26. partnerships B. bureaus C. trade associations D. labor unions E. Interest groups |
d |
27. employee guilds. B. sororities. C. lobbies. D. member clubs. E. labor unions. |
e |
28. checkoff provisions B. right-to-work laws C. maintenance of membership D. labor relations E. corporate campaigns |
d |
29. common B. industrial C. craft D. regional E. employer’s |
c |
30. forming labor relations strategies B. administering agreements C. negotiating contracts D. terminating contracts E. forming dissociation strategies |
c |
31. craft union B. industrial union C. local union D. business union E. vertical union |
a |
32. It represents many different occupations. B. Membership in the union is the result of working for a particular employer in the industry. C. Changing employers is not very common. D. It is often responsible for training members through apprenticeships. E. It consists of members who are linked by their work in a particular industry. |
d |
33. All the members are in the same occupation. B. Union leaders try to limit the number of members in order to maintain high wages. C. Members are linked by their work in a particular industry. D. Members change employers more frequently than in other types of unions. E. It is often responsible for training its members through apprenticeships. |
c |
34. international B. industrial C. stewards D. checkoff E. craft |
b |
35. contains members who have a particular skill or occupation. B. is often responsible for training its members through apprenticeships. C. organizes as many employees in as wide a range of skills as possible. D. represents a particular occupation. E. comprises members who change employers more often. |
c |
36. National Labor Relations Act (NLRA) B. Society of Modern Trade Workers and the Trade Federation of the States (SMTW-TFS) C. American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) D. Chamber of Commerce (CoC) E. National Association of Manufacturers (NAM) |
c |
37. business representative B. chief executive officer C. stakeholder D. union trustee E. union steward |
e |
38. As a result of the type of pay system favored by unions, employees are more inclined to compete than cooperate. B. Most studies show that union workers are less productive than nonunion workers. C. On average, union members receive higher wages and more generous benefits than nonunion workers. D. The introduction of a union invariably results in the employer paying lesser attention to employee ideas. E. Evidence shows that unions have a large positive effect on profits. |
c |
39. Workers in unionized organizations tend to exhibit lower levels of productivity than workers in nonunion organizations. B. Unionized organizations are often required to pay their workers higher wages and offer them more generous benefits. C. Studies reveal that unions do not have any positive effects on performance measures, such as productivity, profits, and stock performance. D. Unions tend to have a positive impact on the self-esteem of their members. E. The formation of labor unions is likely to lead to conflicts between social and labor union goals. |
b |
40. high regulation in such areas as workplace safety and equal employment opportunity B. low competition between companies for scarce human resources C. high job growth in the manufacturing sector of the economy D. low costs of unionized labor E. low prospects for growth in the service industry |
a |
41. In Western Europe, it is common to have union coverage rates of 80 to 90 percent. B. Coverage rates within the United States are much higher than in most other countries. C. U.S. employees tend to have a larger, more formal role in organizational decision making than in Western European countries. D. Worker representatives on boards of directors are much more common in the United States than in Western European countries. E. The union membership rate in the U.S. is second only to that of Denmark. |
a |
42. Unions can reduce turnover by giving employees a way to resolve problems. B. Whether unions make employees more productive remains open to question. C. Unions raise wage and benefits costs. D. Evidence has found an association between union coverage and lower profits. E. Unions decrease productivity because of the work rules they insist on. |
a |
43. continually monitor their labor relations strategy. B. prohibit unions. C. actively encourage unions. D. deny collective bargaining rights to their employees. E. pay workers well above market rates. |
a |
44. Union workers tend to exhibit lower levels of productivity than nonunion workers. B. Unions are designed to cater to the interests of management rather than to those of employees. C. Unionization tends to reduce the overall costs of labor and operations. D. Forming an employee union will reduce the risk of work stoppages. E. Unionization is associated with higher costs in wages and benefits. |
e |
45. discouraging employees from forming a union B. making managers and workers into adversaries C. keeping operations flexible and retaining some control over schedules D. raising the value of workers’ compensation package E. ensuring a regular flow of new members into the union |
c |
46. agency shop B. checkoff provision C. maintenance provision D. trade-off provision E. union shop |
b |
47. union shop B. agency shop C. closed shop D. open shop E. checkoff provision |
c |
48. open shop B. closed shop C. checkoff provision D. union shop E. agency shop |
b |
49. closed shop B. maintenance of membership provision C. agency shop D. checkoff provision E. union shop |
e |
50. A closed shop, because any employee hired must be a union member B. An agency shop, because it requires employees to join the union for the length of the contract C. A union shop, because it requires all employees to join the union within 30 days of their start date with the company D. Maintenance of membership rules, because they require that union members remain at the company E. Free riders, because these let employees benefit from union activities without joining the union |
c |
51. agency shop B. union shop C. closed shop D. maintenance of membership E. checkoff provision |
a |
52. an agency shop agreement B. a checkoff provision C. a union shop agreement D. a trade-off provision E. a closed shop agreement |
a |
53. maintenance shop B. union shop C. agency shop D. closed shop E. provision shop |
c |
54. A closed shop provision because it gives an employee the right to participate in decision making without becoming a member B. A maintenance of membership provision because it allows employees to join the union as passive members C. A union shop provision because it helps an employee use indirect influence to affect management-union contracts D. An agency shop provision because it requires employees to pay union dues but does not force them to become members E. A checkoff provision because it requires all the employees of an organization to join the union, regardless of their preferences |
d |
55. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision |
d |
56. management B. union C. industrial D. societal E. economical |
d |
57. Taft-Hartley Act B. Wagner Act C. Landrum-Griffin Act D. Sarbanes-Oxley Act E. Hatch Act |
b |
58. The Landrum-Griffin Act B. The Civil Rights Act C. The Wagner Act D. The Taft-Hartley Act E. The Sarbanes-Oxley Act |
c |
59. a worker employed as a supervisor B. a person working for a parent C. an independent contractor D. a worker employed by an employer subject to the Railway Labor Act E. a worker going out on strike to secure better working conditions |
e |
60. an individual employed as a supervisor B. an individual employed in the service sector C. an individual employed by a private-sector firm with less than 15 full-time employees D. an individual joining a union that is not recognized by his or her employer E. an individual refraining from activity on behalf of the union |
a |
61. engaging in collective bargaining with a labor organization B. asking to meet with employees’ representatives because the employees are on strike C. failing to pay unionized employees higher wages than nonunionized employees D. complementing performance-based pay plans in the company E. restraining employees in exercising their rights to join or assist a labor organization |
e |
62. insisting on provisions that the employer may hire only workers who are union members B. nominating candidates to union office and conducting secret-ballot elections C. going out on strike to secure better working conditions D. refraining from activity on behalf of the union E. joining a union not recognized by the employer |
a |
63. the Taft-Hartley Act B. the Sarbanes-Oxley Act C. the Landrum-Griffin D. the Hatch Act E. the Maguire Act |
a |
64. They are federal laws that protect employees’ right to lifetime employment. B. They are state laws that make union shops, maintenance of membership, and agency shops illegal. C. They are laws that protect the right of unions to insist that the employer hire only union members. D. They are laws that allow terminating an existing contract and striking for a new one without notifying the employer. E. They are federal laws that ensure that all union members get pension benefits. |
b |
65. the right to nominate candidates for union office B. the right to participate in union meetings and secret-ballot elections C. the right to choose whether they join a union or other group D. the right to examine unions’ financial records E. the right to physically block nonstriking employees from entering the workplace |
c |
66. the Hatch Act B. the Taft-Hartley Act C. the Landrum-Griffin Act D. the Civil Service Reform Act E. the Maguire Act |
c |
67. the Roosevelt Act B. the California 1975 Labor Relations Act C. the Landrum-Griffin Act D. the Taft-Hartley Act E. the Wagner Act |
c |
68. conduct periodic onsite inspections of union and company financial records. B. conduct and certify representation elections. C. make rules and regulations for union-management relations. D. levy punitive charges on violators. E. monitor and regulate labor relations in small, local businesses. |
b |
69. the management of an organization approves of a union. B. a union pays its dues to the board. C. at least 51% of the employees join the union within a certain time (30 days) after beginning employment. D. a majority of workers vote in favor of a union. E. the American Federation of Labor and Congress of Industrial Organizations votes in favor of a union. |
d |
70. American Federation of Labor and Congress of Industrial Organization (AFL-CIO) B. Small Business Association (SBA) C. National Labor Relations Board (NLRB) D. Federal Trade Commission (FTC) E. Selective Service System (SSS) |
c |
71. employees in multiple facilities within a single employer B. employees covered by multiple employers C. employees with managerial duties D. employees who have been on strike for economic reasons for less than one year and who have been replaced by other employees E. employees who have a community of interest in their wages, hours, and working conditions |
c |
72. The deadline for filing a charge is twelve months after the alleged unfair practice. B. The NLRB has no authority to issue cease-and-desist orders to halt unfair labor. C. The board can order the employer to reinstate workers but cannot order them to pay back pay. D. The NLRB is not authorized to set aside the results of an election and must approach the courts for this purpose. E. If an employer or union refuses to comply with an NLRB order, the board has the authority to petition the U.S. Court of Appeals. |
e |
73. Unionized employees have low negotiating power with the management. B. A union needs to convince a majority of workers to have a common goal. C. Union workers generally have lower productivity than nonunion workers. D. A union’s goals must always contradict the employer’s goals. E. A union must only include members with highly conceptual skills who can easily deal with conflict resolution. |
b |
74. 30 percent B. 51 percent C. 20 percent D. 10 percent E. 55 percent |
a |
75. The unions determine who is eligible to vote. B. The union is automatically recognized if at least 30 percent of employees agree. C. The National Labor Relations Board (NLRB) conducts a secret-ballot election if only 30 to 50 percent of employees signed cards. D. The National Labor Relations Board (NLRB) certifies the union as the exclusive representative of employees if the employer refuses to sign the card. E. The employees cannot participate in any of the proceedings. |
c |
76. stipulation election B. decertification election C. union election D. agreement election E. consent election |
e |
77. promise employees that they will receive favorable terms or conditions of employment if they forgo union activity B. threaten employees with harsher terms and conditions of employment or employment loss if they engage in union activity C. limit direct contact with employees D. interrogate employees about pro-union or anti-union sentiments that they or others may have E. report any direct or indirect signs of union activity to a core management group |
e |
78. For the organizing process to continue, at least 30% of the employees must sign an authorization card. B. In an election, workers may have a choice from among more than one union. C. In most organizing efforts, there is a hotly contested election campaign. D. Unions usually launch an organizing campaign by discussing issues with employees at home. E. Regulations forbid unions from using online databases to identify issues of interest to particular workers. |
d |
79. card-check provision B. corporate union membership C. indirect union provision D. associate union membership E. relational union membership |
d |
80. collective coercion B. corporate campaigns C. indirect provisions D. associate campaigns E. social campaigns |
b |
81. It is an arrangement that allows the employer, on behalf of the union, to automatically deduct union dues from the employees’ paychecks. B. It is an agreement that if a certain percentage of employees sign an authorization card, the employer will recognize their union representation. C. It is an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining. D. It is a formal and binding pledge by the employer not to oppose organizing efforts elsewhere in the company. E. It is a formal and binding pledge by at least 51 percent of employees to not unionize. |
b |
82. They may negotiate for a neutrality provision to neutralize the union’s authority. B. They must accept the union, because they voted for representation in a lawful manner. C. They can request an immediate decertification election. D. They can call for a decertification election to take place when their contract term ends. E. They can request that their union representative terminate the union contract. |
d |
83. work rules, rest periods, and hours of work B. health insurance, pension plans, and bonuses C. application of rules to apprentices and employees who are veterans D. training programs, transfer arrangements, and relocation allowances E. grievance procedures, job classifications, and production standards |
d |
84. bargaining provisions B. bargaining structure C. bargaining campaigns D. bargaining strategies E. bargaining techniques |
b |
85. arbitrated team B. bargaining structure C. union leverage D. differentiated group E. associate mediation |
b |
86. a craft union representing one facility B. a teachers’ union representing a large city’s school district C. a craft union representing employees in two facilities of one company D. an industrial union representing all hourly employees of several companies E. a carpenters’ union representing the employees of one construction firm |
d |
87. The company would have to hire replacement workers, and they might be more productive. B. When the company does not have enough workers, production output will fall. C. Employees will call off the strike if they do not receive pay from their employer. D. Employees are rarely serious when they threaten to go on strike. E. Employees will decide they are better off without union representation. |
b |
88. The school board member will picket the schools during the strike. B. The union will likely be able to make up for some pay during the strike. C. The janitors’ union will refuse to cross the teachers’ picket lines. D. The district will not pay the teachers while they are on strike. E. During a strike, the employer excludes workers from the workplace. |
d |
89. strike B. lockout C. mediation D. picket line E. sabbatical |
b |
90. National Labor Relations Board B. Federal Mediation and Conciliation Service C. Federal Labor Relations Board D. Federal Arbitration and Consulting Service E. National Mediation and Arbitration Commission |
b |
91. mediation B. final-offer arbitration C. fact-finder technique D. conventional arbitration E. rights arbitration |
a |
92. arbitrator B. fact finder C. mediator D. rights enforcer E. stakeholder |
c |
93. fact finder B. arbitrator C. stakeholder D. moderator E. rights enforcer |
a |
94. arbitration B. fact finder negotiation C. mediation D. checkoff bargain E. grievance leverage |
a |
95. only about every three years. B. year after year. C. only on the anniversary of the union’s establishment. D. when the union wants more power over an organization. E. when a company feels a union is overstepping its boundaries. |
a |
96. complaint protocol B. chain of command C. grievance procedure D. protest procedure E. corporate campaign |
c |
97. lockout protocols B. right-to-work laws C. the unionship arrangement D. the grievance procedure E. the chain of command |
d |
98. The final step; the employee and the supervisor would meet together with the union-appointed arbitrator. B. The first step; the employee can speak with her supervisor on her own before involving the union. C. The step in which a written grievance is submitted; this must be written and delivered by the employee only. D. None; the union handles all steps of the grievance procedure without involving the employee. E. The step of deciding to appeal an unresolved grievance; it is up to the employee to choose arbitration or no appeal. |
d |
99. The union steward and employee decide whether the contract was violated. B. The union decides whether to appeal the unresolved grievance to arbitration. C. The written grievance is submitted to the production superintendent, another line manager, or industrial relations representative. D. The decision resulting from the appeal is put into writing. E. The employee (and the union steward) discuss the problem with a supervisor. |
d |
100. The company should have considered whether the grievance procedure is fair. B. The majority of grievances are settled during the early stages of the process. C. Courts generally do not have the authority to rule on employment matters. D. Courts generally avoid reviewing arbitrators’ decisions in these matters. E. Courts generally rule against businesses in employment matters. |
d |
101. It must let Joel join the union so he can have representation in the process. B. It must allow Joel to use the process it negotiated, but it need not send representatives. C. It has no obligations in this process, because Joel chose not to be represented. D. It must give Joel representation equal to what a union member would receive. E. It must give Joel a copy of the labor agreement, but it need not be involved in the process. |
d |
102. After the 1980s, most unions and organizations have acted more like adversaries. B. Examples of cooperation between labor and management include employee involvement in decision making and self-managing teams. C. Finding win-win solutions is almost impossible because unions and management have conflicting goals. D. Organizations often define jobs narrowly, which is a sign of cooperation. E. Creating a union necessarily forces employers to pay more wages, which results in loss of profits. |
b |
103. The NLRB has issued statements indicating that it will not tolerate employee empowerment. B. In its rulings, the NLRB has allowed employee empowerment in certain very limited situations. C. The NLRB has issued rulings that say employee empowerment is allowed only in a nonunion environment. D. In its rulings, the NLRB has shown clear support for employee involvement in decision making. E. The NLRB makes it an unfair labor practice to form employee participation committees to make decisions. |
d |
104. Legal guidelines covering an employer-established system of representation are lengthy and precise. B. Workers tend to think representatives in an employer-established system cannot be counted on to stand up for them. C. It is statistically likely that most BeeGood workers are already represented by unions. D. It is possible that a management-established system of employee representation may violate the NLRA. E. Unions have never tried to organize BeeGood’s workers, so they can easily make a case that the company organized workers illegally. |
d |
105. self-managing employee teams, which could conduct an union organizing campaign B. management-established representation systems, which are endorsed by the NLRB C. the National Labor Relations Board, which could require the company to form a union D. worker centers, which could influence attitudes through publicity and community support E. arbitration panels, which could rule that fair labor conditions require a union |
d |
MGT Chap 15
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