Industrial Relations
Exam Materials
Course Introduction
Industrial Relations examines the dynamic relationship between employers, employees, and the institutions that govern workplace interactions. This course explores the development of industrial relations systems, the roles of trade unions and employer associations, collective bargaining processes, dispute resolution mechanisms, and the legal framework underpinning labor relations. Students will analyze contemporary challenges, including globalization, technological change, and evolving labor markets, to understand how industrial relations shape workplace practices, influence organizational effectiveness, and impact broader economic and social outcomes.
Recommended Textbook
The Labor Relations Process 9th Edition by William H. Holley
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14 Chapters
564 Verified Questions
564 Flashcards
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Chapter 1: Union-Management Relationships in Perspective
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41 Verified Questions
41 Flashcards
Source URL: https://quizplus.com/quiz/20799
Sample Questions
Q1) Negotiation of the labor agreement occurs during the second phase of the labor relations process.
A)True
B)False
Answer: True
Q2) The employees' age, race, and ethnic background might influence whether particular work rules are found in the labor agreement.
A)True
B)False
Answer: True
Q3) Many of today's fastest growing occupations are on opposite ends of the level of education and skills required for effective job performance.
A)True
B)False
Answer: True
Q4) Public opinion of institutions in general is high in the United States.
A)True
B)False Answer: False
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Chapter 2: Evolution of Labor Management Relationships
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Employee Representation Plans (ERPs) were:
A) fronts for radical labor ideologies.
B) employer-originated alternatives to unions.
C) affiliated with the American Federation of Labor.
D) the earliest forms of employee health insurance.
E) affiliated with the Knights of Labor.
Answer: B
Q2) The AFL represented:
A) one big union that eliminated the identity of unions joining the AFL.
B) a Knights of Labor committee that handled the strategic planning duties.
C) a group that supported the basic philosophy of the IWW.
D) a federation or service organization that unions could join and still retain their separate identities and collective bargaining concerns.
E) a Knights of Labor committee that handled the strategic planning duties and a group that supported the basic philosophy of the IWW.
Answer: D
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Chapter 3: Legal Influences
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41 Verified Questions
41 Flashcards
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Sample Questions
Q1) Under the Railway Labor Act, the federal agency responsible for resolving differences between the parties when negotiating and agreement is the:
A) Department of Labor.
B) Federal Mediation and Conciliation Service.
C) National Labor Relations Board.
D) National Mediation Board.
E) Department of Mediation.
Answer: D
Q2) The yellow-dog contract was the main tool used by companies to force employees to join company unions.
A)True
B)False
Answer: False
Q3) The "criminal conspiracy" doctrine means that union organizing prior to 1842 could result in an injunction against the union organizers.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Unions and Management: Key Participants in the Labor Relations Process
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41 Verified Questions
41 Flashcards
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Sample Questions
Q1) The supreme governing body for the international union is its convention.
A)True
B)False
Q2) The supreme governing body of an international union is the:
A) constitution.
B) membership.
C) board of directors.
D) convention.
E) National Council.
Q3) Which of the following is not a goal of the union?
A) for the company to survive and remain competitive
B) for the company to receive a favorable return on investment
C) for the company to attract, retain, and motivate employees
D) to obtain commitment that there will be no lockout
E) all of these are goals of the union
Q4) While corruption within unions receives much media coverage, the facts indicate that unions compare favorably with other segments of society in complying with the laws.
A)True B)False
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Chapter 5: Why and How Unions Organized
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Unions are improving their organizing capabilities through the training of union organizers at the ___________:
A) Institute for Unions.
B) Campaign and Election Tactics Program (CETP) Center.
C) George Meany Center.
D) Union Training Association.
E) all of these
Q2) A grouping of jobs or positions in which two or more employees share common employment and conditions is designated by the NLRB as a/an:
A) union shop.
B) craft shop.
C) appropriate bargaining unit.
D) open shop.
E) closed shop
Q3) For a union to win an election, it must receive favorable votes from a simple majority of all employees in the bargaining unit.
A)True
B)False
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Chapter 6: Negotiating the Labor Agreement
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) If an employer claims an inability to pay for a union's bargaining proposal, the union is entitled:
A) to file an unfair labor practice against management's refusal to bargaining in good faith.
B) to receive stock options equal to the dollar amount the employer claims it is unable to pay.
C) access to company financial information necessary to validate the employer's inability to pay claim.
D) to the same percentage wage and benefit increase planned for managerial employees.
E) to declare a bad-faith bargaining impasse.
Q2) In some cases a specific, single action by an employer constitutes an unfair labor practice in bargaining.
A)True
B)False
Q3) The proportion of an employer's total operating costs comprised of labor costs is termed the union density level.
A)True
B)False
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Page 8
Chapter 7: Economic Issues
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40 Flashcards
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Sample Questions
Q1) In a _________, firms make monetary payments to a specific group or groups of employees for producing more output or generating cost savings beyond some established goal.
A) profit sharing plan
B) gain-sharing plan
C) fee-for-service plan
D) graded vesting schedule
E) all of these
Q2) The federal agency responsible for enforcement of the Family and Medical Leave Act is:
A) Equal Employment Opportunity Commission.
B) Family and Medical Leave Administration.
C) Department of Labor.
D) Federal Standards Board.
E) National Labor Relations Board.
Q3) A higher degree of labor intensiveness increases management negotiators' resistance to bargaining proposals designed to increase wage rates.
A)True
B)False
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Page 9
Chapter 8: Administrative Issues
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) When a contract requires bargaining unit work to be performed only by bargaining unit employees except in emergencies, management has wide discretion in its interpretation of the term "emergencies."
A)True
B)False
Q2) Which one of the following statements is not true concerning work restructuring programs?
A) tiers of managers are eliminated as employees take over managerial duties.
B) employees often demonstrate greatly increased outputs of energy and creativity.
C) some union leaders contend that work restructuring programs are intended by management to be "union-busting" techniques.
D) all managers openly support the adoption of work restructuring programs.
E) all of these statements are true concerning work restructuring programs.
Q3) Job security work rules when carried to an extreme are called featherbedding.
A)True
B)False
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Chapter 9: Resolving Negotiation Impasses and Contract
Ratification
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41 Verified Questions
41 Flashcards
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Sample Questions
Q1) An employee may resign from the union during a strike, cross picket lines, and be protected under the Taft-Hartley Act, but the union may impose a one-time fine for crossing the union's picket line.
A)True
B)False
Q2) If not permanently replaced, an economic striker has a right to be reinstated to his or her job at any time during a labor dispute after making an unconditional request for reinstatement to the employer.
A)True
B)False
Q3) Employees consider perceived costs versus benefits that may be gained before they would be willing to participate in a strike.
A)True
B)False
Q4) The "reserve gate" approach involves the establishment of an exclusive gate for entry and exit of all employees on strike.
A)True
B)False
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Chapter 10: Contract Administration
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) A disadvantage of the written grievance is that it usually increases emotions since an employee cannot be talked out of the issue once his or her name is signed on the grievance form.
A)True
B)False
Q2) In nonunion settings, the authority of managerial policies and actions often goes unchallenged.
A)True
B)False
Q3) Regardless of motives for filing grievances, management must process them through the grievance procedure specified in the contract.
A)True
B)False
Q4) "Power relationships" can include the union's threat to file additional (real or bogus) grievances against a particular first line supervisor.
A)True
B)False
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Chapter 11: Labor and Employment Arbitration
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) An arbitrator's decision:
A) includes a statement of the facts surrounding the grievance.
B) includes a statement of the issue.
C) discusses the validity and relative weight of the facts and contentions.
D) includes the arbitrator's award.
E) all of these
Q2) The Supreme Court's Lincoln Mills decision:
A) reversed the government's pro arbitration stance taken during World War II.
B) suggested union and management officials look to mediation instead of arbitration as a means of resolving grievance disputes.
C) indicated that the federal courts should enforce agreements to arbitrate in the interest of industrial peace.
D) all of these
E) reversed the government's pro arbitration stance taken during World War II and suggested union and management officials look to mediation instead of arbitration as a means of resolving grievance disputes.
Q3) The "repeat player" situation favors the individual employee.
A)True
B)False
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Chapter 12: Employee Discipline
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) Arbitrators regard the term "subject to dismissal" as implying that management can implement disciplinary penalties other than discharge.
A)True
B)False
Q2) The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions.
A)True
B)False
Q3) Evidence indicates that a majority of discharged employees who are reinstated by an arbitrator perform their work in a "below average" capacity following reinstatement.
A)True
B)False
Q4) The National Unfair Dismissal Statute would provide protection against unfair dismissal to those nonunionized employees who have worked for an employer (15 or more employees) for a period of at least two years.
A)True
B)False
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Page 14
Chapter 13: Labor Relations in the Public Sector
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40 Verified Questions
40 Flashcards
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Sample Questions
Q1) The so-called "free rider" issue is of little concern for public-sector unions.
A)True
B)False
Q2) Public-sector unionization is highest in the Northeastern, Northern, and Western regions of the United States.
A)True
B)False
Q3) Under final offer arbitration (FOA), the arbitrator selects the best package settlement presented by the union or management or proposes a compromise of both positions by splitting the difference.
A)True
B)False
Q4) The federal government agency that administers the federal relations program and adjudicates unfair labor practices is the:
A) National Labor Relations Board.
B) Federal Labor Relations Board.
C) Civil Service Reform Board.
D) Federal Labor Relations Authority.
E) Federal Reserve System.
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Chapter 14: Labor Relations in Multinational Corporations
and in Other Countries
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40 Verified Questions
40 Flashcards
Source URL: https://quizplus.com/quiz/20812
Sample Questions
Q1) MNCs have an internal source of products and profits from facilities in several countries that can be used as leverage to bargain down wages, benefits, and other employment conditions. This practice is known as ________________ the union.
A) shafting
B) double-bargaining
C) whipsawing
D) torching
E) interest-playing
Q2) Three unique characteristics of Japan's industrial relations system are:
A) exclusive bargaining agent, lifetime employment, industry unions.
B) appropriate bargaining units, exclusive bargaining agent, industry unions.
C) enterprise unions, lifetime employment, seniority-based wage system.
D) lifetime employment, wage system, exclusive bargaining units.
E) labor-management conflict, lifetime employment, enterprise unions.
Q3) Unionization in most Western Europe countries is far more widespread than in the United States.
A)True
B)False
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