Business and Society Exam Questions
Course Introduction
Business and Society explores the complex and dynamic relationship between businesses and the broader social environment in which they operate. The course examines how ethical considerations, social responsibilities, and public policies influence business decisions and practices. Students will analyze the impacts of business on key stakeholders such as employees, consumers, communities, and the environment, and assess how companies manage issues related to sustainability, corporate citizenship, and social justice. Through case studies and real-world examples, the course encourages critical thinking about the role of business in addressing societal challenges and contributing to the public good.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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Chapter 1: An Introduction to Industrial Relations in Canada
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Q1) The 1982 Dolphin Delivery case dealt with
A) an employer injunction to request picketing
B) an employer injunction to prevent picketing
C) a union injunction to request picketing
D) a union injunction to prevent picketing
Answer: B
Q2) Industrial relations is a broad, interdisciplinary field of study and practice that encompasses some aspects of the employment relationship.
A)True
B)False
Answer: False
Q3) In 1995 the government of Ontario excluded farm workers from the jurisdiction of labour law claiming they would cause excessive labour costs.
A)True
B)False
Answer: True
Q4) What is the union's primary role in the workplace?
Answer: A union's primary role is to represent the employees in interactions with the employer.
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Chapter 2: Theories of Industrial Relations
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Q1) Discuss how Dunlop took the principles of systems theory and used them to explain how industrial relations operates.
Answer: The Answer: should include the following: Dunlop considered two levels that existed within the framework of the individual organization and with other organizations in the external environment. Dunlop refers to three actors within the industrial relations system: Unions, Management/Employer and Government or other stakeholders and argued that each of these actors had a specific ideology that determined how they would act within the system and as such would create conflicts within the systems to either counteract or balance events occurring within the system. However the shared belief of the actors about the value of the system itself maintains the stability within the system even if representatives of the actors change. This allows the system to continue to function in spite of disputes.
i)
Q2) In 17th-century North America, craftspeople rarely owned their own businesses.
A)True
B)False
Answer: False
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Page 4
Chapter 3: History of the Canadian Union Movement
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Q1) What were some of the provisions of the 1944 order-in-council P.C. 1003?
Answer: P.C. 1003 incorporated some of the major provisions of the American Wagner Act of 1935, such as the right to organize, the right to collective bargaining, and the right to strike. In addition, it contained provisions requiring the parties to bargain in good faith, the requirement of a safe workplace, and it confirmed the requirement for conciliation before the right to strike was acquired.
Q2) In 1961, the Confédération des travailleurs catholiques du Canada (or the Canadian Catholic Confederation of Labour) became the Confédération des syndicats nationaux (or the Confederation of National Trade Unions).
A)True
B)False
Answer: True
Q3) When did radical politics enter the Industrial Relations arena?
A) 1920s
B) 1930s
C) 1940s
D) 1900s
Answer: A
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Chapter 4: The Structure of Canadian Unions
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Q1) Members of a local union pay a percentage of their salary as their monthly membership dues.
A)True
B)False
Q2) Who was the first president of the Canadian Labour Congress to be elected when a previous president was also running for re-election?
A) Hassan Husseini
B) Ken Georgetti
C) Buzz Hargrove
D) Hassan Yussuff
Q3) What are some of the services provided by provincial labour federations?
Q4) Describe the four major functions of the Canadian Labour Congress.
Q5) Which of the following events generally has the highest level of member participation?
A) The ratification vote
B) Elections of union officials
C) Special grievance meetings
D) The regular monthly meeting
Q6) What does it mean to be 'in good standing'?
Q7) Describe the function of the International Trade Union Confederation (ITUC).
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Chapter 5: The Organizing Campaign
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Q1) Generally workers on construction sites must be organized and certified on each site.
A)True
B)False
Q2) In the context of the certification process, what is meant by voluntary recognition?
Q3) Why are labour relations boards strict about enforcing the definition of 'employee'?
A) To prevent employers from not adhering to the collective agreement.
B) To prevent unions from becoming less powerful.
C) To prevent employers from reducing the size of the bargaining unit.
D) To prevent employers from becoming too powerful.
Q4) Being the "bargaining agent" means that the union is legally recognized as one of the representatives of employees in that particular workplace.
A)True
B)False
Q5) What is a sweetheart agreement?
Q6) What are the two primary reasons that a union would like to include as many employees as possible in their application for certification?
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Chapter 6: Establishing Union Recognition
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Q1) What is the 'terminal date'?
A) The date when the notice must be taken down
B) The date that the application becomes null and void
C) The date that the Board must receive the submissions
D) The date that the employees must be formally notified of the application
Q2) Which of the following is not an option available to a labour relations board after a hearing has been conducted?
A) Rejecting the certification application
B) Altering the bargaining unit's composition to one it considers appropriate
C) Inviting another union to compete for the employees' support
D) Ordering a new representation vote
Q3) Legislation dealing with unfair labour practices seeks to
A) Balance the rights of the employer and the employee during an organizing campaign.
B) Create the power imbalance between the employer and the employee.
C) Legitimize the employer's actions and statements in an organizing campaign.
D) Place a quasi-gag order on employer speech during the campaign.
Q4) Who may initiate a raid in the context of a union certification?
Q5) Discuss 'time bars' and why they are significant to the Certification process. (154)
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Chapter 7: Defining and Commencing Collective Bargaining
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Q1) What is the required minimum duration of a collective agreement in most Canadian jurisdictions?
A) Three years
B) Two years
C) One year
D) This number varies in each jurisdiction
Q2) What is the term commonly used to describe the process by which the employer deducts funds from each employee and remits these funds to the union?
A) Union security
B) Automatic deposit
C) Dues check-off
D) Dues remittance
Q3) Once a certification order is in place, most Canadian labour codes specify times by which negotiations must begin.
A)True
B)False
Q4) What is a religious exemption?
Q5) Describe the union security provision known as the Rand formula.
Q6) Why do collective agreements have to contain a grievance procedure?
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Chapter 8: The Collective Bargaining Process
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Q1) Which of the following best describes the term "factional conflict"?
A) Disputes between chief negotiators on bargaining priorities
B) Disputes within an organization about conflicting demands
C) Disputes between bargaining committees on key issues
D) All of the above
Q2) Why is it difficult to determine the amount of bargaining power held by either union or management in the negotiation process?
Q3) List and describe the factors affecting the union's bargaining power.
Q4) Which of the following is not one of the principles of mutual gains bargaining?
A) Separating the people from the problem
B) Focusing on interests rather than positions
C) Insisting that the result be based on some objective standard
D) Emphasizing the wishes of both parties
Q5) Which of the following is not one of the specific stages in the negotiation process?
A) Establishing the negotiating range
B) Narrowing the negotiating range
C) The critical stage
D) Ratification
Q6) Describe the ratification process.
Page 10
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Chapter 9: Strikes and Lockouts
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Q1) List and describe the different motivations for strikes and lockouts. (Page 242-243)
Q2) Which of the following is not a pre-condition for a legal strike in Alberta?
A) 48 hours notice to the Minister of Labour
B) Compulsory secret ballot vote
C) No strike or lockout until a mediator has been formally appointed
D) Strike vote determined by majority in the bargaining unit who vote
Q3) The strikes-as-mistakes perspective suggests that strikes or lockouts can occur as a result of perceptions developed during bargaining. What are some of the factors that may cause these perceptions?
Q4) What is the term used to describe the payments issued by the union to its striking members to partially compensate for the loss of employment income?
A) Picketing pay
B) Supplementary unemployment pay
C) Strike pay
D) Employment insurance
Q5) Describe how the following factors impact the decision of a union to undertake a strike. (Pages 244-247)
Q6) What is the basic concept of the strikes as collective voice perspective?
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Chapter 10: Third-Party Intervention During Negotiations
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Q1) What is the term generally used to describe the opportunity given to union members to accept or reject the last offer received from the employer?
A) Final offer vote
B) Ratification
C) Strike vote
D) All of the above
Q2) Which form of third-party intervention in the bargaining process is considered to be the most intensive?
A) Grievance arbitration
B) Interest arbitration
C) Fact finding
D) Mediation
Q3) The power of an industrial inquiry commission to resolve disputes rests in the A) Power of investigation
B) Power of persuasion
C) Power of recommendations
D) Power of acceptance or rejection
Q4) What are final offer votes?
Q5) What is meant by the term "item-by-item final offer selection"?
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Chapter 11: The Grievance Arbitration Process
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Q1) What level of the union hierarchy sometimes assists employees in presenting and preparing their grievances during the first step?
A) The union president
B) The national representative
C) The shop steward
D) The union delegate
Q2) What is the purpose of a subpoena?
A) To compel a witness to appear
B) To compel the witness to bring other people
C) To request a witness to appear
D) To request production of documents
Q3) Once the preliminary issues are concluded, what happens next in a hearing?
A) Each party has a right to make an opening statement
B) The cross-examining party has the right to re-examine witnesses
C) The arbitrator is not permitted to ask questions of the witnesses
D) Parties can identify certain witnesses that will not be eligible for cross- examination
Q4) What are some of the complaints about the standard arbitration process that have caused practitioners to seek out new forms of adjudication? (Page 324)
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Page 13
Chapter 12: Changes to the Union or the Employer
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Q1) What is the name of the process used to cancel a union's certification?
A) Decertification
B) Term of cancellation
C) Reverse certification
D) Decreditation
Q2) Which of the following is a reason why employers are generally reluctant to have a union in the workplace?
A) They see it as a threat to their ability to operate the company efficiently
B) They fear that a union will inflate labour costs
C) They may oppose them on general principle
D) All of the above
Q3) Which of the following is not one of the reasons that unions are merging in Canada?
A) A response to the general trend in business toward larger organizations
B) Larger unions have more power than smaller ones
C) Governments are encouraging such mergers
D) They can increase their impact in collective bargaining
Q4) What criteria might labour relations boards use when assessing whether continuity exists and successorship should be approved? (Pages 351-354)
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Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) Discuss how legislation, politics, and union organizing will affect the future of industrial relations in Canada. (Page 410-417)
Q2) Canadian labour law is much stricter than American labour law in restricting what during strikes?
A) Picketing
B) Replacement workers
C) Work slow downs
D) Work to rule campaigns
Q3) What is the term given to legislation, which identifies historically disadvantaged groups and encourages organizations to develop plans to increase representation of these groups in the workforce?
A) Human rights legislation
B) Anti-defamation legislation
C) Employment equity legislation
D) Labour standards legislation
Q4) Women enter and leave the labour force more often than men because they do not have the same financial responsibilities as men.
A)True
B)False
Page 15
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