Employment Relations Question
Bank
Course Introduction
Employment Relations explores the dynamic interactions between employers, employees, and the institutions that regulate work. The course examines key concepts such as labor markets, collective bargaining, workplace conflict, and employment law, while considering the influence of globalization, technology, and changing organizational structures. Students will gain an understanding of how employment relationships are formed, maintained, and transformed, with attention to the perspectives of both management and labor. Through case studies and contemporary examples, the course also analyzes the roles of unions, government regulation, and human resource practices in shaping the modern workplace.
Recommended Textbook Labor Relations Striking a Balance 5th Edition by
John W. Budd
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13 Chapters
2213 Verified Questions
2213 Flashcards
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Page 2
Chapter 1: Contemporary Labor Relations: Objectives, Practices, and Challenges
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90 Verified Questions
90 Flashcards
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Sample Questions
Q1) Regardless of the impact on productivity or efficiency, it is argued that industrial democracy is important to the U.S. because:
A) Democracy is often the most efficient means by which to make decisions.
B) A country cannot truly value the concept of democracy without supporting democratic principles in the workplace.
C) In a democratic society, businesses should be the place in which individuals learn to express their democratic voice.
D) Businesses are inherently democratic enterprises.
Answer: B
Q2) Conflicts between employers and employees can best be described as conflicts between:
A) Property rights and individual rights.
B) Consumer rights and privacy rights.
C) Rights of the privileged and rights of the underprivileged.
D) Economic rights and worker rights.
Answer: A
Q3) _____________________ is a measure of the percentage of workers who are union members.
Answer: Union density
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Chapter 2: Labor Unions: Good or Bad
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) The notion that management and labor have common goals and that there is no inherent conflict of interest between them is consistent with a unitarist view of the employment relationship.
A)True
B)False
Answer: True
Q2) Unionized workers tend to have lower job satisfaction than nonunionized workers primarily because:
A) They are dissatisfied with their union representation.
B) They are working under harsher conditions and their workplace climate is less desirable.
C) They are receiving fewer benefits such as workers compensation and unemployment insurance.
D) They are more likely to be victims of discrimination than nonunionized workers. Answer: B
Q3) The presence of unions is usually found to decrease company profits. A)True
B)False
Answer: True
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Page 4
Chapter 3: Historical Development
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158 Verified Questions
158 Flashcards
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Sample Questions
Q1) A ________________________ strike is one in which the union workers refuse to work but also refuse to leave the employers' premises, effectively making it impossible for the employer to continue operations.
Answer: sit-down
Q2) _______________________ was a management philosophy that decomposed skilled jobs into basic repetitive tasks and converted them into unskilled labor.
Answer: Scientific management (Taylorism
Q3) The Homestead Strike of the Iron and Steel workers in Homestead, PA is representative of the struggle in the late 1800's between worker control over their own working conditions and management's right to unilaterally establish working conditions.
A)True
B)False
Answer: True
Q4) The first unions in the U.S. were focused at the local level, representing a single craft or trade.
A)True
B)False
Answer: True
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Chapter 4: Labor Law
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187 Flashcards
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Sample Questions
Q1) Explain the role of the Landrum-Griffin Act of 1959 and discuss the rationale for this legislation.
Q2) The Norris-LaGuardia Act of 1932 sought to remedy the imbalance between an employer and an individual worker by limiting the role of the courts in labor-management relations.
A)True
B)False
Q3) The Railway Labor Act established the _______________________ to conduct secret ballot elections to determine whether a union should represent railroad employees.
Q4) During hearings that took place from 1957-1959, a congressional investigating committee found that certain union officials had done all of the following except:
A) Engaged in bribery.
B) Taken personal loans from union funds.
C) Used violence to achieve their ends.
D) Negotiate excessive wages.
Q5) What is the role of the Federal Mediation and Conciliation Service?
Q6) Explain the Wright Line test - what is it and how is it applied in practice?
Q7) Explain the key provisions of the Wagner Act of 1935.
Page 6
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Chapter 5: Labor and Management: Strategies, Structures, and Constraints
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172 Verified Questions
172 Flashcards
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Sample Questions
Q1) A key difference between the European and U.S. models of unionism is that the European model sees the scope of unionization as limited to the workplace.
A)True
B)False
Q2) When comparing labor and corporate organizations, one can conclude that all of the following aspects are similar except:
A) The structure of the organizations' hierarchies.
B) The organizations' democratic practices.
C) The organizations' formalized procedures.
D) The organizations' specialized functions.
Q3) A union that pursues the social unionism model, will try to achieve equity and voice:
A) in the workplace .
B) in society.
C) in workplace but also in society as a whole.
D) only if it benefits the union leadership.
Q4) Compare and contrast democracy in unions with democracy in corporations.
Q5) When management works toward remaining nonunion or becoming nonunion, it is known as union ___________________________.
Page 7
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Chapter 6: Union Organizing
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171 Flashcards
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Sample Questions
Q1) In union organizing, a majority sign-up procedure is also known as _______________________________.
Q2) The degree to which an individual thinks a union will be successful in improving the workplace is known as union instrumentality.
A)True
B)False
Q3) Most U.S. unions are formed through:
A) Secret ballot elections.
B) Voluntary agreements by management to recognize the union.
C) Strikes.
D) Court orders.
Q4) Employees who do not have the protection of the NLRA:
A) Are prohibited by law from joining a union.
B) May strike or picket but could be terminated for doing so.
C) Are prohibited by law from any collective action including strikes and pickets.
D) Are allowed to join a union but cannot strike.
Q5) A successful campaign to organize commercial building janitors in several major cities during the 1980s was known as the _______________________________ campaign.
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Chapter 7: Bargaining
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190 Verified Questions
190 Flashcards
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Sample Questions
Q1) _______________________________ are wages, hours, and terms and conditions of employment that employers and unions have an obligation to collectively bargain.
Q2) Mainstream industrial relations views the employment relationship as one where the parties have a mixture of conflicting interests as well as common goals.
A)True
B)False
Q3) Collective bargaining agreements made between labor's negotiators and the employer's negotiators are tentative and subject to rank and file approval.
A)True
B)False
Q4) One key difference in collective bargaining occurring in the public sector as compared to the private sector is that the management structure of public sector agencies are more hierarchical than in the private sector.
A)True
B)False
Q5) Describe the four subprocesses of negotiations proposed by Richard Walton and Robert McKersie.
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Chapter 8: Impasses, Strikes, and Dispute Resolution
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183 Verified Questions
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Sample Questions
Q1) Some states use a hybrid dispute resolution procedure called _______________________________ that begins with mediation and, in the event no settlement is reached, ends in final and binding arbitration.
Q2) After a lengthy negotiation involving a series of contract changes agreed to by management and the union, General Soft Drinks refused to make any further changes to the contract even though the union was ready to strike. The parties are:
A) committing an unfair labor practice in violation of the NLRA
B) negotiating in bad faith
C) at a bargaining impasse
D) ready for final and binding arbitration
Q3) In conventional arbitration, the arbitrator can look at the final offers of each party to a dispute and create any settlement he or she deems appropriate.
A)True
B)False
Q4) If bargaining impasses occur so infrequently and so few working days are lost due to strikes, why is it important to study bargaining impasses and various alternative dispute resolution mechanisms?
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Chapter 9: Contract Clauses and Their Administration
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173 Verified Questions
173 Flashcards
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Sample Questions
Q1) Once a union contract is in place, ____________________ are disagreements over whether someone has been treated appropriately given the contract provisions in place.
A) rights disputes
B) interest disputes
C) bargaining conflicts
D) privilege challenges
Q2) When contract language is ambiguous arbitrators:
A) Ignore it and look for intent.
B) Use the ordinary meaning of words to interpret the contract.
C) Use the more general language of the contract to guide their interpretation of specific language.
D) Go to the parties to ask their opinion of the words' meaning.
Q3) The conditions that Arbitrator Carroll Daugherty set forth in a frequently cited 1966 arbitration decision to decide whether an employer had sufficient reason to dismiss an employee are known as the _______________________________.
Q4) One of the key roles of an arbitrator is to interpret the language of a contract, even when that language is unclear or ambiguous. Describe the rules that arbitrators apply to try to fairly interpret the contract.
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Chapter 10: Flexibility, Empowerment, and Partnership
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168 Verified Questions
168 Flashcards
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Sample Questions
Q1) A significant problem for the union involved in the Saturn experiment in self-directed work teams was establishing and maintaining its credibility as an advocate for the employees.
A)True
B)False
Q2) Skill-based pay, quality circle and other forms of innovation aimed at improving worker involvement in business have largely failed in unionized settings.
A)True
B)False
Q3) The 1970s saw an increase in confrontations between management and labor due to worker dissatisfaction with repetitive and narrowly defined jobs as well as work line speedups and confrontational discipline.
A)True
B)False
Q4) What is meant by labor-management partnerships and what challenges do they pose for unions?
Q5) The ability to change labor utilization through varying work hours or the number of employees is known as _______________________________.
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Chapter 11: Globalization and Financialization
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188 Verified Questions
188 Flashcards
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Sample Questions
Q1) When it comes to the coordination dimension of global strategy and international management, the key conflict is between:
A) Centralization and decentralization of policies and processes
B) Coordination between international corporations and employees
C) Local management and local employees
D) Specialization and generalist policies
Q2) Fair trade incorporates labor, environmental, public health, and other standards into trade agreements. Free trade advocates none of these.
A)True
B)False
Q3) Most NAALC complaints have been filed against companies headquartered in _________________________.
Q4) The European Union includes all of the following except:
A) Capital mobility across member countries
B) Labor mobility across member countries
C) A common monetary and fiscal policy
D) Common labor laws regulating unions and collective bargaining
Q5) What are the advantages and disadvantages to foreign direct investment?
Q6) What is a European Works Council and what role does it serve?
Page 13
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Chapter 12: Comparative Labor Relations
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Sample Questions
Q1) Codetermination includes employee representation on corporate supervisory boards and workplace level committees appointed by management.
A)True
B)False
Q2) Contrary to the experience of the U.S., union membership in Great Britain has risen substantially since the 1980s.
A)True
B)False
Q3) The study of labor relations in different countries is known as comparative labor relations.
A)True
B)False
Q4) Which of the following is not a key distinction between German and U.S. corporate boards?
A) U.S. boards have more power than German boards.
B) German boards include greater worker representation.
C) German boards have more scope of authority than U.S. boards.
D) U.S. boards have greater authority to make unilateral business discussions.
Q5) How does France's labor movement differ from that of the U.S.?
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Chapter 13: What Should Labor Relations Do
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169 Flashcards
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Sample Questions
Q1) _______________________________ unionism attempts to blend the services of professional associations with the power of a union.
Q2) Suppose you are among those who believe that the NLRA should be deregulated. Justify your position and describe how labor-management concerns would be addressed under your proposed model of labor relations.
Q3) Which of the following is not a proposal to replace exclusive representation and majority support?
A) Prevent workers from multiple employers from negotiating local standards for wages
B) Give explicit legal protection for nonmajority unions
C) Give explicit legal protection for works councils
D) Give codetermination and consultation rights
Q4) Explain the concept of corporate social responsibility, its foundations, and its implications for labor relations systems.
Q5) In the view of some, the deeply rooted adversarialism built into U.S. labor relations suggests the only path to improving the NLRA is to completely _______________________________ the system.
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