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Exam 12: Dealing With Union and Employeemanagement Issues

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Question 131

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The management at a shoe factory planned to terminate production due to labor issues that were consuming most of the profits. For years, the strong union at this facility did some tough negotiating with the company's corporate headquarters. In a companywide vote, employees agreed to walk away from union membership in order to keep the factory open and save their jobs. The NLRB (National Labor Relations Board) agreed that it was in the best interest of the employees. ______________ was started to take away the rights of union representation at the factory.

A) Bargaining dismissal
B) Decertification
C) Arbitration
D) Certification

E) B) and C)
F) A) and B)

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Question 132

Multiple Choice

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In the early years, there were power struggles among the larger national unions. Leaders recognized that there was power in numbers. After the passage of the Taft-Hartley Act in 1947,

A) the CIO defeated the AFL.
B) the "Change to Win" campaign emerged.
C) the AFL and CIO merged.
D) the unions collapsed for several years.

E) C) and D)
F) A) and B)

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Question 133

Multiple Choice

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Labor unions and management hope to resolve issues through collective bargaining. Each side comes to the table with a range of options they are willing to consider, some more appealing than others. All options that each will consider fall within the _________________.

You've been on your lunch break for less than 45 minutes when your boss orders you to return to work immediately or be docked an hour's pay. You complain that the current labor contract specifies a full hour for your lunch break and you still have over 15 minutes left. Your boss stands firm on his order for you to return to work. Under protest, you return to work, but plan to file a grievance. The first step you should take is to contact a(n) :

The __________ sets the tone and clarifies the terms and conditions under which labor and management agree to function over a specific period of time.

A yellow-dog contract required workers to agree not to join a union as a condition of their employment.

In its early years, the AFL's strategy was to:

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

The Knights of Labor and the American Federation of Labor were actually very similar in their aims, tactics, and membership. The only major difference was in the effectiveness of their leaders.

Under an open shop agreement, workers have the option to join or not join a union, if one is present in the workplace.

The ______________ was established by the Wagner Act to oversee labor-management relations.

One of the things that labor is interested in is fair and competent management.

Small firms often offer innovative child care programs as a way of competing for qualified employees.

Union membership is likely to rise in the coming decade, because the same economic and political conditions that gave rise to unions in the late 19th and early 20th centuries are now reappearing.

Many companies do not provide any formal training for dealing with prevention of violence in the workplace.

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

A(n) ________ is an employee organization that represents workers in employee-management bargaining over job-related issues.

Historically, managers were less concerned about productivity and more concerned with friendly relations with coworkers.

ArtB.Traytor, a member of the American Arbitration Association and long-standing faculty member of the business school of a university, is heading out on the next plane for Detroit, Michigan, where he will serve as an arbitrator between members of the United Auto Workers union and management of a major auto manufacturer. His responsibilities will deal with:

During its early years, the AFL tried to expand as rapidly as possible by recruiting both skilled and unskilled workers.