Employment Relations Exam Review
Course Introduction
Employment Relations explores the dynamic interactions between employers, employees, trade unions, and governmental agencies within the modern workplace. The course examines the historical development and theoretical foundations of employment relations, labor law, collective bargaining, dispute resolution, and workplace negotiation. Key topics include employee rights and responsibilities, management strategies, conflict management, and the impact of globalization and technological change on work environments. Through case studies and practical exercises, students gain critical insights into the evolving nature of employment, strategies for effective workplace communication, and the processes that underpin fair and productive organizational relationships.
Recommended Textbook
Labor Relations Development Structure Process 12th Edition by John A. Fossum
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17 Chapters
1358 Verified Questions
1358 Flashcards
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Page 2
Available
Study
Chapter 1: Introduction
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) Who are responsible for making operational decisions for corporations?
A) Managers hired by the shareholders through their elected board of directors
B) Shareholders
C) Investors and directors of the company
D) The managing directors and the partners of the company
Answer: A
Q2) Union representation has declined from 35 percent in 1955 to a little more than 11 percent now,indicating that unions exert less influence on employment practices through _____.
A) voice power
B) spillovers
C) collective bargaining
D) monopoly power
Answer: B
Q3) Operational decisions are made by the managers hired by the shareholders' elected board of directors.
A)True
B)False
Answer: True
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Page 3
Chapter 2: The Evolution of American Labor
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Sample Questions
Q1) Which of the following acts authorized the seizure of plants involved in labor disputes and required the NLRB to monitor strike votes?
A) War Labor Disputes Act
B) Taft-Hartley Act
C) Norris-La Guardia Act
D) National Industrial Recovery Act
Answer: A
Q2) Executive Order 11491 required Landrum-Griffin-type reporting by unions.
A)True
B)False
Answer: True
Q3) Title VII of the Civil Service Reform Act of 1978 regulates labor-management relations in the federal service.
A)True
B)False
Answer: True
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Chapter 3: Employment Law and Federal Agencies
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Sample Questions
Q1) The Racketeer Influenced and Corrupt Organizations Act was passed to deter corruption by requiring the forfeiture of illegal gains.
A)True
B)False
Answer: True
Q2) Which of the following is an unfair labor practice on the part of an employer?
A) An employer creates employee groups within the organization and asks employees to participate in setting wages,hours,and terms and conditions of employment.
B) If two unions are vying to organize a group of workers;an employer neither recognizes one to avoid dealing with the other nor expresses a preference for one over the other.
C) An employer creates a company-sponsored union and bargains with it.
D) An employer discriminates in hiring,assignment,or other terms of employment on the basis of union membership.
Answer: B
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Chapter 4: Union Structure and Government
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Sample Questions
Q1) International representatives,unlike many local union officers,are part-time union employees.
A)True
B)False
Q2) Briefly discuss the responsibilities of the AFL-CIO.
Q3) The nationals and the AFL-CIO levy a per capita tax on the locals.
A)True
B)False
Q4) The International Brotherhood of Electrical Workers was originally a union of skilled electricians primarily involved in contract construction.
A)True
B)False
Q5) Local unions are probably less electorally democratic than governmental units.
A)True
B)False
Q6) Describe the channels of funds available to unions.
Q7) What are independent local unions? Explain their levels of effectiveness and wages.
Q8) How can the national union democracy be measured?
Q9) Briefly describe the national structure of national unions.
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Chapter 5: Unions: Member and Leader Attitudes,
Behaviors, and Political Activities
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Sample Questions
Q1) Member commitment and participation may vary substantially depending on the local employment environment and the _____ of the union.
A) size
B) history
C) affiliation networks
D) governance structure
Q2) Union commitment is predicted most strongly by pro-union attitudes which are strongly influenced by union instrumentality perceptions.
A)True
B)False
Q3) Which kinds of employees may be more willing to free ride than the others?
A) Employees who are socialized into the union
B) Employees who are less attached to their occupations
C) Employees who fear arbitrary employer actions
D) Employees who develop feelings of union solidarity
Q4) What happens to the election of local officers when the local union has contracts with several employers?
Q5) How can the union secure economic gains? Explain the ramifications.
Q6) Explain officer commitment to the labor movement.
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Chapter 6: Union Organizing Campaigns
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Sample Questions
Q1) Legal constraints limit the potential scope of a bargaining unit.
A)True
B)False
Q2) National union campaigns often occur if a unionized firm opens a new nonunion plant.
A)True
B)False
Q3) Which of the following would be regarded as an unfair labor practice (ULP)?
A) Audiotaping the speech given by the owner of a company during its annual general meeting.
B) Videotaping to record protected concerted activity.
C) Installing CCTVs in the company to track security of the premises.
D) Restricting computer and e-mail system use to working time.
Q4) A(n)_____ is held to determine whether a majority of employees desire union representation,and if so,by which union.
A) board-directed election
B) representation election
C) election bar
D) recognitional picketing
Q5) Explain the communication-related rule during organizing campaigns.
Page 8
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Chapter 7: Union Avoidance: Rationale,Strategies,and
Practices
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Sample Questions
Q1) What is a key reason employers may locate in lightly unionized areas?
A) Employees may not be motivated to organize for economic reasons.
B) There is less likelihood that they will be opposed by the student community.
C) It is the only way to keep wages under the legal minimum.
D) These areas have lower cost of living expenses associated with them.
Q2) More recently,companies are likely to have implemented _____ pay programs to support new organizational structures stressing team designs.
A) experience-based
B) skill-based
C) group achievements-based
D) profit-sharing
Q3) Which of the following issues is LEAST salient for successful organizing?
A) Economics
B) Justice
C) Fairness
D) Dignity
Q4) Correlate the industrial structure with the possibility of formation and avoidance of union activity.
Page 9
Q5) How are human resource expenditures higher for nonunionized employers?
Q6) Provide a brief write-up about capitalists on their thoughts and way of work.
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Page 10
Chapter 8: The Environment for Bargaining
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Sample Questions
Q1) What is a marginal supply curve? Explain with an example.
Q2) In which of the following conditions will the employer have higher ability to continue operations?
A) When the strike is in peak season
B) When the firm is capital-intensive
C) When high skilled labor is not easily replaceable
D) When an employer has only one plant that produces the product
Q3) When is the derived demand for labor more inelastic?
A) If a given type of labor is essential in the production of the final products
B) If the market demand for the final products is elastic
C) If the cost of labor is a significant part of the total product cost
D) If the supply of materials is elastic
Q4) How do unions demonstrate their effectiveness?
Q5) Deregulation created competition in wages between union and nonunion sectors of the industries.
A)True
B)False
Q6) When is the derived demand for labor more inelastic?
Q7) Write a short note on industrywide bargaining.
Q8) How do integrated facilities affect an employer's ability to take on strikes?
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Chapter 9: Wage and Benefit Issues in Bargaining
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Sample Questions
Q1) Takeovers of unionized firms result in higher shareholder return compared with takeovers of nonunion employers.
A)True
B)False
Q2) When would employers prefer overtime workers than new hires?
A) When more work is needed and the employee wants to reduce costs
B) When person-tied benefits and paid time off exceed 50 percent of base pay
C) When the overtime contract requires higher premium
D) When costs are incidental to hiring and benefits are lower than overtime premium
Q3) In two-tier pay plans,when does the employer benefit most?
A) When the company is stagnating
B) When the lower-tier employment levels begin to increase
C) When the employee turnover is high
D) When the pay increase is related to the skills learned
Q4) Unionization has been found to have consistent effects on firm insolvency.
A)True
B)False
Q5) Explain the bonus formula in Impro-Share with an example.
Q6) What is union's effect on the pay system?
Page 12
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Chapter 10: Nonwage Issues in Bargaining
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Sample Questions
Q1) Managements never demand a no-strike agreement in return for arbitrating unresolved grievances.
A)True
B)False
Q2) Competitive-status seniority is related to entitlement to bargaining-unit-wide benefits established in the contract.
A)True
B)False
Q3) In most contracts,management reserves the right to act in areas not constrained by the agreement.
A)True
B)False
Q4) Except in states with _____ laws,contracts may contain agency or union-shop clauses.
A) right-to-work
B) work-to-rule
C) rank-and-file
D) high-performance work
Q5) Why was the Fair Labor Standards Act enacted?
Q6) Explain high-performance work organizations (HPWO).
Page 13
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Chapter 11: Contract Negotiations
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Sample Questions
Q1) Relief time costs less if it is broken up into short periods.
A)True
B)False
Q2) Which of the following is used when employers and unions face a common problem?
A) Integrative bargaining
B) Zero-sum bargaining
C) Distributive bargaining
D) Attitudinal structuring
Q3) Porter,Inc.is experiencing high employee turnover.Consequently,union membership is also eroded.The union and the management are seeking a solution to their joint problem by attacking any contractual causes of turnover.This is an example of:
A) attitudinal structuring.
B) zero-sum bargaining.
C) distributive bargaining.
D) integrative bargaining.
Q4) Distributive bargaining occurs when employers and unions accommodate each other's needs without cost or through simultaneous gains.
A)True
B)False
Page 14
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Chapter 12: Impasses and Their Resolution
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Sample Questions
Q1) Hiring strike replacements jeopardizes strikers' jobs,increasing the possibility of violence.
A)True
B)False
Q2) _____ strikes most frequently involve plant administration issues and generally last three days or less.
A) Renegotiation
B) Wildcat
C) Sympathy
D) Intracontract
Q3) What do the four major types of strikes have in common?
A) Employees' refusal to work
B) Labor law violations
C) Unauthorized stoppage during the contract
D) Employers' refusal to budge
Q4) Under the Taft-Hartley Act,if the parties are at an impasse and the contract has expired,the union is free to strike.
A)True
B)False
Q5) Briefly explain the two classes of labor arbitration.
Page 15
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Chapter 13: Union-Management Cooperation
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Sample Questions
Q1) Companies that implemented high-performance work organizations (HPWOs)during the early 1990s had lower layoff rates.
A)True
B)False
Q2) During the workplace restructuring of the 1990s,layoffs were positively related to
A) sales gains
B) exports
C) proportion of blue-collar workers
D) proportion of female workers
Q3) Which of the following is true about union-management cooperation?
A) There is consistent evidence to indicate that union-management cooperation universally improves firm performance.
B) Union-management cooperation is negatively related to organizational commitment.
C) At the most basic level,both the union and management have similar interests.
D) There are managers and faction leaders within unions who believe that cooperation is antithetical to labor-management relations.
Q4) Discuss the impact of workplace restructuring in the past 35 years.
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Page 16
Chapter 14: Contract Administration
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Sample Questions
Q1) Personnel assignment grievances most often concern which job classification is entitled to perform certain work.
A)True
B)False
Q2) Which of the following is one of the most frequently disputed issues in contract administration?
A) Reduced productivity
B) Individual personnel assignments
C) Discipline imposed for infractions of rules
D) Inappropriate product quality
Q3) In the first step in the grievance procedure,an employee who believes the company has violated the contract complains to the _____,who may accept or assist in writing up a grievance.
A) local negotiating committee
B) arbitrator
C) union steward
D) industrial relations representative
Q4) How does fractional bargaining pose problems for the union?
Q5) How does the union steward's personality play a role in grievance resolution?
Page 17
Q6) What advantage does a steward have over a supervisor in large plants?
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Chapter 15: Grievance Arbitration
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Sample Questions
Q1) Which of the following is true for employees who receive corrective discipline for unsatisfactory performance?
A) They are likely to perform satisfactorily after reinstatement.
B) They are rarely restored to the original work group.
C) Their previous work record is predictive of job performance after reinstatement.
D) Punishing employees rather than placing them in a probationary status makes the discipline contingent on future behavior.
Q2) Explain the steps involved in choosing an arbitrator using the American Arbitration Association (AAA).
Q3) Which form of evidence is information specifically tying a person to a situation?
A) Circumstantial evidence
B) Direct evidence
C) External evidence
D) Subjective evidence
Q4) What is expedited arbitration? How is it useful?
Q5) What are the three basic protections for arbitration laid down by the Supreme Court in the Steelworkers' trilogy?
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Chapter 16: Public Sector Labor Relations
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Sample Questions
Q1) Write a short note on teacher bargaining laws.
Q2) Most states that permit bargaining for teachers also confer exclusive recognition on a majority union and impose a mutual duty on both the employer and the union to bargain.
A)True
B)False
Q3) Strikes are increased when lost school days are not rescheduled.
A)True
B)False
Q4) While unions tend to prefer lawyer arbitrators,managements tend to prefer _____.
A) media persons
B) social leaders
C) economists
D) legislators
Q5) In a private sector impasse,the fact-finder's role is to:
A) implement expedited arbitration to save time and costs.
B) issue a binding statement.
C) establish a reasonable position for settlement and prepare a report.
D) examine the merit of the case.
Q6) What is final-offer arbitration? What is its objective?
Page 19
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Chapter 17: A Survey of Labor Relations in Market
Economies
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Sample Questions
Q1) Which of the following is an effective strategy for the second stage of export-oriented industrialization?
A) Banning labor organization
B) Enhancing worker skills
C) Containing costs
D) Relaxing labor standards
Q2) Countries in the first stage of export-oriented industrialization (EOI)are most likely to compete by _____.
A) developing skills
B) containing costs
C) increasing productivity
D) increased flexibility
Q3) Bargaining issues or methods are unspecified because most countries do not have a collective bargaining law.
A)True
B)False
Q4) What is the role of works councils in German establishments?
Q5) What are some of the general changes in industrial relations following from increased globalization?
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