Labor Relations
Textbook Exam Questions
Course Introduction
Labor Relations explores the dynamic between employers, employees, and the organizations that represent them, such as unions. This course examines the history, legal framework, and practical application of labor-management relations, including collective bargaining, dispute resolution, contract negotiation, and the impact of labor laws. Students will gain an understanding of the role of labor unions, the processes for handling grievances, and the strategies used by both management and labor to achieve their objectives. The course also addresses emerging trends and challenges in labor relations within today's global and changing workplace.
Recommended Textbook Labor Relations Striking a Balance 5th Edition by
John W. Budd
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13 Chapters
2213 Verified Questions
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Page 2
Chapter 1: Contemporary Labor Relations: Objectives, Practices, and Challenges
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Sample Questions
Q1) When an employer adopts an employee participation program, such as a workplace safety committee, it is most directly addressing which objective of the employment relationship?
A) Efficiency.
B) Equity.
C) Voice.
D) Exclusive representation.
Answer: C
Q2) Which of the following outcomes cannot generally be attributed to unions?
A) Higher income and living standards for workers.
B) Greater protection for workers against unfair treatment by employers.
C) Greater flexibility in work rules.
D) Greater emphasis on legislation and social programs that assist working people.
Answer: C
Q3) Most industrialized countries give employers wide latitude to dismiss employees "at will" .
A)True
B)False
Answer: False
Page 3
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Chapter 2: Labor Unions: Good or Bad
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Sample Questions
Q1) Workplace governance under the industrial relations model should include:
A) Government intervention that establishes laws regarding good workplace practices
B) Government intervention in the form of laws and rules that protect the rights of individuals to enter contracts
C) Government intervention in the form of laws and rules that protect worker rights to bargain collectively and establish labor standards
D) No government involvement
Answer: C
Q2) Workplace governance issues are generally very important to workers but have little effect on their spouses, dependents, and community.
A)True
B)False
Answer: False
Q3) According to the mainstream economics school of thought, employees should be paid according to their ___________________________.
Answer: economic value or marginal value
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Chapter 3: Historical Development
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Q1) The National Labor Relations Act had an immediate, positive impact on employer's willingness to accept unions in the workplace and to bargain with them over the wages, hours and working conditions of their members.
A)True
B)False
Answer: False
Q2) Which of the following unions is typically considered to be an uplift union?
A) Industrial Workers of the World.
B) American Federation of Labor.
C) National Labor Union.
D) Knights of Labor.
Answer: D
Q3) A primary function of the AFL was to establish work rules designed to set and maintain working standards while protecting the skills and standards of the craft or trade.
A)True
B)False
Answer: True
Q4) Samuel Gompers was the first president of the
Answer: American Federation of Labor
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Chapter 4: Labor Law
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Q1) The ___________________________ test established a 3 step process for determining whether an employer's disciplinary action was legitimate or motivated by anti-union bias.
Q2) Explain how legal protection for unions and union activity in the U.S. has evolved from the pre-1900s to the present. In your opinion, are the laws that are currently in place sufficient to guarantee workers have adequate voice and equity in the workplace?
Q3) Injunctions were effective at stopping unionization for all of the following reasons except:
A) Unions spent a lot of money on legal fees trying to fight them.
B) They decreased public support for strikers by branding them as lawbreakers.
C) They gave management the right to move their operations to other nonunion locations.
D) They demoralized union organizers and strikers by creating fear and confusion.
Q4) Property rights of an employer include the right to do business, to hire and fire employees, and to interact with customers.
A)True
B)False
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Chapter 5: Labor and Management: Strategies, Structures, and Constraints
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Sample Questions
Q1) Tom is a human resource intern for a staffing agency. One day, Tom get a call from a client requesting that they send "white only" applicants. Tom's boss does not want to lose the client because times are tough and profits are tight. He tells him to follow the customer's request, even though he knows it violates equal employment opportunity laws. After considerable thought, Tom decides complying with his boss' instructions to place profits before equal opportunity violates his personal code of ethics and quits. Tom's ethical values illustrate the ethics of virtue.
A)True
B)False
Q2) A union avoidance strategy in an autocratic workplace would likely consist of:
A) Participatory human resource management practices.
B) Adversarial human resource management practices.
C) HR practices that make the union unnecessary.
D) HR practices that are aimed at suppressing union activity.
Q3) Under a model of social unionism, the labor movement's influence comes from:
A) Strong bargaining power in the workplace.
B) The ability to control workplace decisions.
C) Social and political power.
D) Government mandates regarding union rights.
Page 7
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Chapter 6: Union Organizing
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Sample Questions
Q1) Which of the following is False about the union representation process in the first years after the NLRA was passed in 1935?
A) Employers were not allowed to participate in representation campaigns.
B) Elections were always conducted by secret ballot.
C) Strike participation was viewed as legitimate evidence of employees' support for a union.
D) Employers did not generally challenge proposed bargaining units or election results.
Q2) What kinds of tactics may be used by a union in a union organizing campaign?
Q3) Using data from the National Labor Relations Board, it is estimated that the majority of employers have done all of the following during a union representation campaign except:
A) Held one-on-one meetings between employees and their supervisor
B) Used outside consultants
C) Held more than one captive audience meeting
D) Illegally discharged union supporters from their jobs
Q4) The legal interpretation of the supervisory exclusions to the NLRA was recently addressed in three cases involving nurses known collectively as the ___________________________ cases.
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Page 8
Chapter 7: Bargaining
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Sample Questions
Q1) Modified integrative bargaining is a term used to describe a process of negotiations where:
A) integrative bargaining is tried first and, if it fails, distributive bargaining takes place
B) distributive bargaining occurs first and, if it fails, integrative bargaining takes place
C) one or both parties says they will try integrative bargaining but don't really apply the principles
D) integrative bargaining tactics are used simultaneously with distributive bargaining tactics
Q2) Union bargaining committees are usually appointed by the national labor federation.
A)True
B)False
Q3) Unions generally prefer more decentralized bargaining structures because this allows them to exercise greater power over the employer.
A)True
B)False
Q4) Explain why pattern bargaining is useful to unions.
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9
Chapter 8: Impasses, Strikes, and Dispute Resolution
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Sample Questions
Q1) Regardless of whether workers strike over "mandatory" or "permissive" bargaining issues, the NLRA protects their right to strike and they cannot be discharged or disciplined for their strike activity.
A)True
B)False
Q2) If the President thinks a strike will be dangerous to the national health or safety, the Taft-Hartley Act empowers the President to halt a strike while an arbitrator investigates and issues a final and binding decision.
A)True
B)False
Q3) Banning the use of ____________________ is one of the labor movement's top legislative priorities.
A) offensive lockouts
B) temporary strike replacements
C) permanent strike replacements
D) defensive lockouts
Q4) _______________________________ arbitration places no constraints on the arbitrator in deciding the settlement terms.
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Chapter 9: Contract Clauses and Their Administration
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Sample Questions
Q1) Over 90% of union contracts in the private sector specify that employees can be discipline and discharged for just cause only.
A)True
B)False
Q2) Union contracts covering blue collar workers typically state the wage rate tied to the knowledge, skills, abilities, and performance of each individual holding the jobs.
A)True B)False
Q3) Employers in the U.S. are generally required by contract to give union workers a valid, job-related reason for dismissal, just like they must for nonunion workers.
A)True
B)False
Q4) 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 _______________________________.
Q5) Describe the seven tests of just cause. How do these tests protect the rights of employees?
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11
Chapter 10: Flexibility, Empowerment, and Partnership
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Sample Questions
Q1) Nonunion representation plans that are primarily concerned with issues such as quality and productivity are outside the domain of the NLRA and are legal.
A)True
B)False
Q2) Scientific management is typically associated with all of the following except:
A) An organizational structure that is flat, with little differentiation between job levels.
B) Protections for management rights.
C) Assembly line production processes.
D) Increased specialization of work.
Q3) Corporate strategies to allow for greater employee voice in decision-making rarely work in unionized settings because of traditional job control unionism.
A)True
B)False
Q4) Implementing a new strategy for labor-management relations is difficult. What challenges does an organization that wants to make a change face and what are some of the strategies it might use to overcome resistance?
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Page 12
Chapter 11: Globalization and Financialization
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Sample Questions
Q1) The ILO is a specialized agency of the U.S. Department of Labor focused on social justice and human rights.
A)True
B)False
Q2) European Works Councils are intended to:
A) Provide collective bargaining for workers.
B) Assist in mediating labor disputes.
C) Provide information to workers that can lead to cooperation between management and labor.
D) Determine country labor laws and minimum labor standards.
Q3) Which of the following is not a type of European Works Council?
A) Symbolic
B) Service
C) Participative
D) Socialist
Q4) Globalization opens up greater financial opportunities for companies while also adding foreign competition that could potentially reduce financial returns.
A)True
B)False
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Chapter 12: Comparative Labor Relations
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Sample Questions
Q1) The key difference between the Japanese labor relations system and that of the U.S. is:
A) Japan makes limited use of exclusive representation and majority rule.
B) Japan's system is more adversarial than the U.S. system.
C) Unions in the U.S. are more likely to fall victim to company-domination.
D) U.S. unions allow for higher levels of employee participation.
Q2) French union federations have a business unionism philosophy that is much like that of the U.S.
A)True
B)False
Q3) 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.
Q4) Strikes and independent unions were illegal in the Soviet Union.
A)True
B)False
Q5) Explain how job security protections differ across countries.
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Chapter 13: What Should Labor Relations Do
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Sample Questions
Q1) The United Farm Workers, led by _______________________________, successfully worked with religious groups and community activities to stage nationwide grape and lettuce boycotts.
Q2) _______________________________ changes to strengthen the NLRA are small, incremental changes such as increasing monetary penalties or reducing election delays resulting from legal challenges.
Q3) Experts on U.S. labor law point to __________________________ as the primary reason that the NLRA has created a culture of conflict within U.S. labor relations.
A) Exclusive representation and majority support
B) The exclusion of labor-management teams
C) Representation election voting procedures
D) Card check authorization
Q4) The principle of exclusive representation is inconsistent with the associational model of unionism.
A)True B)False
Q5) Describe the three strategic roles of an HR manager. What are the major challenges for an HR manager in each role with regard to labor relations?
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