CH 7 MGMT 4306
Why do employers usually prefer decentralized bargaining structures over centralized structures, unlike unions? (Check all that apply.)
To put local unions in competition with one another for jobs To increase their bargaining leverage
Match the subprocesses of labor negotiations (in the left column) with the areas that they manage (in the right column).
Transactions Relationships
True or false: The close personal interaction between labor and management negotiators that occurs during the bargaining process leads to a cooperative, less conflict-laden labor-management relationship.
True
Match the subprocesses of labor negotiations (in the left column) with their outcomes (in the right column).
A written contract between labor and management A social contract that reflects the behavioral quality of the relationship between labor and management
Arrange the steps involved in the negotiation process between an employer and a union from the perspective of the employer in the order of occurrence (from the first to the last).
APPOINTING REVIEWING DRAFTING INFORMING
The U.S. Supreme Court authorized the National Labor Relations Board (NLRB) to classify bargaining issues into three categories of bargaining items. This is known as the _____ after the name of the Court's decision.
Borg-Warner doctrine
refers to negotiations between more than two parties, which characterizes collective bargaining in the public sector.
MULTILATERAL BARGAINING
In the context of the contemporary bargaining process, match the types of costs that negotiators often show frustration with (in the left column) with their examples (in the right column).
Restricted participation except by chief negotiators and last-minute settlements that narrowly avert work stoppages Stressful, marathon negotiating sessions that involve threats, bluffs, etc.
Mellona Inc. engages in integrative bargaining with the labor union. When bargaining, the management of Mellona Inc. should understand that _____.
all members of each side's bargaining committee are expected to take part and give ideas
A union selects a textile company as the target company for its textile industry contract negotiations every two years. The union bargains solely with that target company until a contract is reached. The union uses this target settlement as the norm for subsequent negotiations in the textile industry and other clothing industries. This scenario illustrates the concept of _____.
pattern bargaining
Unlike distributive bargaining, integrative bargaining _____.
sells outcomes to constituents and is time-consuming
Match the subprocesses of negotiations as identified by Richard Walton and Robert McKersie (in the left column) with their descriptions (in the right column).
Adversarial bargaining over conflicts of interests Collaborative problem solving over issues of mutual gain Managing attitudes and trust in the labor-management relationship Reaching consensus within the union and within the organization's management team
Which of the following scenarios illustrates direct dealing as an example of bad faith bargaining?
An employer questions the employees about the union's effectiveness using coercive communication.
What are the main distributive bargaining strategies and tactics used by a party to a negotiation that are rooted in power? (Check all that apply.)
Attempting to strengthen the image of their own resistance point Seeking out and debilitating the other side's perception of their own resistance point
is the ability to secure another's agreement on one's own terms.
BARGAINING POWER
Once certified, multiple units can be combined into a single large bargaining unit for the purposes of negotiating a contract if the parties agree. The resulting organizational structure for the collective bargaining process is called the .
BARGAINING STRUCTURE
Which of the following are true about the best alternative to a negotiated agreement (BATNA)? (Check all that apply.)
BATNA decides the terms that are minimally acceptable to either party to a negotiation. The belief that a negotiated settlement will be better than a party's BATNA gives an incentive to bargain.
Why is it significant for negotiators to determine how hard to push one's temporary bargaining advantage or power if doing so might result in a negative reaction from a party to an ongoing relationship like a strategic business partnership or a labor-management relationship?
Because aggressive distributive bargaining methods can undermine efforts at integrative bargaining
Match the different terms for integrative bargaining (in the left column) with the reasons why they are called so (in the right column).
Both the parties to a negotiation benefit. The focus is on creating common gains rather than resolving zero-sum conflicts. The focus is on the requirements of both parties to a negotiation.
A negotiating tool that is used to evaluate proposals by estimating their monetary costs is known as
CONTRACT COSTING
Match the aspects of negotiations as identified by Richard Walton and Robert McKersie (in the left column) with their subprocesses (in the right column).
Claiming value Creating value Building relationships Negotiating internally
An example of bad faith bargaining that occurs when an employer illegally tries to circumvent and undermine a union by interacting directly with the employees with respect to bargaining issues is called
DIRECT DEALING
Match the categories of bargaining items (in the left column) with their descriptions (in the right column).
Employers and unions are obliged to bargain over these items. Employers and unions are banned from bargaining over these items. These items are outside the boundaries of the National Labor Relations Act (NLRA).
True or false: An employer can make unilateral changes in mandatory bargaining items only before it fulfills its bargaining obligation by bargaining to an impasse.
False
Identify a true statement about the relative bargaining power between labor and management.
It is based on the comparative costs of agreeing and disagreeing.
What are the examples of legitimate requests from unions that employers must comply with? (Check all that apply.)
Job evaluation data Standards for merit raises Wage information for employees
Match the categories of bargaining items (in the left column) with their examples (in the right column).
Just cause discipline provisions, seniority provisions, and subcontracting Interest arbitration, contract ratification procedures, and union representation on the board of directors
Which of the following are part of the approval process of an agreement between employers and unions? (Check all that apply.)
Management negotiators typically have the power to agree to a final settlement on the employer side. The approval process typically includes a contract ratification vote by the rank and file on the union side.
According to Section 8(d) of the _____, good faith bargaining is required over wages, hours, and other terms and conditions of employment.
National Labor Relations Act (NLRA)
One can negotiate wages and other economic items in an integrative fashion using the Affinity Method of Collaborative Economic Bargaining, a process developed by the Federal Mediation and Conciliation Service in 2015. Which of the following are part of this approach? (Check all that apply.)
Negotiators jointly create an agreement that both parties find acceptable using open communication. Negotiators jointly recognize the problems before making proposals, develop a costing methodology, and brainstorm options.
Which of the following need to be considered when analyzing the elements of the bargaining environment of the public sector? (Check all that apply.)
The levels of public services are decided by voters, taxpayers, and elected officials in the political arena. Public sector management lacks the option of relocating in search of lower labor costs.
Identify the factors that should be considered when analyzing the elements of the bargaining environment of the private sector. (Check all that apply.)
The threat of lost business prevents labor's demands. Consumers do not rely on a single manufacturer.
True or false: Collective bargaining has become increasingly divergent with the challenging competitive environment that began in the late 1970s and continues today.
True
True or false: Employee bargaining is an important component of quality circles, work teams, and other initiatives to involve employees in workplace decision making.
True
Match the types of bargaining (in the left column) with their attributes (in the right column).
Trust is of minor importance and gets weakened. Trust is critical and gets strengthened.
occurs when an employer alters wages, benefits, or other terms and conditions of employment without first bargaining with the union.
UNILATERAL CHANGE
Match the parties in an organization (in the left column) with their responsibilities in the intraorganizational bargaining process (in the right column).
Utilize surveys of rank-and-file desires to institute bargaining agendas before negotiations begin Research problem areas in the current contract and obtain feedback or direction from different levels of supervisors
The requirement for intraorganizational bargaining stems from the _____.
existence of different interests within a negotiator's constituency
A feature of the negotiating tool called contract costing is that it _____.
often needs making projections of complex issues
Arrange the steps involved in the negotiation process between an employer and a union from the perspective of the union in the order of occurrence (from the first to the last).
ELECTING REVIEWING DEVELOPING INFORMING
Identify the statements that refer to the best alternative to a negotiated agreement (BATNA) of each party to a negotiation, which can be thought of as their threat point or resistance point. (Check all that apply.)
Each party will threaten to quit the negotiations and walk away if they cannot achieve terms at least equal to their BATNA. Each party will be reluctant to accept terms less favorable than their BATNA.
The diverse set of external influences on labor and management as they sit at a bargaining table negotiating a contract is called the
BARGAINING ENVIRONMENT
Match the subprocesses of labor negotiations (in the left column) with their example tactics (in the right column).
Controlling information tightly Sharing information extensively Displaying respect and understanding across the table
_____ is the typical vision of collective bargaining: union and management negotiators pounding the table seeking more (the union) or less (the employer) and both attempting to drive the hardest bargain possible.
Distributive bargaining
True or false: Intraorganizational bargaining is typically more visible on the management side of the bargaining process than the union side.
False
True or false: The pattern, or sequential, bargaining process is a formal way of gaining a highly decentralized bargaining structure.
False
Match the subprocesses of labor negotiations (in the left column) with their focus areas (in the right column).
Finding solutions to conflicts of interest Resolving joint problems by developing solutions for mutual gains Managing attitudes and the overall labor-management relationship Attaining consensus within each group
When is it legal for management negotiators to agree to a tentative settlement with the union subject to upper management approval?
If the union is informed in advance
Why is distributive bargaining also known as zero-sum bargaining?
In distributive bargaining, the more one party gets, the less the other party gets.
In the context of integrative bargaining, what are the examples in which both employees and employers benefit? (Check all that apply.)
Instituting a training program that improves productivity and wage rates Finding a solution to a production bottleneck by reconfiguring work flow
Match the types of bargaining structures (in the left column) with their descriptions (in the right column).
It includes a limited number of employees in a single workplace. It includes several occupations, locations, and companies.
Which of the following are included in the main distributive bargaining strategies and tactics used by a party to a negotiation? (Check all that apply.)
Managing and selectively presenting the data shared with the other side Educating the other side about the effects of their proposals
Selsa Inc. seeks to engage in integrative bargaining with the labor union. Arrange the bargaining steps it should follow in the correct order of occurrence.
RECOGNIZE UNDERSTAND BRAINSTORM APPLY FINALIZE
Surface bargaining is different from hard bargaining. Match the terms (in the left column) with their examples (in the right column).
Sercas Inc. uses its bargaining power to reach a favorable settlement with a union. Deltac Inc. uses its bargaining power to undermine the sincere pursuit of an agreement with a union.
Match the general reasons for resistance to change (in the left column) with their applications to labor negotiations (in the right column).
Strong tradition of adversarial negotiations in labor relations Hard to change style or form in the middle of negotiations Management or labor unilaterally builds a new approach and proposes it to the other side without warning Strong antiunion or antimanagement group sentiment that can strengthen suspicions about the other party's motives for change
Match the parties in an organization (in the left column) with their areas of concern in the intraorganizational bargaining process (in the right column).
The bottom-line financial impact The principles that are affected or instituted The ways in which work is accomplished The ways to reach an agreement
Match the responses of an employer to the unions' bargaining proposals (in the left column) with the required actions (in the right column).
The employer must support its statement by providing financial data. The employer is not obliged to provide any financial information.
Match the change-specific reasons for resistance to change (in the left column) with their applications to labor negotiations (in the right column).
The more powerful party might consider a different bargaining style as weakening its position. Some consider integrative bargaining techniques as giving up power and selling out. Management emphasizes efficiency, and labor emphasizes equity and voice.
Identify the reasons why unions generally prefer centralized bargaining structures over decentralized structures, unlike employers. (Check all that apply.)
To avoid whipsawing by negotiating uniform contracts with employers To prevent a reduction in labor's bargaining power
Match the types of bargaining items (in the left column) with their examples (in the right column).
Wage reductions/increases Employee parking policy
Match the categories of bargaining items (in the left column) with their inclusions (in the right column).
Wages, hours, and terms and conditions of employment Closed shop provisions, policies that involve racial discrimination, and payment of wages below the legal minimum Items other than wages, hours, terms and conditions of employment, closed shop provisions, policies that involve racial discrimination, and payment of wages below the legal minimum
Daily contests between employees and managers over working conditions, performance expectations, and the like have been termed _____.
fractional bargaining
To avoid missing opportunities for mutual gains, negotiators should start with _____ bargaining and then turn to _____ bargaining when the mutual gains are exhausted.
integrative; distributive
The labor union of a public sector company gets direct support from other groups such as politicians and lawyers, who are able to pressurize the management officials at the bargaining table. This is an example of _____.
multilateral bargaining
