Course Introduction
Industrial
Sociology Exam Review
Industrial Sociology explores the social relationships and structures within industrial and organizational settings, examining how work, labor relations, and industrialization influence individuals and groups. The course covers topics such as workplace culture, management and employee relations, gender and diversity in the workplace, the impact of technological change, and the role of unions and collective bargaining. By analyzing the dynamics of power, conflict, and cooperation in industrial environments, students gain a deeper understanding of how sociological theories apply to contemporary workplaces and the broader implications for society.
Recommended Textbook Labour Relations 3rd Edition by Larry Suffield
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12 Chapters
858 Verified Questions
858 Flashcards
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Page 2
Chapter 1: Introduction to Labour Relations
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Sample Questions
Q1) A unionized employer must give members of the bargaining unit reasonable notice to terminate them.
A)True
B)False
Answer: False
Q2) The values and beliefs of the Canadian public are part of:
A) the legal environment
B) social environment
C) political environment
D) technological environment
E) economic environment
Answer: B
Q3) Labour relations is defined as the study of:
A) employment in union and non-union organizations
B) all aspects of the union-management relationship
C) the negotiation and administration of collective agreements
D) methods to improve union-management relations
E) compensation in unionized workplaces
Answer: B
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Page 3
Chapter 3: Unions: Objectives, Processes, Structure, and History
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Sample Questions
Q1) Which of the following are trends in Canadian union membership:
A) an increase in the percentage of union members who belong to international unions
B) an increase in the percentage of union members who belong to national unions
C) a decrease in the percentage of union members who are female
D) a decrease in the percentage of union members who are employed in the public sector
E) b and d
Answer: B
Q2) Which of the following are reasons why U.S.-based international unions dominated the Canadian labour movement at one time?
A) Membership in international unions facilitated finding employment in the United States.
B) Other unions did not exist in Canada.
C) The international unions took the initiative in organizing Canadian workers.
D) The social unionism philosophy of the international unions was attractive to Canadian employees.
E) a and c
Answer: E
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Chapter 4: Employers: Objectives, Processes, and Strategy
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Sample Questions
Q1) Employers who adopt a high commitment human resource management strategy will develop and rely on the skills of the workforce.
A)True
B)False
Q2) A low commitment human resource management strategy involves using traditional production methods with less emphasis on technological innovation.
A)True
B)False
Q3) Which of the following factors affect a firm's labour relations strategy?
A) experience with unionization
B) nature of employees
C) power of the union
D) a and b
E) a, b, c
Q4) A union resistance strategy involves the employer providing employee representation mechanisms,such as complaint procedures,to non-union employees.
A)True
B)False
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Chapter 6: Collective Bargaining Rights
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Sample Questions
Q1) Explain the phrase "unfair labour practice".If it appears that an employer is guilty of an unfair labour practice during a union organizing campaign briefly describe the procedure followed,and outline three remedies that are available.
Q2) Describe in detail four reasons why some employees might choose not to join a union.
Q3) Unionization increases job security for employees because:
A) Unionization guarantees that there will be no job loss because of technological change.
B) Unionization guarantees that there will be no job loss because the employer moves.
C) All employees who are terminated in a unionized workplace are reinstated.
D) Unionized employees cannot be laid off.
E) Some unionized employees who are terminated are reinstated by an arbitrator.
Q4) Describe four reasons why employees join unions.For each point referred to describe a measure an employer could adopt as part of an avoidance strategy.
Q5) Managerial employees are not allowed to join a union.
A)True
B)False
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Page 8
Chapter 7: The Collective Agreement
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Sample Questions
Q1) A collective agreement may contain a provision relating to the arbitration of disputes that flow from the administration of the agreement.
A)True
B)False
Q2) A collective agreement provides that the employee with the most seniority will be awarded a job vacancy provided that they have sufficient ability to do the job.This is a:
A) relative ability clause
B) provision preferred by the union
C) provision preferred by the employer
D) super seniority clause
E) bumping provision
Q3) The employer and the union can agree that positions will be added to or deleted from the bargaining unit that was certified by the Labour Relations Board.
A)True
B)False
Q4) All employee complaints could be the subject of a grievance.
A)True
B)False
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Chapter 8: Negotiation of the Collective Agreement
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Sample Questions
Q1) Distributive bargaining is the basis for interest-based or mutual gains bargaining.
A)True
B)False
Q2) The size and pattern of concessions made in distributive bargaining should be carefully planned and managed.
A)True
B)False
Q3) Interest-based bargaining may be combined with traditional positional bargaining.
A)True
B)False
Q4) Which of the following is correct regarding the union bargaining team?
A) The team must have the same number of representatives as the employer bargaining team.
B) The representatives are always chosen in a special election in the local.
C) A national union representative may be part of the team.
D) The team consists entirely of national union representatives.
E) The national union president is never part of the bargaining team.
Q5) Describe four "hardball tactics" that could be used in contract negotiation.
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Chapter 9: Administration of the Collective Agreement
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Sample Questions
Q1) The number of steps in the grievance process is determined by legislation.
A)True
B)False
Q2) An employee who has been assigned overtime in contravention of the collective agreement can refuse the work assignment.
A)True
B)False
Q3) Whether the parties use an arbitration board,or single arbitrator,or some other form of arbitration is set out in the collective agreement.
A)True
B)False
Q4) A collective agreement includes a job posting procedure and provides that seniority is a factor for job openings when the skill and ability of candidates is relatively equal.Advise the employer about the critical points that should be noted to avoid the employer's selection decision being challenged by the union.
Q5) Describe the nature and potential advantages of grievance mediation.
Q6) The union has a duty of fair representation in many jurisdictions.Explain the nature of this duty and identify how an employer could be affected.
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Chapter 10: Contract Dispute Resolution, Strikes, and Lockouts
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Sample Questions
Q1) Explain five factors that could affect the incidence of strikes.
Q2) Explain and differentiate between conciliation,mediation,and arbitration.
Q3) Which of the following is correct regarding arbitration,conciliation,and mediation?
A) All three produce a binding resolution of a contract dispute.
B) Only conciliation produces a binding resolution of a contract dispute.
C) Only mediation produces a binding resolution of a contract dispute.
D) Only arbitration produces a binding resolution of a contract dispute.
E) None of the three produces a binding resolution of a contract dispute.
Q4) A union may legally strike if:
A) the employer does not comply with an order of an arbitrator
B) the employer refuses to implement a safety program
C) other requirements for a strike have been met and any collective agreement has expired
D) the employer has contracted out work in contravention of the collective agreement
E) the employer has established an unreasonable rule or policy.
Q5) Describe two potential advantages and two potential disadvantages of final offer selection.
Page 12
Q6) Explain two potential advantages two potential disadvantages of conciliation.
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Chapter 12: Summary and Future of Labour Relations
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Sample Questions
Q1) Unionized firms have higher turnover than non-union firms.
A)True
B)False
Q2) Employee involvement programs could allow workers to obtain skills which they will make use of away from the workplace.
A)True
B)False
Q3) Which of the following is the most likely to cause an increase in productivity in a unionized organization?
A) reduced turnover
B) a less adversarial employment relationship
C) increased competition between employees
D) increased use of labour
E) increased management flexibility
Q4) Employee involvement programs pose a dilemma for union leaders.
A)True
B)False
Q5) The union wage premium had declined in recent years.
A)True
B)False
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