Workplace Conflict Management
Final Exam
Course Introduction
Workplace Conflict Management focuses on the identification, analysis, and resolution of conflicts that arise within professional environments. The course explores the nature and sources of workplace disagreements, effective communication techniques, negotiation strategies, and mediation processes. Students will learn to recognize early warning signs of conflict, develop critical skills in addressing and transforming difficult situations, and implement practical solutions to foster a positive, productive, and respectful organizational culture. Emphasis is also placed on understanding cultural diversity, legal considerations, and ethical responsibilities when managing workplace conflicts.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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13 Chapters
712 Verified Questions
712 Flashcards
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Page 2
Chapter 1: An Introduction to Industrial Relations in Canada
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Sample Questions
Q1) What type of discrimination can occur despite any deliberate action or inaction by the organization?
A) Blatant discrimination
B) Intentional discrimination
C) Systemic discrimination
D) Common discrimination
Answer: C
Q2) Approximately what percentage of the Canadian workforce is unionized?
A) 40 percent
B) 30 percent
C) 20 percent
D) 10 percent
Answer: B
Q3) The Charter of Rights and Freedoms guarantees certain basic rights and freedoms to all Canadians and is considered to take precedence over all other laws except for two specific kinds of laws. What are these two exceptions?
Answer: The first are laws that can be demonstrably justified as reasonable limits in a free and democratic society. The second are those that provincial legislatures pass by invoking the so-called notwithstanding provision.
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Page 3
Chapter 2: Theories of Industrial Relations
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Q1) The 18<sup>th</sup> century new economy focus on production resulted in all but the following
A) Increased production
B) Goods produced at lower cost
C) Wage reduction by 50%
D) Families being a part of the work life
Answer: C
Q2) Describe the process of "deskilling" as defined by Harry Braverman.
Answer: Deskilling occurs where work is specialized or subdivided to such a degree that dependence on highly skilled labour is reduced or eliminated. This means that management can use unskilled and semi-skilled workers who are in greater supply and can be paid less.
Q3) What may ultimately reduce the percentage of unionized workforces in Canada?
A) Large scale closures of manufacturing plants
B) Economic collapse
C) Public sector shrinkage
D) Private sector union malaise
Answer: C
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4
Chapter 3: History of the Canadian Union Movement
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Sample Questions
Q1) In 1961, the Confédération des travailleurs catholiques du Canada (or the Canadian Catholic Confederation of Labour) became the Confédération des syndicats nationaux (or the Confederation of National Trade Unions).
A)True
B)False
Answer: True
Q2) What was the goal of founding the Congress of Industrial Organizations in the United States (1935)?
A) To create a federation to represent workers in mass production industries
B) To compete with the American Federation of Labor in organizing trade workers exclusively
C) To undertake political action to improve the plight of workers
D) All of the above
Answer: A
Q3) One of the strategies used to stop the growth of unions was the use of criminal conspiracy charges.
A)True
B)False
Answer: True
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Page 5
Chapter 4: The Structure of Canadian Unions
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Sample Questions
Q1) The Canadian labour movementconsists of a network of relationships both direct and indirect which is both large and complex.
A)True
B)False
Q2) Which of the following is a distinct feature of the FTQ's relationship with the CLC?
A) Control over health in Quebec
B) Exclusive control over the operation of local labour councils
C) Adjustment of per capita fees
D) All of the above
Q3) What two factors determine how local union decisions are made?
A) Majority of votes cast in favour and influence of the executive
B) Wishes of the membership and influence of the business agent
C) High member participation and turnout at membership meetings
D) None of the above
Q4) Describe the range of activities in which labour councils are involved.
Q5) How are the affairs of the parent union governed and what style of decision-making is used?
Q6) List the major labour federations in Quebec and describe their basic philosophies?
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Chapter 5: The Organizing Campaign
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Sample Questions
Q1) Why are labour relations boards strict about enforcing the definition of 'employee'?
A) To prevent employers from not adhering to the collective agreement.
B) To prevent unions from becoming less powerful.
C) To prevent employers from reducing the size of the bargaining unit.
D) To prevent employers from becoming too powerful.
Q2) What is the minimum level of support required for a certification application in the Province of Ontario?
A) 35% of all employees
B) 35% of employees in the proposed bargaining unit
C) 40% of all employees
D) 40% of employees in the proposed bargaining unit
Q3) What are exempt employees?
Q4) Which of the following contributes to employees' workplace dissatisfaction?
A) Compensation levels
B) Management's refusal to correct problems
C) Lack of opportunity to participate in decision-making
D) All of the above
Q5) Describe a situation where an employer might seek out unionized workers for their workplace.
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Chapter 6: Establishing Union Recognition
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Q1) Who conducts a representation vote in the workplace?
A) The employer
B) The union
C) The employer and the union jointly
D) The labour relations board
Q2) What issue gave rise to the SIAST Faculty Association's claim that the Saskatchewan Institute of Applied Science and Technology's actions constituted unfair labour practice?
A) The Institute was against the formation of another similar union
B) The Association's union drive was disrupted without due process
C) The Institute denied the Association the right to rent rooms
D) The Institute denied the Association access to faculty in order to form a new labour organization
Q3) Who is covered by a certification order?
A) All employees
B) All employees in the bargaining unit
C) All employees who are not considered management personnel
D) All employees who voted in favour of unionization
Q4) What standard of proof is required when presenting one's case to a labour relations board regarding an unfair labour practice?
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Chapter 7: Defining and Commencing Collective Bargaining
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Sample Questions
Q1) Generally, employees who receive a religious exemption can participate in votes since they are still paying the equivalent union dues.
A)True
B)False
Q2) In addition to grievance procedure language, identify other features found in 93% of Canada's collective agreements:
Q3) Which of the following is not an example of a commonly negotiated item?
A) Managers' wages
B) Benefits
C) Hours of work
D) Working conditions
Q4) Discuss the ideal composition of a management bargaining committee. (183-184)
Q5) Why are timelines established to commence bargaining after certification?
A) Employees are anxious to conclude a new agreement
B) Employers want certainty around terms and conditions of employment
C) One of both parties may be reluctant to begin the process
D) To prevent complaints to the labour board
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Q6) Discuss the need for timelines for collective bargaining and how notice to bargain plays a role in this part of the process. (186-187)
Chapter 8: The Collective Bargaining Process
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Q1) Integrative bargaining is characterized by the notion of win/ loss.
A)True
B)False
Q2) Which of the following is not a factor that can affect the amount of the employer's bargaining power?
A) Size of inventory
B) Inflation rate
C) Competitiveness
D) Labour costs
Q3) List and describe the factors affecting the union's bargaining power.
Q4) How does the negotiation process begin?
A) With the issuance of a notice to bargain collectively
B) On notice from the Ministry of Labour
C) On request from the union
D) On request from the employer
Q5) If lead negotiators and their constituencies share the same bargaining priorities their unity of purpose can increase their side's bargaining power.
A)True
B)False
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Chapter 9: Strikes and Lockouts
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Questions
Q1) What are some of the factors that will affect an employer's ability to endure the economic pain of a strike or lockout?
Q2) For a strike to occur legally it must be authorized by a vote of the bargaining unit. What is the majority required in most provinces for a strike to be considered legal?
A) 50 percent + 1 of members in the bargaining unit
B) 60 percent of voters
C) 50 percent + 1 of voters
D) 60 percent of members in the bargaining unit
Q3) Which of the following is not a pre-condition for a legal strike in Alberta?
A) 48 hours notice to the Minister of Labour
B) Compulsory secret ballot vote
C) No strike or lockout until a mediator has been formally appointed
D) Strike vote determined by majority in the bargaining unit who vote
Q4) Which of the following occupations is not deemed an essential service and therefore is able to strike?
A) Police officers
B) Physiotherapists
C) Correctional officers
D) Firefighters
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Chapter 10: Third-Party Intervention During Negotiations
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Q1) What occurs upon receipt of the fact finder's report?
A) The parties return to mediation
B) A final offer vote is conducted
C) The report is confidentially held by the labour relations board
D) The report is released to the parties and may also be made public
Q2) Why do governments in Canada intervene in the bargaining process and what are some of the tools available to them to avoid or end labour conflicts? (Page 278)
Q3) What are final offer votes?
Q4) If the parties agree in advance, the recommendations of a conciliation board can be binding.
A)True
B)False
Q5) In some Canadian jurisdictions, conciliation is required as a precondition to a strike or lockout.
A)True
B)False
Q6) Why is third-party intervention required in public sector bargaining disputes in most jurisdictions in Canada?
Q7) Describe the role of a conciliator.
Page 12
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Chapter 11: The Grievance Arbitration Process
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Q1) Which party bears the procedural onus in arbitrations dealing with discipline or discharge of an employee?
A) The union
B) The employer
C) The party that received the grievance
D) The party that initiated the grievance
Q2) From a union's perspective, a grievance occurs when the employer takes or fails to take an action that violates the collective agreement.
A)True
B)False
Q3) What is the standard of proof required in arbitration hearings?
Q4) Expedited arbitration is mandated by legislation in all Canadian provinces. A)True
B)False
Q5) Define the term "grievance."
Q6) Who presides over a grievance arbitration, how does that person(s) get involved in the process, and what does that person(s) do? (Page 316)
Q7) What is a union's duty of fair representation in the grievance process?
Q8) What is the purpose of the opening statement in an arbitration hearing?
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Chapter 12: Changes to the Union or the Employer
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Q1) Which of the following is not a factor that contributes to a union's success in their participation in restructuring the workplace?
A) Their ability to transmit internal and external information
B) Their financial resources
C) Their ability to educate and mobilize the membership in supporting the union's vision
D) Their ability to participate in decision-making at multiple points in the process
Q2) Under Canadian labour law, who receives applications for decertification?
A) Labour tribunals
B) Labour relations boards
C) Essential services councils
D) The minister of labour
Q3) Why do some jurisdictions have legislation to regulate changes in certified unions?
A) To ensure similarity with successorship legislation
B) To give notice to all affected parties
C) To ensure continuity in representation
D) To make the transition smooth
Q4) Comment on the importance of the decertification process.
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14
Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) There exists a gender imbalance in union participation even when men and women are equally represented.
A)True
B)False
Q2) Nearly two million Canadians between the ages of 15 and 24 hold some sort of paid job.
A)True
B)False
Q3) Unions evolved within the context of traditionally structured hierarchical organizations where different levels have different amounts of power.
A)True
B)False
Q4) Canadian union density has remained at what level of the overall workforce in the past decade?
A) 25%
B) 30%
C) 35%
D) 40%
Page 15
Q5) Why has globalization become a challenge for Canadian unions?
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