the possible courses of action when negotiating parties fail to reach an agreement.

REF: Cognitive Domain: Analysis

Answer Location: Failure to Reach an Agreement

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Employee & Labor Relations