Canadian Industrial Relations
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Course Introduction
Canadian Industrial Relations explores the history, structure, and dynamics of labor relations in Canada. This course examines the roles and interactions of employers, employees, and unions within the Canadian legal and economic framework. Students will analyze collective bargaining processes, dispute resolution mechanisms, labor legislation, and the impact of globalization and technology on industrial relations. Emphasis is placed on understanding current issues, emerging trends, and the broader social and political factors influencing the Canadian industrial relations landscape.
Recommended Textbook
Industrial Relations in Canada 2nd Edition by
Robert Hebdon
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12 Chapters
613 Verified Questions
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Chapter 1: Introduction
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Q1) In which context does a shared set of ideas and beliefs figure prominently?
A) strategic choice perspective
B) Marxist political economy
C) Dunlop's IR systems model
D) equity/efficiency theory
Answer: C
Q2) Which views of industrial relations are based in economics?
A) neoclassical economics and pluralist
B) human resources/strategic choice and political economy
C) neoclassical economics and human resources/strategic choice
D) pluralist and political economy
Answer: A
Q3) Strikes can be both outputs and conversation mechanisms in the IR systems framework.
A)True
B)False
Answer: True
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Chapter 2: The Legal Environment
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Q1) Which industries fall under Canadian federal labour law?
A) agriculture and performing arts
B) media broadcasting and banking
C) education and communications
D) mining and logging
Answer: B
Q2) What is an example of the duty of representation?
A) supporting a troublesome employee's grievance
B) a free vote for a union
C) "one member, one vote" union democracy
D) management consent to a union drive on company time
Answer: A
Q3) Which is a ground for discrimination under Canadian human rights legislation?
A) equal pay for work of equal value
B) family status
C) union representation
D) conciliation
Answer: B
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Chapter 3: Economic, Social, and Political Environments
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Q1) What is a hiring hall?
A) a management-run operation used to recruit workers
B) a human resources tactic used to encourage employees to take different jobs within the firm
C) a union-run centre that coordinates the match between labour and job sites
D) a joint union-management plan to recruit workers
Answer: C
Q2) In the context of elasticity of demand, what does "steep demand" mean?
A) A large increase in the quantity demanded will cause a small increase in wages.
B) A small increase in the quantity demanded will cause a large increase in wages.
C) A small increase in the quantity demanded will cause a small increase in wages.
D) A large increase in the quantity demanded will cause a large increase in wages.
Answer: B
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Chapter 4: Labour History
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Q1) How are the Depression years and the 1990s similar?
A) workers' rights undermined
B) public sector resistance to unionization
C) significant economic hardship
D) labour rights improved
Q2) Present two ways in which governments have used legislation to limit union wage gains in the public sector.
Q3) The Nine-Hour Movement took place in what year?
A) 1818
B) 1872
C) 1886
D) 1919
Q4) Which of the following was an aspect of the difference between the AFL and the TLC?
A) multiple union membership
B) collective bargaining
C) innovative social policy
D) addressing power imbalances
Q5) Name five key elements of the Wagner Act that still remain in today's labour relations legislation.
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Chapter 5: The Union Perspective
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Q1) Name four institutionalist objectives for unions' promotion of industrial democracy.
Q2) The Ontario Nurses' Association is an example of which of the following?
A) an employer-sponsored association
B) an industrial union
C) a national union
D) a craft union
Q3) Men are more likely to want to join a union than women are.
A)True
B)False
Q4) Canada's two largest unions are both private-sector unions.
A)True
B)False
Q5) Labour boards and arbitration processes are examples of which of the four key elements of industrial democracy?
A) employee voice in determining work rules
B) a written law of workplace rules
C) a binding procedure for the enforcement of written law
D) a balance of power between management and labour
Q6) List five reasons why a democratic structure is important for unions.
Page 7
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Chapter 6: The Management Perspective
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Q1) What trend did the United States share with Canada from the 1960s to the 1980s?
A) competitive pressure from globalization
B) highly unionized public sector
C) shifts of products from nonunion to union worksites
D) employers opening new locations in nonunion jurisdictions
Q2) Which characteristic is considered key to participative management?
A) Reward systems are in place.
B) It is common for decisions to be made at the highest level.
C) There is limited investment in training and development.
D) Jobs are designed so that workers handle small, specialized parts of the product.
Q3) Human resources professionals seek to achieve balance between which factors?
A) compensation and performance
B) efficiency and inequity
C) fairness and efficiency
D) equity and opportunity
Q4) Scientific management argued that workers should perform a small number of simple tasks.
A)True
B)False
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Chapter 7: Negotiations
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Q1) Which of the following contributes to achieving a contract zone?
A) The parties are unaware of the potential to strike or lockout.
B) The economic conditions change dramatically.
C) The parties are negotiating for the first time.
D) The parties share an understanding of an acceptable wage package.
Q2) What is the conflict of interest assumption?
A) There is a conflict of interests between union and management.
B) There is a conflict of interests between managers and those they manage.
C) There is a conflict of interests between unions and union members.
D) A conflict of interests is necessary for effective bargaining.
Q3) What are the main differences between individual and collective bargaining?
Q4) Today's negotiator needs to know both integrative and distributive negotiating styles.
A)True
B)False
Q5) Why is IBB so difficult to achieve?
Q6) Cooperative and adversarial negotiations often take place at the same time.
A)True
B)False
Q7) Define and describe the four subprocesses of collective bargaining.
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Chapter 8: Collective Agreement Administration
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Q1) Which of the following examples of wording gives specific instructions regarding the parties' behaviour?
A) will usually
B) shall
C) may
D) normally
Q2) Many organizations introduce computers to automate parts of their operations. In which grouping of clauses in a collective agreement would you find language that deals with this issue?
A) organization of work
B) rights of parties
C) working conditions
D) labour relations processes
Q3) Seniority clauses in collective agreements that protect workers from layoff are a response to which management goal?
A) operational efficiency
B) shareholder consultation
C) right to terminate
D) pyramiding
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Page 10
Chapter 9: Strikes and Dispute Resolution
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Q1) All countries record strike statistics in the same way to enable international comparisons.
A)True
B)False
Q2) What do strike frequency statistics examine?
A) the number of workers involved in a strike
B) the person-days not worked
C) the percentage of working time lost due to a strike
D) the total number of strikes
Q3) In which form of interest arbitration can the arbitrator choose from the options presented or craft his/her own decision?
A) conventional interest arbitration
B) unconventional interest arbitration
C) rights interest arbitration
D) final-offer arbitration
Q4) Who initiates a lockout?
A) management
B) union
C) labour council
D) shop stewards
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Chapter 10: Impacts of Unionization
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Q1) Which of the following human resources practices is an effect of unionization?
A) HR practices are less formal.
B) HR practices focus more on individual rewards and recognition.
C) Management is more flexible about HR matters.
D) Many HR practices put more emphasis on seniority.
Q2) Organizational commitment facilitates union commitment.
A)True
B)False
Q3) What do Freeman and Medoff suggest is improved due to the shock effect?
A) firm efficiency
B) health and safety
C) staffing flexibility
D) innovation
Q4) Which of the following staffing practices is an effect of unionization?
A) the use of informal internal recruitment techniques
B) a lack of probationary periods
C) the use of seniority in selection decisions
D) the use of less formal promotion criteria
Q5) Why is the relationship between union wage premiums and economic performance countercyclical?
12
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Chapter 11: Public-Sector Issues
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Q1) What can be said about Canadian public-sector dispute resolution policies?
A) Essential services are seldom mentioned.
B) Bans on strikes are found across the country.
C) There is great variety in such policies.
D) Public interest has little influence on labour policy.
Q2) What is the proportion of public-sector workers to private-sector workers in Canada?
A) 1:2
B) 1:3
C) 1:4
D) 1:5
Q3) What is the approximate union density in the Canadian public sector?
A) 50%
B) 60%
C) 70%
D) 80%
Q4) The role of government has been changing from a neutral third party to a party of direct interest in Canada.
A)True
B)False
Page 13
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Chapter 12: Globalization of Labour Markets
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Q1) Which of the following was been added to the mandate of the CLC after its formation in 1956?
A) pursue employment equity
B) develop a national pension plan
C) increase minimum wage
D) improve unemployment insurance
Q2) As a result of globalization, corporations have been adapting concepts and ideas on how to improve efficiency from other corporations worldwide.
A)True
B)False
Q3) The decree system is used in Quebec and parts of Europe. What is the decree system?
A) The nonunionized sector reaps the same benefits as those negotiated in the unionized sector.
B) Supervisors and management employees are part of the same bargaining unit.
C) Benefits for unionized and nonunionized employees are equal, which results in high-inflation wage settlements.
D) Wages are set by government through labour decrees.
Q4) Explain the new role of the ILO, and analyze its structure.
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