Question 1

Today,more than 55 national and international labor unions are affiliated with the AFL-CIO.

Accepted Answer

A) True 
 B)False

Question 2

In the next few years,unions are likely to find that they must adopt a tough,confrontational approach in order to get what they want from management.

Accepted Answer

A) True 
 B)False  False

Question 3

In recent years,many unions have begun to:

Accepted Answer

A)   focus primarily on the issue of equitable pay.
B)   assist management in redesigning work and recruiting and training workers from diverse backgrounds.
C)   take a more confrontational approach when attempting to achieve important goals.
D)   experience rapid but uneasy growth as more foreign-owned firms enter the U.S.economy,creating cultural problems for American workers.

Question 4

The lockout is the most common tactic used by management today to deal with labor management disputes.

Accepted Answer

A) True 
 B)False

Question 5

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:

Accepted Answer

A)   workers must join the union within a stipulated time period (usually 30,60,or 90 days) in order to keep their jobs,but in an open shop the workers are not required to join the union.
B)   the union is restricted to a limited number of employees who perform specific types of jobs,but in an open shop membership in the union is available to all workers.
C)   workers who do not join the union must pay a fee or regular dues,while in an open shop workers who choose not to join the union do not have to pay any union fees or dues.
D)   workers must agree not to join a union in order to keep their jobs while in an open shop workers are free to join a union if they wish,but they are not required to do so.

Question 6

The Labor-Management Relations Act (or Taft-Hartley Act) can be best described as a law which:

Accepted Answer

A)   gave unions much more power and led to a rapid rise in union membership.
B)   gave employees the right to serve on the board of directors of their company,thus encouraging a more equitable treatment of workers.
C)   eliminated the need for unions in many industries by providing workers with widespread rights and protection against unfair labor practices by employers.
D)   placed limitations on union activities and gave more power to management in dealing with unions.

Question 7

The Taft-Hartley Act gives the president the power to require striking workers in any industry to return to their jobs for a cooling-off period while representatives of management and the union continue to negotiate.

Accepted Answer

A) True 
 B)False  False

Question 8

Identify several laws that significantly influenced labor-management relations.Discuss the major provisions of each law.

Accepted Answer

The text lists five acts that have had a major impact on labor-management relations.Much of the information about the major provisions of each law is provided in Figure 12.1.
The Norris-LaGuardia Act of 1932 prohibited courts from issuing injunctions against nonviolent union activities,outlawed contracts forbidding union activities,and outlawed yellow-dog contracts that required workers to agree not to join a union as a condition of employment.
The National Labor Relations Act of 1935 (popularly known as the Wagner Act)gave employees the right to form and join labor unions,the right to engage in collective bargaining with employers,and the right to engage in strikes,picketing,and boycotts.This act also established the National Labor Relations Board to oversee labor-management relations and to oversee the union certification process.Under the certification process,if a union receives more than half the votes cast in a secret ballot election,the NLRB recognizes the union as the exclusive bargaining agent for the workers.Once a union is certified,the employer is required to bargain in good faith on wages,working conditions,and other terms of employment.This act gave a significant boost to the union movement.
The Fair Labor Standards Act of 1938 established the first minimum wage (25 cents an hour)and established the maximum basic hours for workers engaged in interstate commerce.
The Labor-Management Relations Act of 1947 (popularly known as the Taft-Hartley Act)prohibited closed shop arrangements (where employees had to belong to the union before they could be hired).It also allowed states to pass right-to-work laws banning the union shop (in which employees were required to join the union after they were hired in order to keep their jobs).Taft-Hartley also included provisions for handling strikes that threatened the nation's health and safety,and made featherbedding and secondary boycotts illegal.This act gave more power to management.
The Labor-Management Reporting and Disclosure Act of 1959 (also known as the Landrum-Griffin Act)guaranteed the rights of individual union members to participate in union meetings,nominate candidates for union office,and vote in union elections.This law also gave union members the right to examine union records and accounts and required unions to make annual financial reports to the U.S.Department of Labor.The major goals of this act were to clean up union corruption and make unions more responsive to their members.

Question 9

According to business observers,which of the following is a reason for labor's decline?

Accepted Answer

A)   Shifts from service to manufacturing industries
B)   Decline in part-time work
C)   Labor's success in seeing issues it championed become law
D)   Increased local competition

Question 10

The Zendor Corporation operates a manufacturing plant in Bellridge.The work is arranged in an assembly line and is performed by semiskilled and unskilled workers.These workers are looking into obtaining union representation.The type of union they would belong to would be classified as an industrial union.

Accepted Answer

A) True 
 B)False

Question 11

During the 1980s unions became increasingly concerned with the issues of job security and union recognition.

Accepted Answer

A) True 
 B)False

Question 12

Historically,the most potent union tactic when collective bargaining efforts break down has been the:

Accepted Answer

A)   strike.
B)   lockout.
C)   court injunction.
D)   primary boycott.

Question 13

A(n) ________ boycott is an illegal attempt by labor to convince others to stop doing business with a firm that does business with a company that is the subject of a primary boycott.

Accepted Answer

A)   extended
B)   secondary
C)   tactical
D)   strategic

Question 14

If a union is present in a firm that has a(n) _________ shop arrangement,workers may join the union if they wish,but they are not required to join or pay a union fee in order to keep their jobs.

Accepted Answer

A)   open
B)   unrestricted
C)   freedom of choice
D)   agency

Question 15

A union is an employee organization that has the main goal of representing its members in employee-management negotiation concerning job-related issues.

Accepted Answer

A) True 
 B)False

Question 16

Wage rates,hours of work,employee benefits,and job rights and seniority are issues covered in a typical negotiated labor-management agreement.

Accepted Answer

A) True 
 B)False

Question 17

The __________ is a tactic police,firefighters,and other workers who are not legally allowed to strike sometimes use to express their frustration and displeasure with working conditions or pay.

Accepted Answer

A)   gold cold
B)   steel deal
C)   slow-mo
D)   blue flu

Question 18

The Norris-LaGuardia Act prohibited courts from issuing injunctions against nonviolent union activities.

Accepted Answer

A) True 
 B)False

Question 19

Under the provisions of the Taft-Hartley Act,the president can ask for a(n) ___________ to prevent a strike in a critical industry.

Accepted Answer

A)   arbitrator
B)   cooling-off period
C)   open shop agreement
D)   temporary take over by the federal government

Question 20

Collective bargaining is the process whereby union and management representatives negotiate a labor-management agreement,or contract,for workers.

Accepted Answer

A) True 
 B)False

Exam 12: Dealing With Employee-Management Issues and Relationships

Today,more than 55 national and international labor unions are affiliated with the AFL-CIO.

Correct Answer
verified

In the next few years,unions are likely to find that they must adopt a tough,confrontational approach in order to get what they want from management.

Correct Answer
verified
False

In recent years,many unions have begun to:

Correct Answer
verified

The lockout is the most common tactic used by management today to deal with labor management disputes.

Correct Answer
verified

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:

Correct Answer
verified

The Labor-Management Relations Act (or Taft-Hartley Act) can be best described as a law which:

Correct Answer
verified

The Taft-Hartley Act gives the president the power to require striking workers in any industry to return to their jobs for a cooling-off period while representatives of management and the union continue to negotiate.

Correct Answer
verified
False

Identify several laws that significantly influenced labor-management relations.Discuss the major provisions of each law.

According to business observers,which of the following is a reason for labor's decline?

Correct Answer
verified

Correct Answer
verified

During the 1980s unions became increasingly concerned with the issues of job security and union recognition.

Correct Answer
verified

Historically,the most potent union tactic when collective bargaining efforts break down has been the:

Correct Answer
verified

A(n) ________ boycott is an illegal attempt by labor to convince others to stop doing business with a firm that does business with a company that is the subject of a primary boycott.

Correct Answer
verified

If a union is present in a firm that has a(n) _________ shop arrangement,workers may join the union if they wish,but they are not required to join or pay a union fee in order to keep their jobs.

Correct Answer
verified

A union is an employee organization that has the main goal of representing its members in employee-management negotiation concerning job-related issues.

Correct Answer
verified

Wage rates,hours of work,employee benefits,and job rights and seniority are issues covered in a typical negotiated labor-management agreement.

Correct Answer
verified

The __________ is a tactic police,firefighters,and other workers who are not legally allowed to strike sometimes use to express their frustration and displeasure with working conditions or pay.

Correct Answer
verified

The Norris-LaGuardia Act prohibited courts from issuing injunctions against nonviolent union activities.

Correct Answer
verified

Under the provisions of the Taft-Hartley Act,the president can ask for a(n) ___________ to prevent a strike in a critical industry.

Correct Answer
verified

Collective bargaining is the process whereby union and management representatives negotiate a labor-management agreement,or contract,for workers.

Correct Answer
verified

Exam 12: Dealing With Employee-Management Issues and Relationships

Today,more than 55 national and international labor unions are affiliated with the AFL-CIO.

Correct AnswerverifiedShow Answer

In the next few years,unions are likely to find that they must adopt a tough,confrontational approach in order to get what they want from management.

Correct AnswerverifiedFalse

In recent years,many unions have begun to:

Correct AnswerverifiedShow Answer

The lockout is the most common tactic used by management today to deal with labor management disputes.

Correct AnswerverifiedShow Answer

The key difference between an agency shop agreement and an open shop agreement is that in an agency shop:

Correct AnswerverifiedShow Answer

The Labor-Management Relations Act (or Taft-Hartley Act) can be best described as a law which:

Correct AnswerverifiedShow Answer

The Taft-Hartley Act gives the president the power to require striking workers in any industry to return to their jobs for a cooling-off period while representatives of management and the union continue to negotiate.

Correct AnswerverifiedFalse

Identify several laws that significantly influenced labor-management relations.Discuss the major provisions of each law.

According to business observers,which of the following is a reason for labor's decline?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

During the 1980s unions became increasingly concerned with the issues of job security and union recognition.

Correct AnswerverifiedShow Answer

Historically,the most potent union tactic when collective bargaining efforts break down has been the:

Correct AnswerverifiedShow Answer

A(n) ________ boycott is an illegal attempt by labor to convince others to stop doing business with a firm that does business with a company that is the subject of a primary boycott.

Correct AnswerverifiedShow Answer

If a union is present in a firm that has a(n) _________ shop arrangement,workers may join the union if they wish,but they are not required to join or pay a union fee in order to keep their jobs.

Correct AnswerverifiedShow Answer

A union is an employee organization that has the main goal of representing its members in employee-management negotiation concerning job-related issues.

Correct AnswerverifiedShow Answer

Wage rates,hours of work,employee benefits,and job rights and seniority are issues covered in a typical negotiated labor-management agreement.

Correct AnswerverifiedShow Answer

The __________ is a tactic police,firefighters,and other workers who are not legally allowed to strike sometimes use to express their frustration and displeasure with working conditions or pay.

Correct AnswerverifiedShow Answer

The Norris-LaGuardia Act prohibited courts from issuing injunctions against nonviolent union activities.

Correct AnswerverifiedShow Answer

Under the provisions of the Taft-Hartley Act,the president can ask for a(n) ___________ to prevent a strike in a critical industry.

Correct AnswerverifiedShow Answer

Collective bargaining is the process whereby union and management representatives negotiate a labor-management agreement,or contract,for workers.

Correct AnswerverifiedShow Answer

Correct Answer
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Correct Answer
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False

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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False

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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